Director of human resources jobs in Ann Arbor, MI - 171 jobs

100k-135k annually Food Lovers Unite! Busch's is HIRING and we want you! Love food, fun, and fabulous people? Join our family-owned Michigan team and cook up a career full of flavor! What's in store? * Flexible schedules * Employee discounts * 401K with company match * Tuition reimbursement * Daily Pay available Ready to spice up your job and grow with us? Apply now and let's create the perfect pear together! Accountabilities: * Implement HR strategies by establishing department accountabilities including talent acquisition, compensation, health and welfare benefits, records management, safety and health, succession planning and employee relations and retention. * Guides management and associate actions by researching, developing, writing and updating policies, procedures and guidelines. * Accountable for benefit plan selection, design, cost control and administration, including overseeing administration and plan design for our benefit plans. * Administer FMLA and company leaves as defined by federal employment laws. * Develop/refine compensation and benefit systems. * Risk management for workers compensation and unemployment compensation. * Develop/refine systems and strategies for recruiting, hiring, orientation and training programs. * Assists management in the annual review procedure including preparation and administration of the wage and salary program. * Complies with federal, state and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements and advising management on needed actions. * Contribute to organizational effectiveness by offering information, suggestions and recommendations. * Maintain professional and technical knowledge by completing educational opportunities, reviewing professional publications, benchmarking state of the art practices and networking. * Execute with operational integrity by anticipating problems, taking preventative measures, and adapting to changes that improve our operations or guest experience. * Consistently follow Busch's policies and procedures. * Share our passion for our products by being familiar with our products and services and actively seeking and sharing that information. Education, Experience and Skills: * Bachelor degree in Human Resources or related field. Master degree preferred. * Minimum 5 years' experience in HR management of compensation, benefits and associate relations. * PHR or SPHR certification preferred. * Involved in HR organizations (i.e. SHRM, IFEBP, World at Work, HRAGD). * Extensive knowledge and understanding of HR laws. * Proficient conflict resolution skills. * Proficient organization and planning skills, especially to manage multiple deadlines and projects. * Proficient presentation skills, including confidence in getting up in front of people. * Proficient communication and interpersonal skills, including written, verbal and listening skills. * Proficient computer skills in excel, word and email. Able to learn and use a variety of proprietary applications and technology. * Strong analytical, problem solving and decision making skills Busch's is a family owned premier grocery retailer with multiple stores in Southeast Michigan. We are consistently recognized by our guests as an industry leader when it comes to service, product selection, store design and overall atmosphere. You can take pride in being a member of the Busch's family and working in an environment where we truly care about our guests and the products we serve. We also take great care of the associates that take care of our guests. At Busch's, we realize that without caring, motivated and personable associates, there would be no guests to serve.

As a key member of the Executive Leadership Team (ELT), the Vice President, Global Human Resources will work to strategically align people initiatives with company culture, values, and business objectives. The VP, HR is a visible leader and a passionate steward of employee experiences. This executive will lead the human capital (HC) team to meet the needs of a rapidly growing organization that operates across global geographically distributed markets. The VP, HR drives value for Percepta by intentionally aligning strategy, structure, people, and processes. Under the direction of the President, the VP, HR is responsible for the overall direction and leadership of organizational development in areas including human resources, benefits, payroll, talent acquisition, branding and communications, and organizational development. Our Human Capital Team brings significant value and contribution to our company. We continually drive innovative solutions to support our employee satisfaction and engagement to position Percepta as an employer of choice. Now, more than ever, how we connect is everything. We aim to deliver genuine, amazing experiences to our client's customers and our employees. This executive will be a key partner and advisor to the President and a member of the Executive leadership team which sets the strategy and priorities to strengthen our people-centric culture and business performance worldwide. The VP, HR will ensure that all sites are employee focused, have a purpose-driven culture, and are utilizing positive reinforcement techniques to effectively execute on our human capital vision and strategies to create a great place to work. Duties and Responsibilities - Strategic Provide strategic leadership and direction on the overall model, structure, and capabilities of the human resources teams focusing on Percepta's core values of Proactive, Culture of Service, Respect, and Teamwork. Develop and implement an HC plan that aligns with the overall mission, strategy, values, and culture of the organization, resulting in innovative, best practices and policies that will serve the full range of Percepta's employee population enabling a high-performing, success-oriented, accountable, transparent, and collaborative talent base. Gain an understanding of the organization and participate fully in the company's talent strategy. Act as a strategic partner to the business providing insightful, innovative thinking and problem-solving on critical HC issues. Optimize the HC function/team, modernizing and refining key processes and activities aligned to the achievement of the company's strategic objectives. Provide HC guidance on special projects, HC analytics & reporting, talent reviews, training, change management, organizational design, and DE&I initiatives and matters. Strong view on talent as it relates to complex issues that vary across hourly and professional staff and ability to articulate and champion those views. Develop a talent strategy to address the needs of the frontline customer-facing staff and the professional staff of Percepta. Champion the company's shift toward a more dynamic, flexible, and diverse talent model to include Big Gig, contract, and future-proof approaches to the talent that accounts for a modern workforce. Partner with key business leaders and stakeholders to develop comprehensive workforce plans that anticipate staffing needs in support of identified business strategies. Oversee the execution of our annual performance review and merit processes in adherence with our corporate program. Foster a culture of accountability, trust, recognition, and results among staff at all levels consistent with the short and long-term objectives of the organization driving adherence to the company's corporate values. - Operational Proactively manage resource allocation and maintain a competitive approach to recruiting with the objective of assimilating high-potential talent throughout the world. Advise on people programs and processes to enhance talent attraction, retention, development, and succession. Partner with Finance in overseeing departmental budget and headcount. Develop comprehensive approaches to employee development, retention, and onboarding by refining or creating compensation and benefits, career paths and employee development, succession planning, and learning opportunities as appropriate to the needs of the business. Oversee compensation practices and philosophy to ensure salary benchmarking and surveys are handled on a regular basis. Oversee the execution of our annual performance review and merit processes in adherence with our corporate program. Respond to the HC demands of a global, highly matrixed organization with geographically distributed delivery centers, and assist in articulating global HC policy at the country and regional levels. Ensure branding and communications are relevant, up-to-date, and align with the corporate and human resource goals and objectives. Assist with opening new geographies for expansion for Percepta. Performance Management, Talent Acquisition, Learning & Development, Engagement, Benefits, Rewards, Visa and Immigration, Policy, and Compliance. Guide the HC team in supporting HR functions talent management, compensation, human resources policies and procedures, employee relations, organizational development, payroll, HRIS, branding, and communications. Partner with IT on HRIS and related systems, protocols, capabilities, and upgrades. Interact with vendors and external partners to create and maintain relationships and negotiate contracts. Partner with Legal to ensure compliance and mitigate organizational risks. - Culture and Development A demonstrated and charismatic people leader to role model Percepta's core values and culture focusing on diversity and consistently demonstrating personal leadership in these areas. Foster a culture of accountability, trust, recognition, and results among staff at all levels consistent with the short and long-term objectives of the organization driving adherence to the company's corporate values. Develop relationships with the employees of Percepta and become someone who is sought for advice and counsel on HC, cultural, and organizational issues. Facilitate integration of diverse workgroups, cultures, and newly acquired assets. Provide effective leadership, coaching, and development guiding leadership learning and development through the organizational development team. Coach and mentor HC teams to execute the company's business strategy and financial targets as well as to deliver an employee experience that optimizes employee attraction and retention. Counsel, coach, and guide managers and staff in addressing concerns and complaints to assure fair and equitable treatment while ensuring compliance with local labor regulations and practices. Mediate employee relations and performance issues and provide counsel to fellow managers on appropriate methods of performance management. Maintain knowledge of domestic and relevant global HR policies, programs, laws, and issues, and serve as an advisor to business leaders as needed. Embrace engaging and frequent interactions with our people including travel to global locations. Education, Experience, and Skills Bachelor's degree . Advanced degree or MBA preferred. Certifications in HC a plus (SPHC, GPHR, etc.). 15+ years of relevant HC, industry, and business experience is ideal. At least 10+ years of progressive and HCBP leadership experience at scale, with 8+ years leading an HC function. Experience managing people and teams of various sizes in dispersed locations, preferably in global regions of the Americas, EMEA, and APAC demonstrating a strong cultural awareness. Customer Care and Customer Experience (CX) experience are desired. HC-related experience in opening new markets (geographies). Solid knowledge of all facets of HC with specialized expertise in strategy, recruiting, performance management, compensation, and benefits. Broad and deep experience as an HC Business Partner supporting executives or senior leadership. General business and financial acumen with the ability to develop and utilize HC data and metrics as they relate to and impact business topics in finance, legal, IT, payroll, benefits, and administration. Excellent communication skills - written, verbal, and interpersonal - and an ability to tailor communication style to diverse audiences globally. Demonstrated capability in adapting and innovating HC practices and solutions and right-sizing them to the needs of a fluid, fast-paced, entrepreneurial organization. Results-driven, agile, change agent with the commitment and confidence to assume a leadership role in an evolving complex environment. Drive initiatives with limited resources and possess a “lead from the front” attitude to achieve desired results. Unquestionable personal integrity, fairness, and credibility are necessary to gain the trust and commitment of individuals at all levels of the organization. Demonstrated success at cultivating strong relationships with internal and external stakeholders and creating partnerships at all levels within the organization to achieve results. An empathetic and engaging individual listens well and is responsive, solutions-focused, and results-oriented. Passionate about the mission of Percepta, enthused by the challenges confronting the organization, and dedicated to achieving its goal. Experience leading larger frontline customer-facing hourly staff. Other Global travel as (up to 25%). Percepta requires all employees hired in the United States to successfully pass a background check and depending on location and client program a drug test, as a condition of employment. Percepta is an Equal Opportunity Employer.

