Director of human resources jobs in Buffalo, NY - 41 jobs

Manages the activities and strategic direction of the Department including indirectly managing several diverse types of Technology operations and/or support function teams. Responsible for the budget of multiple cost centers spanning concurrent development streams. Provides long and short-term strategic direction for the entire Department, multiple applications and/or cost centers. Serves as primary contact to Divisional peers, Technology leadership team, Management Group and business partners. Oversees development and career planning for all team members. Primary Responsibilities: Direct and participate in consults with client management in the analysis of short and long-range business requirements of the largest and/or most complex nature and recommend innovations that anticipate future impact of changing business requirements. Build positive client relationships to support the delivery of these activities. Monitor technology direction of the industry and vendor applications specific to areas and businesses supported. Manage supporting research and initiation of change to the status quo, when necessary to ensure implementation of appropriate technologies. Manage vendor/product analyses and recommendations to ensure delivery of the most appropriate end product based on available resources, inclusive of budget. Develop and manage multiple cost center budgets. Provide senior level leadership to multiple application development, support testing efforts, technology infrastructure/project management and/or other technology domains. Manage Technology department(s) and responsible for all financial, compliance, human resources and risk operations with the departments. Develop and maintain contacts within the organization to obtain the requisite support related to systems development activities managed. Maintain relationships with vendors and professional organizations to remain current on industry trends and best practices for supported systems and businesses. Direct systems development activities of assigned teams, including assignment of staff to various projects and ensure their timely completion within budget. Coordinate activities with other managers as required to support efforts of mutual interest. Manage the implementation of technology consistent with Division standards and long-range plans, seeking opportunities to leverage these across other teams as applicable. Ensure activities managed adhere to all Department and Technology standards and procedures, including all documentation requirements to protect Bank interests and serve as a reference source. Manage and ensure the recommendation of systems designs based on business and technology requirements. Manage identification of issues and concerns throughout the process and ensure they are investigated and resolved. Manage monitoring project plans of assigned teams to ensure they remain on track; identify and address significant issues that may result in delays. Remain current on activities outside assigned teams that may impact activities of the teams or systems managed. Exercise usual authority of a manager concerning staffing, performance appraisals, promotions, salary recommendations, performance management and terminations. Understand and adhere to the Company's risk and regulatory standards, policies and controls in accordance with the Company's Risk Appetite. Design, implement, maintain and enhance internal controls to mitigate risk on an ongoing basis. Identify risk-related issues needing escalation to management. Promote an environment that supports belonging and reflects the M&T Bank brand. Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable. Complete other related duties as assigned. Scope of Responsibilities: Oversees a team where the majority of employees are Infrastructure Analysts, Business Systems Analysts, Scrum Masters, Technology Supervisors, Team Leads, Managers, and/or other similar roles in Technology. Supervisory/Managerial Responsibilities: 20-50 Education and Experience Required: A combined minimum of 13 years' higher education and/or work experience, including a minimum of 4 years' technology or systems experience and 9 years' technology management / program leadership experience including people management Proficiency with pertinent project management, word processing and spreadsheet applications Capable of working on multiple projects of a complex nature Experience on large system enhancements, conversions, and production problem resolution Complete understanding of the system development life cycle Excellent problem-solving skills to assist in issue resolution Familiar with application development software and hardware platforms Understanding business(es) supported and its' terminology Excellent verbal and written communication skills Excellent analytical skills Excellent decision-making skills Excellent organizational and time management skills Prior experience encouraging teamwork and serving as role model when leading and directing others Understanding of technical, business and operational impacts of a project or problem Confidence in leading multiple teams often in different geographic locations and time zones Prior experience presenting to senior management Education and Experience Preferred: Master's degree Minimum of 12 years' technology management or large program leadership experience Extensive application, product knowledge experience with skills, application(s) and function of the technology area being led Subject Matter Expert understanding of applications supported with an advanced knowledge of interfacing/integrated applications Understanding of multiple business area's functions Proven mentoring and leadership capabilities from a project management perspective Experience with skills, application(s) and functions of the technology area Good understanding of the Bank's application framework Aware of the Bank's business plan and strategic objectives with ability to shape direction Mastered knowledge and focus of the entire system and support projects outside of normal business-as-usual (BAU) Self-motivated and able to motivate others Physical Requirements:M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $148,300.00 - $247,100.00 Annual (USD). The successful candidate's particular combination of knowledge, skills, and experience will inform their specific compensation.LocationBuffalo, New York, United States of America

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

We are looking for an HR Specialist to provide support for our HRBP team. You will partner closely with HRBPs to bring HR programs and initiatives to completion. You will collaborate with cross-functional partners to oversee and deploy projects both within specific business units and functions. Your success means helping HRBPs turn ideas into reality and effectively coordinating impactful People programs to drive employee engagement. You will also help improve these programs as we continue to scale. Qualifications You will: Execute on both administrative and project-based work across different HR programs, such as the annual performance review cycle, bi-annual promotion cycle, and Pulse survey. Facilitate trainings and onboarding for employees and be an HR point of contact. Oversee the end-to-end project management of ad-hoc initiatives, such as team reorgs, talent reviews, team-building exercises, and M&A work. Assist HRBPs in creating and evaluating surveys and reports. Build and maintain a collaborative partnership with cross-functional teams, both locally and globally, such as HR Operations, Learning & Programs, People Analytics, Office Experience, Compensation, Benefits, Talent, IT, and Security. Escalate concerns beyond your scope and navigate employees and leads to the right team. You have: 3+ years of HR, operational, project management, or program management experience. Strong analytical and problem-solving skills, with experience implementing processes that scale. Excellent communication skills (written, verbal, presentation, and interpersonal), with an ability to build partnerships and establish rapport and credibility at all levels. An ability to work independently to manage multiple ongoing programs. Exceptional ethics around confidentiality and highly sensitive information. Even better: Experience working with HR systems (e.g. Workday, Visier, Glint) People operations, recruiting coordination, or executive admin experience Additional Information Were working to build a more inclusive economy where our customers have equal access to opportunity, and we strive to live by these same values in building our workplace. Block is a proud equal opportunity employer. We work hard to evaluate all employees and job applicants consistently, without regard to race, color, religion, gender, national origin, age, disability, pregnancy, gender expression or identity, sexual orientation, citizenship, or any other legally protected class.

