Director of human resources jobs in Brown Deer, WI - 145 jobs

Why Work at Rehlko Our work is guided by our purpose: creating an energy-resilient world for a better future. This purpose embodies the legacy we bring, with more than 100 years as the global leader in energy resilience, delivering solutions critical to sustain and improve life. Our teams have the opportunity to provide a critical resource - energy - that ensures safety, security, and independence for people around the world. Our team members are focused on pushing boundaries, continuing to innovate in an ever-changing landscape, and keeping up with the pace required to create solutions for today's world demands. Our product range includes engines, generators, power conversion, UPS systems, EV components and electrification solutions, microgrid controls and management, and clean energy solutions that serve a broad spectrum of OEM, residential, industrial, and commercial customers. At Rehlko, you have the freedom to identify, create, and deliver solutions - large and small - that help people and communities thrive in the moments that matter. At Rehlko, our team members are the essential energy that powers our organization's success. We are committed to fostering a safe and sustainable work environment where safety is everyone's responsibility. We empower every team member to actively participate in our Zero Is Possible safety culture by encouraging open communication, proactively reporting hazards, following protocols, and suggesting improvements. Join us in creating an energy resilient world for a better future! What We Offer At Rehlko, our Total Rewards programs are designed to accelerate growth, energize performance, and support a culture of inclusion at every stage of life and work. We offer total rewards that are easily understood, recognize results, enable career mobility, and reflect our commitment to valuing diverse needs in a fast-moving world. We provide: Competitive compensation and benefits Work-life flexibility Recognition and rewards Development and career opportunities A safe and inclusive workplace Why You Will Love this Job BASIC FUNCTION As a member of the Rehlko Global IT organization, this position has the objective of enabling the growth of Rehlko businesses by increasing focus on new digital business models and improving business capabilities. This position is critical to accelerating Rehlko's business performance by leading the planning, justification, delivery, and adoption of IT applications to enable Hire-to-Retire, Payroll and Legal business processes. This role includes aligning with and influencing enterprise strategy, which will include regular senior level leadership interaction, providing visibility for career growth opportunities. This Sr Manager role will have the following scope and expectations. Business Solutions Manager and Portfolio Management: Partner with business leaders to understand their strategies, objectives, and pain points. Assist in developing business case and project definition to drive business value through new technology introductions, along with leading IT capital, and financial planning. Guide and engage business partners to establish strong product owners and super user. Solution Leadership: Partners with Human Resources, Payroll, Legal, and other IT counterparts to create and align on technology strategies, roadmaps, solutions, technical architecture, and project proposals that include estimated hours of effort. Platform and Product Owner: Accountable for establishing the global solutions platforms and products to enable end- to- end business processes including Hire-to-Retire, Payroll and Legal business processes. This includes utilizing Life Cycle Management and Software Development Life Cycle best practices to ensure integrity and reliability of the HRIS platforms. Delivery and Resource Management: Responsible for leading a global team for designing, building (configuration and development), testing, implementing, and sustaining solutions to all of Rehlko's diverse business units and regions. This includes recruiting, leading, and developing a diverse global team of functional architects and analysts across multiple time zones of architects/analysts, along with selecting and managing contractors and third-party Systems Integrators. The successful candidate will be a passionate people leader, strategic thinker, and a change agent, able to build credibility and influence at all levels of the organization. The ability to rapidly understand the opportunities at Rehlko, create an aligned and inspiring vision and roadmap, and then lead a global team to realize that vision is critical to success. Must be capable of directing and supervising a wide range of activities covering multiple concurrent projects, and interfacing with personnel and leaders from all regions and business units. SPECIFIC RESPONSIBILITIES Responsible for the HRIS applications, including but not limited to HCM (SAP & Workday), Payroll, Time and Attendance (Infor/Workbrain), Service Now, and other related systems. Leads the creation and execution of solution strategies and proposals to enable the desired business process capabilities and outcomes. Responsible for the creation of project proposals through consultative engagements and requirements gathering sessions lead by internal team. Generate realistic project quotes along with evaluating the credibility of solutions and estimates developed by partners. Works with IT Program Management Office to provide quotes and staffing plans for major business systems projects and process improvement initiatives. Drive Continuous Improvement through investigation and evaluation of improved methods, procedures, software, and equipment to enhance all functional responsibilities. Develop, control, and adhere to systems methodologies, standards, and procedures, including the review, critique, and approval of detailed designs and systems specifications. Builds knowledge of what is coming next, through external networks, contacts, and partnerships. Understand the changing competitive, consumer, and technology landscape and identifies opportunities to bring new tools, concepts, and approaches. Lead the recruiting, interviewing, and hiring of staff and staff augmentation, along with the associated onboarding and ramp- up plans. Provide positive motivational leadership and coaching of staff along with developing the staff's technical, engagement, and problem-solving skills required to meet the continuing needs of current and new technologies. Strong awareness of privacy and data security regulations and considerations, and works with data and analytics, security, and privacy teams to ensure all solutions are compliant. Promote and foster a culture built on trust, respect, collaboration, and accountability. EDUCATION & EXPERIENCE Bachelor's degree in Information Technology, Business, or related field required. Masters / MBA desirable. Eight to ten years' experience with managing IT applications and delivering effective proposals and solutions. Excellent written and verbal communication skills for varied audiences (including senior business leaders) on business and technology related subject matter, including storytelling and making the complex simple. Demonstrated track record of partnering with business stakeholders and handling multiple complex transformation projects and delivering results in human resources business functions. Preferred experience: SAP ECC R3 Workday Infor Work Brain ADP Payroll and Time & Attendance Service Now Learning Management System The Salary range for this position is $145,200.00-$186,700.00.The specific Salary rate offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. About Us Rehlko proudly offers a rich history steeped in creativity and commitment to our associates and communities, along with competitive benefits and compensation. Our Purpose-Creating an energy resilient world for a better future-and Values: Curiosity, Trust, Pace, and Excellence, are important cultural components that shape the way we work and relate to one another. Learn more about Rehlko at ********************************* In addition to the investment in your development, Rehlko offers a benefits package including a competitive salary, health, vision, dental, 401(k) with Rehlko matching, and more!? Rehlko is an equal opportunity employer that prohibits discrimination and will make decisions regarding employment opportunities, including, but not limited to, hiring, job assignment, compensation, promotion, benefits, training, discipline, and termination, without regard to race, creed, color, ethnicity, religion, sex, pregnancy, childbirth, or related medical conditions, genetic information, age, national origin, citizenship, ancestry, caste, mental or physical disability, marital or familial status, sexual orientation, gender identity or expression, genetic information, political belief or affiliation, union membership status, military status, veteran status, or any other characteristic protected by national, state, local, or other applicable laws. Americans with Disabilities Act (ADA) It is the policy of Rehlko to comply with all applicable provisions of the Americans with Disabilities Act (ADA) and corresponding national, state, local, or other applicable laws. Rehlko will not discriminate against any qualified associate or applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. Rehlko will provide a reasonable accommodation to associates or applicants with disabilities, in accordance with applicable laws. If you have a disability and require an accommodation in the application process or during the course of employment, please contact *********************. Rehlko is an equal opportunity/affirmative action employer. Our Values Curiosity - Seek, learn, share Trust - Go farther together Pace - Focus to go faster Excellence - Find the win every day

