Human Resources Manager jobs at Americold

YOUR ROLE The HR Manager leads all Human Resources activities for multiple sites and serves as a business partner to the local management teams. He/she works closely with management to develop and implement HR strategies that are consistent with the Regional and Global HR direction. The HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs for scope population. He/she ensures HR initiatives align to business goals, enhance employee engagement, and promote a culture of continuous improvement. WHAT ARE YOU GOING TO DO? HR Leadership Execute the HR strategy and HR program delivery, including organization design, talent, and workforce planning. Serve as a trusted advisor to management team, aligning HR programs with business goals. Collaborate with management team to ensure employees feel engaged and inspired to deliver business results. Directly manage and develop on-site HR team (If applicable). Employee Relations Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Develop and implement employee relations strategies to foster a positive and productive work environment. Reinforces company culture by taking a proactive approach to supporting and promoting the company values and culture. Partners with managers and union representatives to find solutions to employee issues and provide a safe environment for employees to bring forward issues and enable resolutions. Talent & Organizational Development Lead succession planning, leadership development, and training initiatives to enhance employee growth for scope population. Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention, ensuring consistent application of Group and Ceva principles. Works with talent management teams to attract, engage, and retain top talent required to support the business. Provide expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Compliance Ensure compliance and efficiency of HR policies and procedures and labor standards by managers and employees. Model code of ethics and code of conduct; investigating hot-line complaints assigned. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. HR Operations & Workforce Planning Partner with finance and operations team to oversee headcount and people costs. Work with operations to forecast short-term and long-term staffing needs based on targets and analyzes local staffing needs to take proactive measures to ensure on-time hiring. Support selection, onboarding and integrating new warehouse employees according to the open roles. Assess current workforce skillset against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience 5-10 years of progressive HR leadership experience, with at least 2 years working in the field. Bachelor's degree in human resources, Business Administration, or related field. Strong knowledge of employment laws. Strong data acumen and data analysis skills. HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. Industry experience strongly preferred. Experience effectively leading change management exercises. An ability to navigate complex and ambiguous business environments and deliver results. A demonstrated ability to inspire a team. Willing and able to travel as needed for business (up to 25%). WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car, and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together. It is our goal that you will be compensated for your hard work and commitment, so if you'd like to work for one of the top Logistics providers in the world then let's work together to help you find your new role. ABOUT TOMORROW We value your professional and personal growth. That's why we share plenty of career opportunities for you to thrive within CEVA. This role can be the first step on your career path with us. You can stay in the same family, find a new family to grow in (an almost limitless number of options) or find your own path. Join CEVA for a challenging and rewarding career.

Job Title: HR GENERALIST Zip Code: 33178 Duration: 6 months SPANISH SPEAKING PREFERRED Qualifications You Must Have: A Bachelor"s degree in Human Resources, Industrial/Labor Relations, Organizational Development, Psychology or a related field and 7+ years of progressively responsible Human Resources experience; OR and advanced degree and at least 5+ years of progressively responsible Human Resources experience. Demonstrated experience supporting an hourly workforce within a manufacturing environment. Proven experience establishing self as a trusted HR Business Partner, coaching and advising business leaders, and serving as an employee advocate. Proven ability to deliver customer-focused HR solutions and demonstrate sound business judgment. Demonstrated ability to maintain confidentiality and exercise discretion in handling sensitive information. Strong analytical and systems skills, including proficiency in HR data analysis and reporting. Project management experience, with a track record of successfully delivering projects on time and Proficiency in Microsoft Office Suite and Workday HRIS

Job Title: People Partner Coordinator Zip Code: 61761 Duration: 6 Months What you"ll bring ⦁ 2+ years in HR shared services, People Operations, or high-volume employee/customer support. ⦁ Systems fluency with HRIS and ticketing (ServiceNow, Workday, iCIMS or comparable tools). ⦁ Clear, empathetic communication-you simplify complexity, document well, and tailor your message to the audience. ⦁ Sound judgment and discretion with sensitive information; strong attention to detail and follow-through. ⦁ Bias for action in a fast-moving, ambiguous environment; you prioritize, adapt, and finish strong. ⦁ Bonus: experience in benefits or payroll support; knowledge base authoring; contact center/chat workflows; shift flexibility during peak cycles.

Summary/Objective The Human Resource Coordinator will work within the HR Department to provide first point of contact and guidance for HR inquiries, responding in line with policies and procedures, as well as performing associated administrative activities. Essential Functions/Responsibilities Assist in various HR activities such as employee onboarding, new hire orientation, employee engagement activities & recognition programs. Organize, create, and maintain personnel and training records for HR. Assist with payroll maintenance, data entry, and updating HR SharePoint site. Reviews, tracks, and documents compliance with mandatory and non-mandatory HR training. Assist with routine tasks related to human resource programs including but not limited to recruitment, benefits, leave, payroll, performance and talent management. Assists with employment-related inquiries from applicants, employees, and managers. Performs other duties as assigned. Competencies Detail Oriented - the ability to be thorough and accurate when accomplishing task. Positive Interactions - Must have excellent interpersonal, verbal and written communication and demonstrate the ability to work in a collaborative team environment. Analytical Problem Solver - the ability to collect and analyze information and use that information to resolve problems. Adaptability - Must have the ability to balance competing priorities in a fast-paced work environment. Confidentiality - the ability to collect, analyze, and process sensitive information in a private, secure manner. Required Education and Experience Associate's degree and/or one to two years related experience and/or training preferably in HR. Intermediate - Microsoft Office: Outlook, Word, Excel, PowerPoint Strong administrative skills, including ability to organize and prioritize tasks. Must have strong customer service skills and be approachable and trustworthy. Work Environment This job operates in a professional office environment. Travel: This position does not require travel Supervisory Responsibility This position has no direct supervisory responsibilities. This description has been designed to indicate the general nature and level of work performed by an employee within this position. The actual duties, responsibilities and qualifications may vary based on assignment. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, religion, sex, national origin, disability, veteran status, genetic data or other legally protected status.