McGard Human Resources Manager 1st Shift, Monday - Friday Salaried, $120,000 - $160,000 DOE At McGard LLC , precision is in our DNA, from the products we engineer to the people who power them. As a global leader in automotive security solutions with global operations, we're seeking a Human Resources Manager who's ready to take the wheel of our corporate HR function and steer it into the next era of growth, accountability, and cultural impact. This is a high-visibility, high-responsibility role reporting directly to the President and serving as a key member of the Senior Management Team . You'll be more than a policy expert. You'll be the cultural architect, the strategist, and the driver of meaningful change across the organization. About McGard We are a mid-sized global manufacturer in the automotive industry with a diverse workforce that includes hourly production staff, skilled trades, and office professionals in engineering, finance, sales, and operations. Our culture is built on precision, innovation, and integrity-and we're committed to evolving it with purpose. At McGard, we live our core values every day: Passion - We take pride in our work and exceed expectations. Integrity - We act with honesty, ethics, and transparency. Innovation - We challenge assumptions and embrace better ways. Ownership - We're accountable, empowered, and united in purpose. What You'll Drive Partner with senior leadership to execute people strategies that support business goals and talent development. Lead core Human Resources operations: benefits, performance management, recruitment, compliance, onboarding, and training. Own employee relations and labor strategies-including employee engagement, conflict resolution, and workplace culture initiatives. Design and implement employee engagement programs that build cross-functional collaboration and recognition-from appreciation events to meaningful recognition platforms. Manage a dedicated Human Resources team and provide day-to-day guidance to leaders at all levels. Champion change management initiatives to support organizational transformation. Leverage HR analytics and systems to inform strategic decisions and optimize workforce planning. Promote a culture of inclusion and respect, with a strong emphasis on cultural and language diversity across the workforce. What You Bring Proven experience with labor law compliance and employee relations. Proven experience in compensation structures, payroll administration, benefits programs, and performance management systems. Deep knowledge of EEOC, NLRB, NYS general labor law, and experience with Unions a plus. Experience in leading through organizational change, including restructuring or cultural transformation. Proficiency in HR platforms and data-driven decision-making. Demonstrated success in developing and leading leadership training and development programs. Strong interpersonal and communication skills, with high integrity and emotional intelligence. Strategic mindset with the ability to influence and build consensus across diverse stakeholders. Resilience and agility in fast-paced, evolving environments. Experience working with multilingual teams is a plus Bachelor's degree or equivalent combination of education and experience. Minimum five (5) years of relevant HR Manager experience in a manufacturing environment required. SHRM (i.e. PHR or SPHR) certification preferred. Ready to Take the Wheel? If you're a bold, people-first leader ready to shift gears and accelerate impact apply now . Let's drive the future of McGard together. "We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law." IND123 #LI-ONSITE

McGard Human Resources Manager 1st Shift, Monday - Friday Salaried, $120,000 - $160,000 DOE At McGard LLC , precision is in our DNA, from the products we engineer to the people who power them. As a global leader in automotive security solutions with global operations, we're seeking a Human Resources Manager who's ready to take the wheel of our corporate HR function and steer it into the next era of growth, accountability, and cultural impact. This is a high-visibility, high-responsibility role reporting directly to the President and serving as a key member of the Senior Management Team . You'll be more than a policy expert. You'll be the cultural architect, the strategist, and the driver of meaningful change across the organization. About McGard We are a mid-sized global manufacturer in the automotive industry with a diverse workforce that includes hourly production staff, skilled trades, and office professionals in engineering, finance, sales, and operations. Our culture is built on precision, innovation, and integrity-and we're committed to evolving it with purpose. At McGard, we live our core values every day: Passion - We take pride in our work and exceed expectations. Integrity - We act with honesty, ethics, and transparency. Innovation - We challenge assumptions and embrace better ways. Ownership - We're accountable, empowered, and united in purpose. What You'll Drive Partner with senior leadership to execute people strategies that support business goals and talent development. Lead core Human Resources operations: benefits, performance management, recruitment, compliance, onboarding, and training. Own employee relations and labor strategies-including employee engagement, conflict resolution, and workplace culture initiatives. Design and implement employee engagement programs that build cross-functional collaboration and recognition-from appreciation events to meaningful recognition platforms. Manage a dedicated Human Resources team and provide day-to-day guidance to leaders at all levels. Champion change management initiatives to support organizational transformation. Leverage HR analytics and systems to inform strategic decisions and optimize workforce planning. Promote a culture of inclusion and respect, with a strong emphasis on cultural and language diversity across the workforce. What You Bring Proven experience with labor law compliance and employee relations. Proven experience in compensation structures, payroll administration, benefits programs, and performance management systems. Deep knowledge of EEOC, NLRB, NYS general labor law, and experience with Unions a plus. Experience in leading through organizational change, including restructuring or cultural transformation. Proficiency in HR platforms and data-driven decision-making. Demonstrated success in developing and leading leadership training and development programs. Strong interpersonal and communication skills, with high integrity and emotional intelligence. Strategic mindset with the ability to influence and build consensus across diverse stakeholders. Resilience and agility in fast-paced, evolving environments. Experience working with multilingual teams is a plus Bachelor's degree or equivalent combination of education and experience. Minimum five (5) years of relevant HR Manager experience in a manufacturing environment required. SHRM (i.e. PHR or SPHR) certification preferred. Ready to Take the Wheel? If you're a bold, people-first leader ready to shift gears and accelerate impact apply now . Let's drive the future of McGard together. "We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law." IND123 #LI-ONSITE

