Human Resources Business Partner jobs at Brunswick

The Human Resources Manager is responsible for overseeing all aspects of human resources practices and processes, ensuring the company attracts, develops, and retains top talent while maintaining compliance with labor laws and promoting a positive workplace culture. This role combines strategic planning with hands-on HR management. We're searching for a true team player, someone who is commitment to fostering workplace excellence and efficiency. Through collaborative efforts, helping our team enhance operational workflows, contributing to the company's mission of sustained growth and employee satisfaction. Key Responsibilities: Recruitment & Staffing: Develop and implement recruitment strategies to attract top talent. Manage the end-to-end hiring process including job postings, interviewing, selection, and onboarding/offboarding. Help with career fairs, trade shows, internship program. Employee Relations: Serve as a point of contact for employees regarding policies, benefits, and workplace concerns. Mediate conflicts and foster a positive work environment. Help with various award applications. Performance Management: Implement and oversee performance appraisal systems. Coach managers and employees on performance improvement and career development. Compliance & Policies: Ensure compliance with federal, state, and local employment laws and regulations, especially EEOC. Develop, update, and enforce HR policies and procedures. Compensation & Benefits: Assist with benefits administration, and incentive programs. Assist with conducting salary benchmarking and provide recommendations for compensation adjustments. Training & Development: Identify training needs and coordinate professional development programs. Promote continuous learning initiatives across the organization. Coordinate monthly educational programs for employees. HR Strategy & Reporting: Develop HR strategies aligned with business goals. Prepare HR metrics and reports for senior management. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 5 years of HR experience, including supervisory or management experience. Strong knowledge of labor laws, HR best practices, and HRIS systems. Excellent communication, leadership, and problem-solving skills. Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred. Experience in the Construction industry a plus. Skills & Competencies: Strategic thinking and ability to align HR initiatives with business goals. Strong interpersonal skills and ability to build relationships at all levels. Conflict resolution and negotiation skills. Data-driven decision-making and HR analytics capability. Working Conditions: Office-based with occasional travel to company sites as required. Fast-paced environment requiring multitasking and adaptability. This role is in-person, Monday through Friday, 7am to 4pm. Holmberg Mechanical is an Equal Opportunity Employer, offering qualified applicants consideration for employment without regard to race, color, religion, sex, physical or mental disability, age, citizenship, pregnancy, genetic information, veteran status, gender identity, gender expression, sexual orientation, national origin, and any other protected status. Learn more about us at *******************