Bookmark this Posting Print Preview | Apply for this Job Please see Special Instructions for more details. Please complete all sections of the application and submit required documents.Our college strives to make a positive difference in people's lives through accessible and excellent educational programs and services.Washtenaw Community College seeks to recruit and retain a productive workforce as a reflection of our commitment to serve our community and to build on the success of our students, faculty & staff. Washtenaw Community College is committed to creating a welcoming environment.Washtenaw Community College is an Equal Opportunity Employer. Posting Details Posting Details (Default Section) Posting Number: 0603815 Position Title: Executive Director Human Resources Position is: Regular full-time Position Type: Staff Position (Full Time/Part Time) Department/Ofc.: Human Resources Position Description: Picture Yourself here! Why Join WCC? An inclusive, welcoming environment for our students, faculty & staff Generous Paid Time Off on top of 12 Paid Holidays Affordable & Comprehensive Health, Dental, Life & Vision Insurance 4:1 Employer Match for Retirement WCC Tuition paid for you AND your dependents Tuition reimbursement for colleges outside WCC Check our Total Rewards here Position Summary: The Executive Director of Human Resources provides strategic leadership and operational oversight of all HR functions to ensure alignment with the college's mission and institutional goals. The role partners with the Chief Human Resource Officer and campus leadership to strengthen workforce planning, employee relations, talent acquisition, classifications and compensation, benefits, and provides support to labor relations and collective bargaining. This position oversees HR systems, payroll collaboration, regulatory compliance, and the development of efficient processes that enhance service quality and data integrity. Essential Duties include: Direct the management of the college's human resources department ensuring that all HR programs and initiatives are effective in supporting the overall mission, goals, and objectives of the college. In collaboration with the Chief Human Resource Officer, partner with college leadership to deliver value added HR service to college department management that aids in the achievement of department and college wide objectives, including providing guidance and input on department restructuring, workforce planning, and succession planning. Work closely with management and employees to improve employee relations, build morale, increase productivity and retention. Partner with the Director of Talent Acquisition and executive leadership to lead faculty and staff hiring, workforce planning, and succession planning efforts, ensuring alignment between talent acquisition and HR processes, and maintaining compliance with all Federal and State laws, and College's equal opportunity policy. Oversee the discharge of all staff. Provide strategic direction and oversight of the college's staff wage and salary programs; ensure regulatory compliance and competitive salary levels necessary to attract and retain qualified staff. Oversee the design and administration of health care and other employee benefit plans. Develop wage rate/salary comparison and employee benefit research and analysis in preparation for collective bargaining with College's unions. Provide leadership and operational oversight for the College's Human Resource Information System, and related systems, to ensure accurate, efficient, and compliant support of campus-wide HR functions. Ensure HR team collaboration with the payroll department to ensure accurate, timely and compliant compensation for all employee groups. Directly participate in planning and decision making for the human resource function and the institution as a whole. Assist with union contract negotiations. Ensure HR processes are in alignment with contractual guidelines. Design, establish and maintain a human resource department organizational structure to effectively accomplish the college's goals and objectives. Oversee, recruit, train, supervise and evaluate human resource department staff. Evaluate and revise human resource department procedures to streamline and/or to automate processes, improve customer service, reduce paper flow, and improve human resources data management; as required. Develop and manage annual budgets for the human resource department and perform periodic cost and productivity analysis. Provide training and organizational development programs that are in alignment with the college strategic plan and address health and safety, legal compliance, personal and professional needs of college employees and departments. Collaborate with College l Counsel regarding employment legal issues and related regulations. Regular attendance on campus is required for this position. Other duties as assigned. Minimum Qualifications: Minimum Required Knowledge, Skills and Abilities: Bachelor's degree, Master's degree preferred in human resource management, labor relations, or a closely related field from regionally accredited college or university required. At least eight years of progressively more responsible full-time work experience as a human resource manager and/or executive. Experience in public sector employment preferred. Strong communication skills in order to effectively communicate with staff, administrators and faculty on a wide variety of human resource matters. Ability to exhibit leadership, initiative, enthusiasm, team work and collaboration with faculty, administration, staff and external constituents in the execution of the responsibilities of the position. Knowledge of organizational development theory and practice. Skill and experience in examining and re-engineering operations and procedures, formulating policy and developing and implementing new strategies and procedures. Preferred Qualifications: Posting Date: 01/29/2026 Closing Date: Open Until Filled Yes Special Instructions to Applicants: Please complete all sections of the application and submit required documents. Our college strives to make a positive difference in people's lives through accessible and excellent educational programs and services. Washtenaw Community College seeks to recruit and retain a productive workforce as a reflection of our commitment to serve our community and to build on the success of our students, faculty & staff. Washtenaw Community College is committed to creating a welcoming environment. Washtenaw Community College is an Equal Opportunity Employer. Salary/Hourly Rate: $110,000-$120,000 Salary Comments: Publicly available compensation information can be found: Here Supplemental Questions Required fields are indicated with an asterisk (*). * Do you possess a Bachelor's degree or higher in human resource management, labor relations, or a closely related field from regionally accredited college or university? Yes No * Do you possess at least eight years of progressively more responsible full-time work experience as a human resource manager and/or executive? Yes No * Do you meet all other minimum qualifications for this position? Yes No Required Documents Required Documents Resume Cover Letter Unofficial Transcripts 1 Optional Documents Certificate Other Documents

About Sygaldry Sygaldry Technologies is building quantum-accelerated AI servers to exponentially speed up training and inference for AI. By integrating quantum and AI, we're accelerating the path to superintelligence, and addressing the problem of rising compute costs and energy bottlenecks. Sygaldry AI servers combine multiple qubit types within a single, fault-tolerant architecture to deliver the combination of cost, scale, and speed necessary for advanced AI applications. We pioneer new domains in physics, engineering, and AI, tackling the hardest challenges with a grounded, optimistic, and rigorous culture. We're looking for individuals ready to define the intersection of quantum and AI and drive its profound global impact. About The Role We are actively seeking a highly skilled and results-oriented leader of our Human Resources and Talent Acquisition capabilities. This role spans both the strategic and tactical and involves overseeing and executing all facets of HR management, including technical talent acquisition, compensation and benefits, compliance, and culture and values. The ideal candidate will be excited to roll up their sleeves and autonomously move forward key initiatives today, while creating the infrastructure to grow a team around them over time. This role has a strong potential for upward growth. You would be a proactive partner to our leadership team, dedicated to fostering a positive, inclusive, and high-performing workplace culture. What You'll Do Strategic HR Leadership Develop and implement HR strategies and initiatives that are directly aligned with and support the organization's overall business objectives. Serve as a key strategic partner and advisor to the leadership team on all complex HR-related matters. Develop and action plans to grow the HR and recruiting team. Talent Management and Acquisition Spearhead full-cycle talent acquisition, conducting outreach and attracting, hiring, and retaining exceptional talent across diverse departments. Manage and work with supplemental recruiters to acquire talent. Develop and execute comprehensive, engaging onboarding procedures. Compensation, Benefits, and HR Operations Manage and regularly benchmark the organization's compensation and benefits programs to ensure internal equity and market competitiveness. Oversee the meticulous administration of all employee benefits, including health, dental, vision, and retirement savings plans. Ensure strict legal compliance across all human resource functions and maintain accurate, confidential HR record-keeping systems. Immigration and Global Mobility Expertise Serve as the primary internal contact and subject matter expert for U.S. immigration processes, including managing O-1, H-1B, E-3, and permanent residency applications. Provide expert guidance and direct assistance to employees and managers on various immigration matters and compliance with visa regulations. Demonstrate prior experience and comprehensive know-how in coordinating with external legal counsel on immigration cases and ensuring legal compliance in all hiring practices. Employee Relations and Performance Management Manage and swiftly resolve complex employee relations issues, conducting thorough and objective investigations when required. Administer and continuously improve the performance management cycle, including goal setting, continuous feedback, and annual performance reviews. Provide expert coaching and training to managers on effective performance management, disciplinary actions, and cultivating inclusive team environments. Design and lead employee retention and career development programs. Culture Building and Employee Engagement Champion initiatives focused on developing and sustaining a high-trust, diverse, and inclusive workplace culture. Design, implement, and track employee engagement surveys and action plans to enhance morale, commitment, and overall job satisfaction. Develop and promote internal communication strategies that reinforce company values and organizational mission. QualificationsEducation and Certifications Bachelor's degree in Human Resources, Business Administration, or a related field. Preferred Certifications: SHRM-SCP, SPHR, or equivalent professional certification. Key Skills and Competencies 10+ years of experience with HR and recruiting for technology organizations and scaling teams rapidly. Ability and interest to engage with employees and candidates with deep technical expertise. Exceptional verbal and written communication, active listening, and negotiation skills. Experience with benefits selection, compensation benchmarking, and visa sponsorship. Deep knowledge of federal, state, and local labor laws, and HR best practices. Unwavering ability to act with integrity, professionalism, and maintain strict confidentiality. Strong analytical and strategic problem-solving capabilities. Proven familiarity and practical experience with various HRIS platforms (Rippling, Ashby) and Google Workspace applications. Demonstrated ability to drive cultural change, build consensus, and foster a strong sense of community and belonging. How We're Different At Sygaldry, curiosity and intellectual courage drive our work. We approach ambitious challenges with a grounded, optimistic, and rigorous culture and know that kind people build the strongest teams. We prioritize mission over ego and collaborate openly with a strong sense of shared purpose. We dream big, yet we execute with a love of detail. We're looking for scientists, engineers, and operators to forge new paths with us at the intersection of quantum and AI. Culture and Benefits Visa Sponsorship - We know what it takes to make top talent thrive here. We're open to supporting visas whenever possible. Compensation - We value your contribution and invest in your future with a competitive salary and meaningful equity. Benefits - Your well-being matters. We provide company-sponsored health coverage to give you and your family peace of mind. Connection - Whether it's company offsite or casual crew socials, we make time to connect, recharge, and have fun together. Time Off - We trust you to take the time you need. Unlimited PTO so you can rest, recharge, and come back ready to make an impact. We encourage applications from candidates with diverse backgrounds. We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristics. We encourage you to apply even if you do not believe you meet every single qualification. If you don't think this role is right for you, but you believe that you would have something meaningful to to contribute to our mission, please reach out at **********************

