Human Resources Manager jobs at Benedictine Health System - 208 jobs

We are the ones… That care about our residents, our associates, our community Benedictine Health Care Minneapolis is proud of our diversity of staff and our staff retention rates. We work hard to assure that our staff feels empowered, uplifted, and worthy every day. We provide excellent specialized care to our residents and we volunteer throughout our community to provide support and assistance to our neighbors. We are a 95 bed long term care facility located near downtown Minneapolis. We are part of the Benedictine Health System family serving compassionate, quality care with special concern for the underserved and those in need. Job Description Responsibilities include: Participate with management team in developing and implementing strategic goals of the organization. Point of contact for associates, answer questions, resolve issues and address concerns. Manage the employee performance system including performance reviews, correction, rewards. Oversee benefit program, manage open enrollment, new hire, and status change processes. Provide interpretation on policy, procedure and handbook. Complete recruiting functions including job postings, interviews, extending job offers. Conduct new employee orientation. Assure compliance in all aspects of HR practice. Manage the workers' compensation program. Oversees front desk operation. Qualifications Required qualifications Minimum two year degree 3 - 5 years of experience in human resources, benefits and payroll Knowledge of HRIS systems Preferred qualifications 4 year degree in Human Resources or related field in health care Professional in Human Resources Certification (PHR or SPHR) Additional Information We have a full time job opportunity and offer medical,dental, STD, LTD, life insurance, 401 K with a match and a generous PTO plan. To apply visit our website at ****************************** EOE/AA

A technology leader in geospatial intelligence is seeking a TS/SCI cleared Human Geography Analyst to join their team. The role emphasizes production of human geography products and the utilization of GIS techniques. Applicants should have a minimum of 5 years of experience and be proficient in data management and GIS tools. This position offers a salary range of $73,450 to $132,775 and provides a dynamic work environment with opportunities for professional growth. #J-18808-Ljbffr

This is where your work makes a difference. At Baxter, we believe every person-regardless of who they are or where they are from-deserves a chance to live a healthy life. It was our founding belief in 1931 and continues to be our guiding principle. We are redefining healthcare delivery to make a greater impact today, tomorrow, and beyond. Our Baxter colleagues are united by our Mission to Save and Sustain Lives. Together, our community is driven by a culture of courage, trust, and collaboration. Every individual is empowered to take ownership and make a meaningful impact. We strive for efficient and effective operations, and we hold each other accountable for delivering exceptional results. Here, you will find more than just a job-you will find purpose and pride. Your role at Baxter: The Manager, Health & Welfare Benefits and Leaves will lead the design, implementation, administration, surveys, and special projects for benefit plans and leave programs for the US and Puerto Rico. The focus of this role will be overseeing leave of absence design and administration. This role will report to the Assoc Director, HR Benefits. What you'll be doing: Responsible for design and administration of the organizations' health and welfare plans and leave programs, including vendor management, data integrity and issue resolution. Ensure compliance of the company's benefit programs, including FMLA, state and local paid leave programs, HIPAA, ACA, Plan 5500 filings, etc. Review and analyze program data, market trends, and business input to identify areas for improvement and recommend plan changes. Lead development and implementation of plan design. Communicate ongoing, changed, and new benefit designs. Manage external vendors, including defining requirements, ensuring the transmittal of accurate and timely data to and from vendors. Monitor benefits to ensure compliance and competitiveness. Monitor day-to-day administration ensuring that benefits are delivered as designed and plan issues are resolved on a timely basis. Resolve employee questions and problems by interpreting benefit policies and procedures. Collaborate with internal and external partners to achieve results. Provide Global Benefits support as needed. Review new/revised benefit plans and benefits proposals in accordance with global benefit guidelines. Maintain broad based knowledge of benefits offered, costs, market practices and legal requirements. Oversee global benefits cost and design database. Provide Mergers, Acquisitions & Divestitures benefits support. What you'll bring: 5+ years of related benefit plan experience. Bachelor's degree in business/HR discipline. Prior benefits, leave and vendor management experience required HCM and Workday experience preferred, but not required Advanced technical knowledge of benefit plans, including ERISA, FMLA, COBRA, and other relevant laws. Strong financial, analytical, and decision-making skills. Critical thinking and business acumen. Strong project management and presentation skills including a history of leading and driving projects to completion. Advanced communication, influencing, relationship management, and negotiation skills. Ability to operate in a global matrix environment. Strong relationship management. Proven ability to build relationships and collaborate across the organization. What you'll bring: 5+ years of related benefit plan experience. Bachelor's degree in business/HR discipline. Prior benefits, leave and vendor management experience required HCM and Workday experience preferred, but not required Baxter is committed to supporting the needs for flexibility in the workplace. We do so through our flexible workplace policy which includes a required minimum number of days a week onsite. This policy provides the benefits of connecting and collaborating in-person in support of our Mission. The flexible workplace policy is subject to local laws and legal requirements. At its discretion, Baxter may decide to adjust, suspend, or discontinue as business needs change. We understand compensation is an important factor as you consider the next step in your career. At Baxter, we are committed to equitable pay for all employees, and we strive to be more transparent with our pay practices. The estimated salary range for this position is $112,000 - $154,000. The estimated range is meant to reflect an anticipated rate range for the position. We may pay more or less than of the anticipated range based upon market data and other factors, all of which are subject to change. Individual pay is based on upon location, skills and expertise, experience, and other relevant factors. Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time. US Benefits at Baxter (except for Puerto Rico) This is where your well-being matters. Baxter offers comprehensive compensation and benefits packages for eligible roles. Our health and well-being benefits include medical and dental coverage that start on day one, as well as insurance coverage for basic life, accident, short-term and long-term disability, and business travel accident insurance. Financial and retirement benefits include the Employee Stock Purchase Plan (ESPP), with the ability to purchase company stock at a discount, and the 401(k) Retirement Savings Plan (RSP), with options for employee contributions and company matching. We also offer Flexible Spending Accounts, educational assistance programs, and time-off benefits such as paid holidays, paid time off ranging from 20 to 35 days based on length of service, family and medical leaves of absence, and paid parental leave. Additional benefits include commuting benefits, the Employee Discount Program, the Employee Assistance Program (EAP), and childcare benefits. Join us and enjoy the competitive compensation and benefits we offer to our employees. For additional information regarding Baxter US Benefits, please speak with your recruiter or visit our Benefits site: Benefits | Baxter Equal Employment Opportunity Baxter is an equal opportunity employer. Baxter evaluates qualified applicants without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity or expression, protected veteran status, disability/handicap status or any other legally protected characteristic. Know Your Rights: Workplace Discrimination is Illegal Reasonable Accommodations Baxter is committed to working with and providing reasonable accommodations to individuals with disabilities globally. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the application or interview process, please click on the link here and let us know the nature of your request along with your contact information. Recruitment Fraud Notice Baxter has discovered incidents of employment scams, where fraudulent parties pose as Baxter employees, recruiters, or other agents, and engage with online job seekers in an attempt to steal personal and/or financial information. To learn how you can protect yourself, review our Recruitment Fraud Notice.