Build your best future with the Johnson Controls team As a global leader in smart, healthy and sustainable buildings, our mission is to reimagine the performance of buildings to serve people, places and the planet. Join a winning team that enables you to build your best future! Our teams are uniquely positioned to support a multitude of industries across the globe. You will have the opportunity to develop yourself through meaningful work projects and learning opportunities. We strive to provide our employees with an experience, focused on supporting their physical, financial, and emotional wellbeing. Become a member of the Johnson Controls family and thrive in an empowering company culture where your voice and ideas will be heard - your next great opportunity is just a few clicks away! What we offer: Competitive salary and bonus plan Paid vacation/holidays/sick time Comprehensive benefits package including 401K, medical, dental, and vision care On the job/cross training opportunities Encouraging and collaborative team environment Dedication to safety through our Zero Harm policy What you will do: As a part of the HR business partner organization (HRBP), you will be responsible for delivering and executing all human resources services and programs to leaders and teams to provide the organization with the best people talent available and to position the organization as the employer of choice. The position serves as a trusted advisor/consultant to enterprise leaders at director/VP and above within our Digital, Human Resources, and IT teams, regarding talent and human capital opportunities, needs and challenges. The role assesses and responds to HR-related needs as a strategic partner to the business and formulates partnerships across the HR function to deliver valuable service to management and employees that reflects the business objectives of the organization. Acts as an employee champion, talent strategist, and change agent. The position includes global human resource responsibilities for the ultimate purpose of enhancing employee engagement, productivity, and ensuring employee compliance with company policies. Maintains an effective level of business intelligence about the organization's financial position, contributes to the business strategy, shapes its culture and understands its competition. How you will do it: Partner with HR leadership to lead/support human resources programs, including the following: organizational change/effectiveness, process improvements including HR change initiatives, planning, and facilitation; recruitment and talent management, training and development, performance management, compensation administration and diversity, equity and inclusion. Understand and advise the organization on organizational design and development practices. Act as a trusted advisor for employees and management regarding HR-related issues and conflict resolution Work with managers and employees to establish and maintain a positive work environment while driving employee engagement and a high-performance culture. Leverage the full capabilities of the Human Resources (HR) organization, e.g., centers of expertise (COE's), HR service centers, and HR Investigations. Coach and consult leaders and managers on a variety of routine and complex employee relations issues. Provide training on Human Resources programs to customer groups and employees. Participate in the design and implementation of organizational changes and support with the change management process and support leaders and employees in navigating uncertainties. Foster a culture of inclusivity and promote the business benefits of a diverse and inclusive workforce through guiding leaders in achievement of DEI objectives. Leverage reputation as a neutral and approachable HR professional to identify the best solution based on the situation. Actively participate in projects/continuous improvement initiatives from design through implementation. What we look for: Required Bachelor's degree in human resources, Business Administration or related field. Minimum 6+ years experience as an HR generalist or HR Manager experience. Must have strong knowledge of process and best practice in implementation of talent acquisition, performance management, talent management and, where applicable, labor law and labor relations. Must be able to quickly gain trust and build relationships in order to guide collaborative decision making. Proven ability to manage multiple projects simultaneously. Demonstrated ability to work autonomously in ambiguous situations and adapt quickly to change, as well as guide varying levels of the organization through change. Strong process orientation: demonstrated experience in planning and execution of HR processes that deliver consistency and high levels of customer satisfaction. Desire to learn, grow and develop influential leadership skills to foster a collaborative and inclusive team culture. Communicate Strategic HR initiatives and updates to business leaders, ensuring alignment with organizational goals. Proven ability to lead, develop, and be a part of high-performing teams. Leverage technology to view and analyze data, conduct predictive modelling, and AI to make data driven recommendations. Ability to manage through conflict while maintaining strong relationships with stakeholders. Some travel may be required. Preferred Masters degree in Human Resources Experience managing others (hiring, managing performance, etc.) HIRING SALARY RANGE: $100,100 - $133,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, location and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. For details, please visit the About Us tab on the Johnson Controls Careers site at ***************************************** This will be a hybrid position (3 days in office) at our Glendale, WI office. We will consider remote internal candidates. Hybrid: #LI-Hybrid Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, sexual orientation, gender identity, status as a qualified individual with a disability or any other characteristic protected by law. To view more information about your equal opportunity and non-discrimination rights as a candidate, visit EEO is the Law. If you are an individual with a disability and you require an accommodation during the application process, please visit here.

Global Power Components is a privately held, growing manufacturer of UL steel fuel tanks, trailers, large generator enclosures and modular metal enclosures for housing fully equipped electrical distribution and control equipment. As a result of continued growth, we are looking for a motivated HR Director to join our growing team. At Global Power Components, the HR Director is not a policy caretaker - this role is a builder, operator, and strategist who designs the people systems that power a fast-growing manufacturing company. You will own a multi-year HR strategy, turning data, structure, and discipline into a scalable workforce engine aligned to aggressive growth goals. You'll bring order to complexity by standardizing processes, modernizing HR technology, and using metrics to drive continuous improvement. If you thrive where culture, compliance, and execution collide - and want to leave a visible mark on how a company grows - this role was built for you. Responsibilities: HR Strategy & Leadership (build and execute a multi-year HR strategy aligned to GPC's growth goals; advise executive leadership on workforce planning & organizational design; establish HR KPIs, dashboards, and reporting cadence) HR Operations & Systems (organize HR processes, procedures & documentation; oversee HRIS selection, implementation, and maintenance e.g., Workday, Paylocity, ADP, LMS, etc; build and make process improvements to HR procedures, process automation and documentation; formalize and document controlled procedures; conduct internal audits on HR processes and records. Reporting, Metrics & Continuous Improvement (provide weekly/monthly reporting: turnover, retention, headcount, open roles, hiring cycle time, absenteeism, overtime trends; identify root causes of workforce issues and implement corrective improvements; lead continuous improvement of HR processes). Performance Management (design and execute a performance review system for hourly staff and career progression program for salaried staff; coach managers and supervisors on performance documentation and accountability. Compliance & Risk Management (ensure compliance with federal/state employment law, OSHA requirements, FMLA, ADA, EEOC, I-9, recordkeeping, and wage & hour rules; maintain HR policies, handbook, discipline records, and SOPs; oversee audits and risk mitigation processes). Direct the Training & Development team - who owns building & executing the GPC Training Academy for office & manufacturing roles (including LMS systems). Requirements: Ability to adopt and adapt to the GPC Culture. 10+ years HR experience with 5+ years in a senior HR leadership role (Director or equivalent). Proven ability to build and execute multi-year HR strategies aligned to company growth and operational scale. Demonstrated experience advising executive leadership on workforce planning, organizational design, career progression frameworks and succession planning. Strong people leader with experience directing multiple HR functions and managers (TA, ER, Training, HR Ops) including a 20+ person team. Deep experience designing, standardizing, and documenting HR processes, policies, SOPs, and controlled procedures. Hands-on ownership of HRIS selection, implementation, and optimization (Workday, Paylocity, ADP, LMS platforms). Expert knowledge of federal and state employment laws (FLSA, FMLA, ADA, EEOC, I-9, OSHA, wage & hour). Education & Certifications: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field (required). Master's degree (MBA, MS HR, Organizational Development) strongly preferred. Equal Opportunity Employer/Minorities/Women/Veterans/Disabled Global Power Components is an Equal Opportunity and Affirmative Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

Serigraph Director of Human Resources West Bend, WI APPLY HERE WHO WE ARE WE TRANSLATE YOUR BRAND TO THE PHYSICAL WORLD THROUGH PRINT. Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the Automotive, Appliance, Consumer, Medical, Power Sports and Point-of-Purchase markets. Our core business is decorating plastics. We print, form, mold, finish and fulfill in-house to maximize cost-savings and speed-to-market. Our pre-press, pro-type, research & development, engineering services and web ordering platform provide out customers with complete support from start to finish. MISSION FOR THE POSTION Hire, Develop, and Retain Great Employees. The Director of Human Resources exists to strengthen Serigraph's culture by developing leaders, engaging and supporting employees, and aligning people, and practices to our values and business goals-so every individual has the clarity, capability, and support to succeed. JOB SUMMARY The Director of Human Resources is a hands-on, working leader responsible for aligning people strategies with Serigraph's Business Goals while strengthening leadership capability and employee engagement. This role leads and develops a small HR team and oversees core functions including recruiting and onboarding, employee relations, performance management, training and development, benefits, and payroll. By building strong hiring and development practices, delivering practical guidance, and ensuring consistent, compliant processes, the Director of Human Resources helps ensure employees are well-matched to their roles and supported in a positive, values-driven employee experience. Director of Human Resources Responsibilities - Strategic HR Leadership Partner with executive and functional leaders to develop and execute people strategies that align with business objectives and long-term organizational needs. Advise leadership on workforce planning, organizational design, talent needs, and succession planning. Provide data-informed HR insights and metrics to support decision-making and continuous improvement. Talent Acquisition, Performance & Development Oversee recruiting, hiring, and onboarding to ensure a consistent, high-quality candidate and new hire experience and strong role alignment. Partner with leaders to ensure employees are well-matched to their roles, have clear performance expectations, and defined development paths. Lead the performance management process, ensuring alignment with business goals, accountability, and employee growth. Coordinate training and leadership development initiatives that support individual capability, team effectiveness, and future talent needs. Employee Relations & Culture Serve as a trusted resource to employees and leaders, addressing questions, concerns, and workplace issues with professionalism and confidentiality. Manage employee relations matters, including conflict resolution, investigations, and disciplinary actions, ensuring consistency and fairness. Educate employees and leaders on company policies and practices, ensuring consistent application across the organization. Support and reinforce a positive, values-driven culture grounded in accountability, respect, and continuous improvement. HR Operations, Compliance & Systems Oversee benefits administration and analyze plan utilization and spend to improve employee experience and population health. Manage employee leave administration in compliance with ERISA, FMLA, and applicable labor regulations. Oversee payroll processing and related audits to ensure accuracy, compliance, and timeliness. Leverage HR systems to maintain accurate data, reporting, and process efficiency. What we are looking for in a Director of Human Resources - Bachelor's degree in human resources or business administration preferred or equivalent experience. Eight or more years of experience in senior human resources role in a manufacturing environment. Knowledge of employment law, both federal and state, and HR best practices, including experience with employee relations and investigations. Experience in leading leadership development and training initiatives. Professionalism and confidentiality. Excellent communication, organization, and accuracy. Experience in Microsoft Office products with advanced Excel skills. Team player with a customer service mindset for employees and leaders. Knowledge of good departmental and company safety/housekeeping/PPE practices. Understand departmental procedures and policies. Preferred Qualifications and Experience - Certifications such as PHR or SHRM-CP. Experience in UKG ideal, specifically UKG Pro and UKG WFM (Dimensions). Experience working in ISO, IATF, or other quality management systems. Valid driver's license for travel between facilities or to other HR related events. If you're ready to lead with purpose, drive meaningful change, and help build an exceptional employee experience, we invite you to apply today. Join Serigraph and be part of a team that values collaboration, continuous improvement, and doing work that matters. Apply now to shape the future of HR at Serigraph. Who is Serigraph? Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the automotive, appliance, consumer, medical, power sports, and point-of-purchase markets. Our core business is decorating plastic. We print, form, mold, finish and fulfill in-house. Serigraph specializes in transforming our customer's brands to the physical world through print. Come help us build a team of creative problem solvers who know they can make a difference-because that's the kind of community we want. Life at Serigraph The average Serigraph employee has more than 16 years of service! The tenure of our coworkers speaks volumes for life at Serigraph. Serigraph employees enjoy: Competitive wages Access to earned wages before the scheduled payday Paid time off, 10 paid holidays, and a vacation buy/sell program Free onsite healthcare and telemedicine including COVID testing Full benefits package including health, dental, vision, disability, and life insurance 401(k) eligibility on day one Free onsite fitness facility and walking trails Cross training, growth, and promotion from within What are you waiting for? Apply to join the Serigraph team today! We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