SOUTHERN TIER ENVIRONMENTS FOR LIVING, INC. Employment Opportunity STEL, Inc. is the leading provider of mental health residential rehabilitation and support in the Chautauqua-Allegheny region. We seek caring, empathetic, and energetic individuals to join our team of professionals in supporting our mission to help people recover from mental illness. APPLY TODAY! Job Title: Human Resource Director Department: Administration Reports to: Executive Director / Chief Executive Officer Location: Dunkirk, NY FLSA Status: Exempt Employment Type: Full-time Organization Overview: Southern Tier Environments for Living, Inc. (STEL, Inc.) is a non-profit organization dedicated to providing safe, supportive housing and mental health services to individuals with psychiatric disabilities and other challenges. Our mission is to empower individuals to achieve stability, wellness, and independence within a community of dignity and respect. Position Summary: The Human Resource Director provides strategic leadership and operational management of the agency's human resource functions. This includes recruitment, onboarding, compliance, employee relations, performance management, compensation and benefits, staff development, DEI initiatives, and organizational culture. The HR Director ensures that all HR practices support the mission, values, and goals of a trauma-informed, recovery-oriented, and person-centered organization. Key Responsibilities: Strategic Leadership & Compliance: Develop and implement HR strategies aligned with organizational goals and mission. Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, EEOC, OSHA, and labor regulations. Serve as a key advisor to leadership on organizational structure, workforce planning, and policy development. Recruitment & Talent Management: Oversee recruitment, hiring, and onboarding processes to attract and retain qualified staff. Promote inclusive and equitable hiring practices. Collaborate with program managers to assess staffing needs and talent pipelines. Employee Relations & Engagement: Foster a culture of collaboration, respect, accountability, and inclusion. Provide coaching and support to supervisors and staff to address workplace issues, performance concerns, and conflict resolution. Lead internal investigations and manage disciplinary actions when necessary. Compensation & Benefits Administration: Manage compensation systems and ensure internal equity and external competitiveness. Oversee benefits administration, including health insurance, leave policies, and wellness programs. Evaluate benefits offerings and negotiate with vendors as needed. Training & Staff Development: Identify training needs and collaborate with other Directors to develop programs, including DEI and trauma-informed care training. Support professional growth, retention, and succession planning across departments. HR Operations & Systems: Maintain and oversee personnel records in accordance with confidentiality and data protection standards. Ensure accurate payroll processing in coordination with the Finance department. Generate HR metrics and reports for executive leadership and the board as requested. Qualifications: Required: Bachelor's degree in Human Resources, Business Administration, or related field. Minimum of 7 years of progressive HR experience, including 3+ years in a leadership role. Demonstrated knowledge of employment law and HR best practices. Commitment to equity, diversity, and trauma-informed practices. Preferred: Master's degree in Human Resources, Public Administration, or related field. HR Certification (e.g., SHRM-SCP, SPHR). Familiarity with mental health services, supportive housing, or similar fields. Key Competencies: Strong interpersonal and communication skills. Strategic thinker with hands-on implementation skills. Ability to work collaboratively across departments and levels. Sensitivity to the needs of a diverse, multicultural workforce. Conflict resolution, negotiation, and coaching skills. Salary & Benefits: Salary commensurate with experience and excellent full-time benefits package including medical, dental, vision, Sec. 125 plan, retirement plan, employee assistance plan, and more. We are a Public Service Loan Forgiveness Program (PSLF) Employer. To Apply: Please submit a resume and cover letter to Thomas J. Whitney, Executive Director. All applications will be accepted on a rolling basis until the position is filled. APPLY TO: Thomas J. Whitney Executive Director STEL, Inc. 715 Central Avenue Dunkirk, NY 14048 ************** *****************

We exist for workers and their employers -- who are the backbone of our economy. That is where Centivo comes in -- our mission is to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. As Centivo has grown, our People team has taken on additional responsibilities. We are currently launching multiple initiatives in the L&D and knowledge management areas while continuing to provide people & organizational support to all business units We are looking to add an HR Business Partner (People & Org Partner, or POP, here) to support a portion of our business units, departments and business leaders. The ideal candidate would be looking for a role in a progressive organization where they are expected to be a carrier of culture and role model of the company values while serving to translate strategic people objectives into flawless execution in partnership with the Chief People Officer and our Director of People Ops and the rest of the People team. Responsibilities Include: Serve as the business partner for a subset of departments as well as the business partner for the leadership team in those same departments. Lead talent acquisition for your assigned departments and ensure our talent acquisition and onboarding processes lead to strong quality of hire and culture fit. Provide day to day people/human resources support and consultation across the business, supporting team members, managers and directors, particularly with performance management, coaching, engagement, growth