Human Resources Business Partner jobs at BASF

Director of Human Resources - Pay approximately $150K/yr + Bonus About the role As the Director of Human Resources, you will serve as a key member of the leadership team and a strategic partner to the President, helping to build and protect a people‑first, emotionally safe, and performance‑driven culture. You will oversee core HR functions for a growing, multi‑company organization, including employee relations, policy development, compliance, benefits and compensation administration, and talent practices, while leading and developing a small but capable HR and payroll team. This is a hands‑on leadership role for someone who is as comfortable rolling up their sleeves to manage day‑to‑day HR operations as they are contributing at the table on long‑term organizational design and growth. Based full‑time on‑site near Athens, Georgia, you will champion servant leadership, coach and support managers across the business, and design thoughtful employee engagement initiatives that reflect our values of humility, accountability, and genuine care for our people. What you'll be doing Serve as a strategic, hands-on HR partner to the President and leadership team, overseeing all day-to-day HR operations for employees across multiple companies while helping managers own performance, hiring, and discipline within their teams. Lead core HR functions including policy development, employee relations, performance management, compliance, and benefits administration, ensuring fair, consistent, and legally sound practices that reflect the company's values of humility, servant leadership, and emotional safety. Coach and support leaders at all levels on people issues-providing guidance on difficult conversations, investigations, and conflict resolution-while fostering a calm, drama-free environment where employees feel heard, respected, and treated with care. Oversee and develop the HR team, including an HR Generalist, Payroll, and a partial Office Manager report, coordinating responsibilities such as payroll accuracy, new-hire onboarding, I-9 and HRIS records, uniforms, and company-wide communications. Design and execute employee engagement and culture initiatives, appreciation programs, and other events that build connection and reinforce the company's mission. What we're looking for Proven experience as a Director of Human Resources or senior HR leader, with a strong track record of building and leading hands-on HR teams, overseeing HR operations, and partnering closely with executive leadership in a growing, multi-entity organization. High adaptability and comfort working in a growth industry, demonstrating the ability to design and improve people processes, support future growth, and stay calm and solutions-focused under pressure. Exceptional relationship-building and communication skills, with the ability to coach and support leaders, handle sensitive employee issues with discretion and empathy, and create an open, emotionally safe environment grounded in humility and servant leadership. Self-motivated and highly organized, capable of independently managing priorities across recruiting support, employee relations, compliance, payroll oversight, benefits, and culture-building initiatives while collaborating effectively with field leaders and office staff. Willingness to work fully on-site, engaging directly with employees and leadership, with the capacity to grow into an enterprise-level HR role as the company grows. What you'll need Proven experience as a Director of Human Resources or senior HR leader, overseeing HR operations, policies, and programs for a growing, multi-entity organization. Strong proficiency with HRIS and payroll systems (ideally Viewpoint/Vista or similar), with the ability to evaluate and optimize tools, processes, and reporting. Exceptional communication skills, including clear, empathetic, and direct verbal and written abilities to coach leaders, navigate sensitive employee relations issues, and prepare polished HR documentation. Highly organized with a keen eye for detail, capable of managing complex HR initiatives, compliance requirements, and multiple concurrent priorities with precision and follow-through. Fully comfortable working on-site, engaging daily with employees and leaders in the office and field to maintain a visible, accessible HR presence. Deep experience handling confidential and complex HR matters, including investigations, performance and behavior issues, policy interpretation, and compliance with employment laws and regulations. Strong interpersonal and coaching skills to support and develop managers, partner closely with payroll, HR generalists, and office staff, and foster a calm, emotionally safe, low-drama environment. Commitment to core values such as humility, servant leadership, accountability, and genuine care for people, with the ability to balance employee well-being with the best interests of the company. 8 - 15+ years HR experience Bachelor's Degree - Business or HR-focused SPHR or Master's Degree (Preferred)

Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at Notice: Know Your Rights: Workplace Discrimination is Illegal Notice: Pay Transparency Nondiscrimination (English) Aviso: Transparencia en el Pago No Discriminacio´n (Spanish) *:** *Airbus Commercial* * is looking for a * Learning and Development Business Partner t * o join our team in *Mobile, AL.* In this role you will support learning and development topics for an assigned business area. Acting as a trusted advisor to ensure compliance with local, state and federal regulations (FAA, EASA, Transport Canada, OSHA, etc.) and support the business in driving training schedules, databases and programs for the U.S. Manufacturing Facility. This role's primary objective is to enable business performance and ensure our people reach excellence in their field. The Learning and Development Business Partner also contributes to the creation of common learning, development, awareness and knowledge solutions to deploy a continuous learning and self-directed development culture for all of Airbus. **Meet the Team:** Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience. **Your Working Environment:** Nearby on ‘Airbus Way' you will find the Airbus U.S. Manufacturing Facility for commercial aircraft. Opened at the Mobile Aeroplex at Brookley in 2015, the facility produces A320 Family aircraft and added a second product line for the A220 in 2019. The facility, which strengthens the U.S. aerospace industry, is part of Airbus' strategy to enhance its global competitiveness by meeting the growing needs of its customers in the United States and beyond. *How We Care for You:** * Financial Rewards: Competitive base salary, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan (“ESOP”) * * Work/Life Balance: Paid time off including personal time, holidays and a generous paid parental leave program. * * Health & Welfare: Comprehensive insurance coverage including medical (traditional and high-deductible health plans), prescription, dental, vision, life, disability, Employee Assistance Plan (“EAP”) and other supplemental benefit coverages. * * Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path as well as the opportunity to participate in accelerated development programmes and both national and international mobility. * *Your Challenges:** Learning Business Partnership : 40% * Understand the overall business strategy in order to develop a tailored-learning strategy for the assigned business-unit Support the dc learning paths for assigned business units Contribute to the creation of common learning, development, and knowledge solutions in collaboration with the Airbus Academy and business-unit subject matter experts Deploy instructional design solutions, such as action-mapping, learning needs assessments, and learning effectiveness methodologies Support the deployment and team-upskilling of Airbus learning tools and processes Propose development recommendations and actions to mitigate identified risks and the benefits of those opportunities Act as a consultant to the business, highlighting internal/external regulatory policy requirements to ensure compliance Define learning objectives and related support materials necessary to implement performance pre-assessments Ensure relevant mandatory certifications are in place and maintained in the learning management systems and are in line with Quality Management Systems Support the FAL employees to be trained and evaluated on specific skills as required per company standards Competency Strategy Deployment : 30% * Partner with assigned business unit to support the deployment of the Airbus and business-level competence strategy Provide visibility on job profiles mapping, competences assessment & learning deployment progress through relevant Key Performance Indicators for the business Contribute to Competence assessment campaign exercise and analysis with learning recommendations Identify risks & opportunities and translate it into impacts on jobs and competences by knowing the business context and global trends Learning Process, Policy, and Procedure Improvement: 20% * Manage the jobs and competences referential, working in close relationship with the Academies in Europe Ensure harmonization between the referential catalogs and the FAL's business Support trainer qualification and availability in ensuring alignment to the learning priorities. Build a trustful network with the stakeholders Define, organize and manage milestones and deliverables Establish sustainable stakeholder networks including identification of relevant organizations and decision makers while also knowing when to timely and appropriate involve them *Additional Responsibilities:** Other duties as assigned: 10% * *Your Boarding Pass:** Bachelor's degree in Business, Instructional Design, Human Resource Development or related field OR equivalent prior experience Master's degree or other post secondary education in HR, Instructional Design, or HR Development is preferred Minimum 3 years of prior Human Resource Development experience with demonstrated exposure to Learning and Development topics (required) OR 2 years of experience with a Master's degree Experience working with both hourly and salaried client groups Experience in a manufacturing environment or other fast paced industry (preferred) Experience with skills and competence management strongly preferred Up to 5% Domestic and 5% International G Suite and Microsoft products knowledge *Citizenship: ** Authorized to Work in the US *Physical Requirements:** Onsite Role : 100 % FAL Mobile Manufacturing Site Vision : able to see and read computer screens and other electronic equipment with screens, able to read documents, reports and technical drawings on a daily basis. Hearing : able to hear and be able to participate in conversations in person and via teleconference or phone and to hear sounds on the production floor including safety warnings or alarms on a daily basis. Speaking : able to speak in conversations and meetings, deliver information and participate in communications on a daily basis. Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): able to operate most office and personal electronic equipment on a daily basis. Carrying : able to carry documents, tools, drawings, electronic equipment up to 30lbs/14kgs several times a month. Lifting : able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs several times a month. Pushing / Pulling : able to push and pull small office furniture and some equipment and tools several times a week. Sitting : able to sit for long periods of time in meetings, working on the computer on a daily basis. Squatting / Kneeling : able to squat or kneel to retrieve or replace items stored on low shelving. Standing : able to stand for discussions in offices or on the production floor for meetings. Travel : able to travel independently within the Americas and Europe. Walking (include routine walking such as to a shared printer to retrieve documents): able to walk through the office on a daily basis and production areas including uneven surfaces on a weekly basis. Administrative position only PPE required : Steel-toed shoes are required for all shop floor visits, appropriate hearing/eye protection may also be required when visiting the shop floor. Take your career to a new level and apply online now! A full job description will be provided to candidates who progress to the interview stage or any candidate upon request. This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company's success, reputation and sustainable growth. ****Company:**** Airbus Americas, Inc. *Employment Type:* US - Direct Hire *Experience Level:* Professional *Remote Type:* On-site *Job Family:* HR Expertise ------ Job Posting End Date: 01.12.2026 ------ Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment. By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus. Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief. Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to .