After spending 14 years in healthcare, I finally found my home with Arrow Senior Living. Its home-like environment is not just for the residents but for the team members as well. From day one you embrace the corevalues, and you see how they impact residents quality of life. Arrow is a great company to grow with-it promotes within and the employee appreciation, incentives, and benefits are just a bonus on top of making residents and team members smile. I have become lifelong friends with this team, and I can happily say I love my job and enjoy coming to work. -Arrow Team Member Position- Business Office Director Position Type- Full Time Location: Blue Springs, Missouri Salary Range-$55,000-$65,000 Shift Schedule- Monday-Friday 8am-5pm Manager on Duty Weekend Rotation 10am-2pm Come join our team at The Parkway Senior Living located at 550 NE Napoleon Dr. Blue Springs, Missouri 64014! We are looking for someone (like you): Put the Human in Human Resources: Direct and maintain secure confidential human relations systems for the community all while providing first-class customer service. Be a Hiring Hero: Responsible for grassroots recruitment efforts as well as working with Recruitment and department heads to find the best possible talent for open employment positions while ensuring compliance throughout the hiring process. Be A Radical Resource: Provide oversight, training, and encouragement to all levels of staffing at the community while setting an example each day of Arrows core values. What are we looking for? You must be at least eighteen (18) years of age. You shall have a high school diploma, or equivalent. Experience in human resources management, including payroll and employee training. Able to read, write, understand, and communicate in English at a minimum of 12th grade proficiency. You will possess clear verbal and written communication skills. Able to follow written and verbal directions and apply practical solving skills if needed. You will have a positive and energetic attitude. You must be professional in appearance and conduct. You can follow written and verbal directions and apply practical solving skills if needed. You must be comfortable sitting at a desk between four and six hours a day, as this position is sedentary. You must have the ability to frequently lift and/or move items up to 25 pounds. You must be criminally cleared. Be in good health and physically and mentally capable of performing assigned tasks. Good physical health shall be verified by a health screening performed by a physician not more than six (6) months prior to or seven (7) days following employment. Must test free from pulmonary tuberculosis at time of health screening. Employment Benefits (We value our benefits): Company Match 401(k) with 100% match up to the first 3% and fully vested upon enrollment. Medical, Dental, Vision insurance (1st of the month following 60 days of employment-Full Time) Disability insurance (Full Time) Employee assistance program Weekly Employee Recognition Program Life insurance (Full Time) Paid time off (Full Time employees accrue up to 115 hours each year and Part Time accrue up to 30 hours each year) Tuition Reimbursement (after 90 days for FT AND PT employees) Employee Referral Program (FT, PT, and PRN) Complimentary meal each shift (FT, PT, and PRN) Daily Pay Option Direct Deposit Did we mention that we PROMOTE FROM WITHIN? Do you want to see how much fun we are at The Parkway Senior Living? Please visit us via Facebook: ******************************************** Or, take a look at our website: ******************************** Have questions? Want to speak to someone directly? Reach out by calling/texting your own recruiter, Kim Piaggio ************. Click here to hear about Arrow's Core Values! About the company Arrow Senior Living manages a collection of senior living communities that offer varying levels of care including independent living, assisted living, and memory care in 33 properties currently in 6 states (Missouri, Kansas, Iowa, Illinois, Ohio, Arkansas) and employs nearly 1,900 employees! Arrow Senior Living YouTube-Click Here Arrow Senior Living serves and employs individuals of all faiths, regardless of race, color, gender, sexual orientation, national origin, age, or handicap, except as limited by state and federal law. #INDHP Keywords: office manager, director, business office manager, HR, administrative, management, business office director, accounting, payroll, assisted living, senior living, human resources, HR manager, human resources coordinator RequiredPreferredJob Industries Healthcare

The HR Operations Manager is responsible for elevating the employee experience and ensuring operational excellence across HR services. This role leads the day-to-day operations of the HR Service Center, delivering consistent, high-quality support to employees, managers, and the HR team. The HR Operations Manager plays a key role in strengthening WellBe's service delivery model and supporting organizational mission and compliance. Design and oversee the HR Service Center, managing tier 1 inquiries and ensuring timely, accurate, and empathetic support. Lead daily operations of the Service Center team, prioritizing and delegating tasks related to new hires, offboarding, data changes, general inquiries, and reporting. Ensure exceptional service delivery through accurate processing of HR transactions and prompt resolution of inbound requests via multiple channels (HRIS, ticketing systems, etc.). Act as an escalation point for complex HR cases, collaborating with HR Business Partners, Payroll, HRIS, and Centers of Expertise (COEs) as needed. Maintain and optimize HR knowledge content and standard operating procedures to support scalability and consistency. Partner with internal teams to identify and implement continuous improvement opportunities in HR processes and service delivery. Support change management and transformation efforts aimed at enhancing the employee experience and operational efficiency. Monitor and report on team performance, service metrics, and KPIs to inform decisions and improve service outcomes. Ensure compliance with internal policies and external regulations, contributing to a high-performing and compliant workplace. Guide and mentor HR Operations team members on company policies, programs, and best practices. Provide regional HR support as needed, adapting services to meet location-specific requirements. Job Requirements Education: Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent experience. Experience: 5-7 years of progressive experience in HR Shared Services or HR Operations, including 3+ years in a people management role. Proven track record in managing HR operations, service delivery, and transactional excellence. Skills: Experience developing and interpreting HR metrics, KPIs, and dashboards. Experience with Dayforce and/or iCims preferred. Strong problem-solving skills with the ability to analyze data and drive actionable insights. Excellent verbal and written communication skills, with the ability to simplify and explain complex HR topics. High degree of professionalism, discretion, and integrity when handling sensitive employee information. Strong leadership and interpersonal skills with the ability to build relationships across all levels of the organization. Work Environment Onsite with Hybrid options following onboarding. Compensation: $98,000.00-$145,000.00 Annual Sponsorship Statement WellBe does not offer employment-based visa sponsorship for this position. Applicants must be legally authorized to work in the United States without the need for employer sponsorship now or in the future. Drug Screening Requirement As a condition of employment, WellBe Senior Medical requires all candidates to successfully complete a pre-employment drug screening. Ongoing employment may also be contingent upon compliance with the company's Drug-Free Workplace Policy, which includes random, post-accident, and reasonable suspicion drug testing. The company reserves the right to test for substances that may impair an employee's ability to safely and effectively perform their job duties. Background Check Statement Employment is contingent upon successful completion of a background check, as permitted by law. As a healthcare organization, WellBe conducts monthly FACIS (Fraud and Abuse Control Information System) checks on all employees. Continued employment is contingent upon satisfactory results of these checks, in accordance with applicable laws and regulations. Equal Employment Opportunity (EEO) Statement WellBe is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other legally protected status. Americans with Disabilities Act WellBe Senior Medical is committed to complying with the Americans with Disabilities Act (ADA) and applicable state and local laws. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job. If you require an accommodation during the application, interview or employment process, please advise Human Resources during the application process. At-Will Employment Statement Employment with WellBe is at-will unless otherwise specified by contract. This does not constitute an employment contract. Disclaimer This job description is intended to describe the general nature and level of work performed. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Management reserves the right to modify, add, or remove duties as necessary.

Working at Freudenberg: We will wow your world! Responsibilities: Supporting the North American HR Function with the business goals of the organization. Supporting the overall North American strategy for the location Responsible for the compliance with Federal and State legislation pertaining to all personnel matter Develops business partnership relationship with management and employees through expert counseling and support of the HR function. Creates environment to support the ongoing development of internal talent by identifying training needs, developing the knowledge and capabilities of all internal talent. Diagnoses organizational development needs, supports the implementation of effective solutions. Delivers employee relations counseling, new employee orientations, outplacement counseling, and exit interviews. Leads salary administration, special group projects and other generalist duties as required. Recommends, communicates and implements new approaches, policies, practices, and procedures to effect continual improvements in efficiency of services performed and resolution of problems or issues by using judgment that is consistent with regulations or government law. Effectively communicates, establishes and maintains effective employee relations with all levels of management and employees. Demonstrates advanced competency for trouble-shooting and problem solving, and advanced customer and vendor/partner interface skills. Qualifications: Bachelor's degree (Business Administration, Human Resource Management or related area) Minimum of five (5) years experience in Human Resources. Knowledge of State and Federal compliance requirements such as EEOC, NLRB, CRC, FMLA, ADA, FLSA, etc. Know-how and track record should have been gathered within a manufacturing environment, with at least 5+ years in automotive supplier companies. Familiar in working across a multi-state environment. Experience in developing and implementing up-to-date HR processes, methods, tools and principles to establish an HR area that adds value to the company. Experienced in building partnerships across various functions and working in a collaborative manner, developing strong relationships with all stake holders. Balance between operational and strategic tasks. While having the ability to actively contribute to strategic plans, an open mind set, seeking new ways to do things and a pragmatic ‘roll up your sleeves' attitude is required. Strong business acumen and communication skills. The successful candidate works effectively through a complex matrix and is familiar with a global organization. The Freudenberg Group is an equal opportunity employer that is committed to diversity and inclusion. Employment opportunities are available to all applicants and associates without regard to race, color, religion, creed, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender identity or expression, national origin, ancestry, age, mental or physical disability, genetic information, marital status, familial status, sexual orientation, protected military or veteran status, or any other characteristic protected by applicable law. Vibracoustic USA Inc.