and retention. Serve as an internal people team SME for an HR sub-specialty (eg leaves, performance, benefits, talent acquisition). Collaborate within the People team on projects and annual goals & priorities - executing some and leading on others. Help sustain and drive a culture of high engagement, inclusion and belonging where we all truly live and demonstrate our values. Support HR compliance requirements, ensuring we're on top of all federal, state and local employment requirements. Qualifications & Experience 5 years of experience in HRBP/People Operations role Experienced with at least one HRIS and ATS system Familiarity with progressive talent acquisition strategies. Reliable and detail-oriented enough to keep track of competing commitments and due dates so that you can meet them (or raise issues when you can't) Strong on learning and growth orientation, as demonstrated by being resourceful & curious to research and dig into areas that you haven't yet mastered Flexible so when priorities within the organization or department change, you raise any concerns with delivering what we've already promised so we can work through them Sensitive and aware that we need to demonstrate a high degree of confidentiality in interpersonal interactions Strong written and oral communication skills Fluent in Excel - eg pivot tables, v-lookups, conditional formatting should be within your existing toolbox and not things you need to learn/relearn. Preferred Qualifications: Bachelor's degree in Human Resources or related field strongly preferred Experience in a high-growth startup is strongly preferred. Growth Orientation Skills Learning Agility & Continuous Development - Embraces lifelong learning, actively seeks to develop new skills, and believes intelligence and abilities can be improved through effort and practice rather than viewing them as fixed traits. Resilience & Challenge Orientation - Views setbacks as temporary learning opportunities, embraces challenging tasks as chances to grow, and persists through obstacles by experimenting with different approaches and solutions. Feedback Receptiveness & Self-Improvement - Values constructive criticism as information for growth, sees feedback as an opportunity to improve and develop new systems, rather than perceiving it as personal attacks or threats. Creative Risk-Taking & Innovation Focus - Takes calculated creative risks as ways to innovate and improve, focuses on the journey of continual improvement rather than just measurable accomplishments, and views others' success as inspiration rather than competition. Leadership Skills: Business Acumen - A keenness and quickness in understanding and dealing with a business situation (risks and opportunities) in a manner that is likely to lead to a good outcome. Critical to this is an ability to think beyond their own function. Accountability & Execution - Taking ownership of actions, following through on commitments, actively carrying out tasks, monitoring progress, delivering results as promised, and being answerable for positive and negative outcomes. Strategist Mindset - The ability see and articulate the bigger picture, thinking proactively and anticipating both opportunities and obstacles in the context of setting direction and maintain alignment to long-term company goals. Systems Thinking - The ability to see and articulate the patterns, interconnections and interdependencies within a system Process Orientation - The ability to see and articulate the sequential flow of activities, including anticipating impacts upstream and downstream when processes are changed. Flexibility/Working through Ambiguity - Tendency to be energized by new experiences/perspectives, working with both data and fragmented information to arrive at practical, effective, actionable next steps. Leadership Behaviors: Communicate - Managers discuss the company's vision and strategies, the department's direction and goals, and in times of crisis, what we know and don't know to make sure team members know what they need to know. Clarify - As managers, it's up to us to clarify what good looks like. What do we expect? What do our clients, customers or colleagues need? If our teams are not performing as expected, managers must clarify expectations and ensure understanding. Coach - Managers provide recognition and feedback; help team members find solutions to challenges; amplify good and filter weaker aspects of organizational culture and the work as they coach employees in their day-to-day performance and their growth and career development. Connect - Managers help our teams see their collective purpose and how their work connects to the greater whole. We connect people within our company and network. Customize - As managers, we need to understand what makes each team member unique, and then customize, tailor and adapt how we support them. Centivo Values: Resilient - This is wicked hard. There is no easy button for healthcare affordability. Luckily, the mission makes it worth it and sustains us when things are tough. Being resilient ensures we don't give up. Uncommon - The status quo stinks so we had to go out and build something better. We know the healthcare system. It isn't working for members, employers, and providers. So we're building it from scratch, from the ground up. Our focus is on making things better for them while also improving clinical results - which is bold and uncommon. Positive - We care about each other. It takes energy to do hard stuff, build something better and to be resilient and unconventional while doing it. Because of that, we make sure we give kudos freely and feedback with care. When our tank gets low, a team member is there to be a source of new energy. We celebrate together. We are supportive, generous, humble, and positive. Who we are: Centivo is an innovative health plan for self-funded employers on a mission to bring affordable, high-quality healthcare to the millions who struggle to pay their healthcare bills. Anchored around a primary care based ACO model, Centivo saves employers 15 to 30 percent compared to traditional insurance carriers. Employees also realize significant savings through our free primary care (including virtual), predictable copay and no-deductible benefit plan design. Centivo works with employers ranging in size from 51 employees to Fortune 500 companies. For more information, visit centivo.com. Headquartered in Buffalo, NY with offices in New York City and Buffalo, Centivo is backed by leading healthcare and technology investors, including a recent round of investment from Morgan Health, a business unit of JPMorgan Chase & Co.

