Human Resources Manager jobs at Berry Global - 157 jobs

Are you interested in being part of an innovative team that supports Westinghouse's mission to provide clean energy solutions? At Westinghouse, we recognize that our employees are our most valuable asset and we seek to identify, attract and recruit the most qualified talent while recognizing and encouraging the value of diversity in the global workplace. About the role: As a Vice President, Total Rewards and HR Systems you will develop a comprehensive total rewards strategy that attracts, motivates, and retains top talent. You will oversee compensation, benefits, executive rewards, global recognition programs, payroll and HRIS and analytics. You will ensure all programs are equitable, cost-effective, and aligned with our strategic goals and values. You will report to the Chief Human Resources Officer. This is a remote position. Key Responsibilities: * Strategic Leadership: Design and implement a global total rewards strategy aligned with our goals and talent priorities. Be the trusted advisor to senior leadership on compensation, benefits, and workforce analytics. Lead the annual compensation planning cycle, including merit increases, bonus programs, and equity awards. * Compensation: Oversee the design, benchmarking, and administration of base pay, incentive plans, and executive compensation. Ensure compliance with all legal and regulatory requirements related to compensation. Partner with Finance and Legal on compensation governance and reporting. * Benefits: Lead the strategy, design, and administration of health, wellness, retirement, and other employee benefit programs. Evaluate and improve vendor relationships and plan performance. Ensure benefits offerings are competitive and support employee well-being. * Payroll: Lead end-to-end payroll operations across multiple geographies, ensuring compliance with local, state, federal, and international regulations. Lead payroll strategy, vendor management, and system integrations to support scalability and efficiency. Ensure accurate tax filings, year-end reporting, and audit readiness. Partner with Finance and Legal to ensure agreement on payroll accounting, compliance, and risk mitigation. * HRIS Strategy and Operations: Lead the strategic roadmap for HR technology, including system selection, implementation, upgrades, and integrations. Ensure data integrity, security, and governance across all HR systems. * Executive Compensation: Support the CHRO and Board Management Development & Compensation Committee with executive pay strategy, disclosures, and governance. Prepare materials for compensation committee meetings. * Team Leadership: Lead a high-performing Total Rewards team. Foster a culture of innovation, accountability, and continuous improvement. Qualifications: * Bachelor's degree in human resources, business, finance, or related field; master's degree or MBA preferred. * 15+ years of progressive HR experience with expertise in compensation and benefits, HRIS and payroll, including leading the total rewards function in a complex, global organization, and publicly traded company. * Knowledge of executive compensation, equity programs, and regulatory compliance (e.g., FLSA, ERISA, and SEC). * Experience influencing senior leaders and driving strategic plans. We are committed to transparency and equity in all of our people practices. The base salary range for this position, which is dependent upon experience, qualifications and skills, is estimated to be $230,000 to $287,500 per year. In addition to the base pay, this role may be eligible for incentive pay based on company and individual performance. #LI-Remote Why Westinghouse? Our benefits package is tailored to meet the diverse needs of our employees, while also promoting wellness and career growth. The following are representative of what we offer: * Comprehensive Medical benefits which could include medical, dental, vision, prescription coverage and Health Savings Account (HSA) with employer contributions options * Wellness Programs designed to support employees in maintaining their health and well-being including Employee Assistance Program providing support for our employees and their household members * 401(k) with Company Match Contributions to support employees' retirement * Paid Vacations and Company Holidays * Opportunities for Flexible Work Arrangements to promote work-life balance * Educational Reimbursement and Comprehensive Career Programs to help employees grow in their careers * Global Recognition and Service Programs to celebrate employee accomplishments and service * Employee Referral Program Westinghouse Electric Company is the global nuclear energy industry's first choice for safe, clean, and efficient energy solutions. We enable our delivery of this vision by living our value system: * Safety and Quality * Integrity and Trust * Customer Focus and Innovation * Speed and Passion to Win * Teamwork and Accountability While our Global Headquarters are located in Cranberry Township, PA, we have over 11,000 employees working at locations in 19 different countries. You can learn more by visiting

Join our Human Resources team at Helen of Troy and make an immediate impact on our trusted brands: OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June. Together, we build innovative and useful products that elevate people's lives everywhere, every day. Look around your home, and you'll find us everywhere, in your kitchen, living room, bedroom, and bathroom. We are already making your everyday lives better. We are powered by knowledgeable, enthusiastic, and forward-thinking people committed to developing a culture of inclusion. Whether you are just starting your career or in need of a challenge, we recognize, develop, and empower talent! Position: Director of Human Resources - Beauty & Wellness Department: Human Resources - Beauty & Wellness Work Location: Marlborough, MA, or Boston, MA, Hybrid (work 3 days onsite) Hybrid Schedule: At Helen of Troy, we embrace a flexible hybrid work model designed to support collaboration and productivity. For roles eligible for hybrid work, our standard schedule includes in-office collaboration from Tuesday through Thursday, with the option to work remotely on Mondays and Fridays. Any updates to this model will be communicated in advance. Please note that hybrid eligibility and schedules may vary based on business needs and manager expectations. What you will be doing: The Director of Human Resources (HR) will manage the HR requirements within the Beauty and Wellness (B&W) Business Unit, while leading a team. This leadership position will support the growth and culture of the business unit, ensuring alignment with Helen of Troy's overall objectives, policies, and values. The Director will provide strategic HR leadership in organization planning, talent management, employee relations, performance management, and workforce planning, while encouraging an inclusive and engaging culture across multiple locations. Leadership & Strategic HR Partnership: * Serve as a strategic HR business partner to B&W leaders, providing guidance on organizational development, talent management, and workforce planning. * Lead and develop the HR team, ensuring effective delivery of HR services and support across all business unit locations. * Lead all aspects of the implementation of HR initiatives/priorities and ensure they are aligned with the overall goals of the B&W business unit and company. Employee Relations & Organizational Efficiency: * Own the resolution of employee relations issues, providing expert guidance to managers and senior leaders. * Champion a positive organizational culture that encourages open communication, collaboration, accountability and results orientation. * Facilitate change management initiatives and provide guidance on standard methodologies for handling employee performance issues. Talent Management & Development: * Implement performance management processes that support employee development, career progression, retention and succession planning. * Work closely with leadership to identify talent gaps and build actionable plans for talent development, succession planning, and leadership development. * Ensure all aspects of employee onboarding and training programs are managed to ensure that new hires are successfully coordinated and equipped for their roles. Equity and Inclusion: * Drive inclusion initiatives to foster an environment where all employees feel valued and have equal opportunities for growth. * Partner with senior leaders to integrate equity and inclusion strategies into recruitment, training, and organizational policies. Talent Acquisition & Workforce Planning: * Collaborate with the recruiting team to ensure effective recruitment strategies that meet the needs of the business unit. * Lead workforce planning initiatives, ensuring the business unit has the right talent to achieve its goals while maintaining compliance with all employment laws and regulations. Compliance & Reporting: * Ensure that all HR practices align with federal, state, and local employment laws and company policies. * Track and report on key HR metrics, identifying areas for improvement and implementing action plans to address them. Special Projects & Global HR Initiatives: * Support and contribute to global HR initiatives, including the company's volunteer programs, values and culture activities. * Lead special HR projects as needed, ensuring successful implementation and measurable outcomes. Skills needed to be successful in this role: * Proven track record in employee relations, performance management, organizational development, and workforce planning. * Results orientation with an emphasis on having the ability to influence leaders across the business unit. * Strong leadership skills with the ability to encourage and develop a high-performing HR team. * Profound understanding of HR compliance, federal and state laws, and standard methodologies in employee relations. * Excellent communication and interpersonal skills, with the ability to work with all levels of the organization. * Strong organizational and problem-solving skills, with the ability to thrive in a dynamic environment. * Ability to manage confidential information with the highest level of integrity. Minimum Qualifications: * Bachelor's degree in HR, Business Administration, or a related field. * Minimum of 8+ years of HR experience, with at least 3 years in a leadership role, ideally within a business unit or divisional HR function. * Authorized to work in the United States on a full-time basis Preferred Qualifications: * SHRM-SCP, SPHR, or other relevant certifications. * Experience in a multi-site or global organization. * Exposure or experience with Canadian Labor Law. In Massachusetts, the standard base pay range for this role is $ $145,000 - $160,000 annually. This base pay range is specific to Massachusetts and may not be applicable to other locations. Actual salaries will vary based on several factors, including but not limited to location, experience, skill level, and performance. The range listed is just one component of the total compensation package for employees. Benefits: Salary + Bonus, Healthcare, Dental, Vision, Paid Holidays, Paid Parental Leave, 401(k) with company match, Basic Life Insurance, Short Term Disability (STD), Long Term Disability (LTD), Paid Time Off (PTO), Paid Charitable (volunteer) Leave, and Educational Assistance. Wondering if you should apply? Helen of Troy welcomes people as diverse as our brands! Have the confidence to come as who you are because your point of view, skills, and experience will make us stronger. If you're eager to share new ideas and try new things, we want to hear from you. #li-sp1 #LI-HYBRID For more information about Helen of Troy, visit ******************** You can also find us on LinkedIn, and Glassdoor. Helen of Troy is an Equal Opportunity/Affirmative Action Employer. We are committed to developing a diverse workforce and cultivating an inclusive environment. We value diversity and believe that we are strengthened by the differences in our experiences, thoughts, cultures, and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. We will provide individuals with disabilities with reasonable accommodations to participate in the job application process. If you would like to request an accommodation, please contact Human Resources at **************. Founded in 1968, Helen of Troy is a prominent player in the global consumer products industry, offering diverse career opportunities across North America, South America, Europe, and Asia. We boast a collection of renowned brands such as OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June - many of which rank #1, #2, or #3 in their respective categories, making the Helen of Troy name synonymous with excellence and ingenuity. At Helen of Troy, our strategy involves acquiring brands that we can integrate and enhance, amplifying their unique attributes to drive growth and profitability. Embracing a culture of collaboration internally and externally, we are committed to providing innovative solutions tailored to consumers, operational excellence, global scalability, and exceptional shared services to support our brand portfolio. This dedication to fostering development and success sets Helen of Troy apart as a pioneer in the industry, propelling our brands to unparalleled heights of success and recognition worldwide. The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities and duties required of personnel so classified. Management retains the right to add or to change duties of the position at any time.

