Human Resource Manager I Jobs

Human Resources Manager

$81,859 - $136,431/yr

Manager of Human Resources

Job Description ------------------- Why EOSIS? Time Off: 20 days of paid-time-off + 6 paid holidays Insurance: Health, dental, and vision insurance + HSA/FSA Education: Tuition reimbursement and discounted tuition at select colleges Future Planning: 401(k) – ROTH and traditional options Career Path Opportunities Discount with Verizon Cell Phone Plans Pay Range: $90,000 - $120,000 Each day, you’ll help rebuild lives by making a real impact on people recovering from addiction and mental health challenges. With approachable leaders who listen, support, and encourage growth, you’ll experience what it means to be rising together in your career. A strong culture of care, where team members look out for one another and stand together through challenges, keeps you rooted in teamwork as you do meaningful, life-changing work. Ready to help clients build healthy routines and find their path to lasting recovery? Join EOSIS as a full-time Regulatory Compliance Project Manager in New Brighton, MN and be a steady source of support and guidance. Apply today and make a difference where it matters most! As a strategic partner and under the direction of the Vice President for Operations, the Manager of Human Resources will support the development, execution and maintenance of the Company’s human resources, recruiting and culture strategies in support of EOSIS’s mission, vision, values and strategic direction. This role is responsible for direct supervision and leadership of the Human Resources and Recruiting Team. The Manager of Human Resources will manage and coordinate work in the areas of equity, diversity, and inclusion, employee well-being, continuous workforce improvement, staff training and professional development, and HR policy development and compliance. The Manager of Human Resources will work closely with senior management to provide strategic leadership by formulating, communicating, and documenting HR needs and plans to staff, supporting recruiting operations, supporting supervisory staff in coaching and performance management, and providing HR support for all staff.Responsibilities -------------------- The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned. Human Resources Compliance and Administration: Collaborate with the VP of Operations to ensure compliance with federal and state legislation pertaining to all personnel matters (ADA, FMLA, Wage and Hour, benefits, etc.). Maintain knowledge of and ensure strict compliance with federal and state employment-related laws and regulations, as well as MN Statute, Chapter 245G through complaint policies, processes and procedures. Including but not limited to; + Employee Performance Review Process + Employee Filing System + Annual Training Requirements Support the development and cascading the Company’s annual objectives to associated staff. Provide back up for employee relations to the Senior HR Business Partner. Support the development, management and resolution of employee relations performance or grievance issues in a legally compliant and professional manner; conduct effective, thorough and objective investigations, support disciplinary actions and exit interviews as needed in partnership with the Senior HR Business Partner. Provide support in formal investigations; support the management of actions and proceedings brought against Company arising in connection with employment; coordinate with legal counsel and outside specialists, as appropriate. Oversee the annual performance management, processes, and feedback mechanisms. Partner with leaders to provide guidance on employee career development, succession planning, retention programs, performance management and leadership development. Collaboratively identify training needs in partnership with Compliance, coordinate employee development programs and support continuous learning initiatives. Assist the executive leadership team by analyzing and modifying compensation policies and ranges to establish competitive, consistent and equitable programs and incentives, and ensure compliance with legal requirements. Provide oversight of HRIS; manage collection of Human Resources metrics, analysis, reporting of data and identification of trends. Work with the executive leadership to establish a competitive and fiscally responsible benefit, compensation, and leave program, including merit increases, bonuses, COLA, etc. Serve as subject matter expert; demonstrate “best practices” in regard to information management, usage and governance; i.e. SharePoint, HRIS, related applications and tools. Health and Welfare Benefits: Collaborate with the leadership team to analyze benefits options and cost alternatives for providing employee benefits; recommend benefits program modifications and implement approved benefits programs. Oversee the administration of benefits programs to include: health, retirement, life, disability, cafeteria, EAP and other benefits offered by the Company; process all enrollments, changes and terminations. Support the development and implementation of the communications processes related to benefits administration; manage, coordinate and conduct annual benefits Open Enrollment for all Company locations within UltiPro or other HRIS in partnership with the Senior HR Benefits Administrator. Manage system updates for benefits detail. Coordination with cross-functional departments to ensure accurate processing of payroll, employee bonuses, and wage changes. Ensure completion of and compliance with reporting requirements (Form 5500 filing, annual Non-Discrimination Testing, etc.). Provide back up to the Senior Benefits Administrator Recruiting: Partner with the executive leadership team to evaluate the organization’s recruiting strategies and lead changes to enhance hiring practices. Support the development and implementation of recruiting initiatives across the organization. Serves as the main point of contact for recruiting vendor partnerships. Company Culture: Partner with the executive leadership team to evaluate Company culture and provide recommendations on changes to accomplish Company goals and objectives. Partner with the leadership team to develop and implement consistent policies/programs that foster employee engagement, improve and set the culture of the organization and create high performing work systems. Support the development and implementation of Company initiatives and activities to ensure Company culture is implemented, embraced and supported across the enterprise with staff embracing and behaving accordingly. Oversee new employee orientation for continuous improvement opportunities. Oversee development and facilitation of planned activities and events to promote Company’s ambition to be a great place to work and supports efforts to improve employee attraction and retention. Represent the Company externally as requested to further support the Company’s objectives, related to Company reputation, culture and human resources. Maintain positive partnership with relevant vendors. Skills \& Qualifications ---------------------------- Required Skills and Knowledge: Bachelor’s degree in Business, Human Resources Management and/or a related field. PHR/SPHR/CEBS and/or other professional certifications desirable. Minimum of five (5) years Human Resources management experience. Experience must include hands-on responsibility for the full scope of Human Resources activities, both operations and analysis. Must have extensive health and welfare benefit plan administration and implementation experience. Extensive experience with HRIS systems, Paylocity preferred. Healthcare experience, particularly in a chemical dependency/behavioral health environment preferred. In-depth knowledge and understanding of Human Resources policies/practices and employment law, with a strong background in employee relations, compensation and benefits. Functions and leads with the highest ethical standards, integrity and unwavering morale compass. Superior interpersonal and communication skills; proven ability to interact with all levels with comprehensive consultative, partnering, facilitating and influencing/negotiating skills. Strong ability to perform well and be unfailingly diplomatic in a high pressure, complex and diverse environment. Successfully led the development of and set enterprise culture in alignment with Company’s Code of Conduct and mission, vision, values – guiding principles. Physical Requirements: Hearing Ability to hear staff, incoming calls, Teams/virtual meetings, individual/group sessions Vision Ability to see computer screen, white board and related office visuals Speaking Ability to verbally speak to colleagues, vendor partners, related professionals Sitting Varies, approximately 5-6 hours per day Standing Varies, approximately 1-2 hours per day Travel \< 15% of the time, as needed to visit programs, attend off-site meetings

Human Resources Manager (HRM)

Human Resource Manager – Lead People, Build Culture, Drive Success Join Our Mission to Transform Care at Aston Health Are you a passionate HR professional ready to make a meaningful impact? Aston Health is seeking an experienced Human Resource Manager to champion our people-focused initiatives and strengthen our workplace culture. About the Role As our Human Resource Manager, you will oversee key HR functions, including employee relations, benefits administration, training, performance management, onboarding, policy implementation, recruitment, and compliance. Your expertise will ensure our teams are supported, engaged, and aligned with our mission of delivering extraordinary outcomes for those we serve. Who We Are At Aston Health, we personalize each wellness journey with care experiences designed around the individual. We are dedicated to promoting a better quality of life and transforming ordinary expectations into extraordinary results. Key Responsibilities Serve as a strategic partner to employees and management, communicating HR policies, procedures, and employment laws effectively. Address employee relations issues with professionalism, empathy, and a solutions-focused mindset. Oversee the performance evaluation program to drive development and accountability. Manage benefits administration, ensuring clear communication and employee understanding. Lead recruitment efforts, including interviewing, screening, and selecting qualified candidates to fill vital roles. Conduct engaging new hire orientations to integrate employees successfully into our culture. Coach and guide managers on employee relations matters, disciplinary actions, and performance concerns. Maintain current and compliant employee personnel files through regular audits. Coordinate employee recognition programs that celebrate contributions and boost morale. Maintain productive relationships with union officials, upholding labor contract terms. Manage Workers' Compensation, LOA, FMLA, and unemployment claims processes, including representation at hearings when required. Participate in administrative staff meetings and attend relevant trainings and seminars to remain updated on HR trends and practices. What You Bring Minimum of two (2) years’ experience in Human Resources. Minimum of two (2) years’ experience in Healthcare; Long Term Care preferred. Strong knowledge of HR laws and best practices, with proven ability to handle sensitive matters with discretion. Excellent interpersonal, organizational, and problem-solving skills. Why Join Aston Health? Competitive compensation with great benefits. Engaging work atmosphere built on collaboration and respect. Innovative training programs to support your professional growth. Excellent career advancement opportunities within our expanding organization. A purpose-driven environment where your expertise builds a culture of excellence and care. If you’re ready to lead with purpose, drive people-centered initiatives, and elevate our teams to new heights, we invite you to apply today. Aston Health – Where Your Leadership Shapes Extraordinary Outcomes. An Equal Opportunity Employer.*

Human Resources Manager

Position Overview --------------------- The HR Manager serves as a strategic partner to the HR Director and company leadership, supporting the development and execution of human resource strategies that align with the organization’s business objectives. Operating as a senior HR leader, this role provides enterprise-level HR support across assigned functions and business units and plays a key role in driving organizational effectiveness. The HR Manager oversees and administers HR programs, policies, and initiatives while ensuring compliance, consistency, and alignment with organizational goals. This role partners closely with Recruiting, Benefits, Safety, and Marketing teams to deliver a seamless employee experience and champion HR best practices across the organization. The HR Manager serves as an advocate for employees while advising and supporting leaders on human resources matters. This position is ideal for an experienced HR professional with a strong background in employee relations, leadership coaching, and strategic HR execution, particularly within construction, manufacturing, or skilled trades environments. Key Responsibilities ------------------------ ### Strategic Partnership \& Business Advisory Partner with the HR Director and senior leadership to develop and execute people strategies and HR initiatives aligned with business objectives Advise leaders and managers on workforce planning, talent development, succession planning, and organizational design Develop strong relationships with leaders to drive HR strategy and organizational effectiveness Serve as a trusted advisor on employee engagement, talent management, and culture Provide data-driven insights on workforce trends, retention, and engagement to support informed decision-making Support leaders through organizational change, restructuring, and complex people matters Collaborate with leadership on succession planning for critical and hard-to-fill roles ### HR Operations \& Employee Relations Oversee day-to-day HR operations including employee relations, performance management, and offboarding Serve as a trusted advisor for employees and managers, addressing concerns, resolving conflicts, and fostering a collaborative work environment Lead and manage employee relations matters, including investigations and resolution recommendations Coach and advise managers on performance management, corrective action, and difficult conversations Guide leaders on goal-setting, development planning, disciplinary actions, and conflict resolution Lead and facilitate the organization-wide performance review process Ensure compliance with federal, state, and local employment laws and internal policies Maintain HRIS data accuracy and employee documentation (ADP Workforce Now experience preferred) Maintain accurate and up-to-date employee records and prepare HR-related reports Exercise sound judgment and maintain confidentiality in handling sensitive information ### Talent Acquisition \& Workforce Planning Partner with the Recruiting team on workforce planning, hiring priorities, job descriptions, interviews, and offer reviews Support talent acquisition strategies to attract and retain top talent Assist with onboarding and offboarding processes to ensure positive employee experiences ### Compensation, Benefits \& Leave Administration Collaborate with the Benefits team to support compensation, benefits, and leave administration Partner with leadership to ensure competitive and equitable compensation structures Assist with compensation reviews, market benchmarking, and equity analysis ### Cross-Functional Collaboration Work closely with the Safety team on compliance initiatives, training programs, and workforce safety efforts Support employer branding, employee communications, and culture initiatives in partnership with Marketing Partner across departments to ensure consistent HR practices and employee experience ### Training, Development \& Culture Recommend, develop, and facilitate employee and leadership training programs Identify employee development needs and implement programs to build skills and leadership capabilities Design and implement employee engagement, retention, and culture initiatives that promote a positive and inclusive workplace Plan and coordinate employee programs and events that foster collaboration and engagement ### Project \& Program Management Lead and support strategic HR projects including engagement initiatives, process improvements, and HR system enhancements Drive change management efforts to support organizational growth and transformation Track and report HR metrics and KPIs, providing insights and recommendations to the HR Director Implement and optimize HR tools and processes to improve efficiency and scalability ### Additional Responsibilities Ability to work occasional evenings and weekends as business needs require Ability to travel, including occasional overnight stays Qualifications ------------------ ### Required Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience) 5–7+ years of progressive HR experience with increasing responsibility Strong working knowledge of employment laws and regulations (FMLA, ADA, FLSA, etc.) Proven ability to influence and build relationships at all levels of the organization Excellent communication, interpersonal, and coaching skills Strong organizational, analytical, and project management abilities Ability to work independently and collaboratively in a fast-paced environment Proficiency with HRIS systems and Microsoft Office Suite High level of discretion and ability to handle confidential information Detail-oriented, results-oriented, and adaptable to change ### Preferred SHRM-CP, SHRM-SCP, PHR, or SPHR certification (or commitment to obtain within the first year) Experience in construction, manufacturing, or skilled trades environments Experience with ADP Workforce Now Experience leading, mentoring, or supporting HR professionals or managers

Human Resources & Payroll Manager

Payroll/HR Mgr. Transdevin Salinas, CA, is hiring a Payroll/Human Resource Manager.This position assists the General Manager in all aspects of the daily payroll and HR functions. We are seeking customer service-oriented professionals who are dedicated to safety. This position is 100% on-site! Transdev is proud to offer: Competitive compensation package of minimum $80,000 - Maximum $100,000 Benefits include: Vacation: minimum of two (2) weeks Sick days: 5 days Holidays: 12 days; 8 standard and 4 floating Other standard benefits include a 401(k) retirement plan, medical, dental, and vision insurance, life insurance, short-term disability, and voluntary long-term disability. Benefits may vary depending on the location policy. The above represents the standard Corporate Policy. Key Responsibilities: Process new employee files and submit paperwork for approval. Calculate and input payroll for drivers and staff. Track attendance for part-time employees. Handle fare reconciliation and deposits. Assist in tracking and reducing overtime. Full-cycle recruiting: review applications, schedule interviews, and hire candidates. Create and maintain employee files and onboarding paperwork. Manage payroll, leaves of absence, and FMLA tracking. Educate employees on benefits. Ensure compliance with background checks, drug screens, and E-Verify. Support transfer requests and procedures. Perform other duties as required. Qualifications: High school diploma or equivalent. Minimum 2 years of Human Resources experience. College coursework in a related field preferred. Computer-literate with intermediate knowledge of Microsoft Office Subject to a DOT drug testing and physical, if applicable. DOT Regulation 49 CFR Part 40 does not authorize the use of Schedule I drugs, including cannabis, for any reason. Physical Requirements: Must be able to work shifts or flexible work schedules as needed. The employee is generally subjected to long periods spent sitting, typing, or looking at a computer screen. The work environment will be a combination of both indoors and outdoors. Reasonableaccommodationsmay bemadeto enableindividualswith disabilitiesto perform theessentialfunctions. Transdev complies with federal and state disability laws and makes reasonable accommodations for applicants and candidateswithdisabilities.Ifreasonableaccommodationisneededtoparticipateinthejobapplicationorinterview process, please contact us.jobs@transdev.com Drug-freeworkplace: Transdevmaintainsadrug-freeworkplace.Applicantsmust: BeeligibletoworkintheUnitedStateswithoutrequiringsponsorshipnoworinthefuture(ifbasedinthe U.S.). * Successfullypassapre-employmentdrugscreen. AboutTransdev:Cities,counties,airports,companies,anduniversitiesacrosstheU.S.contractwithTransdevto operatetheirtransportationsystems,maintaintheirvehicleandfleets,anddeliveronmobilitysolutions.Transdev U.S.employsateamof32,000across400locationswhilemaintainingmorethan17,000vehicles. Part of a global company, Transdev is a leader in mobility with operations in 19 countries, proudly operated by 110,000 team members from around the world. As an operator and global integratorofmobility, we are driven by ourpurpose.Transdev–themobilitycompany–empowersthefreedomtomove every daythankstosafe,reliable, and innovative solutions that serve the common good. Find out more at www.TransdevNA.comor watch an overview video at The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification.They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. Thephysicaldemandsdescribedherearerepresentativeofthosethatmustbe metbyanemployee to successfullyperformtheessentialfunctionsofthis job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions upon request. TransdevisanEqualEmploymentOpportunity(EEO)employerandwelcomesallqualifiedapplicants.Applicantswillreceivefairandimpartialconsideration without regard to race, sex, color, national origin, age, disability, veteran status, genetic data, gender identity, sexual orientation,religion or other legally protected status. Thephysicaldemandsdescribedherearerepresentativeof thosethat mustbe metbyanemployeetosuccessfullyperformtheessentialfunctionsof this job. Reasonable accommodations may be made to enable individualswith disabilities to perform the essential functions upon request. Californiaapplicants:PleaseClickHereforCAEmployeePrivacyPolicy. Job Category: Administrative / Clerical / Payroll / HR / Accounting Job Type: Full Time Req ID: 7293 Pay Group: QQP Cost Center: 354 The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions upon request. Transdev is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, sex, color, national origin, age, disability, veteran status, genetic data, gender identity, sexual orientation, religion or other legally protected status, or any other classification protected by federal, state, or local law. Drug-free workplace If based in the United States, applicants must be eligible to work in U.S. without restrictions for any employer at any time; be able to pass a drug screen and background check. California applicants: Please Click Here for CA Employee Privacy Policy. About Transdev Cities, counties, airports, companies, and universities across the U.S. contract with Transdev to operate their transportation systems, maintain their vehicle and fleets, and deliver on mobility solutions. Transdev U.S. employs a team of 32,000 across 400 locations while maintaining more than 17,000 vehicles. Part of a global company, Transdev is a leader in mobility with operations in 19 countries, proudly operated by 110,000 team members from around the world. As an operator and global integrator of mobility, we are driven by our purpose. Transdev – the mobility company – empowers the freedom to move every day thank to safe, reliable, and innovative solutions that serve the common good. Find out more at or watch an overview video.