Rate Range provided is based on experience and education. Elderwood at Williamsville is seeking a Human Resource Manager (HRM) to join our team. The ideal candidate is an experienced HR Professional with strong problem solving & communication skills who can quickly learn our HRIS and talent management systems. The Human Resources Manager supports all business operations by managing the organization's HR administration, and execution. Overall, this position is responsible for executing and managing all recruiting, onboarding, offboarding, performance management, payroll and general HR activities for the site. This position also has a Recruiting Coordinator on-site to help execute critical recruitment functions for the facility. Core Competencies: • Problem Solving • Customer Service • Decision Making • Excellent Communication Employee Perks! 401K Retirement Plan with Company Match, Free On-Site Parking, Generous PTO & holiday package, Life Insurance, Medical, Dental, and Vision insurance Responsibilities The Human Resources Manager supports all business operations by managing the organization's HR administration, and execution. Overall, this position is responsible for executing and managing all recruiting, onboarding, offboarding, performance management, payroll and general HR activities for the site. Essential Job Functions Recruitment 1. Responsible for the timely sourcing, interviewing, & onboarding of candidates through the Applicant Tracking System. 2. Maintaining an accurate and timely submission of the weekly open positions report. 3. Participation in marketing the facility through recruitment events held at the facility as well various organizations and schools, i.e. open interviews & job fairs. 4. Ensure internal posting process is properly managed within the facility, and for employees involved in facility-to-facility transfers. 5. Promote company Employee Referral Program. 6. Accurately track employee referral program and timely payout of referral bonuses. Onboarding & Training 7. Orient and complete new hire paperwork for all new staff members and ensure that employment regulatory requirements are met; to include but not limited to, reviewing benefit program eligibility, describing benefit plans, and confirmation of enrollment completion. 8. Schedule new hires for General Orientation and deliver HR training component. Administrative 9. Obtain all required regulatory documentation for all licensed & certified persons hired at the facility at time of hire, and annually thereafter, i.e., professional licenses and CPR and other Life Safety certifications. If not certified arrange for training. 10. Coordinate new hire physicals and obtain required medical documentation for TST. 11. Ensure that all personnel actions are properly documented (location, address, rate of pay and status change, disciplinary actions, and signature receipts). 12. Maintain staff member personnel records in accordance with regulatory agency requirements and HR Policy & Procedure Manual. 13. Initiate probationary and annual performance evaluation process. 14. Administer 30 Day New Hire Surveys & Exit Interviews in accordance with company policy. 15. Complete wage verification forms for Social Service agencies, insurance, and mortgage companies, etc. 16. Order name badges, business cards and computer access as needed. 17. Timely processing of employee termination and maintain staff roster in several databases. 18. Coordinate uniform benefit allowance and fitting and acquiring of uniforms under the allowance program. Payroll & Benefit Administration 19. Timely distribution of information on the company's benefits package to all eligible employees, monitor pending enrollments and provide follow up to verify completion. 20. Responsible for accurate and timely data entry of employee information and ongoing maintenance in ADP HRIS. 21. Review all employee timecards in time & attendance system for accuracy and approvals. 22. Run various reports out of ADP reporting 23. Assist employees with benefit/payroll inquires. 24. Interpret personnel policies and procedures and communicate benefit program details to staff. 25. Upon termination of staff, distribute documentation relating to benefits such as Health Insurance, 401K, Life Insurance, and Dental Insurance. 26. Helps coordinate all employee activities, as established by executive staff. 27. Compile and track paperwork for staff members on leave of absence; maintain compliance with FMLA and other regulatory leaves; maintain communication with staff members on return-to work expectations. Unemployment & Workers Compensation 28. Ensure timely response to claims for unemployment insurance. Verify that all termination data is reported to payroll within one pay period of termination date. 29. Represent the company in UI and WC hearings when necessary. 30. Participate in facility Safety Committee. 31. Compile and submit information for unemployment, Worker's Compensation, and disability claims; maintain OSHA 300 log. Employee Relations 32. Ability to triage employee concerns and issues; knowing when to escalate to the Administrator and/or EAS HR. 33. Ensure consistent application of policy & procedures to include corrective disciplinary actions. 34. Maintain disciplinary log. 35. Drive facility recognition and retention programs, i.e., Employee of the Month, birthdays, anniversaries. 36. Managing Performance Management systems and supporting management in employee development. 37. Cultivating and monitoring company culture via multiple avenues, to support the attainment of the company's goals and promote employee satisfaction and retention. 38. Planning and executing company events and meetings (both remote and in person) that encourage team bonding, culture diffusion and ongoing organizational learning and development. General 39. Apply knowledge and understanding of all policies and procedures. Act as a resource for staff seeking guidance and explanation of policies and procedures. 40. Overseeing all HR initiatives, strategies, systems, and tactics. 41. Exhibits the highest level of customer service towards individuals, staff, and visitors. 42. Consistently demonstrates the ability to respond to changing situations in a flexible manner to meet current needs, such as reprioritizing work as necessary. 43. Supporting team management by providing HR counsel, mediation, workshops, trainings, and best practices on issues such as non-performing employees and improving and developing employee skills. 44. Researching, developing, writing, updating, communicating, and enforcing all company policies and procedural guidelines to meet organizational values. 45. Maintaining company LMS, ATS and HRIS for an efficient and employee friendly HR experience. 46. Arrives to work on time, regularly, and works as scheduled. 47. Recognizes and follows the dress code of the facility including wearing name tag at all times. 48. Follows policy and procedure regarding all electronic devices, computers, tablets, etc. 49. Supports and abides by Pediatric Specialty Care's Mission, Vision, and Values. 50. Abides by Pediatric Specialty Care's businesses code of conduct, compliance and HIPAA policies. 51. Performs other duties as assigned by supervisor, management staff or Administrator. Qualifications Qualifications Bachelor's or Master's degree in Human Resources, Business or other related field. • PHR is preferred. • A minimum of five years of experience in a Human Resources management role. • Demonstrable knowledge in state & federal labor laws, FMLA, OHSA, & COBRA. • Must have prior recruitment and employee onboarding experience. • Prior payroll and benefits experience strongly preferred. • Must be proficient in Microsoft Office, highly organized, detail oriented,& quality focused. • Strong written and verbal communication skills required. • Effectively prioritize job responsibilities in a fast-paced environment. • Ability to successfully self-manage and work autonomously. Skills/Competencies • Problem Solving • Customer Service • Decision Making • Excellent Communication This position requires regular interaction with residents, coworkers, visitors, and/or supervisors. In order to ensure a safe work environment for residents, coworkers, visitors, and/or supervisors of the Company, and to permit unfettered communication between the employee and those residents, coworkers, visitors, and supervisors, this position requires that the employee be able to read, write, speak, and understand the English language at an intermediate or more advanced level. EOE Statement WE ARE AN EQUAL OPPORTUNITY EMPLOYER. Applicants and employees are considered for positions and are evaluated without regard to mental or physical disability, race, color, religion, gender, national origin, age, genetic information, military or veteran status, sexual orientation, marital status or any other protected Federal, State/Province or Local status unrelated to the performance of the work involved.