You may know McCormick as a leader in herbs, spices, seasonings, and condiments - and we're only getting started. At McCormick, we're always looking for new people to bring their unique flavor to our team. McCormick employees - all 14,000 of us across the world - are what makes this company a great place to work. We are looking to hire an DIRECTOR HUMAN RELATIONS immediately in a Hybrid (50/50) capacity at our Global Headquarters in Hunt Valley, Maryland. What We Bring To The Table: The best people deserve the best rewards. In addition to the benefits you'd expect from a global leader (401k, health insurance, paid time off, etc.) we also offer: • Competitive compensation • Career growth opportunities • Flexibility and Support for Diverse Life Stages and Choices • We prioritize our communities and the planet we share. We are proud to be awarded as a Diversity Inc. Top 50 company for Diversity and have multiple Sustainability awards (ranking #22 in the World and #1 in Food Products) • Wellbeing programs including Physical, Mental and Financial wellness • Tuition assistance Position Overview Provides Human Relations leadership on all facets of Human Relations strategy and deployment. Acts as a strategic business partner to internal customers and their respective leadership teams in developingand implementing programs and initiatives that support and enable the organization's short and longrange goals and objectives. Responsible for strategic HR plans and business plans, employee and laborrelations; recruitment and talent management; leadership, coaching and development, support oforganizational vision and values; performance management; regulatory prevention; compensationsystems administration and communication; organization planning/development/change management;and People Support program/project identification, development and implementation. Key Responsibilities Provides leadership and direction for assigned global functions within the business unit. Inconjunction with company-wide initiatives, develops programs and systems that enhanceorganizational capabilities and accelerate the ability to achieve business results. Responsible for all facets of HR functional / global strategy implementation: talent andperformance management, compensation management, recruiting and staffing,communication. employee and labor relations Partners with leadership teams to establish, and implement, functional/ global strategy anddirection particularly with respect to development of organizational capability. Provides leadership to management teams in order to identify functional / global andorganizational opportunities relating to human resource policies, procedures and/or programs Responsible for development of direct reports Required Qualifications BSc in Human Relations or Business equivalent 10-15 years of progressive plant and business unit HR experience minimum of 5 years in an HR leadership role. Networking capabilities, influencing others, clear and concise communicator, must buildrelationships and value people. Customers are internal - interacts daily Interacts outside of business unit within function andin role the as committee member on a regular basis Preferred Qualifications MBA Industry expertise preferred but not required #LI-NP2 McCormick & Company is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. As a general policy, McCormick does not offer employment visa sponsorships upon hire or in the future.

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. The IPT Area Manager provides HR guidance to plants within his or her assigned geographic region. This individual is the primary HR contact for these facilities and works closely with their management teams for a variety of tasks. Duties of this position include internal HR auditing, assisting with hiring and terminations, gathering data and compiling reports, assisting with benefits administration, and other various tasks. Lastly, this individual will manage a team of site-specific HR Personnel in charge of handling all HR Tasks at QSI's larger customer accounts. This individual must be a well-rounded HR professional with knowledge in all areas of the field. EDUCATION: Required: High School Diploma Preferred: Bachelor's degree in Human Resources Management, Business Management, or a related field. EXPERIENCE: Required: 2-3 years' experience in an HR-related function, or in a position with direct responsibility for HR-related tasks. Preferred: 3+ years' experience in an HR-related function, or in a position with direct responsibility for HR-related tasks in food processing facility POSITION REQUIREMENT(S): Specialized Skills/License/Certification Preferred: Bi-lingual (English/Spanish); PHR Certification CORE COMPETENCIES (Essential Job Functions) Travel to assigned plants and conduct audits of personnel files, disciplinary documentation, and time & attendance logs. Monitor sites' weekly time sheets in QSI's ADP system to ensure site management teams are reconciling any attendance issues. Prepare reports for Site and Executive management teams regarding attendance issues, audit scores, turnover, payroll, or other topics as necessary. Assist site HR Personnel with the administration of benefits and Open Enrollment. Conduct on site investigations into employee relations related issues when necessary. Develop and implement recruiting strategies to attract hourly associates. Deliver routine HR training to Site management teams Assist Company Executives with administrative functions Coach, train, and provide performance feedback to site HR Personnel to ensure they are providing adequate support and working to meet career goals. Other duties as necessary Requirements: The successful candidate(s): Must be willing to travel extensively (90% Travel) Will have excellent organization skills Will have excellent communication skills (Ability to speak Spanish highly preferred) Will have verifiable HR experience Will present a neat and clean appearance and will have the ability to professionally represent our Company to our Customers Be willing to work any hours including 3rd shift and work in plant environment Must work well with all levels of the Organization Must be a self-starter and work productively with little supervision Will have excellent computer skills (Microsoft Excel, Outlook, Word, and some PowerPoint) If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