* Supporting the North American HR Function with the business goals of the organization. * Supporting the overall North American strategy for the location * Responsible for the compliance with Federal and State legislation pertaining to all personnel matter * Develops business partnership relationship with management and employees through expert counseling and support of the HR function. * Creates environment to support the ongoing development of internal talent by identifying training needs, developing the knowledge and capabilities of all internal talent. * Diagnoses organizational development needs, supports the implementation of effective solutions. * Delivers employee relations counseling, new employee orientations, outplacement counseling, and exit interviews. * Leads salary administration, special group projects and other generalist duties as required. * Recommends, communicates and implements new approaches, policies, practices, and procedures to effect continual improvements in efficiency of services performed and resolution of problems or issues by using judgment that is consistent with regulations or government law. * Effectively communicates, establishes and maintains effective employee relations with all levels of management and employees. * Demonstrates advanced competency for trouble-shooting and problem solving, and advanced customer and vendor/partner interface skills. Qualificationsarrow_right * Bachelor's degree (Business Administration, Human Resource Management or related area) * Minimum of five (5) years experience in Human Resources. * Knowledge of State and Federal compliance requirements such as EEOC, NLRB, CRC, FMLA, ADA, FLSA, etc. * Know-how and track record should have been gathered within a manufacturing environment, with at least 5+ years in automotive supplier companies. * Familiar in working across a multi-state environment. * Experience in developing and implementing up-to-date HR processes, methods, tools and principles to establish an HR area that adds value to the company. * Experienced in building partnerships across various functions and working in a collaborative manner, developing strong relationships with all stake holders. * Balance between operational and strategic tasks. While having the ability to actively contribute to strategic plans, an open mind set, seeking new ways to do things and a pragmatic 'roll up your sleeves' attitude is required. * Strong business acumen and communication skills. The successful candidate works effectively through a complex matrix and is familiar with a global organization. Some of your Benefitsarrow_right Health Insurance Health Insurance: Rely on comprehensive services whenever you need it. Paid Holidays Paid Holidays: With paid-time off, local holidays are all the way more relaxing. Vacation Vacation: We offer time off to refresh and recharge. 401K Match 401K Match: Save for retirement with the company's help. Education Reimbursement Education Reimbursement: Receive financial aid to help propel your career to the next level. Click here to go directly to our career page. Drive your career! The Freudenberg Group is an equal opportunity employer that is committed to diversity and inclusion. Employment opportunities are available to all applicants and associates without regard to race, color, religion, creed, gender (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender identity or expression, national origin, ancestry, age, mental or physical disability, genetic information, marital status, familial status, sexual orientation, protected military or veteran status, or any other characteristic protected by applicable law.

Job Title: Human Resources Manager Employment Status: Full-time-Exempt Minimal Qualifications/Experience/Skills: A minimum of a Master's degree in Business, Human Resources, or a related field. SPHR Preferred At least five years of administration experience and knowledge of the healthcare industry. Must have experience with human capital planning, organizational culture development, and performance management. Knowledgeable of applicable federal employment and health care laws. Ability to implement DEI strategies for talent management and retaining valuable and qualified personnel. Direct Supervisor/Reports To: Chief Executive Officer Summary Provides strategic HR leadership and oversight in directing all HR functions in accordance with approved policies, processes, and program practice. Oversee human capital planning process and help to mitigate agency risk to liability by ensuring compliance with federal regulations. Manage the credentialing and privileging process in accordance with HRSA FTCA. Provide statistical reports of HR trends and recommendations to address gaps. Implementation of behavioral interview methods, talent inventory, and competency modeling Excellent verbal and written communication, use of advanced technology for reporting and tracking. Knowledgeable and use of HRIS, ADP and Word Products. Responsibilities: * Partnership with executive leadership to align HR strategies with CCHC's mission, growth plans, and community health objectives. * Advise leadership on workforce planning, organizational design and succession planning * Serve as the trusted advisor on employee relations, performance, and culture * Lead recruitment and retention strategies for clinical, administrative and leadership roles. * Ensure timely hiring of providers and staff to meet patient access and productivity goals * Oversee the onboarding programs to support compliance, engagement, and retention * Develop pipelines for hard-to-fill positions including direct service restricted funding positions * Lead for internal personnel inquiries and provide written recommendations and action steps * Co-Chair of the monthly Credentialing Committee. Work closely with the CMO to complete the credentialing and privileges. * Tracking provider preceptors and colleges internship. * Tracking the Employee Engagement key initiatives and providing quarterly progress report to Upper Management * Ensure consistent application of HR policies and progressive discipline * Oversee performance evaluation processes and coaching for managers * Promote a respectful and mission-driven workplace culture. * Administer compensation programs ensuring internal equity and external competitiveness * Participate in salary surveys and market analyses, particularly for clinical roles * Ensure compliance with federal state, local employment laws and FQHC specific requirements * Maintain HR policies and procedures consistent with regulatory standards and best practices * Support HR component of audits, site visits, and HRSA compliance reviews * Maintain accurate personnel records and ensure confidentiality * Develop and implement training for compliance, safety harassment prevention * Track and report HR metrics such as turnover, vacancy rates, time to fill, and employment engagement. * Support grant reporting and workforce related data request * Supervise HR staff work priorities * Manage relationship with external vendors (benefits brokers/consultants) * Participate in leadership meetings and organizational initiatives * Conduct employee surveys regarding employee benefits and overall employee satisfaction. Analyze and generate reports based on information gathered from employee surveys. Create effective ways to improve employee morale. * By November 1st of each year, review the employee handbook and new federal regulations and submit a summary of recommendations to the CEO. * Annual review and updating of the agency's recruitment and retention plan. * Provide quarterly employee satisfaction and write reports of results and solutions to the CEO. * Review and revise all policies and procedures to ensure they align with agency practices and current Federal, State, and Local laws and regulations. * Completion of the worker compensation questionnaire and the audit preparation for onsite compliance review. * Manage the Learning Management System (RELIAS) and required training modules and completion of certification in preparation for federal reviews. * Implement strategies for automated onboarding and employee orientation process. * Consult with the Finance Department to ensure timely and accurate benefit deductions. * Coordinate with Finance, Development, and Programmatic departments in accordance with FLSA. * Review all recommendations for termination. When necessary, direct supervisors and employees to mediation or further efforts to retain manageable employees. Refer to the final recommendation to the CEO. * Timely and accurate completion of clinical credentialing in accordance with Federal Tort Claims Act Standards (FTCA). * Frequently monitor PINS/PALS to ensure credentialing, and Human Resources policies are compliant. * Complete annual reporting for Insurance Brokers * Ensure that Human Resources practice and written procedures are adherent to the HRSA Compliance Manual and the Code of Federal Regulations * Draft policies and other structural changes are presented to the CEO before implementation. * Perform other duties as assigned to support CCHC's mission and core values. Employee Benefits offered to Fulltime Staff * Blue Cross Blue Shield Medical Insurance * Blue Cross Blue Shield Dental and Vision Insurance * Supplemental Benefits * Life Insurance (Provided by the company)

