Human Resources Manager jobs at ASSA ABLOY Door Security Solutions - US - 626 jobs

Field Ops HR Manager Overview: The Field Ops HR Manager serves as a strategic business partner and trusted advisor to field leadership and employees, connecting HR strategy with real-time operational needs. This role requires HR expertise, strong cultural leadership, and a deep understanding of field operations to strengthen engagement, ownership mindset, safety, and performance across all jobsites. The successful candidate builds a high-performing, safe, and engaged field workforce by delivering consistent HR support, developing leaders, and serving as an authentic voice for field employees. Core Job Requirements: People & Culture Lead culture, engagement, and ESOP ownership initiatives. Partner with Safety to embed safety culture and track effectiveness metrics. Monitor engagement, ESOP participation, and key employee data trends. Establish retention benchmarks and identify opportunities for cultural improvement. Conduct regular jobsite visits to assess engagement and reinforce Suntec's core principles. Leadership & Development Deliver leadership development, coaching, and mentoring programs Oversee training programs and track completion and success rates Manage new hire assessment and onboarding effectiveness Build leadership pipeline with succession plans for critical roles Identify high-potential employees and create development roadmaps Field Operations & Employee Relations Manage employee relations cases and track resolution effectiveness. Conduct thorough, objective investigations that ensure fair outcomes Partner on manpower planning and monitor staffing and retention metrics. Provide guidance on performance management and corrective actions. Monitor trends in grievances and proactively address root causes. Communication & Systems Serve as the authentic Voice of the Field and track policy improvement needs. Train employees and leaders on UKG and other HR systems to increase adoption Translate HR policies into field-friendly language and communication. Create feedback loops to demonstrate how employee input drives improvements. Partnership & Field Integration Build trusted relationships with field leaders and employees through consistent presence. Shadow operations to deepen understanding of workflows, pain points, and business needs. Drive quick win solutions based on field feedback and continuous learning. Model resilience, adaptability, and decisiveness in fast-paced, ambiguous environments. Core Competencies Strategic partnership and influence without authority. ESOP ownership mindset and cultural leadership. Advanced employee relations and employment law expertise. Change leadership and cultural intelligence across diverse field teams. HR systems proficiency and data-driven decision making. Coaching excellence and strong presence under pressure. Experience & Qualifications Minimum 5 years of HR experience, including 3 years supporting field or operations environments. Bachelor's degree in HR, Business, or related field preferred. Strong track record of employee relations and cultural improvement. Experience delivering leadership development with measurable outcomes. Construction, manufacturing, or skilled trades experience preferred. ESOP, union relations, or safety program experience a plus. Safety or coaching certifications a plus. Work Environment & Travel Spends 70 to 90 percent of time in field locations and must be able to navigate active construction sites. Travels 30 to 50 percent depending on geographic area supported. Must be able to climb, navigate terrain, and wear appropriate PPE. Maintains a flexible schedule to support early jobsite starts and off hours needs.

Desert Services is a fast-growing, 25-year site-services provider to Arizona's construction industry. We're the one-stop shop for SWPPP, temporary fencing, portable toilets, roll-off containers, street sweeping, water trucks (dust control), and site cleaning. Join our team as we continue to invest in our people, our equipment, and technology to scale. If you bring a strong work ethic and a growth mindset, you'll do great things here. Role Summary The Human Resources Manager leads and executes all HR functions for Desert Services with a balanced focus on Compliance (40%), People Operations (30%), and Recruiting (30%). Working in a construction/trucking services environment, this role partners with leadership, field teams, and key vendors to ensure regulatory compliance, strengthen a safety-first culture of accountability, and drive effective talent acquisition. This is a hands-on, highly visible role requiring strong judgment, executive-level communication skills, attention to detail, and the ability to independently manage projects from start to finish. Compensation & Benefits: Salary: $100k-$120k, based on experience Bonus opportunity Medical, dental, and vision 401(k) Company provided short & long-term disability coverage Education reimbursement PTO & paid holidays Requirements: Compliance (40%) Develop and maintain the HR compliance framework, including policy governance, training schedules, internal audits, documentation standards, and corrective action plans. Ensure compliance with federal, state, and local requirements (FLSA, ADA, FMLA, AZ employment laws). Partner with HR vendors to coordinate incident/accident response, investigations, and corrective actions; ensure documentation accuracy. Oversee DOT/FMCSA HR requirements: driver qualification files, MVR reviews, clearinghouse queries, medical card tracking, and drug/alcohol testing coordination. Conduct routine I-9/E-Verify self-audits; ensure proper classification and wage/hour compliance. Lead HR governance with various HR function vendors, including payroll accuracy, benefits administration, policy alignment, and service/audit reviews. Manage responses to regulatory, customer, or partner compliance inquiries. Requirements: People Operations (30%) Advise leadership on performance management, investigations, employee relations, separations, and organization design. Develop and track employee and manager training (anti-harassment, compliance refreshers, supervisory skills, HR fundamentals, etc.). Improve and maintain workflows for onboarding, HRIS accuracy, payroll inputs, personnel file management, and metrics dashboards. Communicate policies and expectations clearly to both office and field employees. Requirements: Recruiting (30%) Lead full-cycle recruiting for all positions: planning, sourcing, screening, interviewing, offers, and onboarding handoff. Build pipelines for field roles through referrals, community partners, trade programs, and focused local advertising. Ensure a positive candidate experience while improving time-to-fill and 90-day retention benchmarks. Manage staffing agency relationships selectively and cost-effectively. Perform additional HR projects as needed. Qualifications HR experience within construction and/or trucking/transportation preferred; strong understanding of field operations and compliance. Demonstrated experience in HR compliance, audits, documentation standards, and corrective action planning. Executive-level communication and professional presence; able to influence and coach leaders. Self-starter with strong ownership mentality and ability to operate with minimal direction. Excellent written and verbal communication with strong interpersonal and conflict-resolution skills. High integrity, professionalism, and confidentiality. Exceptional organization, detail orientation, time management, and analytical problem-solving. Ability to manage multiple priorities in a fast-paced environment. Education / Experience: Bachelor's degree in Human Resources, Business Administration, or equivalent experience. SHRM-CP/SCP or PHR/SPHR preferred. Working knowledge of OSHA interaction (with Safety/PEO), DOT/FMCSA requirements, wage & hour, leave laws, and Arizona employment regulations. Experience with PEO administration, HRIS, E-Verify, FMCSA Clearinghouse, and best-practice recordkeeping. Fluency in English required; Spanish bilingual strongly preferred. Proficiency with Microsoft Office and HRIS/ATS systems.

