Human Resources Lead jobs at AECOM - 2040 jobs

A leading technology services firm is seeking a Strategic People Partner in San Francisco to provide comprehensive guidance for cross-functional teams. This role requires over 12 years of HR experience and influences senior leaders to drive people strategies. The candidate should excel in a fast-paced environment, possess strong problem-solving skills, and demonstrate the capacity for data-driven decision-making. Competitive pay ranging from $248,000 to $330,000 annually, along with extensive health benefits and employee programs. #J-18808-Ljbffr

A national security laboratory in New Mexico is seeking a Deputy Chief Human Resources Officer to lead HR strategies, ensure workforce engagement, and guide a team of professionals. The ideal candidate will have significant HR expertise, leadership experience, and the ability to foster customer partnerships. With a hybrid work model, this role requires a commitment to strategic goals and excellent people skills, providing an opportunity to shape organizational success. #J-18808-Ljbffr

We are looking for an experienced HR Director to lead and manage human resources operations for a growing retail organization based in Portland, Oregon. This long-term contract position requires a dynamic leader who can oversee HR functions across multiple locations, ensuring smooth employee relations and benefits administration while supporting recruitment efforts for a workforce of several hundred employees. The ideal candidate will contribute to the company's stability during a period of growth and expansion. Please note that it is this client's #1 priority to find a consultant that has multi-unit retail experience. This is a must-have to be considered for this role. Responsibilities: • Provide strategic leadership and oversight for HR operations across multiple retail locations in various states. • Manage employee relations issues, addressing concerns and resolving disputes effectively to maintain a positive work environment. • Oversee benefits administration, ensuring compliance with regulations and delivering comprehensive support to employees. • Lead recruitment initiatives for hourly employees, collaborating with field teams to meet hiring needs for new and existing stores. • Develop and implement HR policies and procedures to ensure consistency and compliance across the organization. • Support the opening of new stores by coordinating staffing plans and onboarding processes. • Handle compensation and benefits structures, ensuring competitive offerings that align with industry standards. • Promote automation and systematization of HR functions to streamline processes and improve efficiency. • Guide the HR team and provide mentorship to entry-level staff, fostering growth and development. • Address legal and compliance matters, including frivolous lawsuits, to protect the organization's interests. Requirements: • MUST HAVE: Proven experience in multi-unit retail HR leadership. • Strong knowledge of employee relations and benefits administration, with the ability to manage complex HR issues. • Expertise in recruiting and staffing processes for large hourly workforces. • Familiarity with compensation and benefits practices, including competitive benchmarking. • Solid understanding of HR compliance and legal requirements, including handling workplace disputes. • Ability to manage HR operations during periods of growth and expansion. • Excellent communication and interpersonal skills to effectively lead and mentor teams. • Demonstrated ability to implement automated systems and streamline HR processes.

Client Overview: Our client is a luxury brand known for combining craftsmanship, heritage, and modern design across leather goods, fashion accessories, and ready-to-wear. **This role is 4 days onsite in Princeton, NJ Role Overview: The Retail Human Resources Manager is responsible for leading HR operations for a multi-location retail workforce, ensuring alignment with business objectives while delivering a positive and engaging employee experience. This role serves as the primary HR contact for retail employees and field leadership and acts as a strategic partner to business leaders in driving people initiatives that support an inclusive, high-performance culture. The role oversees employee relations, performance management, training, policy implementation, talent acquisition support, and compliance with applicable labor laws. Retail Human Resources Manager Responsibilities: Serve as a trusted advisor to field and operational leaders on complex employee relations matters, providing guidance and risk mitigation strategies. Lead investigations and resolution of sensitive employee issues, partnering with internal or external resources as appropriate. Support performance management processes, including corrective action and termination decisions. Maintain accurate and confidential employee records related to employee relations and disciplinary actions. Participate in and lead cross-functional projects, organizational initiatives, and engagement programs. Partner with regional and operational leaders to identify organizational development opportunities and develop action plans. Drive performance management processes, including goal setting, coaching, and succession planning. Provide guidance on HR programs such as performance evaluations and compensation review cycles. Analyze HR metrics and trends to provide insights that improve organizational effectiveness. Facilitate leadership training and development initiatives to strengthen managerial capability. Conduct exit interviews and analyze onboarding and engagement feedback, sharing insights with leadership. Promote engagement strategies that support organizational culture and business results. Interpret and ensure consistent application of HR policies and procedures. Stay current on U.S. and Canadian employment legislation to ensure compliance and minimize risk. Support the recruitment process for retail roles, including review and approval of job requisitions and offer documentation. Partner with hiring managers to enhance recruitment strategies and candidate experience. Collaborate with HR and recruiting teams to support competitive hiring and retention strategies. Assist field teams in building talent pipelines through networking and employer branding efforts. Participate in career fairs and talent outreach initiatives as a representative of the employer brand. Retail Human Resources Manager Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. Professional HR certification (e.g., SHRM or HRCI) preferred. 5-7 years of experience in an HR business partner or generalist role, preferably supporting multi-site operations. Strong working knowledge of U.S. federal, state, and local employment laws; experience with Canadian labor laws is a plus. Experience with HRIS platforms preferred. Proficiency in Microsoft Office tools, including Outlook, Teams, PowerPoint, and Excel. Retail or multi-unit operational experience preferred.