Job DescriptionSalary: Annual starting salary range of $134,000, commensurate with experience The Director of Human Resources will be responsible for leading and overseeing all aspects of the HR function. They will play a pivotal role among the leadership team, providing consultation and guidance in alignment with the agencys policy and procedures. This position requires a strong blend of strategic and critical thinking, hands-on leadership, a deep understanding of HR best practices and trends, while remaining aware of the legislative actions impacting the organization. Job Duties: Strategic HR Leadership - Develop and execute HR strategies that align and support the agencys priorities and safety culture. Collaborate with the Executive leadership and additional senior leadership to provide guidance on talent management / development, workforce planning, labor and employee relations, benefits and compensation, and talent acquisition and retention. Lead HR Department Collaborate and develop a team of 7 full time HR professionals, who provide services and support to all active employees assigned to RCOC locations throughout Oakland County including the administrative and operations centers and district garages. Maintain call center for all RCOC retirees to obtain information related to retiree health benefits. Manage an annual department budget of $2.5M and a benefits budget of $10M annually. Talent Acquisition and Retention / Workforce Planning Oversees all recruiting activity for all full time and seasonal needs, including internship and developmental programs. Ensures practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Ensure compliance with all requirements as outlined within the Federal Motor Carrier Safety Administration Performance Management Manage the annual performance management process for the nearly 500 active employees, including both represented and non-represented employee groups. Provide guidance and training to managers on effective performance management techniques, including goal setting, feedback, performance improvement and development planning. Labor and Employee Relations - Foster a positive work environment by establishing effective labor and employee relations practices. Administer collective bargaining agreements. Serve as a trusted advisor to employees and managers, providing guidance on HR-related issues, collective bargaining agreements, conflict resolution, and performance improvement plans. Develop and maintain trusted and collaborative working partnerships with labor and benefit counsel as well as union representatives. Compensation and Benefits - Administer RCOC compensation philosophy utilizing market-based compensation and benefits programs that attract, motivate, and retain high-performing employees. Ensure compliance with relevant laws and regulations while staying abreast of industry trends and best practices. Build and maintain collaborative working relationships with brokers, consultants and third-party administrators. HR Operations and Compliance - Develop and maintain HR practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Oversee day-to-day HR operations, including HRIS management and policy compliance with employment laws and regulations. Implement and maintain HR metrics and analytics to drive data-informed decision-making and awareness. Learning and Development - Develop and implement learning and development initiatives to enhance employee skills and capabilities that align with performance management initiatives. Identify training needs, provide coaching and mentorship, and support the continuous learning culture within the organization. Culture and Employee Engagement - Champion RCOC safety culture and values, promoting employee engagement and overall job satisfaction. Lead initiatives that foster a professional and collaborative workplace. Additional Responsibilities - Perform other tasks and duties as required to support and contribute to the overall success of the organization including but not limited to serving as a Trustee on the Retirement System Board, Title VI Coordinator, HIPPA Coordinator, member of the Compensation Committee, etc. Requires a daily schedule that supports RCOC hours of operation. Regular and predictable onsite job attendance is an essential function of this position. Must perform duties in a professional manner to promote a positive image of the Road Commission for Oakland County. Requirements: Proven leadership skills. Demonstrated ability to solve problems and formulate recommendations utilizing critical thinking. Proven success in motivating and managing a team of HR professionals utilizing delegation, follow up, feedback and rewards. Ability to handle sensitive and confidential information with the utmost discretion. Capable of managing multiple tasks and projects simultaneously with attention to detail while using strong organizational and prioritization skills. Exceptional communication skills (both written and verbal). Strong interpersonal skills to build relationships and influence stakeholders at all levels. Unwavering commitment to integrity and pride in all that is done. Position requires on-site, 5 day / week work schedule. Special Experience/Education: Bachelors degree in human resources, management, general business or related field required. Masters degree preferred. Minimum of 9+ years of HR experience. Minimum of 5 years of Supervisory experience. Experience consulting executive leaders. Experience managing union / non union workforces; active employee and retiree needs. Proven experience and knowledge of H.R. best practices, employment laws and regulations. Experience in Government sector a plus. Must possess and maintain a valid Michigan drivers license. Disclaimer Must be legally eligible to work in the United States and possess a valid Driver's License. Attractive benefits package. Hybrid Pension, including Employer Match 401(a) Medical Insurance Employer Paid Dental Insurance Vision Insurance Employer Paid Basic Life and AD&D Insurance 14 Paid Holidays Employer Paid Telemedicine Up to 31 days of paid time off. EOE/ADA/Drug Free Workplace.

The Global HR Director based in Novi, MI is a strategic leader responsible for developing and implementing human resource initiatives that align with the Branson's goals and drive business success. Reporting direct to the President, Branson, this role involves overseeing all aspects of HR management, including talent acquisition, employee relations, compensation and benefits, learning and development, and compliance. The HR Director fosters a positive organizational culture, utilizing data-driven insights to enhance employee engagement and performance. By collaborating with executive leadership, the HR Director ensures the organization attracts and retains top talent, adapts to industry changes, and operates within legal and regulatory frameworks. This position requires exemplary leadership skills and the ability to mentor and develop a high-performing HR team. In This Role, Your Responsibilities Will Be: Strategic Human Resource Planning: o Spearhead the development and global implementation of HR strategies that align with business objectives, ensuring they resonate across all regions. o Guide workforce planning initiatives globally to anticipate organizational needs, supporting executive leadership in succession and growth planning. o Partner with executive leadership to establish global HR policies that foster a cohesive organizational culture and positive work environment. Employee Relations and Engagement: o Serve as a strategic advisor to global leadership on complex employee relations issues, ensuring a cohesive and inclusive workplace culture. o Design and evaluate global employee engagement initiatives, directing regional teams to implement strategies that drive job satisfaction and productivity. o Establish protocols for the resolution of employee grievances and disputes, empowering regional managers to address issues effectively. Compensation and Benefits Oversight: o Direct the design of competitive global compensation and benefits programs, ensuring they are equitable and attractive across different regions. o Lead market analysis efforts to maintain competitive global salary structures, advising on regional differentiation where necessary. Compliance and Policy Development: o Ensure global HR policies are compliant with international labor laws and align with organizational ethics and standards. o Overhaul and standardize organizational policies and employee handbooks to stay current with global legislative changes. o Lead compliance audits at a global level, directing regional teams in implementing corrective actions as necessary. HR Data and Analytics: o Drive the use of HR analytics globally, employing data-driven insights to inform strategic HR decisions and measure initiative effectiveness. o Develop a global HR data framework that ensures accuracy and accessibility, enabling strategic decision-making at all organizational levels. o Provide leadership with actionable insights on global workforce planning and key HR metrics. Organizational Development and Change Management: o Lead the creation of global organizational development strategies that promote innovation and adaptability across all regions. o Drive global change management initiatives, ensuring clear communication and stakeholder engagement across the organization. o Evaluate global organizational changes, leading efforts to optimize processes and strengthen company culture. Budget and Resource Management: o Oversee the global HR budget, ensuring alignment with corporate strategic priorities and efficient resource utilization. o Direct resource allocation across HR operations globally, optimizing the use of staff and technology to enhance service delivery. o Monitor and ensure the timely and cost-effective delivery of global HR projects, maximizing the return on investment. Leadership and Mentoring: o Inspire a global HR team, cultivating a high-performance culture that supports collaboration and growth. o Champion mentorship and professional development initiatives for HR staff, promoting career growth and retention. o Closely liaise with Global Leadership Team, and Emerson HR leaders, driving strategic discussions and shaping the direction of the organization while implementing standardized initiatives and sharing standard processes Who You Are: You build a climate where people are motivated to do their best to help the organization achieve its objectives. You develop people to meet both their career and the organization's goals. You take a broad view when approaching issues, using a global lens, and relying on a mixture of analysis, wisdom, experience, and judgement when making decisions. You model and encourage the expression of diverse ideas and opinions. You paint a compelling picture of the vision and strategy that motivates others to action. For This Role, You Will Need: • Required Bachelor's degree • Relevant 8 years of leadership experience commensurate with the level of the position • Strategic Mindset with the ability to align HR Strategies with overall business goals and objectives and understand how HR initiatives drive organizational success • Strong Communication, Interpersonal & Influencing Skills • Ability to travel up to 30% domestically and internationally • Authorized to work in the United States without sponsorship now and in the future Preferred Qualifications That Set You Apart: • Senior-level experience setting the functional strategy and direction of an organization across a global enterprise • A demonstrable experience in leading a large global organization, preferably in a matrix organization • Cultural transformation and change management experience • Incentive compensation and total rewards experience • M&A integration experience • Global business transformation Our Culture & Commitment to You: At Emerson, we prioritize a workplace where every employee is valued, respected, and empowered to grow. We foster an environment that encourages innovation, collaboration, and diverse perspectives-because we know that great ideas come from great teams. Our commitment to ongoing career development and growing an inclusive culture ensures you have the support to thrive. Whether through mentorship, training, or leadership opportunities, we invest in your success so you can make a lasting impact. We believe diverse teams, working together are key to driving growth and delivering business results. We recognize the importance of employee wellbeing. We prioritize providing flexible, competitive benefits plans to meet you and your family's physical, mental, financial, and social needs. We provide a variety of medical insurance plans, with dental and vision coverage, Employee Assistance Program, 401(k), tuition reimbursement, employee resource groups, recognition, and much more. Our culture offers flexible time off plans, including paid parental leave (maternal and paternal), vacation and holiday leave. #LI-JS3