Regional Human Resource Manager

"Join a team where your passion for people makes a difference! At Vertical Health Services, we’re not just about filling roles—we’re about building a culture of care, support, and success. If you're ready to bring your HR expertise to an organization that values growth, teamwork, and innovation, we want to hear from you!" Job Overview As a Regional Human Resources Manager, you will be responsible for overseeing human resources functions for multiple sites and ensuring consistent application of company policies and compliance. You will play a key role in implementing HR strategies to support the company's overall objectives. This position requires that you have experience in HR in a Skilled Nursing/Long Term Care setting. What We offer: Daily Pay through TapCheck Competitive salary Full benefits (Comprehensive Health Benefits Package, Dental, and Vision) HSA Employer contribution of $100/month Employer paid life insurance 1x annual salary 401K Employee Assistance Plan Employee discounts (rental cars, hotels, and much more!) Generous Paid Time Off Ongoing support and opportunities for professional development Duties Regularly visit sites and engage with employees and managers Assists in implementing Human Resources activities within the facility Identify training needs and support employee development Work with the sites and provide guidance on employee matters as directed by VP of HR Develops and maintains a good working rapport with other departments within the facility Ensuring compliance with employment labor laws and regulations Utilizing an Applicant Tracking System (ATS) for recruitment purposes Requirements to join the team: College education in business/human resources preferred. Must minimally be a high school graduate. Must have experience in human resources in long term care Proficient with Microsoft Office Suite or related software Excellent interpersonal and negotiation skills Ability to work effectively in a team environment Equal Employment Opportunities: We provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.*

Human Resources Manager - Hybrid; San Diego, CA

ABOUT PRECISION DIAGNOSTICS: Precision Diagnostics, based in San Diego, California is a fast-growing clinical laboratory that specializes in providing drug testing, primarily for the purpose of helping physicians monitor their patients undergoing treatment for pain or substance abuse. Precision’s objective is to improve patient adherence/compliance with their prescription regimen and protect medical practices from liability. THE ROLE: The Human Resource Manager will lead and direct the daily operations of the HR function, serving as a strategic and hands-on partner to leaders and employees. This role is responsible for designing, implementing, and continuously improving HR programs including employee relations, leave administration, compliance, compensation, benefits, performance management, policies, HR reporting, and training and development. This role also oversees a team of seven. The ideal candidate brings broad HR expertise with deep strengths in multi-state compliance, complex employee relations, and leave administration (FMLA, CFRA, ADA/interactive process). This individual will help shape a compliant, high-performing, and people-centered workplace. OUTCOMES: Serve as a trusted advisor to leaders and employees on employee relations matters including conflict resolution, investigations, complaints, performance concerns, and corrective action. Lead and oversee complex leave administration, including FMLA, CFRA, ADA accommodations, and interactive process coordination. Guide and coach leaders on performance management, documentation, progressive discipline, and termination processes. Ensure compliance with all applicable federal, state, and local employment laws; maintain current knowledge of evolving labor regulations across multiple states. Develop, implement, and maintain HR policies and procedures aligned with legal requirements, best practices, and organizational values. Partner with leadership to support organizational effectiveness initiatives including workforce planning, organizational design, change management, and engagement strategies. Manage compensation programs including wage analysis, market benchmarking, internal equity reviews, and salary structure development for exempt and non-exempt populations. Collaborate cross-functionally with Talent Acquisition, Payroll, Finance, and Operations to ensure a seamless employee lifecycle experience. Oversee HR data, reporting, and metrics to support compliance, leadership decision-making, and continuous improvement. Lead and/or support HR projects including system enhancements, policy rollouts, training programs, and process optimization initiatives. Lead, coach, and develop direct reports through regular feedback, performance conversations, and development planning to build a high-performing, engaged HR team. Champion a positive culture grounded in trust, accountability, inclusion, and continuous development. WHAT YOU BRING TO THE TABLE: Minimum of 6 years of progressive HR experience, including ownership of core HR functions. Minimum of 3 years in a leadership role. Bachelor’s degree in Human Resources, Business Administration, or related field. HR certification strongly preferred (SHRM-CP/SHRM-SCP, PHR/SPHR, or similar). Demonstrated experience managing multi-state compliance and employment laws (FMLA, ADA, EEO, wage and hour, state leave programs, etc.). Advanced experience handling complex employee relations matters with professionalism, discretion, and sound judgment. Proven expertise in leave administration and accommodation management. Strong working knowledge of HRIS platforms (Paycom preferred). Excellent communication, problem-solving, and coaching skills A detail-driven, organized approach and the ability to manage multiple priorities A genuine passion for people, culture, and creating an extraordinary workplace To be successful, you agree that technology is a key part of every business process and you will make new technology adoption part of your routine Become fluent in Microsoft 365 (formerly Office365) applications assigned to your role. Common applications include: Teams, Word, Excel, Tasks and Planner Complete training in a timely manner that is assigned to you. Training is primarily conducted via Microsoft Learn modules and is assigned based on: Position/Job Role – Most positions require a core set of Microsoft 365 working knowledge Project Role – As member of a project team, you may be required to complete training before you can engage with the project team or commence project work Ad-Hoc – Based on review of your performance via support requests, training modules will be assigned to increase skills WHAT WE BRING TO THE TABLE: Comprehensive benefits package: Medical, Dental, Vision, and additional optional coverages 401K with company match Paid time off and paid Holidays Precision is dedicated to giving back to our communities through various platforms such as: Annual company food drive with Precision matching each employee donation Precision Cares program, partnering with local communities each year to give back Frequent company events to keep our employees connected such as: Lab Week: To celebrate and recognize the value our Lab Team members contribute Compliance Week: To shine a light on the importance of compliance \& ethics National Sales Meeting in San Diego for all Sales team members to connect and learn ADDITIONAL JOB CONSIDERATIONS: This position is Full-Time and exempt This position is a hybrid role and requires three days onsite and as dictated by business needs. The annual salary range is $115,000-$130,000 Extended periods of work seated at a desk; repetitive hand motions; prolonged use of computer. Ability to speak clearly (use of voice). * Vision requirements include close vision, distance vision, moderate peripheral vision, depth perception and ability to adjust focus. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Precision is an equal-opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all employment practices within our organization, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Precision Diagnostics makes hiring decisions based solely on qualifications, merit, and business needs at the time.

Human Resource Manager

Human Resource Manager

Human Resources Manager Gross Motors – All Dealerships Gross Motors is a growing, family-owned automotive group with locations in Neillsville, Black River Falls, and Marshfield, WI. We are seeking a Human Resource Manager to serve as the primary Human Resource Business partner with all Dealership locations to align Human Resources and Safety business objectives with employees and management. This role partners with management to address Human Resources related issues, acts as an employee engagement champion, manages the performance management processes and assesses and anticipates HR-related needs. This position will be responsible for working closely with our benefit broker(s) to evaluate and benchmark our benefits programs based on industry trends and best practices to ensure competitiveness and ability to become employer of choice. PRIMARY ACCOUNTABILITIES: Works closely with management and employees to improve work relationships, build morale and engagement, increase productivity and retention. Partners with Dealership Management to ensure consistent processes, procedures and compliance. Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations and maintain documentation for possible legal issues. Serve as the initial point of contact to resolve complex employee benefits inquiries in a timely and accurate manner. Work closely with our broker to evaluate and benchmark our benefits programs based on industry trends and best practices to ensure competitiveness. In partnership with our broker, develop recommendations for changes/enhancements to the Gross Auto Group benefits platform. Manage the broker relationship and serve as the Gross Auto Group point of contact. Identify and participate in ongoing compensation program and process improvements Provides day-to-day performance management guidance to management (recognition/reward, coaching, counseling, career development, performance review process, disciplinary actions, etc.). Provide guidance and input on the locations’ organizational structure, workforce planning, succession planning, and other strategic planning and analysis. Analyze trends and concerns to develop solutions, programs and policies. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides HR Policy guidance and interpretation. Identify training needs for the location and individual management coaching needs. Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met. Manages HR related activities such as recruitment of employees, onboarding and offboarding employees, as well as Safety and Worker’s Compensation. Evaluates, implements and manages safety processes and policies within the leadership to drive a Culture of Safety. All other projects and tasks as required. EDUCATION AND EXPERIENCE REQUIREMENTS: Bachelor’s degree in Human Resources or a related field preferred Minimum of 5 years HR experience with a minimum of 3 years leading a site HR function. Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, performance management, federal and state respective employment laws. Relevant industry experience (i.e., sales and/or dealership experience) is a plus. REQUIRED SKILLS: Strong conflict management skills. Strong interpersonal and negotiation skills. Excellent verbal and written communication skills. Ability to develop strong trusting relationships in order to gain support, achieve results, and build credibility. Effectively envision, develop, and implement new strategies to address competitive, complex business issues. Manage multiple conflicting priorities. Work in environment with international objectives. Ability to be flexible and available to interact with employees at all levels. Ability to be self-directed and motivated. Take initiative to identify and anticipate client/business/employee needs and make recommendations for implementation. Dealership Information The Gross Auto Group has proudly served Central Wisconsin since 1956. We continue to invest in our people and technology and offer long-term career opportunities in a stable, locally owned business. Pay: $25.00 - $34.00 per hour Benefits: 401(k) Dental insurance Employee discount Health insurance Health savings account Paid time off Retirement plan * Vision insurance Work Location: In person

Human Resource Manager

About Pestie ================ Pestie is on a mission to revolutionize the pest control industry. We make it ridiculously easy for homeowners to keep bugs out—without the hassle, hidden fees, or high costs of traditional pest control services. Our smart, science-backed approach delivers professional-grade pest protection straight to customers’ doors, making DIY pest control more effective and convenient than ever. We’re a fast-growing, ambitious team that thrives on innovation, data-driven decision-making, and a customer-first mindset. At Pestie, you won’t just have a job—you’ll have the opportunity to make a real impact, solve exciting challenges, and grow alongside a company that’s shaking up an outdated industry. We believe in hiring smart, passionate people and giving them the freedom to do their best work. If you’re looking for a place where you can challenge yourself, contribute meaningfully, and be part of a team that’s building something special, we’d love to hear from you! About the role We are seeking a highly experienced and dedicated Human Resources Manager to oversee all aspects of our HR department. The ideal candidate will be a strategic thinker with a broad skill set in core HR functions, recruiting expertise, and a proven ability to lead and manage comprehensive HR programs. This role requires experience in benefits administration, employee relations, performance management, compliance, and full-cycle talent acquisition. Strategic HR and Leadership ------------------------------- Develop, implement, and manage HR strategies and initiatives aligned with the overall business strategy. Serve as a business partner to the executive team, providing HR guidance and recommendations. Manage and resolve employee relations issues; conduct effective, thorough, and objective investigations. Ensure legal compliance throughout human resource management. Talent Acquisition and Recruiting (Key Focus Area) ------------------------------------------------------ Lead all recruitment efforts, developing and executing comprehensive sourcing strategies to attract top-tier talent for all departments and levels. Manage the full recruiting lifecycle, including job posting, screening, interviewing, selection, and sending offers Analyze recruiting metrics to identify areas for improvement and ensure efficiency and quality of hire. Onboarding and Employee Lifecycle ------------------------------------- Design and deliver an onboarding experience to ensure new hires are successfully integrated into the company culture and quickly become productive. Manage new hire paperwork, compliance, and orientation programs. Develop and implement retention strategies to minimize turnover. Benefits and Compensation ----------------------------- Administer and manage all employee benefits programs (e.g., health insurance, retirement plans, PTO, disability). Lead the annual open enrollment process and ensure effective employee communication regarding benefits. Ensure compliance with all federal and state regulations concerning compensation and benefits. Qualifications Deep knowledge of labor law and HR best practices (federal, state, and local). Exceptional interpersonal and communication skills (written and verbal). Proven ability to build strong working relationships across all levels of the organization. Strong organizational and time management skills, with the ability to manage multiple priorities simultaneously. Proficiency with HRIS systems and applicant tracking systems (ATS). * High level of integrity and professionalism, with the ability to handle sensitive and confidential information.

Plant Human Resource Manager - Automotive , Union experiences preferred

CONFIDENTIAL – Plant Human Resources Manager Location: Fremont, Ohio Industry: Automotive Manufacturing (Tier 1 / Tier 2) Employment Type: Full-Time | Onsite Union Environment: Required Reports To: Plant Manager ### Opportunity Overview A confidential global automotive manufacturing organization is seeking a Plant Human Resources Manager to lead all HR activities at its unionized Fremont, OH manufacturing facility. This is a hands-on, plant-based HR leadership role requiring direct experience in union labor environments, including collective bargaining support. The ideal candidate has served as a first or second chair during labor negotiations or has directly supported negotiations in a formal capacity (including documentation/minutes). This role partners closely with plant leadership and directly supports the workforce while ensuring compliance, engagement, and operational excellence. ### Role Scope The Plant Human Resources Manager has full site responsibility for the execution of HR strategies, policies, and programs while remaining deeply involved in day-to-day plant HR operations. This position balances strategic leadership with hands-on execution in a fast-paced manufacturing environment. Direct Reports: 1 HR Generalist (Supervisory experience strongly preferred) ### Key Responsibilities #### Plant HR Leadership Serve as a key member of the Plant Leadership Team and trusted advisor to the Plant Manager Lead all site-level HR activities, ensuring alignment with corporate HR standards and business objectives Provide coaching and guidance on complex employee relations issues in a union environment Ensure compliance with all applicable federal, state, and local employment laws and company policies Track, analyze, and improve HR metrics and KPIs related to engagement, turnover, absenteeism, and performance #### Labor Relations Support union relations, including collective bargaining preparation and administration Interpret and administer the labor agreement consistently and fairly Partner with plant leadership on grievance management, investigations, and resolution #### Talent, Performance \& Development Oversee performance management and talent development processes Deploy talent review tools (e.g., 9-box) to identify high-potential employees and development plans Develop and implement training matrices and plans in coordination with department leaders Deliver or coordinate required in-house training and compliance programs #### Recruitment \& Onboarding Lead full-cycle recruitment for hourly and salaried roles in partnership with hiring managers Ensure compliant applicant tracking and recordkeeping (EEOC, regulatory requirements) Oversee onboarding and orientation for new hires and internal transfers #### Total Rewards Support administration of compensation, benefits, and enrollment programs Maintain awareness of local wage, salary, and benefit trends Ensure accurate records and timely communication through HRIS and corporate systems #### Health, Safety \& Environment (HS\&E) Support and enforce plant HS\&E standards and initiatives Manage workplace injury reporting, claims, and return-to-work processes Maintain required safety and workers’ compensation records Act as plant HR liaison during regulatory audits or inspections ### Required Qualifications Bachelor’s degree required; HR or related field preferred 5+ years of HR leadership experience in a manufacturing environment Direct experience in a unionized plant is mandatory Demonstrated involvement in collective bargaining or labor contract administration Strong employee relations, conflict resolution, and coaching skills Proven ability to influence and partner with leaders at multiple organizational levels Experience working within a matrixed, global organization Working knowledge of HRIS and payroll systems Strong business acumen with a practical, hands-on approach ### What This Role Is A hands-on plant HR leadership role Union-facing and operations-driven Highly visible within plant leadership * Ideal for an HR leader who thrives on the manufacturing floor

Human Resource Manager

Faculty Human Resource Manager- (Executive Faculty Search)