About IEM Industrial Electric Mfg. (IEM) is the largest independent full-line manufacturer of custom power distribution systems in North America. Founded more than 75 years ago in Fremont, California, IEM grew alongside Silicon Valley and today operates over 1.7 million square feet of manufacturing capacity. With $1B+ in annual sales and 10,000+ commissioned projects across technology, data centers, commercial, energy, utilities, healthcare, industrial, and infrastructure markets, IEM continues to deliver exceptional product quality, dependable service, and the flexibility to meet complex technical requirements at scale. Position Summary We are seeking an experienced, hands-on Director of Human Resources Operations to lead HR operations across three divisions of our growing organization. This full-time, in-office position based in Jacksonville, FL is a strategic leadership role responsible for optimizing and standardizing HR processes, systems, and programs to drive efficiency, compliance, and an exceptional employee experience. This individual will oversee the operational execution of HR functions, ensuring scalability, data integrity, and the effective utilization of HR technology to support the organization's growth and strategic objectives. This role requires a strong blend of operational excellence, technological acumen, project management skills, and leadership capabilities to guide and develop a high-performing HR operations team. You'll continue the build of a scalable shared services model that supports over 4,000 employees (anticipated to double over the next few years), while partnering with global operations leaders to design processes that work across borders. This is a chance to lead with impact - simplifying how work gets done, elevating the employee experience, and helping shape the future of HR operations. Key Responsibilities Leadership & Strategy Partner with senior leadership to align HR strategy with organizational goals Oversee the delivery of core HR services across the U.S. & Canada Lead, develop, and mentor HR team members across multiple divisions and geographies Scale with Purpose Continue implementation a shared services model that supports rapid growth and evolving business needs Leverage platforms (primarily UKG) to drive automation, enable self-service, and reduce manual effort - creating space for strategic, high-impact work Drive Operational Excellence Continuously improve processes to enhance speed, accuracy, and employee experience Standardize workflows across North America while ensuring compliance with local labor laws Champion a culture of continuous improvement and data-driven decision-making Collaborate Globally, Execute Locally Partner with global operations leaders and HR colleagues to co-create scalable, globally aligned processes, balancing global consistency with regional nuance to deliver solutions that are both efficient/effective and locally relevant HR Policy & Compliance Oversee the development, implementation, and administration of HR policies, processes, and programs Ensure compliance with all applicable federal, state, and local employment laws and regulations; proactively update policies and practices as needed Lead annual audits and ensure timely submission of required reports, including Form 5500 filings Payroll Oversee payroll operations for a multi-state workforce, ensuring accuracy, compliance with regulations, and adherence to company policies Partner with Finance to manage payroll reporting, audits, and reconciliations, maintaining strong internal controls Employee Relations & Engagement Lead the addressing of employee relations issues, including disputes, investigations, and disciplinary actions, with fairness and consistency Support initiatives to strengthen employee morale, recognition, and engagement across divisions Talent Management Partner with Talent Acquisition to identify staffing needs and implement best practices for sourcing, selection, and onboarding of production employees Collaborate with the Talent Development team to design and deliver training, professional development, and certification programs that align with organizational goals Partner on leadership development, career pathing, and succession planning initiatives to strengthen organizational capability Support continuous learning initiatives that enhance workforce skills, engagement, and readiness for future growth Drive performance management programs that support employee development, engagement, and organizational effectiveness People Metrics and Analysis Conduct workforce data analysis using HRIS/talent systems to identify trends and support strategic decision-making Provide relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities Qualifications REQUIRED: Bachelor's degree or equivalent skills and experience 10+ years of experience in comparable HR roles with at least 3 years in a people leadership capacity - this is not an HR Business Partner role Deep understanding of labor laws and compliance, with experience navigating regulatory requirements in multi-country environments Strong command of HR technology platforms, with a track record of driving automation and self-service adoption Demonstrated success in building and scaling shared services models that support growth, complexity, and global alignment Exceptional people leadership and team development skills Excellent communication, interpersonal, and organizational abilities Adaptability and a proactive approach to addressing organizational needs Proven ability to design and optimize processes that improve efficiency, reduce manual work, and enhance employee experience Skilled in data-driven decision-making, using metrics and feedback to inform strategy and continuously improve service delivery Excellent stakeholder management skills, with the ability to influence across functions and geographies A mindset rooted in continuous improvement, service excellence, and operational rigor STRONGLY PREFERRED: 3+ years leading regional or multi-site teams in dynamic, fast-scaling organizations Experience in manufacturing or industrial environments (ex. 80% of the population are production employees) Experience with UKG's end-to-end HCM platform (UKG go-live in Q1 2026) The target salary range for this role is $175,000 - $215,000 annually. Total compensation actually offered for this role will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered. Why Join IEM At IEM, you'll join a team that powers some of the world's most ambitious projects. We're engineers, makers, and problem-solvers who thrive on tackling complex challenges and delivering solutions that keep industries moving forward. If you're driven, collaborative, and ready to make an impact, we'd love to hear from you. Your creativity and passion can help us achieve great things-come be part of the journey. Learn more about IEM at ********************* We offer comprehensive and competitive benefits package designed to support our employees' well-being, growth, and long-term success. View a snapshot of our benefits at *********************/careers Recruiting Scams Beware of recruiting scams. IEM never charges candidates fees, and all recruiter emails come from ************* address. If you suspect fraudulent activity, do not share personal information and report it to us at iemfg.com/contact Non-Discrimination Statement IEM does not discriminate against any applicant based on any characteristic protected by law. Privacy Information collected and processed as part of your IEM Careers profile, and any job applications you choose to submit is subject to IEM's Workforce Member Privacy Policy.