The Company Great Northern Cabinetry is a manufacturer of high-quality custom cabinetry sold through a network of dealers. The company, which started as a small business in 1972 still operates in its original location in Rib Lake, WI. Ownership has experience working for larger, world-class companies, and they desire to build a company that has the capabilities of a large company and the atmosphere of a small company. Great Northern Cabinetry manufactures and sells two lines of cabinetry (face framed and frameless), which are marketed to kitchen and bath dealers, home builders and remodeling contractors. Cabinetry is an $18B segment within the $160B kitchen and bath building products industry. Most of the company's sales are used in single family residential new construction and existing home remodeling projects. With an improving environment for housing related building products, company ownership believes that over the next five years it can develop a sales presence in the entire continental U.S., where today the company reaches about half the country. Ownership is committed to creating a culture of trust, respect, integrity, and accountability. Culturally, ownership is looking to build a team that buys into three critical operating principles: People and their safety come first; our business is centered around the dealer; and we seek improvement every day. Great Northern Cabinetry is a small company today with ambitions to grow. The Position The HR Generalist is a critical role at Great Northern Cabinetry, reporting directly to the Finance Manager. Expectations are that this person: Conducts day-to-day HR functions, including employee relations and engagement. Oversees bi-weekly payroll administration and benefits management, while building relationships with the employees. Assists employees with 401(k) enrollment, contributions and general understanding of the program. Creates and implements new hire orientation for employees of all levels. Engages with employees throughout the manufacturing floor, and makes him/herself accessible as needed. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, including safety training, anti-harassment training and more. 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 management. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with department supervisors to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. The Candidate Ideally, the selected candidate will have experience in a manufacturing environment. The successful candidate will be a self-starter who can work independently and has strong analytical and communication skills, and capable of building relationships across the constituencies noted above. A four-year degree from an accredited college or university is strongly desired. Other skills/experiences include: Excellent interpersonal and conflict resolution skills. Knowledge of Paylocity payroll and HR system. Knowledge of basic HR practices and benefits administration. Willingness to engage with people at all levels of the company and learn the business. Integrity and trustworthiness. This position is not eligible for remote work. Compensation will be commensurate with experience.

About Us Headquartered in Portland, Oregon, TEC has 30+ locations from Seattle to San Diego to the Midwest, serving thousands of customers across Washington, Oregon, California, Nevada, Arizona, Nebraska, Iowa and South Dakota. TEC Equipment features Mack and Volvo heavy-duty trucks, Hino and Isuzu medium duty trucks, Wabash trailers and Cottrell auto transport trailers. We offer a large and desirable inventory of new Mack and Volvo heavy-duty trucks and all makes of used trucks. Our full-service line-up also features quality parts, state-of-the-art service, collision centers and fuel, leasing/rental, financing, and insurance. Our locations are authorized service centers for Mack, Volvo, Cummins, Meritor, Eaton and Fuller warranties. TEC truly offers the convenience of one-stop shopping for all trucking-related needs. Overview The Vice President of Human Resources focuses on optimizing TEC's most important resource: its people. Closely linked to this objective is providing leadership to and development of the company's HR team. Reporting to the COO, the Vice President of HR leads and develops the company's entire HR team, which covers three key functional areas: employee relations, compensation and benefits, and talent acquisition. The Vice President of HR develops and maintains policies and programs that position TEC as an employer of choice and provides an ongoing outstanding employee experience. The position also serves as a trusted advisor to TEC executives and managers on all people-related issues and plays a key role in protecting the company from undue legal and compliance risk. The Vice President of HR must build effective cross-functional relationships with other senior leaders to ensure all HR activities align with the direction and opportunities of the business. TEC's Mission, Vision, and Values and applicable federal, state, and local laws and regulations guide the work of the Vice President of HR at all times. Strategic planning and development constitute approximately 50% of the Vice President of HR's bandwidth, with the remaining half consumed by ongoing HR-related advice and management duties. The Vice President of HR will satisfy the essential job functions below through a combination of their own direct involvement and appropriate delegation to other team members. Responsibilities Oversee the company's entire HR function, including employee relations, compensation and benefits, and talent acquisition. Actively manage, mentor, and develop direct reports, including the Compensation and Benefits Manager, Talent Acquisition Manager, and Human Resource Business Partners (“HRBPs”). Actively manage the scope, measurement, and functional performance of employee optimization and employee relations efforts. Provide sound and prompt advice to executives and managers on all HR-related issues. Design and monitor the structure of the overall HR function to ensure an effective delivery model that drives continued improvement in TEC's success as an employer of choice. Develop and implement strategies to help management attract, retain, and develop talent. Examples include tools for identifying high potential employees, effective interviewing, career development, performance management, rewards and recognition, and promotion of diversity, equity, inclusion, and accessibility (“DEIA”) efforts. Ensure that the HR department aligns strategically with the company's cross-functional senior leaders. Take a direct and knowledgeable interest in company strategies and objectives to maintain an actionable understanding of how HR can support TEC's business objectives. Develop strong relationships, goodwill, and trust throughout the company and influence accordingly on HR matters. Identify key people-related inputs that lead to quality outcomes for the company and employees. Report and optimize on related key performance indicators. Develop and maintain standardized performance review and succession planning tools for managers to use throughout the company footprint. Heavily leverage and promote the use of personal competencies as a common language around performance management. Perform all work in accordance with and proactively model TEC's Vision, Mission, and Values; promote a positive company culture and entrepreneurial environment. Negotiate HR-related vendor contracts; manage and evaluate HR vendors on an ongoing basis. Qualifications Bachelor's degree strongly preferred, with a degree in business or human resources or related fields 10+ years supporting multi-location, multi-state businesses Experience working in a best practice, large company environment strongly preferred 5+ years of management experience in the HR field, with demonstrated experience and success in the key subfields of employee relations, compensation and benefits, and talent acquisition Vehicle and/or heavy equipment dealership experience desirable Experience in merger and acquisition transactions desirable Strong knowledge of the core aspects of HR from the perspective of managers and employees alike Ability to lead, mentor, and develop a team and delegate tasks appropriately Comfortable operating in an entrepreneurial and occasionally ambiguous environment, while maintaining compliance with all legal and regulatory requirements Strong knowledge of employment-related laws and regulations, including applicable wage and hour requirements; ability to determine when legal counsel is or is not required Ability to provide thoughtful and candid (and sometimes unpopular) advice to internal clients on all HR-related matters Maintain high standards of professionalism, ethics, discretion, and confidentiality at all times Ability to identify, prioritize, and manage multiple projects from start to finish with minimal supervision Strong business acumen; ability to employ a risk-based approach when considering business needs in the context of legal and compliance requirements Clear and concise oral and written communication skills; ability to actively listen Benefits TEC provides our employees and their families with a full menu of health, wellness, and retirement benefits. New hires are eligible to participate in TEC Equipment's comprehensive benefits plan the first of the month following your date of hire. Choice of two comprehensive medical plan options that include prescription drug coverage Choice of two dental plans that cover preventative and diagnostic care, basic and major services, and orthodontia for children Vision care, discounted hearing exams, and hearing aids 401(k) retirement savings plan with company contribution Life, accident, and disability insurance Employee Assistance Program (EAP) Education assistance Seven paid holidays, vacation accrual of at least 48 hours per year, and paid sick Statements All offers of employment are contingent upon successful completion of all applicable screenings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Director of Human Resources -Distribution Center As part of our growth strategy, we are seeking a Director Human Resources for our West Coast Distribution Centers. The Director of HR is a strategic leader within the HR team and acts as a true partner within the business. This position assists leaders in optimizing people, strategy, structure, and process, while supporting the Burlington culture and Core Values. The Director partners with business leaders to resolve associate relations issues, with a focus on driving consistency in resolution across the organization. Continuously influences and supports leadership development through coaching and elevation of talent in the organization. The Director of HR will coach, consult, and advise leaders regarding existing Human Resources programs and services. The Director acts as a support partner with HR COE's including HR operations; Talent Acquisition; Compensation; Benefits; and Learning and Development. Acts as the key driver supporting talent management in the areas of succession planning; performance management; employee relations; organizational development, and strategic programs. A Day In The Life: •Positively communicate and demonstrate the company's Core Values by developing trust and respect among peers and associates, building strong teams and partnerships and driving results•Effectively leads the DC HR team consisting of HR Managers, Specialists, and Coordinators•Provide guidance and input regarding HR strategies that support the vision, culture and business needs of the organization•In partnership with business leaders, lead and drive the execution of all HR programs•Act as the key interface between HR functional specialist and DC partners to proactively support and add value in the delivery of business objectives•Build trusting consultative relationships with associates and leaders•Support the business teams in establishing and executing an effective talent strategy (short and long term) and work in partnership with the Talent Acquisition team•Inspire, coach, and influence coaching in the moment culture to effectively improve the quality and frequency of developmental feedback and improve the overall associate experience•Administer and provide coaching to business leaders in managing engagement survey results and developing meaningful and effective action plans to improve engagement results•Drive performance management program by ensuring performance expectations and policy guidelines are being met and are conducted effectively and in a timely manner•Handle various associate relations issues, such as investigating associate complaints, resolving employee conflicts, and advising appropriate action to leadership•Partner with internal and/or external legal counsel to prepare for and/or respond to any legal action or complaints filed by outside agencies; attend mediations, arbitrations, and other court proceedings as needed •Leverage data analysis to proactively identify issues within the business and develop plans to address and minimize disruption•Be innovative and can identify opportunities to move the business forward; works with leaders to develop and execute processes and programs to support growth of the business•Lead a team of 3-4 direct reports and up to 10 indirect reports You'll Come With: •Bachelor's degree•PHR/SPHR certification (preferred)•7+ years HR leadership experience•3+ years retail industry or distribution center experience preferred•Must be able to demonstrate expertise in all aspects of Human Resources Management•Demonstrated ability to positively influence teams, build effective relationships, and possess skills to flex style and interact with associates effectively•Ability to effectively influence all levels of leadership•High level of integrity and the demonstrated ability to handle sensitive and confidential information in a professional manner•Ability to coach, support, and develop•Ability to prioritize challenging demands and manage time effectively in a fast-paced environment, demonstrating a sense of urgency•Strong business acumen•Knowledge of local, state and federal laws and regulations governing employment (EEO, wage and hour, employee benefits, leave policies and practices)•Ability to conduct investigations, train and develop staff and maintain documentation in an organized manner•Must have strong communications and operating instincts, good strategic skills, sound business judgment and the ability to achieve goals by leveraging HR expertise•Ability to utilize tools (Workday) to leverage data•Must be proficient in MS Office applications, including Excel, Word, and Outlook•Ability to travel to assigned local DC buildings daily. Travel to corporate headquarters (East Coast) quarterly.