Human Resource Manager

From $10,000/yr

Accelerate the possible by joining a winning Amcor team that’s transforming the packaging industry and improving lives around the world. ============================================================================================================================================ At Amcor, we unpack possibility through our innovative and responsible packaging to provide solutions that benefit our customers, our people and our planet. More than 10,000 consumers worldwide encounter our products every second and rely on us for safe access to food, medicine and other goods. We value their trust by making safety our guiding principle. It’s our core value and integral to how we do business. Beyond this core principle, our shared values and behaviors unite us as we work together to elevate customers, shape lives and protect the future. We champion our customers and help them succeed. We play to win – adapting quickly in an everchanging world – and make smart choices to safeguard our business, our communities and the people we serve for generations to come. And we invest in our world-class team, empowering our colleagues to unpack their potential, because we believe when our people grow, so does our business. To learn more about playing for Team Amcor, visit www.amcor.com I LinkedIn I Glassdoor I Facebook I YouTube Job Description =================== Must have the ability to speak Spanish fluently As the HR Manager, you'll be a strategic and hands-on leader responsible for developing, implementing, and managing HR policies, programs, and initiatives that support plant operations. This role oversees all core HR functions—including employee relations, compensation, payroll, benefits, training, and staffing—to ensure a positive employee experience and strong organizational performance. You'll serve as a trusted advisor to plant leadership, ensuring legal compliance, promoting a high‑performance culture, and providing guidance on HR best practices and emerging trends. This role reports directly to the HR Director, with a strong dotted-line relationship to the Plant Manager. Responsibilities Employee Relations \& Policy Leadership ------------------------------------------- Ensure Amcor’s employee relations principles are consistently communicated, practiced, and understood across all levels. Interpret and apply HR policies in alignment with plant goals and business strategy. Provide coaching, counseling, and conflict‑resolution guidance to leaders and employees. Lead and participate in employee engagement and improvement teams, encouraging proactive employee involvement. HR Operations \& Compliance ------------------------------- Oversee recruitment, onboarding, compensation, benefits administration, and performance management. Manage payroll and maintain HRIS/automated systems to ensure accuracy and efficiency. Maintain legal compliance and advise plant management on changes in employment law and HR regulations. Support key HR initiatives including continuous improvement programs, affirmative action planning, integrations, acquisitions, and organizational restructuring. Training \& Development --------------------------- Develop, coordinate, and deliver HR training programs that strengthen leadership capability and employee development. Partner with managers to identify skill gaps, training needs, and development plans. Strategic HR Leadership --------------------------- Provide recommendations based on HR trends, workforce analytics, and emerging HR practices. Operate independently and make informed decisions in the best interest of the organization. Serve as a key strategic partner to the plant leadership team, ensuring alignment between HR initiatives and business priorities. Qualifications Required: Ability to speak Spanish fluently 7+ years of progressive HR experience in a manufacturing environment Bachelor’s degree in human resources or related field Solid communication, coaching, and organizational skills Demonstrated ability to present to large groups Solid analytical and problem‑solving abilities Ability to work independently and collaboratively Prior supervisory experience Strategic thinker with a hands-on approach Preferred: PHR/SPHR certification a plus Bilingual English/Spanish Master’s degree #LI-onsite Our Expectations ==================== We expect our people to be guided by The Amcor Way and demonstrate our Values every day to enable the business to win. We are winning when: Our people are engaged and developing as part of a high-performing Amcor team Our customers grow and prosper from Amcor’s quality, service, and innovation Our investors benefit from Amcor’s consistent growth and superior returns The environment is better off because of Amcor’s leadership and products Equal Opportunity Employer/Minorities/Females/Disabled/Veterans/Sexual Orientation/Gender Identity ============================================================================================================== Amcor is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you would like more information about your EEO rights as an applicant under the law, please click on the "Know Your Rights: Workplace Discrimination is Illegal" Poster. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call 224-313-7000 and let us know the nature of your request and your contact information. E-Verify ============= We verify the identity and employment authorization of individuals hired for employment in the United States. Benefits ============ When you join Amcor, you will have access to a comprehensive benefits and compensation package that includes: Medical, dental and vision plans Flexible time off, starting at 80 hours paid time per year for full-time salaried employees Company-paid holidays starting at 8 days per year and may vary by location Wellbeing program \& Employee Assistance Program Health Savings Account/Flexible Spending Account Life insurance, AD\&D, short-term \& long-term disability, and voluntary benefits Paid Parental Leave Retirement Savings Plan with company match Tuition Reimbursement (dependent upon approval) Discretionary annual bonus program (initial eligibility dependent upon hire date)

Volunteer Talent and Human Resource Manager for UK registered charity

Job Title: Volunteer Talent Manager Organisation: Nurture the Children International – A UK-registered charity dedicated to supporting children and vulnerable young people by designing and delivering physical and mental health services, and empowering disadvantaged communities across the UK. Location: Fully Remote (UK-based preferred for time zone and legal alignment; occasional virtual meetings) Type: Volunteer Commitment: Flexible – ideally 10–20 hours per week (adjustable around your schedule, studies, or paid work) Duration: Minimum 6 months (longer-term involvement encouraged and appreciated) Start Date: Rolling – applications welcome anytime in 2026 About the opportunity We're a growing UK-registered charity making a real difference in our community. As we expand our impact, we need strong people systems to attract, support, and retain talented staff and a large volunteer base. This Volunteer Talent Manager role is perfect for someone with HR experience (paid or voluntary) who wants to apply their skills to a meaningful cause. You'll help build and maintain fair, inclusive, and effective people practices across our small team of paid staff and our dedicated volunteers. Important note: This is a genuine voluntary role under UK volunteering law. Volunteers do not have employment rights or a contract of employment. We comply fully with relevant guidance (e.g., NCVO, GOV.UK volunteering rules). Reasonable out-of-pocket expenses (e.g., relevant online tools or travel for rare in-person meetings) may be reimbursed with prior agreement. What you'll be doing (key responsibilities) Lead volunteer and staff recruitment: write role descriptions, post opportunities (CharityJob, Reach Volunteering, LinkedIn, our website), screen applications, coordinate interviews Support talent acquisition \& onboarding: design welcoming induction processes, create welcome packs, run virtual onboarding sessions for new starters and volunteers Maintain people records \& compliance: keep accurate, confidential records (volunteer/staff databases, DBS checks where required, training logs) in line with GDPR and charity best practice Develop HR policies \& procedures: review/update simple policies (volunteer handbook, equality \& diversity, safeguarding, expenses, grievance/complaints for volunteers) Support retention \& engagement: organise appreciation events, send regular thank-yous, run feedback surveys, suggest ways to recognise contributions and reduce turnover Advise on people matters: provide guidance to trustees/CEO/managers on volunteer management, basic employment queries (using ACAS/NCVO resources), conflict resolution Build a talent pipeline: identify future needs, nurture relationships with potential volunteers/staff, maintain a candidate/volunteer pool Monitor \& report: track key metrics (recruitment time, volunteer retention rates, diversity stats) and share simple quarterly insights with leadership Collaborate with our small team: work closely with the CEO/trustees and any existing volunteer coordinator or ops lead Essential skills \& qualities Previous HR, recruitment, volunteer management, or people operations experience (paid, voluntary, or through university societies/projects) Strong understanding of UK employment/volunteering basics (e.g., differences between employees \& volunteers, GDPR for personal data, equality principles) Excellent written \& verbal communication – warm, professional, inclusive tone Organised, detail-oriented, and discreet (handling sensitive information) Passion for our charity's mission and belief in the power of people to drive change Comfortable working independently and remotely (using tools like Google Workspace, Slack/Discord, volunteer databases) Right to volunteer in the UK Desirable (nice-to-have – training/support provided if needed) Familiarity with charity-specific tools (e.g., CharityJob, Reach Volunteering, VolunteerHub / Rosterfy / SignUpGenius equivalents) Experience with DBS/PVG checks, safeguarding policies, or charity governance Knowledge of ACAS, NCVO volunteering guidance, or CIPD basics Basic data skills (spreadsheets for tracking metrics) Previous volunteer coordination or talent sourcing in non-profits What we offer in return Meaningful impact – your work directly enables our mission by building a strong, supported team Professional portfolio pieces (policies, recruitment campaigns, onboarding materials) 1:1 mentoring from our CEO or experienced trustee Flexible hours – contribute when it suits your life Opportunity to shape our growing people function from the ground up Credits \& thanks in annual reports / website Professional reference / LinkedIn recommendation for excellent contributors Warm, supportive remote team environment Networking in the UK charity sector Job Types: Part-time, Volunteer Benefits: Referral programme Work from home Work Location: Remote

Scheduler / Human Resource Manager

Purpose of Your Job Position The primary purpose of your job position is to direct the human resources department in accordance with current applicable federal, state, and local standards, guidelines, and regulations, and as directed by the Administrator, to assure that quality personnel are interviewed, trained and employed. Delegation of Authority As Human Resource Manager, you are delegated the administrative authority, responsibility, and accountability necessary for carrying out your assigned duties. Job Functions Every effort has been made to identify the essential functions of this position. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or is an essential function of the position. Administrative Functions Implement corporate employee related policies and procedures (e.g., developing HR policy manuals, employee job descriptions, performance evaluations, etc.) and propose improvements to Director of Human Resources. Ensure documentation is maintained properly in appropriate employee files or database (i.e. Paychex and OnShift). Maintain constant awareness of staffing levels and work with the Administrator and Director of Nursing to ensure the appropriate number and level of personnel are employed. Contact all facility applicants within one business day via phone text or email using the Applicant Tracking System (ATS). Response rate to be maintained at or better than 80%. Maintain detailed and complete record of all applicant communication in ATS. This includes, but is not limited to, the use of notes, scheduled interviews, interview guides, and status updates. Screen candidates for basic position requirements and schedule interviews with relevant department heads and/or Administrator. Train department heads in use of interview guides and interview procedures, as appropriate. Direct interview process on the day of the interview, providing a positive and organized experience to the applicant. Ensure full application and BID Check Authorization are completed prior to all interviews. Follow up with interviewers after every interview and obtain detailed information on each interviewee. Maintain job applications for personnel eligible to work in the facility (e.g., job applications, resumes, reference checks, etc., of those persons meeting the eligibility requirements for the position in which they applied.). Advise department heads regarding wage details, benefits and applicable sign-on/retention bonuses during the offer process using established wage scales and promotions. Suggest improvements to employee hiring programs. Ensure interview process is completed within 5 days of application. Maintain log of delays in recruiting process and causes. Provide updated log to Administrator on a weekly basis. Provide weekly HR reports to Corporate HR Director and provide suggestions/address questions, as needed. Update notes of open positions log within 1 day of receiving accepted employment offers, detailing pending hires with all relevant details (start date, shift, and hours) and remaining needs. Actual open positions to be updated only after new employee starts work on the flr. Drive recruiting updates during Staffing calls, providing clear metrics of recruiting activities and staffing needs, as defined in recruiting procedures and policies. Onboard new employee using electronic onboarding process. Advise new and existing employees on their benefits options and availability during regular open enrollment periods or open enrollment resulting from a qualifying event. Direct employees to benefits broker and/or carrier for more detailed questions. Maintain all communication and documentation between relevant parties as described in benefits enrollment policies and store in employee profiles and appropriate files in Sharepoint. Conduct monthly benefits audits and return results to benefits broker. Perform daily review of timecards for missed punches and advise department heads on needed corrections. Collect all bonus and reimbursement information before the close of the pay period. Prepare and submit payroll documentation for review by the end of the first business day after close of the pay period. Respond to questions/comments in payroll review process and submit payroll after final approval. Advise department heads and managers of upcoming anniversaries and employee reviews. Direct all performance review process. Utilize OnShift Engage to Inform Administrator and Directors/Department heads regarding any identified attendance issues. Use Engage to provide details on attendance rewards and Pulse Survey feedback in weekly reports to Administrator and Corporate. Use OnShift Engage to compile employee feedback in Pulse reports. Maintain confidentiality of all pertinent employee information in accordance with the Privacy Act, as well as our facility’s established policies governing the release of information. Ensure that appropriate documentation concerning the employee’s right to work in this country is verified in accordance with current laws, regulations, and guidelines concerning such matters, and that appropriate documentation of such review is filed in the employee’s personnel record within the specified time frame. Consult with department directors concerning the staffing of their departments, eliminating/correcting problem areas, and improvement of services. Develop, implement and maintain an adequate personnel record filing system that meets the needs of the facility and complies with current employment practices. Prepare, recommend, and maintain records and procedures for controlling personnel transactions and reporting personnel data. Review fringe benefits programs, to include pensions, annuities, health/life insurance programs, etc., as directed, and make recommendations to the Administrator. Ensure that the facility is in compliance with current applicable federal and state employment regulations regarding wages, overtime, work hours, workman’s/unemployment compensation, etc. Ensure hiring/discharge procedures are in compliance with established policies and procedures. Assist in developing personnel policies. Review at least annually and make recommendations to the Administrator. Interpret department policies and procedures to personnel, residents, visitors, etc., as necessary or required. Provide public information (i.e., verification of employment, wages, etc.), in accordance with current laws, regulations, and guidelines governing such matters. Assume the administrative authority, responsibility, and accountability of directing the personnel department. Delegate the administrative authority, responsibility and accountability to other responsible department personnel as necessary. Represent the facility at and participate in top level meetings as directed. Assist in standardizing the methods in which work will be accomplished. Maintain confidentiality of all pertinent employee information in accordance with the Privacy Act, as well as our facility’s established policies governing the release of information. Ensure that appropriate documentation concerning the employee’s right to work in this country is verified in accordance with current laws, regulations, and guidelines concerning such matters, and that appropriate documentation of such review is filed in the employee’s personnel record within the specified time frame. Consult with department directors concerning the staffing of their departments, eliminating/correcting problem areas, and improvement of services. Develop, implement and maintain an adequate personnel record filing system that meets the needs of the facility and complies with current employment practices. Prepare, recommend, and maintain records and procedures for controlling personnel transactions and reporting personnel data. Review fringe benefits programs, to include pensions, annuities, health/life insurance programs, etc., as directed, and make recommendations to the Administrator. Ensure that the facility is in compliance with current applicable federal and state employment regulations regarding wages, overtime, work hours, workman’s/unemployment compensation, etc. Ensure hiring/discharge procedures are in compliance with established policies and procedures. Interpret department policies and procedures to personnel, residents, visitors, etc., as necessary or required. Provide public information (i.e., verification of employment, wages, etc.), in accordance with current laws, regulations, and guidelines governing such matters. Assume the administrative authority, responsibility, and accountability of directing the personnel department. Represent the facility at and participate in top level meetings as directed. Assist in standardizing the methods in which work will be accomplished. Orient new personnel to facility and explain personnel policies, procedures, payroll procedures, safety/smoking regulations, grievance procedures, etc., as established in our operational policies and procedures. Keep department directors informed of changes in personnel matters. Maintain a listing of HBV vaccinations/denials. Coordinate and monitor risk management and fire safety programs. Make written and oral reports/recommendations to the Administrator concerning personnel needs, problem areas, etc., as deemed necessary or appropriate. Perform administrative requirements such as completing necessary forms, reports, etc., and submitting to the Administrator/Corporate office as required. Conduct employee background and reference checks in accordance with our facility’s established procedures. Agree not to disclose assigned user ID code and password for accessing resident/facility information and promptly report suspected or known violations of such disclosure to the Administrator. Agree not to disclose resident’s protected health information and promptly report suspected or known violations of such disclosure to the Administrator. Report any known or suspected unauthorized attempt to access facility’s information system. Assist in preparing daily information relative to the posting of nursing staff numbers. Other related duties that may become necessary/appropriate to assure that our facility is in compliance with current laws, regulations, and guidelines concerning the operation of our facility. Personnel Functions Assist in the recruitment, selection and training of competent personnel. Hire personnel in accordance with established hiring practices. Ensure that the facility has qualified personnel available to provide the best service for resident comfort and convenience (e.g., personnel demonstrate the knowledge and skills necessary to provide care appropriate to the age-related needs of the residents served.). Process all newly hired personnel information and all change of status data. Escort new personnel to assigned department director for instruction/training as required. Ensure that nurse aide data is verified or submitted to the Nurse Aide Registry on a timely basis. Assist in scheduling department work hours (including vacation and holiday schedules), personnel, work assignments, etc., as required or requested. Assist department directors in establishing vacation schedules as necessary or required. Counsel/discipline personnel as requested or as necessary. Maintain attendance records and records of counseling, warning, and other disciplinary action taken against employees. Ensure that grievance procedures are implemented, maintained and followed in accordance with our established policies. Review complaints and make oral/written reports to the Administrator. Terminate employment of personnel when necessary, documenting and coordinating such actions with the Department Director and Administrator. Conduct exit interviews, and record data in the employee’s personnel records. Maintain a gd employee relations program that serves the best interest of the facility and community alike. Report known or suspected incidents of fraud to the Administrator. Ensure that departmental computer workstations left unattended are properly logged off or the password protected automatic screen-saver activates within established facility policy guidelines. Staff Development Meet with department supervisors, on a regularly scheduled basis, to assist in planning in-service classes, on-the-job training procedures, and orientation for newly assigned personnel. Attend and participate in workshops, seminars, etc., to keep abreast of current changes in personnel matters, as well as to maintain a professional status. Attend and participate in facility mandatory in-service training programs as scheduled (e.g., OSHA, TB, HIPAA, Abuse Prevention, etc.). Ensure that appropriate training records are maintained for staff personnel for online training in Relias or on-site in-service training. Assist Director of Nursing and Administrator in ensuring employee training compliance in Relias. Create and maintain an atmosphere of warmth, personal interest, and positive emphasis, as well as a calm environment throughout the facility. Safety and Sanitation Ensure that all facility personnel, residents, visitors, etc., follow established safety regulations, to include fire protection/prevention, smoking regulations, infection control, etc. Ensure that facility personnel follow established ergonomics policies and procedures governing lifting techniques, repetitive tasks, and the use of safety equipment and supplies to prevent work-related injuries and illnesses. Resident Rights Maintain the confidentiality of all resident care information including protected health information. Report known or suspected incidents of unauthorized disclosure of such information. Ensure that newly hired personnel receive a copy of our facility’s residents’ rights. Ensure that the resident’s rights to fair and equitable treatment, self-determination, individuality, privacy, property and civil rights, including the right to wage complaints, are maintained at all times. Working Conditions Works in office areas as well as throughout the facility. Moves intermittently during working hours. Is subject to frequent interruptions. Is involved with personnel under all conditions/circumstances. Works beyond normal working hours, on weekends and holidays, and in other positions temporarily, when necessary. Is subject to callback during emergency conditions (e.g., severe weather, evacuation, post-disaster, etc.). Attends and participates in continuing educational programs. Is subject to injury from falls, burns from equipment, odors, etc., throughout the workday, as well as reactions from dust, disinfectants, tobacco smoke, and other air contaminants. Is involved with government agencies/personnel under all conditions and circumstances. Is subject to hostile and emotionally upset personnel. Is subject to exposure to infectious waste, diseases, conditions, etc., including TB and the AIDS and Hepatitis B viruses. May be subject to the handling of and exposure to hazardous chemicals. Maintains a liaison with department directors concerning personnel matters. Education Bachelor’s Degree in Business Administration preferred but not required. Experience Must have, as a minimum, five (5) year(s) experience in HR Administration. Must possess a thorough knowledge of the laws, regulations, and guidelines concerning personnel administration in nursing care facilities. Specific Requirements Must be able to read, write, speak, and understand the English language. Possess the ability to make independent decisions when circumstances warrant such action. Must have patience, tact, cheerful disposition and enthusiasm, as well as be willing to handle personnel based on whatever maturity level at which they are currently functioning. Knowledgeable of administrative practices and procedures, as well as laws, regulations and guidelines pertaining to employment law, wage and hour rules, labor relations, OSHA, Privacy Act, etc. Must possess leadership ability and the willingness to work harmoniously with and supervise other personnel. Ability to plan, organize, develop, implement, and interpret the HR programs, goals, objectives, policies and procedures of the facility. Must have ability to act as liaison between personnel and management. Must maintain the care and use of administrative supplies, equipment, etc., and maintain the personnel department in a clean, safe and attractive manner. Must possess the ability to seek out new methods and principles and be willing to incorporate them into existing personnel practices. Must be knowledgeable of computers, calculators, system applications, and other office equipment. Must be able to communicate personnel policies, procedures, regulations, reports, etc., to staff members and government agencies/personnel. Must not pose a direct threat to the health or safety of other individuals in the workplace. Physical and Sensory Requirements (With or Without the Aid of Mechanical Devices) Must be able to move intermittently throughout the workday. Must be able to speak and write the English language in an understandable manner. Must be able to cope with the mental and emotional stress of the position. Must possess sight/hearing senses or use prosthetics that will enable these senses to function adequately so that the requirements of this position can be fully met. Must meet the general health requirements set forth by the policies of this facility, which includes a medical and physical examination. Must function independently, have flexibility, personal integrity, and the ability to work effectively with residents, personnel, and support agencies. Must be able to push, pull, move, and/or lift a minimum of 25 pounds to a minimum height of 5 feet and be able to push, pull, move, and/or carry such weight a minimum distance of 50 feet. May be necessary to assist in the evacuation of residents during emergency situations.