Kondex Corporation - Lomira, Wisconsin Lead HR Strategy at a Manufacturing Innovator Rooted in Midwest Values Kondex Corporation is seeking an exceptional Vice President of Human Resources to join our executive leadership team as the senior HR leader. This is a rare opportunity to own the HR function while partnering directly with the President and senior leadership to shape organizational strategy at a privately held manufacturing company that combines entrepreneurial agility with long-term thinking, cutting-edge innovation with Midwest integrity. About Kondex Located in Lomira, Wisconsin, Kondex Corporation has earned international recognition as an innovator in high-performance cutting and wear-resistant components serving the agriculture, construction, and commercial turf care industries. Our success is built on a foundation of precision engineering, vertical integration, advanced manufacturing, and an unwavering commitment to our customers, associates, and community. What Sets Us Apart: Entrepreneurial Private Ownership - Strategic, long-term decision-making unencumbered by quarterly earnings pressure Sustained Investment in Growth - Two 60,000 square foot facility expansions since 2010, including a state-of-the-art heat-treating system Industry-Leading Innovation - First in our industries to deploy laser-additive manufacturing; holder of 25+ patents; recipient of multiple innovation awards; designated supplier of the year by major OEM Vertically Integrated Operations - Complete process control that drives quality, customer satisfaction, and exceptional internal career growth opportunities Diversified Market Presence - Multiple sales channels including major OEMs, distributors, and end users providing stability and growth Employment Stability - A proven track record of weathering economic cycles while maintaining our team Our culture is grounded in trust, respect, humility, ethics, honesty, accountability, and safety-values that aren't just words on a wall, but the way we operate every day. The Executive Opportunity As Vice President of Human Resources, you will hold a seat at the executive table, functioning as a strategic business partner who translates organizational vision into people strategies. This is not an HR administration role, it's an opportunity to influence business direction, shape culture, and build the organizational capability required for sustained growth. Strategic Leadership & Business Partnership Function as a member of the senior management team with direct access to ownership and the President Serve as a trusted advisor on all matters affecting organizational effectiveness, talent, and culture Provide executive coaching to senior leaders, strengthening their leadership capabilities while reinforcing cultural values Act as the "eyes and ears" of the organization, representing associates to leadership and leadership to associates Talent & Organizational Excellence Lead innovative talent acquisition strategies that position Kondex as an employer of choice in competitive markets Architect succession planning, leadership development, and organizational design initiatives that support growth Create and execute programs that drive engagement, empowerment, accountability, and performance at all levels Develop long-term talent pipelines aligned with business and organization priorities Culture Steward & Change Leader Champion and advance the Kondex culture, ensuring values are embedded in every policy, practice, and decision Navigate organizational evolution with wisdom, managing change and stress as the business grows Act as confidant and counselor to associates at all levels, building trust and fostering open communication HR Operations & Team Development Provide strategic oversight of all HR functions including compensation, benefits, performance management, compliance, payroll, HRIS, and safety Build and develop a high-performing HR team capable of scaling with the organization Establish HR metrics that drive accountability and demonstrate impact on business outcomes Ensure full compliance with all employment regulations Requirements What We're Seeking Professional Background 15+ years of progressive HR leadership experience, with demonstrated impact at the executive level Proven success as an HR business partner in a growth-oriented manufacturing or industrial environment Experience building and leading HR teams through organizational scaling Strategic thinker with the ability to translate business strategy into people initiatives Bachelor's degree in Human Resources, Business, or related field; Master's degree or professional certifications (SPHR, SHRM-SCP) strongly preferred Leadership Profile Strategic yet hands-on - Comfortable setting vision while rolling up your sleeves when needed Influential communicator - Ability to coach, counsel, and challenge senior leaders with diplomacy and impact Emotionally intelligent - Maintains composure under pressure while building trust across all levels Results-driven - Balances short-term execution with long-term organizational development Culturally aligned - Genuine belief in and commitment to Kondex values and team-based culture Why Kondex? Why Wisconsin? A Company Built for the Long Term At Kondex, you'll find something increasingly rare: a financially strong, privately held company making strategic investments for sustained growth rather than short-term gains. This is a team-based culture where every person matters, work-life balance is respected, and your contributions directly impact organizational success. The Wisconsin Advantage The Lomira area offers the quality of life that draws people to the Midwest and keeps them here. This is a place where you can afford an exceptional home, your commute is measured in minutes not hours, and your weekends are filled with activities, not recovery from stress. Outstanding Schools - Top-rated public-school systems and access to excellent universities Unmatched Recreation - World-class fishing, hunting, camping, boating, hiking, biking, and year-round festivals; every season brings new adventures Major Market Access - 60 minutes to Milwaukee, Madison, Green Bay, and the shores of Lake Michigan-major league sports, arts, dining, and entertainment within easy reach True Work-Life Balance - Short commutes mean more time with family, pursuing passions, and enjoying life outside work Four-Season Living - Experience the richness of distinct seasons and outdoor traditions that define Midwest living Competitive Compensation & Benefits Executive-level compensation package commensurate with experience Comprehensive benefits including health, dental, vision, and retirement plans including profit-sharing Relocation assistance for out-of-state candidates, as well as spousal career assistance, and area orientation services to ensure a smooth transition for you and your family. Ready to Lead with Impact? If you're an accomplished HR executive or one who is ready for the top position, who values integrity, thrives in entrepreneurial environments, and wants to make a lasting impact on a company where people truly matter, we want to meet you. Join Kondex Corporation as Vice President of Human Resources and help us build the future. Kondex is an Equal Opportunity Employer

Job DescriptionWHO WE ARE WE TRANSLATE YOUR BRAND TO THE PHYSICAL WORLD THROUGH PRINT. Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the Automotive, Appliance, Consumer, Medical, Power Sports and Point-of-Purchase markets. Our core business is decorating plastics. We print, form, mold, finish and fulfill in-house to maximize cost-savings and speed-to-market. Our pre-press, pro-type, research & development, engineering services and web ordering platform provide out customers with complete support from start to finish. MISSION FOR THE POSTIONHire, Develop, and Retain Great Employees. The Director of Human Resources exists to strengthen Serigraph's culture by developing leaders, engaging and supporting employees, and aligning people, and practices to our values and business goals-so every individual has the clarity, capability, and support to succeed. JOB SUMMARYThe Director of Human Resources is a hands-on, working leader responsible for aligning people strategies with Serigraph's Business Goals while strengthening leadership capability and employee engagement. This role leads and develops a small HR team and oversees core functions including recruiting and onboarding, employee relations, performance management, training and development, benefits, and payroll. By building strong hiring and development practices, delivering practical guidance, and ensuring consistent, compliant processes, the Director of Human Resources helps ensure employees are well-matched to their roles and supported in a positive, values-driven employee experience.Director of Human Resources Responsibilities - Strategic HR Leadership Partner with executive and functional leaders to develop and execute people strategies that align with business objectives and long-term organizational needs. Advise leadership on workforce planning, organizational design, talent needs, and succession planning. Provide data-informed HR insights and metrics to support decision-making and continuous improvement. Talent Acquisition, Performance & Development Oversee recruiting, hiring, and onboarding to ensure a consistent, high-quality candidate and new hire experience and strong role alignment. Partner with leaders to ensure employees are well-matched to their roles, have clear performance expectations, and defined development paths. Lead the performance management process, ensuring alignment with business goals, accountability, and employee growth. Coordinate training and leadership development initiatives that support individual capability, team effectiveness, and future talent needs. Employee Relations & Culture Serve as a trusted resource to employees and leaders, addressing questions, concerns, and workplace issues with professionalism and confidentiality. Manage employee relations matters, including conflict resolution, investigations, and disciplinary actions, ensuring consistency and fairness. Educate employees and leaders on company policies and practices, ensuring consistent application across the organization. Support and reinforce a positive, values-driven culture grounded in accountability, respect, and continuous improvement. HR Operations, Compliance & Systems Oversee benefits administration and analyze plan utilization and spend to improve employee experience and population health. Manage employee leave administration in compliance with ERISA, FMLA, and applicable labor regulations. Oversee payroll processing and related audits to ensure accuracy, compliance, and timeliness. Leverage HR systems to maintain accurate data, reporting, and process efficiency. What we are looking for in a Director of Human Resources - Bachelor's degree in human resources or business administration preferred or equivalent experience. Eight or more years of experience in senior human resources role in a manufacturing environment. Knowledge of employment law, both federal and state, and HR best practices, including experience with employee relations and investigations. Experience in leading leadership development and training initiatives. Professionalism and confidentiality. Excellent communication, organization, and accuracy. Experience in Microsoft Office products with advanced Excel skills. Team player with a customer service mindset for employees and leaders. Knowledge of good departmental and company safety/housekeeping/PPE practices. Understand departmental procedures and policies. Preferred Qualifications and Experience - Certifications such as PHR or SHRM-CP. Experience in UKG ideal, specifically UKG Pro and UKG WFM (Dimensions). Experience working in ISO, IATF, or other quality management systems. Valid driver's license for travel between facilities or to other HR related events. If you're ready to lead with purpose, drive meaningful change, and help build an exceptional employee experience, we invite you to apply today. Join Serigraph and be part of a team that values collaboration, continuous improvement, and doing work that matters.Apply now to shape the future of HR at Serigraph. Who is Serigraph? Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the automotive, appliance, consumer, medical, power sports, and point-of-purchase markets. Our core business is decorating plastic. We print, form, mold, finish and fulfill in-house. Serigraph specializes in transforming our customer's brands to the physical world through print. Come help us build a team of creative problem solvers who know they can make a difference-because that's the kind of community we want. Life at Serigraph The average Serigraph employee has more than 16 years of service! The tenure of our coworkers speaks volumes for life at Serigraph. Serigraph employees enjoy: Competitive wages Access to earned wages before the scheduled payday Paid time off, 10 paid holidays, and a vacation buy/sell program Free onsite healthcare and telemedicine including COVID testing Full benefits package including health, dental, vision, disability, and life insurance 401(k) eligibility on day one Free onsite fitness facility and walking trails Cross training, growth, and promotion from within What are you waiting for? Apply to join the Serigraph team today! *Serigraph is an Equal Opportunity Employer*