Our client is a successful and fast-growing essential manufacturing company that uses an impressive array of digital pre-press and wide-web flexographic printing capabilities and extrusion and adhesive laminators to produce creative flexible packaging solutions for their customers. With a primary focus on serving the food industry, our client specializes in roll stock, pouches, re-sealable packaging and shrink sleeves. Talent Acquisition: Coordinates recruitment efforts: posting positions, reviewing applications and resumes, works with hiring managers, coordinates interviews, interviews, and assists with the final decision process Conducts needs assessment, helps to develop training curriculum, and conducts training sessions on various HR topics Work with HR Administrator to schedule orientation Oversee exit interview program and collect data Assist in finalizing year-end reconciliation audits and reports Employee Relations & HR Principles Responsible for employee relations, provide advice and counsel on personnel issues, identifying and clarifying problems; evaluating potential solutions; implementing selected solutions; coaching and counseling managers and employees Answer employee questions and address employee concerns COVID management Assist in the development and implementation of human resource policies Stay current on recent federal, state, and case lay changes and monitor labor law updates and newsletters for changes that affect HR Prepares, recommends, and maintains records and procedures for controlling personnel transactions and reporting personnel data Prepares reports bu collecting, analyzing, and summarizing data and trends Answers questions and/or requests from governmental agencies, including employee complaints Improves manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solutions; coaching and counseling managers and employees Represents the company at hearings Participate and helps manage the company's safety program, workers' compensation claims handling and tracking Administration of FMLA and ADA compliance Administration of the LOA process Assist with the Stay Interview process Other duties as assigned Compensation & Benefits Administer compensation and benefits programs - providing advice and explanations to employees Answer employee questions and addresses employee concerns Works as internal partner with Payroll Creates and manages job descriptions and their review/revisions with Managers and compliance with the FLSA standards Manages the performance review process and guides supervisory/management personnel through the process Assists with committees for training, health and safety, culture and communications, and employee activities Manages workers' compensation claim process including filing an initial claim, communication with claims adjusters, employees, and the safety committee. Qualifications Education/Experience 1 to 3 years of experience preferred, without a degree equivalent years of HR Experience (7 to 10 years of progress HR exp. without a degree) BS/BA degree in HR, business or related field and SHRM-SP or PHR certification preferred. High School graduation or equivalent required 2 to 3 years minimum experience in a manufacturing environment or industrial environment 2 to 3 years minimum experience in a union environment Experience in the following areas: Employee relations Corporate policy enforcement. Safety and health programs Workforce planning and staffing Excellent communication and presentation skills and demonstrates attention to detail. Aptitude in problem solving. Desire to work as a team with a results driven approach. Skills Ability to analyze, interpret, and report on employment and HR program related data. Reasoning abilities to define problems, collect data, establish facts, and draw valid conclusions. Proficient computer skills, with knowledge in using Microsoft computer software, ADP / HRIS, and any associated software programs. Additional Information Physical Demands / Work Environment Office environment - ability to work from home occasionally Should be able to lift a minimum of 20 lbs. (intermittently) Ability to sit or stand for extended periods of time (continuous) Position requires ability to work on the production floor for extended periods of time (intermittently) Must be able to wear all required personal protective equipment when on production floor Benefits Medical, dental, vision, and prescription drug coverage 401(k) plan with generous company match Bonus program Paid vacation and personal days Paid holidays Company-paid life and AD&D insurance Company paid short-term disability coverage Employee Assistance Program (EAP)

... The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement. You'll have... Bachelor's degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required. Minimum 1-3 years of relevant HR and labor work experience with a bachelor's degree, preferably in a manufacturing setting. Even better, you may have... PHR or SHRM-CP certification Work Requirements… This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. Skills... Strategic Partnership Data Storytelling Talent Management Employee Lifecycle Expertise Business and Operational Acumen Positive Employee and Labor Relations Risk Management Change Management Ethical practice Labor Relations and Negotiation Contractual Compliance and Interpretation Grievance Management Workforce Planning This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all the above? No matter what you choose, we offer a work life that works for you, including: Immediate medical, dental, vision and prescription drug coverage Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more Vehicle discount program for employees and family members and management leases Tuition assistance Established and active employee resource groups Paid time off for individual and team community service A generous schedule of paid holidays, including the week between Christmas and New Year's Day Paid time off and the option to purchase additional vacation time. This position is a salary grade 7. For more information on salary and benefits, click here: New Hire Benefits Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Onsite #LI-LP3 What you'll do... HR Business Partnership Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. Talent Management & Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation. Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation. Culture Development & Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. External Relations & Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation. Labor Relations Expertise Strategic Labor and Positive Employee Relations & Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being. Grievance Management & Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests. Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship. HR Operations Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation. Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements. Workplace Wellness & Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace.

