Director of human resources jobs in Beckley, WV - 622 jobs

We are currently recruiting for a District HR Manager for our client. This role is remote but must live , or be within a commutable distance, in Virginia Beach, Suffolk, Norfolk, or Chesapeake. The HR Manager is responsible for managing all aspects of HR for retail stores that fall within their region. This will include all aspects of HR for new store openings. This role will partner with both Store Managers, and the Store Operations team to ensure the stores are supported through employee relations, strong people practices, and leadership enabling a high-performance culture delivering exceptional customer experiences. The ideal candidate is a hands-on, field-based HR professional with strong business acumen, sound judgment, and the ability to build trust + credibility quickly across the organization. This person will support and take on additional projects + responsibilities as needed to support and contribute to the broader HR team's strategy and goals. This role will encompass business partnership, leadership support, employee culture, talent, capability, performance. This is a key partner within the organization. The role pay range is $100-120k with a 10% bonus target + 10% equity. What you need to bring to the table: 7+ years experience within HR showing progressive HR leadership and at least 3+ years experience supporting multiple retail stores Proven experience leading + supporting all HR aspects of new store openings Demonstrated success driving positive employee relations programs + responding to organized labor activities/events Hands on experience coordinating site readiness, crafting communication strategies, and leading remediation plans Expertise in U.S. labor and employment law (FLSA, FMLA, OSHA, NLRB) and retail/warehouse safety regulations Ability to travel up to 50 % of the time within region, occasionally across regions and to corporate offices on the West coast. If this sounds like you, please apply today!

Unissant, Inc. delivers innovative capabilities to the agencies that keep our nation healthy and safe. We apply our domain expertise, data acumen, and technology know-how to achieve breakthrough results for our clients. Working collaboratively, we advance missions and careers through a focus on honesty, integrity, and dependability. We continuously look for talent, excited to join that effort. To learn more about our exciting organization, please visit us at ***************** We are seeking a Senior Human Resources Project Manager to join our team in Herndon, VA. Position Summary The Senior HR Project Manager is an individual contributor who serves as the primary project leader for strategic and operational initiatives within the Human Resources function. This role partners closely with company leadership and operates as the dedicated project leader for the HR function, ensuring strategic initiatives are delivered consistently and effectively. The role is responsible for planning, executing, and delivering projects that enhance HR processes, systems, and programs while ensuring alignment with federal contracting requirements and employment regulations, reporting to the Chief People Officer. Essential Duties and Responsibilities: Project Leadership Own end-to-end delivery of HR projects such as HRIS implementations or upgrades, process redesign, policy harmonization, talent initiatives, and compliance projects. Define project scope, objectives, deliverables, timelines, resource plans, and success criteria in alignment with HR and organizational strategy. Develop and maintain detailed project plans, schedules, risk and issue logs, and communication plans; monitor progress and adjust as needed to keep projects on track. Facilitate project meetings, status reviews, and decision-making sessions with HR leadership and cross-functional stakeholders. Identify, manage, and mitigate project risks, issues, dependencies, and change requests; escalate critical items with recommended options and solutions. Track project budget, benefits, and performance metrics as appropriate, ensuring visibility into cost, timing, and outcomes. Ensure project outcomes are documented, measured KPIs, adoption, ROI where applicable, and transitioned successfully into ongoing HR operations. Stakeholder and Change Management Partner with HR Business Partners, Talent Acquisition, IT, Finance, and Compliance to design and implement practical, scalable HR solutions. Prepare and deliver stakeholder communications, including executive updates, status reports, dashboards, and change-impact summaries. Design and support change management activities such as training, user guides, FAQs, town halls, and targeted communication campaigns to promote adoption of new processes and tools. Engage end users and HR to gather requirements, validate designs, run pilots, and incorporate feedback into project deliverables. Build strong relationships and influence stakeholders at all levels to drive decisions and adoption. HR Process, Systems, and Compliance Lead process mapping and improvement efforts across HR areas such as onboarding, performance management, learning, benefits, and employee data management. Coordinate HR system changes in partnership with IT/HRIS teams, including requirements definition, configuration support, testing, and deployment activities. Draft or refine HR procedures and supporting documentation as part of project deliverables, ensuring alignment with existing policies and legal requirements. Ensure HR projects incorporate and clearly document applicable government contracting and regulatory requirements. Develop and maintain project documentation and standard operating procedures that support audit readiness and regulatory expectations. Vendor and Resource Management Coordinate with external vendors and consultants involved in HR technology, benefits, or specialized HR projects. Define vendor scope, deliverables, timelines, and success criteria; monitor performance and address issues to ensure high-quality outcomes. Support HR leadership in prioritizing initiatives, sequencing projects, and balancing workload with available resources and budget. Work Experience: 7+ years of progressive experience in Human Resources, HR project management, or closely related roles. Demonstrated experience leading complex, multi-phase HR projects (such as HRIS implementation, process standardization, policy rollouts, or talent programs) from concept through stabilization. Experience working in a government contracting or similarly regulated environment, with exposure to federal contracting requirements and related HR compliance. Proven success managing cross-functional stakeholder groups and driving initiatives through to adoption and sustained use. Job Skills: Strong project management skills, including planning, prioritization, risk and issue management, and coordination across multiple concurrent initiatives. Solid understanding of core HR disciplines (HR operations, talent acquisition, performance management, compensation/benefits, and HRIS). Ability to translate business and compliance requirements into practical HR processes, technology requirements, and implementation plans. Strong analytical skills: able to interpret HR and project data, identify trends, and make data-informed recommendations. Strong stakeholder influence skills; able to build trust and drive alignment across HR, IT, Finance, and operational leadership. High attention to detail, organization, and follow-through, with a consistent track record of meeting deadlines and producing high-quality deliverables. Education: Bachelor's degree in Human Resources, Business Administration, Project Management, Information Systems, or a related field is required. Advanced degree or graduate certificate in HR, Project Management, or Organizational Development preferred. Certificates, Licenses and Registrations: Preferred certifications - Project Management certification (PMP, PRINCE2, Agile/SAFe). Communication Skills: Excellent verbal and written communication skills, including the ability to present complex information and recommendations to leadership in a clear, concise manner. Travel: Primarily a hybrid environment (Unissant HQ -Herndon, VA) with occasional travel to company sites or vendor locations as needed. Environmental Requirements: Mainly sedentary; in an office environment May be required to lift up to ten (10) pounds Flexible in working extended hours The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Unissant management reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, where applicable and available, reasonable accommodation(s) may be made to enable individuals with disabilities to perform essential functions of this position. Please note: Candidate(s) will be required to go through pre-employment screening. Unissant, Inc. is a proud Equal Opportunity Employer! (EOE; M/F/Disability/Vets)