Company: Hecla Mining Company Reports to: President & CEO --------------------------------------------------------------------- mpany Hecla Mining Company is North America's largest primary silver producer and a growing gold producer, with a 130+ year operating history. With four producing mines across North America - Greens Creek (Alaska), Lucky Friday (Idaho), Casa Berardi (Quebec), and Keno Hill (Yukon) - Hecla employs approximately 2,000 people and is committed to responsible mining practices, operational excellence, and creating value for all stakeholders. Position Overview Hecla is seeking a strategic and hands-on Vice President of Human Resources to lead the company's HR function during a period of significant organizational transformation. This is a unique opportunity to shape the HR infrastructure, systems, and processes of an established mining company positioned for growth. The successful candidate will partner with the executive team to build a modern, scalable HR organization that supports operational excellence, talent development, and cultural alignment across geographically dispersed mining operations. Key Responsibilities Strategic Leadership Develop and execute an HR strategy aligned with Hecla's business objectives and transformation agenda Serve as a trusted advisor to the CEO and executive team on all people related matters Lead organizational design and workforce planning initiatives to support operational and growth objectives Champion a safety first culture that reinforces Hecla's commitment to employee wellbeing Systems & Process Development Assess current HR systems and processes; design and implement a modernization roadmap Evaluate, select, and deploy HR technology solutions (HRIS, talent management, analytics) appropriate for a multi-site mining operation Establish scalable HR processes, policies, and governance frameworks Build HR analytics and reporting capabilities to enable data-driven decision making Talent & Culture Lead talent acquisition, development, and retention strategies in competitive labor markets Oversee compensation, benefits, and total rewards programs to ensure market competitiveness Drive leadership development and succession planning across the organization Foster an inclusive, high performance culture that attracts and retains top talent Labor Relations & Compliance Oversee labor relations in a unionized environment Ensure compliance with employment laws and regulations across multiple jurisdictions (US, Canada) Manage employee relations and workplace investigations Team Leadership Build, develop, and lead a high performing HR team Partner effectively with site-based HR professionals across all operations Qualifications Required 15+ years of progressive HR leadership experience, with at least 5 years in a senior HR leadership role Experience in mining, natural resources, or heavy industry with multi-site, unionized operations Demonstrated success implementing HR systems and process improvements Strong analytical capabilities with experience leveraging HR data and metrics Proven ability to operate both strategically and tactically in a lean organization Experience with labor relations and collective bargaining Knowledge of US and Canadian employment law and regulatory requirements Bachelor's degree in Human Resources, Business Administration, or related field Preferred Experience supporting organizational transformation or turnaround initiatives Familiarity with HR technology platforms and implementation SHRM-SCP, SPHR, or CHRL designation Graduate degree in HR, Business, or related discipline Experience with due diligence engagements and acquisitions Experience in publicly traded companies Personal Attributes Strategic thinker who can translate business objectives into HR priorities Strong interpersonal skills with the ability to build relationships at all levels Collaborative leadership style with executive presence Comfortable with ambiguity and building in an evolving environment Results oriented with a bias for action High integrity and sound judgment Compensation Hecla offers a competitive compensation package including base salary, annual incentive, long term equity incentives, and comprehensive benefits.

Serving as the Director of HR & Payroll Operations, is a strategic leadership role responsible for the design, implementation, and optimization of HR & Payroll systems, policies, and processes to align with business goals and ensure compliance. Key responsibilities include overseeing daily HR & Payroll operations activities, managing HRMS and data management, ensuring compliance with labor and payroll laws, developing HR & payroll strategies, supervising, mentoring & developing staff, and providing expert advice on HR matters. The role focuses on efficient and effective HR & PR service delivery to support the organization's workforce and positive employee experience throughout our North America network of Regional Offices. HR & Payroll Operations Management * Directs the design, implementation, and administration of operational processes used to deliver HR & PR programs and projects. * Develops scalable methodologies and tools to optimize HR & PR operations and streamline core processes like onboarding, hiring, employment status changes terminations, and timekeeping. * Develop and implement HR and payroll policies, procedures, and initiatives to support organizational goals and ensure HR & PR strategy aligns with business strategy. * Oversee the daily activities of the HR & PR operations department, ensuring smooth and efficient operations * Oversee the daily activities of the HR & PR operations department, ensuring smooth and efficient operations from onboarding to offboarding. * Conducts research, evaluates, recommends, and implements best practices for HR & PR operations. Employee Relations & Organizational Support * Address employee relations issues, support managers with people challenges, and act as a key contact for employees regarding HR-related inquiries. * Administers or oversees the administration of human resource and payroll programs including, but not limited to, performance management; disciplinary matters; disputes and investigations; performance and talent management; payroll and timekeeping management; productivity, recognition, and morale. Compliance & Risk Management * Implement policies to ensure compliance with HR & PR regulations, including discrimination, labor & pay laws, pay equity, and data security initiatives. * Ensures that reporting and filings are accurate, timely, and compliant with regulatory requirements * Serve as Lead for all internal investigations and compliance. * Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance; including working with in-house counsel. Technology & Systems Management * Provide oversight of MEI's HR Management Information Systems (HRMS) and other HR & PR technologies, securely maintaining accurate employee records and analyzing HR metrics to identify areas for improvement. * Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource management system (HRMS). Mergers and Acquisitions * Provide support for acquisition activities throughout North America as they relate to employment, payroll and HRMS systems from due diligence through integration activities Team Leadership & Development * Lead, manage, supervise, mentor and develop the HR Support Services Manager, Payroll Manager and HRMS Manager and their teams, in creating deliverables aligned with MEI's strategic business directives and initiatives. * Provide leadership, direction and oversight on operational and transactional Human Resources and Payroll initiatives, programs including roll out organizationally. * Works in concert & collaboratively with co-Directors [Dir. of TA, Training & Development, Benefits & Compensation]and CHRO in recommending and supporting HR & PR related programs, policies and directives to include development and implementation within a technology based framework. * Lead, mentor, and develop HR, Payroll and HRMS team members, setting performance goals and ensuring consistent practices across the department. * Builds and maintains a strong functional team through effective recruiting, training, coaching, team building and succession planning. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, payroll and employment law; applies this knowledge to communicate changes in policy, practice, and resources to CHRO. * Develops, recommends and submits annual departmental budget. * Position reports to CHRO and will require moderate travel to regional offices as needed, such as for organic operations support and leadership engagement, and acquisition integration program implementation. Minimum Qualifications (Experience, Skills, and Education) * Bachelor's degree in HR, Business or equivalent in related field. * Minimum of eight (8) years' experience in Human Resources at a managerial level as HR generalist with oversight for payroll and payroll processing. * Minimum of five (5) years' experience working within HRMS systems. * Minimum of five (5) years' experience with employment and payroll program development, implementation and administration. * Minimum of five (5) years' experience with acquisitions co-leading HR & PR diligence and integrations. * Must confidentially demonstrate conduct that reflects MEI's Mission and Values as well as highest levels of discretion and confidentiality. * Excellent interpersonal communication (written, verbal and presentation), facilitation, project management and integration skills. * Deploys a working style that is highly collaborative, creative and solutions focused * Demonstrated abilities working remotely, in a multi-site/state, national Regional Office footprint. * Proven leadership abilities in providing direction, management, mentorship and development of a team. * Demonstrated aptitude to align HR, Payroll and HRMS strategies with organizational goals * Demonstrated abilities comfortably and effectively collaborating on other areas of Human Resources as needed, such as Talent Acquisition, Benefits and Compensation and Training & Development. * In-depth knowledge of best practices, employment & wage and hour laws across various States, and HRMS systems. * Ability to review and analyze People data and trends to drive informed decisions. * Possess positive and professional demeanor in support of company human resources and MEI culture. * Ability to use Microsoft Office Applications and HRMS software, preferably ADP. * Ability to travel >25% of time, or more as needed to support job position duties, with preference to easy access to a Tier 1 airport. Preferred Qualifications: * SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) credentials. * Industry Experience in Industrial Services, Construction Services or similar/parallel industries Physical Requirements and Working Conditions: Normal temperature-controlled office environment. Business Development will frequently use a computer, keyboard / mouse, cellular or office telephone, and regular business office equipment. Extended periods of sitting for long durations, occasional walking, and lifting up to ten pounds. Occasional walking over uneven outdoor terrain and/or exposure to inclement weather. Additional Requirements: Work with a Top-of-Mind Awareness for the safety of yourself and everyone at the job site. Must be able to work in a high functioning team environment. Display the highest levels of honesty, integrity, and professionalism. Take pride in your work and in the company. Communicate openly and strive for peak performance in daily tasks. Know and deliver the quality service MEI's customers have come to expect. Disclaimer: This is intended to summarize the type and level of work performed by Business Development and is not an exhaustive list of all duties, responsibilities, and/or requirements. MEI reserves the right to change or modify this job description or the essential duties of the job, as necessary. MEI is an Equal Opportunity, M/F/Disabled/Vet Preferred Employer.