Are you an accomplished Human Resources Leader with experience driving strategy aligned to the business objectives and creating comprehensive leadership development initiatives? This may be the ideal role for you to work with owners and business leaders at C. S. McCrossan, a well-respected industry leader in the highway and heavy civil contracting business. At C. S. McCrossan, our values of Safety, Professionalism, Teamwork and Continuous Improvement are lived out every day and not corporate rhetoric. We are looking for a Human Resources Leader to lead the HR team and Enterprise strategy for the group of businesses which includes C. S. McCrossan Construction, PCiRoads, and Midwest Pipe Coating. C. S. McCrossan, Inc. is a family-owned enterprise with over 60 years of history and investment in our industry and communities. Our core business is diversified highway and heavy civil contracting - managing major highway projects like the I-94 rebuild between Maple Grove and Rogers, and the 494 expansion that is currently the largest road project in the Twin Cities. We have also managed or joint ventured many of the light rail transit projects in the Twin Cities. We have affiliated companies providing aggregate and asphalt materials, coating steel pipe and rebar, and real estate investments. With a main office in Maple Grove, our locations also include Indiana, Kansas, and Arizona. We are known for our ethics and respectful work culture and recognized by our customers as an organization that delivers what we promise. Why join us? Empowerment: Lead the human resources function across our enterprise, impacting decision-making at the highest level. Innovation: Be at the center of strategic planning and process improvements that foster growth and efficiency. Partnership: Work alongside senior leadership and a talented team to achieve shared goals. Development: Mentor and inspire a dedicated team of human resources professionals and guide leaders in developing their team members. Recognition: Your expertise will be highly valued as you help us navigate human resource issues, ensure compliance, direct performance management and continuity planning efforts that will contribute to our continued success. The rewards: Competitive salary, target range $130,000 - $170,000. Incentive eligible. A generous benefits package including medical, dental, Life/AD&D/LTD, Short-Term Disability, FSA, HSA, 401k, and incentive plan. A Responsible Time Off plan that gives our team the flexibility to take time off when they need it, including 6 recognized holidays and 2 scheduled floating holidays. The chance to work with an organization who lives their core values. Ready to make an impact? Join us and contribute to the future of C. S. McCrossan! Please follow these instructions carefully. Click Apply Now to start the application process. Please complete the application on our company careers page and answer all questions thoroughly and upload your resume and cover letter. Primary Responsibilities Supervision & Mentorship: Lead, coach and develop the HR teams, managers, and employees across the enterprise. Strategic direction: Develop and implement Enterprise-wide HR vision, policies, programs, and processes. Collaboration: Act as a business partner to the owners and leaders across the Enterprise. Analytics: Track performance metrics, trends, and results against programs such as Performance Management, Leadership & Employee Development, Continuity Planning and Employee Relations to grow organization capability and manage compliance requirements. Recruitment & Outreach: Develop comprehensive and creative approaches to hire and onboard team members. Reward & Recognition: Evaluate, recommend, and implement competitive Enterprise-wide compensation and benefit programs. Retention: Provide guidance on retention strategies by evaluating new hire and exit interviews with quarterly and annual turnover reports. Process Improvement & Automation: Promote HR best practices by deploying and updating systems and processes to support the Enterprise. Internal Client Service: Provide information and HR resources to promote employee success. Required Qualifications and Skills Bachelor's degree in business, human resources, a related field, or the equivalent in experience. Eight years of progressive Human Resources leadership supporting executives and senior leadership. Exceptional analytical and critical thinking skills. Strong managerial and leadership skills. Experience leading a team of professionals in multiple locations. Excellent verbal and written communications and interpersonal skills. Ability to deliver training and interact with large audiences to share information. Collaborative, collegial, cooperative team player who listens well and is responsive. Ability to act with integrity, professionalism, and confidentiality. Able to travel in the domestic U.S. for short periods of time on an infrequent basis - estimated at 15%. Preferred Experience, Knowledge, and Skills Construction industry experience and understanding of construction business operations Understanding of family-led business culture and priorities Experience in a similar-sized private company Current or recent experience in a lead HR role To apply for this position and accelerate your career change, please apply at mccrossan.com/careers, or send your resume and cover letter to ****************. This role is not eligible for relocation assistance. ADA Accessibility: If you need help accessing this page, please contact: Phone: ************ Email: **************** We are an equal opportunity employer. Qualified minorities, women, veterans and individuals with disabilities are encouraged to apply. If you want to view the Know Your Rights: Workplace Discrimination is Illegal poster, please choose your language: English - Spanish - Arabic - Chinese