On the heels of achieving 3X growth, Virginia Transformer is hiring to do it again! We're strategically building our team for the next 3X growth cycle - a phase that is both intense and incredibly rewarding. We're highly selective about who joins us, because this journey isn't for everyone. If you have the drive, grit, and expertise to perform at a high level - and you want to grow your career 3X alongside the Company's growth - we'd love to talk. Apply below and let's start the conversation. Who We Are Virginia Transformer is the largest U.S.-owned producer of power transformers in North America, and we've been able to grow the past 50-plus years through an unwavering focus on delivering for our customers. We're more than 5,600 people strong and are known throughout the industry for being an engineering company that makes premium quality transformers in the shortest lead times. As a privately held, organically growing company, we thrive on nimbleness, innovation, and tenacity. Join Our Team If you love the thrill of securing the U.S. electric grid, enabling all manufacturing in the country, and the energy of a fast-moving train - this is the place for you. We train hard, grow together, and lead with purpose. Every transformer we build is custom, every challenge unique, and every team member essential. We're looking for those ready to lead, fueled by commitment, and driven by impact. We are growing so fast that all our available roles are not yet posted, so let us know if you are interested and we will follow-up. Vice President of Human Resources Location: Roanoke, Virginia Company: Virginia Transformer Corporation (VTC) Position Overview Virginia Transformer Corporation (VTC), a leading U.S. manufacturer of power transformers with a rapidly growing North American footprint, is seeking a Vice President of Human Resources to provide strategic leadership across all aspects of human capital management. This role will serve as a key member of the executive leadership team and act as a trusted advisor to senior leadership, driving organizational effectiveness, workforce scalability, and a strong performance-driven culture aligned with VTC's operational and growth objectives. The VP of HR will oversee HR strategy and execution for a large, distributed manufacturing workforce, including union and non-union environments, while ensuring compliance, talent development, and leadership capability across multiple facilities. Key Responsibilities Strategic Leadership & Business Partnership Partner with the CEO, executive team, and plant leadership to align HR strategy with VTC's business goals, operational needs, and long-term growth plans Serve as a strategic advisor on organizational design, workforce planning, succession planning, and leadership development Lead change management initiatives supporting expansion, modernization, and continuous improvement efforts Talent Acquisition & Workforce Planning Oversee full-cycle talent acquisition strategies for manufacturing, engineering, operations, skilled trades, leadership, and corporate roles Build scalable recruiting models to support high-volume hiring, critical skill shortages, and multi-site growth Develop employer branding and community partnerships to strengthen the local and regional talent pipeline Labor Relations & Employee Relations Provide executive oversight of union relations, collective bargaining, grievance resolution, and contract administration Ensure consistent and compliant employee relations practices across all locations Act as escalation point for complex investigations, disciplinary actions, and performance management matters HR Operations & Compliance Ensure compliance with all federal, state, and local employment laws (FLSA, FMLA, ADA, EEOC, OSHA, etc.) Lead HR policy development, audits, and risk mitigation strategies Oversee HR systems, data analytics, and reporting to drive informed decision-making Compensation, Benefits & Total Rewards Design and oversee competitive compensation and benefits strategies aligned with market benchmarks and internal equity Manage executive compensation, incentive plans, and workforce cost optimization initiatives Ensure benefits programs support employee engagement, retention, and wellbeing Learning, Development & Culture Build leadership development, training, and succession programs for front-line supervisors through executive leadership Champion a strong safety-first, performance-driven, and accountability-focused culture Drive initiatives that enhance employee engagement, retention, and organizational capability HR Team Leadership Lead, mentor, and develop a multi-site HR leadership team Establish best practices, standardization, and shared services where appropriate Foster a high-performing HR organization viewed as a business partner, not an administrative function Qualifications Required: Bachelor's degree in Human Resources, Business Administration, or related field 15+ years of progressive HR leadership experience, with significant experience in manufacturing or industrial environments Proven experience leading HR in union and non-union workforces Strong knowledge of U.S. employment law and labor relations Demonstrated success partnering with executive leadership in a growth-oriented organization Preferred: Master's degree or MBA Experience in heavy manufacturing, electrical equipment, or capital-intensive industries Multi-site or multi-state HR leadership experience SHRM-SCP or SPHR certification Key Competencies Strategic thinker with strong business acumen Executive presence with the ability to influence at all levels Deep understanding of manufacturing workforce dynamics Hands-on leader comfortable operating both strategically and tactically Data-driven decision maker with strong analytical skills Why Virginia Transformer Corporation Industry leader in power transformer manufacturing Strong growth trajectory with long-term investment in U.S. manufacturing Opportunity to shape HR strategy for a complex, mission-critical organization Located in Roanoke, VA - offering a high quality of life in the Blue Ridge Mountains

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on site schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

Decisions is a fast-growing, private-equity-backed technology company that provides an integrated workflow and rules platform for business process automation (BPA). Trusted by top Fortune 500 firms and SMBs worldwide, Decisions empowers diverse industries around the globe to streamline and improve their processes, enhancing efficiency and yielding results, regardless of technical expertise. This no-code automation platform seamlessly integrates AI tools, rules engines, and workflow management, enabling the transformation of customer experiences, modernization of legacy systems, and the achievement of automation goals three times faster than traditional software development. We are currently seeking a dynamic and experienced Chief Human Resources Officer to join the executive leadership team. This critical role will be responsible for developing, shaping and leading all HR efforts for the organization, from employee success, people strategy, benefits, and talent acquisition. The Chief Human Resources Officer will drive initiatives that build an inclusive, high-performance culture aligned with our business goals and values. This individual will report directly to our CEO. As the Chief Human Resources Officer, you will architect and execute Decisions end-to-end people strategy that will help the company scale. You'll own payroll, benefits, talent acquisition, onboarding, engagement, performance management, productivity, and retention initiatives-ensuring every phase of the employee lifecycle is aligned to our strategic vision. You will partner with the executive team to build high-performing leaders, embed the Decisions culture across all levels, and define, measure, and report on the KPIs that drive our People agenda. Key Objectives Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding-constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Specialized Experience Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field-Master's preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Any information you provide will be recorded and maintained in a confidential file. Decisions does not discriminate on the basis of protected status under applicable law and complies with Equal Employment Opportunity (EEO) regulations. As set forth in Decisions' Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. This data helps measure outreach and recruitment efforts where required by law. If you belong to any protected categories, you may indicate so on the form. #J-18808-Ljbffr

## Principal Associate, Horizontal HR Business Partner - Premium Products & Experience* In partnership with the PPX HRBP team, proactively builds talent strategies, products, and tools to serve the growing needs of the business, people and health of the organization* Leverage HR data systems such as Workday, People Data Hub, Talent Development Tool, etc. to support HRBPs* Complete reporting as a part of key Talent Management/Performance Management/All Associate Survey processes and other key process initiatives (such as Development Investment Programs, ie DIPs)* Understands and advises on what data will answer the problem statement and provide customized reporting as needed for other requests, i.e. headcount, attrition tracking, people leadership, etc as needed, with the ability to not only pull data but to develop appropriate visualizations to tell the story* Partner with Talent and Performance Management Champions to proactively design and execute the annual talent and performance calendar of activities, taking the lead on reporting and project management to ensure successful cycles* Prepare All Associate Survey summary materials (deck and/or Google Sheets) for business leaders as needed, to include analyzing data for key survey themes and insights* Prepare for, audit and manage the semi-annual promotion process* Understand processes, roles, responsibilities and deadlines to ensure well managed HR processes and focus on continuous improvement* Partner with the PPX HRBP Leads and other Horizontal HR Partners to drive best-in class HR experiences for our associates* Solid analytical and problem solving skills and ability to translate metrics, research, and trends into insights and recommendations* Ability to ‘dive deep' and build subject matter expertise in key HR programs and processes* Help draw the line in central vs local solutions* Strong organizational skills and follow-through* Meticulous attention to detail* Strong communication and storytelling skills (verbal and written)* High degree of ownership, autonomy and strategic thinking in relation to Horizontal deliverables* High School Diploma, GED or equivalent certification* At least 2 years of experience in Human Resources* At least 2 years of experience in Project or Process Management* At least 1 year of experience with data management and reporting* At least 1 year of client facing experience, consulting experience OR a combination* At least 1 year of experience with Google Slides, Docs, and Sheets* Bachelor's Degree* Professional Human Resources Certification or Project Management Professional Certification* 3+ years of experience in Human Resources* 3+ years of experience in Project or Process Management* 2+ years of client facing experience, consulting experience OR a combination* Strong judgment and ability to balance the needs of the organization, leaders and associates Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Learn more at the . Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level. #J-18808-Ljbffr