Business HR Manager - Pella Operations We are seeking a highly motivated and experienced Business HR Manager to join our Operations HR team. This role will be a part of our manufacturing facility leadership team. In this role, you'll be responsible for workforce planning, plant-specific initiatives (acquisition, retention, community engagement, & local talent pipeline development), and building a holistic talent advantage. You will also partner directly with the Plant Manager and their leadership team within the facility to drive plant performance and success. Key Responsibilities: Partners with HR & Ops leaders to develop and deploy talent strategies aligned with the achievement of business objectives. Actively serves as one of the plants core leadership team members, leveraging knowledge of talent strategies and business acumen to create a long-term talent advantage that achieves results. Identifies opportunities within the plant that require talent solutions and applies the right solutions for success (leadership development, career pathing, team structures, etc.) Contributes to long-term strategic plans and direction of the business and manufacturing plants, functioning as part of the site's senior leadership team. Establishes an inclusive work environment, aligned with the Pella culture, that enhances team member experience and increases retention. Provides coaching and feedback to the Plant Manager and their leadership staff within the facility, enabling and empowering them to reach their full potential. Leverages HR reporting and metrics; analyze data, diagnose issues, and recommend solutions to address business challenges. Drives operational excellence to scale the team's impact; continuously improving the way work is done to allow for greater focus on longer term strategies. Ensures staffing levels meet and/or exceed forecasted production goals - through attraction, development, and engagement of team members. Represents Pella within the geographic area through involvement in charitable giving, partnerships with local businesses and active community leadership. Anticipates organizational needs and adapt quickly to rapidly emerging situations. Partners with Operations, HR Services, and HR COE's to help develop, refine, and implement key projects. QUALIFICATIONS Alignment with the people-first culture of Pella; a caring leader with a passion for continuous learning, achieving results, and developing themselves and others. Experience working as a business leader within a manufacturing setting contributing and developing long term business strategies, driving performance, and building talent capabilities. Understanding of core manufacturing performance metrics, KPI's, financials, and business practices. Strong working knowledge and experience applying talent strategies including capability building, succession planning, goal setting, employee engagement, and talent development. A strong foundation in HR processes and practices to help contribute to HR team's development and refinement of processes. Strategic as well as tactical; understands the bigger picture of the broader company strategy and is able and willing to roll up their sleeves to do what it takes to get there. Credible leader and team member; quickly builds effective working relationships centered on trust across functions and teams. Decisive, action-oriented and organized; manages priorities effectively and drives execution through completion. Adaptable and flexible, able to quickly learn new concepts and apply them to varying situations and challenges. Demonstrated ability to effectively communicate with individuals at all levels of the organization and externally. Excellent verbal and written skills. EDUCATION and/or EXPERIENCE Excellent verbal and written bachelor's or master's degree in human resources or a business-related field. 5-7+ years of related experience plus 3+ years' experience in a human resources leadership role, manufacturing, or another business function or equivalent combination of education and experience. Prior experience as an HR leader within a large manufacturing facility.

Benefits Manager (HR Benefits + Leave Administration) QUIKRETE, a leading producer of packaged products, is seeking a full-time, on-site Benefits Manager as part of our HR team. The ideal candidate will have a strong background in managing benefits programs within the manufacturing sector. This role will be responsible for overseeing the administration, communication, and compliance of our benefits and leave programs, ensuring they meet the needs of our diverse workforce. This is a functional manager role, managing processes and escalation. This is not a people manager role. Key Responsibilities: Ensure compliance with ERISA, ACA, HIPAA, COBRA, and other regulations Auditing of benefits and file feeds for data accuracy Manage file feeds to HR systems Vendor management Escalation management from benefit coordinators, requires strong customer service Liaison between employee and manager, HR, and vendors Ensures the accuracy of all benefits enrollments in the HRIS to provide vendors with accurate eligibility information. Monitor benefit plan utilization, analyze trends, and provide actionable recommendations Manage leave of absence programs (FMLA, STD/LTD, etc.) and ADA accommodations in coordination with HR partners Serve as the subject matter expert for all employee benefit questions and escalations Assists with open enrollment process, including, communications development and distribution, OE system testing, and educational webinars. Oversee all aspects of health, welfare, retirement, and wellness programs Lead open enrollment and partner with vendors, brokers, and internal teams Review and approve vendor invoices Other duties as assigned. Qualifications: Bachelor's degree in Human Resources, Business, or a related discipline 8+ years of benefits administration experience Deep understanding of benefit regulations and compliance requirements including leave requirements and other legal protections afforded by the FMLA, ADA, and other applicable leave laws Strong analytical skills and attention to detail in plan analysis and reporting Excellent communication, vendor management, and project coordination skills Excellent analytical and problem-solving skills Excellent organizational skills and attention to detail Proficient in Microsoft Office software, especially Excel Strong customer service and empathy About us: Founded in 1940 in Columbus, Ohio, The QUIKRETE Companies is the largest manufacturer of packaged concrete and cement mixes in North America, and an innovative leader in the building and home improvement industries. In addition, QUIKRETE offers related products through numerous wholly-owned subsidiaries and operates around 250 facilities in the U.S. alone, allowing for unsurpassed distribution and product depth. Technical centers across the QUIKRETE network also ensure that professionals and DIY consumers alike are provided with the most innovative and highest quality products available on the market. As a family-owned company with 81 years in business, we offer stability. We're investing in new businesses and technologies to ensure sustainable growth for years to come. We offer competitive compensation, Medical, Dental, Vision, HSA, FSA, Supplemental Life and Basic life Insurance, employees discounts, great work environment and an amazing team! Physical Requirements: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at a time.

Is the road to your future under construction? Come join our Award-Winning Team. Sunland Asphalt & Construction, LLC. strives to recruit top talent and we are committed to help you grow both professionally and personally. We are confident you will find our Company a dynamic and rewarding place in which to work because here at Sunland Asphalt our vision is: 'To be the best place in the world to work.' Voted as one of Phoenix Business Journal's 'Best Places to Work,' Sunland offers employees: Competitive Weekly Pay and Paid Time Off 401(K) with Employer Match Tuition Reimbursement Work/Life Balance and Community Involvement Comprehensive Health Benefits including Health, Dental, Vision Life/Disability Insurances Award Winning Peers & Projects And A Foundation Built on Safety POSITION PURPOSE With limited direction, this role serves as trusted advisor to leaders, aligning people strategies with operational priorities, workforce needs, and organizational growth. This role acts autonomously and proactively influences decisions, leads change initiatives, mitigates risk, and ensures consistent development, application and integration of HR policies, processes, and practices. The expectation is to provide strategic insights aligned to long term strategy with hands-on execution to improve performance, engagement, and organizational effectiveness. ESSENTIAL DUTIES AND RESPONSIBILITIES Note: The essential duties and primary accountabilities below are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Incumbents may perform all or most of the primary accountabilities listed below. Specific tasks, responsibilities, or competencies may be documented in the incumbent's performance objectives as outlined by the employee's immediate supervisor or manager. Actively embeds with business leaders to understand operational priorities, challenges, and future workforce needs, building trusted relationships that enable early HR involvement, open dialogue, and informed decision-making. Partners with and advises leadership with ongoing talent management efforts. Guided by long term goals, analyzes workforce data to identify trends, anticipate risks, and recommend proactive people solutions that improve outcomes and support business objectives. Facilitates regular leader touchpoints to review staffing plans, talent pipelines, performance trends, and succession readiness, ensuring workforce strategies align with current demands and future growth. With limited oversight handles escalated, complex, or high visibility employee relations matters by conducting investigations, coaching leaders through corrective action, and resolving issues in a fair, consistent, and legally compliant manner. Conducts internal investigations in conjunction with the appropriate resources and partners with legal to ensure compliance with state and federal laws and company direction. Responds to external agency audits, requests, or complaints, minimizing risk to the organization by partnering with legal and providing clear documentation and responses. Serves as the HR lead for integration of newly acquired entities by aligning policies, practices, systems, and cultural expectations to ensure consistency, compliance, and employee stability. Supports leaders and employees through ongoing and one-time organizational changes, restructures, integrations, and cultural shifts by leading workforce planning, integration playbooks, project management, communication strategies, and change adoption efforts. Leads enterprise-wide, high-impact initiatives that standardize HR policies and processes to best support the organization, including: implementation of workforce planning frameworks, employee handbook updates, and other critical HR processes to ensure clarity, fairness, and operational consistency. Proactively guides and coaches managers through the adoption of new policies, processes, and tools by providing clear guidance, practical training, and hands-on support to ensure consistent implementation, minimize disruption, and reinforce compliance and operational effectiveness. With little oversight, partners with leaders to review engagement survey results, establish accountability measures, and drive action plans that strengthen culture, morale, and retention. Collaborates with Learning & Development to anticipate and recommend training opportunities that ensure teams, leaders and employees are competent and equipped with the skill sets necessary to execute and support the company's operational and growth objectives. Facilitates weekly New Employee Orientation sessions by delivering clear, engaging content to ensure new hires understand company expectations, policies, safety requirements, and cultural norms, supporting early engagement, compliance, and job readiness. Independently facilitates the interactive ADA accommodation process for candidates, new hires, and employees. Ensures compliance with employment laws and internal policies while balancing employee needs with operational requirements. MARGINAL OR ADDITIONAL FUNCTIONS Acts as the primary liaison between business units and corporate HR functions, including: Benefits, Compensation, Safety & Risk, Learning & Development and HR Systems to ensure seamless coordination, issue resolution, and effective adoption of programs, policies, and tools. Monitors regulatory changes and updates policies and practices accordingly. Ensures consistent back-up employee relations support when other HR team members are out of office. Performs other duties as assigned or apparent. SUPERVISORY RESPONSIBLITIES This position has direct supervisory responsibility for professional and paraprofessional employees, including hiring, performance management, coaching, and development. KNOWLEDGE, SKILLS & ABILITIES Knowledge of Human Resources and business operations as normally obtained through the completion of a bachelor's degree in human resources, business administration, or related field. Fifteen plus years of progressively responsible experience within a Human Resources Business Partner role. At least three years managing and developing a professional level employee is required. Experience in complex, multi-site, or regulated environments (construction, manufacturing, etc.) is preferred. Proven experience driving organizational change, restructures, growth, and/or M&A integration experience is highly preferred. Strong executive presence and interpersonal skills that create trust and partnership with internal and stakeholders at all levels and demonstrated ability to communicate with employee at all levels is required. Proven success in leveraging ambiguity as an opportunity to build new processes, policies or solutions is required. Proven successful project management, process improvement, and policy update experience from cradle to grave. This includes the effective implementation of enterprise-wide projects and user adoption. Must demonstrate high levels of judgment and discretion and experience in handling high-risk employee relations and investigations. Ability to balance empathy with accountability in helping leaders and employees navigate challenging situations. Creative, solutions-focused mindset; adaptable and open to learning in a fast-paced environment. Strong organizational, multitasking, and time management skills. Strong command of employment law and practical application in all US states, including California. Ability to manage confidential information with discretion. Must possess business acumen, analytical skills, and strong problem-solving skills. Spanish fluency (spoken and written) preferred, but not required. Proficiency in Microsoft Office and HR/ERP systems. TRAVEL Travel may be required (up to 30%) to support multi-site operations, benefits enrollment, or M&A activity. Work is primarily office-based with periodic exposure to field environments. SAFETY This is considered a non-safety-sensitive position but is subject to the company's drug and alcohol policy, as well as all OSHA regulations. All employees must wear the appropriate personal protective equipment (PPE) when required. This role is expected to comply with federal, state, and local laws, as well as the company's safety policies, enforce safe work practices, and proactively identify and remedy worksite hazards. PHYSICAL REQUIREMENTS AND DEMANDS Work is generally performed in an office environment. AAP/EEO STATEMENT Sunland Asphalt is an EEO/Affirmative Action Employer