A collective energy and ambition. A place where you can make a real difference. We're a company that genuinely cares about our people, our products, our consumers and the environment. Our unique, informal culture champions courage, determination and collaboration. Knowing we have an open and supportive team means each of us has the freedom to take responsibility and ownership. We have a shared passion to work hard, innovate and push boundaries. United by the belief that when we strive for growth, anything is possible. While we might not be the largest company in our industry, we believe we can have the biggest impact because: Together We Have the Power to Win. The Director of HR Operations will be responsible for building and leading a new HR operations service center. This role will manage the day-to-day administrative operations of the HR department, streamline processes, and enhance the employee experience through digitization. The ideal candidate will have a strong background in HR operations, project management, and data analytics, with a proven track record of implementing scalable HR processes and systems. Ensuring strong stakeholder buy-in and alignment is crucial for the success of this role. This role will also involve managing HR operations in a global environment, ensuring consistency and efficiency across multiple locations. Role Accountabilities and Responsibilities Build and Lead HR Operations Service Center: Establish and manage a new HR operations service center to centralize and streamline HR processes and services across the organization. Budget Management: Oversee and manage the HR Operations team's budget, ensuring fiscal responsibility and alignment with organizational financial goals. HR Process Improvement: Assess current HR processes and systems, identify gaps, and recommend and implement improvements to align with organizational strategy. Process Design and Execution: Ensure that all HR processes are designed and executed to create an exceptional employee experience. Digitization of Employee Experience: Drive the digitization of HR processes to enhance the employee experience, leveraging technology to create seamless and efficient workflows. Project Management: Partner with the Center of Excellence (COE) to lead and deliver organization-wide projects, including technology and platform implementation, with a particular focus on HRIS and third-party systems. HR Policy Development: Collaborate with colleagues to develop and refine HR policies, conduct periodic audits, and ensure compliance with employment-related laws and regulations. AI and Automation: Lead the integration of AI and automation technologies to optimize HR processes, improve efficiency, and enhance decision-making capabilities. Utilization of Data and Analytics: Ensure that people-related data is systematically analyzed and applied to assess the performance of the HR operations team, highlighting areas of strength and uncovering opportunities for continuous improvement. Stakeholder Engagement: Ensure strong stakeholder buy-in and alignment by collaborating with HR leadership, department heads, and other key stakeholders to align HR operations with broader organizational goals. Vendor Management: Partner with and manage vendors to ensure service level agreements (SLAs) are met. Team Leadership: Manage, develop, and mentor the HR Operations team. Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field is required. Advanced degree or HR certification(s) preferred. 7+ years of experience launching and managing a successful HR Operational Service Center in a global manufacturing environment, with a minimum of 5 years in a leadership role. Proficiency in HRIS systems, specifically Workday, and comfort with learning new technologies Certification and/or training in project management Strong ability to use people analytics to create business cases and implement strategies Excellent presentation, interpersonal, and collaborative skills across all levels Familiarity with employment-related laws, regulations, and concepts Preferred Qualifications: Master's degree in Human Resources, Business Administration, or related field Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR HR integration and post-merger activities Experience managing HR operations in a multi-location or global environment The US base salary range for this full-time position is $167,300 to 238,200. This position is also eligible for a bonus. As a Church & Dwight US employee, you (and eligible dependents, as applicable) will have access to medical, dental, vision, basic life insurance, paid vacation and sick time, and Paid Parental Leave. U.S. employees are entitled to paid holidays, floating holidays, and vacation days starting in their first year of employment depending on hire date. You are also able to participate in our 401k retirement plan (with company match and profit-sharing) and Discounted Employee Stock Purchase Plan. The actual base pay offered to the successful candidate will be based on multiple factors, including, but not limited to, job-related knowledge/skills, experience, business needs, geographical location, and internal pay parity. Compensation decisions are dependent upon the facts and circumstances of each position and candidate. About the Role: This is a highly visible role within the organization, offering the opportunity to impact how we operate and how our workforce experiences life at Church & Dwight. If you are results-oriented, creative, resourceful, and thrive in a strategic role with organization-wide impact, we encourage you to apply. #LI-Hybrid Church & Dwight is proud to be an Equal Opportunity Employer/Veterans/Individuals with Disabilities. For more information on our company, our brands and our culture visit us at ****************************

At Ensign-Bickford Aerospace & Defense Company (EBAD), we believe that our strengths are built on our most important resource - our people. Join EBAD and you'll be a part of a team who creates cutting edge technology that will blast us into the future. No other company can match the innovative energetic solutions that we provide. At EBAD you will actively contribute to successful missions putting men, women and satellites into space, and protecting our armed service men and women around the world. If this is the culture and work environment you are seeking, then EBAD is the place for you! Job Description Location: Moorpark, CA Reports to: Vice President of Human Resources Industry: Aerospace & Defense Experience Level: Director (10+ years) Empower People. Drive Culture. Lead Growth. At Ensign-Bickford Aerospace & Defense (EBAD), we've been innovating for nearly 200 years, delivering mission-critical technologies that protect lives and advance exploration. As we prepare to double in size over the next 3-5 years, we're investing in our people and culture to support this transformation. We're seeking a dynamic Director of Human Resources for our Moorpark, CA facility to help lead this evolution; supporting strategic HR initiatives, enhancing employee engagement, and building scalable talent solutions that fuel growth. The Opportunity: As Director of Human Resources, you will play a key leadership role within the HR organization, partnering closely with business leaders and the VP of HR to implement people strategies that align with EBAD's mission and growth objectives. You'll lead core HR functions including talent acquisition, employee relations, performance management, and organizational development, while helping shape a culture of excellence and inclusion. This is an ideal role for a collaborative, forward-thinking HR leader who thrives in fast-paced environments and is passionate about developing people and building strong teams. Core Competencies for Success: Strategic HR Execution: Support the development and implementation of HR strategies that drive business performance and workforce readiness. Talent Acquisition & Development: Lead recruitment efforts and talent development programs to attract, retain, and grow top talent across internal & external functions. Culture & Engagement: Champion a culture of integrity, collaboration, and continuous improvement. Drive initiatives that enhance employee experience and engagement. Organizational Effectiveness: Support organizational design, change management, and workforce planning to enable agility and scalability. Employee Relations & Compliance: Manage employee relations, labor compliance, and HR policies to ensure a fair, inclusive, and legally sound workplace. Leadership Support: Partner with managers and senior leaders to coach, advise, and build leadership capability across the organization. The Candidate We Are Looking For: 10+ years of progressive HR experience, with at least 3-5 years in a leadership role Strong background in talent management, employee engagement, and organizational development Experience in aerospace, defense, manufacturing, or technology industries preferred Proven ability to lead through change and influence cross-functional teams Excellent communication, problem-solving, and relationship-building skills Passion for people, innovation, and continuous improvement A Defining Leadership Opportunity: Legacy: Join a privately held, 188-year-old business that takes a long-term approach, free from the short-term pressures of quarterly-driven reporting. Impact: Own and execute on critical initiatives for a fast-growing company with a bold vision for the future. Partnership: Work directly with the BU President, senior leadership, and enterprise HR leaders in a highly influential role at the intersection of people and business strategy. Culture of Excellence: Help shape a culture that values people, integrity, and mission-driven excellence, driven by a Kaizen mindset and a commitment to quality and continuous improvement. Ready to Make a Difference? If you're an HR leader ready to help shape the future of a respected aerospace and defense organization, we invite you to explore this opportunity and grow with us. Compensation and Rewards We recognize that world-class leaders deliver world-class impact, and we reward accordingly. This role offers a competitive executive package that includes: Base Salary: $175k - $225k plus annual bonus Executive Relocation: Comprehensive support for a seamless transition Additional Enhancements: Potential sign-on incentives and tailored rewards based on experience We offer a competitive compensation package aligned with skills & experience, with flexibility to reward top talent and extraordinary qualifications. Ensign-Bickford Aerospace & Defense Company is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to race, religion, color, sex, age, disability, sexual orientation, genetic information, national origin, or veteran status.