Are you a friendly, persuasive team player? Do you love to move fast and juggle several challenging projects at a time? Are you known for producing excellent, polished work? Do you thrive in creating new policies and procedures that make a positive impact on company operations? Are you seeking a job as an HR professional in a growth-oriented workplace? If you answered yes to all, look no further! Established in 1988 by the Clarke family as a catalog-based supplier of specialty pet items for show-quality dogs, Care-A-Lot has expanded to E-commerce, three retail stores in Virginia and one in North Carolina. Why would you want to work at Care-A-Lot? Because we love our pets and are committed to providing superior personal service through education, high engagement, recognition, and advancement opportunities for our associates. And because we are a family-owned business, we strive to treat our customers, their pets, and our staff as part of our family! In the role of Human Resources Generalist and Payroll Administrator you will work under the leadership of the Vice-President and we'll count on you for: Agility in corporate systems to maintain accurate employee records and process personnel actions Prepare bi-weekly payroll in an outsourced payroll system Collaborate with managers to assess employment needs, participating in recruitment efforts Administer various employee benefits programs Professionally navigate employee relations issues, referring issues appropriately to senior management Maintain compliance with federal, state and local employment and benefits laws and regulations Perform other duties as assigned Job Requirements: 3-5 years related experience in Human Resources generalist functions Proficiency with MS office including Outlook, Word and Excel Excellent verbal and written communication skills Strong interpersonal, negotiation, and conflict resolution skills Strong organizational and follow-up skills Solid analytical and problem-solving skills Self-motivated, well-organized and detail-oriented Ability to act with integrity, professionalism, and confidentiality Compensation and Benefits: Salary: $50,000 - $53,000 Medical, Dental, Vision plans Employer paid term life insurance 401(k) with employer match Paid time off, paid holidays, and paid birthday Employee discount Preferred Education and Experience: Bachelor's Degree in Human Resources or related field PHR (Professional in HR-HRCI) or SHRM-CP (Certified Professional) a plus Microsoft Dynamics experience a plus

Electro-Mechanical LLC is hiring a detail-oriented and results-driven Human Resources Administrator to support our Human Resources department across multiple divisions. This on-site role requires excellent organizational and communication skills, proficiency in HR systems, and the ability to collaborate across the organization. The HR Administrator will assist in recruiting, onboarding, payroll, employee relations, compliance, and employee engagement programs, ensuring smooth HR operations and adherence to company policies and regulatory requirements. The ideal candidate has an Associate Degree in Business or Human Resource Administration (or equivalent experience), proficiency in HRIS systems, strong administrative skills, and the ability to maintain confidentiality while working in a fast-paced manufacturing environment. Position Responsibilities: The HR Administrator's primary responsibility is to assist the HR department in executing various HR programs and procedures for all designated divisions. This includes maintaining HR records, supporting payroll processing, coordinating recruiting and onboarding, assisting with employee engagement initiatives, and ensuring compliance with federal and state employment laws. The HR Administrator will also support performance management, safety and quality initiatives, company-wide communications, and HR reporting, while providing professional support to employees and leadership. Key Responsibilities: Comprehend and follow procedures, standard practice instructions, and other written and verbal instructions. Professionally administer incoming calls and inquiries, ensuring questions are resolved or directed appropriately. Maintain the Human Resource Information System and personnel records (including I-9 files), ensuring compliance with company policies and government regulations. Obtain, review, and submit weekly payroll information for the location to the Payroll Manager, ensuring accuracy and timely processing. Assist in recruitment efforts, including processing applications, coordinating screenings, conducting reference checks, and working with staffing agencies. Conduct new hire orientations, benefit sign-ups, and assist with onboarding activities. Support employee engagement activities and communications, including recognition programs, events, and surveys. Assist with compliance in federal and state employment laws, including recordkeeping, leave administration (FMLA/ADA), and required postings. Maintain HR-related metrics and dashboards (e.g., retention, turnover, training completion) to support continuous improvement initiatives. Provide administrative support for performance management, corrective actions, and employee relations documentation under HR Manager guidance. Assist with onboarding and offboarding in digital HR platforms, ensuring smooth processes for both in-person and remote employees. Maintain confidentiality of employee information and uphold data security best practices, particularly in digital HR systems. Generate necessary reports (monthly, quarterly, annual) to support HR and corporate requirements. Participate in safety and quality initiatives and support HR's role in company-wide compliance programs. Present at employee Job Talks on topics such as safety focus, new initiatives, upcoming events, policy updates, and other organizational communications. Educational and Experience Requirements: Two (2) years in a related field with an Associate Degree in Business or Human Resource Administration, or an equivalent combination of education, training, skills, and experience. The Human Resource Manager can determine whether education and training are equivalent based on experience. Additional Requirements: Excellent phone etiquette and communication skills. Proficiency in MS Office (Word, Excel, Outlook, Access). Experience with HRIS/HR software (e.g., ADP, Paycom, or similar). Familiarity with electronic onboarding and payroll systems. Strong organizational skills to manage multiple priorities in a fast-paced environment. Ability to maintain strict confidentiality and handle sensitive information appropriately. Comfortable speaking in group settings and delivering clear, professional presentations. About the Company: Electro-Mechanical LLC is committed to fostering a positive and collaborative work environment. All team members are expected to uphold EMC's core principles and contribute positively to the company culture. Disclaimer: The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed

The ideal candidate will be responsible for recruitment efforts, new hire orientation and onboarding, employee termination, payroll and benefits, company policy and procedure adherence. In addition, you will build strong relationships with our company's managers in order to help them with their human resource needs. Responsibilities Oversee full-cycle of recruitment efforts Develop and oversee new hire orientation, onboarding efforts and employee termination process Assist with payroll and benefits administration Ensures compliance with company policies and procedures and legal Responsibilities Qualifications Bachelor's degree or equivalent experience in Business, Human Resources, or related area 3+ years' of experience working in Human Resources Strong interpersonal and communication skills