Job DescriptionDirector of Human Resources -Distribution Center As part of our growth strategy, we are seeking a Director Human Resources for our West Coast Distribution Centers. The Director of HR is a strategic leader within the HR team and acts as a true partner within the business. This position assists leaders in optimizing people, strategy, structure, and process, while supporting the Burlington culture and Core Values. The Director partners with business leaders to resolve associate relations issues, with a focus on driving consistency in resolution across the organization. Continuously influences and supports leadership development through coaching and elevation of talent in the organization. The Director of HR will coach, consult, and advise leaders regarding existing Human Resources programs and services. The Director acts as a support partner with HR COE's including HR operations; Talent Acquisition; Compensation; Benefits; and Learning and Development. Acts as the key driver supporting talent management in the areas of succession planning; performance management; employee relations; organizational development, and strategic programs. A Day In The Life: •Positively communicate and demonstrate the company's Core Values by developing trust and respect among peers and associates, building strong teams and partnerships and driving results•Effectively leads the DC HR team consisting of HR Managers, Specialists, and Coordinators•Provide guidance and input regarding HR strategies that support the vision, culture and business needs of the organization•In partnership with business leaders, lead and drive the execution of all HR programs•Act as the key interface between HR functional specialist and DC partners to proactively support and add value in the delivery of business objectives•Build trusting consultative relationships with associates and leaders•Support the business teams in establishing and executing an effective talent strategy (short and long term) and work in partnership with the Talent Acquisition team•Inspire, coach, and influence coaching in the moment culture to effectively improve the quality and frequency of developmental feedback and improve the overall associate experience•Administer and provide coaching to business leaders in managing engagement survey results and developing meaningful and effective action plans to improve engagement results•Drive performance management program by ensuring performance expectations and policy guidelines are being met and are conducted effectively and in a timely manner•Handle various associate relations issues, such as investigating associate complaints, resolving employee conflicts, and advising appropriate action to leadership•Partner with internal and/or external legal counsel to prepare for and/or respond to any legal action or complaints filed by outside agencies; attend mediations, arbitrations, and other court proceedings as needed •Leverage data analysis to proactively identify issues within the business and develop plans to address and minimize disruption•Be innovative and can identify opportunities to move the business forward; works with leaders to develop and execute processes and programs to support growth of the business•Lead a team of 3-4 direct reports and up to 10 indirect reports You'll Come With: •Bachelor's degree•PHR/SPHR certification (preferred)•7+ years HR leadership experience•3+ years retail industry or distribution center experience preferred•Must be able to demonstrate expertise in all aspects of Human Resources Management•Demonstrated ability to positively influence teams, build effective relationships, and possess skills to flex style and interact with associates effectively•Ability to effectively influence all levels of leadership•High level of integrity and the demonstrated ability to handle sensitive and confidential information in a professional manner•Ability to coach, support, and develop•Ability to prioritize challenging demands and manage time effectively in a fast-paced environment, demonstrating a sense of urgency•Strong business acumen•Knowledge of local, state and federal laws and regulations governing employment (EEO, wage and hour, employee benefits, leave policies and practices)•Ability to conduct investigations, train and develop staff and maintain documentation in an organized manner•Must have strong communications and operating instincts, good strategic skills, sound business judgment and the ability to achieve goals by leveraging HR expertise•Ability to utilize tools (Workday) to leverage data•Must be proficient in MS Office applications, including Excel, Word, and Outlook•Ability to travel to assigned local DC buildings daily. Travel to corporate headquarters (East Coast) quarterly. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