A key influencer of Regal Rexnord's short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. Reporting to the Chief Digital and Information Officer (CDIO) and functionally to the Corporate VP of Human Resources will serve as a key business partner to the CDIO and senior leadership team. Serve as an important member of the CDIO's leadership team, contributing to the function's strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the function's global human resources function and defining, developing and implementing strategic HR initiatives to influence the function's impact on the Regal enterprise. Responsible for leveraging their experience to manage and execute the IT function's full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion. The IT function consists of 600 associates and spans across the globe. The primary regional sites include: Grafton, WI, Hyderabad, India, Manila, Philippines, Shanghai, China and Juarez, Mexico. Will partner will local country HR leaders to achieve outcomes. This HR Director also serves as a key partner to the Corporate VP of HR. Responsible for providing insights, guidance and expertise that aids in the development of corporate and enterprise HR initiatives and priorities; and provides leadership in the effective implementation and desired outcomes/KPIs for their IT function. Acts as a liaison on HR matters between the IT function and Corporate HR function. Responsibilities Workforce Planning Conducts workforce planning based on the IT function's strategy, leverages data and analytics to identify priorities. Develops talent acquisition plans that encompasses the global IT organization. Specifically leads all US recruitment, selection and onboarding activities. Collaborates with local country HR and IT leaders on their local recruitment and onboarding activities. Manages the immigration and work authorization needs of the IT function. Assesses needs and draws connections across the IT function; identifies implications from a talent, structure and skills requirements. Develops and maintains a competency inventory of the skills, technology and experiences of the global IT function. Anticipates future skills and technology needs for the IT function. Contributes to the organizational design and restructuring plans to optimize global IT resource allocation. Talent Management/Leadership Development/Diversity & Inclusion Develops and leads the IT talent management initiatives to establish career ladders that lead to a pipeline of diverse IT leadership talent. Leverages talent across the global function (facilitator) to identify opportunities for developing future IT leadership talent. Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the CDIO and IT leadership team. Manages the talent review and succession planning process; provides expertise and guidance to the CDIO and IT leadership team. Implements actions to create a highly engaged, high performing, and inclusive work environment across the function. Demonstrates the use of 80/20, continuous improvement to deliver results aligned with the IT function and Regal Rexnord's enterprise HR strategy, including KPIs. Functional Expertise Based on previous HR Business Partner experience, is able to provide hands-on coaching to a “C-suite” executive (CDIO) and IT leaders on all talent matters. Ensures strong leadership capabilities are present within the IT leadership team in the selection, development and evaluation of IT talent. Experienced to resolve daily or complex employee relations investigations and resolution of major issues. Key advisor and coach to the function's IT leaders on appropriate HR practices and policies; insures implementation and compliance. Identifies opportunities to simplify processes and enhance value of HR to the IT function. Professional Experience/Qualifications The successful candidate will have proven experience as a HR business partner and in developing collaborative relationships across all levels of a function. This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. Be able to employ forward thinking and have the ability to expeditiously execute global projects and programs. Bachelor's degree required in Human Resources, Organizational Effectiveness or related field. Master's degree highly preferred. 10+ years HR business partner experience; preferably within a global environment. Experience managing and developing other HR professionals. Demonstrated track record of partnering with a senior leader to develop and implement talent strategies that produce measurable outcomes and drive business results. Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence. Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnord's 80/20 principles. Demonstrated ability to develop strong partnerships and influence resources outside one's direct responsibility. Ability to travel up to 20% domestically and globally. Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization. Benefits Medical, Dental, Vision and Prescription Drug Coverage Spending accounts (HSA, Health Care FSA and Dependent Care FSA) Paid Time Off and Holidays 401k Retirement Plan with Matching Employer Contributions Life and Accidental Death & Dismemberment (AD&D) Insurance Paid Leaves Tuition Assistance About Regal Rexnord Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools. The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture. Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com. Equal Employment Opportunity Statement Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email ***************************. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail ***************************. Equal Employment Opportunity Posters Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.

Are you someone who is passionate about making a difference in the lives of others? Do you enjoy caring for and mentoring others with disabilities? MyPath and its Operating Companies provide specialized services and dignified care for children, adolescents and adults with special needs. Our companies provide a spectrum of services and support which promote the ability of those we serve to live as independently as possible in the community. Overview The Senior Human Resources Manager is a strategic HR leader who partners with Operating Company leadership and the MyPath HR team to deliver compliant, forward-thinking HR solutions. Operating in a matrixed environment, this role oversees a broad range of HR functions and leads HR talent across assigned Operating Companies, including providing dedicated HR oversight and support for MyPath school-based operations. This includes ensuring workforce strategies, employee relations, and compliance practices meet the unique regulatory and operational needs of school environments. The Senior Human Resources Manager directly manages Human Resources Business Partners (HRBPs) and/or Human Resources Managers (HRMs) supporting MyPath schools. Reporting to the Owner Relations & HR Compliance Director, this role works across the organization to strengthen culture, drive accountability, and support MyPath's employee ownership model. This is an ideal opportunity for an experienced HR leader who thrives in complex environments and balances strategic influence with hands-on execution. What You'll Do Strategic Leadership & Partnership Serve as a trusted HR advisor to Operating Company leaders, aligning HR strategies with business and operational goals. Identify high-priority HR challenges and lead data-informed interventions to improve outcomes. Support workforce planning, organizational design, and talent strategies aligned with growth initiatives. Employee Relations & Compliance Lead complex and high-risk employee relations matters, including investigations related to harassment, abuse, fraud, and conflicts of interest. Ensure consistent application of policies and compliance with employment laws (EEO, ADA, FMLA, wage & hour, etc.). Oversee attendance, performance management, disciplinary actions, and terminations. Team Leadership & Talent Development Recruit, coach, and develop high-performing HR teams, including HR Managers, Business Partners, and Assistants. Establish clear expectations, performance metrics, and ongoing development plans for direct reports. Support a seamless employee lifecycle experience from onboarding through offboarding. Culture, Ownership & Engagement Champion MyPath's employee ownership culture by integrating ownership principles into HR practices, talent strategy, and the employee experience. Partner cross-functionally to strengthen engagement, accountability, and employer branding. Operational Excellence & Safety Evaluate and improve HR systems, processes, and workflows through cross-functional collaboration. Participate in workplace safety initiatives, return-to-work programs, and safety committees. Monitor payroll and timekeeping practices, ensuring policy adherence and fiscal responsibility. What You Bring Required Qualifications Bachelor's degree in Human Resources or a related field. Minimum of 7 years of progressive HR experience, including at least 3 years in a leadership or managerial role. Broad HR expertise across employee relations, performance management, recruitment, retention, training, and policy development. Preferred Qualifications HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP). Proven experience leading change, building or scaling HR functions, and implementing organization-wide initiatives. Strong ability to coach, mentor, and develop HR professionals. Skills & Competencies Exceptional interpersonal, communication, negotiation, and conflict-resolution skills. Sound judgment, emotional intelligence, and ability to remain calm under pressure. Strong analytical and organizational skills with the ability to manage multiple priorities. Proficiency in Microsoft Office (Word, Excel, PowerPoint). Work Environment & Travel Hybrid, office-oriented role with periodic travel to Operating Company locations. Requires a valid driver's license and acceptable driving record. Ability to sit, stand, walk, and perform standard office tasks. Additional Information KNOWLEDGE, SKILLS, AND ABILITIES: Requires a Bachelor's degree in HR or related field. Professional certification preferred (PHR/SPHR, SHRM-CP, SHRM-SP). Requires minimum of 7 years of experience with a minimum of 3 years in a leadership or managerial role, in most of the following HR disciplines: recruitment, retention, on-boarding, performance management, talent development, affirmative action, equal opportunity employment, training, employee handbook, policy development, and employee relations. Remains aware of current trends in human resources; attends conferences, workshops and other training as needed and shares this new information with department. As a strategic leader this role requires one or more of the following: proven experience in leading change, successful implementation of organization-wide processes, demonstrated experience in establishing department, service, and or performance metrics; success at coaching, mentoring and developing staff. Ability to work under tight deadlines, exercise good judgment, and effectively solve problems. Requires exceptional interpersonal, oral and written communications, negotiating and conflict resolution skills. Remains calm under pressure and maintains self-composure/self-control in times of high stress. Working knowledge of MicroSoft Office including Word, Excel, PowerPoint. PHYSICAL REQUIRMENTS /WORK ENVIRONMENT Ability to walk, stand, bend, kneel, and carry light items. Requires bilateral manual dexterity to perform office tasks, data entry. Ability to walk, sit, stand for long periods of time. Ability to read, speak, write, and understand English. Working/Environmental Conditions: Primarily a hybrid role working in an office-oriented position. May involve multi-step tasks and simultaneous projects. Noise and temperature levels can fluctuate, may be occasionally exposed to outside weather conditions (travel). Minimal risk of exposure to blood or other body fluids and chemicals (such as cleaning agents). Position requires the use of typical office machines including phone, computer, calculator, filing systems and filing cabinets. MyPath is composed of a beautifully diverse spectrum of employees with different characteristics, abilities, and life experiences. We believe that equitable, diverse, and inclusive practices in our workspaces are integral to the existence of MyPath. We value our diverse spectrum of Owners, the individuals we serve and the communities we encounter. Our success as an organization is directly proportional to our ability to create belonging and genuinely engage our Owners and potential Owners. We ask for demographic information so that we can be intentional in supporting our Owners best. Although not required, we would appreciate you sharing to help our commitment of cultivating a diverse, equitable, inclusive, and belonging MyPath. Our Culture At MyPath, we support an ownership culture throughout the organization. Our culture is based on our five beliefs and behaviors: Passion Accountability Teamwork Openness Continuous Learning and Innovation As an employee owner, you can expect transparency, respect and appreciation. You'll impact the place you work and map a career within MyPath. With your passion and our breadth of services, your options are nearly limitless! MyPath is an Equal Opportunity Employer (EOE) committed to fostering a diverse, equitable, and inclusive workplace. We embrace the unique characteristics, abilities, and life experiences of our employees and believe that equitable and inclusive practices are essential to our success. We value the diversity of our Owners, the individuals we serve, and the communities we engage with.