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.**Overall Purpose**policies. decisions. **Essential Functions*** **Strategic People Partner:** provide comprehensive strategic guidance to sophisticated cross-functional business teams on the design, structuring, implementation, and scaling of people.* **Mentor and develop leaders:** coach leaders through the full range of the employee journey including thought leadership in organizational design, performance leadership, and managing and navigating difficult conversations.* **Trusted advisor**: act as the department expert on people issues while building mutual trust and respect with senior leaders, acting as an advisor, coach, and thought partner; have the courage to ask tough questions that others might not; help your teams demonstrate effective judgment and empathy* **Change agent**: collaborate with cross-functional teams to effectively communicate organizational changes by advocating for team-specific solutions and facilitating company-wide communications and training.* **Culture champion:** partner with the business to create an amazing place to work where top talent can do the best work of their life. Advocate for our employees, inspire with our values, celebrate our diversity, and deepen our sense of inclusion* **Problem solver:** collaborate across the full HR team to address root causes and solve charged issues with grace and tact; ability to roll up your sleeves and support the organization where needed* **Business Advocate**: deeply understand business priorities, help the business understand how people levers help drive business outcomes; spearhead and advise on people projects and programs that drive the business forward* **Champion Data-Driven Decisions**: become a data-driven strategic partner who leverages people data and analytics to guide leadership and inform business decisions.* Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data.**Minimum Qualifications*** Education and/or experience typically obtained through the completion of a bachelor's degree in human resources or related field* 12 or more years of relevant business experience with a strong focus in HR and/or team leadership* Experience partnering with and influencing senior leaders to help drive people strategies and increase business outcomes.* Works well in a fast-paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change* Highly collaborative team player with a focus on engaging with people, specific to supporting growth.* Expertise in developing deep, trusting relationships with all levels within the organization* Effectively consult (listen, understand, and influence) with people at all levels (including senior leadership) in a qualitative and quantitative manner.* Proactive problem solver. Conceptualize problem spaces as systems and apply a “model thinker” approach.* Ability to consult and recommend solutions to leadership using data and analytics to solve people and business-related problems.* Background and drug screen.**Physical Requirements**Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation. The base pay scale for this position in: Phoenix, AZ/ Chicago, IL in USD per year is: $225,000 - $300,000. New York, NY/ San Francisco, CA in USD per year is: $248,000 - $330,000. Additionally, candidates are eligible for a discretionary incentive plan and benefits.Some of the Ways We Prioritize Your Health and Happiness * Healthcare Coverage -Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.* 401(k) Retirement Plan -Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.* Paid Time Off - Unlimited Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.* 12 weeks of Paid Parental Leave* Maven Family Planning - provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work. And SO much more! We continue to enhance our program, so be sure to for the latest. Our team can share more during the interview process!Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.**CURRENT EMPLOYEES: Apply for open positions via Job Hub in your Workday Account.** for an assistance request.E-Verify***.***## Privacy Notice***Effective:** May 2, 2025*This privacy notice is intended to inform California residents of the personal information we collect, how it's used and disclosed, and the rights you have in regard to such information.Click below for the full privacy notice #J-18808-Ljbffr

What You Will Do As a key member of the Laboratory's human resources team, the Deputy Chief Human Resources Officer (DCHRO) enables the Laboratory to accomplish its mission by ensuring excellence in day-to-day operations while focusing on large-scale business initiatives that meet short- and long-term strategic goals for the Laboratory. Specifically, this DCHRO would focus on workforce engagement, providing leadership and direction for field services, employee/labor relations, and the leadership and organizational development groups. This position is responsible for assisting in the planning and ensuring the implementation of Laboratory-wide workforce engagement strategies and supporting initiatives, with a strong partnership with customers. Human Resources has a staff of approximately 250 and a budget of approximately $35M/year. Collaborating with the CHRO to develop and implement human resources strategy Maximizing data-based decision making to ensure the efficiency and effectiveness of HR operations Providing thought partnership to leaders to support them in building and leading inclusive high-performing teams Providing continuous performance feedback, coaching and mentoring Serving as a liaison to other operations and customer functions What You Need Minimum Job Requirements Specialized Knowledge Expert level knowledge and consultative experience with HR theories, principles, practices, and related disciplines. Proven ability to apply complex and specialized knowledge to address organizational business needs and develop effective solutions. Leadership and Management Demonstrated experience leading a team of leaders and professionals in an extremely dynamic organization and developing their capacity to learn, grow and lead during change. Proven ability to develop and support strong customer partnerships. Proven ability to build trust in teams and inspire and support colleagues to overcome challenges and identify a strong sense of purpose in their work. Demonstrated experience leading and facilitating results‑oriented and strategic HR activities and special projects. Proven ability to create and sustain a team environment that fosters learning and collaboration while prioritizing the highest‑value work. Strategic Collaboration and Facilitation Advanced experience interacting with senior managers, executives, peers and other customers, fostering effective working relationships and communication strategy, including a demonstrated ability to consult, influence, or gain acceptance in sensitive and/or complex situations. Advanced experience and skill in session facilitation and presentations. Customer Focus Ability to understand and anticipate customer needs. Proven ability to develop and implement programs that support customers. Advanced knowledge and consultative experience with a variety of customer organizations as well as knowledge of organizational structure, mission and goals, including the ability to effectively interact with senior‑level management and executives. Education/Experience Position requires a Bachelor's degree from an accredited institution and 20 years related experience; or, an equivalent combination of education and experience directly related to the occupation. Desired Qualifications An advanced degree directly related to the occupation Experience interfacing with Laboratory management and a broad knowledge of all Laboratory operations and activities. Advanced Certification in Human Resources Knowledge of NNSA/DOE Human Resources Requirements Work Environment The work location for this position is hybrid and is located in . Hybrid is defined as working partially onsite/partially offsite but within 2 hours ground commute of this location. All work locations are at the discretion of management and can change at any time with appropriate notice. Position Commitment Regular appointment employees are required to serve a period of continuous service in their current position in order to be eligible to apply for posted jobs throughout the Laboratory. If an employee has not served the time required, they may only apply for Laboratory jobs with the documented approval of their Division Leader. The position commitment for this position is 1 year or 2 years. Note to Applicants: Due to federal restrictions contained in the current National Defense Authorization Act, citizens of the People's Republic of China-including the special administrative regions of Hong Kong and Macau-as well as citizens of the Islamic Republic of Iran, the Democratic People's Republic of Korea (North Korea), and the Russian Federation, who are not Lawful Permanent Residents ("green card" holders) are prohibited from accessing facilities that support the mission, functions, and operations of national security laboratories and nuclear weapons production facilities, which includes Los Alamos National Laboratory. Where You Will Work Located in beautiful northern New Mexico, Los Alamos National Laboratory (LANL) is a multidisciplinary research institution engaged in strategic science on behalf of national security. Our generous benefits package includes: PPO or High Deductible medical insurance with the same large nationwide network Dental and vision insurance Free basic life and disability insurance Paid childbirth and parental leave Award‑winning 401(k) (6% matching plus 3.5% annually) Learning opportunities and tuition assistance Flexible schedules and time off (PTO and holidays) Onsite gyms and wellness programs Extensive relocation packages (outside a 50 mile radius) Additional Details Directive 206.2 Employment with Triad requires a favorable decision by NNSA indicating employee is suitable under NNSA Supplemental Directive 206.2. Please note that this requirement applies only to citizens of the United States. Foreign nationals are subject to a similar requirement under DOE Order 142.3A. Clearance: Q Position will be cleared to this level. Selected applicants will be subject to a background investigation conducted by or on behalf of the Federal Government, and must meet eligibility requirements* for access to classified matter. This position requires a Q clearance and obtaining such clearance requires US Citizenship except in extremely rare circumstances. Dependent upon the position, additional authorization to access classified information may be required, which may or may not be available to dual citizens. Receipt of a Q clearance and additional access authorization ultimately is a decision of the Federal Government and not of Triad. *Eligibility requirements: To obtain a clearance, an individual must be at least 18 years of age; U.S. citizenship is required except in very limited circumstances. See DOE Order 472.2 for additional information. New‑Employment Drug Test The Laboratory requires successful applicants to complete a new‑employment drug test and maintains a substance abuse policy that includes random drug testing. Although New Mexico and other states have legalized the use of marijuana, use and possession of marijuana remain illegal under federal law. A positive drug test for marijuana will result in termination of employment, even if the use was pre‑offer. Regular Position Laboratory employees applying for regular‑status positions are converted to regular status. Internal Applicants Regular appointment employees who have served the required period of continuous service in their current position are eligible to apply for posted jobs throughout the Laboratory. If an employee has not served the required period of continuous service, they may only apply for Laboratory jobs with the documented approval of their Division Leader. Please refer to Policy Policy P701 for applicant eligibility requirements. Incentive Compensation Program Position is eligible to participate in the Triad Incentive Compensation Program. You must be in an eligible position for a minimum of 3 months, before July 1st and remain in an eligible position as of the end of the fiscal year, September 30th. The annual distribution is prorated based on the number of months in the eligible position. Equal Opportunity Los Alamos National Laboratory is an equal opportunity employer. All employment practices are based on qualification and merit, without regard to protected categories such as race, color, national origin, ancestry, religion, age, sex, gender identity, sexual orientation, marital status or spousal affiliation, physical or mental disability, medical conditions, pregnancy, status as a protected veteran, genetic information, or citizenship within the limits imposed by federal, state, and local laws and regulations. The Laboratory is also committed to making our workplace accessible to individuals with disabilities and will provide reasonable accommodations, upon request, for individuals to participate in the application and hiring process. To request such an accommodation, please send an email to ****************** or call ************** opt. 3. #J-18808-Ljbffr