Company: NOCO Energy Corp HR Generalist Compensation: $63,000-73,000 annual What We Are Looking For Are you the kind of person who thrives on connection, organization, and making things run smoothly? Do you love being the go-to person people trust and turn to? If so, this may be the perfect role for you. We're looking for an energetic, people-loving Human Resources Generalist who will serve as the glue of our HR department. This role is ideal for someone who enjoys wearing many hats, building relationships, and creating positive employee experiences from day one. What You Will Do * Be the friendly face and trusted go-to for all onboarding and offboarding needs * Own the Learning Management System (LMS) - assign training, track progress, and keep learning fun and organized * Help bring our culture to life by coordinating employee engagement activities and events * Manage and monitor the Talk, Listen, Act platform and help ensure employee voices are heard and valued * Provide backup payroll support and help keep things running smoothly behind the scenes * Keep employee records accurate, organized, and up-to-date * Jump into HR projects and improvements that make our department better every day * Be a team player who's always ready to help when needed Who You Are * A people-person who enjoys working with all levels of an organization * Organized, dependable, and great at juggling details * A strong communicator who builds trust naturally * Discreet and professional when handling confidential information * Comfortable with HR systems and excited to learn new platforms * Holds a Bachelor's degree in HR, Business, or a related field * Brings 1-2 years of HR experience Why You'll Love Working Here We know great people deserve great benefits: * Competitive pay * Medical, dental, and vision coverage * Company-paid life insurance and short-term disability * 401(k) with company match * Health savings accounts * Generous Paid Time Off (PTO) * 7 paid holidays * Employee & Family Assistance Program * Company-paid training and development * Safety incentives * Years-of-service bonuses The Fine Print Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. This job description is not an employment contract and may change as business needs evolve.

Overview of the Firm and Function Freshfields is a major international law firm, providing business law advice of the highest quality. We want to be the law firm that clients turn to for legal advice where it matters most, wherever in the world that may be. We deliver seamless service across borders, cultures and languages. Our people make our firm - we are a people business and want to create a welcoming and supportive environment where all can flourish. We see diversity as a strength which creates fresh perspectives and generates new ideas. We enjoy our work and are determined to do an outstanding job. We deliver best when working in teams. We think and work globally - we don't just say we are one firm; we act like one firm right across the world. We work wherever our clients need us. This is how we define ourselves, not by reference to where we have offices. Cross-border work isn't just what we do, it is what we excel at. We understand what it really takes to work across different legal systems and commercial environments and to bridge language and cultural gaps. We aim to add value in everything we do - we are passionate about helping our clients succeed. We use our experience and creativity to help clients make judgements and achieve their goals. In everything we do, we seek to make a real difference to the communities in which we operate. The HR Function delivers all HR services across the firm and works closely with all Practice Groups and Business Services to deliver against our core global people strategy and key priorities of providing a culture we care about; outstanding career development; an inclusive working environment; and a rewarding deal for all. We promote a culture of continuous improvement and embrace innovative ways of working to ensure we keep pace and remain competitive within the rapidly evolving market we operate within. We aim to deliver an exceptional and consistent Freshfields people experience. The HR operations teams are central to supporting our people and enabling our people priorities. Role summary/purpose of Job We are seeking a strategic and results-oriented HR Project Manager to drive cross-functional HR initiatives and transformation projects. This role will partner closely with HR Business Partners (HRBPs), business leaders, and HR Centers of Excellence (COEs) to manage and deliver projects focused on organizational optimization, change management, and continuous improvement. The ideal candidate thrives in a dynamic environment, has a strong understanding of HR operations, and brings project management expertise to ensure successful outcomes. Key responsibilities and deliverables Project & Program Management Lead end-to-end planning and execution of HR-related projects, including org design changes, restructuring, workforce planning, and talent initiatives. Develop detailed project plans, timelines, stakeholder maps, and communications strategies. Track progress against goals, resolve issues, mitigate risks, and report on key project milestones. Organizational Optimization & Change Management Support HRBPs in diagnosing organizational effectiveness and recommending improvement strategies. Partner with HRBPs and leaders to implement organizational design changes, ensuring alignment with business strategy. Design and execute change management plans to ensure smooth transitions, employee engagement, and adoption. HR COE Collaboration Serve as the connective tissue between HR Business Partners and COEs (Talent Acquisition, L&D, Total Rewards, People Analytics, etc.) to deliver integrated HR services. Identify opportunities to consolidate and streamline services, processes, and policies to drive consistency and efficiency. Facilitate working sessions to ensure COE solutions meet the needs of the business and are implemented effectively. HR Strategy & Continuous Improvement Drive continuous improvement initiatives across HR by identifying inefficiencies and implementing scalable solutions. Analyze HR metrics and employee feedback to inform project priorities and measure impact. Contribute to the development of HR strategies by providing insights and execution support. Key requirements (Communication/skills/experience) Required: This is a hybrid role requiring in office presence three days a week in our Freshfields New York, Washington DC, Raleigh or Boston office. Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years of experience in HR, project management, or business operations, with a strong HR acumen. Proven experience leading cross-functional projects in a matrixed organization. Strong knowledge of HR functions and organizational change practices. Exceptional communication, stakeholder management, and problem-solving skills. Proficiency in project management tools (e.g., Smartsheet, Asana, Microsoft Project). Preferred: Experience working with or within HR Business Partner and COE models. Experience in fast-paced, high-growth environments or large-scale transformations. Success Metrics: On-time, on-budget delivery of HR projects. Improved HR service delivery and stakeholder satisfaction. Successful execution of change initiatives with minimal disruption. Measurable improvements in organizational design and HR operational efficiency. For individuals assigned and/or hired to work in New York and California, Freshfields is required by law to include a reasonable estimate of the compensation range for this role. This compensation range is specific to the States of New York and California and takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled, and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $125,000 to $175,000. EEO Statement Freshfields US LLP is proud to be an equal employment employer. Our policies and practices will be free from unlawful discrimination based upon race, color, ethnicity, religion, creed, sex (including pregnancy, childbirth or related medical conditions), national origin, citizenship, immigration status, ancestry, age, marital status, protected veteran status, military service, disability, medical condition, genetic information, sexual orientation, gender identity, or any basis prohibited under federal, state or local law. We strive to promote an atmosphere that encourages equal opportunities and prohibits discriminatory practices, including sexual harassment. Disability Accommodation for Applicants to Freshfields US LLP Freshfields US LLP is an Equal Employment Opportunity employer and provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application procedures. If you have any difficulty using our online system and you need an accommodation due to a disability, you may use the alternative email address below to contact us about your interest in employment at ******************************************* , or you can send your resume to ******************************************* , or you can call us at ***************.