This executive role provides enterprise-wide leadership and strategic direction for people, culture, communications, and community-facing functions at Hillsboro Medical Center. The position oversees Human Resources, Employee Health, Marketing & Communications, Community Relations, and Volunteer Services, aligning workforce strategy, organizational culture, and community engagement with HMC's mission, vision, and operational priorities. Serving as a trusted advisor and thought partner to the CEO and Executive Team, the role champions inclusive, high-performing people practices; leads labor and workforce strategy; drives talent attraction, retention, and development; and integrates technology, automation, and data analytics to enhance employee experience and organizational effectiveness. The position plays a critical role in enterprise strategy, change management, and external partnership development, ensuring HMC is positioned as an employer, partner, and healthcare provider of choice. Functional Leadership. Leads and oversees assigned departments/functions to support strategic initiatives, achieve operational objectives, and ensure the overall health and success of the organization. Examples of functional responsibilities include, but are not limited to: * Executive Leadership & Strategic Governance: Provides high-level advisory and ensures the organization is sound and aligned with long-term goals. * Functions as a strategic advisor to the Executive Team and Board of Directors on key organizational, management, and people-centric issues. * Aligns structure, talent, and culture with strategic priorities, regulatory requirements, and market forces to ensure organizational adaptability. * Partners with the executive team to define metrics, assess capabilities, and develop plans to bridge operational gaps. * Brings together diverse constituencies to articulate and implement a shared vision for service delivery. * Directly oversees the strategic and operational aspects for Human Resources, Employee Health, Marketing, Community Relations, and Volunteer Services. * Comprehensive Human Resources & Talent Management: Manages the full employee lifecycle, from innovative sourcing to data-driven retention. * Leads innovative recruitment initiatives tailored to the evolving healthcare landscape, including intentional diversity strategies to reflect the community. * Oversees compensation, benefits, and HR operations to ensure competitive talent support. * Implements evidence-based strategies and learning pathways to improve employee stability and long-term engagement. * Utilizes analytics to monitor trends, forecast future staffing needs, and optimize recruitment efforts. * Leads talent reviews, succession planning, and leadership development to ensure a continuous pipeline of talent. * Labor Relations & Workforce Strategy: Manages the complex relationship between the organization, its workforce, and labor unions. * Actively partners in negotiations and manages collective bargaining agreements and labor relationships. * Develops labor strategies that align with the overall organization's mission and financial goals. * Provides leadership guidance on workforce and labor issues, ensuring a productive and compliant work environment. * Legal and Regulatory Compliance; Stay updated on federal, state, and local laws regarding compensation, wages and overtime; discrimination and harassment, family/medical/disability leaves of absence and accommodations; workplace safety and injuries; collective bargaining; as well as other areas of labor and employment law, regulatory and contractual compliance. * Policy Development: Create and implement employment policies such as EEO, harassment prevention, compensation, and benefits that align with legal requirements. * Investigations: Oversee internal investigations into employment-related incidents and complaints, ensuring fair and legal resolution. * Litigation Support: Manage employment-related claims and litigation and collaborate with legal counsel on disputes. * Training: Develop and deliver training on legal aspects of HR, including harassment, diversity, and safety for all staff * Fair Pay: Ensure fair compensation practices and benefits administration, complying with laws on overtime, leave, and benefits. * AI, Automation & Digital Transformation: Directs the modernization of the workforce through technology and change management. * Directs the strategy for integrating AI and automation into core workforce operations to improve efficiency. * Identifies opportunities to automate administrative workflows to elevate the digital employee experience. * Fosters a culture of continuous learning that empowers staff to thrive alongside evolving digital tools. * Applies systems thinking and stakeholder engagement to guide the organization through complex technological shifts. * Community Engagement & Brand Advocacy: Serves as the external face of the organization to build trust and regional partnerships. * Represents the organization externally to promote health initiatives and strengthen public trust. * Cultivates relationships with schools, non-profits, civic leaders, and public health agencies. * Serves on the Health and Education District Committee to align organizational goals with regional needs. * Plans and leads high-impact events that reinforce the commitment to community well-being. * Operational Excellence & Team Development: Ensures day-to-day operations are efficient and staff are empowered to succeed. * Guides subordinate directors and managers in developing initiatives, coaching them to implement work plans effectively. * Oversees contracted service providers to ensure service levels and contractual obligations are met. * Maintains subject matter expertise in regulatory changes and healthcare trends to ensure all programs remain compliant and innovative. * Serves as a liaison across disciplines, participating in and leading various committees and workgroups. People Management. Leads and manages assigned departments/teams to support workforce satisfaction and engagement and efficient operations. Executes leadership and supervision tasks in an accurate, equitable, timely and effective manner to meet service and performance expectations. People management tasks include, but are not limited to: * Serves as a trusted advisor to executive leadership, fostering adaptability, resilience, and continuous improvement across the organization. * Manages employees from selection and hiring/onboarding through offboarding/separation. Establishes clear expectations and fosters an environment that supports good communication. * Coaches, mentors, and supports staff at all levels of the organization. * Takes steps to ensure continuity of operations. Proactively engages in workforce capacity planning, leadership development, management skill-building, and succession planning. * Actively monitors and manages employee satisfaction, engagement, and turnover. * Responds to and mediates employee concerns and/or union grievances. Addresses difficult situations in a timely and effective manner. Outcomes & Financial Management. Ensures the operational and financial performance of assigned departments/functions through appropriate strategies and objectives. * Leads cross-functional teams across HMC and OHSU/partner organizations to achieve desired outcomes and key performance indicators (KPIs). * Uses effective methods and metrics to measure and monitor performance. * Takes initiative to address challenges. Leads and/or engages in performance improvement and quality initiatives. * Communicates departmental status updates transparently and consistently. Strategy & Planning Leadership. Contributes functional and leadership expertise to lead and support strategic, operational, and fiscal planning for the organization. * Develops and leads implementation organization-wide strategies and work plans. * Guides and supports subordinate staff in the development of department/function-specific initiatives, goals and objectives. Coaches and develops directors and managers as they implement work plans. Ensures that systems are in place to document progress and results. * Inspires commitment and leads others to implement and execute plans. Organizational Duties & Responsibilities Supports and represents Hillsboro Medical Center's mission, vision, and values. * Compassion: Creates a welcoming environment of kindness, inclusivity, and responsiveness * Collaboration: Works with others to improve the health and wellness of Hillsboro & Washington County * Excellence: Provides the highest quality of care and service * Integrity: Demonstrates honesty, transparency, and accountability in every task and every interaction Decision Making & Budgetary Responsibilities * Develop and manage the annual operating budget for assigned departments, ensuring financial targets are met or exceeded. * Acts as a decision maker at the organizational level. Analyzes data and uses sound judgement in making independent decisions. JOB SPECIFICATIONS Education & Experience REQUIRED: * Master's degree in business administration or human resources management, OR bachelor's degree with equivalent experience. * Ten (10) years of directly relevant progressive leadership experience in human resources management. * Seven (7) years in healthcare and/or human resources leadership/ decision making roles. * Minimum of five (5) years' experience in managing personnel. * Minimum five (5) years' union labor experience. PREFERRED: * Juris Doctorate (JD) degree (law degree). * Healthcare industry and community hospital experience. Licenses & Certifications REQUIRED: * N/A PREFERRED: * PHR/SPHR and/or SHRM-SCP/CP Required Knowledge, Skills, and Abilities Knowledge of: * Advanced HR Practices: Comprehensive understanding of human resources programs, regulatory compliance, and workforce sustainability. * Financial & Fiscal Stewardship: Strong financial acumen, including budget management and methods for improving organizational financial performance. * Labor Strategy: Deep knowledge of operating within complex, unionized healthcare environments. * Organizational Development (OD): Theory and practice of OD and change management frameworks to ensure institutional agility. * Technology Systems: High proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint), EMR (Epic preferred), and specialized HR information system functionalities (Workday preferred). Skill in: * Strategic Communication: High-level verbal and written communication tailored for leadership, board members, and community stakeholders. * Leadership & Coaching: Proven skill in facilitation, delegation, and mentoring to support the professional success of others. * Interpersonal Relations: Advanced customer service and relationship-building techniques to engage patients and employees alike. * Conflict Resolution & Negotiation: Navigating diverse interests to build strategic alliances and partnerships. * Analytical Problem-Solving: Applying systems-thinking and independent judgment to resolve complex organizational issues. Ability to: * Be the Voice of Culture: Serve as a visible, employee-facing leader who inspires a shared sense of purpose and embodies organizational values. * Lead Through Change: Guide the organization through shifting healthcare landscapes using effective change management strategies to translate concepts into practical, scalable solutions. * Foster Inclusivity: Build a high-performing, engaged, and inclusive workforce capable of delivering equitable healthcare. * Collaborate Strategically: Cultivate effective working relationships with board members, providers, and healthcarepartners to execute business strategies. * Work Autonomously: Prioritize and organize a wide variety of high-level assignments while maintaining focus on fiscal and mission-driven goals. PREFERRED Knowledge, Skills and Abilities: Experience with process improvement methodologies. Additional Posting Information Hillsboro Medical Center believes in providing equal employment opportunities for all qualified individuals. Recruitment, hiring, promotions, transfers, working conditions, training, and compensation will be based on qualifications without regard to race, color, sex, sexual orientation, gender identity, religion, age, creed, national origin, marital status, family relationship, veteran status, genetic information, physical or mental disability, or any other status or characteristic protected by applicable law. We further commit ourselves to continuing the practical application of this policy in our daily business conduct.