_Work Mode: Onsite_ **Opportunity** The HR Manager is a trusted advisor and advocate for employees within Kohler's Hospitality business and is responsible for managing and executing a full range of HR functions driving business and employee success. This position serves as an operational partner providing expertise in talent management, compliance, employee relations and HR operations, owning initiatives that support engagement, retention, and HR value creation. Additionally, the HR Manager has the critical responsibility of partnering with leadership to execute various projects and business initiatives with a people-first mindset, thoughtfully embedding employee impact, communication effectiveness, and change readiness into project plans and implementation. As a key member of HR team, the HR Manager also partners with HR Leadership to foster collaboration, knowledge sharing, and alignment across HR functions to build a cohesive, service-oriented HR culture that supports team and business success. **Specific Responsibilities** + Participate and contribute to business operational and planning meetings to gain insight into associated business and strategic plans. Lead the development of Human Resource plans and actions to best align talent to achieve the business goals. + Establish a strong presence in designated business units to provide hands-on support and serve as a liaison to Enterprise functions and COEs. Establish and maintain relationships with business leadership to build trust, foster transparency, maintain open and honest two-way communication, and collaboration. + Serve as a key partner to driving the employee engagement process, including deployment of engagement surveys, review of results and partnering with assigned leaders on the planning and execution of key initiatives to drive overall business unit engagement. + Execute talent management strategies, including recruitment, onboarding, performance management, and employee development partnering with key stakeholders to implement agreed outcomes. + Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions. + Lead through various HR initiatives including but not limited to: HR processes, procedures, and employment law. Frequently act in the role of mentor for HR team members and operational leadershipteams. + Counsel on complex employee relations issues for businessunits and partner with leaders to execute root cause analyses to address and mitigate future concerns. + Responsible for all necessary regulatory compliance and risk management issues in accordance with geographic regulations. + Guide leadership on individual HR issues, performance problems,terminations, promotions, position creation, job content, job description development and ACTs. + Assist in the talent review process and formulation of associate development plans, identify critical positions and develop succession strategies for those positions. Recommend and implement developmental assignments for selected associates to ensure appropriate development of internal successors, and nurturing of high potential employees. + Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions. + Develop robust talent management plans for associated groups and drive change initiatives by partnering with site managers to attract, retain, develop and engage talent in critical roles. Align with leadership to facilitate development opportunities and create strategies to retain high performing talent. + Keep informed of local market and competitive trends and in partnership with Talent Acquisition team, leverage these insights to develop appropriate HR strategies and solutions. + Support and participate in the execution of the hiring process by serving as a liaison between hiring partners, hiring managers and COEs to facilitate key. With strong talent assessment skills, guide leaders and provide recommendations to ensure the best possible candidates are selected. + Leverage data through HR systems, tools or dashboards to understand and proactively handle issues such as turnover, organizational spans of control and layers, and similar indicators. Establish key tracking with metrics and historical data to monitor the merits of talent management initiatives overtime. + All other duties as assigned by the Manager-HR, Hospitality or Sr Dir-HR, Hospitality. **Skills/Requirements** + Bachelor's Degree in Human Resource Management, Business Management or related field required. HR Certification(s) preferred. + Minimum 5 years in an HR Business Partner capacity, or minimum 7 years of progressive HR experience required. + Substantive applicable work experience together with comprehensive job-related experience in own area of expertise to fully competent level. + Experience as a trusted advisor to management on business issues and business strategy with the ability to link human resources as a driver and influencer of business performance. + Self-motivated, creative problem solver and highly organized with a bias for action, continuous improvement, and team orientation. + Ability to use a high level of tact, diplomacy, discretion and empathy/understanding in a diverse work environment. + Excellent communication (verbal and written) skills, problem solving, organizational and interpersonal skills required along with the ability to navigate conflicting priorities. + Knowledge of organizational competencies required. + Demonstrates leadership and has effective facilitation skills. + Displays technical expertise in Human Resource disciplines. **_Applicants must be authorized to work in the US without requiring sponsorship now or in the future._** _We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $96,800 - $149,100. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation._ **Why Choose Kohler?** We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. **About Us** It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact ********************* . Kohler Co. is an equal opportunity/affirmative action employer.

Are you ready for what's next? Come explore opportunities within Brunswick, a global marine leader committed to challenging conventions and innovating next-generation technologies that transform experiences on the water and beyond. Brunswick believes “Next Never Rests™,” and we offer a variety of exciting careers and growth opportunities within united teams defining the future of marine recreation. The Human Resources Manager will support our fast-paced, diverse and varied Wisconsin based manufacturing facilities, operating out of Fond du Lac, Wisconsin. This individual will be a key member of the operations management team reporting directly to the HR Director - Global Operations with a strong matrixed reporting relationship to local Operations leaders. The HR Manager role is a unique opportunity for you to become a member of an organization with a high-energy, safety conscious culture where you can truly make a difference! As an HR Manager, you will have broad HR Partner responsibilities for our operational areas including labor relations, employee retention, employee development, succession planning, etc. The successful candidate will actively seek information to understand customers' circumstances, problems, expectations, & needs, and assimilate this information to apply novel ways to manage through work problems and opportunities. Success in this role will require a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. Primary Duties & Responsibilities Build and cultivate consultative relationships with respective business leaders by meeting regularly and providing insight and guidance on maximizing team performance. Coach and advise operations leaders with candor, honesty, respect and tact. Manage the grievance process; administer the collective bargaining agreement; provide counsel and support in the interpretation / application of contractual language. Provide leadership to operational efforts ensuring market competitiveness and fostering a culture of continuous improvement, engagement and accountability. Analyze key performance metrics to determine employee relations climate and make recommendations for improvement. Collect and compile HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitors' practices, and other sources. Ability to effectively use HR technologies that boost HR productivity, automate manual HR processes, and provide business insights through data analytics. Develop programs to improve employee engagement and operational efficiency. Proactively identify opportunities and assess improvements to the employee experience and partner with management to develop and implement innovative and lasting solutions. Maintain knowledge of employment and labor law. Communicate with legal counsel as/when necessary. Advise management on legal matters. Collaborate with internal client group to enhance organizational capability by delivering focused and targeted L&D initiatives. Participate in talent processes including talent calibrations, skill gap analyses, succession planning and development planning. Manage all Human Resources activities for the operation ensuring alignment and consistency with broader business and departmental objectives. Qualifications & Requirements Bachelor's degree in Human Resources, Business Administration or related field is required. An advanced degree preferred. SHRM-CP, SHRM-SCP, PHR or SPHR certification are preferred. 5 or more years of previous experience in a manufacturing environment with a thorough knowledge of labor relations is required. Strong written and verbal communication skills are required, and bi-lingual (English and Spanish) abilities is a plus. Excellent customer service, time management, interpersonal and analytical skills with a proven ability to multi-task, prioritize, and work efficiently in a fast-paced environment. Strong decision making, organizational and creative problem-solving skills with the ability to overcome unforeseen obstacles. Proficient use of Outlook 365 and Microsoft Teams, Word, Excel, and PowerPoint is required. Proficient in an HRIS system preferred, experience with Workday, Kronos, UKG Dimensions is a plus. The hiring range for this position is $84,500 to $123,600 annually. The actual base pay offered will vary based on multiple factors including job-related knowledge/skills, relevant experience, business needs, and geographic location. Compensation decisions are dependent upon the specifics of the candidate's qualifications and the business context. In addition to base pay, this position is eligible for an annual discretionary bonus. This position is eligible to participate in Brunswick's comprehensive and high-quality benefits offerings, including medical, dental, vision, paid vacation, 401k (up to 4% match), Health Savings Account (with company contribution), well-being program, product purchase discounts and much more. Details about our benefits can be found here. Next is Now! We value growth and development, recognizing that people come with a wealth of experience and talent beyond just the technical requirements of a job. If your experience is close to what you see listed here, please still consider applying. Brunswick is an Equal Opportunity Employer and considers all qualified applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status or any other characteristic protected by federal, state, or local law. Diversity of experience and skills combined with passion is key to innovation and inspiration and we encourage individuals from all backgrounds to apply. If you require accommodation during the application or interview process, please contact ****************************** for support. For more information about EEO laws, - click here Brunswick and Workday Privacy Policies Brunswick does not accept applications, inquiries or solicitations from unapproved staffing agencies or vendors. For help, please contact our support team at: ****************************** or ************. All job offers will come to you via the candidate portal you create when applying through a posted position through https:///************************** If you are ever unsure about what is being required of you during the application process or its source, please contact HR Shared Services at ************ or ******************************. #Brunswick Corporation - Mercury Marine