Join us in building a better future for Arizona! SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes. SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona. Why Work at SRP At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That's why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power. SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits: Pension Plan (at no cost to the employee) 401(k) plan with employer matching Available your first day: Medical, vision, dental, and life insurance Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave) Parental leave (up to 4 weeks) and adoption assistance Wellness programs (including access to a recreation and fitness facility) Short and long-term disability plans Tuition assistance for both undergraduate and graduate programs 10 Employee Resource Groups for career development, community service, and networking Summary Assists the Chief Human Resources Executive/Associate General Manager (CHRE/AGM) and department leaders in coordination of departmental functions, preparation of budgets; monitoring the progress on Human Resource (HR) initiatives; and the conduct of special studies and assignments. Handles details of a confidential and sensitive nature. Requires broad knowledge of corporate operations and policy, and a high-level of experience, discretion and technical skill. Usually operates with great latitude for independent judgement and initiative. What You'll Do • Ability to maintain high level of confidentiality and discretion while supporting AGM • Provides effective cross-organizational teamwork, collaboration, communication and alignment across the HR function as guided by AGM • Makes high-level contacts of a complex and confidential nature both inside and outside the company. • Exercises independent judgment in actions regarding company matters. • Assists the CHRE/AGM and leaders with development, communication and implementation of corporate strategic objectives, and HR strategic plans. • Performs special projects and provides project management support as requested. • Designs agenda, secures speakers, assists with content development, and facilitates HR Leadership, Expanded Leadership, and HR All-hands meetings. • Collaborates with outside vendors to design and assist in facilitating annual HR Strategy Session. • Collects and prepares information for CHRE/AGM's use in discussions and meetings. • Assists the CHRE/AGM in all aspects of board of directors, GM Staff, Council and Committee meetings. • Develops presentations for the CHRE/AGM. • Records meeting minutes which may contain sensitive information. • In collaboration with HR Leaders, establishes annual HR budget and works closely with Financial Planning to input budget into the enterprise-wide system. • Creates monthly budget reports for each CHRE/AGM direct report and meets monthly to track spending and prepare for monthly variance reporting. • Acts as budget liaison to Financial Planning to finalize variance reports for HR on a monthly and year-end basis. • Monthly and year-end presentations to CHRE/AGM on budget actuals/variances. • Responsible for the management of HR TO's, bids and job evaluation requests and advises on priority, compliance with policy and internal compatibility. • Takes lead on project managing management team initiatives, i.e., engagement action plans. • Outstanding problem-solving ability with a proactive approach to challenges • Assists HCRE/AGM in managing tasks and priorities. • Conducts research and analyzes data to inform executive decision making. • Implements executive directions and follows up on outcomes. What It Takes To Succeed Strong analytical skills and ability to synthesize large amounts of information from multiple sources to draw conclusions SAP experience is a plus Strong financial acumen and excel skills Excellent collaboration and project management skills Outstanding problem-solving ability with a proactive approach to challenges Exceptional attention to detail Experience A minimum of five years of related experience is required (if no degree, nine years of relevant experience or an equivalent combination of education and related experience totaling nine years). Education A bachelor's degree relevant to the assignment from an accredited institution is preferred. Hybrid Workplace SRP currently offers a hybrid workplace, which allows employees whose jobs can be performed remotely, and who have sufficient technical capability, to telework up to three days per week. Although teleworking is available, all employees must live and work in Arizona. Drug/Alcohol Policy Statement To promote the safety and well-being of our employees, customers, and the communities we serve, SRP is committed to maintaining a drug/alcohol free work environment. Although marijuana may now be legal in Arizona, except as otherwise specified under Arizona law, SRP considers it to be an illegal drug for the purpose of our drug/alcohol policy because marijuana remains illegal at the federal level. Any candidate found to be impaired during the hiring process or who has the presence of an illegal drug or unauthorized substance in their system during the pre-employment drug/alcohol test may be disqualified from further consideration in the hiring process. Equal Opportunity Employer Statement Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law. Work Authorization All candidates must be legally authorized to work in the United States. Currently, SRP does not sponsor H1B visas, OPT, or other employment-related visa's.

The Human Resources Manager is responsible for all aspect of the region's employee and labor relations to include staffing, compliance and labor management. Leads contract negotiations and ensures adherence to the labor agreement and local policies and processes by all management and employees. Responsibilities: Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes Maintains the work structure by updating job requirements and job descriptions for all positions Handle all aspects of the regional employee and labor relations activities with reporting and coordination with departmental manager Works closely with the HR Team to ensure all policies, practices, procedures, and laws are adhered to by the region's employees and all initiatives are integrated at the local level. Continuously communicates with the region's leadership and employees. All aspects of talent management in the region to include employee engagement, rewards & recognition, succession planning, talent acquisition, and other initiatives to support employees within the region Ensures all policies, procedures, practices, and laws are adhered to by the regions management team and employees Provides guidance and counsel to management and employees regarding company policies, procedures, practices, and applicable laws. Investigates and responds to outside local, provincial, or federal requests regarding employment and or labor related issues Oversees employee engagement activities and assures success Responsible for all regional benefits and compensation programs and teams with corporate to ensure compliance and adherence to company programs and directives Provides training and facilitation to the workforce Oversees appropriate change management activities and ensure success of changes initiatives Leads the regions employee performance management initiatives and activities Consults with the management team to provide guidance on all aspects of human resources management Performs workplace investigations Leads regional employee training and development activities to include assessing needs, identifying programs, providing training and facilitation, and evaluating program success. Provides change management leadership to the region to ensure change initiatives are successful. Requirements: Qualified candidates will have a Bachelor Degree in Business, HR or related field 6+ years Human Resources generalist experience with at least 3 years in a leadership role; manufacturing background preferred Union experiences involving grievance handling, lead in contract negotiations Able to work as a peer in a management team while exercising influence over that same team Strong business acumen, consulting, influencing and change management skills Positive and proactive attitude with ability to address issues and implement solutions Ability to work independently and take initiative Excellent facilitation, negotiation and conflict resolution skills Strong organization and prioritization skills in a multi-facility environment Able to travel regularly to locations assigned Fluency in oral and written English

HR Manager for Philly restaurant group. Lead hiring + culture with hybrid flexibility. $90-$100K. Growing Hospitality Group in Philadelphia, PA, is seeking a full-time Human Resources Manager. Schedule: Full-time | Flexible hybrid schedule (office + home) Pay: $90,000-$100,000 base Walk-in Applicants: By appointment only About Us We are a growing, women-led hospitality group with a diverse portfolio of respected restaurants throughout Philadelphia. We value teamwork, professionalism, and a supportive culture rooted in communication, respect, and growth. We're seeking a Human Resources Manager who excels in a fast-paced, hospitality-driven environment. This role supports talent acquisition, employee development, compliance, HR operations, and culture-building across multiple restaurant locations. Why You'll Love Working Here Competitive salary: $90K-$100K Medical insurance 401(k) plan Paid time off and paid sick days Hybrid schedule (office + remote flexibility) Company dining perks Accessible by public transportation Your Role Oversee HR operations, compliance, and best practices across multiple restaurant locations Lead talent acquisition, onboarding, and employee communication Partner with leadership to strengthen culture and engagement Support payroll, benefits, and documentation Provide training, coaching, and development for managers Maintain clear documentation and consistent communication practices What We're Looking For 3+ years of HR experience (restaurant or hospitality preferred) Recruiting, staffing, and employee relations experience Knowledge of compliance, HR operations, payroll, and benefits Calm, professional communicator who gives and receives feedback well Strong work ethic, patience, and ability to stay composed under pressure Experience managing 20+ employees Stable work history Company Culture Flexible | Engaging | Supportive | Hospitality-Driven | Growth-Oriented How to Apply Please submit: Your resume Your full name and contact information Three industry-related references (with email addresses) Verification of eligibility to work in the U.S. Reliable transportation (public or private)