Company: Hecla Mining Company Reports to: President & CEO * -------------------------------------------------------------------- Hecla Mining Company is North America's largest primary silver producer and a growing gold producer, with a 130+ year operating history. With four producing mines across North America - Greens Creek (Alaska), Lucky Friday (Idaho), Casa Berardi (Quebec), and Keno Hill (Yukon) - Hecla employs approximately 2,000 people and is committed to responsible mining practices, operational excellence, and creating value for all stakeholders. Position Overview Hecla is seeking a strategic and hands-on Vice President of Human Resources to lead the company's HR function during a period of significant organizational transformation. This is a unique opportunity to shape the HR infrastructure, systems, and processes of an established mining company positioned for growth. The successful candidate will partner with the executive team to build a modern, scalable HR organization that supports operational excellence, talent development, and cultural alignment across geographically dispersed mining operations. Key Responsibilities Strategic Leadership * Develop and execute an HR strategy aligned with Hecla's business objectives and transformation agenda * Serve as a trusted advisor to the CEO and executive team on all people related matters * Lead organizational design and workforce planning initiatives to support operational and growth objectives * Champion a safety first culture that reinforces Hecla's commitment to employee wellbeing Systems & Process Development * Assess current HR systems and processes; design and implement a modernization roadmap * Evaluate, select, and deploy HR technology solutions (HRIS, talent management, analytics) appropriate for a multi-site mining operation * Establish scalable HR processes, policies, and governance frameworks * Build HR analytics and reporting capabilities to enable data-driven decision making Talent & Culture * Lead talent acquisition, development, and retention strategies in competitive labor markets * Oversee compensation, benefits, and total rewards programs to ensure market competitiveness * Drive leadership development and succession planning across the organization * Foster an inclusive, high performance culture that attracts and retains top talent Labor Relations & Compliance * Oversee labor relations in a unionized environment * Ensure compliance with employment laws and regulations across multiple jurisdictions (US, Canada) * Manage employee relations and workplace investigations Team Leadership * Build, develop, and lead a high performing HR team * Partner effectively with site-based HR professionals across all operations Qualifications Required * 15+ years of progressive HR leadership experience, with at least 5 years in a senior HR leadership role * Experience in mining, natural resources, or heavy industry with multi-site, unionized operations * Demonstrated success implementing HR systems and process improvements * Strong analytical capabilities with experience leveraging HR data and metrics * Proven ability to operate both strategically and tactically in a lean organization * Experience with labor relations and collective bargaining * Knowledge of US and Canadian employment law and regulatory requirements * Bachelor's degree in Human Resources, Business Administration, or related field Preferred * Experience supporting organizational transformation or turnaround initiatives * Familiarity with HR technology platforms and implementation * SHRM-SCP, SPHR, or CHRL designation * Graduate degree in HR, Business, or related discipline * Experience with due diligence engagements and acquisitions * Experience in publicly traded companies Personal Attributes * Strategic thinker who can translate business objectives into HR priorities * Strong interpersonal skills with the ability to build relationships at all levels * Collaborative leadership style with executive presence * Comfortable with ambiguity and building in an evolving environment * Results oriented with a bias for action * High integrity and sound judgment Compensation Hecla offers a competitive compensation package including base salary, annual incentive, long term equity incentives, and comprehensive benefits.

Job DescriptionSince 1987, the team at Cafe Valley has baked muffins, cakes, cupcakes, turnovers, croissants, and newly added scones for our customers throughout North and South America. Our products are made with high-quality ingredients and crafted with care in our Phoenix, Arizona and Marion, Indiana bakeries. The Vice President of Human Resources serves as a strategic leader, driving the vision, strategy, and execution of all human resources initiatives across the organization and is an integral member of the Leadership Team. This role oversees all aspects of HR operations-including talent acquisition, employee engagement, employee relations, compliance, training, and culture-building-ensuring alignment with business goals. The VP will partner closely with senior leadership and operations management to create a high-performance, values driven workplace that supports both people and organizational success. ResponsibilitiesStrategic Leadership Serve as a trusted advisor to senior leadership, aligning HR strategy with overall business objectives. Co-own the Candidate-to-Employee Lifecycle program with plant management, ensuring best-in-class talent acquisition, onboarding, and retention practices. Lead organizational development, training, and succession planning initiatives to drive engagement and long-term performance. Policy, Compliance & Risk Management Ensure company policies remain compliant, relevant, and aligned with organizational culture. Oversee ADA accommodation requests, employee relations matters, and workplace investigations with discretion and fairness. Maintain compliance with all federal, state, and local employment laws (EEO, ADA, FMLA, OSHA, DOL, workers' compensation, unemployment, ACA). Partner with the Director of Safety to mitigate risk and improve EMOD ratings. Employee Experience & Culture Foster a culture of respect, collaboration, and accountability. Recommend and implement employee engagement strategies that enhance morale and productivity. Lead social responsibility audits and initiatives to strengthen the company's community and customer reputation. Operational Excellence Manage HRIS, payroll, and timekeeping systems to ensure data integrity and efficiency. Develop and manage the HR budget, optimizing resources and vendor relationships. Performance & Development Lead annual performance review, merit increase, and compensation planning processes. Champion training programs that deliver measurable ROI and support career growth. Additional Leadership Duties Resolve HR technology challenges and drive system enhancements. Perform other duties aligned with business needs and objectives. Consistent attendance is required. Occasional travel as needed. Develop budget and manage expenses. Required SkillsQualifications Required Bachelor's degree in Human Resources Management, Industrial Relations, Business Administration or related field: Master's degree highly preferred. 10+ years of progressive HR leadership experience, with proven success managing multi-functional HR teams. Significant HR leadership experience in a manufacturing environment with 1,500+ employees. Ability to perform multiple tasks in a complex, highly regulated environment. Strong MS Office skills to include Excel, Word, PowerPoint, and Outlook. HR Certification (SPHR/SHRM-SCP) highly preferred. Bilingual English/Spanish preferred. Skills & Competencies Strategic thinker with the ability to execute in a fast-paced, high-change environment. Deep knowledge of modern HR principles, employment law, and best practices. Experience implementing continuous process improvement in HR functions. Proven ability to build and inspire high-performing teams and foster a positive company culture. Exceptional interpersonal, influencing, and relationship-building skills at all organizational levels. Expertise with HRIS systems including serving as a system security master. Demonstrated ability to manage multiple priorities in a complex, highly regulated environment. Strong math aptitude, budget development, and expense management skills.

This opportunity is located within our AFB International business, the global science and technology leader in pet food palatability. We develop and produce a full range of liquid and dry palatability enhancers using high-quality ingredients proven to optimize companion animal response and consumption. Click here to learn more. Job Description About AFB International: AFB International is a global leader in pet food palatability, partnering with manufacturers to develop high-performance palatants that make food, treats, and supplements taste great for dogs and cats. With headquarters in St. Charles, Missouri, and facilities across North America, Europe, Latin America, and Asia Pacific, AFB combines scientific rigor with technical excellence to serve a diverse customer base. A subsidiary of Ensign-Bickford Industries, a long-standing privately held company with a diversified portfolio spanning science, technology, and manufacturing, AFB is also a dynamic, growth-oriented organization committed to operational excellence across global markets. We are seeking a transformative, high-energy HR leader to drive our people strategy, strengthen our culture of performance and innovation, and support our continued global growth. Role Summary: The Vice President of Human Resources will serve as a strategic business leader of the executive team, shaping and executing HR initiatives that enhance organizational performance, leadership development, and workforce engagement. The ideal candidate combines executive presence, business acumen, and an action-oriented mindset to accelerate strategy implementation, foster continuous improvement, and optimize talent across the enterprise. Key Responsibilities: Define and execute HR strategies that drive measurable business outcomes and support long-term growth. Lead programs across talent acquisition, leadership development, organizational design, succession planning, and M&A HR integration. Be a steward of our unique culture, operating system (EBOS) and Core Values. Act as a trusted and integral part of High Performing Leadership Team. Leverage HR analytics and key performance metrics (Time-to-Fill, Engagement Scores, Attrition, Succession White Space) to inform decisions, measure ROI, and elevate accountability. Champion continuous improvement initiatives in alignment with Core Value Drivers (Internal Fill Rate, Retention, On-Time Delivery & Quality, CAGR, OMX Expansion). Build and mentor high-performing HR and leadership teams to ensure sustainable organizational success. Qualifications & Experience: Senior HR executive with 7+ years of leadership experience at the Senior Director or VP level, ideally having led HR strategy for a $500M+ organization. Bachelor's degree in Human Resources or a related field; Preferred - Master's degree (MBA or Human Resources Management). Multi-industry and/or multi-business experience within continuous improvement environments Proven practitioner of structured problem-solving and continuous improvement methodologies, with a track record of addressing complex business challenges and driving measurable results. Strong global HR perspective, ideally managing teams across regions such as EU, Thailand, Brazil, or comparable markets. Exceptional business acumen, with the ability to translate operational needs into workforce strategies that deliver measurable business impact. High-energy, entrepreneurial leader with executive presence, unquestioned integrity, and a highly collaborative mindset. Why Join AFB International: Lead HR at a global, science-driven organization with a mission to make pet food and supplements taste great for pets worldwide. Shape organizational strategy and culture while partnering directly with senior executives. Drive initiatives that directly impact talent, performance, and long-term business success. Thrive in an innovative, high-energy, continuous improvement culture where your leadership will make a lasting impact. If you are a strategic, results-driven HR leader ready to make a meaningful impact in a global, growth-oriented organization, we encourage you to apply online and share your experience with us. AFB International is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to race, religion, color, sex, age, disability, sexual orientation, genetic information, national origin, or veteran status.