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

Who We Are Since 1955, we have been on a mission To Passionately Feed Millions Daily with High Quality Food People Enjoy! We are a third-generation family-owned and professionally managed organization with a commitment to strategic growth. We continue to be successful because of talented people, just like you, who choose to join our family and call E.A. Sween home. We pride ourselves on fostering a welcoming, respectful, and rewarding culture where employees are encouraged to bring their whole selves to work each and every day. At E.A. Sween, our team members are seen, heard, and appreciated not just for what they do, but for who they are. We hope you'll join us! What We're Seeking E.A. Sween Company is looking for an experienced and motivated Associate HR Business Partner to provide hands-on HR support within a fast-paced food manufacturing and logistics distribution environment. This role bridges day-to-day HR operations and strategic business needs, supporting leaders and employees while partnering closely with the HR Business Partner. Compensation: The target salary range for this position is $65,000 - $70,000 annually, consistent with our internal compensation framework. This position is classified as Grade 13, with a full pay range of $64,327.67 to $96,545.96. You are eligible for an incentive bonus up to 5% of your annual salary, prorated based on your start date. Final pay will be determined by your experience, skills, internal equity, and available budget. What You'll Do (Responsibilities) Employee Relations & Engagement: • Serve as the first point of contact for employees and supervisors regarding HR-related inquiries, fostering a responsive and supportive environment. • Support investigations and resolution of employee relations matters in partnership with the HR Business Partner. • Help drive employee engagement through recognition programs and culture-building initiatives that reflect E.A. Sween's values. Talent Acquisition & Onboarding: • Collaborate with Talent Acquisition to recruit for hourly and select salaried roles, ensuring alignment with business needs. • Coordinate and enhance onboarding programs to deliver a seamless and welcoming experience for new team members. • Monitor 30/60/90-day check-ins and contribute to retention strategies that support long-term employee success. Performance Management & Development: • Guide leaders through the performance review and merit processes, ensuring consistency and fairness. • Provide coaching to supervisors on effective performance conversations and progressive discipline practices. • Track and support training initiatives, including leadership development and compliance programs. Compensation & Benefits: • Serve as a resource for employees and managers on compensation policies and benefit offerings. • Assist with annual merit cycles and support market data reviews to maintain competitive pay practices. Compliance & HR Operations: • Ensure compliance with federal, state, and local employment laws (e.g., EEOC, FMLA, ADA, FLSA). • Partner with Safety and Operations teams on workers' compensation and Fit for Work programs. • Maintain HRIS data integrity, prepare HR metrics reports, and recommend process improvements. • Support Employee Resource Center (ERC) functions including onboarding coordination, electronic filing, new hire setup, and other administrative HR tasks to ensure accurate records and a seamless employee experience. • Collaborate with the HRBP and ERC team to streamline processes, improve onboarding workflows, and uphold consistency in documentation and compliance standards. Business Partnership: • Work closely with the HRBP and site leadership to understand business goals and workforce needs. • Support projects in labor relations, staffing models, and workforce planning. • Provide HR insights to help drive operational excellence and continuous improvement. What You'll Need (Qualifications) Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 2-4 years of progressive HR experience in manufacturing and/or logistics/distribution environments. Experience supporting both hourly and salaried employee populations. Strong foundation in HR operations, including employee relations, onboarding, interviewing, and compliance support. Demonstrated ability to partner with leaders under guidance of a senior HRBP to implement HR programs and policies. Ability to balance tactical execution with learning and development toward broader HRBP responsibilities. Strong knowledge of employment law and HR best practices. Excellent communication, facilitation, and relationship-building skills. Ability to handle sensitive information with discretion and confidentiality. Proficiency with HRIS systems (e.g., UKG, Workday) and MS Office Suite. Comfort working in a fast-paced, multi-shift operation. Preferred: • PHR or SHRM-CP certification. • Experience in union or labor relations is a plus. How You'll Find Success at EAS Value People Most of All: Show respect & care, embrace diversity, and empower others. Commit to Safety Everyday: See something say something do something, practice safe behavior, and celebrate safety success. Invest in Our Company to Thrive: Share ideas to improve, learn & grow, and embrace change. Think Before Doing And Act Decisively: Make thoughtful decisions, work together to find solutions, and do what's right. Welcome Constructive Straight Talk: Be honest and respectful even when difficult, be open to ideas and feedback, and ask questions to understand. Serve Up Exceptional Experiences: Provide value to customers, take pride in your work, and help others to be successful. Enjoy What You Do!: Have a positive attitude, Live the Spirit of E.A. Sween, and celebrate success. What We Offer E.A. Sween is proud to offer a comprehensive benefits package designed to support the health, financial security, and well-being of our team members. Benefits include: • Medical, Dental, and Vision Insurance • Paid Time Off (PTO) • 8 Paid Holidays • Company-Paid Life Insurance • 401(k) with Company Match - fully vested after 2 years • Short-Term and Long-Term Disability Plans • Tuition Reimbursement • Employee Recognition Program (Boss Bucks)