Titan America is seeking an experienced and business-driven Director of Human Resources to lead the people strategy and HR execution for the Florida Business Unit. This role is based in Deerfield Beach, Florida, and provides HR leadership across more than 50 operating locations statewide. With total revenue of approximately $1 billion, the Business Unit employs approximately 1,600 people. The role reports directly to the Florida Business Unit President with dotted-line accountability to the Chief Human Resources Officer. The HR Director will lead a direct and indirect team of approximately 15 HR professionals and serves as a key member of the Florida Business Unit leadership team, partnering closely with operational leaders across cement, aggregates, concrete products, and corporate services. The HR Director leads the development and execution of human resources strategy aligned with the company's business objectives and shareholder expectations. This role ensures compliance with U.S. labor laws and public company requirements, oversees core HR functions, and serves as a strategic advisor to executive leadership on talent, culture, and risk management. The Director of HR will lead a balanced people agenda across a diverse workforce while personally engaging in execution - building scalable HR infrastructure, strengthening frontline leadership capability, and directly supporting operational leaders in real-time decision-making across a large, geographically dispersed footprint. The successful candidate will bring demonstrated experience operating in high-growth, operationally intensive organizations, combining strategic judgment with a roll-up-the-sleeves mindset and a strong passion for attracting, developing, and retaining top talent. Key Responsibilities Business Partnership & HR Leadership Serve as a pragmatic business partner to the Florida Business Unit President and leadership team, balancing enterprise governance with operational realities and pace. Lead, develop, and deploy a multi-site HR organization of approximately 15 direct and indirect team members, ensuring consistent service delivery, capability depth, and execution discipline. Lead HR initiatives that support performance, engagement, and culture in a public company environment. Translate growth priorities into practical organizational design, staffing models, leadership capability, succession, compensation, and performance systems. Support integrations, site expansions, and organizational structure and change management initiatives typical of growth environments. Talent Acquisition & Workforce Development Personally champion and continuously elevate the Business Unit's talent acquisition strategy to support ongoing growth, turnover management, and bench strength across a statewide operating footprint. Build scalable recruiting pipelines for skilled trades, operations leadership, technical, and professional roles in competitive labor markets. Partner closely with corporate recruiting resources to improve speed, quality of hire, workforce readiness, and employer brand visibility. Implement proactive workforce planning tied to retirements, expansion projects, and productivity goals. Strengthen onboarding, frontline leadership development, and internal mobility to support rapid ramp-up and retention. Lead and develop the HR team, setting goals and performance expectations. Labor & Employee Relations Foster an inclusive, high-performance culture aligned with company values. Oversee employee relations, investigations, and conflict resolution. Lead DEI initiatives and employee engagement strategies. Provide senior-level leadership for labor and employee relations across the Florida Business Unit, supporting operations that include represented and non-represented workforces. Maintain constructive relationships with union leadership where applicable while ensuring consistent execution of collective bargaining agreements, labor law, and company policy. Lead contract negotiations, grievance resolution, arbitrations, and workforce change initiatives as needed, in close coordination with Legal and Corporate HR. Coach plant managers and frontline leaders on employee relations, performance management, conflict resolution, and workforce communications. Anticipate workforce risk, availability, and succession exposure across a large, distributed operating footprint. Compliance, Governance & Culture Ensure compliance with federal, state, and local employment laws (e.g., FLSA, FMLA, ADA, EEO, OSHA). Support public company governance requirements, ensuring consistent execution of employment practices, SOX controls, and regulatory requirements across all Florida locations. Manage HR-related audits, internal controls, and risk mitigation efforts. Promote a culture of safety, accountability, inclusion, and continuous improvement. Partner with Corporate HR on enterprise programs including leadership development, total rewards, succession planning, and digital enablement. Qualifications & Experience Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree or professional certification preferred. 10+ years of progressive HR leadership experience in multi-site manufacturing, industrial, distribution, or operational environments. Demonstrated success leading geographically dispersed organizations with significant frontline populations. Experience supporting unionized work environments. Strong passion and track record in talent acquisition and workforce planning. Pragmatic, hands-on leadership style with strong operational credibility. Experience working in a global organization is preferred but not required. Strong executive presence, influencing skills, and ability to operate effectively with senior leaders and frontline teams. Willingness to travel throughout the state of Florida as needed. This position offers a highly competitive compensation and benefits package commensurate with experience, including comprehensive health and retirement programs. Relocation assistance is available for qualified candidates who may be outside the local area. This is a fully on-site leadership role based in Deerfield Beach, Florida, and is not eligible for hybrid or remote work arrangements.