Director of Human Resources - Global Brands company - on site in Irvine - $130-170k plus bonus Our client is a fast growing, middle market company that represents some of the most respected brands in the world. This position is open due to growth and will report directly to the Vice President of Human Resources and will manage a small team. About The Role: Responsibilities include but are not limited to: HR Strategy/Planning: In partnership with the VP of Human Resources, develop and implement HR strategies aligned with the organization's goals. Mentor, inspire, facilitate professional development, training certification activities for HR team, act as backup to team as necessary. Training and Development: Identify training needs and coordinate development programs. Foster a culture of continuous learning. Employee Relations: Manage and address employee relations issues and ensure a positive work environment. Mediate and resolve conflicts between employees. Perform Workplace Investigations as needed. Performance Management: Design and implement performance management systems. Conduct performance reviews and provide feedback to employees. Compliance: Manage company compliance, stay informed about labor laws and regulations. Ensure HR policies and procedures comply with legal requirements. HR Policies and Procedures: Develop and update HR policies and procedures including employee handbook. Communicate policies to employees and ensure compliance. Lead continuous process improvement for efficiency. Benefits and Compensation: Administer employee benefits programs. Develop and manage compensation structures. Talent Acquisition and Management: Participate in talent acquisition processes, including interviewing and hiring as needed. HR Metrics and Reporting: Assist with key HR metrics. Generate reports to inform decision-making. Employee Wellness: Develop and implement wellness programs to support employee well-being. Address workplace health and safety concerns. Diversity and Inclusion: Promote diversity and inclusion initiatives within the organization. Qualifications, Skills, Experience: Education: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field Experience: Demonstrated success proven through steady career progression within varied HR roles for the last 7 - 12 years. Excellent verbal and written communication skills. Excellent 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. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite, HRIS, Payroll software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Skills: Strong leadership and communication skills. Knowledge of HR best practices and legal requirements. Ability to analyze data and make informed decisions. Strong computer technical skills with Microsoft Office products, HRIS and Payroll software. Enjoy working in a fast paced, high growth environment. Ability to work independently and as part of team. Professional, presentation skills a must. Certifications: Professional certifications such as SHRM-SCP or PHR, HRCI.

Full-time Description The Human Resource Director is responsible for developing, implementing, and governing an enterprise-wide human resources strategy across all U.S. and Mexico operations. This role has direct accountability for company-wide HR operations and provides strategic and functional leadership to HR teams supporting U.S. and Mexico manufacturing facilities, with execution in Mexico managed through a shelter organization. The Director oversees the full spectrum of human capital management, including talent acquisition, organizational development, total rewards, employee relations, payroll, performance management, compliance, workers' compensation, workforce planning, HR technologies, and safety programs. Additionally, the Director leads cultural and change-management initiatives designed to strengthen leadership capability, enhance employee engagement, and align people strategies with overall business objectives. As a key member of the leadership team, the Director partners with executive and operational leaders to ensure HR programs supports scalable growth, mitigate organizational and legal risk, and foster a positive, high-performance culture across a multi-location, cross-border manufacturing environment. The Director ensures compliance with federal, state, and local employment regulations in the United States and partners with the shelter organization to ensure adherence to applicable Mexican labor requirements. Job Responsibilities: Leads enterprise HR strategy, systems, and initiatives that align with business and operational goals across all U.S. and Mexico operations Partners with executive and operational leadership to plan workforce needs, succession planning, and organizational design that support scalable growth Develops HR strategy for Mexico operations and ensures effective implementation through the shelter organization. Directly oversees the Mexico Organizational Development team, driving culture, leadership development, talent management, training, and employee engagement initiatives. Oversees and supports HR teams in U.S. manufacturing facilities, ensuring consistent application of policies, performance management, training, and compliance. Builds programs that support talent acquisition, training, safety, total rewards, and culture across diverse U.S. and Mexican environments. Advises leaders regarding employee relations, discipline, grievances, investigations, and workplace concerns, ensuring a consistent and fair approach. Creates communication strategies and drives employee experience initiatives that support a positive, value-aligned culture across multiple regions. Ensures compliance with federal, state, and local employment regulations in the United States and partners with the shelter organization to meet Mexican labor requirements. Develops and maintains policies, controls, and practices that mitigate organizational, legal, and operational risk. Oversees compensation and benefits strategy and administration, including payroll coordination and cross-border alignment. Leads HR operations supporting recordkeeping, audit readiness, personnel management, workforce planning, and HR technology systems. Monitors HR metrics and KPIs to assess performance, guide decision-making, and support continuous improvement. Requirements Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required; Master's degree preferred. Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred. 10+ years of progressive HR leadership experience with responsibility for multi-site operations; manufacturing environment experience preferred. Demonstrated experience overseeing HR strategy and operations across U.S. and Mexico or other cross-border environments; prior experience working with shelter organizations highly preferred. Expertise in U.S. federal and state employment laws (FLSA, FMLA, EEO, ADA, OSHA, etc.); working knowledge of Mexican labor law, IMSS, INFONAVIT, and NOM standards preferred. Proven success leading enterprise HR functions including talent acquisition, organizational development, succession planning, compensation & benefits, payroll, safety programs, and employee relations. Strong track record in cultural and change-management leadership, including building engagement and developing leadership capability across diverse teams. Experience overseeing compensation and total rewards programs, including payroll administration and cross-country pay practices. Demonstrated ability to lead and develop HR teams across multiple locations, including matrixed or indirect reporting relationships. Bilingual-English and Spanish-highly preferred due to Mexico operational oversight. Proficiency with HRIS and HR technology platforms; experience with data-driven HR analytics, reporting, and KPI tracking. Excellent communication, collaboration, coaching, conflict-resolution, and relationship-building skills with the ability to influence executives and frontline leaders. Ability to operate effectively in a fast-paced, results-oriented environment with competing priorities and cultural diversity. High level of integrity, confidentiality, sound judgment, and commitment to ethical HR practices. Salary Description $145,000 to $189,000 Annually