Job Title: Director of Human Resources Location: Ice Industries HQ ∙ 3810 Herr Road ∙ Sylvania, OH 43560 General Job Function: The Director of Human Resources provides strategic and operational leadership for all human resources functions across Ice Industries, a multi-location manufacturing organization specializing in metal stampings, roll forming, welding, and machining. This position oversees HR strategy, compliance, labor relations, employee relations, benefits, payroll, HRIS administration, and organizational development across five U.S. facilities and one in Mexico. Job Duties: Strategic and Operational Leadership Develop and implement HR strategies that align with Ice Industries' business objectives and workforce needs across all U.S. and Mexico locations. Partner with leadership on organizational design, talent development, and succession planning. Serve as a trusted advisor to senior leadership on human capital strategy, culture, and workforce risk management. Lead all employment law-related matters in collaboration with outside counsel, ensuring compliance with labor regulations, managing investigations, and guiding responses to agency inquiries or litigation. Employee Relations and Compliance Oversee employee relations across all locations, ensuring fairness, consistency, and compliance in investigations and corrective actions. Maintain compliance with all federal, state, local, and international employment laws. Review and update HR policies to ensure regulatory and procedural accuracy. Administer and provide guidance to plant HR teams on FMLA and ADA matters, including employee eligibility, documentation, accommodations, and coordination with third-party administrators and legal counsel as needed. Support plant leadership in managing complex leave and accommodation cases to ensure compliance and fairness. Manage employee building access, maintain security controls, and ensure updates are made promptly during onboarding, transfers, and terminations to maintain a secure environment. Payroll, Compensation, and HRIS Administration Oversee payroll processing across all entities to ensure accuracy, timeliness, and compliance with wage and tax requirements. Verify all payroll tax configurations, rates, and jurisdictions are correctly maintained within the HRIS system. Produce and distribute HR and payroll reports for leadership, including analytics on headcount, turnover, overtime, and labor costs. Manage compensation structure reviews and salary planning in coordination with the Finance department. Serve as the primary HRIS administrator, ensuring data integrity, user security, and optimized workflows. Manage EDI (Electronic Data Interchange) feeds with benefit carriers and third-party vendors-monitoring transmissions, correcting errors, and reconciling billing discrepancies. Partner with the HRIS vendor and IT to resolve technical issues, implement updates, and train users on system enhancements. Ensure data accuracy, consistency, and accessibility across HR systems and reports. Benefits Administration and Wellness Administer all employee benefits programs, including health, dental, vision, life, disability, 401(k), and wellness initiatives. Create and maintain all benefits-related forms, communications, and plan documentation. Manage vendor relationships and contracts in collaboration with the TPA and insurance broker to ensure seamless operations. Lead annual open enrollment, including coordination of system updates, plan renewals, employee communications, and compliance documentation. Oversee the wellness program, promoting engagement and tracking participation. Ensure compliance with ERISA, ACA, COBRA, HIPAA, and all applicable benefits regulations. Corporate Compliance and Audit Coordination Lead HR participation in the annual 401(k) and financial audits, ensuring complete and accurate documentation for external auditors. Maintain compliance with all HR-related regulatory filings and reporting obligations. Provide personnel, training, and compliance documentation required for quality audits and customer reviews. Partner with other functional teams to ensure year-round audit readiness and cross-departmental alignment. Leadership and Team Development Lead and mentor a high-performing HR team of seven direct and two indirect reports. Develop and deliver training for employees and managers on HR policies, procedures, and key compliance areas, ensuring consistent understanding and application of company standards across all locations. Foster consistent HR practices, service delivery, and communication across all sites. Workers' Compensation, Safety, and OSHA Oversee all Bureau of Workers' Compensation (BWC) claims, ensuring timely communication and documentation. Partner with the Corporate Safety Manager and plant leadership to support incident prevention, modified duty, and return-to-work programs. Support OSHA investigations, ensuring complete documentation, timely response, and corrective action implementation. Collaborate on safety training initiatives and maintain alignment between HR and safety objectives. Talent Acquisition and Retention Oversee companywide recruitment, onboarding, and retention strategies for hourly, salaried, and leadership positions. Manage relationships with external recruiting partners to ensure cost efficiency, compliance, and high-quality service. Oversee and maintain all job descriptions, ensuring they are current, accurate, and consistent with organizational needs and compliance requirements. Manage the company's Applicant Tracking System (ATS), including system configuration, user support, reporting, and process optimization. Labor and Union Relations Serve as the lead negotiator in collective bargaining and manage contract interpretation, administration, and grievance resolution. Foster collaborative, professional relationships with union representatives while protecting company interests. Advise plant leadership on contract compliance, labor strategy, and communications. Travel and Marketing Support Manage the company's corporate travel program, including vendor relationships, policy enforcement, and negotiating Local Negotiated Rates (LNRs) with vendors. Support employer branding, internal and external communications initiatives in collaboration with leadership. Serve as a backup travel coordinator, arranging employee travel as needed. Performs other incidental and related duties as required and assigned, including projects or assignments to support the organization. Working Conditions: Office environment with occasional exposure to a non-climate-controlled manufacturing environment, where ambient air temperature can occasionally exceed outside air temperature Must sit and view a computer screen for extended periods. Manual dexterity for operating office equipment (e.g., computer, calculator). Must be able to bend at the waist and knees, walk, and stand for extended periods. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and the ability to adjust focus. Must be flexible and able to change schedule and work hours to meet the organization's needs, including evenings and weekends. Must be able to travel by land and air, including occasional international travel. Required Education, Experience & Skills: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or SHRM-SCP/PHR certification preferred. Minimum of 10 years of progressive HR experience, including at least 5 years in a senior leadership capacity within manufacturing. Proven expertise in employment law, labor relations, benefits, payroll, HRIS, and multi-site compliance. Strong technical proficiency with HRIS systems and EDI feeds, including error resolution and billing reconciliation. Demonstrated expertise in FMLA, ADA, and leave administration. Knowledge of 401(k), ACA, COBRA, HIPAA, OSHA, and BWC requirements. High integrity and professionalism with proven discretion in handling confidential matters. Must be computer literate and proficient with MS Office and Windows (Word, Excel, and PowerPoint). Experience with Paycor or a similar HRIS system preferred Must be detail-oriented with strong organizational and analytical skills Ability to work with and communicate (verbal and written) effectively within all levels of the organization - bilingual (Spanish) a plus. Ability to self-motivate and work in a dynamic environment.

Vertiv is seeking a dynamic HR Program Manager to lead the development of talent pipelines for our Services organization. This role will drive strategic partnerships with colleges, universities, and trade schools, while also enhancing internal development programs to support career growth. The ideal candidate will be a connector-linking education, business needs, and workforce readiness to fuel our future talent. Key Responsibilities Strategic Talent Pipeline Development Partner with Services leadership to design and execute long-term strategies for early career recruitment and workforce readiness. Define success metrics and continuously evaluate program effectiveness through data analysis. Align educational partnerships with business goals and hold local service managers accountable for relationship-building with technical schools. Provide quarterly updates to leadership on progress and future planning needs. Training Program Leadership Oversee Vertiv's technical training programs (e.g., Thermal FST via ADTC), ensuring alignment with curriculum, logistics, and participant support. Monitor outcomes and implement improvements based on performance data and feedback. Educational Partnerships & Outreach Cultivate and expand relationships with colleges, universities, and trade schools (e.g., NOVA, TSTC). Serve as the primary liaison with educational institutions, managing agreements, sponsorships, and collaborative initiatives. Coordinate recruitment events, job fairs, and marketing campaigns in partnership with Marketing and Talent Acquisition. Strengthen Vertiv's employer brand among students and graduates. Internal Development Initiatives Support internal development programs, including supervisor training, to build internal promotion pipelines. Budget & Resource Management Develop and manage budgets for training and partnership programs. Track expenses and ensure cost-effective resource allocation. Qualifications Bachelor's degree in HR, Business Administration, or related field. 5+ years of experience in program management, recruitment, or workforce development. Proven ability to lead cross-functional initiatives in a fast-paced environment. Strong communication, presentation, and analytical skills. Experience with technical recruiting or supporting skilled trades is a plus. Project management and budget oversight experience preferred. PHYSICAL & ENVIRONMENTAL DEMANDS Please list all physical and environmental demands that may performed on a regular basis. TIME TRAVEL REQUIRED 40% +