Human Resource Manager

Human Resource Manager

Faculty Human Resource Manager- (Executive Faculty Search)

Human Resource Manager

We recognize the health disparities of people of color, people from working class backgrounds, women and LGBTQ people. We believe that the experiences of these communities must be valued in the work we do. Hence, we strongly encourage applications from people with these identities or who are members of other marginalized communities. For immediate consideration, please submit a resume and cover letter with our application form. Portland Mental Health \& Wellness is a thriving private practice and training practice with three locations in SE and SW Portland. We are a collaboration of psychologists, psychiatric prescribers, counselors, marriage and family therapists and our trainees. We emphasize relationship first and foremost and diagnosis and treatment from within that relationship. We strongly emphasize trauma informed care, cultural competency, establishing comfort and safety for patients, and coordination of care with primary care doctors, specialists, pediatricians, schools, and other mental health clinicians. Human Resources Manager Location: Stevens Building Reports to: HR Director Work Hours: Monday–Friday, 8:00 a.m.–5:00 p.m Salary Range: $80k-90k annually (based on experience) Benefits: Employer-paid health insurance, paid time off, professional development stipend, and participation in future ESOP eligibility. — Portland Mental Health \& Wellness (PMHW) is seeking an experienced, thoughtful Human Resources Manager to lead and strengthen our people operations as we continue to grow. This role is ideal for an HR professional who is both strategic and hands-on—someone who understands systems, values culture, and can support leaders and staff with clarity, care, and accountability. As the Human Resources Manager, you will oversee core HR functions including employee relations, recruitment, onboarding, performance management, compliance, compensation, and benefits. You will partner closely with the HR Director, executive leadership, management, and finance to ensure our people practices are aligned with our mission and operational needs. WHAT YOU’LL DO HR Leadership \& Strategy Lead day-to-day HR operations in partnership with the HR Director Support organizational strategy and workforce planning initiatives Coach and support managers on people leadership, accountability, and communication Recruitment, Onboarding \& Offboarding Oversee full-cycle recruitment and hiring processes Ensure consistent, welcoming, and effective onboarding experiences Manage offboarding processes with care, compliance, and clarity Employee Relations \& Culture Serve as a trusted resource for employees and leaders Address employee relations concerns, mediate conflicts, and support resolution Champion an inclusive, respectful, and values-aligned workplace culture Compensation, Benefits \& Payroll Partner with the Controller and HR Director to ensure accurate and compliant payroll administration Support compensation and benefits programs and ongoing reviews Ensure compliance with wage, hour, and benefits regulations Training, Development \& Performance Support training and professional development initiatives Oversee performance review processes and goal-setting cycles Coach managers through performance conversations and improvement planning Compliance \& Risk Management Ensure compliance with federal, state, and local employment laws Maintain and update HR policies, procedures, and documentation Lead or support investigations and disciplinary processes as needed WHAT WE’RE LOOKING FOR Preferred Qualifications 3+ years of progressive HR experience Bachelor’s degree in Human Resources, Business Administration, or related field HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) Key Skills Strong knowledge of HR best practices and employment law Excellent interpersonal, communication, and conflict-resolution skills Ability to handle sensitive information with discretion and sound judgment Experience applying DEAI principles, anti-racism, and anti-oppression practices Systems-thinking mindset with strong organizational skills Proficiency with Mac OS and Google Workspace WHY PMHW PMHW is a mission-driven mental health organization committed to ethical care, sustainability, and human-centered leadership. We value transparency, accountability, and repair—and we believe strong HR systems are essential to supporting both our staff and the communities we serve. Portland Mental Health \& Wellness offers a competitive benefits package for full time employees that includes: Paid Vacation Time (80 hours per year to start) Paid Health Leave (40 hours per year) Paid Floating Holiday Hours (80 hours per year) Medical and Vision Insurance – Kaiser Permanente of the Northwest (choice of three plans) Dental Insurance Employer Paid Life and AD\&D Insurance Voluntary Additional Life and AD\&D Insurance Voluntary Short Term Disability Insurance Voluntary Critical Illness Insurance Voluntary Accident Insurance Flexible Spending Account, Health Care Flexible Spending Account, Dependent Care Commuter Benefit – Choice of TriMet Pass or Limited Parking Reimbursement 401K Retirement Plan – Up to 4% Company Match Once Eligible Annual Continuing Education Allowance of $500 Discounted Enrollment with Student Loan Tutor 10% Discount on Vitamins \& Supplements Through Fullscript Limited Access to Columbia Sportswear Employee Store Discount at VioletSuitesPDX Boutique Hotel OnPoint Community Credit Union Group Banking Benefits — This description is intended to provide only the basic guidelines for meeting job requirements. Responsibilities, knowledge, skills, abilities, and working conditions may change as the practice’s needs evolve. Regular and predictable attendance is an essential function of every job. The requirements described above are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. By signing below, you acknowledge that you are able to perform the Essential Functions of this job, with or without accommodation. If an accommodation is needed, you acknowledge that you have an opportunity to discuss this with Human Resources. Portland Mental Health is an equal-opportunity employer. We support and encourage diversity. Work Location: In person

Human Resource Manager - Manufacturing Facility; Saint-Gobain

$102,000 - $158,000/yr

WHY DO WE NEED YOU? The HR Manager will support and coordinate all human resources, organizational development, health, benefits, and training functions for a manufacturing plant. Will develop and facilitate the implementation of a strategic plan designed to move the manufacturing plant toward a world-class stature in employee engagement and human resource processes. This effort includes organizational assessment and diagnosis, development and training, employee involvement, team development, and group facilitation. Will coach managers and employees to achieve best communication practices and develop fine tune interaction capability. Will have budget responsibility for salary spending and administration, and oversee benefits of administration, communications, and will manage 3rd provider relations and local contracts. Manages the Human Resources business function and is a member of the plant(s) leadership team(s). Union/Management Relations. The HR Manager is responsible for establishing and maintaining a strong, healthy relationship with the union. This position leads the administration of the collective bargaining agreement, grievance process, discipline, attendance, and union communications. The incumbent will manage all unemployment and workers' compensation claims along with assisting in the adjudication of any regulatory labor disputes. The HRM will assist in all aspects of contract negotiations. Manage staffing and selection processes (including internal job posting, candidate sourcing, screening, interviews, and selection of decisions). Work with local temporary staffing firms and colleges and universities to staff for peak production seasons Direct and oversee performance management systems and processes (annual reviews, one-on-one coaching, progressive discipline, investigations) Coach plant leaders through employee relations issues and post survey management Manage wage and benefit administration (local surveys, competitive analysis job banding, job progression, wage increase recommendations, pay, and bonus administration) Develop and implement and ensure consistent application of employee and plant policies and procedures. Ensure company and government reporting requirements are completed accurately and on time. Insure HRIS is maximized in plant, implementing database solutions to reduce non-value-added work. Responsible for the accurate and timely systems processing for hourly workforce changes in the HR systems. Manages Employee Leave compliance programs, including FMLA, STD, and LTD Active on the Safety Committee and can lead Management of Change reviews or safety incidents investigations HR Projects and completion of annual and mandatory training for all employees Assist in the administration of employee benefits, including medical, retirement plans, and compliance with legal requirements. Support in maintaining records, compiling reports, and coordinating personnel activities to foster a positive work environment WHAT ARE THE REQUIREMENTS? BA/BS in Human Resources, Business or Related Field; Required. 5+ years of human resources experience; Required. Within Manufacturing; Preferred. Human Resources experience within a Union environment; Required. Multi-Site Experience; Preferred. IS THIS JOB FOR YOU? Saint-Gobain aims to deliver a comprehensive Total Rewards package to support our employees’ wellbeing and help improve daily life for themselves and their families. We believe in the importance of pay transparency in what we offer potential candidates. Provided is the national pay range for this position which is $102,000to $158,000 per year. However, the base pay offered may vary depending on geographic region, internal equity, job-related knowledge, skills, and experience among other factors. In addition to base salary, this position is eligible for an annual bonus. The targeted bonus amount is 13% of base salary based on company and individual performance measures. The Total Target Cash range (base pay and annual bonus) for this position, is $115,260 to $178,540. Bonus payments are part of variable compensation and by nature can vary based on company and individual performance and is not a guarantee. Employees have the flexibility to choose the benefits that best fit their individual needs. Health and Wellbeing – Supporting your wellbeing, to thrive in life and work. + Medical, Prescription Drug, Vision, and Dental Insurance + Healthcare Saving Account and Flexible Spending Account options + LiveWell Wellness Program + Employee Assistance Program (EAP) + Paid Time Off and Paid Parental Leave Retirement and Protection - Helping to make the future life you want a reality. + 401(k) with Company Match, Retirement Accumulation Plan (RAP), Cash Balance Pension Plan + Company-provided Life Insurance, AD\&D, Short-Term Disability + Voluntary employee and dependent life insurance, Long-Term Disability, Critical Illness and Accident Insurance Additional Benefits – Helping shape the experience and impact you want + Commuter Benefits + Group Legal + Identity Theft Protection + Auto and Home Insurance + Pet Insurance and Discounts + Back-up Child \& Elder Care + PerkSpot Employee Discount Program A TEAM READY TO WELCOME YOU Saint-Gobain’s innovations touch almost every major industry around the world. Our team members recognize that we all create the environment for people to succeed, with a culture built on respect, open and honest communication, and honoring our commitments to our customers and each other. And at the heart of our culture, we’ve learned working together makes good ideas, great ones. With a legacy dating back more than 360 years, Saint-Gobain offers employees the stability and security of a leading Global 500 corporation while operating like multiple small and agile start-ups, where entrepreneurial spirit, pioneering teamwork, and bold, forward-thinking ideas pave new paths. Every team member is encouraged to develop and leverage their unique expertise and strengths to make the greatest impact on the company and our end users. At Saint-Gobain, you’re empowered and equipped with countless opportunities and resources for professional development. You will find the support you need to create a vision and roadmap for your career, and make that vision a reality. Legal Statement Saint-Gobain provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Saint-Gobain is an equal opportunity employer of individuals with disabilities and supports the hiring of veterans. Job Reference: USA13680

Human Resource Manager

Description: Summary/Objective? This role provides leadership and oversight in support of Flatter, Inc.’s federal government contracts, ensuring compliance, performance excellence, and mission success for U.S. Government customers. The Human Resources Manager serves as the primary Human Resources professional for the organization and is responsible for managing HR functions on a professional level. This role partners closely with executive leadership to support business objectives while ensuring compliance with employment laws, effective people operations, and a positive employee experience. Essential Functions: HR Leadership \& Strategy Manage the Human Resources department budget. Execute Human Resources strategies, programs, and initiatives aligned with departmental and corporate objectives. Participate in the development of department goals, objectives, and HR systems. Provide HR guidance and recommendations to management; escalate complex matters to executive leadership as appropriate. Policy, Compliance \& Risk Management Implement, maintain, and update human resource policies, procedures, and the employee handbook. Ensure compliance with federal, state, and local employment laws and government contracting labor requirements. Maintain compliance with Affirmative Action, EEO, and Department of Labor reporting requirements, including EEO-1 reporting. Support legal and organizational risk mitigation through consistent policy application, documentation, training, and investigations. Recruitment \& Onboarding Coordinate recruiting efforts with the Corporate Recruiter. This includes: Coordinating the development of job descriptions and salary benchmarking Cross training and backfill capability for the recruiter for job postings, sourcing, interviewing, and selection Background checks, E-Verify, and pre-employment testing Offer letter preparation in coordination with the Corporate Recruiter Oversee new hire orientation and onboarding processes. Conduct 90-day performance check-ins with new employees. Compensation, Payroll \& Benefits Administer compensation programs and coordinate performance evaluation processes. Review and oversee payroll activities for accuracy, timeliness, and regulatory compliance. Coordinate with finance and payroll providers to resolve discrepancies and support audits. Ensure proper employee classification and compliance with FLSA and wage and hour laws. Administer employee benefits programs, including enrollment, changes, claims support, invoice review, and employee communications. Employee Relations \& Performance Management Support and advise leaders and managers on employee relations and HR best practices. Manage employee relations activities, including coaching, corrective action guidance, conflict resolution, and exit interviews. Coordinate and support the performance management process, including feedback tools, coaching techniques, and documentation standards. Training, Certifications \& Workforce Readiness Coordinate and deliver employee training programs, including orientation, compliance, harassment prevention, performance management, and leadership development. Review, track, and manage employee certifications, professional credentials, required training, and continuing education. HR Systems, Data \& Organizational Records Manage HRIS records; ensure data accuracy, integrity, and reporting. Maintain organizational charts, employee directories, and workforce data. Quality Management \& Audits Own and manage Human Resources processes within the ISO Quality Management System. Support internal and external audits, including DCAA, DOL, ISO 9001:2015, ISO 27001:2022, and customer audits. Competencies: ??Human Resources Expertise ?Problem Solving/Analysis. ?Project Management. ?Communication Proficiency. ?Ethical Conduct. ?Organization and Time Management ?Attention to detail ?Integrity and commitment ? Supervisory Responsibility: ??This position carries supervisory and management responsibilities consistent with a senior Human Resources leadership role. ?? Work Environment: ??This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, and filing cabinets.? Physical Demands: This is largely a sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand on a stool, as necessary. Position Type/Expected Hours of Work: ?This is a full-time position. Days and hours of work are Monday through Friday, 8:00 a.m. to 5 p.m.?Occasional evening and weekend work may be required as job duties demand.? Travel: Travel may be required for corporate offsites, corporate events, conferences, or other required activities. ? AAP/EEO Statement: ??It is the policy of Flatter, Inc. to afford equal employment opportunities (EEO) to all qualified individuals, without regard to their race, color, ancestry, religion, sex, sexual orientation, national origin, age, physical or mental disability, citizenship status, veteran status, gender identity or expression, or any other characteristic or status that is protected by federal, state or local law.?This policy applies to hiring, tenure of employment, and all terms and conditions of employment, including but not limited to promotion and development, assignment, transfer, compensation, benefits, discipline, demotion and recreation provided by Flatter.? Other Duties ??Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice?.? Corporate Information Purpose Driven, Future Ready At Flatter, Inc. (Flatter) we believe that people are the driving force behind strategy execution. By championing the principles of service before self, fostering a commitment to lifelong learning, and challenging ourselves to continuously improve, we aim to provide the highest level of leadership to those who will guide us into the future. Solutions for National Security Founded in 2002, Flatter, Inc. is a Service-Disabled Veteran-Owned Small Business (SDVOSB). We deliver solutions that enhance the security, readiness, and effectiveness of our nation.? By placing the needs and growth of service members at the forefront, we enable them to meet the demands of an ever-changing strategic environment. Our core capabilities include Mission Acceleration, Workforce Development \& Readiness, and Digital Transformation \& Modernization. ???? Requirements: Required Education and Experience: Bachelor’s degree in HR or related field. 7+ years HR management experience in government contracting. * SHRM Certification or HRCI Certification