Franklin County KY Human Resources Director Job Description Exempt: Yes Department: Human Resources Reports To: County Judge/Executive and Deputy County Judge Location: Office of the Franklin County Judge/Executive Date Prepared: October 25, 2021 Date Revised: November 10, 2021 Safety Sensitive: No GENERAL DESCRIPTION OF POSITION Responsible for management of all human resources related functions and services as directed by the County Judge and Deputy County Judge. ESSENTIAL DUTIES AND RESPONSIBILITIES 1. Policy development and documentation. 2. Compliance with all local, state, and federal agencies, law and regulations, including but not limited to: ERISA, COBRA, HIPAA, FMLA, FLSA, EEO, ADA, OSHA and USERRA. 3. Employee orientation including Elected Offices, development and training. 4. Preparation of health, life, dental and vision bids. 5. Handles open enrollment for all County employees including Elected Offices. 6. Recordkeeping, reporting and retention in accordance with KDLA Local Government Records Retention schedule. 7. Handles the Employee Drug Free Policy. 8. Reviews performance evaluations. 9. Sit in on County Judge's performance evaluations for staff. 10. Perform job recruiting functions such as advertising, screening, and interviewing job applicants. 11. Employee relations. 12. Employee communication. 13. Compensation and benefits administration. 14. Employee safety, welfare, health and wellness. 15. Processes & maintains insurance claims for Worker's Compensation. 16. Maintains personnel record on county employees. 17. Charitable giving. 18. Employee services and counseling. 19. Employee exit processes. 20. Back-up to Payroll Administrator. 21. Supervisor & Scheduling of Receptionist. 22. Perform any other related duties as required or assigned. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty mentioned satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. EDUCATION AND EXPERIENCE Broad knowledge of such fields as accounting, marketing, business administration, finance, etc. Equivalent to a four year college degree, plus 9 to 10 years related experience and/or training, and 3 years related management experience, or equivalent combination of education and experience. COMMUNICATION SKILLS Ability to write reports, business correspondence, and policy/procedure manuals; ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. ability to read, analyze, and understand common scientific and technical journals, financial reports, and legal documents; ability to respond to complex or difficult inquiries or complaints from customers, regulatory agencies, or members of the business community. ability to write speeches and articles for publication that conform to prescribed style and format; ability to effectively present information to top management, public groups, and/or boards of directors. MATHEMATICAL SKILLS Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts such as fractions, ratios, and proportions to practical situations. CRITICAL THINKING SKILLS Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables. REQUIRED CERTIFICATES, LICENSES, REGISTRATIONS Not indicated. PREFERRED CERTIFICATES, LICENSES, REGISTRATIONS •□PHR/SPHR certification requirement preferred SOFTWARE SKILLS REQUIRED Intermediate: Alphanumeric Data Entry, Database, Human Resources Systems, Payroll Systems, Spreadsheet Basic: Accounting, Presentation/PowerPoint, Word Processing/Typing INITIATIVE AND INGENUITY SUPERVISION RECEIVED Under administrative direction, setting up own standard of performance. Virtually self-supervising. Reports to senior management of the organization. PLANNING Considerable responsibility with regard to general assignments in planning time, method, manner, and/or sequence of performance of own work, in addition, the work operations of a group of employees, all performing basically the same type of work. DECISION MAKING Performs work operations which permit frequent opportunity for decision-making of minor importance and also frequent opportunity for decision-making of major importance, either of which would affect the work operations of small organizational component and the organization's clientele. MENTAL DEMAND Highly intense mental demand. Continual involvement with strategic and operational management functions which relate to both the short-term and long-term time periods. ANALYTICAL ABILITY / PROBLEM SOLVING Moderately directed. Activities covered by wide-ranging policies and courses of action, and generally directed as to execution and review. High order of analytical, interpretative, and/or constructive thinking in varied situations. RESPONSIBILITY FOR WORK OF OTHERS Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities may include but not limited to interviewing, hiring and training employees; planning, assigning and directing work; appraising performance, rewarding and disciplining employees; addressing complaints and resolving problems. Supervises a small group (1-3) of employees in the same or lower classification. Assigns and checks work; assists and instructs as required, but performs same work as those supervised, or closely related work, most of the time. Content of the work supervised is of a non-technical nature and does not vary in complexity to any great degree. ADDITIONAL INFORMATION Minimum Qualifications: •□Bachelor's degree and ten years experience in a human resources field preferred •□PHR/SPHR certification requirement preferred •□Supervisory skills •□Must have demonstrated proficiency with applicable laws and regulations including Cobra compliance •□Must have experience in writing policies and procedures •□Strong organizational skills in the areas of operations for the full scope of human resources activities •□Computer skills with proficiency in document/file management, word-processing, database management, email and internet. •□Excellent planning, organizational, and communication skills •□Ability to exercise good judgment and a high level of confidentiality

pure Integration is a technology consulting firm with 20+ years of experience servicing Fortune 100 clients headquartered in the DC area. We serve clients in the fastest growing industry of communications, media, and entertainment. Job Description pure Integration is seeking an experienced and strategic Director of Human Resources & Talent Acquisition to lead and manage all aspects of HR and recruiting. This role is responsible for designing and executing people strategies that support business growth, employee engagement, and operational excellence. The Director will partner closely with leadership and hiring managers to attract, develop, and retain top talent, while ensuring compliance with all HR policies, procedures, and employment regulations. The ideal candidate is a hands-on, collaborative leader with deep expertise in human resources and talent acquisition who can balance strategic initiatives with day-to-day execution. This is a full-time, on-site role. Human Resources Leadership Serve as a trusted advisor to executive leadership and managers on HR strategy, workforce planning, organizational development, and employee relations. Develop and maintain HR policies, programs, and processes that align with business goals and foster a positive, high-performance culture. Lead initiatives for employee engagement, retention, professional development, and performance management. Ensure compliance with all federal, state, and local employment laws and regulations. Oversee compensation, benefits, and HR systems; recommend enhancements to remain competitive in the market. Oversee the immigration process for identified employees, working in collaboration with legal advisors. Talent Acquisition & Workforce Planning Lead full-cycle recruitment efforts to attract, assess, and hire top consulting and corporate talent. Partner with business leaders to understand workforce needs and develop proactive hiring strategies. Implement effective employer branding, sourcing strategies, and recruitment marketing to enhance candidate pipelines and support a strong candidate experience. Monitor recruiting metrics and provide insights to optimize hiring efficiency and quality. Team & Process Leadership Manage, coach, and develop a small HR/Talent team, fostering professional growth and accountability. Drive process improvements across HR and recruiting functions to increase effectiveness and scalability. Actively participate in leadership meetings, contributing HR and talent perspectives to business decisions. Prepare, manage and track annual HR and Talent budgets. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification a plus). 10+ years of progressive HR experience, with at least 5 years in a leadership role covering both HR and talent acquisition. Strong knowledge of HR disciplines including employee relations, performance management, compensation, benefits, compliance, and talent development. Proven success leading recruiting strategies in a professional services or consulting environment preferred. Exceptional interpersonal, communication, and influencing skills; able to work assertively yet collaboratively with leaders and managers. Demonstrated ability to balance strategic leadership with hands-on execution. HR Certified preferred Additional Information pure Integration is an Equal Opportunity Employer (EOE), qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status. All your information will be kept confidential according to EEO guidelines. Additionally, the Wage Transparency Omnibus Amendment Act of 2023 grants you rights regarding transparency in wage information. To learn more, please refer to this link. Disability Accommodation for Applicants to pure Integration pure Integration provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application procedures. For reasonable accommodation requests, please contact us by email at ********************** or by mail to: pure Integration, Human Resources Department, 1801 Robert Fulton Dr, Suite 450, Reston, VA 20191. Please indicate the position you are applying for. Know Your Rights: Workplace Discrimination is Illegal (dol.gov) Right to Work (English and Spanish).pdf E-Verify Participation Notice (English and Spanish).pdf pure Integration would love to hear from you - your career journey starts here!