Our Opportunity: The Director of Human Resources & Training oversees the direction, planning, coordination, administration and evaluation of the human resources and learning and development functions. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies, processes and programs for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and record keeping, employee relations, total rewards (compensation and benefits), and payroll. This position requires a strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. What You'll Do in This Role: Plans, develops, implements and evaluates effective and efficient human resources and training and development strategies and policies. Assists senior leadership in developing short- and long-term objectives, goals, and strategies to ensure high levels of organizational performance and engagement. Administers operational plans, policies, and goals which further strategic objectives. Provides leadership and direction to the human resources and training functions of the organization and the teams that perform the duties. Hires, leads, manages, and evaluates overall group and individual effectiveness and progress toward key goals. Ensures team members are provided with timely and constructive feedback through consistent structured coaching sessions. Ensures appropriate training, performance expectations, and accountability standards are communicated. Administers the effective and efficient implementation of training functions including new and ongoing team member training strategies, projects, and programs. Recommends and assists in formulating training programs and instructional delivery methods, utilizing various learning modalities to meet adult learners' needs. Evaluates the effectiveness of organizational training programs. Administers the credit union's compensation and benefit programs. Ensures compliance with all applicable federal, state and local, wage and hour regulations. Maintains a departmental audit framework to ensure appropriate and accurate procedures and reporting. Partners with corresponding vendors to ensure desired levels of service are achieved and in alignment with budget expectations. Directs the recruitment and selection activities of the credit union, while ensuring adherence to all legal requirements. Identifies and understands the needed role-based critical skills and optimal organizational staffing plans, designs and descriptions. Partners with leadership to implement initiatives that ensure adequate and appropriate staffing levels. Administers the performance management process for the credit union, ensuring performance objectives are aligned with essential job functions and are tied to the accomplishment of department and corporate goals. Serves as a trusted advisor by providing coaching and guidance to leadership on human resources related matters, ensuring appropriate documentation and timely coaching to team members. Partners with senior leaders and subject matter experts to understand and evaluate the effectiveness of current training programs and identify opportunities for enhancement or development of new learning solutions. Ensures learning initiatives align with organizational goals and needs, enhance workforce capability and drive performance. Monitors and reports on internal HR and training metrics, workforce trends, emerging technologies, and compliance updates. Formulates and delivers data-driven insights to make informed decisions, improvements, and suggestions to senior management. Must comply with applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control, in addition to all company policies. What You'll Bring To CCF: Five to seven years of Human Resources and Training leadership experience. A college degree in a related major. SHRM and/or PHR certification preferred. A significant level of trust, credibility and diplomacy is required. In-depth dialogue, conversations and explanations with team members and leaders can be of a sensitive and/or highly confidential nature. Communications may involve motivating, influencing, educating and/or advising others on matters of significance. Obtaining cooperation and agreement on important outcomes. A professional level of written communication skills are essential to the position. Ability to deal with people (listens, understand, and identify needs) and facilitate training for staff as needed. Strong analytical skills with the ability to exercise informed judgement in complex situations. Ability to make sound decisions and use creativity in implementing strategic initiatives. The Perks of Being Part of CCF: When you join CCF you're not just taking a job-you're joining a community. From milestone anniversaries to our legendary chili cook-off, we believe in recognizing achievements and building connections through fun, shared experiences. We offer a comprehensive benefits package designed to support the well-being of our employees: Competitive Base Compensation: Competitive salary with eligibility for performance-based incentives. Paid Time Off: PTO available to support work-life balance, in addition to 13 paid company holidays per year. Wellness & Volunteer Time: Additional time off to support employee wellness and community involvement. Health Insurance Coverage: Multiple low-deductible medical plan options, as well as dental and vision coverage. Employer-Paid Coverage: Company-paid life insurance and short- and long-term disability coverage. Flexible Spending Accounts (FSA): Options for both medical and dependent care FSAs. Education Assistance: Tuition reimbursement and student loan repayment support to help advance your education and career. Retirement Benefits: 401(k) plan with up to 4% company match, plus an additional 4% profit-sharing contribution. Employee Assistance Program (EAP): Confidential support services for personal and professional challenges Work Location: This position is based in Troy, Michigan. Hybrid working arrangements are available following 4-6 months of successful employment. EOE: CCF is committed to equal opportunity and complies with EEOC rules and regulations.

🌱👥 Director of Human Resources & Talent Development 📊 Reports To: Chief Financial Officer (CFO) 🕒 Employment Type: Full-Time | Leadership DACUT is a vertically integrated cannabis company operating across retail, cultivation, manufacturing, and distribution, with multiple locations and a rapidly expanding footprint. As we enter our next phase of growth, we are investing heavily in people, leadership, training, and workforce systems to build a scalable, high-performing organization. 🎯 About the Role DACUT is seeking a Director of Human Resources & Talent Development to own and scale our recruiting, training, workforce development, and performance systems across the organization. This is a hands-on, operational leadership role responsible for ensuring all locations are: ✅ Fully staffed 🎓 Well trained 👔 Led by strong managers ⚙️ Supported by scalable, repeatable systems You will build the people engine that enables us to: Hire 40-50+ employees simultaneously for new store openings Reduce turnover across frontline and leadership roles Improve performance and accountability Develop a strong internal bench of future leaders ✅ Key Responsibilities🔍 Talent Acquisition & Workforce Scaling Build and operate a high-volume, high-quality recruiting engine across all departments Support rapid hiring for new store openings and expansion initiatives Improve time-to-hire and candidate quality 🎓 Training, Onboarding & Development Design and implement world-class onboarding and training programs for: Retail Cultivation Manufacturing Distribution Establish clear role expectations, training paths, and career progression Build leadership development programs for supervisors, managers, and directors 📈 Performance & Accountability Implement performance management systems, KPIs, and accountability frameworks Drive consistency in expectations, evaluations, and development plans Reduce early-stage turnover through better training and support 🤝 Executive & Financial Partnership Partner with executive leadership to: Strengthen organizational structure Improve management effectiveness Clarify roles and responsibilities Work closely with the CFO on: Workforce planning Compensation strategy Headcount discipline and labor efficiency 🎯 What Success Looks Like Locations are consistently and proactively fully staffed Faster, higher-quality hiring for new stores Strong onboarding that reduces early turnover Clear training paths for all major roles A deep bench of capable supervisors and managers A stable, scalable, high-performing organization 🛠️ Ideal Background Senior HR / People / Talent leadership experience in: Retail Manufacturing Distribution Operations-heavy environments Proven success with: High-volume hiring High-turnover, frontline workforces Multi-site operations Experience building: Training programs Onboarding systems Performance management frameworks Regulated industry experience (preferred) Strong business, operational, and financial acumen ⭐ The Leader We're Looking For High standards with low tolerance for chaos Practical, hands-on, execution-focused Data-driven and operationally minded Comfortable building systems from scratch Strong partner to finance and operations 🚀 Why This Role Matters This role directly impacts: Staffing stability Training quality Leadership strength Turnover reduction DACUT's ability to scale smoothly and profitably #Priority26