Sr. Manager, HR- Employee Relations Ocala, FL (or another Pella manufacturing location) The Sr. Manager of Employee Relations & Policy Governance is a critical leadership role with responsibility to oversee all employee relations activities, policies, processes, and procedures. This position will set the strategy for Employee Relations (ER) and support their team in handling workplace concerns and action plans and will provide intervention as necessary. This role will work extensively with people leaders to identify opportunities to proactively and preventatively address common ER issues. Providing guidance and coaching to leaders of all levels to address team member conduct and performance areas is a critical part of this role. This leader will stay attuned to organizational and operational changes across the Company to identify potential ER risks and develop plans to address proactively. At its heart, the focus of this position is about positive team member experiences and retention. It focuses on both individual and collective relationships in the workplace with an increasing emphasis on the connection between people leaders and their team members to form mutual respect, trust, and appreciation. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Employee Relations (ER) Leadership: Manage employee relations processes and procedures to enable effective management, conflict resolution, compliance, and problem solving. Identify fair and objective processes appropriate for employee concerns including overseeing employee fact-finding and ensuring adherence to employee relations policies and practices. Provide strategic support, thought partnership, and coaching to all levels of the company. Oversee the use of effective documentation techniques and ensure maintenance of accurate, confidential records regarding all reported matters and fact-finding documentation. Maintain the highest level of integrity when managing employee relations issues and managing reported matters. Create and manage metrics and reporting for the HR Specialists Team for ER. Utilize insights from metrics to identify trending issues and resolve them. Lead the Employee Relations Specialists team operations and ensure that all services provided meet the expectations of internal and external stakeholders while ensuring that service level agreements (SLAs) are met. Employee Relations (ER) Management: Ensure the ER team is attuned to organizational and operational changes across the company to identify potential employee relations risks and develop plans to address proactively. Conduct, oversee, and/or otherwise assist with employee relation issues to manage employee concerns to identify and implement appropriate employee action and accountability practices. Build functional capability within the ER team to ensure we deliver excellence in ER practices. Equip the ER team to provide guidance and coaching to managers of all levels to address employee conduct and performance. Includes providing guidance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions. Confirm the ER team is operationally efficient to provide timely resolution support. Verify compliant, fair, and consistent review of candidate background check results. Policy Governance: Develop and implement a comprehensive policy governance structure, ensuring that all policies are effectively managed, reviewed, and updated as needed. Lead efforts to align and modernize employment policies across the organization to ensure consistency and compliance. Lead efforts to maximize our E2E processes while partnering with key stakeholders and process owners. Work with cross-functional teams to develop new policies and revise existing ones to reflect contemporary HR practices and industry best practices. Conduct regular policy audits and generate reports to assess policy effectiveness and areas requiring improvement. Maintain a central repository of all policies and related documents, ensuring accessibility and transparency for all stakeholders. Additional Responsibilities: Collaborate closely with the legal team, HR leaders, and key business individuals to align policies with legal requirements and business needs. Ensure ER Specialists Team support assigned business units as needed in the following areas: new hire orientation, policy training, engagement activities, and frontline leadership support. Provide appropriate data to key stakeholders (CoE's, Business HR, and Business Leadership) regarding emerging trends or concerns related to ER cases. SUPERVISORY RESPONSIBILITIES Directly supervises professional team members and/or supervisors of professional team members. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or a related field. At least 8 years of progressive HR experience with a focus on policy development and compliance. Substantial experience with employment law applications, policy creation, and employee relations management. Strong knowledge of employment laws and regulations. Familiarity with contemporary HR practices and industry best practices in policy management. Understanding HR E2E processes and ensuring operational efficiencies and continuous improvement. Exceptional communication, interpersonal, and leadership skills. COMPUTER SKILLS Microsoft applications: Outlook, Word, Excel, and Power Point. Experience with Oracle Fusion HCM or Service Now a plus. CERTIFICATES, LICENSES, REGISTRATIONS PHR or SHRM-CP a plus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The HR Coordinator will provide support for the Human Resource functions for All States Construction, Inc. and all subsidiaries and affiliates with a focus on facilities in Maine. Essential Functions: Will coordinate all aspects of recruiting, hiring, and onboarding of employees with Hiring Managers and with the ASMG HR team. Act as a point of contact for employee inquiries regarding HR policies, procedures, and benefits. Onboard employees via onboarding portal and enter into HRIS (Currently VISTA/Trimble) Provide day to day benefits administration services, assists employees with questions, develops and schedules benefits orientations and other benefit training. Assist with inputting claims and other data into VISTA and assist with W/C claims management. Assist in administering company Health & Welfare Benefits programs including S125 health and dental, STD, AD&D, COBRA, 401(k), EAP. Evaluate and recommend modifications to benefits programs. Keep abreast of changing federal, state, and local employment, wage and salary laws and regulations. Will attend recruiting events and activities. Ensure compliance with all applicable federal and state employment related legal requirements and ASMG policy and procedures. Take initiative and work independently, exercising sound judgment and attention to detail. Participate in the development and implementation of strategic plan objects and HR department strategies, goals, technology, policies and procedures. Will travel 10% of time to recruiting events, facilities, corporate trainings, etc. Other duties as assigned. Position Requirements Minimum of 2-5 years' experience with general human resource tasks. Must be highly motivated, sound judgment, ability to multi-task. Exceptional organizational, analytical, interpersonal, oral and written communication skills. Working knowledge of human resources practices and laws affecting administration. Must have a valid driver's license and reliable transportation. Must pass a background check, physical and drug screen.

Champion Your Future with Tarkett Sports! Build your career with a world leader in sports construction and surfacing. We are seeking a Vice President, Human Resources, to lead the Human Resources function for Tarkett Sports North America, reporting to the Chief Human Resources Officer for Tarkett Sports and Tarkett North America. Born from an entrepreneurial spirit and driven to find better solutions, Tarkett Sports challenges the status quo and continues to change the game for athletes and facility owners-pioneering innovations that have reshaped entire industries. Our team is made up of the most experienced and knowledgeable experts in the field. From architectural design and full-scope construction to a comprehensive portfolio of industry-leading sports surfacing solutions, we lead with passion, pride, and purpose. Trusted at every level, from professional stadiums to local community venues, Tarkett Sports is at the surface of over 80,000 installations - highlighted by projects in NFL, CFL, MLS, and at renowned NCAA division I programs. Join the team behind well-known brands like FieldTurf, Beynon Sports, ClassicCourt, GrassMaster, Tarkett Sports Indoor, and Tarkett Sports Construction. What you'll do: The VPHR is responsible for shaping and executing the organization's people strategy in close partnership with senior business leaders. This role balances strategic business alignment with strong HR fundamentals, ensuring scalable systems, consistent processes, and a high-performing, engaged workforce. The VP, HR will lead and develop an extended HR team of approximately 10 professionals and serve as a trusted advisor to leaders across the organization. This role requires strong business acumen, exceptional partnering skills, and the ability to translate strategy into practical, operational HR solutions. Strategic Leadership & Business Partnership Act as a strategic thought partner to senior leaders, aligning people strategy with business objectives and growth plans Translate business strategy into actionable HR initiatives that drive performance, engagement, and organizational effectiveness Provide proactive guidance on workforce planning, organizational design, succession planning, and change management Serve as a trusted advisor to senior leaders, offering data-driven insights and pragmatic HR solutions Diplomacy and an education-forward approach is essential, recognizing that Tarkett Sports is a collection of acquired small business owners with legacy practices who have evolved into a $1B company. With five new acquisitions in 2024-2025 and potentially more in 2026, this role must lead the HR team to build and execute robust, compliant, and non-disruptive integration plans. HR Systems, Processes & Fundamentals Ensure HR fundamentals across all areas, including talent acquisition, performance management, compensation, benefits, employee relations, compliance, and HR operations - identify gaps and build project teams to improve stronger HR fundamentals are put in place. Ensure Workday people data integrity, dashboards, and analytics to drive decision making Lead the evaluation, implementation, and optimization of HR tools and solutions that drive HR efficiency Establish and maintain clear, consistent HR policies and processes including the identification of legal risks or gaps and build plans Ensure compliance with federal, state, and local employment laws and regulations Talent & Culture Champion a high-performance, inclusive, and entrepreneurial culture Partner with leaders to attract, develop, and retain top talent Promote employee engagement and continuous improvement across the organization Improve business performance through talent management, including performance management, succession planning, and workforce planning initiatives to de-risk the business and drive better business outcomes Team Leadership & Development Lead, coach, and develop an extended HR team of approximately 10 professionals Foster collaboration, accountability, and professional growth within the HR function Assess administrative, tactical and strategic HR bodies of work performed by each team members and develop plans to optimize how HR work is executed so roles are realigned as fit-for-purpose Build strong cross-functional partnerships and ensure HR is viewed as a value-added business partner What you need for success: Required Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred) 10+ years of progressive HR leadership experience, including senior-level or executive HR roles Demonstrated experience partnering with executive leaders and influencing business outcomes Strong foundation in HR systems, processes, and operational excellence Proven experience leading and developing a multi-functional HR team Deep knowledge of employment laws and HR best practices Preferred Attributes Ability to build strong, trusting relationships with strong-minded, entrepreneurial leaders while effectively influencing change Ability to demonstrate respect for existing success, navigating resistance with diplomacy, and drive progress through credibility, data, influence, and partnership rather than force Exceptional strategic thinking and business acumen Strong partnering, communication, and stakeholder management skills Ability to balance big-picture strategy with hands-on execution Experience supporting manufacturing, operations, construction or multi-site organizations strongly preferred Blended experience working in large organizations with sophisticated HR systems and processes as well as less mature organizations Location and Travel Hybrid work model: Remote 3-4 days per week AND On-site 1-2 days per week in Calhoun, Georgia Must be based in or willing to commute from the greater Atlanta Metro area Must be willing and able to travel up to 30% to U.S. locations and Montreal, Canada What you can expect: A culture built on teamwork, respect, and entrepreneurial spirit Leadership that invests in your growth and career development Opportunities to take on new challenges, cross-train, and expand your skillset Recognition and rewards for your contributions and achievements A fast-paced, sports-driven environment where your work makes an impact Sound like your kind of team? If you're ready to bring your passion and talent to a company that champions your future, we want to hear from you. Apply now and start your next chapter with a company that plays to win! What We Offer A commitment that Safety is #1 Competitive benefits, pay, and retirement plan options! Career growth, stability, and flexible work arrangements. Responsible Manufacturing - Protecting Our Planet for the Future We utilize renewable energy and a closed loop recycled water process. We are committed to reducing greenhouse emissions and water consumption. We are the only flooring company recognized by the Asthma and Allergy foundation. Who we are: With a history of 140 years, Tarkett is a worldwide leader in innovative flooring and sport surface solutions with 12,000 employees and 34 industrial sites. Offering a wide range of products including vinyl, linoleum, rubber, carpet, wood, laminate, artificial turf, and athletic tracks. The Group serves customers in more than 100 countries across the globe. Committed to change the game with circular economy and to reducing its carbon footprint, the Group has implemented an eco-innovation strategy based on Cradle to Cradle principles, fully aligned with its Tarkett Human-Conscious Design approach. Tarkett is listed on Euronext (Compartment B, ISIN FR0004188670, ticker: TKTT). ********************* Tarkett is an equal opportunity employer. We value diversity in backgrounds and in experiences and promote an inclusive workplace where all employees can perform at their best.