Job Description Director of Human Resources Blacksburg, VA Apply with your resume at ****************************************** . This position will remain open until November 16, 2025. Overview Virginia Tech Foundation, Inc. (VTF) is a nonstock corporation established in 1948 for the sole purpose of managing the endowment and real estate portfolio of Virginia Tech, now valued at $3.0 billion. VTF exists and operates as a separate, independent entity with its own officers and governing board - managing, investing, and distributing private resources to advance Virginia Tech's mission and its strategic priorities. On behalf of our client, VTF, we are conducting a search for the Director of Human Resources (Director of HR) to serve as a key strategic partner to the CEO, CFO and the senior leadership team, ensuring HR policies, programs and initiatives align with the mission and operational goals of the Foundation. The Director of HR is responsible for developing and executing human resource strategy in support of the Foundation's overall business plan and strategic direction. Specific areas include but are not limited to succession planning, talent management, change management, organization and performance management, training and development and compensation. The position requires both strategic leadership as well as hands-on execution of HR initiatives in order to drive organizational change, enhance employee engagement, ensure regulatory compliance and foster a strong work environment of excellence. Reporting to the CFO, the successful candidate will be a self-starter, be knowledgeable in all key areas and possess proven leadership skills. While we expect the majority of your time be on site in Blacksburg, we are open to a hybrid work schedule. The overall theme for VTF is transformation through technology and innovation therefore HR application and experience will be key. Primary Job Responsibilities Strategic leadership and change management HR operations and leadership HR compliance, audits, and document review HR best practices and employee relations Talent acquisition and management Employee engagement and well-being Organizational development and effectiveness Compensation, benefits and payroll oversight Manage all group benefits, broker relationships and compliance requirements for health and welfare and retirement plans Budget and fiscal planning management Vendor management and negotiations Performs other duties and special projects as needed Key Qualifications, Skills, and Abilities Bachelor's degree Human Resources, Business Administration, or a related field; Master's degree preferred. National HR certification (e.g., SPHR, SHRM-SCP or related) preferred Experience in a non-profit setting desirable. Ability to promote and adhere to the organization's mission, vision and values. At least 14 years progressive HR leadership experience in varied disciplines including, but not limited to: talent acquisition, HRIS, compensation, benefits, organizational development, employee relations, performance management and federal and state respective employment laws. Prefer a minimum of 5 years in an HR executive leadership role. Comprehensive knowledge of employment law, HR best practices and proven ability to manage multiple deadlines related to legal regulations of workforce management. Knowledge of and experience with ERISA plans, compliance and regulatory filings. Proven ability to strategize and drive organizational change through effective implementation. Results in automation of manual processes for efficiency and focus on excellent service levels is necessary. Experience in the evaluation, implementation and use of cloud services for HR functions Training and/or experience in the responsible use of AI in the delivery of HR services preferred Exceptional strategic and critical thinking, problem-solving abilities and communication skills - both oral and written. Strong relationship-building skills with an engaging, collaborative leadership style. Ability to multi-task and manage highly visible projects. Technical proficiency in a variety of computer applications and software (e.g., HRIS - ADP). Other Factors of Consideration Periodic travel, including overnight travel, is required in this role. Maintain valid driver's license with reliable transportation to attend meetings and visit other VTF locations. Typical full-time work schedule Monday through Friday. Occasional evening and weekend work may be required as job duties and business demand. Hybrid work schedule is possible however we want to ensure that our team has access to HR on site in our offices. Successfully complete pre-employment background screening. Competitive Salary & Generous Benefits Package including health, dental, vision, life, AD&D, Short-Term Disability, Long-Term Disability, FSA, HSA, generous paid time off and 403(b) Retirement Plan. Professional development opportunities and support. The salary depends upon related credentials and work experience. Apply with your resume at ****************************************** Warren Whitney (The Firm) is an equal opportunity employer. The Firm on behalf of its client will not discriminate against applicants or employees on the basis of race, color, religion, national origin, age, sex, pregnancy (including childbirth or related medical condition), disability, genetic information, sexual orientation, gender identity, military status, citizenship, or any other class protected by applicable law. The Firm reserves the right to alter, change, modify, and/or terminate this job posting at any time without notice, or obligation, to any party.

Director of Human Resources STATUS: Open TRAVEL: Negligible CLEARANCE: Ability to obtain Secret Clearance BENEFITS: 401K, Life/Health/ Dental/Disability Insurance, Flexible Paid Leave, and Tuition Reimbursement. DESCRIPTION: Patricio Enterprises Inc. is seeking to hire a Director of Human Resources to support and oversee the Human Resources Department. They are responsible for overseeing HR operations, developing strategies to align HR with business goals, and managing employee relations and compliance. The candidate must be a motivated team player having comprehensive knowledge of HR practices and principles. The Director of Human Resources provides a wide array of complex and routine administrative services. A minimum of ten years' progressive performance in Human Resources and Federal government contracting industry experience mandatory. Primary duties will include (but not limited to): Demonstrates expert knowledge of best practice HR policies/procedures, as well as local, state and federal employment laws (FLSA, FMLA, ADA, etc.) Development of departmental goals, objectives, and systems. Manages and supports a team of human resources professionals. Maintains all employee and applicant documentation as dictated by governing agencies. Develop and implement HR strategies that align with the organization's overall business objectives. This includes succession planning, talent management, and change management. Create and enforce HR policies and procedures to ensure compliance with labor laws and regulations, protecting both the organization and its employees. Oversee the recruiting department ensuring that the organization attracts and retains top talent. They manage onboarding processes to integrate new employees effectively. Responsible for developing performance evaluation processes, ensuring they are fair and effective, and promoting a culture of continuous feedback and improvement. Handle employee relations issues, mediate conflicts, and promote a positive workplace culture. They address employee grievances and disciplinary actions as needed. Design and implement training programs, with the help of their team, to enhance employee skills and support career development, ensuring that employees have the necessary tools to succeed. Manage the HR department budget, ensuring that resources are allocated effectively to support HR initiatives and programs. Report HR metrics to senior leadership, ensuring that the organization meets all legal requirements and industry standards. Work closely with senior management to provide guidance on HR issues and ensure that HR strategies support the overall business plan. EDUCATION / EXPERIENCE REQUIRED: Bachelor's degree in human resources, Business, Organizational Development, Psychology, or related discipline. A minimum of ten years' progressive performance in Human Resources; Federal government contracting industry experience mandatory. Strong knowledge of Microsoft Office Suite. Strong experience with Deltek Costpoint, applicant tracking systems, HRIS, and other relevant software Effective communication skills, both verbal and written, including presentations; ability to speak confidently and effectively to varied audiences; proven professional writing ability, strong grammar and editing skills. Experience administering employee benefit plans and compensation plans, including Service Contract Act health and welfare benefits. Knowledge of Affirmative Action Plans and OFCCP compliance programs. EDUCATION / EXPERIENCE PREFERRED: Professional Certification (PHR, SPHR, GPHR, SHRM-CP or SHRM-SCP) preferred. Knowledge of UltiPro HRIS. Demonstrated experience in providing hands-on HR support for diverse employee populations of at least 200+ employees. OCONUS experience a plus. TRAVEL REQUIREMENTS: Negligible EOE. Protected Veterans/Individuals with Disabilities. Patricio Enterprises Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Job Description At Arc Human Capital, LLC, we help organizations strengthen their people operations through pragmatic, insight-driven HR consulting. Our work spans advisory, project-based HR support, and outsourced HR leadership. Because we support a diverse portfolio of clients and regularly expand our consulting capacity, we are always interested in meeting experienced HR professionals who want to partner with a firm that values judgment, integrity, and measurable impact. We invite HR Consultants and HR Business Partners to express interest in future projects and client engagement opportunities. While we are not hiring for a specific role today, we continually build relationships with strong professionals for both near-term and long-term needs. As such, this posting is intended to help us further build our community. What You May Support as Part of Our Network • HR advisory for small and mid-sized organizations. • Strategic HRBP support, including workforce planning, employee relations, organizational design, and manager coaching. • Development and implementation of HR policies, processes, and toolkits. • Execution of people-focused projects (e.g., performance management, compensation benchmarking, culture initiatives, compliance audits). • Change management planning and communications. • Interim or fractional HR leadership assignments. What We Look For • 7+ years of progressive HR experience; prior HRBP or consulting experience strongly preferred. • Demonstrated ability to diagnose issues, translate business goals into people strategies, and deliver practical recommendations. • Strong client-facing communication and relationship-management skills. • Comfort managing multiple workstreams, priorities, and client expectations. • Working knowledge of employment laws and compliance fundamentals. • High integrity, discretion, and reliability when working with sensitive information. • Experience working with small or high-growth businesses is a plus. How We Engage Talent Arc Human Capital maintains an active network of vetted HR professionals whom we contact when new engagements arise. Opportunities may include: • Project-based consulting • Fractional HRBP or HR Manager support • Interim HR leadership • Specialized or niche HR projects • Part-time or full-time W-2 opportunities, depending on client needs Why Connect with Arc Human Capital? • Exposure to diverse clients, industries, and HR challenges • Opportunities to build impactful, trusted relationships with leaders • Flexible, project-based work aligned to your expertise • A values-driven consulting firm that prizes quality, clarity, and outcomes • A long-term professional network and ongoing collaboration with our team How to Express Interest If you would like to be considered for future Arc Human Capital, LLC opportunities, please click on the "Apply to this Job" button to submit your resume, along with a cover letter that outlines your preferred work structure (project-based, fractional, interim, etc.) and a brief overview of your areas of HR specialization. We review submissions regularly and will contact you when a suitable engagement emerges.