Are you looking to advance your career by joining a dynamic and strong precision manufacturing company in NE Ohio who genuinely cares for their Team? This Human Resources Manager position for SPIROL Ohio, which currently has approximately 100 Team Members on site, is part of SPIROL, a global organization of 700+, with manufacturing and sales locations all over the world, that serves aerospace, defense, automotive and other industries. The HR Manager serves as a trusted partner to the Ohio leadership team, providing both hands-on HR leadership and people guidance in support of organizational goals. This role is responsible for the full employee lifecycle at the site level while ensuring alignment with global HR strategies, values and compliance requirements. Key Responsibilities: Partner with site and functional leaders to support workforce planning, organizational effectiveness and change initiatives Coach managers on employee relations, performance management, and leadership effectiveness Lead employee relations matters including investigations, conflict resolution and corrective action Ensure consistent application of policies, practices and company values Support performance management processes and talent development initiatives Ensure compliance with federal, state and local employment laws Manage leave administration (FMLA, state leaves, ADA accommodations) Promote a positive, inclusive workplace culture aligned with SPIROL's values Serve as a visible HR presence and advocate for employees Coordinate and administer company sponsored employee appreciation events and annual celebrations. RECOMMENDED QUALIFICATIONS: Minimum of seven (7) years' of progressive experience HR experience, including employee relations, preferably in the manufacturing industry Bachelor's Degree in HR, Business Administration or related field preferred Strong knowledge of employment law and HR best practices Excellent communication, writing, organization and people skills. Demonstrated ability to influence and partner with leaders at multiple levels BENEFITS: Health/Dental/Vision Company fully paid Life, Short and Long Term Disability Competitive Compensation Immediate Paid Vacation 11 Paid Holidays Paid Time Off Education Assistance Program Employee Assistance Program Employee Referral Bonus Program Pet Insurance 401(k) with Company Matching Defined Contribution Pension - 3% Guaranteed Careers Video Link: ******************************************* SPIROL an equal opportunity employer. SPIROL does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity, or any other characteristic protected by law. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.

We are looking for an experienced and detailed oriented Payroll Manager to oversee and manage the payroll function for our North America operations. The Payroll Manager will ensure accurate and timely processing of payroll for a diverse workforce while ensuring compliance with federal, state, and local regulations. This role will also involve process optimization and managing relationships with internal an external stakeholders. The successful candidate must be able to demonstrate a proven track record of success in payroll management and have strong and strategic planning and organizational skills. RESPONSIBILITIES Manage the end-to-end execution of the weekly and biweekly payroll process for North America (U.S., Canada & LATAM), ensuring accuracy and timeliness. Partner with our third-party vendor to ensure all tax filings are in compliance with federal, state, and local tax government agencies. Manage day to day tasks related to payroll processing and payroll tax. Union payroll experience Partner with business leaders within Human Resources, Finance, IT, and Operations to identify opportunities for improvement and recommendations for efficiencies. Maintain and Manage payroll systems, ensuring data integrity and security. Identify opportunities in the development and implementation of process and procedures to drive improvements and efficiencies in a controlled environment. Provide and maintain an open-door environment for research and resolution of payroll discrepancies and respond to employee inquiries timely. Prepare and review ad hoc reports for senior management special handling and routing. Partner with external vendors, such as payroll service providers and benefit vendors on service delivery, service inquiries, testing, metrics of service performance, and best practices. QUALIFICATIONS Bachelor's degree in Accounting, Finance, Business Administration, or a related field. 10 years of payroll experience with a minimum of 5 years of experience in payroll management, preferably within a large organization. Strong knowledge of federal, state, and local payroll regulations, including multi-state payroll requirements and Canadian regulations and compliance. Experience with ADP WorkforceNow and Oracle HCM. Exceptional attention to detail and organizational skills. Proven leadership and team management abilities. Excellent analytical, problem-solving, organizational and communication skills. Confidence in challenging the status quo; always on the hunt for continuous improvement opportunities. Ability to Handle sensitive and confidential information with integrity. Certified Payroll Professional (CPP) designation preferred. Proficiency in Excel and MS Office PHYSICAL & ENVIRONMENTAL DEMANDS Please list all physical and environmental demands that may performed on a regular basis. TIME TRAVEL REQUIRED (None, 10%, 25%, 50%, 75%)

Job Summary: The Director of Human Resources is a strategic leader responsible for developing and executing HR strategies that support the organization's strategies, culture, and long-term goals. This role oversees all aspects of human resources operations, including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. The Director partners closely with executive leadership to cultivate a high-performing, inclusive, engaged workforce, as well as all other duties as assigned. Primary Responsibilities: Strategic Leadership Develop and implement HR strategies aligned with organizational goals. Advise senior leadership on workforce planning, organizational structure, and change management. Lead initiatives that strengthen company culture and employee engagement. Talent acquisition & management Oversee full-cycle recruitment to attract and retain top talent. Establish effective onboarding programs that promote early employee success. Guide managers in performance management, coaching, and talent development. Employee Relations Serve as a trusted advisor on complex employee relations issues. Ensure consistent and fair application of policies and procedures. Foster an environment that encourages communication, collaboration, and conflict resolution. Compensation & Benefits Develop competitive compensation structures aligned with market trends. Oversee administration of employee benefits programs. Ensure pay equity and compliance with compensation regulations. Compliance & Risk Management Maintain compliance with all federal, state, and local employment laws. Ensure accurate and timely reporting, recordkeeping, and audits. Mitigate organizational risk through effective policy development and training. Primary Responsibilities: Training & Development Identify, create and administer learning and development programs. Support leadership development and succession planning efforts. Promote continuous improvement and professional growth across the organization. HR Operations Oversee HR systems, data accuracy, and reporting. Manage vendor relationships and evaluate HR systems. Develop and maintain HR metrics to support data-driven decision-making. Qualifications & Experience Bachelor's degree in human resources, business administration, or related field (master's preferred). Minimum of eight years of progressive HR experience, with at least three years in a leadership role. HR Certifications (SHRM-SCP, SPHR) are strongly preferred. Experience in a manufacturing environment preferred. Multisite experience a plus. Strong knowledge of employment law and HR best practices. Exceptional leadership, communication, and interpersonal skills. Ability to balance strategic vision with hands-on execution. Proven success in managing organizational change and driving cultural initiatives. Excellent analytical skills, with the ability to interpret HR metrics and insights. Must be able to perform the essential functions of the position with or without accommodation.

We are seeking a dynamic and driven HR Manager to serve as a strategic business partner to the Sales, Marketing and Customer Service functions within the Color & Additives - US and Canada organization. This role will provide both strategic guidance and day-to-day HR support, ensuring alignment between business objectives and HR initiatives. The ideal candidate will be a proactive problem solver with strong business acumen and the potential to take on expanded responsibilities in the in the future. They view themselves as a business partner who has expertise in Human Resources and thrive in a fast-paced environment. Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (PHR/SPHR, SHRM-CP/SCP) preferred. 5+ years of progressive HR experience, including HRBP responsibilities supporting clients at Director level and above. Strong understanding of HR practices, employment law, and organizational development to provide compliant, best-in-class HR insights and support. Proven ability to communicate, influence, and build trust with stakeholders at all levels. Continuous improvement mindset with demonstrated experience identifying gaps and recommending / implementing scalable solutions for HR processes. Strong ability to prioritize work with agility to adjust focus to higher priorities, as needed. Change agent skillset to drive implementation and adoption of new programs, processes, and support teams through change management. Excellent communication, analytical, digital tools, and project management skills. Experience supporting cross-functional teams. Growth Opportunity: This role is designed for a high-performing HR professional ready to grow into a Senior HR Manager role in the future. The successful candidate will have the opportunity to expand their scope and contribute to enterprise-wide initiatives in partnership with HR leadership. Essential Duties & Responsibilities HR Business Partnering: Build strong relationships with functional leaders to understand business strategies and translate them into HR priorities. Provide coaching and guidance on organizational design, workforce planning, talent development, and change management. Partner with leadership to identify and develop high-potential talent and succession plans. Lead and support employee engagement initiatives, leveraging data and employee feedback to drive action planning. Act as a liaison and partner to HR teams within the US and around the world to ensure consistency and alignment across businesses, segments and regions. Engage in projects alongside HR Centers of Excellence to ensure programs and/or projects incorporate the business' perspective and to drive seamless adoption in the organization upon completion. Day-to-Day HR Support: Manage employee lifecycle activities including hiring, onboarding, offboarding, and internal mobility. Support performance and talent management processes, including goal setting, career development conversations, and year-end evaluations. Ensure compliance with company policies and employment laws; support investigations and employee relations matters. Collaborate with HR Centers of Excellence (COEs) in HRIS, HR Operations, Total Rewards, Talent Acquisition, and Learning & Organizational Development to deliver seamless HR services. Maintain accurate and timely HR data and reporting through HRIS systems. Other duties as assigned.