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

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

This opportunity is located within our Ensign-Bickford Aerospace & Defense Company business, a global leader of mission-critical hardware and systems solutions including precision energetics systems and innovative explosive solutions.Click here to learn more. Job Description Location: Moorpark, CA Reports to: Vice President of Human Resources Industry: Aerospace & Defense Experience Level: Director (10+ years) Empower People. Drive Culture. Lead Growth. At Ensign-Bickford Aerospace & Defense (EBAD), we've been innovating for nearly 200 years, delivering mission-critical technologies that protect lives and advance exploration. As we prepare to double in size over the next 3-5 years, we're investing in our people and culture to support this transformation. We're seeking a dynamic Director of Human Resources for our Moorpark, CA facility to help lead this evolution; supporting strategic HR initiatives, enhancing employee engagement, and building scalable talent solutions that fuel growth. The Opportunity: As Director of Human Resources, you will play a key leadership role within the HR organization, partnering closely with business leaders and the VP of HR to implement people strategies that align with EBAD's mission and growth objectives. You'll lead core HR functions including talent acquisition, employee relations, performance management, and organizational development, while helping shape a culture of excellence and inclusion. This is an ideal role for a collaborative, forward-thinking HR leader who thrives in fast-paced environments and is passionate about developing people and building strong teams. Core Competencies for Success: Strategic HR Execution: Support the development and implementation of HR strategies that drive business performance and workforce readiness. Talent Acquisition & Development: Lead recruitment efforts and talent development programs to attract, retain, and grow top talent across internal & external functions. Culture & Engagement: Champion a culture of integrity, collaboration, and continuous improvement. Drive initiatives that enhance employee experience and engagement. Organizational Effectiveness: Support organizational design, change management, and workforce planning to enable agility and scalability. Employee Relations & Compliance: Manage employee relations, labor compliance, and HR policies to ensure a fair, inclusive, and legally sound workplace. Leadership Support: Partner with managers and senior leaders to coach, advise, and build leadership capability across the organization. The Candidate We Are Looking For: 10+ years of progressive HR experience, with at least 3-5 years in a leadership role Strong background in talent management, employee engagement, and organizational development Experience in aerospace, defense, manufacturing, or technology industries preferred Proven ability to lead through change and influence cross-functional teams Excellent communication, problem-solving, and relationship-building skills Passion for people, innovation, and continuous improvement A Defining Leadership Opportunity: Legacy: Join a privately held, 188-year-old business that takes a long-term approach, free from the short-term pressures of quarterly-driven reporting. Impact: Own and execute on critical initiatives for a fast-growing company with a bold vision for the future. Partnership: Work directly with the BU President, senior leadership, and enterprise HR leaders in a highly influential role at the intersection of people and business strategy. Culture of Excellence: Help shape a culture that values people, integrity, and mission-driven excellence, driven by a Kaizen mindset and a commitment to quality and continuous improvement. Ready to Make a Difference? If you're an HR leader ready to help shape the future of a respected aerospace and defense organization, we invite you to explore this opportunity and grow with us. Compensation and Rewards We recognize that world-class leaders deliver world-class impact, and we reward accordingly. This role offers a competitive executive package that includes: Base Salary: $175k - $225k plus annual bonus Executive Relocation: Comprehensive support for a seamless transition Additional Enhancements: Potential sign-on incentives and tailored rewards based on experience We offer a competitive compensation package aligned with skills & experience, with flexibility to reward top talent and extraordinary qualifications. Ensign-Bickford Aerospace & Defense Company is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to race, religion, color, sex, age, disability, sexual orientation, genetic information, national origin, or veteran status.

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. Why This Role Matters IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. Deliverables include Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES Strategic HR Partnership and Enablement Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. Program Management for Enterprise Initiatives Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership Ability to bring clarity to ambiguity and deliver results through structure without adding complexity Systems thinking with the ability to understand how HR processes, structures and tools intersect. Skilled at balancing strategic business partnership with tactical follow-through Strong communication and facilitation skills with a bias for action and partnership Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. **ROLE PURPOSE** As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. **KEY RESPONSIBILITIES** _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership **REQUIRED EXPERIENCE AND CAPABILITIES** + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? **Total Rewards** The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. **Benefits Package** Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** **IDEX is an Equal Opportunity Employer** . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. **Attention Applicants:** If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. **Job Family:** Human Resources **Business Unit:** Corporate

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. Job Family: Human Resources Business Unit: Corporate