The HR Manager originates and leads Human Resources practices and objectives that will provide a performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and development of a superior workforce. The HR Manager is actively involved in the development of project achievement of the organization's business goals. The HR Manager coordinates the implementation of HR services, polices, and programs and assists and advises subsidiary leadership about Human Resource issues. Participation in planning and administering employee commitment activities; along with facilitating programs designed to advance employee commitment are critical to the success of the HR Manager. Active participates on system initiatives and teams are required. The HR manager maintains a proactive employee engagement culture that resolves employee concerns and grievances without third party intervention. Essential Functions and Responsibilities: * Manages a team of Human Resource professionals that are committed to providing cost effective, high quality delivery of Human Resources services. * Responsible for assuring subsidiary leadership is educated on human resources policies and procedures, contractual and legal requirements. * Assists in the negotiation and administration of union contracts. * In conjunction with the Vice President or Director Human Resources, is responsible for the day to day operations of department. * Originates and leads Human Resources practices and objectives that will provide a performance culture that emphasizes empowerment, quality, productivity, and standards of a superior workforce. Required: * Bachelor's degree with three years progressively more responsible experience in employment, labor relations, HRIS, benefits and/or compensation. * Must be proficient in wage and salary administration, benefits programs and labor contract administration. Preferred: * Master's degree in related field. * Supervisory experience, preferably in the health care industry. * SPHR or PHR certification Additional Information * Schedule: Full-time * Requisition ID: 26000113 * Daily Work Times: Variable/Day * Hours Per Pay Period: 80 * On Call: No * Weekends: No

We want change makers! Come join Bridgeway and make a difference! Bridgeway is seeking a dynamic Vice President of Human Resources who is ready to partner with us to advance our organization successfully into the future. The Vice President of Human Resources (VP of HR) provides strategic leadership and direction for all human resource functions across the organization. This role ensures that HR practices support the agency's mission, comply with all applicable laws and regulations, and promote a culture of equity, accountability, and employee engagement. The VP of HR oversees talent acquisition, employee relations, compliance, compensation, benefits, performance management, and organizational development. This position works closely with the executive leadership team to drive workforce strategy in a human-services environment where compassion, service excellence, and regulatory compliance are essential. Essential Duties/Responsibilities Strategic Leadership Develop and implement HR strategies that align with the organization's mission and long-term goals. Serve as a trusted advisor to the CEO and executive team on workforce planning, culture, and organizational effectiveness. Lead initiatives to strengthen diversity, equity, inclusion, and belonging across all levels of the organization. Assess organizational needs and recommend improvements to HR systems, structures, and processes. HR Team Leadership Structure the HR Department to advance Bridgeway's mission, ensuring HR department roles align with organizational goals. Supervise and mentor the HR team, providing guidance, training, and professional development. Promote a collaborative, high-performance HR department with clear service standards. Talent Acquisition & Workforce Planning Oversee recruitment, onboarding, and retention strategies for clinical, administrative, and program staff. Ensure staffing plans support client needs, funding requirements, and operational efficiency. Build partnerships with community organizations, universities, and workforce pipelines. Employee Relations & Culture Foster a positive, mission-driven work environment rooted in respect, teamwork, and service. Lead employee relations, conflict resolution, investigations, and corrective action with transparency and consistency. Develop communication strategies that support employee engagement and organizational alignment. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws, including labor regulations, credentialing, and nonprofit-specific requirements. Maintain policies and procedures that support regulatory compliance, accreditation standards, and best practices. Oversee HR audit processes, licensure/credential tracking, and risk-mitigation initiatives. Compensation, Benefits & HR Operations Oversee compensation structure, salary administration, and job classification to ensure equity and competitiveness. Manage benefits programs, open enrollment, and vendor relationships. Ensure accurate and timely HRIS data management, payroll coordination, and reporting. Performance & Organizational Development Lead the performance management process, including goal setting, coaching, evaluations, and professional development. Implement leadership development, supervisory training, and workforce learning programs tailored to the human-services environment. Support succession planning for key roles within the organization. Competency Requirements Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required. Master's degree preferred. 10+ years of progressively responsible HR experience, including at least 5 years in HR leadership. Experience in a human services, healthcare, or non-profit environment strongly preferred. SHRM- SCP or SPHR certification highly desirable. Proficiency with HRIS platforms and data reporting. Exceptional communication, strategic thinking, and change management skills. A combination of competency requirements that meets these qualifications will be considered. Employment with Bridgeway is conditional upon completion of all background checks. Bridgeway is an Equal Opportunity Employer It is the objective of Bridgeway to make Equal Employment Opportunity (EEO) a reality for all employees and qualified applicants without regard to sex, sexual orientation, national origin, ancestry, age, race, religion, marital status, physical or mental disability or unfavorable discharge from military services and to prevent sexual harassment in employment.

Ann & Robert H. Lurie Children's Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children's Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report. Day (United States of America) Location Olympia Center Job Description General Summary: The Human Resources Consultant serves as a consultative and strategic business partner to multiple departments within Lurie Children's. In collaboration with the Sr. Director, Human Resources Consulting & People Operations, responsible for executing HR policy, partnering with client groups within the organization ensuring delivery of Human Resources services in order to drive programs and processes designed to improve organizational and individual performance that reflect the goals and vision of the organization. Essential Job Functions: • Provides HR consulting services and operational support to assigned business units including senior leaders, in alignment with the organizational strategies and goals. • Provides guidance and input on department restructures, workforce planning and succession planning. • Provides HR policy guidance and interpretation while partnering with leaders and employees to improve work relationships, build morale and increase productivity and retention. • Analyzes business unit's trends and metrics to develop solutions, programs and policies to improve and reach the business unit and organizational goals. • Collaborates with Centers of Expertise within Human Resources and oversees project work connected to the client to ensure cohesive delivery of HR programs and services to the client. • Partners with leadership and HR team to design, develop, communicate and implement key culture-building initiatives, employee engagement practices and talent building processes that best support the business goals. • Provides HR expertise and advice in the resolution of employee and leadership concerns/issues. Facilitates Problem Resolution process and tracks employee issues in HR Database. • Acts as an HR Liaison for delivery of HR programs, which includes presentation and facilitation of programs with leadership and employee groups. • Provides day-to-day performance management guidance, including coaching, counseling, career development and employee relations. Partners with leaders to manage and monitor the performance management process for assigned client groups. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required Knowledge, Skills, and Abilities: • Bachelor's degree in Business, Industrial Psychology or related field required. SHRM or HRCI certification highly desirable. • Minimum 5 years business, human resources or leadership experience. Prior HR business partner or generalist experience highly preferred. • Self-directed learner - Seeks to work with others to learn about the business, continually seeks out industry-relevant knowledge from trusted sources, researches best practices across other organizations and uses this information to develop creative and effective solutions with the business unit. • High attention to detail and ability to analyze data to develop effective solutions, while also managing the people-side of the solution. • Foundational knowledge of employment laws and general HR including compensation and benefits. • Ability to manage and prioritize multiple projects and work effectively with minimal direction and supervision at both the tactical and strategic level. • Proficiency in Outlook, Windows, Microsoft Word, Excel and PowerPoint. • Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information. • Excellent written, listening and oral communication skills that result in building strong relationships. • Demonstrated success in an ability to influence and lead others effectively. Education Bachelor's Degree (Required) Pay Range $93,600.00-$154,440.00 Salary At Lurie Children's, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children's offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits. Benefit Statement For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes: Medical, dental and vision insurance Employer paid group term life and disability Employer contribution toward Health Savings Account Flexible Spending Accounts Paid Time Off (PTO), Paid Holidays and Paid Parental Leave 403(b) with a 5% employer match Various voluntary benefits: Supplemental Life, AD&D and Disability Critical Illness, Accident and Hospital Indemnity coverage Tuition assistance Student loan servicing and support Adoption benefits Backup Childcare and Eldercare Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members Discount on services at Lurie Children's facilities Discount purchasing program There's a Place for You with Us At Lurie Children's, we embrace and celebrate building a team with a variety of backgrounds, skills, and viewpoints - recognizing that different life experiences strengthen our workplace and the care we provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care. Lurie Children's and its affiliates are equal employment opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law. Support email: ***********************************

As the Human Resources Director of Employee Relations, Engagement, and Compliance, you will oversee community site and Corporate HR Management Operations, employee relations, and risk management with a focus on aligning HR practices and initiatives with business objectives. You will be responsible for developing and administering comprehensive and effective employee relations and employee management systems while ensuring adherence to organizational policies and procedures and maintaining compliance with state, federal, and local laws. As a member of the Central Office HR Leadership team, you will participate and contribute to HR initiatives and provide support and counsel to senior leaders on human resources matters. Required Qualifications: Bachelor's degree in business administration, human resources management, or a related field; master's degree in related field desirable. Current PHR, SPHR, SHRM-CP, or SHRM-SCP certification required. HR generalist background with a minimum 7+ years of applicable experience providing effective senior-level leadership in human resources management in a similar setting with direct people management experience. Minimum 5 + years of experience designing and implementing HR management systems and processes. Proven success in HR leadership including building culture, employee relations strategies, collective bargaining, strategic management, and developing tools to measure HR effectiveness. Extensive knowledge of federal, state, and local employment laws and regulations for all Touchmark states; knowledge of Alberta Employment Standards and Labor Relations Code desirable. Effective leadership and management skills including leading training and presentations for various audiences both large and small. Ability and willingness to travel as needed to effectively perform job duties. Bring your passion for creating a culture where people want to work. Touchmark is a mission-based, values-driven, for-profit senior living and hospitality company that strives to be both the best provider and the best senior housing employer in the markets we serve. As the Human Resources Director, you will be instrumental in helping shape the team member's experience by creating and executing a culture to attract, retain, and encourage career growth and long-term commitment to Touchmark. Position Responsibilities: Model the Touchmark Values in decision-making and in interactions with team members, applicants, residents, and guests. Ensure the communities adhere to the Touchmark Operational Standards in HR, HR initiatives, and emerging HR best practices. Ensure standards are communicated, implemented, and monitored. Drive a culture of active recruiting that inspires team members at every level to network and bring in talented individuals with whom our values will resonate. Conduct a continuing review of all existing HR policies, programs, and practices to keep management informed of new developments, legal precedents, and potential risk exposure. Provide counsel to community HR staff and executive directors regarding employee disciplinary actions to minimize risk and exposure for liability. Serve as Dispute Resolution Plan administrator to resolve complaints brought to the central office by team members. Serve as lead negotiator representing Touchmark in collective bargaining. Manage FMLA, OFLA, ADA, unemployment, and workers' comp claims and return to work for Central Office team members to minimize risk and exposure for liability. Assess, review, and make recommendations regarding the need for management training to address organizational needs. Develop and implement approved training programs. Oversee the use of site HR consultants, training specialists, labor counsel, and other outside sources. Collaborate with the VP of HR to negotiate appropriate contracts.