Our Mission: Through our exceptional health care services, we empower and educate, aggressively working to eliminate health care inequities, while supporting personal responsibility for one's own health regardless of the ability to pay. The Assistant Director of Human Resources supports the day-to-day operations of the human resources department and works closely with the Director of Human Resources in developing, implementing and evaluating HR initiatives. Duties and Responsibilities: * Lead and direct the strategic and routine functions and oversee the daily workflow of the human resources department, including HR staff responsibilities. * Analyzes HR trends and metrics to develop solutions, policies and procedures * Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. * Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. * Lead and support life safety policy and procedure systems as well as support functions to ensure life safety such as CPR training, fire drills and other safety activities. * Support credentialing of contractors, referral partners, employees, and providers as required by regulatory agencies * Partnership in the management, processing of claims and all related activities for the Federal Torts Claims Act (FTCA), including any potential or actual health or health-related claims and medical malpractice claims, which may be eligible for FTCA coverage. Serves as the claims point of contact in all activities and correspondence related to FTCA. * Full life cycle recruitment including providers, employees and contractors * Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies * Responsible for assuring adherence to company policies and procedures throughout the organization and recommending revisions and regular reviews & updates to policies as required. * Advises and assists managers on human resources concerns including but not limited to employee relations and performance management. * Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. * Provides HR policy guidance and interpretation * Supports design, enrollment and education on NHA benefits programs such as health, dental, vision, life, disability and retirement, researching industry best practices and strategies for employee benefit programs and recommend additions or modifications to existing programs. Ensures compliance with all federal laws and regulations governing employee benefits including Affordable Care Act (ACA) and ERISA. * All other duties as assigned. Skills/Qualifications: * Bachelor's degree in Human Resources, Business Administration, or related field required. * At least four (4) years of human resources experience required, preferably in a healthcare setting. Community health experience a plus. * Experience managing staff at the supervisor or managerial level. * Demonstrated experience with developing and administering employee training programs, including onboarding, orientation and career development. * HR Certification SHRM-CP or SHRM-SCP or willingness to achieve certification preferred * Experience working with HRIS systems including payroll and applicant tracking systems. * Proficient in computer applications (Microsoft Windows, Word, Excel, Outlook and PowerPoint). * Knowledge of industry personnel practices and federal, state, and local employment laws. * Strong leadership and planning skills with complex problem-solving ability and critical thinking skills. * Excellent communication and interpersonal skills with a desire to provide excellent customer service to internal and external customers. * Must be sensitive to cultural, economic, religious, and ethnic diversity. * Ability to work independently toward predetermined outcomes. * Ability to organize and prioritize workload in order to meet established schedules, timelines, or deadlines. * Ability to maintain employee and organizational confidentiality. * Possesses a neat and professional appearance. This is a full-time salary position, Monday - Friday with only rare occurrence of weekend work. Excellent benefits including Health, Dental and Vision Insurance, Paid Life Insurance, PTO and 11 paid holidays. Candidates must submit salary requirements to be considered for an in person interview. We are a drug free workplace, and an Equal Opportunity Employer. Neighborhood Health Association (NHA), a Federally Qualified Health Center (FQHC), is the largest community health center system in Northwest Ohio with partnerships that include ProMedica, Mercy Health, and University of Toledo Medical Center. NHA has grown from a single location in 1969 to multiple medical and dental clinics throughout Lucas County. Today we operate multiple health centers including pediatrics, adult medicine, dental services, and health care for the homeless, women's health center, senior centers and a full-service pharmacy with lab services on site. For more than 50 years, NHA has placed a strong focus on prevention and empowering individual responsibility in managing their health care and overall well- being. Our services are acutely responsive to the needs of everyone throughout the communities we serve, providing excellent care and the best health practices.

Director of Human Resources Dedicated Passionate Accountable Respectful Who We Are The Children's Center is home to many specialized clinical services. We lead the way in working with children who struggle with behavioral, emotional, educational, intellectual and developmental challenges or may have experienced trauma. We treat the whole child, looking at more than a single issue so we can provide the best, most comprehensive integrated care. We examine barriers in the home, school and community, working with the family who raises them and the organizations that support them. A champion for our children Our vision reflects our community's changing needs for providing care and our evolving position as a leading authority on children's mental /behavioral health and child welfare: To champion the never-ending quest for providing the best care, helping children learn to self-advocate once they're outside the comfort of our walls, and get them on the road to a happier, more fulfilling childhood. The Role Join The Children's Center team! We are looking for our next great team member to leader our most important asset-our people! We are looking for a highly qualified, results driven Director of HR to lead a 5 person HR department and be a strategic partner to our leadership team. You will be responsible for our workforce management strategy, HR department functional oversight, managing the talent on your team and supporting the TCC team and leadership in all things HR. Our New Team Member Will Be: Personally accountable; Metrics driven; Rooted in a can do attitude; Mentally agile able to adapt to changing circumstances; Collaborative and get energy from working with others; A learner and enjoy staying abreast of both profession and industry; An influencer and a good example to others; A builder of relationships; Open to all perspectives and ways of thinking-be non-judgmental Resourceful; Possess a spirit of continuous improvement; Qualifications Master's Degree in HR or business related field. MBA preferred. 10+ years building and leading an HR team. 5+ years' experience as a strategic partner. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.

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

Are you a hands-on Supply Chain Leader who loves solving problems, guiding teams, and making a real impact with customers? We're on the lookout for an energetic and experienced Head of SCM to lead our amazing SCM Leadership team, representing a critical role in the organizational structure. At Envalior, the future of high-performance materials isn't just being shaped; it's being pioneered. A belief in fostering an environment where every voice is heard and ideas are valued is integral to our culture. Empowerment is the driving force behind our pioneering spirit, allowing our teams to take initiative, explore new solutions, and revel in the thrill of constant innovation. Join us and be part of a team committed to making a positive impact-where safety, sustainability, collaboration, and empowerment intersect to drive innovation. IMAGINE THE FUTURE WITH ENVALIOR Own the regional SCM value chain and act as the primary interface with global and regional functions, including Commercial, Manufacturing, Finance, R&D, and Procurement. This is a fast-paced role covering a wide variety of technical topics across different materials, applications, and industries. Your team will be supporting every stage of customer projects-from early concept to full-scale production. Main Responsibilities: Contribute as a member of the SCM Leadership Team to the development and implementation of supply chain strategy, planning, and operations to achieve organizational objectives. Own the regional SCM value chain and act as the primary interface with other functions inside and outside SCM. Ensure alignment between Commercial, Manufacturing, and Procurement teams with supply chain objectives through the monthly IBP cycle. Monitor execution of supply plans in accordance with the S&OP handshake process, balancing long-term tactical planning with short-term operational needs and taking corrective actions as required to meet targets. Optimize the end-to-end supply chain to minimize Total Cost of Ownership (TCO) and Operating Working Capital while maintaining agreed customer service levels. Ensure compliance with all SHE (Safety, Health, and Environment) requirements related to SCM processes, particularly in logistics operations. Drive standardization and harmonization of processes across sites and regions, and own productivity targets for the assigned region. Manage the department's fixed cost budget, including monitoring, controlling, and reporting expenses on a regular basis. Requirements THE IDEAL CANDIDATE: A degree in Business Administration or similar +10 years of Professional Experience Leadership experience is key for this role Great people skills and the ability to lead and inspire Strategic problem-solving Required Competencies Strategic Supply Chain Management Ability to develop and implement end-to-end supply chain strategies aligned with business objectives. Expertise in IBP (Integrated Business Planning) and S&OP processes. Cross-Functional Collaboration Strong stakeholder management skills to interface with Commercial, Manufacturing, Finance, R&D, and Procurement globally and regionally. Ability to influence and align diverse teams toward common goals. Operational Excellence & Planning Proficiency in balancing long-term tactical planning with short-term operational execution Skilled in monitoring supply plans and taking corrective actions to meet targets. Financial Acumen Understanding of Total Cost of Ownership (TCO) and Operating Working Capital (OWC) optimization. Budget management and cost control experience. Safety, Health & Environment (SHE) Ability to integrate safety practices across multiple sites and legacy businesses. Process Standardization & Continuous Improvement Ability to drive harmonization and productivity improvements across regions. Strong problem-solving and change management skills. Data-Driven Decision Making Analytical skills to interpret complex data and translate insights into actionable strategies. Familiarity with digital tools and reporting platforms (e.g., Celonis, Power BI). Leadership & Team Development Capability to lead regional teams, foster collaboration, and build future-fit skillsets. Strong communication and influencing skills. Benefits WHY ENVALIOR? Competitive Compensation: Join us at Envalior and enjoy competitive compensation packages, inclusive of a global bonus program and performance bonuses, ensuring your hard work is recognized and rewarded. Comprehensive Benefits: Your well-being matters to us. At Envalior, we provide an array of benefits supporting your financial security, health, and overall well-being. This includes retirement plans, health programs, life insurance, and comprehensive medical care. Work-Life Balance & Flexibility: Maintain a healthy balance between work and personal life with Envalior's commitment to supporting your schedule. Training & Development Opportunities: At Envalior, your growth matters. We encourage and invest in your professional and personal development. We support our employees in their growth and personal development through ongoing investment in their knowledge and skills via training, coaching, and mentoring. Diversity & Inclusion: At Envalior, our people drive our success, so it's only right that we provide a diverse and inclusive working environment and foster a culture of belonging, openness, and respect. We value diversity as a cornerstone of our success. We are committed to nurturing and empowering every individual to reach their full potential. APPLY NOW! Ready to pioneer change with Envalior? Join us in our mission to drive innovation, sustainability, and excellence. Apply today and become a part of our transformative journey towards a more sustainable future. Submit your application online by sending your CV and motivation letter in English through our If you have any questions, feel free to connect directly with our Talent Lead Anne Thomas at ************************ Envalior is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. If you need assistance or an accommodation due to a disability, you may contact us at *******************************. OUR HERITAGE With a combined heritage of over 100 years, Envalior brings together two established global materials players: DSM Engineering Materials and LANXESS High Performance Materials. Our unique combined portfolio of longstanding material-, application-, and design expertise enables our customers to develop and launch sustainable future-proof designs. Envalior is the brand new materials powerhouse that was Launched in early 2023. We aim to be a global leader in sustainable and high-performance engineering materials. We imagine the future by shaping the world of today and tomorrow. We're conscious that this is both a privilege and a responsibility - so, when we imagine the future, we're guided by our key values to help us create a better world.