Copy of Human Resource Manager Certificated Staff

Please upload the following documents to your application in the additional uploads section of application. #### Incomplete applications and those not meeting the minimum requirements will not be processed: Letter of Introduction Resume Three Letters of Reference + (no older than 2 years old, with one of these letters being from a recent, immediate supervisor) ### PLEASE READ FULL JOB DESCRIPTION BELOW POSITION MINIMUM REQUIREMENTS Experience: Five years of increasingly responsible clerical experience involving frequent public contact, preferably within the areas of school or public personnel administration. Two years of experience in a supervisory role (preferred). Training: Associate degree or minimum of 60 units from an accredited college or university with emphasis in Business OR an equivalent to completion of twelfth grade with a combination of experience and education from which comparable knowledge, skills, and abilities have been achieved, along with passing of district proficiency exam. Additional specialized in training in personnel administration or a related field is desirable. Bilingual, oral and written in Spanish (preferred). Prior experience working in a school district setting (preferred). License or Certificate: A valid First Aid and CPR certificate Valid Driver’s License authorized for the State of California. Passing of District Proficiency exam if an AA degree or higher is not held. Currently we have one open position that serves River Delta USD. We are located 12 miles from Antioch, 20 miles from Fairfield, 21 miles from Dixon, 23 miles from Lodi and Galt, 24 miles from Elk Grove, 29 miles from Vacaville. Work Schedule: 12 Months a year Monday - Friday 6:30 am - 3:00 pm Classified Management \& Confidential Employees Salary Schedule Range 13 : $68,498 - $84,246 annually - exempt Placement dependent on verifiable years of experience. Five years of credit may be granted for experience. Placement requirement may be waived by the Board of Trustees. Benefits up to $1500 monthly, towards the purchase of District sponsored benefits. #### MISSION STATEMENT River Delta is a K-12 district with an enrollment of 1,880. The District has 8 small schools: (4) K-6 elementary schools; (2) middle schools; and (2) high schools serving the communities of Clarksburg, Hood, Courtland, Walnut Grove, Ryde, Locke, Isleton, Rio Vista, Birds Landing, and Collinsville. The River Delta Unified School District sits in three counties – Sacramento, Solano, and Yolo. Although it is a tri-county district, it is served by the Sacramento County Office of Education. River Delta Unified School District is committed to providing a quality education for all students and has high standards and expectations for students' success in school. We are committed to ensuring that our students meet these standards and that our clients' expectations for educational excellence are not compromised. The District continually improves and expands its curriculum by implementing new programs and broadening the instructional strategies used in the classroom. Staff development opportunities are provided, encouraged, and promoted. Strategic Schooling is ongoing in all our school sites and Common Core training and coaching is the top priority for the district currently. In addition, the District provides opportunities for staff to participate in on-going in-services in all curriculum areas. The district encourages advancement on the salary schedule for advanced classes taken to improve instruction in areas agreed upon by the teacher, principal, and Superintendent. JOB DESCRIPTION DEFINITION Under the direction of the Superintendent or designee, the Human Resources Manager – Certificated Staff is responsible for the leadership, coordination, and oversight of all human resources functions related to certificated personnel. This position ensures compliance with federal and state laws, Education Code, and collective bargaining agreements while providing high-level support in recruitment, credentialing, staffing, employee relations, evaluation, policy implementation, and records management. The HR Manager serves as a strategic partner in planning and forecasting the district’s certificated staffing needs and ensures timely and efficient personnel services that support student achievement and district goals. The position also includes collaborative responsibilities with the Human Resources Manager – Classified Staff, including cross-training in each other's duties to provide consistent support and maintain operational continuity. This position may assume temporary responsibilities for classified HR functions during periods of absence or as needed to ensure uninterrupted service to the district. SUPERVISION RECEIVED AND EXERCISED Receives direct supervision from the Superintendent or designee Exercise direct supervision over lower-level clerical staff DUTIES: Essential Functions: I. Recruitment, Hiring, and Onboarding 1. Coordinate and manage all phases of certificated contracted and substitute recruitment and hiring processes in accordance with applicable Education Code, Title 5, Board policies, district policies, and collective bargaining agreements. 2. Post job openings using district-approved platforms; ensure postings meet legal requirements, accurately reflect position qualifications, and are accessible to diverse applicant pools. 3. Advertise open positions via EdJoin, Teamtailor, industry job boards, higher education partners, and all other platforms to maximize outreach and compliance. 4. Provide applicants with accurate information regarding credentialing, minimum qualifications, salary schedules, and terms of employment. 5. Screen applications for completeness, credential validity (including preliminary, clear, or intern status), minimum qualifications, and legally mandated authorizations. 6. Coordinate interview scheduling with hiring panels; facilitate equitable and confidential interview processes. 7. Prepare all interview-related documents, schedule candidate interviews, and maintain the Human Resources calendar with all HR-related activities, including interview panels, onboarding sessions, evaluation deadlines, and compliance timelines. 8. Conduct reference checks following district protocols and document results. 9. Determine salary placement based on verified education and experience in collaboration with the Superintendent or designee; calculate initial step and column placement per the certificated salary schedule. 10. Extend formal job offers to successful candidates, and issue intent-to-hire forms as applicable. 11. Conduct onboarding meetings for new certificated contracted and substitute hires to review district policies, Ed Code rights and responsibilities, bargaining unit agreements, mandated training, benefits enrollment, and credentialing procedures. 12. Ensure all onboarding documentation, including but not limited to I-9 verification, TB clearance, DOJ/FBI fingerprinting, credential verification, and required pre-employment training, are completed prior to start date. 13. Coordinate with school sites and departments to ensure a seamless start for new employees, including classroom assignments, technology access, staff systems entry, and on stie onboarding meeting. II. Credentialing and Compliance 1. Serve as the district liaison to the California Commission on Teacher Credentialing (CTC), County Office of Education, and higher education institutions for credentialing matters. 2. Monitor and verify employee credentials for validity, subject matter authorization, renewal timelines, and assignment compliance under Title 5 and Education Code. 3. Assist employees with credential applications, renewals, emergency permits, Certificate of Clearance, and credential-related questions. 4. Submit and track all emergency permits, waivers, and variable term waivers, ensuring accuracy and compliance with CTC regulations and Board resolutions. 5. Maintain up-to-date records on credential status in the district’s personnel system and coordinate credential audits. 6. Administer the annual Declaration of Need for Fully Qualified Educators and ensure Board approval. 7. Collaborate with Educational Services on assignment monitoring for CalSAAS reporting; address discrepancies and ensure appropriate authorizations for assignments. 8. Maintain records of advanced degrees, post-graduate units, and professional development for salary placement and compliance. 9. Assist in managing intern, pre-intern, and induction programs; track mentor assignments and communicate with county induction programs. 10. Prepare reports and updates to Cabinet, Board, and administrators regarding credentialing trends, renewal status, and compliance issues. III. Employee Relations and Support 1. Provide technical expertise and guidance to administrators on certificated contracted and substitute employee matters including evaluation, discipline, and due process rights under Education Code. 2. Serve as a member of the District’s certificated collective bargaining team; participate in negotiations and assist with drafting proposals, contract language, implementation guidelines, and other necessary documents. 3. Handle confidential personnel matters, including employee complaints, conflict resolution, and grievances in accordance with Board policy and applicable labor agreements. 4. Conduct and document personnel investigations related to certificated contracted and substitute staff in compliance with legal standards, district policy, and bargaining agreements. 5. Respond to bargaining unit information requests (per Gov. Code 3540) and ensure timely and accurate delivery of requested data. 6. Provide guidance and coaching to site administrators regarding progressive discipline and performance management. 7. Coordinate with legal counsel, when needed, on complex employee relations matters involving potential liability or due process. 8. Monitor adherence to certificated evaluation timelines and content; ensure that deficiencies are documented and procedural due process is maintained. IV. Employee Evaluation and Support 1. Develop and maintain a certificated employee evaluation calendar in alignment with applicable collective bargaining agreements and district timelines. 2. Distribute evaluation schedules to site and district administrators and provide reminders for required submission dates. 3. Provide training and support to evaluators on using the evaluation tool, writing narrative assessments, and implementing improvement plans. 4. Ensure timely completion of evaluations and track compliance through HR systems; follow up with administrators to resolve outstanding or incomplete evaluations. 5. Maintain confidential evaluation records and monitor trends to identify potential needs for coaching or support. 6. Assist administrators with progressive discipline processes. 7. Support improvement plans for employees identified as needing support; ensure documentation is consistent with due process and legal defensibility. V. Leaves, Benefits, and Employee Status 1. Review, process, and track certificated employee leave requests, including FMLA, CFRA, parental leave, personal necessity, and other statutory and contractual leaves. 2. Manage leave request in absence management system and notify employees and payroll of approvals, denials, or needed documentation. 3. Coordinate return-to-work processes, interactive meetings, and reasonable accommodation requests in compliance with ADA and FEHA. 4. Assist with workers' compensation claims involving certificated contracted and substitute staff; act as liaison between employee, provider, and district. 5. Coordinate and manage all aspects of the certificated employee layoff process, including position analysis, seniority calculations, notice preparation, employee notifications, and participation in meetings, ensuring compliance with Education Code, collective bargaining agreements, and legal timelines. 6. Process unemployment claims; attend EDD hearings and submit supporting documentation. 7. Monitor and process employee status changes, transfers, resignations, and separations; conduct exit interviews and provide final employment documentation. 8. Prepare verifications of employment, years of service, and retirement service credit documents for CalSTRS, student loan agencies, and other requesting entities. 9. Review and approve all certificated employee "No Tell" submissions, vacation requests, and school business leave; verify that all school business travel has received prior authorization in accordance with district policies before the date of departure. 10. Prepare and distribute all required certificated contracted and substitute employee notifications, including intent-to-return forms, layoff notices, and other status-related communications, in compliance with Education Code and labor agreements. VI. Policy, Records, and Systems Management 1. Maintain and update personnel data systems including Staff and Student Information System, Employee Absence Management system, and payroll systems with employee information, assignments, credentials, and leave status. 2. Create and submit Employee Information Records (EIRs), Personnel Action Forms (PAFs), and Assignment Change Notices for payroll processing and position control accuracy. 3. Ensure credential, evaluation, and disciplinary records are securely maintained per Education Code and legal retention requirements. 4. Develop and revise Board policies and administrative regulations related to certificated personnel in collaboration with Superintendent and legal counsel. 5. Regularly review certificated job descriptions for accuracy and legal compliance, coordinate job description updates and new position proposals for Board approval. 6. Serve as Custodian of Records with DOJ for certificated contracted and substitute staff and manage all fingerprinting compliance. 7. Keeps abreast of personnel laws, policies, and regulations. Provides information and assistance to District staff and the public regarding Board, District, and State personnel policies, procedures, and processes.; direct and manages daily internal operations of the Personnel department. 8. Independently develops and generates letters, memoranda, emails, correspondence, handbooks, reports, and other related materials related to human resource programs and activities; distributes personnel related publications, newsletters, etc; disperses annual notifications to staff. 9. Maintains current knowledge of office technology, software, programs, practices related to current trends in personnel; operates a variety of office equipment including but not limited to a computer, copy machine, and printer. 10. Initiate and/or coordinate the revision of forms and documents used in the operational management of the personnel office to ensure compliance and up-to-date information. 11. Maintain and regularly update all certificated employee records and personnel files in accordance with district policy, Education Code, and state and federal records retention laws, ensuring accuracy, confidentiality, and accessibility. VII. Reporting, Training, and Communication 1. Prepare and present certificated personnel-related Board agenda items including hires, leaves, retirements, and other employment actions. 2. Gather, verify, and submit district, state, and federal reports related to certificated contracted and substitute staff, including CalSAAS, CRDC, CBEDS, R2, and other mandated reports. 3. Track and coordinate all mandatory annual trainings (e.g., Mandated Reporter, OSHA, Title IX, Sexual Harassment Prevention) for compliance with education code, OSHA and insurance requirements, state, federal, and labor codes, and safety/health training and monitor staff completion records. 4. Create and distribute HR newsletters, handbooks, and onboarding documents to certificated employees. 5. Maintain open and timely communication with certificated contracted and substitute staff regarding HR processes, policy updates, and deadlines. 6. Develop templates and correspondence for various personnel actions, including disciplinary notices, letters of intent, and employment confirmations. 7. Responds to telephone, in-person, and written inquiries of personnel, the public, parents, governmental officials/representatives, private enterprise, etc. for the purpose of providing information and/or direction. 8. Develops responses to requests from the public and agencies for information for salary data, employment information and related matters. 9. Monitors assigned activities and critical timelines for the purpose of ensuring compliance with legal and/or administrative requirements, state and federal laws, rules and regulations related to personnel matters. 10. Gathers and analyzes data and prepares district, state, local, and federal reports related to personnel accordingly while maintaining compliance with deadline dates. VII. Leadership and Collaboration 1. May serve as a member of the Superintendent’s Cabinet and participate in districtwide leadership meetings, strategic planning, and staffing reviews. 2. Collaborate with Business Services to ensure alignment between HR processes and payroll, budgeting, and position control. 3. Work with Business and Educational Services to plan staffing allocations, identify recruitment needs, and support instructional programs. 4. Supervise and provide ongoing professional development for HR support staff; ensure high standards of customer service and accountability. 5. Build relationships with outside organizations including universities, County Office of Education, and professional associations to support best practices in HR. 6. Collaborate with the Educational Services Department to plan, coordinate, and support in-service days for certificated staff, ensuring alignment with district goals and professional development needs. VII. Cross-Training and Coverage 1. Collaborate with the Human Resources Manager-Classified Staff to coordinate districtwide HR functions and ensure continuity of service during absences. 2. Cross-train on classified personnel procedures and provide support during high-volume periods or when classified HR staff are unavailable. 3. Develop desk manuals, workflow charts, and documentation of certificated HR processes to ensure business continuity and knowledge transfer. VIII. Recognition and Staff Engagement 1. Coordinate districtwide certificated employee recognition programs and initiatives, including but not limited to Certificated School Employee Week, Years of Service milestones, retirement acknowledgments, and other employee appreciation efforts. 2. Develop and maintain a calendar of recognition events and engagement initiatives to promote a positive work environment and employee morale. 3. Draft, review, and manage HR-related content for the district website and official social media platforms, ensuring accuracy, professionalism, and alignment with district branding guidelines. 4. Collaborate with site administrators and departments to collect and share stories, achievements, and celebrations highlighting certificated staff contributions. 5. Design and disseminate internal and external communication materials that promote employee engagement, upcoming events, and district-wide recognitions. 6. Partner with Communications, IT, and other departments to enhance digital engagement and streamline the publication of HR-related news, forms, and updates. 7. Maintain records and documentation of staff recognition, employee awards, and engagement activities for reporting and historical archiving purposes. Marginal Functions: Opens, sorts, distributes, and answers mail related to personnel issues. Updates and maintains various state and federal reports and files. Performs related duties and responsibilities as required. QUALIFICATIONS Knowledge of: Basic mathematical skills Personnel management systems, position control systems, staff and student information system, and programs Modern office procedures, methods, and computer equipment Business letter writing, record keeping, and basic report preparation Research and development methods, techniques, and strategies Proper English usage, spelling, grammar, and punctuation Pertinent Education, Federal, State, and local laws, codes, and regulations Labor laws, contract negotiations, management, and grievance processes Principles and practices of management, supervision, and training Evaluation practices, methods, and design Principles, trends, methods, strategies, and procedures pertaining to personnel management Principles of classification and compensation Legal and equitable recruitment and selection techniques and procedures Ability to: Collect, compile, and analyze information and data and prepare a variety of comprehensive reports. Analyze organization problems, develop alternative solutions, recommend, and make sound and timely decisions. Maintain confidentiality. Work both independently with little supervision and as part of a team. Communicate effectively, both orally and in writing. Perform mathematical calculations quickly and accurately. Type or word process at a speed necessary for adequate job performance. Accurately interpret, apply, and explain general personnel policies and procedures applicable to the district in a variety of settings. Operate a variety of modern equipment including computer equipment. Establish and maintain cooperative working relationships with employee groups, the public, and members of the management team. Maintain mental capacity which allows the capability of making sound decisions and demonstrating intellectual capabilities while remaining objective in all matters that require the utmost discretion and sensitivity. Maintain effective audio-visual discrimination and perception needed for successful job performance. Supervise and review work of lower-level staff. Develop schedules and meet deadlines. Provide service and assistance to others while maintaining tact, patience, and courtesy. Sustain productivity with frequent interruptions. Ability to learn and stay current on new software applications and programs. Maintain consistent, punctual, and regular attendance. Meet district standards of professional conduct as outlined in Board policy. EXPERIENCE AND TRAINING GUIDELINES Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:* Experience: Five years of increasingly responsible clerical experience involving frequent public contact, preferably within the areas of school or public personnel administration. Two years of experience in a supervisory role (preferred). Training: Associate degree or minimum of 60 units from an accredited college or university with emphasis in Business OR an equivalent to completion of twelfth grade with a combination of experience and education from which comparable knowledge, skills, and abilities have been achieved, along with passing of district proficiency exam. Additional specialized in training in personnel administration or a related field is desirable. Bilingual, oral and written in Spanish (preferred). Prior experience working in a school district setting (preferred). WORKING CONDITIONS Environmental Conditions: Office environment utilizing a computer; in a vehicle traveling to job assignment; outdoor environment on school sites in variable weather conditions. Physical Conditions: Essential and marginal functions may require maintaining physical condition necessary for sustained posture in a seated and in a standing position. JOB PROFILE Annual Contract: 12 months Classified Management \& Confidential Employees Salary Schedule: Range 13 Exempt Position Board Approved: June 24, 2025

Human Resources Manager

Company Overview: Why Choose Us? Novolex is a leading manufacturer of food, beverage, and specialty packaging that supports multiple industries including foodservice, restaurant delivery and carryout, food processing, grocery and retail, and industrial sectors. Novolex manufacturing and sourcing expertise spans a diverse range of substrates including resin, paper, molded fiber, aluminum and more. We provide customers a broad array of stock and customized solutions with 120 product categories, 250 brands and over 39,000 SKUs. Our Sustainability Commitment The Novolex sustainability vision is built upon three pillars: our products, our operations and our people. Each is critically important to our growth and future as a business. These pillars form the foundation of our company-wide commitment to sustainability, helping us achieve our ambitious goals through our wide-ranging initiatives. Located 96 miles southeast of Raleigh Durham airport, Kinston is a city in Lenoir County, North Carolina, with a population of 21,677 as of the 2010 census. It has been the county seat of Lenoir County since its formation in 1791. Kinston is located in the coastal plains region of eastern North Carolina. In 2009, Kinston won the All-America City Award. The plant was built in 1993 with an addition in 1995, manufactures paper cups and cartons, and has approximately 250+ employees. Job Description: Job Summary: The Human Resource Manager is responsible for serving as the strategic “people” partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training \& Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. Administer best in class HR programs, processes and solutions at the plant level: Ensure full compliance with all applicable laws, regulations and company policies/procedures; Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; Partner closely with the COE’s (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. Complete investigations in a timely fashion; * Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks. #LI-TM1 #INDSalaried Company Benefits: What You'll Get From Us --------------------------- ### Benefits With safety as our top priority and a commitment to employee well-being an important focus, we offer comprehensive and competitive benefits that include medical, dental and vision insurance as well as a variety of other well-being resources focused on mental, physical and financial health. Specific benefits and well-being programs may vary depending on where you work.### Community Engagement At Novolex, giving back to the local communities that support us is important. Our Focused Giving Program prioritizes support for organizations whose missions promote sustainability initiatives or address food and hunger needs. We also encourage facility level support of activities in the communities where our employees live and work.### Training and Development We offer constant opportunities for advancement. From skills development to advanced education programs, training and development programs and courses are available through MyLearning. Programs include company and industry training curricula, support for formal education through the Tuition Reimbursement Program (Non-Union), and a Learning Management System that supports and enhances employee skills at all levels of the organization. Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law. Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact myHRservices@novolex.com.