About Thomas Allen We began providing residential services to individuals living with disabilities in 1977, and in 1984 became the first non-governmental entity in Minnesota to offer waiver case management. By delivering exceptional client care and creating a work culture that celebrates the employees who turn our mission into action, Thomas Allen has grown to employ more than 600 people and provide contracted services for more than 20 counties across Minnesota. Annually, we deliver a wide variety of services to more than 10,000 individuals of all needs, abilities, and ages - from infants to elders. Our services include waiver case management, community living services, care coordination, respite care, and community-based residential programs. Director of Human Resources FLSA Status: Full-Time, Salary, Exempt FTE: 1.0 Hiring Range: $120,000- $140,000 Annually DOE Website: Thomas Allen (thomasalleninc.com) Job Summary The Director of Human Resources provides operational oversight for all HR functions. This role partners with executive leadership to develop and execute people strategies that support organizational goals, foster a positive workplace culture, and ensure compliance with all employment laws and regulations. Essential Functions and Responsibilities * Serve as an HR leader, coach, and advisor to management and senior leadership. * Effectively lead, supervise, train, mentor, evaluate, and support professional development for staff. * Oversee all HR functions, including talent acquisition, employee relationships, compensation and benefits, performance management, training and development, and compliance. * Address employee concerns, conduct investigations, and ensure fair and consistent application of HR policies. * Manage the process of employee requests for leaves of absence, reviewing documentation and ensuring compliance with company policies and applicable laws. Provide guidance to employees and managers on the available leave options, eligibility criteria and documentation requirements. * Represent the company in unemployment hearings, provide clear and concise documentation to support the organization's position. Collaborate with legal counsel to ensure compliance with relevant employment laws. * Conduct investigations into employee performance or conduct issues, ensuring a thorough and unbiased process. Lead the development and implementation of fair and effective disciplinary policies and procedures. * Collaborate with various committee chairs including DEI, Safety and Public Policy and Advocacy to lead initiatives that support a culture of employee engagement, well-being and community involvement. * Direct, delegate, and monitor the work of the HR team ensuring maximum effectiveness and outcomes are achieved. Strive for continuous improvement, ensuring that operational and compliance processes are completed with accuracy and efficacy for improved timelines. * Collaborate with accounting to effectively execute and audit payroll processes. * Manage renewals of employee benefits. Work with contracted benefits consultants in evaluating and selecting health and other benefit products and services. Oversee the full lifecycle of the annual open enrollment process. * Ensure benefits programs are in compliance with ERISA, the Affordable Care Act, and other applicable regulations. Maintain up-to-date plan documents and ensure timely audit completion and filing of notices and tax forms. * Analyze HR metrics and data to inform decision making and continuous improvement. Supervisory Relationships * This position is responsible for supervising employees within the Human Resource, Learning and Development, and Administrative Support Departments. * Recruits, interviews, hires, and trains staff in the department. * Oversee the daily workflow of the department. * Provides constructive and timely performance evaluations. * Handles discipline and termination of employees in accordance with company policy. Required Knowledge, skills, abilities and Competencies * Excellent communication skills, both written and verbal * Ability to exercise sound judgment in making critical decisions * Knowledge of federal, state and local employment laws and regulations * Ability to learn and use HR software and other relevant technology * Works independently and displays initiative * Attend to detail including any needed follow-up * Displays positive co-worker interaction/teamwork * Effectively utilizes time management skills and meets deadlines * Completes training required for position within required and requested timelines Minimum Education/Experience/Expectations * Bachelor's degree in Human Resources (HR), Business Administration, or related field required. Master's degree in HR or MBA preferred. * Society for Human Resource Management - Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR) certification preferred. * Minimum of twelve (12) years of progressive experience in Human Resources. * 10+ years supervisory experience. * Strong knowledge of employment law, HR best practices, and organizational development. * 10+ years' experience applying personnel practices to conform with all federal, state and local laws, including but not limited to FLSA, ADA, FMLA and Title VII * Experience utilizing HRIS systems required. UKG preferred. Physical Requirements * Ability to perform sedentary work at a computer for extended periods of time. * Ability to occasionally lift and carry up to 50 lbs. Benefits provided to full-time employees: * Comprehensive medical, dental, vision, disability, and life insurance coverage * Health Savings Account (HSA), Flexible Spending Account (FSA), and Dependent Care Account (DCA) options * 401(k) * Tuition, licensure, and certification reimbursement * Six paid company holidays plus one additional floating holiday * Paid time off (PTO) * Earned Sick and Safe Time (ESST) * Mileage reimbursement for work-related travel * Paid training and certifications to help you develop new skills and advance your career * Flexible scheduling to fit your availability and personal needs * Employee appreciation programs to recognize your contributions and efforts * Opportunities for career advancement and growth to help you achieve your professional goals. Thomas Allen is an Equal Opportunity and Affirmative Action Employer of all people without regard to race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, familial status, veteran's status, membership or activity in a local human rights commission, or status with regard to public assistance. As our agency continues to grow, we are looking for team members with diverse perspectives and backgrounds who are passionate about providing services that empower those we support.