Perfection Hy-Test Company As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. Marmon's Transportation Group is searching for a Group HR Director to support our growing Aftermarket Group. Aftermarket Group is comprised of 10+ individual companies. The operating sites in SC, VT, NC, IN, PA, Mexico & China. Aftermarket's revenue is over $700M revenue and 1400+ full-time employees. Reporting to the Group President of Aftermarket and dotted line to VP of HR for the Transportation Group. Group HR Director will be responsible for developing and executing human resource strategy in support of the overall business plan. The Group HR Director will develop and deliver HR services to effectively drive the organization's performance and growth. Primary areas of responsibility will include talent acquisition, talent management, talent development, organizational and performance management, learning and development, HRIS, and HR Operations. Culture and people are viewed as essential components of success. The Group HR Director will play a central role in driving a best-in-class culture into and across the organization and will exemplify Marmon's core values. Hiring, staffing, and the retaining of high-quality talent is at the core of the business, and the Group HR Director will spearhead these efforts. The Group HR Director will also serve as an advisor to the President and Leadership Team on key human resource matters. It is important that the Group HR Director demonstrates a strong character, excellent leadership and communication skills, and a willingness to build solid working relationships across all functional areas as well as with The Marmon Group. This position is suited to those seeking an exceptional degree of responsibility and who thrive in a fast-paced, complex, high-growth organization. The position is based at any of the Charleston, South Carolina locations. Travel is up to 30%. Key Responsibilities The Position will be responsible for: Enhancing and fostering a culture consistent with the values of the company. Providing end-to-end operational HR leadership, including employee engagement, learning & development, performance management, and workforce planning. Implementing policies, procedures, and programs that assess organizational effectiveness, resources, and talent. Developing effective and creative programs for hiring, onboarding, and key talent development. Leading the HR team by inspiring the delivery of great service, providing candid input, and fostering a culture of continuous improvement. Managing due diligence and HR integration for acquisition. Serving as a player-coach. Evaluating and continuously improving the organizational learning & development strategy, with the goal of optimizing the talents and skills of the employee population. Providing organizational leadership around culture assessment and development; introducing and managing organizational change and development initiatives. Collaborating and liaising with The Marmon Group to ensure all policies and procedures are in alignment with Marmon and Berkshire Hathaway. Administering/overseeing the administration of HR programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; environmental health and safety (EHS); occupational health and safety; and training and development. Monitoring and ensuring Marmon's compliance with federal, state, and local employment laws and regulations, and recommending best practices; reviewing and modifying policies and practices to maintain compliance. Maintaining knowledge of trends, best practices, regulatory changes, and new technologies in HR, HRIS, talent management, and employment law; applying this knowledge to communicate changes in policy, practice, and resources to upper management. Developing and implementing a departmental budget. The Profile The requirements for the Position have been identified as: Minimum of 10 years' experience in HR leadership roles, with a proven track record of success in a multi-site manufacturing environment. Deep knowledge of the functional elements of human resources, including talent acquisition and development, continuous learning programs, business partnerships, and performance management. A strong and capable leader who can develop a best-in-class team. Experience developing an HR strategy and executing with a “hands-on” approach. Strong functional knowledge of HRIS systems; knowledge of Workday preferred. Demonstrated success in a growth environment. Able to create and deliver training topics with ease. Strategic and confident management style backed by strong business acumen and experience. Superior interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills, with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Able to adapt to the needs of the organization and employees. Thorough knowledge of employment-related laws and regulations. Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