Human Resource Manager

Human Resources Manager

Human Resource Manager – Lead People, Build Culture, Drive Success Join Our Mission to Transform Care at Premier Health \& Rehab Are you a passionate HR professional ready to make a meaningful impact? Premier Health \& Rehab is seeking an experienced Human Resource Manager to champion our people-focused initiatives and strengthen our workplace culture. About the Role As our Human Resource Manager, you will oversee key HR functions, including employee relations, benefits administration, training, performance management, onboarding, policy implementation, recruitment, and compliance. Your expertise will ensure our teams are supported, engaged, and aligned with our mission of delivering extraordinary outcomes for those we serve. Who We Are At Premier Health \& Rehab, we personalize each wellness journey with care experiences designed around the individual. We are dedicated to promoting a better quality of life and transforming ordinary expectations into extraordinary results. Key Responsibilities Serve as a strategic partner to employees and management, communicating HR policies, procedures, and employment laws effectively. Address employee relations issues with professionalism, empathy, and a solutions-focused mindset. Oversee the performance evaluation program to drive development and accountability. Manage benefits administration, ensuring clear communication and employee understanding. Lead recruitment efforts, including interviewing, screening, and selecting qualified candidates to fill vital roles. Conduct engaging new hire orientations to integrate employees successfully into our culture. Coach and guide managers on employee relations matters, disciplinary actions, and performance concerns. Maintain current and compliant employee personnel files through regular audits. Coordinate employee recognition programs that celebrate contributions and boost morale. Maintain productive relationships with union officials, upholding labor contract terms. Manage Workers' Compensation, LOA, FMLA, and unemployment claims processes, including representation at hearings when required. Participate in administrative staff meetings and attend relevant trainings and seminars to remain updated on HR trends and practices. What You Bring Minimum of two (2) years’ experience in Human Resources. Minimum of two (2) years’ experience in Healthcare; Long Term Care preferred. Strong knowledge of HR laws and best practices, with proven ability to handle sensitive matters with discretion. Excellent interpersonal, organizational, and problem-solving skills. Why Join Premier Health \& Rehab? Competitive compensation with great benefits. Engaging work atmosphere built on collaboration and respect. Innovative training programs to support your professional growth. Excellent career advancement opportunities within our expanding organization. A purpose-driven environment where your expertise builds a culture of excellence and care. If you’re ready to lead with purpose, drive people-centered initiatives, and elevate our teams to new heights, we invite you to apply today. Premier Health \& Rehab – Where Your Leadership Shapes Extraordinary Outcomes. An Equal Opportunity Employer.* IND123

Human Resource Manager

Our client a leading and fast expanding commercial financial services entity, seeks to appoint an experienced and dynamic HR professional who will be responsible for the implementation of HR Best Practices as well as taking full control of the full HR function across the Group. This exciting opportunity combines leadership in HR operations, payroll management and the design and delivery of training, learning and development initiatives. The successful incumbent will drive compliance, employee engagement, and organizational capability building. Key performance areas HR management Lead and manage the HR function across all group entities, ensuring consistency of policies and practices. Develop and implement HR strategies aligned with organizational goals (this function is currently outsourced). Oversee recruitment, onboarding, performance management, and succession planning. Ensure compliance with labour legislation, company policies, and governance standards. Act as a trusted advisor to executives and line managers on HR matters. Payroll and HR administration Oversee end-to-end payroll processing for group employees, ensuring accuracy and compliance with statutory requirements (PAYE, UIF, SDL, pension/provident funds) Manage payroll audits, reconciliations, and reporting to finance and exco. Ensure HRIS and payroll systems are optimized and integrated with other business systems. Maintain accurate employee records and ensure confidentiality of sensitive information. Training, learning and development Implementation and roll-out of all onboarding and employee wellness initiatives for the group. Design and implement group-wide learning and development strategies. Conduct training needs analysis and align programs with business priorities. Oversee leadership development, graduate programs, and continuous professional development initiatives. Partner with external providers to deliver accredited training where required. Measure training effectiveness and report on ROI of L\&D initiatives. REQUIREMENTS Education: Relevant qualifications in human resources, industrial psychology, or related fields Experience: Minimum 6 years experience in managing the full HR function in a leadership role. Proven track record in managing HR across multiple business units or group structures. Strong experience in payroll management and HR systems administration. Demonstrated success in designing and implementing training and L\&D programs. Technical Skills: Advanced knowledge of labour legislation and HR compliance frameworks. Proficiency in HR and payroll systems. Strong financial acumen for payroll. Excellent facilitation and training delivery skills. Competencies Strategic leadership ability. High integrity and ethical standards in handling confidential information. Strong interpersonal and communication skills. Analytical mindset with problem-solving ability. Ability to balance operational detail with strategic oversight. Other Must be fully bilingual (Afrikaans essential) – non-negotiable Must be willing to travel locally from time to time to other business units. Ideally reside in the Pretoria region.

Human Resources Manager

The Human Resource Manager is responsible for developing and implementing strategic HR initiatives that are aligned with the Broward Children's Center organizational strategies. This position will serve as a resource in strategic and tactical approaches for all HR areas including employee relations, employee engagement and retention, talent management, recruitment and selection, compliance, policy and procedure, performance management and evaluation, organizational development and strategic workforce planning. This position is responsible for ensuring policies, procedures, handbooks, job descriptions and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements and laws. Broward Children’s Center (BCC) is dedicated to transforming lives by providing specialized care to children and young adults who are medically fragile and developmentally disabled. Our comprehensive services range from 24/7 skilled nursing at our pediatric care facility to developmental education programs, therapeutic support, and family-centered services like respite care, social services, and in-home health support. With unique programs including ABA therapy, developmental preschools, K-12, Home Health and PPEC outpatient care, BCC ensures each individual receives tailored support to thrive. Our team also takes part in community events, such as our annual 5K and golf tournament, creating a vibrant, mission-driven workplace. “With your support, Broward Children’s Center (BCC) provides quality programs to infants, children, and young adults who are developmentally disabled and/or medically fragile through a continuum of services designed to meet the needs of children and their families.” If you’re passionate about impactful work and a supportive team environment, BCC may be the perfect place for your career. EDUCATION and/or EXPERIENCE Bachelor's degree (B. A.) from four-year college or university; or four to five years related experience and/or training; or equivalent combination of education and experience. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. LANGUAGE SKILLS Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. MATHEMATICAL SKILLS Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. CERTIFICATES, LICENSES, REGISTRATIONS Valid Florida Driver's License, HIV \& HIPAA Courses Completion of Professional Human Resource Course PHR or SPHR Certification and maintain CEU's for compliance Member of Society Human Resource Management (SHRM) OTHER SKILLS AND ABILITIES Strong assessment and documentation skills. Previously worked in Health Care Facility. Strong experience with Recruitment. Experience with government audits. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Applies Human Resource theory to different situational business environments. This includes but is not limited to: ability to provide overall HR guidance to managers/employees, ability to demonstrate an overall understanding of employment laws and regulations governing employment practices and the ability to professionally handle sensitive employee relation issues when necessary. Prepares and implements recruiting strategy for organization. Develops and maintains a Human Resources Information System that meets top management information needs including but not limited to: Administration of Performance Management and Wage Administration Benefits Administration Tracking FMLA \& Personal Leaves COBRA Administration Processes new hire paperwork including all background screenings Conducts new employee orientation to foster positive attitude toward company goals. Participates in complex investigations as well as other policy related violations when necessary. Counsel employees through the progressive discipline process when necessary. Facilitates employee terminations and exit interviews as necessary. Provide recommendations to management based on results of data obtained in Exit Interviews. Full cycle recruiting. Enrolls eligible workers in company programs such as pension and benefits plans. Processes and maintains medical, insurance and other personnel records and forms. Keeps records of insurance coverage, pension plan, and personnel transactions such as hires, promotions, transfers, performance reviews and terminations. Represents organization at personnel related hearings and investigations. Keeps records of hired employee characteristics for governmental reporting purposes. Consults legal counsel to ensure that policies comply with Federal and State law. Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization. Conduct annual Employee Satisfaction Surveys and submit data to management. Follow up on implementation of suggested changes. Provide documentation of each employee relations meeting to the CEO. Meet with management and/or prepare reports about possible actions to be taken to improve worker moral, motivation, and efficiency, and to reduce absenteeism and turnover. Maintain and update Administrative Policies \& Procedures for organization. Maintain and update all job descriptions for organization. Maintain and update Employee Handbook as needed Ensure organizational compliance with Health Care Reform. Participate in and/or manage projects as assigned. Oversees maintenance of all employee personnel and medical files; ensuring compliance with federal and state laws in addition to all applicable monitoring sources and organizational standards. Ensure all HR filing in an effective, accurate and efficient manner. Prepare departmental reports. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to fumes or airborne particles. The noise level in the work environment is usually moderate. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 30 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Employee Childcare BCC offers valuable childcare programs to support our employees and their families: Step Up Scholarship for Students with Unique Abilities (Pre-K up to 8th grade). We offer Private Therapy Services for those that qualify. Breakfast, lunch, and snacks are included. Early Learning Coalition of Broward County School Readiness Program (for children ages 1 up to 3 years old). Early Steps Therapy Services for those that qualify. Breakfast, lunch, and snacks are included. Employee Daycare (for ages 1 year through 5 years old), available at $150 per week, inclusive of breakfast, lunch, and snacks. Broward County Non-School Days: We offer our employees childcare when Broward County has non-school days (winter break, spring break, thanksgiving break), with the exception of major holidays (Thanksgiving, Christmas day, etc.). Join BCC and enjoy a supportive, robust benefits program designed to help you thrive in both your personal and professional life. BCC/CCC is an equal opportunity employer committed to a diverse and inclusive workplace. We do not discriminate based on race, color, religion, sex, sexual orientation, national origin, age, disability, or any other protected characteristic.

HUMAN RESOURCES MANAGER

The National Conference Center is one of the largest and most comprehensive conference centers and learning and development campuses in the nation with 917 guestrooms and 270,000 square feet of conference and event space. Located in Leesburg, Virginia along the Potomac River near Washington DC, 20 minutes from Dulles Airport, The National delivers the country’s foremost learning and meeting experience. The National offers a unique combination of extensive conference facilities and guest lodging to create the ideal environment for participant development. Our multipurpose venue offers tremendous flexibility to provide the perfect environment for a variety of line level training, executive education, and professional development programs. Position Summary: The National is seeking a full-time salaried Human Resource Manager who will provide all general support for HR functions. The Human Resources Manager reports to the General Manager and CFO and will provide leadership and support to managers and employees throughout the organization, assist in identifying best practices and organizational efficiencies, as well as coach and train line managers to properly apply human resource policies and programs within the property. Responsibilities include managing, processing, and implementation of the following, but not limited to, benefits, recruitment, orientation, safety, training, and development. The Manager must be able to create, plan and manage creative HR strategies, and have knowledge of EEO laws and general HR policies. Essential Tasks: Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. Implements new hire orientation and employee recognition programs. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. May be required to work as business dictates Performs other duties as assigned. Required Skills/Abilities: ------------------------------ Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems. Education and Experience: ----------------------------- Bachelor’s degree in Human Resources, Business Administration, or related field required. At least one year of human resource management experience. Proficient use of ADP is strongly preferred. SHRM-CP a plus. Additional Information: The National has a competitive benefit package including a comprehensive medical, dental, vision, 401k, STD/LTD, and life insurance plans. All associates enjoy paid holidays and paid time off. This position will be based at The National Conference Center in Leesburg, Virginia. The National is an equal opportunity employer supporting diversity in all our business practices. As part of our pre-employment process, candidates who are extended an offer of employment will be required to successfully pass a drug test and background check. National Conference Center provides equal opportunity (EEO) to all applicants and employees, regardless of race, color, ethnic origin, national origin, sex, marital status, pregnancy, sexual orientation, gender identity, religion, age, disability, genetic information, veteran status, or any other characteristic protected by applicable local, state, and federal laws and regulations. The company grants reasonable accommodations to applicants with known disabilities, unless doing so would pose an undue hardship for the company.

Human Resources Manager

$80,000 - $110,000/yr

POSITION SUMMARY: The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices. This role also partners closely with Delta Administrative Services to support and execute the integrated operations of the HR function. SUPERVISORY RESPONSIBILITIES: Recruits, interviews, hires, and trains new staff in the department. Oversees the daily workflow of the department. Provides constructive and timely performance evaluations. Handles discipline and termination of employees in accordance with company policy. DUTIES/RESPONSIBILITIES: Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Creates learning and development programs and initiatives that provide internal development opportunities for employees. Oversees employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. REQUIRED SKILLS/ABILITIES: Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems. EDUCATION AND EXPERIENCE: Bachelor’s degree in Human Resources, Business Administration, or related field preferred. In lieu of a degree, candidates must have a minimum of seven (7) years of human resources experience, including at least three (3) years in a management role. SHRM-CP or SHRM-SCP highly desired. PHYSICAL REQUIREMENTS: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at the organization’s facilities. Job Type: Full-time Pay: $80,000.00 - $110,000.00 per year Benefits: 401(k) matching Dental insurance Employee assistance program Health insurance Life insurance Paid jury duty Paid time off Parental leave Professional development assistance Vision insurance Work Location: In person

Human Resource Manager-$140,000-$150,000

Human Resource Manager

Subsidiary of nationwide distributor looking for a Human Resource Manager. Primary duty is to manage personnel function within the company and provide interface with parent corporation. Experience is in publicly traded corporate environment, including SOX compliance, is preferred. We are in the Westport area of St. Louis County, and position in an in-office role (no remote). Position reports to the VP of HR/CEO. DUTIES AND RESPONSIBILITIES: Maintain personnel files in compliance with applicable legal requirements Preparing paperwork required to establish personnel files and place employees in payroll system Coordinate benefit processing, enrollments, COBRA, terminations, changes, beneficiaries, and disability and communicate with service providers concerning routine administration of programs Keep employee records up to date by processing employee status changes Respond to benefit inquiries from employees on plan provisions, benefit enrollment, status changes, claim issues and other general inquiries Oversee maintenance of employee benefit files and updating of employee records Distribute open enrollment and summary plan descriptions Effectively interpret FMLA and ADA implications as they relate to leaves of absences/disabilities Ensure timely filing of ACA and AAP reports Manage basic office operations including reception and mailroom * Organize and coordinate social events – birthdays, holidays, sales meetings SPECIAL SKILLS REQUIRED: Basic Microsoft Excel and Word Strong organizational skills, and the ability to work under pressure Detail oriented Strong oral and written communication skills Ability to maintain confidentiality and exercise extreme discretion Ability to handle and prioritize multiple tasks and meet all deadlines All qualified applicants will receive consideration for employment without regard to race, color, religion, sex or national origin. We are an equal opportunity employer committed to work force diversity.