The Alameda-Contra Costa Transit District (AC Transit) is seeking a collaborative, forward-thinking Director of Human Resources (HR) to lead its HR department during a transformative period for the organization. This role offers a unique opportunity to enhance core HR functions, strengthen internal customer service, and position the HR department as a positive, reliable partner for one of the nation's leading transit agencies. The Director oversees five division managers and a $1 million dollar budget, and serves as a key strategic partner to the Executive Director of Human Resources, executive leadership, and labor representatives. They will guide key functional areas including Talent Acquisition, Classification and Compensation, Benefits Administration, and Leave Management. The ideal candidate has broad public sector HR expertise, an understanding of labor relations, and a steady, people-centered leadership style that builds trust, fosters collaboration, and effectively gains buy-in to support organizational change. This classification is differentiated from the Executive Director in that the latter has overall responsibility for all functions of the Human Resources Department. This classification is differentiated from the Human Resources Manager in that the Director is responsible for short and long-term direction and management of multiple services and operational units within the Human Resources department. This is an at-will unrepresented classification. This is an excellent opportunity to work for the largest bus agency in California, make a difference in our local community, and promote AC Transit as a great employer of the East Bay. In addition to working with some of the best in the business, AC Transit also has an excellent benefits package that includes pension, medical, dental and vision coverage, flexible spending, and 457 savings plan. Representative Functions * Provides leadership to assigned units; selects, trains, motivates, and directs department personnel; evaluates, and reviews work for acceptability, and conformance with department standards; conducts performance evaluations; works with employees on performance issues provides constructive feedback on performance and behaviors; implements discipline and termination procedures; responds to staff questions and concerns. * Develops, directs, and oversees the implementation of strategies, goals, objectives, policies, procedures and work standards for the assigned area within the Human Resources department. * Through subordinate levels of supervision, develops, directs, and coordinates the overall work plan of the assigned work unit(s); contributes to the department's service quality through the development and implementation of policies and procedures to meet legal requirements, District needs, and strategic objectives; continuously monitors and evaluates the efficiency, and effectiveness of service delivery methods and procedures; assesses and monitors the distribution of work, support systems, and internal reporting relationships; identifies opportunities for improvement; directs the implementation of change. * Manages, develops, and administers the assigned unit's annual budget; directs the forecast of additional funds needed for initiatives, projects, staffing, equipment, materials, and supplies; directs the monitoring of, and approves expenditures; directs and implements adjustments, as needed. * Works closely with the Executive Director of Human Resources, and other District management staff regarding the development and implementation of long- and short-term strategies for the delivery of effective human resources programs District-wide. * Acts as representative in negotiating activities and the administration of collective bargaining agreements; provides guidance to staff in grievance matters. * Directs the activities of assigned units and areas of Human Resources, including but not limited to: recruitment and selection, classification and compensation, HRIS, employee benefits, employee relations, labor relations, learning and development, leave management, organizational development, employment records, etc. activities for regular and temporary District staff. * Directs the conduct of analytical studies; develops and reviews reports of findings, alternatives, and recommendations. * Represents Human Resources programs and activities with the Board of Directors, other departments, elected officials, and outside agencies; coordinates assigned activities with those of other departments and outside agencies and organizations as needed. * Directs, and provides leadership for all project management activities; directs the management of innovation and technology research, development, conversion, installation, and maintenance projects. * Stays abreast of changing laws, regulations and procedures of human resources best practices and regulatory compliance requirements; communicates business implications, and impact to all key stakeholders including: the Board of Directors, executive management, other District staff, and various public and private entities. * May represent the department and the Executive Director in their absence. * Performs related duties as required. Minimum Qualifications Education: Equivalent to a bachelor's degree from an accredited college or university in with major coursework in human resources management, public or business administration, or a related field. Experience: Eight (8) years of recent and verifiable, professional level experience in human resources, employment law, and/or labor relations including three (3) years in a supervisory/management capacity. Additional years of experience may be substituted for required education on a year-for-year basis. Additional education, such as a graduate degree in one of the above disciplines from an accredited college or university, may be substituted for experience on a year-for-year basis. Additional Information Physical Requirements:Must maintain the physical condition necessary to: (1) perform tasks in an office setting operating a personal computer, keyboards, and other peripheral equipment; and (2) possess physical mobility in order to direct or conduct field studies, and attend external meetings and events. THIS POSITION IS UNREPRESENTED AT WILL The Selection Process:The Human Resources department must receive a completed online application by the filling date. If this recruitment is "Continuous," it may be closed at any time without notice. Applications will be screened for job related qualifications, and those candidates who best meeting the qualifications listed on this Job Announcement will be invited to participate in an examination process that may include written, oral and/or performance segments. Current District employees must have satisfactory attendance and performance records. Finalists will be placed on an Eligibility List. When filling vacancies, the Human Resources Department will refer the top candidates to the hiring department for final screening and recommendation. Benefits:The transit professionals who call AC Transit home represent the rich cultural diversity of the Bay Area. For more than 60 years, we have been an equal opportunity employer honoring religion, ethnic background, national origin, gender, gender expression, genetic information, disabilities, age, and veteran status. We are not only an inclusive employer but also offer a comprehensive benefits package rooted in choice, flexibility, and affordability. Most Benefits are effective the first of the month following your hire date. Employees and eligible dependents have access to the following benefits*: * Medical - Choice of two Health Maintenance Organizations (HMOs): Kaiser Permanente and Health Net. $10.00 office visit co-pays; $5.00 - $35.00 prescription co-pays. * Dental - MetLife Preferred Provider Organization (PPO) $50 annual deductible per person/$150 per family; $3,000 per person annual maximum; preventative care covered at 100%; basic and major care covered at 90%; $4,000 lifetime maximum orthodontia covered at 50%. * Vision - Vision Service Plan - $10.00 copay; eligible for an exam, lenses, frames or contact lenses every 12 months - based on the last date of service. $200 frame allowance or $120 allowance for contact lenses. * Employer paid Basic Life Insurance * Employee paid Voluntary Term Life Insurance * Employee Assistance Program (EAP) * Flexible Spending Accounts (FSA) for Health Care, Dependent Care, Parking, Transit * AC Transit contributes up to $50.00/month towards an employee's FSA Transit costs * Free AC Transit Bus Pass * Federal Credit Union * Vacation and Sick Leave or Personal Time Off * Ten (10) paid holidays; 2 paid floating holidays; 1 paid birthday holiday * Tuition Reimbursement - up to $2500 per fiscal year on approved courses * Wellness Program * AC Transit benefits are negotiated and subject to change based on collective bargaining agreements. Pension:All AC Transit employees participate in a lifetime defined benefit pension. All employees hired on or after January 1, 2020, may be in the District's Tier II pension plan covered by the Public Employees' Pension Reform Act of 2013 (PEPRA). As such, he/she may be required to contribute a small portion of annual income towards the cost of his/hers District pension. ADA Compliant and Drug Free Workplace:The Human Resources Department will make reasonable efforts in the recruitment/examination process to accommodate applicants with disabilities. If you have a need for an accommodation, please call Human Resources at **************. The Alameda Contra Costa Transit District has established the goal of a 100 percent drug and alcohol-free workplace. Applicants will be required to undergo drug and alcohol testing prior to employment and those in safety sensitive positions will be subject to further drug and alcohol testing through their period of employment, including random drug and alcohol testing. In accordance with federal requirements, all job applicants selected for appointments in a safety sensitive position are subject to pre-employment drug and alcohol testing. A final job applicant will be tested for five prohibited drugs: Cocaine, PCP, Amphetamines, Marijuana and Opiates. During employment, employees holding safety sensitive positions are subject to random, reasonable suspicion, post-accident, return-to-duty, and follow-up drug and alcohol testing. Additionally, in the event of an absence of more than 90 days from a safety sensitive position, pre-employment drug testing will be performed. Equal Opportunity Employer