Job Description Title: Vice President of Human Resources Reports to: Chief People Officer About the Company At BMG Money, our mission is to provide access to affordable and responsible credit for underserved consumers facing unexpected expenses. We all share one vision- Redefining lending through technology, where underserved individuals can thrive financially through forward-thinking, responsible, and innovative financial solutions. Job Summary The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Key Responsibilities Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Drafts and implements the organization's staffing budget, and the budget for the human resource department. Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT), mitigating risk across both jurisdictions. Champion a unified company culture that bridges the US and Brazil offices, creating programs that respect local nuances while aligning with corporate values. Oversee recruitment strategies for both regions, managing the complexities of cross-border hiring, visa/sponsorship requirements, and localized compensation benchmarking. Direct the company's administrative functions, supervising office managers and administrative assistants to ensure seamless day-to-day operations in all locations. Establish standard operating procedures (SOPs) for non-technical workflows, procurement of office supplies, travel policies, and vendor management. Serve as the primary point of contact for property management, lease negotiations, and space planning to accommodate growth in both the US and Brazil headquarters. Oversee the maintenance, security, and cleanliness of company buildings, ensuring all facilities meet health and safety standards (OSHA in the US and NR standards in Brazil). Design and maintain a physical work environment that boosts productivity and employee well-being, managing renovations, office layouts, and hybrid-work technology setups. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; Master's or law degree highly preferred. At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred. SHRM-CP or SHRM-SCP strongly preferred. Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Knowledge of Brazilian labor laws a plus