About Us We are a leading industrial mechanical, electrical, and civil construction services provider for the fossil and nuclear power, pulp and paper, chemical, mining, and general manufacturing industries. We provide a full range of industrial facilities maintenance and process maintenance services. Job Summary The HR Director guides and manages the overall operations of the PPM Human Resources function to include recruiting, training, coaching, counseling, and disciplining staff; resolving problems; implementing change. The HR Director provides leadership to the HR team across a broad range of HR disciplines, playing the primary role in crafting HR strategy and driving its execution. As a member of the senior management team, the HR Director reports directly to the President/CEO. Essential Duties & Responsibilities Recommends and drives execution of programs and policies that create or reinforce a positive employee relations atmosphere. Prepares internal employee communications regarding company policies. Counsel employees in the interpretation and application of human resources programs. Provides practical, consistent, and proactive support, direction and advice to Managers & employees on HR procedures, policy, best practice, employment rewards, benefits, and legislation. Responds to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints. Implements and executes effective communications to support company strategic plan/objectives, company values, etc. Acts as the HR lead on the transition team for mergers and acquisitions. Leads and manages the performance management process for all business units with input from senior management. Assists with defining PPM learning/development strategies. Provides leadership, guidance, and support in developing a team of credible HR professionals to provide exemplary service to the organization. Conducts/oversees all annual required training. Engages Sr. Management and other organizational functions as necessary to provide comprehensive, targeted training programs for employee and Management advancement. Monitors evolving government influences on policies, processes and practices, and ensures the company complies with all applicable laws and regulations. Ensures the completion of all required annual reports, including EEO-1, VETS-100, OES and AAPs for all business units. Analyzes and mitigates risk to the organization as it relates to Human Resources (i.e. compliance, regulatory changes and requirements, best practice) by proactively monitoring internal and external risks to the company. Oversees the implementation of all Company benefits programs. Oversee the submittal of monthly reporting for 401K/HSA/FSA & ESPP plans to EMCOR, then audits information submitted for accuracy and consistency with PPM systems. Leads and organizes annual Open Enrollment. Manages FMLA/Military leave processes. Conducts all investigations for all business units with guidance and/or assistance from EMCOR HR & Legal Departments as needed. Represents the company in all hearings and mediation. Develops, updates, and maintains all personnel policies, personnel records, policy manuals and handbooks not under EMCOR's governance as required to assure compliance with human resources procedures and policies and federal/state guidelines. Coordinates implementation of all HR services, policies, and programs through the Human Resources staff. Participate in annual meetings to communicate new policies and procedures to management and to review existing ones. Manages the Company Substance Abuse Program, including policy creation and modification and the Mandatory Referral Program for drug screen failures. Identifies trends that could impact organizational objectives and/or operational resources. Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Travels to jobsites/business unit offices as needed. Other duties as assigned. Qualifications The requirements listed below are representative of characteristics and demonstrated capabilities sought to perform this job successfully. Must think strategically, make sound decisions, and produce accurate and timely results. Must be a hands-on manager and leader. Must exhibit confidence in self and others, inspire and motivate a team to perform well and effectively influence the actions of others. Must monitor and analyze information and solve problems on a strategic and tactical level. Must build positive working relationships with multiple levels of employees and management. Must demonstrate integrity and professionalism. Must demonstrate commitment to company values. Requirements: BA/BS degree from an accredited four-year college or university in Human Resources Management or Business, eight to ten years recent related experience and/or training; or an equivalent combination of education and construction experience. Working knowledge of industrial construction and maintenance language and terms. Working knowledge of health and welfare benefits administration. Experience overseeing and leading human resource teams. Excellent interpersonal skills and demonstrated proficiency building and maintaining positive professional relationships. Significant experience with Microsoft Office (i.e., Word, Excel) applications. Working knowledge of HRIS is desirable. Previous experience with ORACLE JDE a plus but not required. PHR/SPHR desirable. Physical Demands Must be able to complete hiring paperwork electronically through DocuSign May be required to lift and carry items weighing up to 50 pounds Must posses enough strength and stamina to perform the technical duties and essential functions as identified above Must be able to move in and around confined spaces and uneven areas Must have full range of motion consistent with age Must be able to climb and maintain balance ladders Must be able to adequately hear and respond to voice commands and alerts from other employees, alarms and other job-related noises Visual acuity, depth perception and color discrimination consistent with that required to work at heights and on uneven surfaces Safety/Steel toe shoes are required. Work Environment Conditions include working in office, with occasional entry into shops, plants and factories, busy traffic areas, and warehouses. Occasional exposure to dirt, dust, grease, oil, vibrations, and adverse weather conditions. Must be able to safely access all areas of property. Must be able to effectively use any required PPE equipment. #PPM Equal Opportunity Employer As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled Affirmative Action Policy Please review our Affirmative Action Policy. Notice to Prospective Employees Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine. EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.

Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company's diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation's top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work. POSITION SCOPE AND ORGANIZATIONAL IMPACT Moss' Vice President, HR Operations, is a senior HR leader responsible for designing and leading a centralized HR Operations function that delivers accuracy, efficiency, and care at scale. This leader will oversee HRIS, HR PMO, HR Administration, Team Member Care, and, as the function matures, Total Rewards. This role blends strategic foresight with operational excellence, ensuring that HR processes are streamlined, data-driven, and anchored in Moss values. The VP will partner closely with the CHRO, HR Pods, Solar HR, and business leaders to create an HR experience that is fast, reliable, and people centered. ESSENTIAL JOB DUTIES AND RESPONSIBILITIES Define and execute the HR Operations vision in alignment with CHRO priorities and Moss's values. Act as a trusted advisor to the CHRO and senior leadership on HR systems, processes, compliance, and operations. Ensure HR Operations is a cultural investment, not just a structural one-strengthening Moss's reputation as a Great Place to Work Own HRIS strategy, roadmap, optimization, and integrations (Workday strongly preferred). Ensure data governance, process automation, and self-service capabilities. Deliver analytics and dashboards that drive better decisions on talent, workforce, and rewards Lead the HR PMO to manage cross-functional initiatives with discipline, transparency, and impact. Oversee HR projects such as annual cycles, system upgrades, and policy rollouts. Build organizational capability in project management and change adoption Oversee employee records, compliance documentation, employment verification, and vendor invoicing. Lead leave administration, onboarding/offboarding, and policy administration. Ensure Team Member Care provides responsive, empathetic support, reflecting Moss's value of honoring relationships Design and oversee compensation and benefits programs that are fair, competitive, and compliant. Manage annual merit, bonus, and incentive cycles in partnership with HR Pods. Oversee benefits strategy and vendor partnerships, balancing cost-effectiveness with employee well-being Ensure all HR processes, from payroll interfaces to benefits administration, are compliant, auditable, and risk mitigated. Partner with Legal, Finance, and Payroll to uphold governance and data privacy standards Operational Excellence - HRIS uptime >99%, Enable strategic HR partnership by freeing HR Pods and Solar HR teams to focus on strategy and business alignment Ensure full compliance with audits, regulations, and internal controls, maintaining 100% adherence to risk and governance standards Occasional travel ( Perform other duties as assigned EDUCATION AND WORK EXPERIENCE Bachelor's degree in HR, Business, Information Systems, or related field 10+ years of progressive HR experience; 5+ in HR Operations leadership Proven ownership of HRIS strategy and governance (Workday experience highly preferred) Experience in compensation, benefits, and vendor management Strong project/program management track record Exceptional communicator and stakeholder manager Master's degree (MBA, MSHRM) or advanced technical/business degree Industry experience in construction, renewable energy, or multi-site enterprises Certifications: PMP, SHRM-SCP/SPHR, CCP, or equivalent Technical familiarity with HRIS platforms and analytics tools (Power BI, Tableau, SQL) Strategic & Operational Balance - Sees the big picture while ensuring flawless execution Data-Driven Storyteller - Turns insights into clear, actionable recommendations Culture Carrier - Models Moss's values of honoring relationships, entrepreneurial spirit, and contagious energy Change Agent - Drives transformation with empathy, clarity, and adoption Team Builder - Develops a high-performing team rooted in trust, care, and excellence JOB TITLE: VICE PRESIDENT, HR OPERATIONS JOB LOCATION: FORT LAUDERDALE, FL CLASSIFICATION: FULL TIME - EXEMPT - SALARIED REPORTS TO: CHIEF HUMAN RESOURCES OFFICER (CHRO) Moss is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