Come see us at our Fall Career Expo ************************************************************* Thursday, October 30, 2025 - 10am - 2pm @ Hylton Performing Arts 10960 George Mason Circle On the PW George Mason University Campus The Prince William County Police Department is looking for candidates who are willing to dedicate their lives to serving the students of Prince William County and wanting to make a positive impact in the community. We are seeking current VA DCJS Officers, Prior VA DCJS Officers with less than 2 years in separation time as a VA DCJS certified officer. Those selected for the position will enjoy a salary of $60.00 an hour. As a Provisional employee you will not accrue leave and are not eligible for holidays or other fringe benefits: GENERAL DESCRIPTION OF DUTIES: The SRO is responsible for establishing and maintaining effective relationships with students, school administrative staff and other agency representatives in an attempt to recognize juvenile problems and to find appropriate solutions. The School Resource Officer (SRO) also investigates and attempts to reduce and prevent crime committed within or in connection to the officer's assigned school(s). The SRO performs other roles in addition to law enforcement, including presenting classroom lectures on law related topics and police procedures, serving as an educational resource to students, parents, and school staff, and investigating missing juveniles. Schedule Requirements: Applicants will work a flexible Monday - Friday 7 a.m. - 5 p.m. schedule not to exceed 32 hours a week, KNOWLEDGE, SKILLS AND ABILITIES: Knowledge of police methods, practices and procedures; knowledge of the geography of the County and location of important buildings; general knowledge of the rules and regulations of the police department; ability to understand and carry-out oral and written instructions; ability to communicate through public speaking and personal contacts; ability and desire to interact with juveniles. SPECIAL REQUIREMENTS: Must be able to work a flexible schedule. Must be capable of successfully completing required school resource officer training programs. EDUCATION AND EXPERIENCE: High school graduate or have passed a General Education Requirement (GED); must have graduated from Police Academy and successfully passed a 12 month probationary period following graduation.SPECIAL REQUIREMENTS: * Must possess a valid driver's license; * Must pass DMV record check. * Must posses a current VA DCJS Law Enforcement Certification or * Prior DCJS certification considered on a case by case consideration. Physical and Mental Requirements: * Vision must be 20/200 uncorrected, correctable with the aid of glasses or contacts to 20/40 in the worst eye and 20/20 in the better eye; * Must be capable of hearing normal frequencies of 500, 1000, 2000 and 3000 hertz at a pure tone level of 25 decibels or less in either ear; * Must be able to support the weight of the duty belt and ballistic vest (weighted between 20 lbs-40 lbs); * Must be able to wear and operate a department issued full face, tight fitting respirator, as well as successfully pass an annual FIT Test; * Must be able to physically restrain or subdue individuals; * Must be able to perform under emergency conditions which often involves considerable personal hazard to include individuals with weapons; * Must be adaptable to perform under stress when confronted with situations that involve running, walking, standing, stooping, crawling, dragging, lifting, climbing, pushing and raising objects over ones head; Requirements: * Sitting/standing up to 10 hours per day; * Support of extra weight up to 40 lbs for 10 hours per day; * Walking up to 2 miles per day (10 hours); * Stooping up to 4 hours per day; * Climbing (ladders, inclines, stairs, etc.); * Kneeling for extended periods of time; * Lifting, carrying, pushing, pulling and dragging heavy weight. * Possess constant mental faculties to maintain concentration and make appropriate decisions in stressful situations. Environmental Hazards - Job may risk exposure to the following: * Bright/dim lights; * Dusts and pollens; * Extreme heat and/or cold; * Wet or humid conditions; * Extreme noise levels; * Animals/wildlife; * Fumes and/or noxious odors; * Heights; * Disease/pathogens; * Uneven terrain/sloping or slippery surfaces. Prince William County is a equal opportunity employer.

Supervisor: Police Sergeant or Officer of Higher Rank Starting at: Contract General Description: This is a police practitioner class responsible for the provision of a broad range of law enforcement services to protect individual rights, preserve the peace, prevent, and suppress crime, protect life and property, identify and apprehend criminal offenders and enforce regulatory measures in the Ashland Independent Schools System. A police officer receives general and specific instructions from a police sergeant or officer of higher rank regarding assignments and procedures to be followed. A police sergeant or officer of higher rank regularly inspects the work and gives specific guidance when special problems arise, although this class is required to exercise initiative and discretion when faced with emergency conditions. This work involves personal danger and frequent exposure to life-hazard conditions. A police officer may be assigned or reassigned to any department, division, section, unit, team or serve in special capacities as needed. The Ashland City Charter, city ordinances, state and federal laws, constitutions of the Commonwealth of Kentucky and the United States of America and a police sergeant or officer of higher rank prescribes objectives and activities for this class. General Duties and Responsibilities: Protection of civil liberties. Fair impartial and consistent enforcement of the ordinances of the City of Ashland, statutes of the Commonwealth of Kentucky and all pertinent laws. Patrols an assigned area within the properties of the Ashland Independent School System facilities during a specific period and/or responds to calls in motorized police equipment or on foot. Inspects premises of unoccupied buildings or residences to detect any suspicious or criminal conditions. Personally inspects all parts of the city to observe conditions and traffic problems as well as properties and facilities of the Ashland Independent School System. While assigned as a school resource officer investigates suspicious conditions and complaints and make arrests of persons found to be in violation of law. Conducts or assists in the investigation of criminal or non-criminal incidents. Accompanies a prisoner to headquarters, jail or court and appears in court as arresting officer. Directs traffic and issues appropriate citation or make a custodial arrest to those who violate laws. Checks automobile parking in restricted areas and issues appropriate citation. Completes clerical and administrative duties as assigned. Responds without delay to a request for law enforcement service. Prepares written reports of activities which provide a concise and accurate account of the incidents or crimes. Prepares and make public presentations to schools, civic and other groups. Attends fires or traffic crashes in an assigned beat or district, or as otherwise assigned; gives all possible assistance and prepares necessary reports. Maintains public order in crowds, parades, funerals or other public gatherings and quells riots or other disturbances. Provides crime preventions, organizes neighborhood watch programs, home security programs and related activities. Locates and recovers stolen property and locates wanted or missing persons. Provides emergency first aid. Operates appropriate police equipment as required. Maintains police records, operates a computer and serves as property control officer. Writes reports and testifies in court as required. Maintains in good working order all equipment assigned. Can be and is instantly called into readiness during within facilities or properties of the Ashland Independent School System and is expected to perform all duties and responsibilities listed as duties of the police officer including physically subduing an arresting violators, directing traffic, search and seizure operations, area evacuations, hostage taking situations and many other circumstances including acts of nature such as tornadoes, flooding, severe snowfall and conditions that require exceptional manpower allocation. Non-essential: May be assigned to specialized functions such as D.A.R.E. Officer, School Resources Officer, Community Services, etc. MINIMUM QUALIFICATIONS Education, Training, and Experience: Retired Kentucky Certified Peace Officer (only) in good standing. Certification/Licensing Requirements: Must be able to acquire and maintain certification as a Kentucky peace officer; must successfully complete required annual training. Must qualify on the Ashland Police Department weapons qualification course with the handgun, shotgun, and any other weapon assigned to or approved for the office to carry as set forth in General Order titled "Weapons Qualification Requirements"; must maintain current certification on First Aid, AED, and CPR; must possess and maintain a valid Kentucky drivers' license as a condition of continued employment in this class. Availability Requirement: Work schedule will follow the Ashland Independent School System calendar for 180 days and available for mandatory/in-service training to maintain Kentucky POPS certification. Must attend Court during hours not scheduled for work and availability to the Ashland Independent Schools for events that may occur beyond the school day of education. Closing Date and Time: UNTIL FILLED Equal Opportunity Employer