Ready To Go Further? Saia is a different kind of logistics and transportation company. We do things the right way. You‘ll see it in our commitment to our people, customers, and community. You‘ll feel it in the support you get on day one - from leadership and from your team. A job with Saia is packed with opportunity - from learning new skills and advancing to competitive compensation and great benefits. It's all here and it's exactly what going further is all about. Job Summary Provides strategic and tactical support to leadership in all HR areas, including recruiting, onboarding and offboarding, employee relations, and process implementation. Leads a team of HR professionals that provide ongoing guidance and leadership to one or more areas of the business. Major Tasks and Responsibilities Directs human resources programs and policies that support company goals, achieve objectives, and engage the workforce. Provides leadership and oversight to HR teams in one or more areas of the business, including assigning work and delegating tasks. Serves as a liaison between the business and functional HR teams to improve the employee experience across the organization. Ensures awareness and compliance with internal policies and procedures. Maintains broad and current subject matter knowledge and expertise in federal and state employment laws to advise leadership on solutions for HR issues and evolving organizational needs. Designs and executes change management plans for implementing enhancements to policies and procedures. Leads employee relations initiatives, including employee engagement, talent development, and retention. Manages human resources metrics and analytics to drive data-driven decision making and continuous improvement. Preferred Qualifications Bachelor's degree in business or a related field. 7+ years of experience working in Human Resources. 5+ years of direct management experience. PHR certification. Salary Range: $147,800.00 - $188,500.00 annually, based on experience. This position is bonus eligible. Benefits At Saia, your success is our success! That's why we work hard to provide you with what you need to build an awesome career. We are committed to rewarding superior employee performance so that when you work hard, your achievements won't go unnoticed. Make Your Move At Saia, our people are the reason we've been successful for over a century in the industry. Together, we've created a positive culture that's driven by our core values - like dignity and respect, a customer-first approach, safety and more. With hundreds of terminals across the country and growing, we're always looking for more collaborative and motivated individuals to join our team. So, if you're ready to put your career on a solid path, let's go further. Saia is an Equal Opportunity Employer and prohibits 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.

At PODS (Portable On Demand Storage), we don't just lead the moving and storage industry we redefined it. Since 1998, we've empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it's a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human. We're driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you're looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination. JOB SUMMARY The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health. The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations. General Benefits & Other Compensation: Medical, dental, and vision insurance Employer-paid life insurance and disability coverage 401(k) retirement plan with employer match Paid time off (vacation, sick leave, personal days) Paid holidays Parental leave / family leave Bonus eligibility / incentive pay Professional development / training reimbursement Employee assistance program (EAP) Commuter benefits / transit subsidies (if available) Competitive Pay Other fringe benefits (e.g. wellness credits) What You Will Do: Strategic Leadership & Partnership • Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities. • Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions. • Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement. HR Policy, Communication & Compliance • Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams. • Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization. • Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance). • Provide clear and effective HR communications, toolkits, and resources to leaders and employees. Talent & Workforce Management • Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams. • Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies. • Guide HRBPs in delivering performance management coaching and employee development across varying role types-from corporate professionals to hourly Sales & Service Center agents. • Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met. Employee Relations & Culture • Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes. • Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams. • Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns. • Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience. Data, Reporting & Analytics • Leverage HR and operational performance data-including turnover, absenteeism, schedule adherence, productivity, and engagement-to identify trends and recommend solutions. • Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations. • Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives. Cross-Functional Collaboration • Partner with all areas of HR -including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications -to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies. • Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance. • Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness. MANAGEMENT & SUPERVISORY RESPONSIBILTIES • Typically reports to Chief Human Resource Officer. • Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management) What You Will Need: • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SPHR/SHRM-SCP) preferred. • 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments. • Experience leading and developing HR Business Partners. • Strong expertise in employee relations, HR policy, and compliance. • Proven ability to partner with operational leaders and influence outcomes. • Demonstrated ability to use HR analytics and data insights to drive decisions. • Experience in a service-focused, distributed workforce environment preferred. • Or an equivalent combination of education, training or experience NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. Assessment Notice: By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to ******************* DISCLAIMER The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. Equal Opportunity, Affirmative Action Employer PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. No Unsolicited Resumes from Third-Party Recruiters: Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.