Human Resource Manager

From $80,000/yr

Position: Human Resource Manager Location: Arcola, Ilinois Starting Pay: $80K -120K DOE THE MOST TRUSTED NAME IN CELEBRATING STUDENT MILESTONES – HERFF JONES Herff Jones is the leading provider of graduation and educational products and services designed to inspire achievement and create memorable experiences for students. Herff Jones' products include class rings and jewelry, caps and gowns, diplomas, frames, announcements, and Greek accessories as well as motivation and recognition programs. Since 1920, our team has worked alongside students, faculty, and staff on campuses nationwide to help build a stronger community and celebrate student milestones. Our continued success relies on hiring extraordinary talent, with a passion for making a difference and eagerness to roll up the sleeves, to help us write the story of our next 100 years. Your Opportunity: The Herff Jones Human Resources team is looking for a Human Resources Managerto join our HJ Family in Arcola, IL. Here's How You Will Make an Impact: Meet with leaders regularly to gain an understanding of their business priorities, strategies and talent Partner with leadership to design and implement organizational structures and people strategies that drive key company initiatives while increasing business performance and productivity Advise and assist business partners with ongoing talent management and succession planning strategies Provide coaching and consultation to leaders on employee relations practices necessary to maintain a positive employment relationship and promote a high level of employee engagement and commitment Assist leaders with performance management processes and development of their employees. Act as the liaison for workers compensation for all of Herff Jones. Partner with workers comp insurance carrier Provide employee relations and conducts investigations, as needed Serve as a strategic business partner to the plant leadership team Provide guidance and recommendations to the plant leadership team on topics such as compensation strategy, workforce planning, engagement, and talent/recruitment strategy Coach, lead and develop 1-2 direct reports Partner with other HR Managers in other plant locations to implement best practices What You Will Do On A Daily Basis: Act as the frontline employee relations support for the plant, conducting thorough investigations as needed Support the plant leadership team in strategic human capital decisions and activities Conduct training as necessary (harassment, leadership), and partner with 3rd party vendors for external training opportunities (safety) Support oversight and direction for workplace safety, leveraging any knowledge and experience with OSHA Support all workers compensation and workplace injury reporting Support all employee events (recognition, annual celebrations) as needed Change agent – communication of changes in org, policy, etc. Attend staff meetings and 1x1’s with business partners Partner with subject matter experts in Human Resources Has personal ownership for key HR metrics (recruitment, development, retention, etc.) What You Will Bring the Table: Demonstrated understanding of core HR competencies – Employee Relations, Compensation and Benefits, Recruiting and Retention, Talent Management and Organizational Development, Performance Management, Compliance, EHS \& Risk Management, Change Management Superior problem solving abilities, solid judgment, and influencing skills Excellent organizational, communication and interpersonal skills High level of initiative and attention to detail Proven ability to influence leaders at various levels in any organization Strong multi-tasking skills and the ability to manage shifting priorities and workload requirements Ability to demonstrate advanced Microsoft Office suite skills Proven ability to administer and report on OSHA requirements Previous success serving as HR support for a mid-size manufacturing or supply chain industry a must Must have a Bachelor’s degree in Human Resources, Business or related areas Must have 5 plus years of HR Management experience in a manufacturing or related industry Must be bilingual in Spanish is required HR certifications is strongly preferred Physical Activities: Daily activity includes but is not limited to: Lifting, carrying, sitting, grasping, reaching, standing, kneeling, walking, bending, twisting. Prolonged periods sitting at a desk and working on a computer. Reading, communication, simple math. Be able to regularly lift/move up to 25lbs. Noise level in the work environment is usually moderate to above moderate. JOIN THE BEST TEAM ON CELEBRATING STUDENT MILESTONES About Herff Jones: Indianapolis-based Herff Jones is the leading provider of graduation and educational products and services designed to inspire achievement and create memorable experiences for students. Herff Jones’ products include class rings and jewelry, caps and gowns, diplomas and announcements as well as motivation and recognition programs. Focused on building long-term relationships through a nationwide network of over 1,400 employees and sales partners, the professionals at Herff Jones have been helping elevate the student experience throughout the lifelong journey of education for more than 100 years. For more information about Herff Jones, please visit www.herffjones.com. Herff Jones, Inc. and its affiliates are equal opportunity employers and maintain affirmative action plans to recruit, retain, develop, and promote qualified individuals without unlawful consideration of race, gender, gender identity, color, religion, sexual orientation, national origin, age, disability, citizenship status, veteran status, or any other characteristic protected by federal, state or local law. Herff Jones strives to maintain a work environment free from unlawful discrimination and harassment, where associates are treated with respect and dignity. Any employment agency, person or entity that submits a résumé into this career site or to a hiring manager does so with the understanding that the applicant's résumé will become the property of Herff Jones. Herff Jones will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.

Urgently Hiring - Human Resource Manager - Experience needed

$75,000 - $80,000/yr

HR Manager (Bilingual Spanish Required) Location: Henderson, NV Industry: Manufacturing Schedule: Monday–Friday Compensation: $75,000–$80,000 Employment Type: Temp-to-Hire We are seeking an experienced Bilingual HR Manager to oversee full-cycle human resources operations at our Henderson manufacturing facility. This leadership role is responsible for ensuring compliance, maintaining workplace safety standards, and fostering a positive and productive employee environment. Occasional travel to company locations in Nevada and California is required. Key Responsibilities • Lead recruitment, onboarding, employee relations, and performance management processes • Ensure compliance with federal, Nevada, and California labor laws • Manage OSHA compliance, workplace safety programs, injury reporting, and workers' compensation • Oversee prevailing wage compliance (Davis-Bacon, CA DIR, NV Labor Commission) • Partner with payroll to ensure HRIS accuracy, payroll processing, and certified payroll compliance • Support employee engagement, training, and retention initiatives Qualifications • 5+ years of progressive HR experience (management experience preferred) • Bilingual in English and Spanish (required) • Strong knowledge of HR compliance, labor laws, and workplace safety regulations • Manufacturing or industrial HR experience preferred • Experience with HRIS and payroll systems

Human Resource Manager

Position Overview: The HR Manager is a key leadership role responsible for overseeing core HR operations, talent acquisition, learning and development, compliance, and employee engagement across the organization. This role manages the HRBP – Payroll \& Benefits and two administrative team members, ensuring consistent, high-quality HR service delivery across a 90-employee, multi-state organization. Reporting to the Senior Director, HR, the HR Manager serves as a trusted partner to leaders and employees and plays a vital role in supporting organizational growth while protecting and strengthening a culture grounded in faith, family, and work. This position balances strategic contribution with hands-on execution and is expected to remain actively involved in day-to-day HR operations while continuously improving systems, processes, and programs to ensure scalability, compliance, and excellence. Key Responsibilities 1. HR Leadership \& Team Management Lead, coach, and develop the HRBP – Payroll \& Benefits and two administrative team members. Establish priorities, set quarterly “rocks”, and ensure accountability across the HR team. Foster a collaborative, service-oriented HR team that reflects the organization’s values and commitment to excellence. Serve as the primary owner of day-to-day HR operations and employee relations matters, escalating complex, high-risk, or sensitive issues to the Senior Director, HR as appropriate. Partner closely with the Senior Director, HR on complex employee relations, investigations, and operational HR matters. Exercise sound judgment and discretion in confidential and sensitive situations. 2. Culture, Values \& Employee Experience Champion a people-first culture rooted in faith, family, and work, ensuring these principles are reflected in HR programs, policies, and daily practices in an inclusive, respectful, and legally compliant manner. Act as a trusted HR partner to leaders and employees, supporting employee relations, engagement, and performance management, and conflict resolution. Oversee and contribute to the King’s Vision Team, supporting initiatives that reinforce organizational culture and values. Support internal communications, recognition programs, and community involvement efforts that strengthen connection and engagement. Model and foster the organization’s core values by: + Reflect Integrity in decision-making and confidentiality + Sparkle with Excellence through high standards and continuous improvement + Create Good Chemistry with People by building trust and strong relationships + Being Ruled by the Golden Rule through fairness and respect + Being Immersed in Courage by addressing challenges directly and thoughtfully + Fostering Servant Leadership by supporting, developing, and empowering others 3. Talent Acquisition \& Workforce Planning Own and lead full cycle recruiting strategy and execution for all non-executive roles across the organization. Develop and execute recruiting strategies aligned with organizational goals, workforce needs, and culture fit. Partner with hiring managers to clarify role requirements, guide selection decisions, and ensure a consistent, value-aligned hiring experience. Delegate administrative and coordination tasks appropriately while maintaining ownership of recruiting outcomes. Continuously assess and improve recruiting processes, tools, and candidate experience. Oversee onboarding for new team members, ensuring they are set up for success with structured 30-60-90-day plans and cultural integration. 4. Learning \& Development Oversee Learning Management Administration (LMA), ensuring required compliance training and role-based learning are completed accurately and on time. Balance hands-on LMA administration with the strategic development of scalable learning and development initiatives. Partner with leaders to identify development needs, create individual and team development plans, and support leadership growth. Ensure onboarding programs effectively integrate new employees into their roles, the organization’s culture, and core values. 5. HR Operations, Compliance \& Systems Ensure HR policies, practices, and programs comply with federal, state, and local employment laws across multiple states. Proactively identify and mitigate HR-related risks, including compliance gaps, process failures, and data integrity issues. Oversee accurate maintenance of HR records, reporting, and documentation. Provide leadership and oversight for HRIS administration (UKG preferred), including system optimization, data integrity, reporting, and process improvement. Leverage technology, automation, and AI-enabled tools to improve HR efficiency consistency, and scalability. Support HR process discipline within an EOS (Entrepreneurial Operating System) environment. 6. Compensation, Benefits \& Payroll Oversight Partner with the Senior Director, HR to support compensation, benefits strategy development and special projects. Provide leadership oversight and guidance for payroll, benefits, and compensation administration, in collaboration with the HRBP – Payroll \& Benefits. Review and audit payroll processing to ensure accuracy, compliance, and consistency. Serve as a knowledgeable backup for payroll processing as needed, without serving as the primary processor. Other duties as assigned Qualifications \& Requirements 5+ years of progressive HR generalist experience, including experience leading or supervising HR staff. Demonstrated ability to lead with empathy, integrity, and accountability, and sound judgment. Strong working knowledge of multi-state employment law and HR compliance. Proven experience leading full cycle recruiting. Experience supporting compensation, benefits, and payroll functions. Strong technical aptitude with HRIS platforms (UKG preferred) and reporting tools. Ability to understand the bigger picture while executing effectively at a tactical level. Proven ability to manage change, growth, and organizational transitions. Ability to balance business needs with employee experience and well-being. Excellent interpersonal, communication, and relationship-building skills. Alignment with and ability to support an organizational culture centered on faith, family, work, and core values. Success in This Role Looks Like Consistent, compliant, and well-run HR operations with minimal disruption. High levels of trust from leaders and employees. A confident, capable HR team operating with clarity and accountability. Scalable systems and processes that support organizational growth. * Organizational values lived out in practical, professional, and inclusive ways.

Dallas Human Resource Manager

Human Resources Manager

From $401,000/yr

Description: Join us at the Nexus of care and compassion. Human Resource Manager Benefits: 401K Employee Rewards Program Health/Life/Dental/Vision coverage PTO and paid holidays Team-oriented work environment Human Resource Manager Responsibilities: As a human resources manager, you will direct the human resource and payroll activities within your nursing home. You will provide supervision and implementation for your nursing home's orientation for new employees. You will foster positive and open communication with your team members. You will maintain workers compensation files. You will oversee the recruiting and onboarding process. You will manage workman's compensation cases. Requirements: Human Resource Manager Qualifications: Bachelors degree in Human Resources, Business Administration, or related field. Minimum 2 years experience in Human Resources, preferably in skilled nursing. Proficiency with or the ability to learn our company's HRIS. Knowledge and familiarity with employment-related laws and regulations. Excellent prioritization and delegation skills. keywords: human resources, human resource manager, snf, nursing home, nursing home administration, payroll

Human Resource Manager-Long Island Marriott Uniondale, NY

Human Resource Manager

Montello Care Center has a great, unique opportunity for the right person to join our team! We are currently seeking someone for our Human Resource Manager position. Our ideal candidate is self-driven, ambitious, and engaged. The Human Resource Manager at Montello Care Center is responsible for managing all aspects of the human resource and office manager functions at Montello Care Center. They are responsible for payroll, recruitment, employee relations, performance management, training and development, compliance with all applicable laws and regulations, supervision and coordination of insurance claims. We Offer a Competitive Wage and a Comprehensive Benefit Package to Eligible Employees that Includes: Wage dependent on experience Insurance (health, dental, vision, life, short-term disability, accident, etc.) 401k (with company match) Flexible spending accounts (Medical and Dependent Care) Tuition Reimbursement / Educational Assistance Program Paid Time Off Employee referral bonus Employee Assistance Program On Demand Pay w/Direct Deposit Key Responsibilities and Job Functions Payroll processing and reporting Develop and implement human resource policies and procedures that align with the organization's goals and objectives Manage the recruitment process, including job postings, resume screening, interviewing, background checks, and selection Provide guidance and support to managers and employees on employee relations issues, including conflict resolution, disciplinary actions, and performance management Develop and deliver training programs to enhance employee skills and knowledge Manage the compensation and benefits program, including salary administration, benefits administration, and compliance with all applicable laws and regulations Ensure compliance with all federal, state, and local employment laws and regulations Manage the HRIS system and ensure accurate and timely data entry and reporting Develop and maintain positive relationships with employees, managers, and external partners Manage and oversee new hire orientation Supervision and coordination of insurance claims and billing. Qualifications 2 years experience in human resource and office management or related area Excellent communication and interpersonal skills Ability to work independently and as part of a team Strong organizational and time management skills Proficient in Microsoft Office and HRIS systems Must be able to read, write and communicate in English Strong in Microsoft Office What you can expect from us upon our receipt of your application: Hiring manager will contact you within 1-2 business days of your application submission Complete 1-2 interview(s) and meet with immediate supervisor and mentor Upon receiving the job offer, review job description, and complete new-hire tasks and onboarding paperwork (via the Paycor app) Receive name badge, keys, and tour of the community New-Hire Orientation Receive continuous training from mentor as you continue to provide exceptional care to our residents Our core values are based on five pillars: Do the right thing, Foster positive relationships, Be committed, Be innovative, and Coach, guide and lead. We are looking for positive, collaborative team members who show leadership, are respectful, and overflow with integrity, care, and hard work. To learn more about Montello Care Center, visit our website at www.montellocarecenter.org. We encourage you to apply and become part of our family today!*

Human Resource Manager

Human Resources Manager

Help grow a safer, cleaner, healthier future for everyone, every day. The Human Resource Manager will lead and direct the functions of the Human Resources (HR) including recruitment, administering pay, benefits, and leave, and developing and enforcing company policies and practices. As the HR Manager you will be responsible for supporting our leaders to attract, develop and retain top talent in support of the growth strategy of the business, administering benefits, pay and leave and developing best practices. Key responsibilities: Builds organizational capability through ownership and execution of the organization’s human resource and talent strategy particularly as it relates to acquisition, assessment, performance management, employee development, succession planning and retention. Facilitate talent reviews to assess pipeline strength, determine development focus areas or gaps in the organization and implement necessary actions. Coach and influence leaders to improve performance and leader effectiveness while fostering a culture of manager ownership and accountability of the employee life cycle. Provides support and guidance to HR staff, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. Facilitates constructive and timely performance evaluations across the business. Promotes positive employee relations and employee engagement initiatives. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Creates learning and development programs and initiatives that provide internal development opportunities for employees. Oversees employee disciplinary meetings, investigations, and terminations. Provides guidance to leaders regarding policies, best practices, laws and regulations to ensure compliance with local and governmental regulatory requirements. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. Educational/Experience Requirements: Bachelor’s degree in Human Resources, Business Administration, or related field required. A minimum of five years of human resource management experience preferred. SHRM-CP or SHRM-SCP highly desired. Required Competencies: Excellent verbal and written communication skills. Excellent facilitation and coaching skills. Strong employee relations skills with the proven ability to drive change and leadership ownership / accountability. Strong leader of people with proven capability to empower, motivate and develop others. Excellent organizational skills and attention to detail. Strong drive for results and sense of urgency; data and metrics driven Demonstrated strategic thinking capability and business acumen. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems. Compensation: Competitive base salary Annual bonus program * Competitive benefits package CA compensation range requirement: $120k - $140k #Sensorex #LI-CW4 Not the right fit? Let us know you're interested in a future opportunity by clicking Introduce Yourself in the top-right corner of the page or create an account to set up email alerts as new job postings become available that meet your interest!

Regional Human Resource Manager

Human Resources Manager

Industry: Manufacturing Department: Human Resources Job Summary We are seeking an experienced and hands-on Human Resource Manager to manage the full HR function within a manufacturing environment. The successful candidate will be responsible for all aspects of human resources, including workforce planning, labour relations, compliance, recruitment, payroll oversight, performance management, and employee development. This role requires a strong HR generalist with proven experience in managing large or unionised workforces, shift-based operations, and the fast-paced demands of a manufacturing facility. Key Responsibilities HR Strategy \& Workforce Management Develop and implement HR strategies aligned with manufacturing and operational requirements Manage workforce planning, shift structures, and headcount in line with production needs Partner with factory management to support productivity, efficiency, and workforce stability Develop and maintain HR policies and procedures suited to a manufacturing environment Recruitment, Selection \& Onboarding Manage end-to-end recruitment for factory, technical, supervisory, and management roles Coordinate onboarding, inductions, and probation processes for new employees Ensure staffing levels support production schedules and operational demands Employee \& Labour Relations Manage all employee relations matters, including disciplinary processes, grievances, incapacity, and misconduct cases Chair and oversee disciplinary hearings and investigations Represent the company at the CCMA and other labour forums Engage with trade unions and shop stewards where applicable Ensure compliance with South African labour legislation (BCEA, LRA, EE Act, Skills Development Act, POPIA) Performance Management \& Training Implement and manage performance management systems across factory and support staff Identify training needs in line with production, safety, and skills requirements Manage skills development initiatives, SETA submissions, and workplace skills plans Support succession planning and talent development within the manufacturing operation Payroll, Compensation \& Benefits Oversee payroll inputs and ensure accurate processing for hourly, weekly, and monthly paid employees Manage leave, overtime, shift allowances, and benefits administration Ensure statutory compliance with UIF, PAYE, COIDA, and other labour-related requirements Employment Equity, Compliance \& Reporting Develop and manage Employment Equity plans and reporting Support B-BBEE requirements and audits where applicable Maintain accurate HR records, files, and reporting Prepare HR metrics and reports for management, including absenteeism, turnover, and disciplinary trends Health, Safety \& Wellness Work closely with SHEQ teams to support health, safety, and wellness initiatives Promote a safe working environment and compliance with occupational health and safety standards Manage absenteeism, injury-on-duty cases, and employee wellness programs Minimum Requirements Degree or Diploma in Human Resources, Industrial Psychology, or related field Minimum 5+ years’ experience as an HR Manager or Senior HR Generalist in a manufacturing environment Strong knowledge of South African labour legislation Proven experience managing labour relations and CCMA cases Experience working with unionised or shift-based workforces (advantageous) Payroll and HR systems experience Skills \& Competencies Strong leadership and people management skills Excellent conflict resolution and negotiation abilities High attention to detail and strong organisational skills Ability to work in a high-pressure, production-driven environment * Professional, ethical, and confidential approach Applicants who meet the required criteria and are shortlisted will be contacted. Job Type: Full-time Work Location: In person

Human Resource Manager

As a Distribution Center Human Resources Manager, you will develop, implement, and manage HR policies and programs for the Distribution Center, ensuring compliance with company policies and employment laws. You will oversee staffing, training, benefits administration, employee relations, payroll, and disciplinary processes to support a productive and engaged workforce.