Work Mode: Onsite Opportunity The Director-Human Resources, KBA is responsible for partnering with multiple Executive leaders and directing a team of HRBPs to provide solutions, thought partnership and business talent strategies for the Marketing, Customer Experience and Category teams. The Director-Human Resources, KBA will develop and deliver key HR programs, best practices, and people solutions to the business. The Director-Human Resources will provide strategic consultation and coaching to Executive leaders on organizational issues that contribute to the growth of the business and the team. Key Responsibilities Create and execute world-class talent strategies which produce desired results * Develops HR plan to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensures the organization has suitable access to talent to ensure future business growth and success. * Use data and other evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, achieve buy-in from Executive leaders, and execute those plans to deliver measurable results. * Deliver effective succession planning: Develop HR plans to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensure the organization has suitable access to talent to ensure future business growth and success. * Support, develop, engage, and retain talent by creating, implementing, and maintaining talent management solutions (engagement, succession planning, learning and development, assessment, planning). * Create an experience-based talent culture in aspects of talent attraction, development, improving organizational health, and driving high performance culture. * Drive diversity, equity, and inclusion strategies to embrace applicants and associates of all backgrounds and to support the full development and high performance of all associates in an inclusive environment. Deliver world-class executive coaching and communication * Practice radical candor, crucial conversations, and other coaching techniques to engage leadership, manage change, and drive results. * Advance talent and culture initiatives through consultation and relationship building while ensuring alignment to enterprise strategies. * Analyze results, prepare communication and associate engagement plans, and drive improvement. * Develop strategies to address organizational change and related change management issues. * Establish and maintain strong relationships of trust to foster transparency, open and honest two-way communication, and collaboration. Grow and develop a world-class HRBP team * Lead a team of 2-3 HR Business Partners, developing their skills, and growing each professionally. * Effectively partner with other HR Business Partners and HR Generalists across the region to form a world-class HRBP team. * Expertly collaborate with Centers of Excellence and Enterprise HR to form a world-class HR team. Skills/Requirements * Bachelor's degree required. MBA preferred. * 10 or more years of progressive HR experience, including proven abilities in leading best in class people strategies. * 2-3 years of people leadership experience preferred. * Experience leading, inspiring and developing a team of individual contributors * HR change agent who thrives in ambiguity, is flexible, and adaptable to change in a fast-paced environment. * Demonstrated ability to coach leaders, lead with radical candor, and manage crucial conversations. * Demonstrated ability to use data, reporting and anecdotal evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, and execute those plans to deliver measurable results. * Demonstrated ability to partner and collaborate across a global matrixed organization to optimize outcomes. * Strong executive communication and presentation skills to communicate across all levels of the organization globally. * Able and willing to travel across the US and Canada. Applicants must be authorized to work in the US without requiring sponsorship now or in the future. We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $159,900 - $254,000. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation. Why Choose Kohler? We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. About Us It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact *********************. Kohler Co. is an equal opportunity/affirmative action employer.

Job DescriptionDescription: Who Are We? We build products and relationships that last a lifetime! No, really, that's what we do. We are a successful family business with a long-term record of steady growth, and we are determined to accelerate our trajectory.? Our diverse team members who speak 22 languages are passionate about their company and their co-workers. ? Check out our website at?******************** We Are Not: Fancy - as manufacturers we believe practical, clean facilities are required to make quality products and retain the best team. Transactional - we have long-term relationships with our team members and most valuable customers. Satisfied - we celebrate achievement, then set our sights on new goals. What We're Looking For: As our Director of Human Resources, you'll shape the people strategy for our manufacturing and office teams, blending hands-on leadership with strategic vision. We are looking for someone who is: Passionate about manufacturing and supporting the people who build products. A player-coach who balances tactical tasks with strategic leadership. Experienced in working with or on a leadership team, driving HR strategy. Competitive, metrics-driven, and committed to winning as a team. Emotionally intelligent, patient, and collaborative, with a knack for building trust and having fun. Skilled in compensation systems, with ideas to improve pay-for-performance models. Knowledgeable about leadership vs. management and the value of both. Responsibilities: Strategic HR Leadership: Align HR objectives with business goals, collaborating with leadership to drive organizational success. Confidently provide candid feedback and challenge peers to elevate performance. Talent Development: Design and execute programs to transform junior employees into managers, fostering growth across production and office teams. Mentor high-potential employees to build a strong leadership pipeline. Management: Leverage performance systems to set goals, conduct reviews, and rank team members, driving career growth and accountability. Compensation & Benefits: Optimize pay-for-performance systems and manage self-insured health, dental, vision, and 401(k) plans. Partner with vendors to enhance benefits while controlling costs. Talent Acquisition: Oversee the recruiting process and understand metrics to improve hiring success. Policy & Compliance: Develop and maintain policies on hiring, terminations, affirmative action, PTO, and workplace safety, ensuring legal compliance and operational efficiency. Process Improvement: Streamline HR processes to enhance efficiency and employee experience. Requirements: 7+ years of progressive HR management experience in manufacturing or distribution organizations. Bachelor's degree in Human Resources or a related field. Master's degree preferred. SPHR / SHRM-CP a plus. Proficiency in Microsoft Office, including Outlook, PowerPoint and Excel. Experience with Paylocity a plus.

Director, Global HR Transformation BH Job ID: 3070 SF Job Req ID: 15226 Ingersoll Rand is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. Job title: Director, Global HR Transformation Location: United States (can be remote, but preference is for a candidate near our Davidson, NC headquarters). About Us Imagine a company with technology leadership of over 160 years, yet it operates with the energy of a startup. Ingersoll Rand has dedicated itself to Making Life Better for its employees, customers, shareholders, and planets. We produce innovative and mission-critical flow creation and life science technologies - from compressors to precision handling of liquids, gasses, and powers - to increase industrial productivity, efficiency, and sustainability. Supported by over 80+ brands, our products are used in various end-markets including life sciences, food and beverage, clean energy, industrial manufacturing, infrastructure, and more. Across the globe, we're driving growth with an entrepreneurial spirit and ownership mindset. Learn more at irco.com and join us to own your future. Job Overview: Ingersoll Rand, a company with ~$7B in annual revenue and 21,000 employees world-wide, is seeking a Director, Global HR Transformation who will conceptualize the strategic direction, gain necessary buy-in, develop effective plans, and own the successful execution of HR process and technology initiatives, while preparing for AI compatibility. This role requires a blend of HR Business Partner expertise, proficiency in HR systems, a true continuous improvement mind-set and related experience, and strong leadership capabilities to guide the organization through HR process and technology transformations, ensuring alignment with business objectives and maximizing a positive employee experience. Responsibilities: * Develop and articulate a clear vision for the future of HR technology, aligning it with the overall HR strategy and business goals. * Collaborate with HR colleagues and business stakeholders to develop and manage a comprehensive roadmap for HR process and technology transformation, outlining key initiatives, timelines, and resource allocation. * Utilizing effective program management skills, partner with the HRIS and IT teams on the implementation, improvement, and integration of new HR systems, ensuring seamless high quality data migration, system functionality, and alignment with standard work / HR processes. * Drive change management initiatives related to HR policy, process and technology adoption, including communication, training, and stakeholder engagement to ensure technology and processes are correctly utilized for maximum value for the company and its employees. * Lead efforts to fully define processes and policies that currently exist, and opportunities to drive standardization to the fully defined to-be state. Prioritize and with HR, COE and HRIS team members, create / improve standard work and retention practices to prepare for future AI implementation. * Lead the development / continuous improvement of case management processes and systems to enable high-quality, efficient transmission of requests from HR, Managers, Employees and other stakeholders so that requests can be fulfilled and the organization can better understand demand on HR support, when, where, on what topics, etc. * Support IT and HRIS in managing HR Technology vendor relationships. * Define and track key performance indicators (KPIs) to measure the success of HR process and technology initiatives and demonstrate their impact on the business. * Collaborate with HR leaders, business stakeholders, and IT teams to ensure alignment and buy-in for HR technology initiatives. Partner with IT to ensure solutions match IR Data Security and IT Roadmap. Establish and enforce data governance policies and procedures to ensure data integrity, security, and compliance with relevant regulations. * Keep abreast of the latest HR technology trends and best practices, recommending innovative solutions to enhance HR capabilities. Requirements: * HR Expertise: 10+ years of progressive HR experience, 5+ years in HR transformation or HRIS leadership roles. * HRIS Proficiency: Strong experience with HRIS systems, including implementation, configuration, data management, and continuous improvement across HR systems and processes. * Leadership and Management: Proven ability to lead teams, manage projects, and influence stakeholders. * Communication and Change Management Expertise: Excellent communication, interpersonal, influencing and change management skills. * Analytical and Problem-Solving Skills: Ability to analyze data, identify trends, and develop effective solutions with a keen continuous improvement mind-set. * Strategic Thinking: Demonstrated ability to think strategically and develop long-term HR technology and process roadmaps. * Vendor Management: 3+ years experience managing HR technology vendors. * Project / Program Management: Strong project / program management skills, including planning, execution, and monitoring. * Education: Bachelor's degree from an accredited university Preferred Qualifications: * Experience with Success Factors * Strong proficiency in MS Excel * Experience with a large (Big Four) consulting firm in their Human Capital / HR practice * Advanced degree such as an MBA or Master's in HR At Ingersoll Rand, we embrace a culture of personal ownership - taking responsibility for our company, our communities, and our environment, as well as our individual health and well-being. Our comprehensive benefits package is designed to empower you with the tools and support necessary to take charge of your health, ensuring that together, we can continue to make life better. Our range of benefits includes health care options like medical and prescription plans, dental and vision coverage, as well as wellness programs. Additionally, we provide life insurance, a robust 401(k) plan, paid time off, and even an employee stock grant, among other offerings. These benefits are our commitment to you, so you can be your best at work and beyond. #LI-CF1 Ingersoll Rand Inc. (NYSE:IR), driven by an entrepreneurial spirit and ownership mindset, is dedicated to helping make life better for our employees, customers and communities. Customers lean on us for our technology-driven excellence in mission-critical flow creation and industrial solutions across 40+ respected brands where our products and services excel in the most complex and harsh conditions. Our employees develop customers for life through their daily commitment to expertise, productivity and efficiency. For more information, visit *************