In partnership with the department HR Lead and other HR business units, provide high quality consulting support focused on the Talent Management Cycle and HR process delivery to the business in all areas of HR. Consultation is focused on integrating HR initiatives into the business in order to support overall business objectives. Ensures implementation and sustainability of HR initiatives. Identifies issues and trends related to the workforce. Act as project lead or swat team member in department supported but may assist in other areas as needed. May participate in department leadership initiatives. May have additional responsibilities as a subject matter expert in a specific HR discipline and accountability to a COE as liaison. Primary Duties and Responsibilities * Partners with business leadership and human resource teams to effectively deliver HR processes and programs that drive business results including but not limited to employee relations, performance development, engagement, retention, change leadership and transitions, individual and team development, compensation, diversity inclusion, and talent acquisition. * Provides trusted consultation to people leaders on developing and leading employees while bringing enterprise and outside in business perspectives. * Leads and/or participates in projects and initiatives in HR and/or business areas to further deliver business results. * Facilitates people leader and employee training on various people and talent related topics. Responsible for escalation and feedback loops to HR Business Partners, Human Resource Centers of Expertise, and Shared Operations. * Leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgment to accurately interpret findings and to provide data insight-based approaches to the business. * Navigates multiple systems and programs including analytic tools, talent management and other HR systems. * Manages multiple priorities, stakeholders and changing business and economic landscapes, flexing work approach and style to support highest priorities across the organization and within HR. * Continually develops skills to maximize value to the business and within the HR organization. Qualifications * Bachelor's degree required in human resources, business or related field. * An equivalent combination of education and progressively responsible work experience emphasizing data driven decision-making, communications, and personal development may be considered. * Minimum of 6 years of human resource experience in more than one HR discipline ideally HR generalist experience with specific experience in at least three of the following: change leadership and transitions, compensation, performance development, employee relations, recruiting, talent management. * Demonstrated business acumen in a variety of business environments to include knowledge in practices, trends, current and possible future policies. * Proven track record of exceptional consulting, project management, analytical and organizational skills with the ability to independently set priorities and carry out multiple, diverse assignments within time deadlines required. * Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view. * Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high-volume work environment. * Demonstrated ability to effectively perform within a matrixed environment. * Superior oral and written communications skills and the ability to build rapport with all staff levels required. * Strong interpersonal skills and the ability to lead/influence people and groups over whom there is no direct authority. * Effective conflict management skills * Flexibility and good judgment. * Ability to handle confidential information in a sensitive manner required #LI-Hybrid, #LI-Onsite Compensation Range: Pay Range - Start: $76,650.00 Pay Range - End: $142,350.00 Geographic Specific Pay Structure: Structure 110: $84,350.00 USD - $156,650.00 USD Structure 115: $88,130.00 USD - $163,670.00 USD We believe in fairness and transparency. It's why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you're living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more. Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now! Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.

At Citizens Bank we help people, businesses, and communities achieve financial success to build a better future. We hope you will consider joining our team. We are seeking a full time Human Resources Manager to join our Human Resources team. Manage all HR operations for the Bank. Ensure benefits, HR programs and policies are efficient, effective and in compliance with applicable employment laws. Duties and Responsibilities: Manage all areas of HR including Staffing, payroll, benefits, employee relations, performance management programs, and recruiting. Conduct HR staff performance reviews. Review Benefit plan documents for accuracy and gain an understanding of plan design details. Assist Benefit Administrator in distribution of materials and benefit communications to employees, working with Benefit vendors as necessary. Ensure HR processes and policies are in line with current employment legislation. Review practices regularly for compliance and update accordingly. Change/Develop new HR policies/programs and streamline processes where possible based on business needs. Employee relations and problem solving with managers. Ensure clear, thorough employee communications (forms, announcements, policies) from HR department. Ensure all job descriptions are up to date and compliant with all local, state, and federal regulations Manage and maintain the HR system (ADP) and other technologies used by the department, manage upgrades, training, security, and procedures that ensure data integrity. Create/run reports. Assure a well-trained, efficient HR staff, using open communications and fostering a team environment. Any other duties as assigned. Requirements: Bachelor's degree preferred ADP experience preferred 3-5 years HR experience required Effective verbal and written communication skills High degree of confidentiality Proficient computer skills (Word, Excel, e-mail, and HR system management experience is required) Critical Competencies: Accuracy Confidentiality Communication ****Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities**** Our company is an equal opportunity/affirmative action employer. Applicants can learn more about their rights by viewing the federal EEO poster at ********************************************************************************************

Overview: A leading company in packaging solutions is seeking a Human Resources Manager to lead HR practices that foster a high-performance, employee-oriented culture. This role is responsible for managing all HR services, policies, and programs across the company, with a focus on talent acquisition, compliance, employee development, and organizational culture.Key Responsibilities:· Lead recruiting and staffing efforts· Ensure compliance with employment regulations· Oversee employee onboarding, training, and development· Maintain and update employee handbook and HR documentation· Manage employee relations and engagement· Administer compensation, benefits, and 401(k) programs· Serve on safety and SQF (Safe Quality Food) committees· Advise leadership on HR strategy and initiatives Primary Objectives:· Promote workforce safety· Develop and maintain a productive workforce· Build and grow the HR department· Foster a culture of quality, continuous improvement, and performance Qualifications:· HR certifications a plus (e.g., SHRM-CP, SHRM-SCP, PHR)· Minimum 3 years in HR management, or 5 years in HR with desire for advancement· Strong organizational and project management skills· Excellent verbal and written communication abilities Compensation: 100k-110kLocation: Brookfield, WI

Summary of Role The HR Generalist will be responsible for executing human resource functions, including benefits questions and communications, recruiting, onboarding, employee relations, and HRIS administration. Key Responsibilities Facilitate benefits administration, including health and welfare plans, retirement programs, leave of absence management (FMLA, ADA, state leave), and benefits enrollment. Serve as a resource to employees regarding benefits education. (experience with self-funded medical plans preferred) Manage the full recruitment lifecycle and ensure seamless onboarding for new hires Coach and support leaders with employee relations, fostering a positive work environment and addressing workplace concerns. Administer and maintain the HRIS system, ensuring data accuracy, compliance, and the generation of actionable HR reports. (Paylocity experience preferred) Support and coordinate performance management processes, including goal setting, performance evaluations, coaching discussions, and development planning. Ensure compliance with employment laws and update HR policies to align with best practices and organizational objectives. Other duties as assigned Requirements: Qualifications Education Bachelors degree in human resources, business management, or a related field Experience Five or more years in a broad HR Generalist or Business Partner role Three years of experience in a health care or multi-site organization preferred History of developing and maintaining meaningful cross-functional partnerships Ability to use HRIS systems Paylocity preferred Skills and Abilities Understanding of employment law Time management, prioritization, and ability to meet multiple and changing deadlines Resource management including budgeting and staffing Exceptional interpersonal skills to build and cultivate relationships Exemplary communication skills (written, verbal, listening, presentation) Attention to detail and follow through, project management, and multitasking skills Ability to adapt quickly to, and diffuse, problematic situations Team player who regularly collaborates, including with members of senior leadership teams Ability to speak expertly with a transparent, trustworthy approach Able to develop creative, tailored HR ideas and solutions while considering best practices Dynamic and motivated; with a customer focus Proficient in Microsoft Office Suite Physical Demands Ability to work in a fast paced, rapidly changing environment Will need to stoop, bend, and at times lift up to 25 lbs., etc. Some local travel Standard office/clinic environments with low noise Use of standard office equipment, while standing or sitting PI6c09b6cf0250-31181-39277880