About Us Solar Mason is a leading firm in the solar energy engineering, procurement, and construction sector. Based in Scranton, PA, we are committed to advancing renewable energy solutions and creating a sustainable future. Job Description We are in search of a Chief Human Resources Officer (CHRO) to lead our human resources department. The CHRO will be responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. The successful candidate will oversee talent management, organizational and performance management, training and development, and compensation. Key Responsibilities Set the organization's HR strategy and lead all HR operations. Analyze the effectiveness of HR operations and policies. Prepare detailed reports on HR costs. Recommend new policies, strategies, and procedures. Develop and oversee a robust talent management program. Ensure legal compliance throughout human resource management. Qualifications Proven experience as a Chief Human Resources Officer or similar role. Understanding of all HR functions and best practices. Demonstrable competency in strategic planning and business development. Excellent interpersonal and leadership skills. BSc/BA in Business, Human Resources, or relevant field; MSc/MA will be a plus. Solar Mason is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Division: Bay Area Main Minimum Years Experience: 15 Travel Involved: Job Type: RegularJob Classification: ExperiencedEducation:Bachelors DegreeJob Family:Human ResourcesCompensation:Salaried Exempt Human Resources business partner to leadership of business units or headquarters teams to direct consistent implementation of continuous improvement of human resources practices across company. Provide leadership and expertise to identify and drive employee initiatives, direct human resources functions and teams. Member of regional/business unit leadership team. Manage one or more Human Resource Managers/Generalists in more than one location. Essential Duties & Key Responsibilities: * Lead Human Resources (HR) and Talent Management (TM) strategies to achieve vision, mission, and goals of office/region. * Play integral role in company-wide HR Leadership Team (HRLT). Cascade feedback and communications from senior management decisions and direction to HR teams. * Role model of company culture and values across company. Drive anti-racism learning and advocate for equity and employee health and wellbeing working in collaboration with office/regional leadership. * Enrich the extraordinary employee experience by actively promoting trusting environment where employees can openly engage with HR. Connect in-person with employees regularly 'where they work', advocate and provide guidance to office and regional leadership on people-related needs and concerns. * In partnership with office leaders, establish programs to support initiatives to drive employee engagement, satisfaction, and retention. Utilize company-wide and local surveys to understand employee engagement levels and determine countermeasures to address trends. * Formulate, evaluate, and implement HR priorities, goals, and objectives aligned with office/regional business objectives in conjunction with office/regional leadership. * Lead and develop HR team to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration with company-wide HR team. * Embrace, apply, and coach the HR team in lean concepts and practices, and recommend process improvements. * Deliver timely performance feedback for HR team and execute/contribute to performance appraisals during annual performance cycle. * In partnership with office/regional Operations, develop and implement integrated office/regional staffing strategies and employee career progression and mobility. * Partner in developing office/regional recruiting strategy (experienced hires, college relations/recruiting, and internships) in coordination with leaders to support hiring demands, mitigate organizational gaps, and build healthy candidate pipeline. * Lead performance management and succession planning processes, assist in identification of talent gaps for critical/key contributor positions, and propose solutions. Ensure managers are prepared to deliver constructive feedback and coach and/or mentor employees. * Lead office salary and compensation planning; provide guidance to management regarding company's merit philosophy. * Drive decision support and intervention strategy using root cause analysis and interpretation of various metrics (hiring, employee relations, and turnover) and data trends. * Guide office leaders on employment decisions (hiring, disciplinary, and termination) and complex HR legal and compliance matters in order to mitigate risk. Ensure compliance with company policies and federal, state, and local laws, in collaboration with HR Policy & Communication as needed. * Lead local office(s) employee relations investigations and complaints; advise on employment decisions and collaborate with Employee Relations to ensure proper management of all cases. * Coach all employee levels within office including leadership. Serve as liaison for external professional coaches and participate in coaching engagements. * Develop relationships and engage with internal and external legal counsel and compliance. * Work in partnership with office leaders and Environmental Health and Safety (EH&S) team to instill safety-first culture in support of Building L.I.F.E. (Living Injury Free Everyday) program. * Serve as volunteer participant on company-wide HR business initiatives. * Keep current with HR trends and be active in external professional HR organizations. * Other activities, duties, and responsibilities as assigned. The salary range for this position is estimated to be 166,000.00 - 247,000.00 USD annualized. Qualifications: * Bachelor's Degree from an accredited program and a minimum of fifteen (15) years of progressive human resources experience, or an equivalent combination of education and experience, with at least three (3) years at the Director level. * A minimum three (3) years of direct management experience leading HR teams across multiple levels and skill sets is required. * Experience with geographically-dispersed, virtual, and matrixed employee populations * Experience fostering a culture that supports intra-organizational diverse and inclusive relationships * Advanced experience promoting talent management concepts and utilizing related tools (9 box, succession planning, career pathing, etc. * Construction or construction-related industries, including trades and contractor management, and experience with large-size (10,000+ employees) organization is desired. * Experience managing approximately 500+ employees, with the ability to navigate multiple employee locations across a large geographic Northern California region, is required. * Senior Professional in Human Resources (HRCI SPHR) or Society of Human Resources Management Senior Certified Professional (SHRM SCP) certification, preferred * Excellent interpersonal communication and professional presentation and persuasion skills to confidently engage and influence at all levels of organization and cultures * Highly developed self-awareness and willingness to be vulnerable for continuous growth * Political savvy and discernment in complex circumstances * Self-starter with executive management and leadership skills and capable of managing multiple complex projects and tasks successfully to completion * Able to build engaging partnerships with team and organizational stakeholders through trust, teamwork and direct communication * Regular weekly travel throughout the Northern California Region Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

Award-Winning Premier Service is seeking a Director of Human Resources to join our Team! Headquarters in Oak Brook, Premier Service provides elite landscape architecture design and maintenance services to commercial and residential clients in the Chicagoland and Indiana areas. Premier Service offers the most competitive compensation packages in the industry including: • Competitive Salary Commensurate with Experience • 401k with Company Match • Health Savings Account (HSA) with Company Contribution • Weekly Pay • Health Insurance Benefits • Paid Vacation Time • Paid Sick Time • Paid Holidays off • Long-Term Career Path and Growth Opportunities JOB SUMMARY: Reporting to the Vice President, this position exists to lead the HR function of the company and maintain and implement programs that provide HR services to the Branches and operating units. This position will be engaged in all facets of HR through the employment life cycle, including but not limited to: maintain employee information, talent acquisition, employee development, succession planning, termination, employment processing, compensation, benefits, records management, safety and health, employee relations and retention, government compliance, personnel transactions, policy development/enforcement and implementation, timekeeping, cross operational communication. This position will be responsible for championing HR programs and policies that support the continued growth of the business. Managing day/day, tactical aspects as well as driving the strategic planning processes of HR. The Director of HR will collaborate with the leadership team, and interact with employees at all levels of the organization. SKILLS AND ABILITIES REQUIRED: • Excellent organizational skills and multitasking abilities while dealing with interruptions • Strong interpersonal skills necessary to communicate in a professional and confidential manner with members of the organization • Solid written communication skills to prepare accurate and appropriate documentation • Strong knowledge of labor laws and employment practices, with the ability to adjust priorities, manage multiple projects and pay attention to critical details • Must be approachable, good natured, personable while also capable of holding firm on important issues and willing support to implement change positively • Sense of urgency, respect for others, flexibility and ability to think and act quickly in critical matters KNOWLEDGE AND EXPERIENCE REQUIRED: • Bachelor's Degree in Human Resources or a related field • At least 10+ years experience in human resources, with some multi site, multi state exposure ideal • Bilingual Spanish, Preferred Premier Service is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

Job Title: Director of Human Resources Department: HR Reports To: CFO Job Type: Full-Time We are seeking an experienced and strategic Director of Human Resources to lead our HR team and serve as a trusted partner to the leadership team. In this role, you will be responsible for the developing and executing people strategies that support our business goals, foster a high-performing culture, and ensure compliance with employment laws and best practices. You will oversee all aspects of HR including talent acquisition, employee relations, performance management, payroll, compensation, benefits and insurance, training and development. Key Responsibilities Strategic Leadership Partner with executive leadership to design and implement HR strategies that align with business objectives and growth plans. Serve as a trusted advisor to senior leaders on organizational development and design, workforce planning, and talent management. Champion diversity, equity, inclusion, and belonging initiatives. Talent Acquisition & Management Lead the recruitment strategy to attract, hire, and retain top talent across all functions. Oversee onboarding processes to ensure a positive and seamless employee experience. Develop and implement career development, succession planning, and internal mobility initiatives. Employee Engagement & Culture Build and sustain a strong organizational culture aligned with company values. Design and deliver employee engagement strategies and programs to improve retention and morale. Oversee employee recognition and feedback programs. HR Operations & Compliance Ensure compliance with labor laws, health and safety regulations, and internal policies. Oversee compensation, benefits, and payroll in partnership with Finance. Maintain and enhance HR systems and data analytics to support decision-making. Learning & Development Establish training and professional development programs to support employee growth. Coach managers on leadership skills, performance management, and conflict resolution. Qualifications Master's Degree in Human Resources, Business Administration, or related field 8-12 years of progressive HR leadership experience, with at least 3-5 years in a senior HR role. Demonstrated ability to design and execute HR strategies in a growing organization (200-500 employees preferred). Strong knowledge of employment law, HR best practices, and HR technologies. Excellent interpersonal, communication, and leadership skills. Proven track record of building strong relationships and influencing at all levels of an organization.