The Human Resource Manager provides ongoing leadership and support in the areas of recruiting, performance management, training, job analysis, compensation, employee benefits, and compliance. This position is also the primary administrative contact with the Professional Employer Organization (PEO) vendor. The Human Resources Manager reports to the Chief Executive Officer. To be successful in this role, the individual must have experience in human resources management of multiple business units in multiple physical locations within the Southeast Michigan multi-county area. Experience in a nonprofit environment is preferred. ESSENTIAL DUTIES AND RESPONSIBILITIES: Talent Acquisition: Partner with business unit leaders and store managers to attract and hire viable candidates across the organization. Research and recommend sources of candidates such as community colleges, civic groups, and other venues. Coach hiring managers on interview techniques and processes. Performance Management Provide onboarding support and coaching for effective employee engagement Provide training on disciplinary documentation of performance issues, development of performance improvement plans and performance review process. Training: Review and standardize the onboarding process with particular focus on the values, goals and culture of the Society. Utilize existing training modules and develop new modules as needed for on-the-job training. Rationalize training to promote employee professional development and growth. Job Analysis: Review jobs and job families for internal consistency and external benchmarking. Make recommendations on job content to improve productivity and employee job satisfaction. Compensation: Participate in industry wide and regional salary and wage surveys and provide benchmarking/salary ranges for staff and leadership positions. Assess market trends and make merit budget recommendations. Assist the directors and store managers in setting performance management processes and goals Employee Benefits: Coordinate with the PEO on employee welfare plans offerings, cost analysis and competitiveness. Coordinate with the PEO on the welfare plans open enrollment process and vendor selection. Assess the costs and provisions of current and prospective benefit programs. Coordinate with the SVDP-Detroit 401(k) Plan administrator, record keeper, and advisors, on employee eligibility, communication, and suitability of investment options, ongoing compliance, and government filings. Compliance: Work with unit leaders and store managers to ensure compliance with all policies and procedures. Propose changes to and updating the employee handbook and employment forms. Maintain awareness of State, Federal, and any regulatory and legal changes that may arise and communicate changes to senior management. Coordinating with unit leaders and store managers that the bi-weekly payroll hours are correct and ensuring the submission of payroll occurs accurately and timely. EDUCATION AND EXPERIENCE Bachelor's Degree in Human Resources, Organizational Development or related field 5 years minimum experience as a human resources manager - non-profit or retail experience preferred Strong understanding of, and extensive professional experience, with state and federal employment regulations, workplace safety issues, and team building. Computer experience with Microsoft Office Suite a must. KNOWLEDGE AND ABILITIES Must be self-motivated, results oriented, and able to set priorities and work on numerous projects simultaneously with strong attention to detail. Excellent interpersonal, organizational, communication (both verbal and written), analytical and problem solving skills. Ability to manage multiple priorities and projects effectively Communicate clearly and concisely with senior management and employees. Maintains a high level of confidentiality regarding sensitive information Demonstrate the highest level of ethics and integrity Experience in the nonprofit sector. Familiarity with the Archdiocese of Detroit Catholic faith community desirable. Must have an unrestricted Michigan driver's license For any questions, please contact Gabby Hornak at ***********************.

HR Business Partner - Healthcare Common Sail Investment Group The HR Business Partner (HRBP) is responsible for aligning HR strategies and initiatives with our Home Health and Hospice business objectives, ensuring effective execution of HR processes, and driving organizational success. This role involves employee relations oversight, performance management, consultation, development and facilitation of HR-related training, project management of HR initiatives, and providing general employee lifecycle support. The HRBP acts as a trusted advisor, driving HR solutions that foster employee engagement, retention, and overall business growth. Education, Knowledge, and Skills: * Education: Bachelors degree in Human Resources, Business Administration, or related field. * Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. * Experience: 5-7 years of progressive HR experience, with a focus on employee relations, performance management, and strategic HR consulting. * Experience in Home Health, Hospice, or a healthcare-related field is highly preferred. Essential Responsibilities and Duties: 1. Align HR Initiatives with Business Goals: * Align HR strategies and programs with business objectives and priorities. * Provide ongoing updates on deliverables, metrics, and progress towards HR-related business goals. 2. Policy Guidance and Interpretation: * Provide policy guidance and interpretation to both employees and leadership. * Ensure HR policies, processes, and programs are compliant with legal and regulatory requirements and align with business goals. 3. Employee Relations Oversight and Execution: * Support the business in managing employee relations, including terminations and corrective actions. * Conduct internal investigations related to workplace concerns or violations. 4. Performance Management: * Lead the development and execution of care plans, growth plans, and coaching initiatives * Provide performance management tools and resources to support employee retention and career development. 5. Employee Metrics and Reporting: * Track, report, and analyze employee metrics such as turnover, retention, employee relations trends, workers' compensation, payroll, benefits, and compliance. * Provide actionable insights and trends that help optimize HR programs and business decision-making. 6. HR Training Development and Facilitation: * Develop and deliver HR training based on emerging trends and business needs. * Train the trainer for regional HR teams, ensuring consistent and effective HR practices across locations. 7. ADA/LOA Coaching and Execution: * Provide coaching and support for employees and managers regarding the Americans with Disabilities Act (ADA) and Leave of Absence (LOA) processes. * Ensure compliance with ADA and LOA policies and handle accommodations and leave requests efficiently. 8. Payroll, Compensation, and Benefits Partnership: * Partner with internal teams to manage payroll, compensation, and benefits processes * Ensure that the business is receiving the necessary support from internal teams in these areas. 9. Recognition and Retention Programs: * Oversee recognition and retention programs to foster employee engagement. * Provide support and guidance to the HR team on improving processes and optimizing program effectiveness. 10. Mass Communication Management: * Manage mass communications related to HR topics, ensuring clear, timely, and effective messaging to employees across the organization. 11. Project Management of HR Initiatives: * Lead and manage HR-related projects to improve processes, programs, and employee experiences. * Ensure the successful execution of HR initiatives in alignment with business objectives. 12. General Employee Lifecycle Support: * Oversee all stages of the employee lifecycle, from onboarding to exit interviews, ensuring smooth transitions and alignment with company policies and procedures. Skills: * Strong knowledge of HR laws, policies, and compliance. * Strong understanding of the unique needs and challenges of Home Health and Hospice * Experience with performance management, employee engagement, and retention strategies. * Proficiency in HRIS platforms and MS Office Suite. * Excellent communication, problem-solving, and interpersonal skills. * Ability to manage complex HR projects and handle confidential matters with discretion. Key Competencies: * Strong business acumen and the ability to align HR practices with organizational goals. * Ability to lead and influence at all levels of the organization. * Highly organized with strong time management and prioritization skills. * Excellent verbal and written communication skills, with the ability to communicate complex HR concepts clearly. * Adaptability in dealing with change and ambiguity. * High emotional intelligence and the ability to build strong relationships across various stakeholders. General Working Conditions: This position entails standing for long periods of time. While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required. We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits. If you love serving others, and are looking for an opportunity to thrive, CSIG holdings and our businesses is your destination. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty Equal Opportunity Employer #CSALL