Korn Ferry has partnered with our client on their search for HR Director Human Resources Director Confidential Healthcare Services Organization The Opportunity A rapidly growing healthcare services organization is seeking a Human Resources Director to lead strategic HR initiatives and oversee day-to-day operations in a dynamic, mission-driven environment. This role is pivotal in shaping a positive workplace culture, driving employee engagement, and supporting organizational growth through effective talent strategies. Reporting to senior leadership, the HR Director will manage a team of HR professionals and collaborate across departments to ensure compliance, optimize processes, and foster a high-performance culture. This is an exceptional opportunity for a seasoned HR leader to make a significant impact during a period of expansion and transformation. Key Responsibilities Develop and implement HR strategies aligned with organizational goals. Lead integration efforts for acquisitions, ensuring consistency in policies and practices. Oversee employee relations, engagement programs, and retention strategies. Manage performance management processes and career development initiatives. Ensure compliance with employment laws and regulations. Optimize HR operations, including systems and workflows, for efficiency and scalability. Recruit, mentor, and develop HR team members to support organizational objectives. Ideal Candidate Profile Minimum 5 years of HR management experience, including leadership roles. Proven ability to partner with senior leadership on strategic HR initiatives. Strong knowledge of employment laws and HR best practices. Experience within healthcare HR strongly preferred. Background working in a private equity-owned company highly desirable. M&A integration experience required. Experience with HR systems (Workday preferred). Advanced degree and/or SHRM certification preferred. Personal Attributes Strategic thinker with strong business acumen. Exceptional communication and interpersonal skills. Flexible, adaptable, and able to thrive in a fast-paced environment. Collaborative leader who fosters team development and engagement. Location: On-site 5 days/week in Montgomery County, MD. Compensation: Base salary range $130k - $145K + 10% bonus Why This Role? This is a unique opportunity to join a high-growth organization committed to delivering exceptional care and building a culture of excellence. The HR Director will play a critical role in shaping the future of the company and its people.