Focused on the electrical, NSI Industries continues to outpace the industry in unprecedented growth. We are all about "Making Connections" and we know our future success depends on the collective talents and experiences of our people and their ability to come together for our customers and communities. With locations across North America, NSI has the size and breadth to provide opportunities to grow and develop. If you're looking for a dynamic, fast paced and growing workplace to continuously learn and thrive, we want to hear from you! The Director of Human Resources Total Rewards and Operations is a key strategic leader responsible for designing, implementing, and managing comprehensive total rewards programs and HR operational excellence across NSI Industries. This role oversees compensation, benefits, retirement plans, payroll, performance, HRIS, compliance, and acquisition integration, ensuring alignment with organizational goals and regulatory requirements. The position combines strategic vision with hands-on execution to deliver competitive, cost-effective, and compliant programs that attract, retain, and engage top talent. This role is located in our Huntersville, NC headquarters office and is a hybrid role. Responsibilities: Total Rewards Strategy & Execution • Develop and implement compensation strategies that align with business objectives and market competitiveness. • Conduct salary surveys, benchmarking, and pay equity analyses to ensure fair and competitive practices. • Oversee administration of health, dental, vision, life, disability, and retirement plans (DB & DC). • Manage annual merit, incentive, and bonus programs in partnership with HR and Finance. Benefits & Retirement • Lead benefits strategy, vendor management, and compliance for all employee benefit programs. • Ensure seamless administration of retirement plans, including compliance with ERISA, ACA, and other regulations. • Oversee leave programs and related policies (FMLA, STD, LTD). HR Operations & Compliance • Direct payroll operations to ensure accuracy, timeliness, taxes, and compliance with wage and hour laws. • Optimize HRIS (Workforce Now) functionality to support data integrity, reporting, and process automation. • Ensure compliance with federal and state regulations (EEO, ACA, 5500 filings, PBGC, etc.). • Develop and maintain policies and procedures that support operational efficiency and legal compliance. • Oversee Talent Management and Performance Management execution from a Workforce Now systems perspective. • Drive employee engagement through inclusive culture initiatives, feedback analysis, recognition programs, and transparent communication. • Lead change management efforts by creating clear plans, providing training, and advising leadership on readiness and risk mitigation. • Manage HR projects end-to-end, including planning, resource allocation, timeline tracking, and cross-functional collaboration to ensure successful delivery. Acquisition Integration • Provide leadership for HR integration during acquisitions or divestures, ensuring alignment of benefits, compensation, and HR systems. • Drive process harmonization and change management for acquired or divested entities. Analytics & Continuous Improvement • Establish KPIs and service metrics to monitor program effectiveness and operational performance. • Leverage data analytics to inform decision-making and identify opportunities for improvement. • Stay current on market trends and regulatory changes to maintain best-in-class practices. Leadership & Collaboration • Partner with HR leadership and business leaders to align total rewards and operational strategies with organizational goals. • Lead and mentor HR operations team members, fostering a culture of accountability and excellence. Requirements: • Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree or certification (e.g., CCP, CEBS) preferred. • 8+ years of progressive HR experience with a focus on total rewards and HR operations. • Expertise in compensation design, benefits administration, performance management, payroll, and very strong HRIS systems experience with ADP Workforce Now. • Strong knowledge of federal and state employment laws and compliance requirements. • Proven ability to lead complex projects, manage multiple priorities, and deliver results. • Exceptional analytical, communication, and leadership skills _______________ _ _ _ _ _ _ Benefits: NSI Industries offers a competitive salary, performance-based and attendance bonuses for certain roles. We offer health, dental, and vision insurance. Retirement savings plan with company match. Paid holiday time off and vacation. EEO employer M/F/D/V: NSI Industries is an equal opportunity employer and, as such, affirms in policy and practice its commitment to recruit, hire, train, and promote, in all job classifications, without regard to race, color, creed, religion, sex, gender, age, national origin, marital status, sexual orientation, gender identity, gender expression, citizenship, eligible veteran status, disability, or any other status protected by law. Reasonable Accommodation: NSI Industries is committed to providing reasonable accommodation for qualified individuals with disabilities. If you require assistance or accommodation during the application process, please contact your Recruiter for assistance. We comply with federal and state disability laws and make reasonable accommodation for applicants and employees with disabilities to ensure equal employment opportunities. Physical Work Requirements: Many roles at NSI Industries require physical activities where the employee must occasionally lift and/or move items or require specific vision abilities. Drug Free Workplace: NSI Industries maintains a drug-free workplace and requires all employees to complete and pass a pre-employment drug screen and background check.

Job DescriptionFocused on the electrical, NSI Industries continues to outpace the industry in unprecedented growth. We are all about "Making Connections" and we know our future success depends on the collective talents and experiences of our people and their ability to come together for our customers and communities. With locations across North America, NSI has the size and breadth to provide opportunities to grow and develop. If you're looking for a dynamic, fast paced and growing workplace to continuously learn and thrive, we want to hear from you! The Director of Human Resources Total Rewards and Operations is a key strategic leader responsible for designing, implementing, and managing comprehensive total rewards programs and HR operational excellence across NSI Industries. This role oversees compensation, benefits, retirement plans, payroll, performance, HRIS, compliance, and acquisition integration, ensuring alignment with organizational goals and regulatory requirements. The position combines strategic vision with hands-on execution to deliver competitive, cost-effective, and compliant programs that attract, retain, and engage top talent. This role is located in our Huntersville, NC headquarters office and is a hybrid role. Responsibilities: Total Rewards Strategy & Execution • Develop and implement compensation strategies that align with business objectives and market competitiveness. • Conduct salary surveys, benchmarking, and pay equity analyses to ensure fair and competitive practices. • Oversee administration of health, dental, vision, life, disability, and retirement plans (DB & DC). • Manage annual merit, incentive, and bonus programs in partnership with HR and Finance. Benefits & Retirement • Lead benefits strategy, vendor management, and compliance for all employee benefit programs. • Ensure seamless administration of retirement plans, including compliance with ERISA, ACA, and other regulations. • Oversee leave programs and related policies (FMLA, STD, LTD). HR Operations & Compliance • Direct payroll operations to ensure accuracy, timeliness, taxes, and compliance with wage and hour laws. • Optimize HRIS (Workforce Now) functionality to support data integrity, reporting, and process automation. • Ensure compliance with federal and state regulations (EEO, ACA, 5500 filings, PBGC, etc.). • Develop and maintain policies and procedures that support operational efficiency and legal compliance. • Oversee Talent Management and Performance Management execution from a Workforce Now systems perspective. • Drive employee engagement through inclusive culture initiatives, feedback analysis, recognition programs, and transparent communication. • Lead change management efforts by creating clear plans, providing training, and advising leadership on readiness and risk mitigation. • Manage HR projects end-to-end, including planning, resource allocation, timeline tracking, and cross-functional collaboration to ensure successful delivery. Acquisition Integration • Provide leadership for HR integration during acquisitions or divestures, ensuring alignment of benefits, compensation, and HR systems. • Drive process harmonization and change management for acquired or divested entities. Analytics & Continuous Improvement • Establish KPIs and service metrics to monitor program effectiveness and operational performance. • Leverage data analytics to inform decision-making and identify opportunities for improvement. • Stay current on market trends and regulatory changes to maintain best-in-class practices. Leadership & Collaboration • Partner with HR leadership and business leaders to align total rewards and operational strategies with organizational goals. • Lead and mentor HR operations team members, fostering a culture of accountability and excellence. Requirements: • Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree or certification (e.g., CCP, CEBS) preferred. • 8+ years of progressive HR experience with a focus on total rewards and HR operations. • Expertise in compensation design, benefits administration, performance management, payroll, and very strong HRIS systems experience with ADP Workforce Now. • Strong knowledge of federal and state employment laws and compliance requirements. • Proven ability to lead complex projects, manage multiple priorities, and deliver results. • Exceptional analytical, communication, and leadership skills _______________ _ _ _ _ _ _ Benefits: NSI Industries offers a competitive salary, performance-based and attendance bonuses for certain roles. We offer health, dental, and vision insurance. Retirement savings plan with company match. Paid holiday time off and vacation. EEO employer M/F/D/V: NSI Industries is an equal opportunity employer and, as such, affirms in policy and practice its commitment to recruit, hire, train, and promote, in all job classifications, without regard to race, color, creed, religion, sex, gender, age, national origin, marital status, sexual orientation, gender identity, gender expression, citizenship, eligible veteran status, disability, or any other status protected by law. Reasonable Accommodation: NSI Industries is committed to providing reasonable accommodation for qualified individuals with disabilities. If you require assistance or accommodation during the application process, please contact your Recruiter for assistance. We comply with federal and state disability laws and make reasonable accommodation for applicants and employees with disabilities to ensure equal employment opportunities. Physical Work Requirements: Many roles at NSI Industries require physical activities where the employee must occasionally lift and/or move items or require specific vision abilities. Drug Free Workplace: NSI Industries maintains a drug-free workplace and requires all employees to complete and pass a pre-employment drug screen and background check. Powered by JazzHR eAPoF4NKp2