We are seeking a dynamic and experienced Director of Human Resources to lead and manage all aspects of our HR operations. This role is responsible for directing HR staff and delivering comprehensive human resources services, including recruitment, employee relations, performance management, compensation, benefits administration, compliance, and strategic HR initiatives. The Director will collaborate closely with senior leadership to maintain organizational structure, develop and implement HR policies, ensure regulatory compliance, and foster a productive, inclusive workforce. The ideal candidate will bring strong leadership, excellent communication skills, and a proven ability to drive HR strategies that support organizational goals and employee engagement. WE ARE LOOKING FOR APPLICANTS WHO LIVE WITHIN 50 MILES OF DULUTH, MINNESOTA. PLEASE ONLY APPLY IF THIS IS YOU. Summary This individual will maintain and enhance the organization's human resources by planning, implementing and evaluating employee relations and human resources policies, programs and practices. Essential Duties and Responsibilities Responsible for managing and directing human resources staff in delivering professional human resources services and consultation to managers, supervisors and employees. Maintains the work structure by creating and updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting (posting jobs), screening and interviewing program; selection or recommendation of staff, conducting and analyzing exit interviews, and recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs, including providing new employee orientation. Track all employee training requirements according to licensing regulations and inform directors/supervisors of employee training needs. Complete employee background studies according to regulations. Manages employee performance/evaluation system as well as organize and coordinate employee incentive programs for recruitment and retention. Maintains a compensation plan by conducting periodic compensation surveys; scheduling and conducting job evaluations; preparing compensation budgets; monitoring and scheduling individual compensation actions; recommending, planning and implementing compensation structure revisions to the CEO. Ensures planning, monitoring and appraisal of employee work results by training directors/supervisors to coach and discipline employees; hearing, investigating and resolving employee grievances; counseling employees and supervisors. Steps in when directors/supervisors cannot resolve disputes in the workplace. Oversees employee terminations and informs terminated employees of their rights to certain benefits such as health insurance under the Consolidated Omnibus Budget Reconciliation Act (COBRA) and unemployment insurance. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the process of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs. Ensures legal compliance by monitoring and implementing applicable human resource federal and state regulation. Such regulations relate to new hire reporting, employee classification, recordkeeping, health and safety, worker's compensation, state disability insurance, wages and hours, employee benefits, paycheck deductions, employee attendance and conduct, and discrimination. Maintains management guidelines by preparing, updating and recommending human resource policies and procedures to CEO and senior management team. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. Ensures employment records comply with licensing regulations. Maintains human resource staff by recruiting, selecting, orienting, and training employees. Maintains human resource staff job results by counseling and disciplining employees, planning, monitoring and appraising job results. Contributes to team effort by accomplishing related results as needed. Other duties include developing, recommending, and implementing HR policies, procedures and strategic initiatives under the guidance of the CEO. Maintain and support a productive and inclusive workforce; and providing expert consultation and guidance to the executive leadership team and managers. This position is also responsible for developing, implementing, and maintaining HR policies and programs focused on attracting and retaining a diverse and inclusive workforce. Report to senior management by analyzing data and using HR metrics. Software Technology & Efficiency Focus: Evaluate and implement HR technology systems (HRIS, payroll, benefits platforms). Identify process improvement opportunities to streamline workflows and enhance data accuracy. Use HR analytics and metrics to inform decision-making and report to senior management. Qualifications Must have a minimum of a four-year degree with two years of experience in human resources Must possess excellent negotiation, communication and teamwork skills. Hiring, Human Resource Management, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual Harassment, organization. Degree of Authority This individual will perform duties as directed by the Chief Operating Officer and per CADT policy and procedure. All wage and benefit recommendations must be approved by the Chief Executive Officer (CEO). Physical Demands & Work Environment The physical demands and work environment described herein are representative of those that must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. Physical Demands While performing the duties of this job, this individual is regularly required to talk, hear, stand, sit, walk, use hands to handle, grab, finger and feel. This individual is occasionally required to lift and/or move up to 25 pounds. Specific vision requirements include the ability to read and write, close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Work Environment While performing the duties of this job, this individual is rarely exposed to blood or body fluids, toxic or caustic chemicals. The noise level in the work environment is generally moderate. This position is designated as hybrid. The Center reserves the right to modify the work arrangement based on operational needs, patient requirements, and performance considerations. Compensation and Benefits: We offer a competitive compensation and benefits package to support your health, well-being, and professional growth. All benefits listed are eligible for full-time employees, and part-time employees receive a reduced benefit package. Starting Salary: $70,000 Health Insurance: Comprehensive coverage with 80% employer contribution toward the lowest-cost Gold Plans. Dental & Vision Insurance: Coverage options available for both dental and vision care. Paid Time Off (PTO): Generous paid time off to support work-life balance. Paid Holidays: 10 paid holidays each year. Development Time: Dedicated paid time for professional development and continuing education. Retirement Plans: 401(k) & Roth IRA: 4% employer base contribution, plus an additional 4% employer match. Life Insurance: Employer-paid life insurance for peace of mind. Disability Insurance: Short-Term Disability: 100% employer coverage for short-term disabilities. Long-Term Disability: 100% employer coverage for long-term disabilities. Accidental & Critical Illness Insurance: Additional coverage to help in the event of unexpected accidents or illnesses. Health Savings Account (HSA): Available for eligible plans to help you save for medical expenses with tax advantages. On-the-Job Training: Comprehensive training to support your growth and success in your role. Paid Continuing Education (CEU) Training: Paid time and funding for continuing education to maintain your licensure and skills. Tuition Assistance: Financial support for higher education through our tuition assistance programs. Tuition Forgiveness: Eligibility for Public Service Loan Forgiveness (PSLF) and Minnesota State Programs. Employee Assistance Program (EAP): Confidential counseling and support services for personal and family matters. Family & Medical Leave: Time off for medical or family reasons in accordance with state and federal laws. Additional Leave Benefits: Paid leave for Bereavement, Jury Duty, and Military Leave. Additionally, the Center offers overnight bonus pay for those working 3rd shift hours and overtime pay during mandated shifts. VISION: The Center for Alcohol & Drug Treatment's vision is a community in which people's potential and quality of life are not limited by addiction and its consequences. MISSION: The Center for Alcohol & Drug Treatment's mission is to improve personal, family and community health through addiction prevention, treatment and recovery services. Visit our Website: cadt.org Find us on LinkedIn: ********************************* Follow us on Instagram: instagram.com/cadt_duluth/ The Center for Alcohol & Drug Treatment will consider all applicants regardless of their race, color, creed, religion, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, or status with regard to public assistance, or membership or activity in a local human rights commission.

We are seeking a dynamic and experienced Director of Human Resources to lead and manage all aspects of our HR operations. This role is responsible for directing HR staff and delivering comprehensive human resources services, including recruitment, employee relations, performance management, compensation, benefits administration, compliance, and strategic HR initiatives. The Director will collaborate closely with senior leadership to maintain organizational structure, develop and implement HR policies, ensure regulatory compliance, and foster a productive, inclusive workforce. The ideal candidate will bring strong leadership, excellent communication skills, and a proven ability to drive HR strategies that support organizational goals and employee engagement. WE ARE LOOKING FOR APPLICANTS WHO LIVE WITHIN 50 MILES OF DULUTH, MINNESOTA. PLEASE ONLY APPLY IF THIS IS YOU. Summary This individual will maintain and enhance the organization's human resources by planning, implementing and evaluating employee relations and human resources policies, programs and practices. Essential Duties and Responsibilities Responsible for managing and directing human resources staff in delivering professional human resources services and consultation to managers, supervisors and employees. Maintains the work structure by creating and updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting (posting jobs), screening and interviewing program; selection or recommendation of staff, conducting and analyzing exit interviews, and recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs, including providing new employee orientation. Track all employee training requirements according to licensing regulations and inform directors/supervisors of employee training needs. Complete employee background studies according to regulations. Manages employee performance/evaluation system as well as organize and coordinate employee incentive programs for recruitment and retention. Maintains a compensation plan by conducting periodic compensation surveys; scheduling and conducting job evaluations; preparing compensation budgets; monitoring and scheduling individual compensation actions; recommending, planning and implementing compensation structure revisions to the CEO. Ensures planning, monitoring and appraisal of employee work results by training directors/supervisors to coach and discipline employees; hearing, investigating and resolving employee grievances; counseling employees and supervisors. Steps in when directors/supervisors cannot resolve disputes in the workplace. Oversees employee terminations and informs terminated employees of their rights to certain benefits such as health insurance under the Consolidated Omnibus Budget Reconciliation Act (COBRA) and unemployment insurance. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the process of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs. Ensures legal compliance by monitoring and implementing applicable human resource federal and state regulation. Such regulations relate to new hire reporting, employee classification, recordkeeping, health and safety, worker's compensation, state disability insurance, wages and hours, employee benefits, paycheck deductions, employee attendance and conduct, and discrimination. Maintains management guidelines by preparing, updating and recommending human resource policies and procedures to CEO and senior management team. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. Ensures employment records comply with licensing regulations. Maintains human resource staff by recruiting, selecting, orienting, and training employees. Maintains human resource staff job results by counseling and disciplining employees, planning, monitoring and appraising job results. Contributes to team effort by accomplishing related results as needed. Other duties include developing, recommending, and implementing HR policies, procedures and strategic initiatives under the guidance of the CEO. Maintain and support a productive and inclusive workforce; and providing expert consultation and guidance to the executive leadership team and managers. This position is also responsible for developing, implementing, and maintaining HR policies and programs focused on attracting and retaining a diverse and inclusive workforce. Report to senior management by analyzing data and using HR metrics. Software Technology & Efficiency Focus: Evaluate and implement HR technology systems (HRIS, payroll, benefits platforms). Identify process improvement opportunities to streamline workflows and enhance data accuracy. Use HR analytics and metrics to inform decision-making and report to senior management. Qualifications Must have a minimum of a four-year degree with two years of experience in human resources Must possess excellent negotiation, communication and teamwork skills. Hiring, Human Resource Management, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual Harassment, organization. Degree of Authority This individual will perform duties as directed by the Chief Operating Officer and per CADT policy and procedure. All wage and benefit recommendations must be approved by the Chief Executive Officer (CEO). Physical Demands & Work Environment The physical demands and work environment described herein are representative of those that must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. Physical Demands While performing the duties of this job, this individual is regularly required to talk, hear, stand, sit, walk, use hands to handle, grab, finger and feel. This individual is occasionally required to lift and/or move up to 25 pounds. Specific vision requirements include the ability to read and write, close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Work Environment While performing the duties of this job, this individual is rarely exposed to blood or body fluids, toxic or caustic chemicals. The noise level in the work environment is generally moderate. This position is designated as hybrid. The Center reserves the right to modify the work arrangement based on operational needs, patient requirements, and performance considerations. Compensation and Benefits: We offer a competitive compensation and benefits package to support your health, well-being, and professional growth. All benefits listed are eligible for full-time employees, and part-time employees receive a reduced benefit package. Starting Salary: $70,000 Health Insurance: Comprehensive coverage with 80% employer contribution toward the lowest-cost Gold Plans. Dental & Vision Insurance: Coverage options available for both dental and vision care. Paid Time Off (PTO): Generous paid time off to support work-life balance. Paid Holidays: 10 paid holidays each year. Development Time: Dedicated paid time for professional development and continuing education. Retirement Plans: 401(k) & Roth IRA: 4% employer base contribution, plus an additional 4% employer match. Life Insurance: Employer-paid life insurance for peace of mind. Disability Insurance: Short-Term Disability: 100% employer coverage for short-term disabilities. Long-Term Disability: 100% employer coverage for long-term disabilities. Accidental & Critical Illness Insurance: Additional coverage to help in the event of unexpected accidents or illnesses. Health Savings Account (HSA): Available for eligible plans to help you save for medical expenses with tax advantages. On-the-Job Training: Comprehensive training to support your growth and success in your role. Paid Continuing Education (CEU) Training: Paid time and funding for continuing education to maintain your licensure and skills. Tuition Assistance: Financial support for higher education through our tuition assistance programs. Tuition Forgiveness: Eligibility for Public Service Loan Forgiveness (PSLF) and Minnesota State Programs. Employee Assistance Program (EAP): Confidential counseling and support services for personal and family matters. Family & Medical Leave: Time off for medical or family reasons in accordance with state and federal laws. Additional Leave Benefits: Paid leave for Bereavement, Jury Duty, and Military Leave. Additionally, the Center offers overnight bonus pay for those working 3rd shift hours and overtime pay during mandated shifts. VISION: The Center for Alcohol & Drug Treatment's vision is a community in which people's potential and quality of life are not limited by addiction and its consequences. MISSION: The Center for Alcohol & Drug Treatment's mission is to improve personal, family and community health through addiction prevention, treatment and recovery services. Visit our Website: cadt.org Find us on LinkedIn: ********************************* Follow us on Instagram: instagram.com/cadt_duluth/ The Center for Alcohol & Drug Treatment will consider all applicants regardless of their race, color, creed, religion, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, or status with regard to public assistance, or membership or activity in a local human rights commission. Powered by JazzHR ByiPMJbqLn