The Vice President of Human Resources (VP of HR) will set direction across GEOTEK in all areas of people, culture, and human resources to meet the company's strategic needs while increasing employee engagement, retention, and satisfaction. The VP of HR for GEOTEK reports to the CEO and serves as a member of the company's executive leadership team. GEOTEK joined the Granite community in 2009 and shares its 100-year sustainability objective. This is an excellent opportunity for a leader who appreciates the support of a clear commitment to long-term planning horizons. The VP of HR also serves as a member of the Human Resources Affinity, a group of HR leaders across the Granite Companies who collaborate closely on wellbeing, benefits, learning, compensation, and other talent-related initiatives. The Position Reporting to the CEO, the Vice President of Human Resources (VP of HR) is responsible for providing leadership and direction across all GEOTEK sites, leading people strategy, culture, and employee communications. The role leads the human resources function to meet the strategic needs of the company while initiating efforts to increase employee engagement, retention, and wellbeing. The VP of HR leads the HR team, managing and developing a team of dedicated HR professionals to support the organization's growing HR needs. As a member of the executive leadership team, the successful candidate must be an effective, collaborative leader with the ability to connect the dots between vision, people, and performance. Major elements of the VP of HR's responsibilities include: People & Culture Leadership Serve as a strategic thought partner to the CEO, the executive management team, and the Board of Directors in setting strategic direction for the company. Provide insight on team, talent, culture, and wellbeing as we craft strategic plans and initiatives. Champion a values-driven, inclusive culture that reflects the company's core values and models servant leadership at every level. Serve as a visible culture ambassador, internally and externally. Lead the people, culture, and communications aspects of acquisition integrations, serving as the relationship manager for new team members and leaders. HR Operations & Infrastructure Lead the HR function, supporting a 24/7 operation across multiple sites. Oversee policies and programs, including onboarding, talent management and workforce planning, employee training and development, compensation, workers compensation, safety, performance management, wellbeing, engagement, and inclusion (including EEO/affirmative action). Oversee HR-related risk (compliance, employee relations, ethics, workplace safety in partnership with Operations and Safety) and ensure that HR policies and practices reflect GEOTEK's values and protect its reputation. Keep abreast of emerging industry trends, technologies, and skills to anticipate talent needs and identify capability gaps, ensuring they are effectively planned for and addressed in support of organizational growth. Manage and monitor all benefit programs to ensure that costs are predictive and controlled and that program specifics are addressed to ensure that employee needs have been given the appropriate attention and benefits are competitive to attract and retain talent. Collaborate with the HR Affinity and Chief Financial Officer regarding the 401(k) plan, health, vision, dental, and other benefit vendor offerings. Lead communication and planning around changes in federal and state employment laws, advising on employee relations issues, organizational realignments, and other HR-related functions as required. Lead the HR team in investigating employee complaints and disputes; work with leaders across the organization to administer disciplinary actions, suspensions, and terminations when needed. Talent Planning & Talent Acquisition Lead annual and long-range workforce planning (headcount, capabilities, and critical roles). Anticipate talent needs as new lines, facilities, or services are added and develop the long-term talent roadmap. Lead organizational design at the enterprise level to support growth, productivity, and employee engagement and development. Oversee recruitment strategy and implementation for both production and office, ensuring that recruiting volume and quality meet the needs for business growth - in production, leadership, and individual contributor roles across the company. Lead the HR team and work with others to develop and maintain company job descriptions, skills/training matrix, and performance management systems, including leading the annual review process and recommending leadership and management trainings. Lead the executive team in an annual talent review and succession planning exercise. Lead special talent acquisition programs, including local high school internship programs and college internship or co-op programs. Communication & Change Management Serve as an employee advocate and retention coach, encouraging effective communications and problem resolution, ongoing training/development, job satisfaction, and growth; conduct both ‘stay' and ‘exit' interviews. Oversee internal and external communications and employer branding to ensure consistency. Lead or participate in quarterly all employee meetings or occasional daily kiosk meetings to communicate critical HR information. Lead the people and culture aspects of major transformations: acquisitions, integrations, restructurings, new business models, or technology changes. Build change management capability across the leadership team. Participate in HR organizations, including SHRM, Enterprise MN, Granite Partners' HR Affinity, and Safety Committee as well as local Chambers of Commerce, United Way, and other organizations as applicable. Candidate Profile Qualified candidates will have 10+ years of progressively responsible experience in all facets of human resources and business leadership in a successful, multi-site, manufacturing company with at least 6 years leading and developing other HR professionals and managers. The ideal candidate will be an out-front culture leader and change agent with experience in leading through the integration of mergers and acquisitions. Experience building and scaling HR organizations and capabilities in a fast-growing, multi-site environment is required. The VP of HR brings comprehensive experience across the full HR lifecycle, from talent strategy and organizational development to total rewards, employee relations, and compliance. Excellent business acumen, financial aptitude, and interpersonal skills are required, as is the ability to establish credibility at all levels, inside and outside the organization. The ability to communicate effectively, orally and in writing, as well as proven facilitation skills and a demonstrated ability to exercise sound judgment and maintain poise in sensitive circumstances is essential. Experience with employment law and the application of programs and controls for proper administration, compliance, and effective mitigation of related risk is critical. The successful candidate will possess a willingness to “roll up the sleeves” to accomplish business objectives and have the ability to work and lead effectively in a changing and growing environment. The candidate must be action-oriented, well organized, capable of influencing others, and, above all else, collaborative. This role demands exceptional judgment, precision, and follow-through, with the ability to operate independently while driving complex HR initiatives to completion. Advanced proficiency with HRIS and related analytics tools is essential. This individual must have the ability to create collaborative relationships across the organization, including the ability to develop members of the broader team to be more effective in their roles. An interest in serving employees at all levels and experiencing their work and stories on a firsthand basis will inform the candidates work. An undergraduate degree or equivalent is required; advanced degree and/or PHR or SPHR certification is considered a plus. Locations GEOTEK's headquarters is based in Stewartville, Minnesota, a small community located immediately south of Rochester near the Rochester International Airport. In addition to the Rochester area where this role is based, GEOTEK operates sites in Dallas, Georgia; Chester, Virginia; and Ogden, Utah. The role requires regular travel (up to 30-40%) to be present across sites. Compensation & Benefits We offer a competitive base salary in the $220,000 to $260,000 range, based on experience and qualifications, along with an annual bonus and the opportunity to participate in long-term incentives, including a stock appreciation rights (SARs) program. Beyond pay, our market-leading benefits are designed to support your wellbeing. These include medical, dental, vision, and life insurance, as well as short- and long-term disability coverage. We also provide a health savings account with company match, a retirement plan with employer contributions through Vanguard, and access to the Granite Assistance Fund for support when it's needed most. We value time for rest and personal growth, offering generous paid time off, including volunteer time off and paid holidays.