at loan Depot The Manager, HR Business Partner (HRBP) is focused on strategic partnerships with the Executive Committee and their Executive teams. The Manager, HRBP plays a crucial role in driving the achievement of business objectives through innovative HR strategies and practices. Responsibilities: Partner with Executive Committee and their direct reports to provide strategic HR advice and consultation, aligning HR initiatives with business goals. Develop and implement workforce engagement strategies and action plans to enhance employee morale, productivity, and retention. Lead workforce planning efforts to align staffing levels and skills with current and future business needs. Drive organizational design and development initiatives to optimize structure, roles, and responsibilities for maximum efficiency and effectiveness. Act as a change agent by supporting organizational change initiatives and ensuring effective change management practices are implemented. Collaborate closely with HR Centers of Excellence (COEs) to ensure that enterprise-wide initiatives and programs are tailored to meet the specific needs of business units. Facilitate team development activities and programs to enhance team effectiveness and collaboration. Collaborate with business leaders to create new roles and refine job descriptions that support business objectives and attract top talent. Provide leadership coaching and support to Executive Committee and their direct reports to enhance leadership capabilities and drive performance. Analyze and share people metrics, trends, and insights with business leaders to inform decision-making and drive continuous improvement. Lead and contribute to enterprise-wide HR projects and initiatives that support organizational goals and enhance overall HR effectiveness. Requirements: 8+ years of experience in HR business partnering or a similar strategic HR role. Mortgage experience required. Proven experience in developing and implementing HR strategies that align with business objectives. Strong consulting and influencing skills, with the ability to build credibility and relationships with senior leaders. Excellent analytical and problem-solving abilities, with a data-driven approach to decision-making. Demonstrated experience in talent management, organizational development, and change management. Ability to manage multiple priorities and thrive in a fast-paced environment. HR certification (e.g., SHRM-SCP, SPHR) preferred. Bachelor's degree in Human Resources, Business Administration, or a related field. Why work for #teamloan Depot: Aggressive compensation package based on experience and skill set. Inclusive, diverse, and collaborative culture where people from all backgrounds can thrive. Work with other passionate, purposeful, and customer-centric people. Extensive internal growth and professional development opportunities including tuition reimbursement. Comprehensive benefits package including Medical/Dental/Vision. Wellness program to support both mental and physical health. Generous paid time off for both exempt and non-exempt positions. About loan Depot: loan Depot (NYSE: LDI) is a digital commerce company committed to serving its customers throughout the home ownership journey. Since its launch in 2010, loan Depot has revolutionized the mortgage industry with a digital-first approach that makes it easier, faster, and less stressful to purchase or refinance a home. loan Depot enables customers to achieve the American dream of homeownership through a broad suite of lending and real estate services that simplify one of life's most complex transactions. With headquarters in Southern California and offices nationwide, loan Depot is committed to serving the communities in which its team lives and works through a variety of local, regional, and national philanthropic efforts. We are an equal opportunity employer and value diversity in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Plan and direct all activities of the Human Resources Department including, but not limited to, the following: employee recruitment, hiring, evaluation, and termination; payroll; benefits; personnel relations; HR policies and procedures; workers compensation; unemployment; employee leaves, and employee compensation. All such activities are designed and executed in order to meet institutional goals and comply with federal and state laws. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following: Responsible for the management and oversight of the human resources and payroll areas for the University. Supervises employees on a day-to-day basis. Oversee all aspects of employment including job postings, recruiting, hiring, on-boarding, performance evaluations, and off-boarding. Provide leadership for employee benefit programs (e.g. medical, dental, vision, life insurances; STD; LTD; retirement plan; vacation days; holidays; sick leave, and tuition discount benefits), including communication with all employees, annual renewals, open enrollment and design and administration of benefit programs. Work with various plan vendors for COBRA administration, Flexible Spending Accounts and Unemployment claims. Negotiates agreements and ensures compliance. Oversee, review, and audit all employee wage and benefit records on an ongoing basis and provide current, related information for budget purposes. Manage retirement plan including communication with vendors as needed (e.g., relating to employee distributions, employee loans, etc.) Serve on the retirement plan committee. Maintain personnel records and files ensuring that rules concerning confidentiality and retention are followed as they relate to HR and other areas of the organization. Manage annual review and distribution of employee manual. Remain current on University policy and all applicable state and federal laws, regulations, and rules that pertain to HR, and provide leadership and oversight of initiatives (including planning, coordinating, and delivering training; interpreting/explaining rules and regulations to department heads, other employees, and applicants; and monitoring employee conduct) to maintain employee compliance with all University policy and Human Resources-related state and federal rules, regulations, and laws that apply to the University. Manage employee leaves to ensure compliance with University policy and law (e.g., FMLA). Recommend on-going revision to and creation of policies and procedures to effect continual improvements in efficiency of HR-related functions. Collaborate with area VPs and supervisors to offer staff development opportunities. Develop and implement programs that encourage excellent performance and increase retention rates for employees. Counsel employees and supervisors regarding employee relations and problems, as needed. Work with CFO and/or labor attorney to find and effectuate viable solutions to employee issues. Perform in-house investigations and prepare investigative reports. Serves as Title IX representative for employment related concerns. Oversee the selection, hiring, training, organization, and performance of the HR Department staff. Manages the salary compensation program for staff and assist academic affairs in the faculty compensation program. Conduct annual salary surveys and benchmark updates. Maintain records, reports, and logs to conform with federal/state law and regulations (e.g., ERISA including Form 5500 reporting and laws/regulations enforced by the EEOC). Prepare OSHA reporting. Perform other work-related duties as assigned. REPORTING RESPONSIBILITIES Reports directly to the CFO. SUPERVISORY RESPONSIBILITIES Supervise Payroll, Benefits, and Student Employment Office functions and personnel; carry out supervisory responsibilities in accordance with the University's policies and applicable laws. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Individual will exhibit a life and service that is in full accord with the Spring Arbor University Concept and Community Covenant. Proficient in computer applications including Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), SAU CARS, SAU's Portal and Internet applications. Possess high ethical standards, trustworthy, a person of integrity. Well-organized and self-directed, with the ability to manage time in a flexible and efficient manner to meet deadlines and accomplish work in order or priority with attention to detail and accuracy. Able to maintain composure and effectiveness under pressure and in changing conditions; able to accept feedback as it relates to job performance and responsibilities. Must possess good judgment and problem solving, with ability to identify, analyze, and resolve problems in a timely manner with an ability to learn new duties; adjusts to new situations within a reasonable amount of time. Excellent interpersonal skills to handle sensitive and confidential situations. Experience with counseling and interviewing skills. Ability to negotiate conflict and maintain constructive working relationships with people at all levels of the organization. Knowledge of federal, state, and local laws and regulations as it relates to human resources. Understands Policy and Procedure development process and significance in organizational compliance. Ability to use human resource information system (HRIS)/(HRMS) software; Paycor a plus. Knowledge of compensation and benefit administration. Demonstrates excellent customer service with interpersonal, verbal, and written communication skills in a non-judgmental and friendly demeanor with the diverse populations. Excellent time management skills in a setting with potential frequent interruptions; ability to coordinate multiple concurrent projects and perform tasks in an organized and timely manner, with attention to detail. Professional in appearance and demeanor, telephone, and interpersonal communications. Establish and maintain professional working relationships with staff, students, vendors, and community partners. Experience using office equipment, including cellular telephone; desktop telephone/voicemail; copier, fax machine, scanner, printer, computer, and calculator. EDUCATION and/or EXPERIENCE Bachelor's degree from four-year University required. Minimum of 5 years of experience in Human Resources and/or related fields (e.g., payroll or benefits management). SHRM or HRCI Certification, preferred.

Job Description 100k-135k annually Food Lovers Unite! Busch's is HIRING and we want you! Love food, fun, and fabulous people? Join our family-owned Michigan team and cook up a career full of flavor! What's in store? Flexible schedules Employee discounts 401K with company match Tuition reimbursement Daily Pay available Ready to spice up your job and grow with us? Apply now and let's create the perfect pear together! Accountabilities: · Implement HR strategies by establishing department accountabilities including talent acquisition, compensation, health and welfare benefits, records management, safety and health, succession planning and employee relations and retention. · Guides management and associate actions by researching, developing, writing and updating policies, procedures and guidelines. · Accountable for benefit plan selection, design, cost control and administration, including overseeing administration and plan design for our benefit plans. · Administer FMLA and company leaves as defined by federal employment laws. · Develop/refine compensation and benefit systems. · Risk management for workers compensation and unemployment compensation. · Develop/refine systems and strategies for recruiting, hiring, orientation and training programs. · Assists management in the annual review procedure including preparation and administration of the wage and salary program. · Complies with federal, state and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements and advising management on needed actions. · Contribute to organizational effectiveness by offering information, suggestions and recommendations. · Maintain professional and technical knowledge by completing educational opportunities, reviewing professional publications, benchmarking state of the art practices and networking. · Execute with operational integrity by anticipating problems, taking preventative measures, and adapting to changes that improve our operations or guest experience. · Consistently follow Busch's policies and procedures. · Share our passion for our products by being familiar with our products and services and actively seeking and sharing that information. Education, Experience and Skills: · Bachelor degree in Human Resources or related field. Master degree preferred. · Minimum 5 years' experience in HR management of compensation, benefits and associate relations. · PHR or SPHR certification preferred. · Involved in HR organizations (i.e. SHRM, IFEBP, World at Work, HRAGD). · Extensive knowledge and understanding of HR laws. · Proficient conflict resolution skills. · Proficient organization and planning skills, especially to manage multiple deadlines and projects. · Proficient presentation skills, including confidence in getting up in front of people. · Proficient communication and interpersonal skills, including written, verbal and listening skills. · Proficient computer skills in excel, word and email. Able to learn and use a variety of proprietary applications and technology. · Strong analytical, problem solving and decision making skills Busch's is a family owned premier grocery retailer with multiple stores in Southeast Michigan. We are consistently recognized by our guests as an industry leader when it comes to service, product selection, store design and overall atmosphere. You can take pride in being a member of the Busch's family and working in an environment where we truly care about our guests and the products we serve. We also take great care of the associates that take care of our guests. At Busch's, we realize that without caring, motivated and personable associates, there would be no guests to serve.