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

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

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

About Us: Mondi is a global leader in packaging and paper, contributing to a better world by developing and producing products that are sustainable by design. Sustainability is at the heart of our strategy and intrinsic to the way we do business, which enables us to offer a broad range of innovative solutions for consumer and industrial end-use applications. We are a truly global team, with our 24,000 people working across 100+ production sites in more than 30 countries, united by our common purpose. Join us at Mondi, where we strive to make a positive impact through responsible business practices and continuous innovation in packaging and paper solutions. Job Summary: The primary purpose of the role is to partner with President and Leadership Team of Mondi's Paper Bags segment in the Americas region to drive lasting business success through a high-impact people, organization and culture agenda. Paper Bags in Americas encompasses 8 manufacturing sites across the US, Mexico and Colombia. In addition, the role ensures consistency and alignment of HR practices across Mondi's different business segments in North America - including Consumer Flexibles and Release Liner (one site each in the US), and Kraft Paper (one site in Canada). It serves as the senior HR contact for the three site HR teams in the region, providing guidance and support to ensure country-relevant HR approaches are applied consistently and effectively and aligned with Mondi Group standards and local laws and regulations. The total employee base in Mondi Americas is approximately 1900 people. The role leads a team of approximately 20 HR professionals in Paper Bags and in addition, serves as the senior HR partner in the region for the 3 site HR partners. Your Mission: * In partnership with Americas President Paper Bags and the Leadership Team, execute Mondi Group strategy and deliver business targets - including but not limited to revenue, profitability, safety and sustainability - by driving both long-term and short-term HR strategies that directly support and enable business objectives, leveraging key HR KPI's and robust daily management * Partner closely with the Paper Bags Americas leadership team to shape a strong and capable organization - ensuring the right people, structures, and skills and culture are in place through workforce planning, capability building, organisation design/effectiveness, performance management, team and leadership development, and succession planning as well as employee engagement and team effectiveness * Drive strategic workforce planning to ensure the business has the right skills and capacity to deliver on current and future demands * Lead the talent agenda including talent development and succession planning for critical roles and future skills needs * Provide direct, timely coaching to senior leaders to strengthen leadership capabilities and decision-making * Partner with the Americas President Paper Bags and the Leadership Team to activate and embed a contemporary organizational culture and leverage change acceleration techniques to assist in driving broad change * Act as an organizational & simplification champion by shaping organisational structures that reduce complexity, drive clear accountability and collaboration * Lead a team of up to 8 HR direct and indirect reports and provide overall HR leadership to the HR professionals in the region, delivering appropriate coaching, mentoring and development opportunities (including exposure to HR Business Partner skills and experiences), communicating proactively, and ensuring HR team engagement & retention * Serve as the custodian to ensure that all Americas HR employment policies and practices are in compliance with local state and applicable federal legislation and that the employee relations are managed in harmony with Mondi's values and business ethics * Maintain communication lines and serve as a trusted advisor to Mondi Group senior leaders on all changes related to HR trends and legislation in the Americas * Actively contribute to the global HR agenda as a member of the Mondi Flexible Packaging HR Leadership Team and Mondi Group Extended HR leadership team, collaborating with CoEs and Segment HR business partners and HR leads from other geographies and supporting development and execution of key business-relevant HR initiatives Your Profile: * Education & HR Expertise: Bachelor's degree required, Master's preferred * Comprehensive HR Knowledge: Skilled in workforce planning, talent management, organizational development, assessment and selection, compensation and benefits, HR operations, systems and analytics, culture and inclusion, and U.S. labor regulation * Industry Experience: Background in manufacturing or processing industries, ideally within consumer goods or packaging preferred * Leadership in Multinational Environments: Proven ability to lead in global, matrixed organizations, balancing global and local priorities; experience with Latin American employee populations is a plus * Team Leadership & Delivery: Track record of managing dispersed HR teams to deliver consistent services across multiple sites and business units * Influence & Relationship Building: Strong capability to coach, influence, and communicate effectively with senior leadership and employees at all levels * Commercial & Strategic Acumen: Understanding of financial drivers (EBITDA, cash flow) and ability to contribute to strategic discussions and execution of people strategize * Resilience & Cultural Agility: Pragmatic, adaptable leader who navigates ambiguity and demonstrates cultural sensitivity across diverse regions * Additional Requirements: Willingness to travel (30-50%); multilingual skills are an advantage Our offer: * Competitive compensation package of base and bonus from $150,000-$250,000 * Full Medical, Dental, Vision, Life Insurance * 401k Retirement Savings Plan Get in touch: * We strive to create a culture that inspires our people to reach their full potential. Going the extra mile - for colleagues and customers - our people drive our passion for performance and are the key ingredient of Mondi's success. Be part of our future. Do you want to know more about Mondi? We are a global leader in packaging and paper, contributing to a better world through innovative solutions that are sustainable by design. Our global team of 24,000 people works across 100 production sites in more than 30 countries. Our strength lies in our diversity. We are dedicated to creating a team that reflects the diversity of the world we operate in. We encourage applications from traditionally underrepresented groups, including women, visible minorities, LGBTQI+ individuals, and people with disabilities. Even if you don't meet all the listed qualifications, we still want to hear from you. We believe in your potential and are committed to supporting you as you grow and learn at Mondi. If you need any accommodations during the recruitment process, please reach out to the contact person listed above. Only CVs uploaded onto our online career platform will be taken into consideration. With your application, you will be redirected to our recruiting platform. After creating an account, you will receive an activation link. If you do not find the email in your inbox, please check your spam folder or add the address no-reply@mondigroup.com to your "safe list" or address book. Awards:

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

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

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

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

USC Credit Union is seeking an experienced, people-centered Vice President of Human Resources to join our team. This part-time, onsite role will work three days per week and reports directly to the CEO. The VP of HR will oversee a broad and complex HR function supporting staff, student workers, and managers across multiple departments. This executive leader will be responsible for delivering high-quality HR services, including recruitment, employee and labor relations, total rewards management, training and development, workforce planning, workers' compensation, disability coordination, and HRIS management. The VP will design and enhance internal HR programs, collaborate closely with USC's central HR partners, and cultivate a workplace culture that reflects USC Credit Union's values and aligns with the USC Code of Ethics. Responsibilities include, but are not limited to: Manages operations and staff involved in the administration and delivery of payroll and personnel programs and services. Develops and coordinates programs and services with appropriate university offices, e.g., payroll, personnel services, provost, and general counsel. Hires, trains and supervises staff who are involved in payroll processing and in design and delivery of specialized personnel services such as training and employment. Schedules, prioritizes and assigns work. Assesses performance and provides feedback. Counsels or disciplines as required. Develops plans and goals related to equal opportunity activities and/or programs. Maintains statistics necessary to monitor effectiveness of programs. Interacts with the university equal opportunity office to provide information and assist in researching complaints. Coordinates recruitment and placement activities. Opens positions. Interviews, assesses qualifications and skills, and refers to hiring unit. Coordinates design and placement of employment advertising. Interacts with the university employment office and external agencies to increase applicant flow. Assists managers and supervisors with staff salary administration. Advises on new hire salaries, salary adjustments, and reclassifications and promotions. Assists in developing job descriptions. Ensures classification and salary practices are consistent with university policy. Participates in and analyzes surveys and makes appropriate recommendations. Works with management to project current and future staffing needs. Develops short and long-range strategic plans for effective recruitment, development and staff utilization. Establishes and maintains planning, control and reporting activities. Analyzes and determines training needs. Identifies or develops programs to meet staff training requirements in the areas of management development, skills training, on-the-job training and employee orientation (as a supplement to the university's staff orientation program). Assists in the internal resolution of employee grievances. Provides information and assistance to the university employee relations office to facilitate grievance resolution. Oversees the departmental interface and administration of collective bargaining agreements and grievance procedures. Interacts with the benefits, disability and worker's compensation offices to distribute benefit information and submit required documentation. Provides research and background information to facilitate administration and delivery of employee benefits. Directs the maintenance and processing of confidential employee records and files. Designs, develops and maintains a personnel information system which complements the university system. Generates reports for monitoring and performs trend analyses. Encourages a workplace culture where all employees are valued, value others and have the opportunity to contribute through their ideas, words and actions, in accordance with the USC Code of Ethics The ideal candidate will have: Bachelor's degree required; combination of education and experience may substitute for degree. 3-5 years of progressive HR experience, preferably in a university or similar environment. Strong generalist knowledge across HR functions, including recruitment, compensation, employee relations, training, disability, and workers' compensation. Experience with payroll and personnel processes in a complex environment. Excellent interpersonal, organizational, critical-thinking, and communication skills. Ability to exercise sound judgment, maintain confidentiality, and work collaboratively with diverse groups. Proficiency with HRIS, digital tools, and office software. Preferred Certifications (not required): PHR, SPHR SHRM-CP, SHRM-SCP Compensation: The salary range for this position is $95,000 to $110,000. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations. Why USC Credit Union is a great place to work: Medical through USC Network: ********************************** Dental: ********************************* Vision: ********************************* Dependent Care and Health Care Flexible Spending Accounts (FSAs): ******************************* Retirement with up to 10% employer contributions: ********************************************************* Tuition reimbursement: ******************************************* Paid Time Off (PTO) including, up to 24 vacation days (based on tenure), 12 sick days, 9 paid holidays, 1 paid personal day, 4 paid winter recess days, paid bereavement, and paid jury duty: *********************************** Life and voluntary insurance benefits: ********************************************* WorkWell Center that provides programs, resources, and services to benefits-eligible staff and their dependents, that help them thrive in all areas of work-life wellness: ************************* Other generous perks and discounts: ******************************** Fight On! Manages a varied and complex human resources function for a large number of employees (staff, students and/or faculty) in a division, auxiliary department or school. Human resources functions include recruitment, equal opportunity, salary administration, staff planning, training, employee relations, labor relations, disability, workers' compensation, personnel records and information systems. Develops distinct but complementary internal programs and services and coordinates these with university payroll and staff offices. Reports directly to a dean or director. USC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other characteristic protected by law or USC policy. USC observes affirmative action obligations consistent with state and federal law. USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations, including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance, and with due consideration for patient and student safety. Please refer to the Background Screening Policy Appendix D for specific employment screen implications for the position for which you are applying. We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at **************, or by email at *************. Inquiries will be treated as confidential to the extent permitted by law. Notice of Non-discrimination Employment Equity Read USC's Clery Act Annual Security Report USC is a smoke-free environment Digital Accessibility If you are a current USC employee, please apply to this USC job posting in Workday by copying and pasting this link into your browser: *************************************************************