Our client, a rapidly growing real estate development and technology-driven housing company, is seeking a highly organized and proactive HR Coordinator. This role will work closely with the Head of Talent, providing ranging HR support, along with the day-to-day office logistics. This is a collaborative role that touches many areas of the organization. Strong communication skills, professionalism, and flexibility are essential. The ideal candidate must have a roll-up-your-sleeves mentality. This is a fast-paced, high-ownership position, and a fantastic opportunity to help contribute to growth at a mission-driven firm. RESPONSIBILITIES: Help take point on employee questions around HR topics, benefits, policies, and procedures Handle new hire onboarding logistics, including background checks, paperwork, and system and technology setup Keep employee records up to date in the HRIS system, with a focus on accuracy and confidentiality Support payroll by managing time-off requests, employee updates, and required documentation Coordinate benefits enrollments, changes, and employee communications, ensuring compliance with employment laws and HR best practices Manage offboarding, including exit interviews, final paperwork, and access removal Help manage CRM systems and tech platforms Assist in creation of job descriptions and postings, help manage outsourced recruiting partners, screening candidates for junior roles, coordinating interviews and closing out candidates Manage incoming mail, deliveries, and make post office runs Answer the door and greet visitors Ensure the kitchen is stocked with food and the offices/bathrooms are fully stocked with amenities Coordinate team lunches and events, volunteering, promotions and employee apparel Coordinate with vendors around building maintenance, cleaning, and alarm Provide basic IT support and coordinate with external IT vendors Manage software subscriptions and licenses Handle ongoing special assignments as needed Maintain flexibility and availability to provide after-hours support if needed REQUIREMENTS: 2-5+ years of experience in an HR coordinator or HR support role - out of a start-up, real estate, or finance is ideal, along with exposure to recruitment Ability to take ownership Strong organizational skills and attention to detail A flexible, “no task too small” attitude Great written and verbal communication Proficiency with Microsoft Office Suite (Excel, Word, PowerPoint, Outlook) Experience or exposure to CRM systems and platforms such as: Lever, Ramp, Insperity, My2N and Alarm Able to see around corners, connect dots, and anticipate needed before it's requested Comfortable working in ambiguity, energized by solving problems in real time Meticulous, fast, and unflappable Operate with discretion and sound judgment; trusted to handle sensitive information with care Bachelor's degree required SALARY: $85-$120K (DOE) + Benefits + 401K + Equity + Weekly lunches and other perks! HOURS: 9:00am - 6:30/7:00pm, with flexibility as needed This role will offer WFH on Fridays during the summer, as well as a WFH option 1-2x/month for the rest of the year Successful candidate will have a 24/7 mentality

Ascendo is seeking experienced Human Resources Managers for an opportunity located in Orlando! Candidates MUST have the following: Bachelors Degree Masters Degree highly desired PHR/SHRM certification highly desired Bilingual in English and Spanish Experience managing all functions and operations of an HR Department Experience working within the Construction Industry highly desired Qualified candidates will be contacted IMMEDIATELY!! APPLY NOW!!

Our client in Phoenix, Arizona has an immediate need for a Human Resource Manager on a direct hire basis. Company Profile: Real Estate Growing Organization Human Resources Manager Role: The Human Resources Manager is a senior leadership role responsible for driving the organization's people strategy in direct alignment with business objectives. This position serves as a strategic partner to executive leadership, providing insight, structure, and execution across all HR functions while supporting growth in a fast-paced, results-driven environment This role requires strong business acumen, sound judgment, and the ability to anticipate organizational needs rather than react to employee issues. The ideal candidate can prioritize effectively, follow through consistently, and proactively identify workforce risks and opportunities that impact overall performance and scalability Strategic Leadership & Business Partnership Act as a strategic advisor to executive leadership, translating workforce data and trends into actionable business insights Serve as an organizational thermometer, identifying people-related risks, gaps, and needs before they escalate Align HR strategy with operational, financial, and growth objectives. Lead change management initiatives to support organizational growth and transformation. Talent Acquisition & Workforce Planning Drive recruitment strategy and execution to ensure timely hiring of high-quality talent aligned with business needs Build scalable hiring, onboarding, and workforce planning processes to support continued growth. Lead succession planning and leadership development initiatives to ensure long-term organizational strength Performance Management & Accountability Partner with leaders to implement clear performance expectations, evaluation processes, and accountability frameworks Coach managers on performance management, feedback, and corrective action from a business-focused perspective Ensure consistent follow-through on HR initiatives, deadlines, and leadership commitments Policy, Compliance & Risk Management Ensure compliance with employment laws, payroll practices, and regulatory requirements Develop, update, and enforce HR policies and procedures aligned with best practices and legal standards Balance compliance with a risk-tolerant business environment Oversee workplace safety programs, compliance training, and risk mitigation efforts Compensation, Payroll & HR Operations Oversee compensation, benefits, and payroll processes with accuracy, controls, and integrity Conduct market analysis to ensure competitive and sustainable compensation structures Use HR metrics and reporting to guide decisions and improve operational effectiveness Employee Relations- Business-Oriented Address employee relations issues objectively and efficiently, focusing on business impact and organizational health Escalate themes or patterns that affect productivity, engagement, or risk Maintain appropriate boundaries-this role is not an employee counseling position but a business leadership function Human Resources Manager Background Profile: Bachelor's degree in Human Resources, Business Administration, or a related field required Master's degree or HR certification (e.g., SHRM, SPHR) preferred Proven experience in a senior HR leadership role, preferably within a high-growth or fast-paced organization Strong knowledge of employment law, payroll compliance, and HR best practices Demonstrated success in talent acquisition, performance management, and organizational development Strong business acumen with the ability to think strategically and execute operationally Exceptional organizational and prioritization skills with consistent follow-through Comfort operating in a risk-tolerant, entrepreneurial environment Strong analytical, problem-solving, and decision-making skills Excellent communication and leadership skills with the ability to influence at all levels Proficiency with HRIS platforms and data-driven reporting Features and Benefits of Client: Medical Dental, Vision PTO