At PODS (Portable On Demand Storage), we don't just lead the moving and storage industry we redefined it. Since 1998, we've empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it's a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human. We're driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you're looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination. JOB SUMMARY The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health. The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations. General Benefits & Other Compensation: * Medical, dental, and vision insurance * Employer-paid life insurance and disability coverage * 401(k) retirement plan with employer match * Paid time off (vacation, sick leave, personal days) * Paid holidays * Parental leave / family leave * Bonus eligibility / incentive pay * Professional development / training reimbursement * Employee assistance program (EAP) * Commuter benefits / transit subsidies (if available) * Competitive Pay * Other fringe benefits (e.g. wellness credits) What You Will Do: Strategic Leadership & Partnership * Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities. * Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions. * Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement. HR Policy, Communication & Compliance * Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams. * Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization. * Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance). * Provide clear and effective HR communications, toolkits, and resources to leaders and employees. Talent & Workforce Management * Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams. * Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies. * Guide HRBPs in delivering performance management coaching and employee development across varying role types-from corporate professionals to hourly Sales & Service Center agents. * Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met. Employee Relations & Culture * Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes. * Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams. * Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns. * Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience. Data, Reporting & Analytics * Leverage HR and operational performance data-including turnover, absenteeism, schedule adherence, productivity, and engagement-to identify trends and recommend solutions. * Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations. * Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives. Cross-Functional Collaboration * Partner with all areas of HR -including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications -to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies. * Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance. * Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness. MANAGEMENT & SUPERVISORY RESPONSIBILTIES * Typically reports to Chief Human Resource Officer. * Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management) What You Will Need: * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SPHR/SHRM-SCP) preferred. * 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments. * Experience leading and developing HR Business Partners. * Strong expertise in employee relations, HR policy, and compliance. * Proven ability to partner with operational leaders and influence outcomes. * Demonstrated ability to use HR analytics and data insights to drive decisions. * Experience in a service-focused, distributed workforce environment preferred. * Or an equivalent combination of education, training or experience NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. Assessment Notice: By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to ******************* DISCLAIMER The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. Equal Opportunity, Affirmative Action Employer PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. No Unsolicited Resumes from Third-Party Recruiters: Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values.Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.

At PODS (Portable On Demand Storage), we don't just lead the moving and storage industry we redefined it. Since 1998, we've empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it's a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human. We're driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you're looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination. JOB SUMMARY The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health. The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations. General Benefits & Other Compensation: Medical, dental, and vision insurance Employer-paid life insurance and disability coverage 401(k) retirement plan with employer match Paid time off (vacation, sick leave, personal days) Paid holidays Parental leave / family leave Bonus eligibility / incentive pay Professional development / training reimbursement Employee assistance program (EAP) Commuter benefits / transit subsidies (if available) Competitive Pay Other fringe benefits (e.g. wellness credits) What You Will Do: Strategic Leadership & Partnership • Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities. • Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions. • Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement. HR Policy, Communication & Compliance • Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams. • Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization. • Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance). • Provide clear and effective HR communications, toolkits, and resources to leaders and employees. Talent & Workforce Management • Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams. • Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies. • Guide HRBPs in delivering performance management coaching and employee development across varying role types-from corporate professionals to hourly Sales & Service Center agents. • Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met. Employee Relations & Culture • Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes. • Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams. • Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns. • Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience. Data, Reporting & Analytics • Leverage HR and operational performance data-including turnover, absenteeism, schedule adherence, productivity, and engagement-to identify trends and recommend solutions. • Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations. • Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives. Cross-Functional Collaboration • Partner with all areas of HR -including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications -to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies. • Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance. • Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness. MANAGEMENT & SUPERVISORY RESPONSIBILTIES • Typically reports to Chief Human Resource Officer. • Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management) What You Will Need: • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SPHR/SHRM-SCP) preferred. • 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments. • Experience leading and developing HR Business Partners. • Strong expertise in employee relations, HR policy, and compliance. • Proven ability to partner with operational leaders and influence outcomes. • Demonstrated ability to use HR analytics and data insights to drive decisions. • Experience in a service-focused, distributed workforce environment preferred. • Or an equivalent combination of education, training or experience NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. Assessment Notice: By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to ******************* DISCLAIMER The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. Equal Opportunity, Affirmative Action Employer PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. No Unsolicited Resumes from Third-Party Recruiters: Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.

Legal Entity: Honda Federal Credit Union Business Unit: Honda Federal Credit Union Division: 1CU Shift: 1st Workstyle: Onsite Career Level: 5 Job Grade: Exempt-4 Salary Range: $94,900.00 - $142,400.00 Job Purpose The Human Resources Manager is a member of HFCU's Management Team and partners with the team to understand and execute the organizations human resource and talent development strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. The position is also responsible for all enterprise communications to Associates, both directly as well as passing through Honda generated communications. In conjunction with the Training and Development manager, this position will serve as the executive sponsor of Board and enterprise training and development. Key Accountabilities * Assists Management Team and their leaders with day-to-day HR matters as needed such as recruiting, coaching, leadership, and training * Manages the performance review process by providing training and supporting all leaders. Also ensures that mid-year and final reviews are completed in a timely manner * Is the liaison with AHM to ensure that all Human Resource communications are communicated to HFCU staff and serves to compose and/or review and distribute all HFCU generated enterprise communications * Coordinates/directs HFCU activity with AHM Associate Relations regarding associate relations matters. Serves as a resource for managers and leaders on all associate matters/issues15% * Coordinates Honda's Annual Engagement Survey and ensures that the Management Team receives and communicates the results with their staff * Coordinates the development and integration of strategies and initiatives designed to respond to the survey Manages enterprise HR data to support management and Board reporting * Collaborates with Training Department on learning curriculum for staff and coordinates Leadership and Board training as needed Qualifications, Experience, and Skills * Bachelor's Degree in Human Resources, Business or related field * Master's Degree preferred * Ten years of Human Resources experience, preferrable in Financial Services * Demonstrated knowledge of HR and Performance Management systems * Training and Coaching experience * Excellent written and verbal skills * Excellent conflict and resolution skills * Some knowledge of Financial Institution services, products, and policies What differentiates Honda and make us an employer of choice? Total Rewards: * Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.) * Regional Bonus (when applicable) * Manager Lease Car Program (No Cost - Car, Maintenance, and Insurance included) * Industry-leading Benefit Plans (Medical, Dental, Vision, Rx) * Paid time off, including vacation, holidays, shutdown * Company Paid Short-Term and Long-Term Disability * 401K Plan with company match + additional contribution * Relocation assistance (if eligible) Career Growth: * Advancement Opportunities * Career Mobility * Education Reimbursement for Continued Learning * Training and Development Programs Additional Offerings: * Lifestyle Account * Childcare Reimbursement Account * Elder Care Support * Tuition Assistance & Student Loan Repayment * Wellbeing Program * Community Service and Engagement Programs * Product Programs Honda is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor.