We are seeking a dynamic and driven HR Manager to serve as a strategic business partner to the Sales, Marketing and Customer Service functions within the Color & Additives - US and Canada organization. This role will provide both strategic guidance and day-to-day HR support, ensuring alignment between business objectives and HR initiatives. The ideal candidate will be a proactive problem solver with strong business acumen and the potential to take on expanded responsibilities in the in the future. They view themselves as a business partner who has expertise in Human Resources and thrive in a fast-paced environment. Essential Duties & Responsibilities HR Business Partnering: * Build strong relationships with functional leaders to understand business strategies and translate them into HR priorities. * Provide coaching and guidance on organizational design, workforce planning, talent development, and change management. * Partner with leadership to identify and develop high-potential talent and succession plans. * Lead and support employee engagement initiatives, leveraging data and employee feedback to drive action planning. * Act as a liaison and partner to HR teams within the US and around the world to ensure consistency and alignment across businesses, segments and regions. * Engage in projects alongside HR Centers of Excellence to ensure programs and/or projects incorporate the business' perspective and to drive seamless adoption in the organization upon completion. Day-to-Day HR Support: * Manage employee lifecycle activities including hiring, onboarding, offboarding, and internal mobility. * Support performance and talent management processes, including goal setting, career development conversations, and year-end evaluations. * Ensure compliance with company policies and employment laws; support investigations and employee relations matters. * Collaborate with HR Centers of Excellence (COEs) in HRIS, HR Operations, Total Rewards, Talent Acquisition, and Learning & Organizational Development to deliver seamless HR services. * Maintain accurate and timely HR data and reporting through HRIS systems. * Other duties as assigned. * Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (PHR/SPHR, SHRM-CP/SCP) preferred. * 5+ years of progressive HR experience, including HRBP responsibilities supporting clients at Director level and above. * Strong understanding of HR practices, employment law, and organizational development to provide compliant, best-in-class HR insights and support. * Proven ability to communicate, influence, and build trust with stakeholders at all levels. * Continuous improvement mindset with demonstrated experience identifying gaps and recommending / implementing scalable solutions for HR processes. * Strong ability to prioritize work with agility to adjust focus to higher priorities, as needed. * Change agent skillset to drive implementation and adoption of new programs, processes, and support teams through change management. * Excellent communication, analytical, digital tools, and project management skills. * Experience supporting cross-functional teams. Growth Opportunity: This role is designed for a high-performing HR professional ready to grow into a Senior HR Manager role in the future. The successful candidate will have the opportunity to expand their scope and contribute to enterprise-wide initiatives in partnership with HR leadership.

The Human Resources Generalist is responsible for providing talent acquisition support, processing payroll, benefit administration, and training and development. Essential Duties: Support full-cycle recruitment efforts from position opening through hire, including collaboration with hiring managers to determine requirements, evaluating candidates and facilitating employment offers for assigned openings. Continuously identify ways to improve recruitment strategies and exam process improvements to the recruitment of a diverse workforce while maintaining efficiencies, maximizing new technology, responding in cost-effective ways and exploring industry trends. Conduct new hire employee orientation, coordinate onboarding schedule and assist in training and development initiatives. Perform benefit administration, including new hire enrollment, open enrollment, claims resolution, change reporting and invoice approval. Serve as first line of contact for employees regarding benefit questions or requirements. Work with 3rd party administrators, concerning benefits, H.R.A., H.S.A., COBRA and TPA, and Insurance Brokers, etc. Ensure timely and accurate payroll processing, bi-weekly. Process employee changes including but not limited to compensation, payroll, and personal employee information, new hires, and terminations. Maintain child support paperwork, process wage garnishments and complete any employment-related paperwork, such as Unemployment Notices of Entitlement, EEO-1, 5500 and ACA reports. Ensure compliance with disability leave laws, such as the Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and Workers' Compensation, LTD, STD, by partnering with employees, departments and medical providers to return employees to suitable, gainful employment. Monitor disciplinary process; distribute appropriate forms/notices; track outstanding documentation and follow-up to ensure receipt. Other duties as assigned. Success Criteria: Provide Talent Acquisition support to include full ownership for Non-Exempt recruitment, assistance with Exempt recruitment; meet hiring targets of Complete all steps of employee onboarding, training and development initiatives within established guidelines. Process error free bi-weekly payroll. Respond within 24 hours to inquiries from staff and/or others with appropriate tact, respect and resourcefulness. Proactively identify potential issues and/or concerns and make suggestions for corrective action; Identify at least 1 new HR process/policy improvement, quarterly. Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates; Update by the 5th of each month, HR dashboard with such data. Maintain compliance with all federal, state, and local employment laws and regulations; 100% on-time completion of all HR regulatory reporting. Supervisory Responsibility: This position does not have supervisory responsibility. Required Education and Experience: Bachelor's degree. Understanding of HR best practices and current regulations. Sound judgment and problem-solving skills One-year payroll processing experience. Strong knowledge of hiring process. Sensitivity to confidential matters. Strong organizational, planning and time management skills. Strong knowledge of MS Office, including Word, Excel, PowerPoint and Outlook. Support experience in a professional environment. Experience with successfully creating and/or modifying processes. Excellent communication skills. Preferred Education and Experience: N/A Key Competencies: Accountability (Intermediate Level) Adaptability/Flexibility (Intermediate Level) Continual/Process Improvement (Intermediate Level) Ethics & Integrity (Advanced Level) Communication (Advanced Level) Inclusive Diversity (Intermediate Level) Initiative (Intermediate Level) Interpersonal Skills (Advanced Level) Work Environment /Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Able to sit for long periods. Able to operate multi-line telephone, computer keyboard & copiers. Able to stoop, bend, twist, squat and reach occasionally. Able to lift up to 15 lbs. occasionally.

Are you a dynamic HR professional with a passion for safety and employee well-being? We're looking for a Human Resources Manager to join our team. What You'll Do Human Resources Lead and manage HR programs including compensation, benefits, leave, performance management, employee relations, and more. Collaborate with business unit leaders to support staffing, retention, and talent strategies. Drive onboarding, training, development, and annual performance review processes. Serve as the go-to expert for HR policy, compliance, and best practices. Analyze HR metrics and use insights to guide strategic decisions. Ensure adherence to employment laws and cultivate a positive, fair work environment. What You Bring Bachelor's degree in Human Resources, Business Administration, or related field. 3+ years of experience in HR and EHS management. Strong communication, organizational, and critical thinking skills. In-depth knowledge of employment law and safety regulations. OSHA and other regulatory certifications (or willingness to obtain). Proficiency in Microsoft Office and HRIS/EHS systems. Why You'll Love It Here Make a meaningful impact across HR and workplace safety. Collaborate with leaders who value culture and compliance. Be part of a team where your voice and contributions matter.