Job Title: Human Resources Integration Lead Comp: $80/hr + Benefits: For eligible employees, we offer medical, dental, vision, and 401K. Job Description The HR Integration & HCM Operating Model Lead is responsible for leading the Human Resources workstream across healthcare mergers, acquisitions, and ERP integration initiatives. This role plays a critical leadership function throughout the full transaction lifecycle-supporting HR due diligence, Day 1 readiness, and post-merger stabilization-while ensuring workforce continuity, compliance, and alignment with strategic objectives. In addition to M&A integration responsibilities, this role owns the Human Capital Management (HCM) operating model workstream within an ERP implementation, with direct oversight of payroll, compensation (including premium pay structures), and learning functions. The successful candidate brings deep healthcare system experience, executive presence, and the ability to operate effectively in fast-paced, high-stakes environments. Key Responsibilities M&A HR Integration Leadership Align HR integration strategy with transaction rationale, synergy targets, and overall integration goals. Lead HR due diligence activities, including assessment of workforce risks, compliance requirements, benefits, policies, and labor considerations. Evaluate talent, organizational design, workforce redundancies, and capability gaps across merging entities. Drive compensation and benefits harmonization to ensure equity, compliance, and retention across hospitals and health systems. Execute Day 1 readiness and post-merger stabilization plans to minimize workforce disruption. HCM Operating Model & ERP Leadership Own the design and execution of the HCM operating model within an ERP implementation. Provide oversight and strategic direction for payroll, compensation (including premium pay), and learning functions. Partner with functional leaders to ensure system design aligns with healthcare operational realities and regulatory requirements. Support system deployment, change management, and post-implementation optimization. Experience with Workday or similar HCM platforms strongly preferred. Stakeholder & Team Leadership Serve as a senior, client-facing leader interfacing with executives, boards, and cross-functional stakeholders. Provide clear, confident guidance in complex decision-making environments. Supervise, coach, and mentor team members across multiple HR workstreams. Communicate progress, risks, and outcomes to senior leadership with executive-level clarity. Ideal Background & Qualifications Director or Senior Director-level experience in HR M&A, HR consulting, HR operations, or closely related roles. Mandatory experience within healthcare systems or hospital environments. Strong analytical, critical thinking, and problem-solving capabilities. Proven ability to operate in complex, high-pressure, and highly visible client environments. Experience leading large-scale HR transformations or integrations preferred.

Talent Acquisition Manager - Full Time Location: Secaucus, NJ - Onsite 4x/week (open to 1 of the onsite days in the NYC office if preferred) About the Company Our client is a leading global apparel and consumer goods organization supporting a diverse portfolio of fashion, lifestyle, and retail brands. The environment is collaborative, design-driven, and product-focused, working closely with creative, technical, and commercial teams across multiple business units. About the Role (Who We're Looking For) This role is ideal for a seasoned Talent Acquisition professional with direct experience recruiting in retail, fashion, apparel, or product-driven environments. The ideal candidate has partnered with creative and commercial leaders and has successfully recruited across functions such as: Design & Product Creation: Fashion Design, Technical Design, Product Development, CAD, Product Lifecycle Merchandising & Planning: Buying, Planning, Allocation, Omni / Wholesale Production & Operations: Sourcing, Production, Supply Chain collaboration Creative & Brand Functions: Marketing, eCommerce, Content, Creative Operations We are seeking someone who acts as a consultative advisor to hiring managers, builds strong pipelines for high-demand roles, understands the nuances of design- and product-oriented talent markets, and delivers an exceptional candidate and stakeholder experience. Key Responsibilities Lead full-cycle recruiting for corporate, creative, product, and commercial roles. Partner with business leaders and HR to align talent strategies with workforce needs. Develop proactive pipelines for priority functions across design, product, merchandising, planning, and creative. Guide hiring managers on job scoping, interview structure, assessment, and selection best practices. Leverage recruiting metrics and market insights to improve time-to-fill, candidate quality, and hiring effectiveness. Ensure a high-touch, consistent candidate and hiring-manager experience. Support emerging-talent and internship hiring where applicable. Promote inclusive hiring practices and thoughtful sourcing outreach. Preferred Qualifications 5-8+ years of talent acquisition or corporate recruiting experience Significant experience recruiting within fashion, apparel, retail, or product-creation environments Demonstrated success hiring for design, technical design, product development, merchandising, planning, or creative disciplines Experience supporting multi-brand, matrixed, or global organizations Strong communication, advisory partnership style, and data-driven mindset