Ready To Go Further? Saia is a different kind of logistics and transportation company. We do things the right way. You'll see it in our commitment to our people, customers, and community. You'll feel it in the support you get on day one - from leadership and from your team. A job with Saia is packed with opportunity - from learning new skills and advancing to competitive compensation and great benefits. It's all here and it's exactly what going further is all about. Job Summary Provides strategic and tactical support to leadership in all HR areas, including recruiting, onboarding and offboarding, employee relations, and process implementation. Leads a team of HR professionals that provide ongoing guidance and leadership to one or more areas of the business. Major Tasks and Responsibilities * Directs human resources programs and policies that support company goals, achieve objectives, and engage the workforce. * Provides leadership and oversight to HR teams in one or more areas of the business, including assigning work and delegating tasks. * Serves as a liaison between the business and functional HR teams to improve the employee experience across the organization. * Ensures awareness and compliance with internal policies and procedures. * Maintains broad and current subject matter knowledge and expertise in federal and state employment laws to advise leadership on solutions for HR issues and evolving organizational needs. * Designs and executes change management plans for implementing enhancements to policies and procedures. * Leads employee relations initiatives, including employee engagement, talent development, and retention. * Manages human resources metrics and analytics to drive data-driven decision making and continuous improvement. Preferred Qualifications * Bachelor's degree in business or a related field. * 7+ years of experience working in Human Resources. * 5+ years of direct management experience. * PHR certification. Salary Range: $147,800.00 - $188,500.00 annually, based on experience. This position is bonus eligible. Benefits At Saia, your success is our success! That's why we work hard to provide you with what you need to build an awesome career. We are committed to rewarding superior employee performance so that when you work hard, your achievements won't go unnoticed. Make Your Move At Saia, our people are the reason we've been successful for over a century in the industry. Together, we've created a positive culture that's driven by our core values - like dignity and respect, a customer-first approach, safety and more. With hundreds of terminals across the country and growing, we're always looking for more collaborative and motivated individuals to join our team. So, if you're ready to put your career on a solid path, let's go further. Saia is an Equal Opportunity Employer and prohibits 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.

Experience & Background: · Manufacturing experience essential, preferably in similar-sized companies ($500M range, not $5B+) · Multi-site experience with 8+ locations · Experience with large unskilled/semi-skilled labor workforce (800+ employees) · Distribution or packaging industry background preferred over financial services · Second chance hiring and veteran program experience · Government relations and grant acquisition experience · Plant closure and workforce transition experience · Self-insured benefits program managemen Key Competencies: · AI integration in HR processes and understanding ROI metrics · Leadership training and development (both internal and external) · Strategic workforce planning for expansion and consolidation · Union avoidance expertise (not necessarily union negotiation experience) · Retention strategies and programs · Government compliance (federal and state regulations for plant closures) · Strategic business partnership with executive leadership Personal Attributes: · Willingness to travel to plants (minimum twice yearly, approximately 4 trips) · Respect for and ability to connect with blue-collar workforce · Strong leadership presence - minimum 4 days in office (Tuesday-Thursday mandatory) · SHRM, PHR, or similar HR certification required

What Makes a Honda, is Who makes a Honda Honda has a clear vision for the future, and it's a joyful one. We are looking for individuals with the skills, courage, persistence, and dreams that will help us reach our future-focused goals. At our core is innovation. Honda is constantly innovating and developing solutions to drive our business with record success. We strive to be a company that serves as a source of "power" that supports people around the world who are trying to do things based on their own initiative and that helps people expand their own potential. To this end, Honda strives to realize "the joy and freedom of mobility" by developing new technologies and an innovative approach to achieve a "zero environmental footprint." We are looking for qualified individuals with diverse backgrounds, experiences, continuous improvement values, and a strong work ethic to join our team. If your goals and values align with Honda's, we want you to join our team to Bring the Future! JOB PURPOSE The Senior Analyst, HR Governance is an individual contributor role dedicated to enhancing the organization's HR governance framework. This position plays a pivotal role in supporting the ethical management, regulatory compliance, and strategic oversight of Human Resources policies, procedures, and documentation. The ideal candidate will thrive in a detail-driven environment and demonstrate a strong commitment to upholding best practices in HR management and governance KEY ACCOUNTABILITIES * Policy Support and Documentation: Leads the governance of drafting, reviewing, updating, auditing and organizing HR policies, procedures, documents and guidelines. Maintain accurate records and ensure accessibility for all stakeholders. * Compliance Monitoring: Manages the tracking of internal changes, internal policy revisions, and conduct basic audits to ensure HR practices are compliant with legal and organizational requirements. * Data Management: Collect, organize, and analyze HR governance data, including associate feedback, compliance metrics, and process improvement opportunities. Maintain confidentiality and data integrity at all times * Process Improvement: Engage in initiatives to optimize HR governance workflows. Identify inefficiencies, suggest improvements, and assist in implementing new processes and technologies. * Stakeholder Coordination: Initiates communication between HR governance and other functional areas, such as Payroll, Talent Acquisition, and Associate Relations. Facilitate meetings, prepare agendas, and generate summary reports. * Training and Awareness: Assist in the development and dissemination of educational materials on HR policies and governance standards. Help organize workshops and awareness campaigns. * Risk Management: Under supervision, help identify and report HR compliance risks, contributing to the creation of mitigation strategies and follow-up procedures. * Record Keeping: Maintain organized files for audits, associate inquiries, policy changes, and governance communications. Ensure accuracy and timely updates of all records including HR Handbook, Service Catalog, etc. * Ad Hoc Projects: Participate in special projects as assigned by HR Governance management, offering research, analysis, and administrative support QUALIFICATIONS, EXPERIENCE, & SKILLS Minimum Educational Qualifications * Four years college degree or applicable work experienc Minimum Experience * 5 - 8 years' HR experience depending upon education/degree and work experienc Other Job-Specific Skills * Communicating with impact & influence * Ability to balance workload and set priorities * Result Orientation * Ability to work across multi-HR Departments * Ability to create teamwork & valuing relationships * Strong problem solving and decision-making skills * Ability to make sound decisions with limited direction JOB DIMENSIONS * Number of direct reports: * Workstyle: 80% onsite / 20% remote * Travel: Up to 10% domestic What differentiates Honda and make us an employer of choice? Total Rewards: * Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.) * Paid Overtime * Regional Bonus (when applicable) * Industry-leading Benefit Plans (Medical, Dental, Vision, Rx) * Paid time off, including vacation, holidays, shutdown * Company Paid Short-Term and Long-Term Disability * 401K Plan with company match + additional contribution * Relocation assistance (if eligible) Career Growth: * Advancement Opportunities * Career Mobility * Education Reimbursement for Continued Learning * Training and Development programs Additional Offerings: * Tuition Assistance & Student Loan Repayment * Lifestyle Account * Childcare Reimbursement Account * Elder Care Support * Wellbeing Program * Community Service and Engagement Programs * Product Programs Honda is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor.