Job DescriptionSalary: Now Hiring: Human Resources Director Monroe Manor Where Care and Community Come Together At Monroe Manor, we believe in building more than a workplace we build a community of care, compassion, and excellence. As our facility continues to grow and evolve, were seeking a dedicated Human Resources Director to join our leadership team and help shape the heart of our organization: our people. About the Role: The HR Director will lead all aspects of human resources, including recruitment, onboarding, training, compliance, employee relations, and workforce development. This position plays a pivotal role in fostering a positive culture built on respect, accountability, and teamwork within our senior care community. Key Responsibilities: Lead recruitment and hiring efforts for both clinical and non-clinical roles. Manage employee relations with professionalism, discretion, and empathy. Oversee payroll, benefits administration, and compliance with state and federal regulations. Develop and implement policies that promote employee engagement and retention. Collaborate closely with administration to ensure staff alignment with Monroe Manors mission and values. Support ongoing education, training, and professional development initiatives. Qualifications: Bachelors degree in Human Resources, Business Administration, or related field (required). Minimum of 3 years of HR management experience, preferably in healthcare or senior care. Strong understanding of employment law, HR best practices, and compliance standards. Exceptional communication, leadership, and problem-solving skills. Compassionate and people-focused approach to leadership. Why Join Monroe Manor? Be part of a mission-driven community dedicated to dignity and care. Supportive leadership and a collaborative team culture. Competitive salary and benefits package. Opportunity to make a genuine impact in the lives of others every day.

Now Hiring: Human Resources Director Monroe Manor - Where Care and Community Come Together At Monroe Manor, we believe in building more than a workplace - we build a community of care, compassion, and excellence. As our facility continues to grow and evolve, we're seeking a dedicated Human Resources Director to join our leadership team and help shape the heart of our organization: our people. About the Role: The HR Director will lead all aspects of human resources, including recruitment, onboarding, training, compliance, employee relations, and workforce development. This position plays a pivotal role in fostering a positive culture built on respect, accountability, and teamwork within our senior care community. Key Responsibilities: • Lead recruitment and hiring efforts for both clinical and non-clinical roles. • Manage employee relations with professionalism, discretion, and empathy. • Oversee payroll, benefits administration, and compliance with state and federal regulations. • Develop and implement policies that promote employee engagement and retention. • Collaborate closely with administration to ensure staff alignment with Monroe Manor's mission and values. • Support ongoing education, training, and professional development initiatives. Qualifications: • Bachelor's degree in Human Resources, Business Administration, or related field (required). • Minimum of 3 years of HR management experience, preferably in healthcare or senior care. • Strong understanding of employment law, HR best practices, and compliance standards. • Exceptional communication, leadership, and problem-solving skills. • Compassionate and people-focused approach to leadership. Why Join Monroe Manor? • Be part of a mission-driven community dedicated to dignity and care. • Supportive leadership and a collaborative team culture. • Competitive salary and benefits package. • Opportunity to make a genuine impact in the lives of others every day.

USC Credit Union is seeking an experienced, people-centered Vice President of Human Resources to join our team. This part-time, onsite role will work three days per week and reports directly to the CEO. The VP of HR will oversee a broad and complex HR function supporting staff, student workers, and managers across multiple departments. This executive leader will be responsible for delivering high-quality HR services, including recruitment, employee and labor relations, total rewards management, training and development, workforce planning, workers' compensation, disability coordination, and HRIS management. The VP will design and enhance internal HR programs, collaborate closely with USC's central HR partners, and cultivate a workplace culture that reflects USC Credit Union's values and aligns with the USC Code of Ethics. Responsibilities include, but are not limited to: Manages operations and staff involved in the administration and delivery of payroll and personnel programs and services. Develops and coordinates programs and services with appropriate university offices, e.g., payroll, personnel services, provost, and general counsel. Hires, trains and supervises staff who are involved in payroll processing and in design and delivery of specialized personnel services such as training and employment. Schedules, prioritizes and assigns work. Assesses performance and provides feedback. Counsels or disciplines as required. Develops plans and goals related to equal opportunity activities and/or programs. Maintains statistics necessary to monitor effectiveness of programs. Interacts with the university equal opportunity office to provide information and assist in researching complaints. Coordinates recruitment and placement activities. Opens positions. Interviews, assesses qualifications and skills, and refers to hiring unit. Coordinates design and placement of employment advertising. Interacts with the university employment office and external agencies to increase applicant flow. Assists managers and supervisors with staff salary administration. Advises on new hire salaries, salary adjustments, and reclassifications and promotions. Assists in developing job descriptions. Ensures classification and salary practices are consistent with university policy. Participates in and analyzes surveys and makes appropriate recommendations. Works with management to project current and future staffing needs. Develops short and long-range strategic plans for effective recruitment, development and staff utilization. Establishes and maintains planning, control and reporting activities. Analyzes and determines training needs. Identifies or develops programs to meet staff training requirements in the areas of management development, skills training, on-the-job training and employee orientation (as a supplement to the university's staff orientation program). Assists in the internal resolution of employee grievances. Provides information and assistance to the university employee relations office to facilitate grievance resolution. Oversees the departmental interface and administration of collective bargaining agreements and grievance procedures. Interacts with the benefits, disability and worker's compensation offices to distribute benefit information and submit required documentation. Provides research and background information to facilitate administration and delivery of employee benefits. Directs the maintenance and processing of confidential employee records and files. Designs, develops and maintains a personnel information system which complements the university system. Generates reports for monitoring and performs trend analyses. Encourages a workplace culture where all employees are valued, value others and have the opportunity to contribute through their ideas, words and actions, in accordance with the USC Code of Ethics The ideal candidate will have: Bachelor's degree required; combination of education and experience may substitute for degree. 3-5 years of progressive HR experience, preferably in a university or similar environment. Strong generalist knowledge across HR functions, including recruitment, compensation, employee relations, training, disability, and workers' compensation. Experience with payroll and personnel processes in a complex environment. Excellent interpersonal, organizational, critical-thinking, and communication skills. Ability to exercise sound judgment, maintain confidentiality, and work collaboratively with diverse groups. Proficiency with HRIS, digital tools, and office software. Preferred Certifications (not required): PHR, SPHR SHRM-CP, SHRM-SCP Compensation: The salary range for this position is $95,000 to $110,000. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations. Why USC Credit Union is a great place to work: Medical through USC Network: ********************************** Dental: ********************************* Vision: ********************************* Dependent Care and Health Care Flexible Spending Accounts (FSAs): ******************************* Retirement with up to 10% employer contributions: ********************************************************* Tuition reimbursement: ******************************************* Paid Time Off (PTO) including, up to 24 vacation days (based on tenure), 12 sick days, 9 paid holidays, 1 paid personal day, 4 paid winter recess days, paid bereavement, and paid jury duty: *********************************** Life and voluntary insurance benefits: ********************************************* WorkWell Center that provides programs, resources, and services to benefits-eligible staff and their dependents, that help them thrive in all areas of work-life wellness: ************************* Other generous perks and discounts: ******************************** Fight On! Manages a varied and complex human resources function for a large number of employees (staff, students and/or faculty) in a division, auxiliary department or school. Human resources functions include recruitment, equal opportunity, salary administration, staff planning, training, employee relations, labor relations, disability, workers' compensation, personnel records and information systems. Develops distinct but complementary internal programs and services and coordinates these with university payroll and staff offices. Reports directly to a dean or director. USC 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, protected veteran status, disability, or any other characteristic protected by law or USC policy. USC observes affirmative action obligations consistent with state and federal law. USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations, including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance, and with due consideration for patient and student safety. Please refer to the Background Screening Policy Appendix D for specific employment screen implications for the position for which you are applying. We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at **************, or by email at *************. Inquiries will be treated as confidential to the extent permitted by law. Notice of Non-discrimination Employment Equity Read USC's Clery Act Annual Security Report USC is a smoke-free environment Digital Accessibility If you are a current USC employee, please apply to this USC job posting in Workday by copying and pasting this link into your browser: *************************************************************