Compassionate Living Home Inc. allows clients with intellectual/developmental disabilities to live in the community, in the private residence of their own. The RN Nurse Trainer will evaluate and provide the medical, health, and safety needs of the clients in the host family residencies. Will provide training and authorization for non-licensed staff. The RN Nurse Trainer will be responsible for: Documenting client specific medical needs and interventions to provide client progress notes. Monitoring all aspects and review of client medication regimes; medication records, orders, bubble packs and MAR's. Conducting caregiver and staff medication training as well as skills observation on an ongoing basis. Responding to all telephone calls, emails and messages 24/7 and give appropriate nursing/medical directions as needed. Hours: To be determined, Can be Full-time, Part-Time, or some combination of flexible hours. Our Must Haves: Must have current license from the State of Illinois as a Registered Nurse. Certified in CPR. Valid driver license and access to reliable vehicle. Two years of clinical nursing experience preferably with 1 year working with the developmental disabilities population. Be able to obtain DHS Nurse Trainer Certificate within three months of employment. Bolingbrook & Naperville area Reliance Home Health Caregivers provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. I understand that neither the completion of this application nor any other part of my consideration for employment establishes any obligation for Reliance Home Health Caregivers to hire me. If I am hired, I understand that either Reliance Home Health Caregivers or I can terminate my employment at any time and for any reason, with or without cause and without prior notice. I understand that no representative of Reliance Home Health Caregivers has the authority to make any assurance to the contrary. I also understand that no guarantee will be given for the number of hours of work. Upon my termination, I authorize the release of reference information to potential employers. I understand that if an offer of employment is made, the following must be successfully completed as a condition of employment: A background check that will include: information from previous employers, whether contained in written records or not, all public/private records, including criminal, civil, driving, credit, and education, and any other pertinent information relating to my ability to successfully perform the job for which I have been offered employment. Pre-employment drug screening. Pre-employment physical. Proof of citizenship or authorization for employment in the United States is required in accordance with the Immigration Reform and Control Act of 1986. I attest that I have given to Reliance Home Health Caregivers true and complete information on this application. No requested information has been concealed. I authorize Reliance Home Health Caregivers to contact references provided for employment reference checks. If any information I have provided in untrue, or if I have concealed material information, I understand that this will constitute cause for the denial of employment or immediate dismissal.

Job Description Compassionate Living Home Inc. allows clients with intellectual/developmental disabilities to live in the community, in the private residence of their own. The RN Nurse Trainer will evaluate and provide the medical, health, and safety needs of the clients in the host family residencies. Will provide training and authorization for non-licensed staff. The RN Nurse Trainer will be responsible for: Documenting client specific medical needs and interventions to provide client progress notes. Monitoring all aspects and review of client medication regimes; medication records, orders, bubble packs and MAR's. Conducting caregiver and staff medication training as well as skills observation on an ongoing basis. Responding to all telephone calls, emails and messages 24/7 and give appropriate nursing/medical directions as needed. Hours: To be determined, Can be Full-time, Part-Time, or some combination of flexible hours. Our Must Haves: Must have current license from the State of Illinois as a Registered Nurse. Certified in CPR. Valid driver license and access to reliable vehicle. Two years of clinical nursing experience preferably with 1 year working with the developmental disabilities population. Be able to obtain DHS Nurse Trainer Certificate within three months of employment. Bolingbrook & Naperville area Reliance Home Health Caregivers provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. I understand that neither the completion of this application nor any other part of my consideration for employment establishes any obligation for Reliance Home Health Caregivers to hire me. If I am hired, I understand that either Reliance Home Health Caregivers or I can terminate my employment at any time and for any reason, with or without cause and without prior notice. I understand that no representative of Reliance Home Health Caregivers has the authority to make any assurance to the contrary. I also understand that no guarantee will be given for the number of hours of work. Upon my termination, I authorize the release of reference information to potential employers. I understand that if an offer of employment is made, the following must be successfully completed as a condition of employment: A background check that will include: information from previous employers, whether contained in written records or not, all public/private records, including criminal, civil, driving, credit, and education, and any other pertinent information relating to my ability to successfully perform the job for which I have been offered employment. Pre-employment drug screening. Pre-employment physical. Proof of citizenship or authorization for employment in the United States is required in accordance with the Immigration Reform and Control Act of 1986. I attest that I have given to Reliance Home Health Caregivers true and complete information on this application. No requested information has been concealed. I authorize Reliance Home Health Caregivers to contact references provided for employment reference checks. If any information I have provided in untrue, or if I have concealed material information, I understand that this will constitute cause for the denial of employment or immediate dismissal. Powered by JazzHR zd8I3tI9D1

Developmental Trainer - ACES Clearbrook's Day Programs provide participants with opportunities to continue to learn based upon their interests and abilities. An emphasis is placed on socialization and community participation. A particular emphasis is placed on providing our clients with the vocational skills necessary for a working environment. Clearbrook is committed to being a leader in creating innovative opportunities, services, and supports for people with disabilities. Location: Rolling Meadows, IL Hours: Full-Time Schedule: Monday-Friday 8:30pm-4:00pm (37.5hrs) Pay: $21.35/hour + Paid Training! Responsibilities: Providing transportation services to the clients living in any of our various Community Integrated Living Arrangement locations, or CILA's. Attending appointments with the clients if needed. Ensuring the safety and wellbeing of any clients being transported. Providing supervision for clients in general socialization and hygiene skills, in accordance with the client's individualized program plan. Taking initiative and allowing for flexibility when faced with unexpected situations, problems, tasks, and/or emergency situations. Maintaining a respectful, friendly, and supportive atmosphere, conducive to the clients' overall growth and development. Qualifications Requirements: High school diploma or equivalent Valid driver's license required Must be 21 years of age Full-Time Benefits Package: PAID training Life Insurance & Long Term Disability Insurance ( fully paid for by Clearbrook ) Health Insurance Optional Dental, Short Term Disability & Critical Illness and Accident Insurance 403B Retirement Savings + Company Contributions Paid Vacation, Paid Sick Days, & Paid Holidays Off Training & Referral Bonus opportunities available! And More! Clearbrook is proud to be an Equal Opportunity Employer (EOE)!