Under the direction of the Human Resources/Talent Business Partner, you will support our Sales organization to drive HR initiatives and key people strategies aligned to HR and business objectives. As a Senior HR Generalist, you will help to forecast, identify, build, and implement proactive talent solutions that align with business goals. The Senior HR Generalist supports with Organizational Development, Workforce Planning, Cyclical Talent Initiatives, and uses business acumen along with their human resources expertise to build strategic partnerships. This role will own the performance management process for the broader Sales organization. If you thrive in a changing environment and have a continuous improvement mindset, this opportunity is for you! You'll be DISRUPTIVE through these duties and responsibilities: Business Partnership: Demonstrates enterprise-wide financial, regulatory and compliance principals and consistently apply those principals to Talent processes, policies, and initiatives Provides coaching to business leadership and day to day guidance, counsel, and support to assigned leadership across the Sales organization to support ongoing talent initiatives Partners and collaborates with business leaders cross-functionally and Talent COEs to develop appropriate talent plans to build bench strength for organizational transformation utilizing talent data analytics and insights Engages key stakeholders and influences senior leadership to align talent to business strategies Employee Relations & Compliance: Supports the performance management cycle for the Sales organization including complex situations involving involuntary terminations and associated risks Coaches leadership on the performance management cycle and provides guidance on disciplinary actions Maintains positive employee relations by creating a responsive, open environment, where employees feel safe to speak up Serves as a Talent subject matter expert in partnership with our compliance team in relevant labor laws, legal rulings, and regulations with ability to consult and coach leaders on complex Talent issues Conducts and documents internal investigations as well as formal employee complaints Facilitate the off-boarding process for both voluntary and involuntary terminations Analyze Exit Survey data in partnership with Business Partner to provide insights and feedback Employee Experience: Provide support for Employee Experience programs (i.e., engagement survey, skip level meetings, exit interviews, stay interviews, action planning, roundtable sessions, and leader accountability) Use data and analytics to gain insight into employee feedback, provide personalized and relevant experiences, as well as development opportunities Cultivate an inclusive and supportive working environment for all employees Provide Program Support to Talent Management in the following areas: Annual Performance Review Process Annual Merit Cycle Strategic Talent and Org Review Succession Planning Internal Mobility Performance Management The TOOLS you'll bring with you: Bachelor's degree in human resources, business administration, or a related field 2-3+ years of experience in employee relations and/or HR support role High attention to detail with proven ability to manage complex employee documentation, track action items, and ensure accuracy across HR processes Excellent verbal, written and interpersonal communication skills Ability to handle sensitive and confidential information with discretion Other TOOLS we prefer you to have: Proficient background in employee relations/performance management Proficiency in Workday and Microsoft Office Suite Strong understanding of HR principles, practices, and employment laws, the Talent Management lifecycle and employee retention strategies PHR or SPHR We provide these great perks and benefits: Robust health, dental and vision insurance plans Generous 401 (K) savings plan Education assistance On-site wellness, fitness center, food, and coffee service · And many more, check out our benefits site HERE. Milwaukee Tool is an equal opportunity employer.

Job Location: Oak Brook - Illinois - United States, Racine - Wisconsin - United States, Grand Island - Nebraska - United States, New Holland - Pennsylvania - United States, Fargo - North Dakota - United States Job Family for Posting: HR Business Interface Job Type for Job Posting: Full Time Apply now * Apply Now * Start applying with LinkedIn Start Please wait... About Us Innovation. Sustainability. Productivity. This is how we are Breaking New Ground in our mission to sustainably advance the noble work of farmers and builders everywhere. With a growing global population and increased demands on resources, our products are instrumental to feeding and sheltering the world. From developing products that run on alternative power to productivity-enhancing precision tech, we are delivering solutions that benefit people - and they are possible thanks to people like you. If the opportunity to build your skills as part of a collaborative, global team excites you, you're in the right place. Grow a Career. Build a Future! Be part of this company at the forefront of agriculture and construction, that passionately innovates to drive customer efficiency and success. And we know innovation can't happen without collaboration. So, everything we do at CNH Industrial is about reaching new heights as one team, always delivering for the good of our customers. Job Purpose The HR Director - NA Region Ag Industrial HRBM plays a critical role in delivering day-to-day HR support across multiple union and non-union manufacturing facilities. This position leads a team of up to nine direct reports, providing hands-on guidance to HR professionals who support complex and specialized heavy equipment production environments. The successful candidate will foster a culture of collaboration, accountability, and continuous improvement across both operational and support teams. This role requires a dependable and detail-oriented HR leader who understands best practices, maintains confidentiality with integrity, and consistently upholds compliance standards. The ideal candidate is highly organized, people-focused, and committed to creating a positive and productive workplace. This role is hybrid and requires on-site presence a minimum of three (3) days per week, subject to team and business needs. The role can be located in our in Oak Brook, IL, Racine, WI, Fargo, ND, Grand Island, NE, or New Holland, PA, with a travel expectation of 25%. Key Responsibilities * Talent Succession, Performance: Drive talent succession development and performance management strategy, including goal alignment, feedback culture, and development planning. * Skill/Competency Development: Partner with plant leadership to build workforce capability to create a ready-now internal pipeline of candidates for critical roles and succession pipelines. * Employee Experience & Advocacy: Champion a responsive and inclusive employee experience by guiding policy interpretation, resolving escalated inquiries, and aligning shared services support with site needs. * Culture & Engagement Strategy: Shape and promote a values-driven culture through engagement initiatives, wellness programs, and internal communications that reinforce belonging and purpose. * Workforce Analytics & Reporting: Deliver strategic HR insights through dashboards, trend analysis, and reporting that inform talent strategy, operational planning, and executive decision-making. * HR Systems Governance: Oversee the integrity, security, and optimization of HR data systems and employee records. Ensure data accuracy supports enterprise-wide reporting and strategic decision-making. * Policy & Compliance Leadership: Ensure consistent application of HR policies and regulatory compliance across North America. Monitor legal updates, lead audit readiness, and mitigate risk through proactive governance. * Lead the design and execution of onboarding and offboarding programs that ensure seamless transitions, cultural alignment, and compliance across all sites. Experience Required * Bachelor's degree in Human Resources, Business Administration, or a related field and 10+ years of experience leading strategic HR programs and projects. * Strong understanding of core HR functions and employment laws. * Proficient HRIS platforms and data analytics tools-preferably with experience using SuccessFactors, Microsoft Office Suite (Word, Excel, Outlook, PowerPoint) is essential, and applicant tracking systems (ATS). * Demonstrated ability to thrive in fast-paced, dynamic environments, brings a people-first mindset, and demonstrates a natural inclination to support others with a positive, solution-oriented approach. * Excellent written and verbal communication skills are required, along with the ability to engage effectively at all levels of the organization. * A high degree of professionalism, discretion, and attention to detail is critical when handling sensitive information. Pay Transparency The annual salary for this role is USD $180,750 to $277,150, plus any applicable bonus (Actual salaries will vary and will be based on various factors, such as skill, experience and qualification for the role.) What We Offer We offer dynamic career opportunities across an international landscape. As an equal opportunity employer, we are committed to delivering value for all our employees and fostering a culture of respect. At CNH, we understand that the best solutions come from the diverse experiences and skills of our people. Here, you will be empowered to grow your career, to follow your passion, and help build a better future. To support our employees, we offer regional comprehensive benefits, including: * Flexible work arrangements * Savings & Retirement benefits * Tuition reimbursement * Parental leave * Adoption assistance * Fertility & Family building support * Employee Assistance Programs * Charitable contribution matching and Volunteer Time Off Click here to learn more about our benefits offerings! (US only) US applicants: CNH Industrial is an equal opportunity employer. This company considers candidates regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Applicants can learn more about their rights by viewing the federal "Know Your Rights" poster here. CNH Industrial participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. You can view additional information here. Canada applicants: CNH Industrial is an equal opportunity employer. This company considers candidates regardless of race, color, religion, sex, sexual orientation, gender identity, nationality, place of origin, disability, marital status, family status, age, or any other ground prohibited by applicable provincial human rights legislation. If you need reasonable accommodation with the application process, please contact us at ******************************. Apply now * Apply Now * Start applying with LinkedIn Start Please wait... {{video.content.cta}} {{video.content.title}} {{video.content.description}} × {{explore.title}} {{explore.description}} {{feed.title["#text"]}} {{feed.city["#text"]}}, {{feed.country["#text"]}} {{explore.cta}}