Human Resource Manager

Additional Considerations (if any): Daytime Shifts At Hy-Vee our people are our strength. We promise “a helpful smile in every aisle” and those smiles can only come from a workforce that is fully engaged and committed to supporting our customers and each other. Job Description: Job Title: Human Resource Manager Department: Grocery FLSA: Non-Exempt General Function Provides prompt, efficient and friendly customer service. Updates payroll system. Counsels with department heads and employees regarding performance reviews, personnel issues, scheduling, benefits, wages, etc. Coordinates a variety of administrative duties including facilitating, recruiting, hiring, payroll, performance reviews, orientation, benefits, employee counseling, etc. Works closely with the store management to ensure maximum employee satisfaction and retention. Core Competencies Partnerships Growth mindset Results oriented Customer focused Professionalism Reporting Relations Accountable and Reports to: District Store Director, Store Manager, Assistant Managers of Store Operations, Perishables, and Health Wellness Home Positions that Report to you: All other store positions and any assigned by Store Director Primary Duties and Responsibilities Provides prompt, efficient and friendly customer service by exhibiting caring, concern and patience in all customer interactions and treating customers as the most important people in the store. Smiles and greets customers in a friendly manner, whether the encounter takes place in the employee’s designated department or elsewhere in the store. Makes an effort to learn customers’ names and to address them by name whenever possible. Assists customers by: escorting them to the products they’re looking for, securing products that are out of reach, loading or unloading heavy items, making note of and passing along customer suggestions or requests, performing other tasks in every way possible to enhance the shopping experience. Answers the telephone promptly and provides friendly, helpful service to customers who call. Coordinates the inputting, changing, and deleting of employee information in the Workday system (time and attendance). Counsels with department head and employee regarding performance reviews, scheduling, benefits, wages, etc. and acts as the Insurance Coordinator and 401(k) Coordinator. Handles and satisfies customer complaints, sends follow up letters, and thank you letters. Develops effective recruiting and retention programs to facilitate the staffing of the store; coordinates the transfer of employees from one store to another. Facilitates the hiring process and may be involved in the interviewing and placement of specified positions. Tracks vacation and personal days for store employees. Conducts orientation and trains new employees. Attends weekly staff meetings and assistant manager meetings. Adjusts hours and departments; takes time clock readings, etc. Conducts performance reviews and exit interviews. Makes payroll adjustments including extra bonuses, missed pay raises, etc. and sends to payroll. Provides department heads and management with standard reports. Transmits sales, hours, adjustments, and accounts receivable to corporate office on a weekly basis. Disperses paychecks, W-2’s, Trust Fund/401(k) reports/year end employee income and benefits reports, and other company and store communications (birthdays, anniversaries, etc.) Posts hours worked by employees. Prepares employee wage and employment verifications, as well as disability claims, leave of absence requests, and extensions. Records and follows up on Workers Compensation claims and issues and fills out accident reports on customers, both property damage and personal injuries. Schedules employees as needed, honors employee time off requests, and replaces employees that call in. Maintains strict adherence to department and company guidelines related to personal hygiene and dress. Adheres to company policies and individual store guidelines. Reports to work when scheduled and on time. Secondary Duties and Responsibilities Coordinates quarterly part-time employee meetings. Coordinates store events (Holiday party, Springtime Party, etc.). Assists with quarterly bonus meetings. Coordinates store Service Award program for all employees. Conducts tours of store for schools and civic organizations. Orders supplies for office and departments. Assists in other areas of store as needed. Performs other job related duties and special projects as required. Knowledge, Skills, Abilities and Worker Characteristics Must have the ability to solve practical problems; variety of variables with limited standardization, and interpret instructions. Ability to do arithmetic and calculations involving fractions, decimals, and percentages. Must possess the ability to interview, counsel or advise people; evaluate data, compose correspondence. Education and Experience High school, plus 2-3 years of other schooling (HR and Accounting) and Hy-Vee experience. Six months or less of similar or related work experience. Physical Requirements Must be physically able to perform light work exerting up to 20 pounds of force occasionally to move objects. Visual requirements include vision from less than 20 inches to more than 20 feet with or without correction, depth perception, color vision, and field of vision. Must be able to perform the following physical activities: Climbing, balancing, stooping, kneeling, reaching, standing, walking, pulling, lifting, grasping, feeling, talking, hearing, and repetitive motions. Working Conditions This position is occasionally exposed to chemicals/solvents. This is a fast paced work environment. Equipment Used to Perform Job Computer, Workday, Huddle, Microsoft Word, Outlook, calculator, phone, fax, copier, lotto machine, two wheeler, box cutters, and pallet jack. Financial Responsibility Responsible for payroll, accounts receivable, computer, and cash. Purchases uniforms/dress shirts, supplies, employee/store promotion, and processes cash advances. Contacts Has daily contact with customers and employees. Has monthly contact with the general public, community or trade/professional organizations, and federal/state governmental or regulatory agencies. Has occasional contact with suppliers/vendors. Confidentiality Has access to confidential information including employee records Are you ready to smile, apply today.Employment is contingent upon the successful completion of a pre employment drug screen.*

Human Resource Manager I

Human Resource Manager - Early Learning Coalition of SW FL

Responsible for daily operations and administration of human resource functions for the Early Learning Coalition of Southwest Florida (ELC). Work involves leading and overseeing the delivery of a variety of Human Resources programs and services including policies and procedures, recruitment, selection, training, benefits administration, job classification and compensation, employee-related insurances, and legal/employment issues. Analyzes workforce data and produces complex human resource reports for executive leadership and external agencies and funders. Ensures all work is performed in accordance with organizational and regulatory policies, procedures, and guidelines. Requirements Oversees HR functions at ELC, ensuring compliance with regulations and policies. Implements and maintains fair employment practices that meet the needs of the organization; ensures employees' adherence to company policies and procedures Performs the full cycle of employee on-boarding and separation processes; prepares and delivers all formal communications, required paperwork, and updates all applicable files and records per schedules, policies, and guidelines Identifies and tracks recruitment metrics and identifies opportunities to improve outcomes Works with the Director of Finance to prepare bi-weekly payroll in compliance with all regulatory guidelines; ensures all employee status updates are processed accurately and in a timely manner Coordinates and communicates the annual open enrollment process and administers COBRA benefits Administers Family and Medical Leave Act (FMLA), disability plans, worker’s compensation, and leaves of absence Leads compensation processes, benchmarking jobs, updating pay ranges, participating in salary surveys, and creating total rewards statements Participates in the evaluation and negotiations of employee-related insurance and employee benefits to ensure cost effective and beneficial packages are obtained Handles day-to-day responses, issues, questions, and concerns regarding employee benefits, payroll, and paperwork; provides current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits Leads investigations associated with workplace complaints, bias and harassment allegations, and reports of noncompliance; manages the employee grievance process and represents the organization at personnel-related hearings and investigations Coordinates and collaborates with Department Directors to facilitate professional development, training, and certification activities, and an effective performance management program; ensures adherence to established timelines and/or deadlines Analyzes organizational trends; reviews reports and metrics from the human resource information system (HRIS) or talent management system; prepares reports; communicates progress of HR programs to the organization’s executive/s, stakeholders, and regulatory bodies; identifies and implements enhancements to increase automation and efficiency Maintains and updates human resources documents including organizational charts, employee handbooks or directories, employee forms, and job descriptions Responsible for records destruction for human resources department in accordance with federal, state and local laws Maintains current knowledge of employee and labor policies, including FMLA, Americans with Disabilities Act (ADA), and Occupational Safety and Health Administration (OSHA) Monitors and researches changes to local, state, and federal employment laws and regulations, and industry best practices Attends external workshops, conferences, professional development courses and networking events to maintain knowledge of industry trends, best practices, regulatory changes, and new technologies Reports all suspicions of fraud or abuse to ELC Risk Management when infractions are discovered Establishes/develops and maintains collaboration, trust, and cohesion with colleagues; demonstrates and fosters a commitment to the mission, goals, and organizational culture of the Coalition Supervision: May schedule and motivate personnel; provide or coordinate staff training; work with employees to correct deficiencies; make recommendations regarding disciplinary action MINIMUM QUALIFICATIONS: Bachelor’s degree in public or business administration, or related field; supplemented by seven (7) years of progressively responsible human resources experience, including at least two (2) years human resources experience in a non-profit environment; or an equivalent combination of education, certification, training, and/or experience. Must have or be able to acquire within twelve (12) months of employment, Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or equivalent certification (such as SHRM-CP or SHRM-SCP). A valid State of Florida Driver License, proof of auto insurance, and eligibility to secure a car via authorized car rental agency is required. PREFERRED QUALIFICATIONS * Master’s degree in business administration or human resources management and five (5) years of directly related experience, including one (1) year of human resources management in a nonprofit organization.

Human Resource Manager

Elevate Your Human Resource Manager Career with Us! Are you a compassionate and skilled Human Resource Manager looking for an opportunity to provide exceptional care? Look no further! We offer experienced Human Resource Managers the chance to collaborate with some of the brightest minds in healthcare. Join our team and be part of a dynamic healthcare environment that values your expertise. Exciting Benefits Await You: Competitive salary. Generous Paid Time Off: Recharge and prioritize your well-being with ample PTO. 401(k) Plan: Secure your financial future with our strong retirement plan. Flexible Daily Pay: Access your earnings whenever you need them. Comprehensive Benefits Package: Benefit from a wide range of options, including dental, health, vision, and disability insurance. Wellness Program Access: Prioritize your health with resources designed to support your well-being. Inclusive Workplace Culture: Thrive in a supportive environment that champions diversity and collaboration. Career and Educational Development: Unlock your potential with numerous opportunities for growth and advancement. Comprehensive Onboarding and Professional Development Programs: Expertly crafted to cultivate growth and significantly enhance essential skills, paving the way for sustained success and excellence. Qualifications: Bachelors degree preferred. Nursing Home experience preferred. Emphasis in human resources management preferred. * One year of prior human resources or employee training and development experience preferred. Salary/ Wage Range Compensation for the role will depend on a number of factors, including a candidate’s qualifications, skills, competencies and experience We are committed to maintaining a diverse and inclusive workplace. We are an equal opportunity and affirmative action employer. We do not discriminate in recruiting, hiring or promotion based on race, ethnicity, gender, gender identity, age, disability or protected veteran status. We proudly support and encourage people with military experience (active, veterans, reservists and National Guard) as well as military spouses to apply for our job opportunities.

Human Resource Manager

Manager of Human Resources

Job Description ------------------- Why EOSIS? Time Off: 20 days of paid-time-off + 6 paid holidays Insurance: Health, dental, and vision insurance + HSA/FSA Education: Tuition reimbursement and discounted tuition at select colleges Future Planning: 401(k) – ROTH and traditional options Career Path Opportunities Discount with Verizon Cell Phone Plans Pay Range: $90,000 - $120,000 Each day, you’ll help rebuild lives by making a real impact on people recovering from addiction and mental health challenges. With approachable leaders who listen, support, and encourage growth, you’ll experience what it means to be rising together in your career. A strong culture of care, where team members look out for one another and stand together through challenges, keeps you rooted in teamwork as you do meaningful, life-changing work. Ready to help clients build healthy routines and find their path to lasting recovery? Join EOSIS as a full-time Regulatory Compliance Project Manager in New Brighton, MN and be a steady source of support and guidance. Apply today and make a difference where it matters most! As a strategic partner and under the direction of the Vice President for Operations, the Manager of Human Resources will support the development, execution and maintenance of the Company’s human resources, recruiting and culture strategies in support of EOSIS’s mission, vision, values and strategic direction. This role is responsible for direct supervision and leadership of the Human Resources and Recruiting Team. The Manager of Human Resources will manage and coordinate work in the areas of equity, diversity, and inclusion, employee well-being, continuous workforce improvement, staff training and professional development, and HR policy development and compliance. The Manager of Human Resources will work closely with senior management to provide strategic leadership by formulating, communicating, and documenting HR needs and plans to staff, supporting recruiting operations, supporting supervisory staff in coaching and performance management, and providing HR support for all staff.Responsibilities -------------------- The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned. Human Resources Compliance and Administration: Collaborate with the VP of Operations to ensure compliance with federal and state legislation pertaining to all personnel matters (ADA, FMLA, Wage and Hour, benefits, etc.). Maintain knowledge of and ensure strict compliance with federal and state employment-related laws and regulations, as well as MN Statute, Chapter 245G through complaint policies, processes and procedures. Including but not limited to; + Employee Performance Review Process + Employee Filing System + Annual Training Requirements Support the development and cascading the Company’s annual objectives to associated staff. Provide back up for employee relations to the Senior HR Business Partner. Support the development, management and resolution of employee relations performance or grievance issues in a legally compliant and professional manner; conduct effective, thorough and objective investigations, support disciplinary actions and exit interviews as needed in partnership with the Senior HR Business Partner. Provide support in formal investigations; support the management of actions and proceedings brought against Company arising in connection with employment; coordinate with legal counsel and outside specialists, as appropriate. Oversee the annual performance management, processes, and feedback mechanisms. Partner with leaders to provide guidance on employee career development, succession planning, retention programs, performance management and leadership development. Collaboratively identify training needs in partnership with Compliance, coordinate employee development programs and support continuous learning initiatives. Assist the executive leadership team by analyzing and modifying compensation policies and ranges to establish competitive, consistent and equitable programs and incentives, and ensure compliance with legal requirements. Provide oversight of HRIS; manage collection of Human Resources metrics, analysis, reporting of data and identification of trends. Work with the executive leadership to establish a competitive and fiscally responsible benefit, compensation, and leave program, including merit increases, bonuses, COLA, etc. Serve as subject matter expert; demonstrate “best practices” in regard to information management, usage and governance; i.e. SharePoint, HRIS, related applications and tools. Health and Welfare Benefits: Collaborate with the leadership team to analyze benefits options and cost alternatives for providing employee benefits; recommend benefits program modifications and implement approved benefits programs. Oversee the administration of benefits programs to include: health, retirement, life, disability, cafeteria, EAP and other benefits offered by the Company; process all enrollments, changes and terminations. Support the development and implementation of the communications processes related to benefits administration; manage, coordinate and conduct annual benefits Open Enrollment for all Company locations within UltiPro or other HRIS in partnership with the Senior HR Benefits Administrator. Manage system updates for benefits detail. Coordination with cross-functional departments to ensure accurate processing of payroll, employee bonuses, and wage changes. Ensure completion of and compliance with reporting requirements (Form 5500 filing, annual Non-Discrimination Testing, etc.). Provide back up to the Senior Benefits Administrator Recruiting: Partner with the executive leadership team to evaluate the organization’s recruiting strategies and lead changes to enhance hiring practices. Support the development and implementation of recruiting initiatives across the organization. Serves as the main point of contact for recruiting vendor partnerships. Company Culture: Partner with the executive leadership team to evaluate Company culture and provide recommendations on changes to accomplish Company goals and objectives. Partner with the leadership team to develop and implement consistent policies/programs that foster employee engagement, improve and set the culture of the organization and create high performing work systems. Support the development and implementation of Company initiatives and activities to ensure Company culture is implemented, embraced and supported across the enterprise with staff embracing and behaving accordingly. Oversee new employee orientation for continuous improvement opportunities. Oversee development and facilitation of planned activities and events to promote Company’s ambition to be a great place to work and supports efforts to improve employee attraction and retention. Represent the Company externally as requested to further support the Company’s objectives, related to Company reputation, culture and human resources. Maintain positive partnership with relevant vendors. Skills \& Qualifications ---------------------------- Required Skills and Knowledge: Bachelor’s degree in Business, Human Resources Management and/or a related field. PHR/SPHR/CEBS and/or other professional certifications desirable. Minimum of five (5) years Human Resources management experience. Experience must include hands-on responsibility for the full scope of Human Resources activities, both operations and analysis. Must have extensive health and welfare benefit plan administration and implementation experience. Extensive experience with HRIS systems, Paylocity preferred. Healthcare experience, particularly in a chemical dependency/behavioral health environment preferred. In-depth knowledge and understanding of Human Resources policies/practices and employment law, with a strong background in employee relations, compensation and benefits. Functions and leads with the highest ethical standards, integrity and unwavering morale compass. Superior interpersonal and communication skills; proven ability to interact with all levels with comprehensive consultative, partnering, facilitating and influencing/negotiating skills. Strong ability to perform well and be unfailingly diplomatic in a high pressure, complex and diverse environment. Successfully led the development of and set enterprise culture in alignment with Company’s Code of Conduct and mission, vision, values – guiding principles. Physical Requirements: Hearing Ability to hear staff, incoming calls, Teams/virtual meetings, individual/group sessions Vision Ability to see computer screen, white board and related office visuals Speaking Ability to verbally speak to colleagues, vendor partners, related professionals Sitting Varies, approximately 5-6 hours per day Standing Varies, approximately 1-2 hours per day Travel \< 15% of the time, as needed to visit programs, attend off-site meetings