Temp to Hire Human Resources Support Center Representative, Portland. About the Role: Are you looking to launch your career in Human Resources? Or perhaps someone who has been working HR adjacent and would like to dive deeper into the field of HR? Join our client as a Corporate HR Support Center Representative! In this role, you'll provide essential support to employees, answering inquiries about benefits, HR policies, and more. Key Responsibilities: Respond promptly to employee inquiries via phone and electronic communication, providing guidance on their HR programs. Offer support on employee benefits, wellness programs, and general compensation matters. Ensure accurate data entry from various HR electronic record systems. Collaborate with team members to address inquiries and provide comprehensive assistance. Maintain up-to-date knowledge of HR programs and internal communications to provide timely information to employees. Assist in communicating HR policies and programs in a positive and comprehensive manner. Preferred Qualifications: Bachelor's degree in business, HR, or related field. Previous internship or 1+ year of HR related support experience preferred. Strong customer service, critical thinking, and problem-solving skills. Comfortable with extended periods of phone-based communication. Proficiency in Microsoft Office and computer technologies. Team-oriented mindset with excellent communication skills. This position is a great way to grow your skills in the field of Human Resources. Immediate need. M-F. Temp to Hire. $22-24/hr. Portland- onsite; parking provided

Huron is a global consultancy that collaborates with clients to drive strategic growth, ignite innovation and navigate constant change. Through a combination of strategy, expertise and creativity, we help clients accelerate operational, digital and cultural transformation, enabling the change they need to own their future. Join our team as the expert you are now and create your future. An indispensable role... Our clients approach us with a unique set of complex challenges to forge strategy and operations with technology. So, we are constantly on the look-out for outstanding consultants with varying types of expertise and knowledge who are passionate about uncovering, untangling, and tackling the biggest challenges facing the industry. Our capable Associates utilize Huron tools, methodologies and best practices in the selection, planning and implementation of leading enterprise software and analytics solutions. Responsibilities Deliver project work streams, manage work plans, perform analytics and reporting, and interface with clients and presentations. Collaborate with client staff and leadership while mentoring junior Huron staff to support project success. Qualifications Bachelor\'s or Master\'s degree in a field related to this position or equivalent work experience 2-4 years of related experience with cloud implementations in a consulting role specifically within the Core HR/Compensation module End-to-end project implementation experience in one or more of the following areas: Cloud ERP, EPM, CRM or Data Management solutions. Core HR/Compensation module experience is a must Excellent communication skills - oral and written - and the interpersonal skills needed to quickly establish relationships of trust and collaboration Willingness to travel up to 50% as needed to work with client or other internal project teams Flexible living locations in the U.S. Preferred Qualifications Testing and modifying Fast Formulas Support existing Fast Formulas including reviewing and resolving issues Compensation and Benefits The estimated base salary range for this job is $105,000 - $130,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron\'s annual incentive compensation program, which reflects Huron\'s pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $117,600 - $153,400. The job is also eligible to participate in Huron\'s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future. Position Level Associate Country United States of America #J-18808-Ljbffr

A leading consultancy firm is seeking an Associate Consultant to manage client projects and deliver analytics/reporting. Candidates should have 2-4 years of experience with cloud implementations, particularly in Core HR/Compensation modules. Strong communication skills and a willingness to travel are essential. The role offers a base salary range of $105,000 to $130,000 along with performance incentives and comprehensive benefits. #J-18808-Ljbffr

Our client, a leading nonprofit organization dedicated to providing support and services to families of dementia patients is seeking a Human Resources Associate to join their team. . The annually salary range is $55,000 - $60,000. The work schedule is Monday - Friday, 9am - 5pm. The position is 100% onsite. Position Summary: The Human Resources Associate supports the Human Resources team across a variety of both administrative and strategic HR priorities including assisting with recruitment, the new hire onboarding experience. Additionally, the role will have many administrative duties, such as managing the HR inbox. Responsibilities and Duties Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Reviews submitted resumes and screens candidates. (Prior recruitment experience is required). Coordinates the full recruitment cycle and interview process including, but not limited to, posting roles, screening candidates, and scheduling interviews. Facilitates and executes the development of the onboarding process by setting up and conducting orientation, coordinating with IT and the hiring manager. Creates and sets up the welcome package. Supports the offboarding process. Coordinates employee benefit enrollments, changes, and terminations; assists with annual open enrollment. Completes special projects and administrative tasks; conducts research and coordinates monthly and annual employee events; orders office supplies and fulfills transactions with the online PO system. Assists with the preparation of the goal setting and performance review process. Additional HR and office related projects as needed. Qualifications Required: Bachelor's Degree; at least 2 years of Human Resources experience; experience working in an HRIS/HRMS; proficiency in MS Office. Must display a high level of professionalism, discretion, and confidentiality. Must have strong organizational skills and be detail oriented; have good written and oral communication skills and be resourceful. Working understanding of human resource laws principles, practices, and procedures. Excellent time management skills with a proven ability to meet deadlines. Benefits knowledge a plus.

HR Onboarding & People Operations Coordinator (In-Office) Do you love making great first impressions and keeping things running smoothly behind the scenes? Join this great team and be the friendly, organized force that helps new hires feel welcome, supported, and ready to succeed from day one! What You'll Do: *Own the full onboarding journey-creating a seamless, positive, and memorable experience that sets new team members up for success and long-term engagement. *Coordinate and lead New Hire Orientation sessions, manage onboarding schedules, prepare materials, and ensure everything is buttoned up and compliant (yes, that includes I-9 and E-Verify). *Handle all new hire paperwork with precision-maintaining accurate personnel records such as benefits enrollment, PTO tracking, wage history, and employment files. *Be a key partner in the hiring process by scheduling interviews and coordinating logistics between candidates, recruiters, and hiring managers. *Support HR compliance initiatives by helping ensure policies, documentation, and processes meet all regulatory requirements. If you're detail-oriented, people-focused, and enjoy being at the heart of the employee experience, this role is a perfect fit! Excellent salary, fantastic benefits and perks! This role sits in the office (possibility of one day remote)