Job Description Serigraph Director of Human Resources West Bend, WI APPLY HERE WHO WE ARE WE TRANSLATE YOUR BRAND TO THE PHYSICAL WORLD THROUGH PRINT. Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the Automotive, Appliance, Consumer, Medical, Power Sports and Point-of-Purchase markets. Our core business is decorating plastics. We print, form, mold, finish and fulfill in-house to maximize cost-savings and speed-to-market. Our pre-press, pro-type, research & development, engineering services and web ordering platform provide out customers with complete support from start to finish. MISSION FOR THE POSTION Hire, Develop, and Retain Great Employees. The Director of Human Resources exists to strengthen Serigraph's culture by developing leaders, engaging and supporting employees, and aligning people, and practices to our values and business goals-so every individual has the clarity, capability, and support to succeed. JOB SUMMARY The Director of Human Resources is a hands-on, working leader responsible for aligning people strategies with Serigraph's Business Goals while strengthening leadership capability and employee engagement. This role leads and develops a small HR team and oversees core functions including recruiting and onboarding, employee relations, performance management, training and development, benefits, and payroll. By building strong hiring and development practices, delivering practical guidance, and ensuring consistent, compliant processes, the Director of Human Resources helps ensure employees are well-matched to their roles and supported in a positive, values-driven employee experience. Director of Human Resources Responsibilities - Strategic HR Leadership Partner with executive and functional leaders to develop and execute people strategies that align with business objectives and long-term organizational needs. Advise leadership on workforce planning, organizational design, talent needs, and succession planning. Provide data-informed HR insights and metrics to support decision-making and continuous improvement. Talent Acquisition, Performance & Development Oversee recruiting, hiring, and onboarding to ensure a consistent, high-quality candidate and new hire experience and strong role alignment. Partner with leaders to ensure employees are well-matched to their roles, have clear performance expectations, and defined development paths. Lead the performance management process, ensuring alignment with business goals, accountability, and employee growth. Coordinate training and leadership development initiatives that support individual capability, team effectiveness, and future talent needs. Employee Relations & Culture Serve as a trusted resource to employees and leaders, addressing questions, concerns, and workplace issues with professionalism and confidentiality. Manage employee relations matters, including conflict resolution, investigations, and disciplinary actions, ensuring consistency and fairness. Educate employees and leaders on company policies and practices, ensuring consistent application across the organization. Support and reinforce a positive, values-driven culture grounded in accountability, respect, and continuous improvement. HR Operations, Compliance & Systems Oversee benefits administration and analyze plan utilization and spend to improve employee experience and population health. Manage employee leave administration in compliance with ERISA, FMLA, and applicable labor regulations. Oversee payroll processing and related audits to ensure accuracy, compliance, and timeliness. Leverage HR systems to maintain accurate data, reporting, and process efficiency. What we are looking for in a Director of Human Resources - Bachelor's degree in human resources or business administration preferred or equivalent experience. Eight or more years of experience in senior human resources role in a manufacturing environment. Knowledge of employment law, both federal and state, and HR best practices, including experience with employee relations and investigations. Experience in leading leadership development and training initiatives. Professionalism and confidentiality. Excellent communication, organization, and accuracy. Experience in Microsoft Office products with advanced Excel skills. Team player with a customer service mindset for employees and leaders. Knowledge of good departmental and company safety/housekeeping/PPE practices. Understand departmental procedures and policies. Preferred Qualifications and Experience - Certifications such as PHR or SHRM-CP. Experience in UKG ideal, specifically UKG Pro and UKG WFM (Dimensions). Experience working in ISO, IATF, or other quality management systems. Valid driver's license for travel between facilities or to other HR related events. If you're ready to lead with purpose, drive meaningful change, and help build an exceptional employee experience, we invite you to apply today. Join Serigraph and be part of a team that values collaboration, continuous improvement, and doing work that matters. Apply now to shape the future of HR at Serigraph. Who is Serigraph? Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the automotive, appliance, consumer, medical, power sports, and point-of-purchase markets. Our core business is decorating plastic. We print, form, mold, finish and fulfill in-house. Serigraph specializes in transforming our customer's brands to the physical world through print. Come help us build a team of creative problem solvers who know they can make a difference-because that's the kind of community we want. Life at Serigraph The average Serigraph employee has more than 16 years of service! The tenure of our coworkers speaks volumes for life at Serigraph. Serigraph employees enjoy: Competitive wages Access to earned wages before the scheduled payday Paid time off, 10 paid holidays, and a vacation buy/sell program Free onsite healthcare and telemedicine including COVID testing Full benefits package including health, dental, vision, disability, and life insurance 401(k) eligibility on day one Free onsite fitness facility and walking trails Cross training, growth, and promotion from within What are you waiting for? Apply to join the Serigraph team today! We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter. Powered by JazzHR RiJeaKeVem

WHO WE ARE WE TRANSLATE YOUR BRAND TO THE PHYSICAL WORLD THROUGH PRINT. Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the Automotive, Appliance, Consumer, Medical, Power Sports and Point-of-Purchase markets. Our core business is decorating plastics. We print, form, mold, finish and fulfill in-house to maximize cost-savings and speed-to-market. Our pre-press, pro-type, research & development, engineering services and web ordering platform provide out customers with complete support from start to finish. MISSION FOR THE POSTIONHire, Develop, and Retain Great Employees. The Director of Human Resources exists to strengthen Serigraph's culture by developing leaders, engaging and supporting employees, and aligning people, and practices to our values and business goals-so every individual has the clarity, capability, and support to succeed. JOB SUMMARYThe Director of Human Resources is a hands-on, working leader responsible for aligning people strategies with Serigraph's Business Goals while strengthening leadership capability and employee engagement. This role leads and develops a small HR team and oversees core functions including recruiting and onboarding, employee relations, performance management, training and development, benefits, and payroll. By building strong hiring and development practices, delivering practical guidance, and ensuring consistent, compliant processes, the Director of Human Resources helps ensure employees are well-matched to their roles and supported in a positive, values-driven employee experience.Director of Human Resources Responsibilities - Strategic HR Leadership Partner with executive and functional leaders to develop and execute people strategies that align with business objectives and long-term organizational needs. Advise leadership on workforce planning, organizational design, talent needs, and succession planning. Provide data-informed HR insights and metrics to support decision-making and continuous improvement. Talent Acquisition, Performance & Development Oversee recruiting, hiring, and onboarding to ensure a consistent, high-quality candidate and new hire experience and strong role alignment. Partner with leaders to ensure employees are well-matched to their roles, have clear performance expectations, and defined development paths. Lead the performance management process, ensuring alignment with business goals, accountability, and employee growth. Coordinate training and leadership development initiatives that support individual capability, team effectiveness, and future talent needs. Employee Relations & Culture Serve as a trusted resource to employees and leaders, addressing questions, concerns, and workplace issues with professionalism and confidentiality. Manage employee relations matters, including conflict resolution, investigations, and disciplinary actions, ensuring consistency and fairness. Educate employees and leaders on company policies and practices, ensuring consistent application across the organization. Support and reinforce a positive, values-driven culture grounded in accountability, respect, and continuous improvement. HR Operations, Compliance & Systems Oversee benefits administration and analyze plan utilization and spend to improve employee experience and population health. Manage employee leave administration in compliance with ERISA, FMLA, and applicable labor regulations. Oversee payroll processing and related audits to ensure accuracy, compliance, and timeliness. Leverage HR systems to maintain accurate data, reporting, and process efficiency. What we are looking for in a Director of Human Resources - Bachelor's degree in human resources or business administration preferred or equivalent experience. Eight or more years of experience in senior human resources role in a manufacturing environment. Knowledge of employment law, both federal and state, and HR best practices, including experience with employee relations and investigations. Experience in leading leadership development and training initiatives. Professionalism and confidentiality. Excellent communication, organization, and accuracy. Experience in Microsoft Office products with advanced Excel skills. Team player with a customer service mindset for employees and leaders. Knowledge of good departmental and company safety/housekeeping/PPE practices. Understand departmental procedures and policies. Preferred Qualifications and Experience - Certifications such as PHR or SHRM-CP. Experience in UKG ideal, specifically UKG Pro and UKG WFM (Dimensions). Experience working in ISO, IATF, or other quality management systems. Valid driver's license for travel between facilities or to other HR related events. If you're ready to lead with purpose, drive meaningful change, and help build an exceptional employee experience, we invite you to apply today. Join Serigraph and be part of a team that values collaboration, continuous improvement, and doing work that matters.Apply now to shape the future of HR at Serigraph. Who is Serigraph? Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the automotive, appliance, consumer, medical, power sports, and point-of-purchase markets. Our core business is decorating plastic. We print, form, mold, finish and fulfill in-house. Serigraph specializes in transforming our customer's brands to the physical world through print. Come help us build a team of creative problem solvers who know they can make a difference-because that's the kind of community we want. Life at Serigraph The average Serigraph employee has more than 16 years of service! The tenure of our coworkers speaks volumes for life at Serigraph. Serigraph employees enjoy: Competitive wages Access to earned wages before the scheduled payday Paid time off, 10 paid holidays, and a vacation buy/sell program Free onsite healthcare and telemedicine including COVID testing Full benefits package including health, dental, vision, disability, and life insurance 401(k) eligibility on day one Free onsite fitness facility and walking trails Cross training, growth, and promotion from within What are you waiting for? Apply to join the Serigraph team today! *Serigraph is an Equal Opportunity Employer*

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