Job Description Our Opportunity: The Director of Human Resources & Training oversees the direction, planning, coordination, administration and evaluation of the human resources and learning and development functions. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies, processes and programs for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and record keeping, employee relations, total rewards (compensation and benefits), and payroll. This position requires a strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. What You'll Do in This Role: Plans, develops, implements and evaluates effective and efficient human resources and training and development strategies and policies. Assists senior leadership in developing short- and long-term objectives, goals, and strategies to ensure high levels of organizational performance and engagement. Administers operational plans, policies, and goals which further strategic objectives. Provides leadership and direction to the human resources and training functions of the organization and the teams that perform the duties. Hires, leads, manages, and evaluates overall group and individual effectiveness and progress toward key goals. Ensures team members are provided with timely and constructive feedback through consistent structured coaching sessions. Ensures appropriate training, performance expectations, and accountability standards are communicated. Administers the effective and efficient implementation of training functions including new and ongoing team member training strategies, projects, and programs. Recommends and assists in formulating training programs and instructional delivery methods, utilizing various learning modalities to meet adult learners' needs. Evaluates the effectiveness of organizational training programs. Administers the credit union's compensation and benefit programs. Ensures compliance with all applicable federal, state and local, wage and hour regulations. Maintains a departmental audit framework to ensure appropriate and accurate procedures and reporting. Partners with corresponding vendors to ensure desired levels of service are achieved and in alignment with budget expectations. Directs the recruitment and selection activities of the credit union, while ensuring adherence to all legal requirements. Identifies and understands the needed role-based critical skills and optimal organizational staffing plans, designs and descriptions. Partners with leadership to implement initiatives that ensure adequate and appropriate staffing levels. Administers the performance management process for the credit union, ensuring performance objectives are aligned with essential job functions and are tied to the accomplishment of department and corporate goals. Serves as a trusted advisor by providing coaching and guidance to leadership on human resources related matters, ensuring appropriate documentation and timely coaching to team members. Partners with senior leaders and subject matter experts to understand and evaluate the effectiveness of current training programs and identify opportunities for enhancement or development of new learning solutions. Ensures learning initiatives align with organizational goals and needs, enhance workforce capability and drive performance. Monitors and reports on internal HR and training metrics, workforce trends, emerging technologies, and compliance updates. Formulates and delivers data-driven insights to make informed decisions, improvements, and suggestions to senior management. Must comply with applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control, in addition to all company policies. What You'll Bring To CCF: Five to seven years of Human Resources and Training leadership experience. A college degree in a related major. SHRM and/or PHR certification preferred. A significant level of trust, credibility and diplomacy is required. In-depth dialogue, conversations and explanations with team members and leaders can be of a sensitive and/or highly confidential nature. Communications may involve motivating, influencing, educating and/or advising others on matters of significance. Obtaining cooperation and agreement on important outcomes. A professional level of written communication skills are essential to the position. Ability to deal with people (listens, understand, and identify needs) and facilitate training for staff as needed. Strong analytical skills with the ability to exercise informed judgement in complex situations. Ability to make sound decisions and use creativity in implementing strategic initiatives. The Perks of Being Part of CCF: When you join CCF you're not just taking a job-you're joining a community. From milestone anniversaries to our legendary chili cook-off, we believe in recognizing achievements and building connections through fun, shared experiences. We offer a comprehensive benefits package designed to support the well-being of our employees: Competitive Base Compensation: Competitive salary with eligibility for performance-based incentives. Paid Time Off: PTO available to support work-life balance, in addition to 13 paid company holidays per year. Wellness & Volunteer Time: Additional time off to support employee wellness and community involvement. Health Insurance Coverage: Multiple low-deductible medical plan options, as well as dental and vision coverage. Employer-Paid Coverage: Company-paid life insurance and short- and long-term disability coverage. Flexible Spending Accounts (FSA): Options for both medical and dependent care FSAs. Education Assistance: Tuition reimbursement and student loan repayment support to help advance your education and career. Retirement Benefits: 401(k) plan with up to 4% company match, plus an additional 4% profit-sharing contribution. Employee Assistance Program (EAP): Confidential support services for personal and professional challenges Work Location: This position is based in Troy, Michigan. Hybrid working arrangements are available following 4-6 months of successful employment. EOE: CCF is committed to equal opportunity and complies with EEOC rules and regulations.

The Director of Human Resources will be responsible for leading and overseeing all aspects of the HR function. They will play a pivotal role among the leadership team, providing consultation and guidance in alignment with the agency's policy and procedures. This position requires a strong blend of strategic and critical thinking, hands-on leadership, a deep understanding of HR best practices and trends, while remaining aware of the legislative actions impacting the organization. Job Duties: Strategic HR Leadership - Develop and execute HR strategies that align and support the agency's priorities and safety culture. Collaborate with the Executive leadership and additional senior leadership to provide guidance on talent management / development, workforce planning, labor and employee relations, benefits and compensation, and talent acquisition and retention. Lead HR Department - Collaborate and develop a team of 7 full time HR professionals, who provide services and support to all active employees assigned to RCOC locations throughout Oakland County including the administrative and operations centers and district garages. Maintain call center for all RCOC retirees to obtain information related to retiree health benefits. Manage an annual department budget of $2.5M and a benefits budget of $10M annually. Talent Acquisition and Retention / Workforce Planning - Oversees all recruiting activity for all full time and seasonal needs, including internship and developmental programs. Ensures practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Ensure compliance with all requirements as outlined within the Federal Motor Carrier Safety Administration Performance Management - Manage the annual performance management process for the nearly 500 active employees, including both represented and non-represented employee groups. Provide guidance and training to managers on effective performance management techniques, including goal setting, feedback, performance improvement and development planning. Labor and Employee Relations - Foster a positive work environment by establishing effective labor and employee relations practices. Administer collective bargaining agreements. Serve as a trusted advisor to employees and managers, providing guidance on HR-related issues, collective bargaining agreements, conflict resolution, and performance improvement plans. Develop and maintain trusted and collaborative working partnerships with labor and benefit counsel as well as union representatives. Compensation and Benefits - Administer RCOC compensation philosophy utilizing market-based compensation and benefits programs that attract, motivate, and retain high-performing employees. Ensure compliance with relevant laws and regulations while staying abreast of industry trends and best practices. Build and maintain collaborative working relationships with brokers, consultants and third-party administrators. HR Operations and Compliance - Develop and maintain HR practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Oversee day-to-day HR operations, including HRIS management and policy compliance with employment laws and regulations. Implement and maintain HR metrics and analytics to drive data-informed decision-making and awareness. Learning and Development - Develop and implement learning and development initiatives to enhance employee skills and capabilities that align with performance management initiatives. Identify training needs, provide coaching and mentorship, and support the continuous learning culture within the organization. Culture and Employee Engagement - Champion RCOC safety culture and values, promoting employee engagement and overall job satisfaction. Lead initiatives that foster a professional and collaborative workplace. Additional Responsibilities - Perform other tasks and duties as required to support and contribute to the overall success of the organization including but not limited to serving as a Trustee on the Retirement System Board, Title VI Coordinator, HIPPA Coordinator, member of the Compensation Committee, etc. Requires a daily schedule that supports RCOC hours of operation. Regular and predictable onsite job attendance is an essential function of this position. Must perform duties in a professional manner to promote a positive image of the Road Commission for Oakland County. Requirements: Proven leadership skills. Demonstrated ability to solve problems and formulate recommendations utilizing critical thinking. Proven success in motivating and managing a team of HR professionals utilizing delegation, follow up, feedback and rewards. Ability to handle sensitive and confidential information with the utmost discretion. Capable of managing multiple tasks and projects simultaneously with attention to detail while using strong organizational and prioritization skills. Exceptional communication skills (both written and verbal). Strong interpersonal skills to build relationships and influence stakeholders at all levels. Unwavering commitment to integrity and pride in all that is done. Position requires on-site, 5 day / week work schedule. Special Experience/Education: Bachelor's degree in human resources, management, general business or related field required. Master's degree preferred. Minimum of 9+ years of HR experience. Minimum of 5 years of Supervisory experience. Experience consulting executive leaders. Experience managing union / non union workforces; active employee and retiree needs. Proven experience and knowledge of H.R. best practices, employment laws and regulations. Experience in Government sector a plus. Must possess and maintain a valid Michigan driver's license. Disclaimer Must be legally eligible to work in the United States and possess a valid Driver's License. Attractive benefits package. Hybrid Pension, including Employer Match 401(a) Medical Insurance Employer Paid Dental Insurance Vision Insurance Employer Paid Basic Life and AD&D Insurance 14 Paid Holidays Employer Paid Telemedicine Up to 31 days of paid time off. EOE/ADA/Drug Free Workplace.