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Working Title Assistant Director of Human Resources (Employee Relations/Classification & Compensation) Position Number GA309 FLSA Exempt Appointment Type Full Time Sensitive Position No Sensitive Position Statement A sensitive position requires a fingerprint-based criminal history check. This is NOT a sensitive position. Campus Security Authority Yes Campus Security Authority Statement This position is designated as a Campus Security Authority. A Campus Security Authority is required to immediately report any crime that is reported to them to the CNU Police. The CNU Police will then review, evaluate, and investigate the reported crime. Annual training is required by the Department of Education for faculty and staff designated as a Campus Security Authority. Designated Personnel Yes Designated Personnel Statement This position is designated essential for the University. In the event of an emergency, this position may be required to work during an authorized closing depending on the situation. Statement of Economic Interest No Statement of Economic Interest Statement This position is NOT required to complete the Statement of Economic Interest form annually and the related training as required by the Commonwealth of Virginia. Restricted Position Yes Restricted Position Statement A restricted position would be subject to availability of funding. This is a restricted position. Chief Objective of Position Provides strategic and operational leadership for the University's Classification and Compensation and Employee Relations functions. Leads the planning and execution of performance management processes, salary surveys, and required federal and state reporting. Leads change-management efforts related to new systems and processes within the Human Resource Department. Work Tasks Classification and Compensation * Provides oversight of the University compensation program to include compliance with federal, state and University regulations and policies, creates, maintains, and updates the University compensation plan and philosophy. * Assists the Executive Director of Human Resources with budget preparation with regards to compensation planning, estimates and initiatives to include compensation study and market adjustments. * Directly manages the creation of administrative professional (AP) positions, the AP salary plan, and University compensation studies. * Reviews and approves appropriateness for pay action requests for current employees using the Commonwealth of Virginia Compensation Reform policies, the CNU Salary Plan and additional resources as needed. * Determines appropriate starting salaries and wages for employees using sound compensation practices to ensure fairness and consistency. * In conjunction with the Training and Development Manager, develops and provides training on the classification and compensation processes. Performance Planning and Evaluation * Provides performance planning and evaluation support to managers and employees to ensure consistency and fairness, including training and talent development resources. * Effectively leads and manages performance planning and evaluations to include process, schedule, employee and manager notifications, training, tracking, and follow-up in accordance with Virginia's Department of Human Resources Management (DHRM) and University accreditation requirements. * Resolves employee/management issues concerning classification and performance evaluations. Employee Relations * Partners with the Human Resources Business Partner to provide advice, assistance, and counsel to employees and managers in the positive resolution of work-related problems, concerns, and grievances. * Provides oversight of the University's employee relations program. This includes serving as the employee relations liaison with departments and enhancing the University's environment by establishing and promoting effective employee relations strategies through proactive means such as training programs, workshops and individual meetings. * Analyzes problem situations and creatively works with employees and managers to find alternative methods of dispute resolution. Provides or coordinates mediations, as needed. * Conducts investigations and interviews employees and managers, as needed, to ascertain the facts surrounding alleged issues in order to resolve employment problems. * Consults and works closely with the Director of Institutional Compliance/Title IX Coordinator on related issues, policies and needs. * Provides guidance, interpretation and consultation on complex human resources policies related to EO compliance, and employee relations. Serves as a consultant to managers and employees to strengthen employee relations and training and development in the positive resolution of work-related problems, concerns, and grievances. * Consults with the Executive Director of Human Resources as to related DHRM and Employee Dispute Resolution (EDR) policies, as well as performance planning and evaluation, and other issues, needs and recommended actions. Serves as a consultant to faculty, staff and supervisors on EDR and DHRM policies and procedures concerning employee relations, dispute resolution, performance planning and evaluation, and required reporting. * Responsible for navigating the Commonwealth's grievance process. * Ensures compliance with federal and state regulations, policies and procedures for employee relations issues. Operations * Hires, trains, supervises, evaluates, and recommends personnel actions for those individuals under direct and indirect supervision within the Human Resources Department. * Collects and analyzes relevant data to make recommendations to the Executive Director of Human Resources Operations on strategic process improvements. * Acts as the Data Owner of the University's Human Resource Information System (HRIS), and is responsible for making policy and practice decisions regarding HRIS data. Required to complete assigned role-based security training annually as defined in the University Role Based Security Standard. * Ensures audit requests and responses are completed on time and accurately. * Serves as a point of contact in the absence of the Executive Director of Human Resources. * Ensure HR practices adhere to federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.). * Review HR policies and update them based on regulatory changes and organizational needs. * Is responsible for documentation standards for classification reviews, compensation decisions, and employee relations actions. Recruitment * Provides indirect oversight of the classified and hourly and Administrative and Professional recruitment process in accordance with Virginia's Department of Human Resources Management (DHRM) and University policy procedures. * Serves as the back up to the Human Resources Business Partner, conducting reviews of recruitment and hiring processes to ensure adherence to legal and institutional requirements. Offer guidance and support to departments and search committees on best practices for inclusive and equitable hiring. Strategic Planning & Organizational Alignment * Partners with the Executive Director of Human Resources and senior leadership to align Human Resource practices with overall strategic plan- Strategic Compass. * As needed, serves as the project manager for projects within the Human Resource Department. * As needed, lead change-management efforts related to new systems and processes within the Human Resource Department. Other * Serves as the Deputy Title IX coordinator for the University. * Follow workplace safety regulations and adhere to applicable standards, processes, and programs established for your position. * Report unsafe work conditions to your supervisor. * Immediately report work-related incidents to your supervisor and participate in accident investigation requests. * Promote a safe and healthy work environment by ensuring the implementation of safety regulations and applicable standards, processes, and programs established for employees under your supervision. * Ensure employees under your supervision are trained in safety standards and procedures for their positions. * Report work-related incidents within 24 hours according to the procedures established by the university, state and federal guidelines. * This position is designated as a "responsible employee" who has the authority to redress sexual violence, who has the duty to report incidents of sexual violence or other student misconduct, or who a student could reasonably believe has this authority or duty. * Develop and maintain very positive and professional customer service and/or relations within the office/department and with all constituencies to include students, faculty, staff, guests, and employees. Demonstrate a positive and professional attitude and treat everyone with dignity and respect. Fully supports the "Student's First" value at CNU and routinely goes the extra mile in providing service. Knowledge, Skills, Abilities (KSA's) related to position Excellent written and verbal communications skills. Working knowledge of classification, compensation, performance planning and evaluation processes. Excellent problem-solving skills. Demonstrated ability to correctly classify and compensate positions and employees; organize and implement projects or program plans; develop and advise on policy; and, to investigate and analyze complex questions and issues. Strong analytical and decision-making skills .Excellent communication and facilitation abilities. High level of discretion and professionalism. Ability to navigate complex workforce issues with fairness and consistency. Strategic thinking with attention to operational detail. Required Education Master's degree in a related field, or a bachelor's degree with significant experience that equates to an advanced degree. Additional Consideration - Education SHRM-SCP or SPHR Experience Required Experience in a Human Resources leadership position. Experience in the areas of compensation and classification. Experience with employee relations, grievances and developing positive relations between employees and management. Advanced experience using spreadsheet software with functions. Experience analyzing data and communicating outcomes. Experience developing human resource policies and procedures. Additional Consideration - Experience Experience working at a college/university in a Human Resources Department. Experience working with Cardinal timekeeping and payroll system. Experience working with PeopleAdmin applicant tracking system. Project management experience. Salary Information Starting at $102,350, Commensurate with Education and Experience. CNU Information Christopher Newport University is anchored in excellence, and that is reflected in our ranking as the #1 regional public university in Virginia and #3 among regional public universities in the South. We are an inclusive and kind community, founded on our shared values of honor, scholarship, service and leadership. We offer an outstanding liberal arts education provided by dedicated, gifted teacher-scholars who are supported by a compassionate team of faculty and staff. Our 4,500 undergraduate and graduate students pursue more than 90 areas of study, as they live and learn on a largely residential campus. CNU's on-campus performing and visual arts centers offer Broadway shows, world-class performances, engaging exhibitions, transformative lectures and classes, and more. Our athletics program is the winningest at any level in Virginia. Christopher Newport University is in the heart of Newport News, a vibrant city with breathtaking scenery and unique experiences. The city and region offer affordable neighborhoods, local and name-brand shops, diverse dining options, local parks and water access, and fun recreational opportunities. Whatever your interests and goals, you belong at CNU! For further details and information about Christopher Newport, visit cnu.edu. Is this position telework eligible? Yes Telework Eligibility Disclaimer This position is eligible for periodic telework as determined by the department. Eligibility is not guaranteed, and is subject to supervisor approval. Eligibility will depend on the likelihood of the employee's success in a telework arrangement and the supervisor's ability to manage telework. Departments and/or Human Resources may modify or revoke eligibility at any time. Employees will be required to sign a Telework Agreement. Posting Detail Information Posting Number AP442P Number of Vacancies Posting Date 12/12/2025 Review Begin Date 01/07/2026 Application Instructions Interested parties are requested to submit a cover letter; current resume; and the names, addresses, and telephone numbers of at least three professional references at the time of application. This position will be posted until filled; however, review of applications will begin on 01/07/2026. Search finalists are required to complete a CNU sponsored background check. Christopher Newport University (CNU) will make a reasonable effort to accommodate persons with disabilities in the application and/or interview process. Persons with disabilities who require accommodation should contact the CNU Human Resources Office by calling **************. Quick Link for Internal Postings *********************************** EEO/Diversity Statement(s) Christopher Newport University, an EO Employer, is fully Committed to Access and Opportunity. Notice of Non-Discrimination & Title IX Policy Statement