Plant HR Manager Since 2022, Associated Materials / Alside has been undergoing a transformation to maximize our potential through investments in people, operations, and brands. If you want to be part of a company where your ideas and input are more than just encouraged--they are valued--this is the place for you. At Associated Materials / Alside, your contributions will provide an immediate and lasting impact, helping us achieve what is possible. POSITION SUMMARY: We are recruiting a Human Resources Manager to drive people and process transformation at our manufacturing plant in Cedar Rapids, Iowa. Initiative, integrity, accountability, ownership, and disciplined workforce development will be key differentiators in both the selection process and the successful execution of the roles and responsibilities of this key position. This role requires the ability to think strategically, acting at the detail level to support the employees and the business. In general, this position is a key member of the Plant Operations team and is responsible for the effective and successful people and process management discipline and communications for non-exempt and exempt employees. This includes but is not limited to employee relations, staffing, employee engagement, leadership coaching, performance management, workforce analysis and reporting, and HR compliance. The Human Resources Manager will work with managers and employees at various levels to provide human resources support and solutions in a manufacturing setting. KEY ACCOUNTABILITIES: Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations. Responsible for effectively identifying, investigating, and resolving employee relations issues, resolving complex labor and human capital challenges. Develop and implement process and tools that foster higher productivity and improved retention of workforce. Manage leadership team's staffing and development. Work with the Talent Acquisition team to recruit salary and hourly candidates to join the Grammer team. Effectively recruit, train, and develop highly productive candidates motivated to achieve business objectives. Coaching, counseling and help employees and all levels of management in employee or management issues relating to promotion, termination, or disciplinary action. Responsible for providing analytical and project management support. Influencing skills to manage plant or organization changes. Facilitates onboarding activities. Acts as an employee relations specialist assisting in investigation and resolution of employee issues. Provides communication of programs and drives resolution of issues related to employee concerns regarding payroll, benefits, and other employee programs. Maintains employee data in various systems and tools. Actively participates in plant teams/committees and assumes leadership role in HR related issues. Promotes and reinforces the AM Values and culture. Drives the plant engagement actions for cultural improvements. Performs monthly data reporting for the facility. REQUIRED EDUCATION, EXPERIENCE & SKILLS: Bachelor's or master's degree in Human Resources, Labor Relations, Psychology or Business Administration. A minimum of 5 years of HR experience + progressively responsible experience leading people to accomplish a mission with integrity and teamwork. Detail-oriented with demonstrated project management and strong analytical skills. Strong employee relations experience, Positive employee relations experience a plus. Excellent communications (verbal and written) and interpersonal skills. Demonstrated ability to work with minimal supervision and to successfully complete projects and initiatives in required time frames. Must have the ability to work in a fast-paced, ever-changing environment as well as being an effective team player. Some experience in payroll and attendance systems (ADP) is a plus. Strong PC knowledge and skills: Windows, Word, Excel and PowerPoint. PREFERRED EDUCATION, EXPERIENCE & SKILLS: Experience in a manufacturing setting Bi-Lingual Spanish SHRM-CP or PHR Certification a plus Demonstrated strong HR business partnering skills Work Environment The atmosphere is that of a manufacturing plant and office space. The position will primarily work where moving machinery produces noise. Employees must wear Personal Protective Equipment that is issued for that location. Temperature can range from extreme cold to extreme heat. Frequent use of company communication devices are required such as a computer, phone, and other office electronics. Associated Materials is a leader in exterior building products for residential and commercial remodeling and new construction markets. We produce vinyl windows, vinyl and composite siding and accessories, and metal building products--and distribute other essential building products to ensure customers find everything they need for their exterior. Headquartered in Cuyahoga Falls, Ohio, more than 4,000 associates across North America support Associated Materials. We operate 11 manufacturing facilities and more than 100 Alside and over 20 Gentek supply centers across the United States and Canada. Through our unique combination of award-winning products, manufacturing and distribution operations, installation solutions, and support services, the opportunities at Associated Materials are endless! Associated Materials ... Building Products Better Associated Materials, LLC. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, ancestry, age, disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance. We also make reasonable accommodations for disabled employees and applicants, as required by law.

Founded in 1981, QC Conveyors was started with the belief that hard work and good people were the keys to building a strong business. For more than 40 years, QC Conveyors has been focused on providing their customers with reliable, easy-to-use conveyor systems that meet their needs, and backing them with world class service and support. QC Conveyors manufactures conveyors that meet the needs of their customers with their automation, hydroclean, flextrac, and industrial series conveyors. As a Duravant Family Company, QC Conveyors participates in global Diversity, Equity, and Inclusion programs, as well as Doing Good initiatives to support our communities. In addition to a culture that promotes long term career satisfaction, with opportunities for personal and professional growth, QC Conveyors offers an excellent total rewards package that includes: Compensation: We offer competitive compensation Benefits: We have comprehensive benefit packages designed to support our employees' health, well-being, and financial security Development: We have education and training programs which include an educational assistance program Time Off: We offer paid holidays and paid time off Driven Team Members: We have a cross-functional, collaborative environment, focused on delivering results Core Values: Our core values are Teamwork, Respect, Integrity, Winning Spirit, and Sense of Urgency Culture: We are driven by our number one asset - our employees, and their successes Doing Good: We love to be active members of our community! We have volunteer opportunities throughout the year. QC Conveyors is seeking a dynamic, well-organized, and effective Human Resources Generalist to join our organization. The Human Resources Generalist will ensure effective implementation of HR programs and processes, support and execute talent management plans, recruit talented team members, and drive a culture focused on our Company's Core Values. POSITION DUTIES & RESPONSIBILITIES include the following, other duties as assigned Provides full range of support to management and employees, responding to HR related questions. Assist with administering HR programs and processes within the operating company. Facilitates problem solving and conflict resolution processes. Ensures disciplinary policies and procedures are administered fairly and uniformly; reviews disciplinary actions; and participates in investigations as needed. Advises in appropriate resolution of employee relations issues from incident reporting through final disposition and ensures employee relations issues are properly documented. Prepare offers of employment, ensuring compliance with company compensation guidelines. Assist with onboarding and offboarding activities. Schedules and conducts exit interviews. Provides understanding and assures compliance with FLSA, ADA, FMLA, Equal Employment Opportunity, and other federal and state employment laws. Oversee employee development and training processes utilizing the Duravant Learning Academy. Ensure training is completed by employees at all levels in a timely manner. Maintains documentation in appropriate forms for the purpose of providing accurate information in compliance with regulatory requirements and established guidelines. Support Corporate Human Resources team with special projects as needed. Effectively manage within the established policies, procedures, and programs. Assist with company events such as recognition celebrations, open enrollment, leadership meetings, and other designated gatherings. Occasional travel to other locations may be required. POSITION REQUIREMENTS: Bachelor's Degree in related field with 3 - 5 years of human resources experience. Manufacturing sector is a plus. Computer skills: MS Office (Word, Excel, Outlook, PowerPoint) and ability to learn Payroll/HRIS applications. Sound judgement and ability to balance business needs with role of employee advocate. Effective interpersonal skills with ability to build relationships and interact with all levels of the organization. Strong analytical, problem solving, and decision-making skills. High degree of professionalism with strong communication skills and a strong teamwork orientation. PHYSICAL REQUIREMENTS: While performing the duties of this job, the colleague is frequently required to sit, stand, walk, talk or hear; uses hands to finger, handle, or touch objects or controls. On occasion, the colleague may be required to climb and work in high places, stoop, bend or reach above the shoulders. The incumbent must occasionally lift, push, or pull up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. WORK ENVIRONMENT: Manufacturing environment and office