OMG, Inc. is a leading manufacturer of fastening products and technologies for the commercial roofing and other construction industries worldwide. Based in Massachusetts, with manufacturing facilities in Agawam, MA, Addison, IL, Asheville, NC, and Rockford MN, OMG is an equal opportunity employer valuing integrity, teamwork, diversity, trust, respect, communication, accountability, proactive performance and a passion for excellence! APPLY

Title: Director of Human Resources and Payroll Reports to: VP of Finance Ben's Asphalt, LLC is a well-established construction firm specializing in commercial and residential asphalt, concrete, striping, and sealing services. The company currently employs approximately 300 individuals, with plans to grow to over 500 employees within the next 3-4 years. The workforce includes both union and non-union personnel, as well as prevailing wage positions. This period of expansion requires experienced and proactive HR leadership to ensure systems, processes, and people strategies support long-term success. Job Summary: The Director, Human Resources will lead and direct the routine functions of the Human Resources and Safety (HR/Safety) Department. The positioned is accountable to hire, develop, interview and retain staff, administer pay, benefits, and leave, oversee the safety and risk management functions of the organization, and develop and enforce company policies, procedures, and practices. The Director will oversee the three person HR/payroll team in the Santa Ana location, as well as HR/payroll team members in other divisions of the company in California and other states Essential Duties & Responsibilities (included but are not limited to): HR Strategy and Leadership Partner with the Executive Management team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Design and implement a comprehensive human resources strategy that supports organizational objectives, workforce scalability, and cultural alignment. Ensure that the basic responsibilities of the HR department are implemented by the team in an efficient manner, including staffing, payroll, compliance, and safety. Serve as a subject matter expert on human capital issues, offering consultation to leadership on employee relations, legal exposure, and compliance risk. Ensure the planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; schedule management conferences with employees; listen to and resolve employee grievances; and counsel employees and supervisors. Payroll, Benefit and HRIS Administration Direct all payroll operations using Paylocity, ensuring accurate processing of wages, tax filings, and year-end reporting. Collaborate with Accounting to reconcile payroll data and ensure consistency with general ledger accounts. Ensure system functionality, integrations, and updates are optimized for payroll accuracy and regulatory reporting. Overhaul employee onboarding process by building out the capabilities of the Paylocity HRIS tool Administer benefits programs such as medical, vision, and dental insurance, vacation, sick leave, leave of absence, and employee assistance. Oversee the Company's 401kplan Manage payroll audits, garnishments, prevailing wage obligations, and wage & hour compliance across multiple jurisdictions. Human Resources Compliance and Policy Handle discipline and termination of employees in accordance with company policy. Maintain full compliance with federal, state (with an emphasis on California law), and local employment regulations, including wage and hour laws, leaves of absence, I-9/E-Verify, and mandated notices. Oversee the development and enforcement of company-wide HR policies, procedures, and employee handbook updates. Monitor and implement compliance procedures related to OSHA, FMLA, ADA, ACA, and other applicable statutes. Oversee the Safety program for the organization. Administer and execute appropriate disciplinary notices and retrain for non-compliance. Manage the compliance and recognition program for the safety function. represent the organization at personnel-related hearings and investigations to include rendering oversight for all OSHA-related activities and hearings. Team Development and Infrastructure Building Assess current HR and payroll staffing structure and lead efforts to expand and develop a high-performing team. Recruit, onboard, and manage additional HR personnel, as needed Develop training programs and onboarding processes that support consistent, compliant, and effective integration of new hires. Build and maintain digital, scalable systems for HR records, performance reviews, job descriptions, and compensation structures. Retain historical human resource records by designing a filing and retrieval system and keeping past and current records. Requirements:

About DP Electric DP Electric is a 100% employee-owned, leading electrical contractor dedicated to delivering high-quality, innovative solutions across commercial and industrial projects. We strive to be the preferred contractor in the Southwest, not only for our clients, but also for individuals entering the workforce who seek a meaningful and lasting career. We've consistently been recognized as a Top Company to Work for in Arizona, known for our strong company culture, commitment to employee success, and people-first approach. * Award-Winning Employer: Our workplace culture, employee engagement, and benefits have earned us repeated accolades as a top employer. * Employee-Focused: We listen to employee feedback and act on it, resulting in better health benefits, improved time-off policies, and meaningful recognition programs. * Professional Growth: We invest in our people. From mentorship and career advancement to our in-house apprenticeship program, we help professionals at every stage grow in their careers. * Employee-Owned: As a 100% employee-owned company, every team member has a stake in the success of the organization and benefits directly from its growth. Position Overview We are seeking a Human Resources Director to join our team. The Director of Human Resources oversees HR functions, including employee relations, performance management, total rewards, and workplace culture. This role ensures HR strategies align with company goals while fostering an inclusive and high-performing workforce. Key Responsibilities * Leads HR team, ensuring alignment with company goals and core values. * Develops and implements human resources strategies, policies, and programs to enhance employee experience. * Manages performance management processes, including goal setting, evaluations, and career development planning. * Drives employee engagement and retention strategies to promote a positive workplace culture. * Handles employee relations, conflict resolution, and ensures compliance with company policies. * Oversees classification and compensation systems, supporting development and implementation of employee motivation, total rewards, and retention programs. * Manages benefits function, including design, implementation, and oversight of benefits plans and programs. * Oversees compliance with employment laws and regulations, providing guidance to mitigate risks. * Champions process improvement and oversees programs, policies, and procedures related to efficiency of employment practices and their alignment with organizational business objectives. * Oversees payroll processing and operations, ensuring compliance with applicable regulations and requirements. * Develops and monitors HR metrics and analytics to assess the effectiveness of HR initiatives. * Implements team building, organizational development, and effective communication programs. * Advises senior management on strategic HR solutions and workforce planning. Qualifications Minimum: * Bachelor's degree in Human Resources, Business Administration, or a related field. * Eight (8) years of progressive HR leadership experience, including oversight of employee relations, compensation, and performance management functions. Preferred: * Master's degree in Human Resources, Business Administration, or a related field. * SHRM-SCP certification. * Experience in HR software systems, workforce planning, and organizational development. OR an equivalent combination of education, certification, and experience that results in the successful performance of the job. Additional education may substitute for required experience on one-for-one year basis or vice versa. Knowledge, Skills, and Abilities * Knowledge of HR best practices, employment laws, and regulatory compliance. * Knowledge of employee relations, and performance management strategies. * Skill in developing HR policies, training programs, and employee engagement strategies. * Skill in leadership, mentoring, and guiding HR teams effectively. * Ability to influence organizational culture and drive diversity, equity, and inclusion initiatives. * Ability to analyze HR metrics and make data-driven decisions. * Ability to handle confidential information with integrity and discretion. * Ability to collaborate with executives and provide strategic HR recommendations. Work Environment * Sedentary work environment. Work performed generally in the office settings and requires limited physical, ergonomic, or emotional efforts. Work may generally require walking, standing, bending, kneeling, carrying light loads and lifting no more than 10 pounds. Compensation & Benefits * Competitive pay with opportunities for growth * Comprehensive health, dental, and vision insurance * 401(k) with company match * Employee Stock Ownership Plan (ESOP) ñ Become a company owner through our 100% employee-owned model * Paid time off and holidays * Ongoing training and development programs Equal Opportunity Employer DP Electric is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All employment decisions are made based on qualifications, merit, and business needs.