CLASS TITLE: SCHOOL RESOURCE OFFICER (SRO) QUALIFICATIONS: 1. Bachelor's Degree (preferred) OR Any combination equivalent to: high school diploma, G.E.D. Certificate or demonstrated progress toward obtaining a G.E.D. as required by Kentucky law supplemented by specialized course work in law enforcement. 2. Valid Kentucky driver's license. 3. Knowledge of Computer Technology 4. Current Kentucky Peace Officers Professional standards (POPS) Certification. 5. Minimum physical requirements to perform essential job functions include: Lifting, running, carrying, bending, and climbing, utilizing manual dexterity, as well as have a full range of mobility. 6. School Resource Officer (SRO) training, certification, and commission as required by provisions of KRS Chapters 15, 61, and 158. 7. Such additional qualifications as the Superintendent or Board of Education may find appropriate and acceptable. REPORTS: Principal, Superintendent/Designee BASIC FUNCTION: Perform a variety of law enforcement activities for the Estill County School District including enforcing state statutes, protection of life and property, suppression of criminal activity, apprehension and prosecution of offenders, regulation of non-criminal conduct, preservation of public peace, enforcement of traffic and parking regulations and conduct investigations. PERFORMANCE RESPONSIBILITIES: 1. Enforce Federal, State and Local criminal laws and ordinances, and to assist school officials with the enforcement of Board of Education Policies and Administrative Regulations regarding student conduct. 2. Assist other law enforcement officers as needed 3. Communicate with community, staff, parents and students to exchange information, coordinate activities and resolve issues or conflicts; maintain positive public relations. 4. Act as a liaison resource to the principal in investigating criminal law violations occurring in the school or on school property. 5. Confer with the principal to develop plans and strategies to prevent and/or minimize dangerous situations on or near the campus or involving students at school-related activities. 6. Annual school safety manuals 7. Lock down drills and procedures 8. Educational discussions with students (drugs, online digital citizenship, etc.) 9. Training for bus drivers, custodians, cooks, and school staff on best practices for lockdowns and active threat situations 10. School safety site assessments (CPTED - crime prevention through environmental design; lighting, line of sight requirements, tree obstructions) 11. Traffic control 12. Large event planning (graduations, regional/district tournament planning) 13. Custodial interference mitigation 14. Work with transportation to determine whether bus drop off locations are safe for buses to pick up/drop off students 15. Off-site evacuation location negotiation (during a critical incident has the evacuation site been properly vetted and MOU in place. Ex. local church) 16. Home visits with FRYSC staff 17. Prepare and complete accurate and thorough reports of crimes, vehicular accidents and other incidents as necessary. 18. Maintain assigned equipment in proper working condition. 19. Assist other law enforcement officers as needed. 20. Maintain confidentiality of records and information according to established procedures. 21. Assist injured persons and determine appropriate action in a timely manner. 22. Attend and conduct parent conferences regarding student criminal or code of conduct violations as needed. 23. Participate in campus activities, student organizations, and athletic/extra-curricular events as needed. 24. Prepare cases for juvenile court in cooperation with appropriate personnel. 25. Investigate and preserve evidence in cases of vandalism and theft of District property; take photos as necessary. 26. Patrol, answer school alarms, prepares preliminary break-in vandalism and accident reports. 27. Communicate effectively both orally and in writing. 28. Perform such other tasks and assumes such other responsibilities as may be assigned by the Principal or the Superintendent/Designee. TERM OF SERVICE: Salary: Daily rate based on years of experience+ $3900 KLEFPF (as available) Workdays: 220 Days July 15 - June 15 EVALUATION: Performance of this job will be evaluated in accordance with provisions of the Board's policy on Evaluation of Classified Personnel.