Member of the executive management team. Responsible to plan, direct, manage, and oversee HR functional areas, including but not limited to: (1) Benefits, Compensation, & Work Life; (2) Employee & Labor Relations (including Employee Recognition); (3) General Liability; (4) Interns, Preceptors, and Volunteers; (5) Policies, Procedures, &/or Plans/Programs; (6) Professional Development & Staff Training; (7) Risk Management and Compliance (including legal processes); and (8) Staffing & Recruitment. As part of the executive management team must support the mission of St. John's and all its initiatives in a clinic and community environment. Benefits: Free Medical, Dental & Vision 13 Paid Holidays + PTO 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications: Education (Required): Bachelor's Degree in Human Resources, Business Management, Organizational Development or related field. Excellent Communication skills, written and oral. Education (Preferred): Juris Doctor or Master's Degree in Human Resources, Business Management, Organizational Development, Public Administration or related field. Experience (Required): Five to ten years in HR management for public or private organization. Licensure/Certification (Preferred): SPHR or PHR or equivalent HR Certification, and other related professional designations. Employees are responsible for maintaining individual certifications as required by job function or by law and provide verification and recertification when requested by management. Duties and Responsibilities: Advise supervisors, managers, department heads and executives on the best candidates for open positions. Assumes full responsibility for all human resources functional areas as previously noted. The incumbent will be responsible for all Human Resources processes, systems, records and data management, and budget reports. S/he will keep St. John's up-to-date and in compliance with appropriate governing agencies and federal and state laws. Conduct organizational surveys, employee surveys, salary surveys, compensation studies for St. John's. Coordinate all HR initiatives with senior management for proper implementation. Use collaborative processes to implement initiatives. Create a HR business plan and implement the plan on an annual basis under the direction of the President & Chief Executive Officer in consultation with the senior management team. Monitor and report on progress quarterly. Provides HR management reports and analysis, and makes presentations as required. Keeps a focus on cost savings, budgetary controls, and maintains expenses. Handles personnel issues in conjunction with management, including union personnel issues. Resolves all conflicts between employees in a mature and legally defensible manner. Assures all parties of fairness and open and clear communication in conflict processes. Makes recommendation and provides solutions to resolve disputes. Negotiates sensitive and controversial issues. Manages employee benefits programs and communications with employees about benefits. Manages HR department, assesses and monitors the work for an administrative team and occasional interns in a collaborative manner. Trains and directs them to increase knowledge, skills and abilities. Oversees legal and regulatory compliance in areas of employee and workplace policies, Workers' Compensation, reporting, benefits administration, compensation and payroll (timecard management).Performs other job related duties and responsibilities as required. Participates in Board of Directors meetings and any other community or professional organization meetings/events as assigned to advance the mission of St. John's Provides assistance to the President & CEO as needed. Provides counsel and direction to all frontline supervisors, managers, department heads and executives and serves as mentor, and executive coach as needed. Always strives for team work and team spirit. Supervises talent management and retention issues. Supports new initiatives and makes an impact on operational and technology programs i.e. EHR, HRB. Work closely with IT and Webmaster to ensure all of HR's HR Information Systems (HRIS) and website needs are met. Works closely with outside counsel to monitor and protect the organization and its integrity and mission. St. John's Community Health is an Equal Employment Opportunity Employer

Job Title: Director of Human Resources COMPANY STATEMENT: As the e-commerce trends continue to evolve, Transportation Insight has strategically positioned itself in the industry with top talent that boasts strategic involvement in the continued evolution of the small package/parcel and freight marketplace. In addition to our knowledge, we have built out the technology to help companies (shippers) unlock the power of their supply chain. Transportation Insight is recognized as a premier employer regionally and nationally because of our reputation, workplace culture and growth opportunities. At the core of our culture, team members are motivated to improve our clients, our communities and ourselves every day. JOB PURPOSE: We are looking for a Hickory, NC based Human Resources Director to join our growing Transportation Insight People and Talent Team! The HR Director will be responsible for supporting all employees and leaders in the Hickory location from both an operational and strategic perspective. The primary goals of this position are to: help align organizational and individual capabilities with the business's strategy and needs, maximize the employee experience, and drive a robust organizational climate to help attract, develop and retain talent across the organization. The HR Manager will be a member of the Managed Freight and Parcel business units, reporting to the VP of People and Talent and will partner closely with the leadership teams across the organization. CRITICAL JOB FUNCTIONS: Provide strategic and consultative support to the VP of People and Talent to evaluate the state of human resources in the business units, identify opportunities for improvement, and influence leadership to make optimal talent decisions. Provide management and expertise to HR Generalists concerning areas such as employee relations, compliance, onboarding, engagement and other core HR functions. Develop and align HR initiatives to support the business strategy which includes the ability to identify, analyze, understand and articulate business goals and objectives at the business unit level. Collaborate in the design and communication of HR strategies and policies. Deliver and implement strategies that support a high performing culture. Manage and support the business units' operational objectives by developing and maintaining budgets, setting goals and objectives, determining actions required to meet goals and appraising the performance of the department and its employees. Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance. Coach managers/supervisors on employee relations issues in order to enable them to address employee issues directly, ensuring processes are in place to maintain a fair and equitable workplace. Provide advice and counsel to managers on a variety of topics to optimize employee engagement, team development, and organizational effectiveness. Provide career planning and development counsel to employees and managers. Assist with the annual HR Business Plans (prioritization, workforce requirements, budgeting, talent needs, training needs, etc.). Ensure all HR policies, procedures, and processes are executed. Assist with HR Initiative Roll-outs such as: bonuses, merit, employee survey, talent reviews and other initiatives as needed. Collaborate with People and Talent Department leads regarding business-specific reporting related requests i.e. affirmative action, veteran status, compliance. Investigate and prepare reports, as required. Perform other duties as assigned. SUPPORTING DUTIES TO THE CRITICAL JOB FUNCTIONS: Effective consultative and management skills Proficient in problem solving and prioritizing Works effectively with all levels of employees In-depth knowledge of employment laws, regulations, principles, programs, trends and best practices Strong customer focus Strong Microsoft Office skills for analysis and presentation of data Demonstrates strong presentation skills Excellent communication skills both written and verbal Excellent interpersonal skills Ability to multitask and handle pressure WHAT WE LOOK FOR: 7+ years of experience in a HR position in a company of a minimum of 500 employees 3+ years of experience managing Human Resources team members. Bachelor's degree in human resource management or related field or equivalent combination of education, training and experience. EEOC/ADA STATEMENT: Transportation Insight is an Equal Opportunity/Affirmative Action employer. Qualified applicants will receive consideration for employment without regard to race, gender, sexual orientation, age, religion, disability, veteran, or any other protected status by law. In an effort to recruit, develop and retain top talent, we are committed to a policy of nondiscrimination in all personnel practices to ensure equal opportunity for employment, promotion, and training for a more inclusive workforce.