Human Resource Manager DEPARTMENT: Human Resources REPORTS TO: Human Resources Director, Hospitality FLSA STATUS: Salaried, Exempt LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sounds like a winning formula for you. Join us! LEGENDS & THE BUFFALO BILLS The Buffalo Bills and Legends have an expansive partnership to support all aspects of the Bills New Stadium Project including stadium design, planning, feasibility studies, project management, data analytics, marketing and holistic revenue generation across hospitality, partnerships, ticketing, and suites sales. Legends is proud to represent and support the Bills during this historic moment in Western New York and is focused on delivering the most fan-experience driven stadium in the National Football League. THE ROLE The Human Resources Manager for Legends at Highmark stadium is an integral part of delivering our promise to our guests. The Manager will be responsible for executing the strategy and assisting with full employee lifecycle processes. They will partner with the General Managers and Regional Human Resources Director on key initiatives that drive customer satisfaction, operational excellence and business performance. ESSENTIAL DUTES AND RESPONSIBILITIES Develop and maintain strong partnerships with management ensuring HR strategies, processes and practices are implemented. Provide purposeful and futuristic coaching and feedback to all levels of employees, addressing various employee related issues and business needs. Ensures company compliance with all existing governmental and labor reporting requirements. Partners in the preparation of required documentation for compliance with all state and federal laws. Lead employee relations functions including the organization and execution of investigations into policy and law violations in addition to handling general grievances or concerns. Ensures correct administration of Collective Bargaining Agreement and participates in grievance process as requested. Partnership in the processing of worker's compensation claims, leaves of absences, benefits administration. Develops and facilitates talent development, including materials and initiatives. Must exhibit an active interest in company and venue specific operational knowledge as it relates to providing value added HR business partnership. Demonstrate thought leadership and suitable judgment in making HR related business decisions Ensures optimum staffing levels exist throughout the unit at all times for operational success. Leadership and administration of full employee lifecycle process at assigned venue. Perform other related duties, tasks, and responsibilities as required. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with all Legends Global policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND/OR EXPERIENCE Bachelor's degree preferred with 3+ years of varied human resources experience and 2+ years of supervisory experience. Extensive working knowledge of federal, state, and local labor law including worker's compensation, workplace safety, EEOC, NLRB, and FLSA. Superior computer skills including hands-on HRIS and ATS experience. Must be comfortable presenting to small and large audiences. Demonstrated ability to forge meaningful interpersonal relationships across functions, industries and local communities. Outstanding leadership skills with a high capacity for managing multiple projects simultaneously. Proven ability to influence and gain credibility with all levels of employees and customers, both internal and external. Must possess excellent oral, written, and listening communication skills and the ability to prioritize and execute in a deadline-oriented environment. A strong commitment to delivering a high level of customer and client service with demonstrated initiative, leadership, and management skills. Must be flexible to work extended hours due to business requirements including late nights, weekends and holidays. Experience in a union work environment preferred. Must have sufficient mobility to perform tasks including constant reaching, bending, stooping, wiping, pushing, and pulling for extended periods of time Must be flexible to work extended hours due to business requirements including late nights, weekends and holidays including all games and major stadium events. Must have the ability to lift, push, pull approximately 25lbs Must be able to stand and/or walk for up to 10 hours during a single shift, while navigating ramps, stairs and elevator COMPENSATION Competitive salary of $70,000, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: On Site - Highmark Stadium - Buffalo Bills PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the above headings. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. Human Resource Manager DEPARTMENT: Human Resources REPORTS TO: Human Resources Director, Hospitality FLSA STATUS: Salaried, Exempt LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sounds like a winning formula for you. Join us! LEGENDS & THE BUFFALO BILLS The Buffalo Bills and Legends have an expansive partnership to support all aspects of the Bills New Stadium Project including stadium design, planning, feasibility studies, project management, data analytics, marketing and holistic revenue generation across hospitality, partnerships, ticketing, and suites sales. Legends is proud to represent and support the Bills during this historic moment in Western New York and is focused on delivering the most fan-experience driven stadium in the National Football League. THE ROLE The Human Resources Manager for Legends at Highmark stadium is an integral part of delivering our promise to our guests. The Manager will be responsible for executing the strategy and assisting with full employee lifecycle processes. They will partner with the General Managers and Regional Human Resources Director on key initiatives that drive customer satisfaction, operational excellence and business performance. ESSENTIAL DUTES AND RESPONSIBILITIES Develop and maintain strong partnerships with management ensuring HR strategies, processes and practices are implemented. Provide purposeful and futuristic coaching and feedback to all levels of employees, addressing various employee related issues and business needs. Ensures company compliance with all existing governmental and labor reporting requirements. Partners in the preparation of required documentation for compliance with all state and federal laws. Lead employee relations functions including the organization and execution of investigations into policy and law violations in addition to handling general grievances or concerns. Ensures correct administration of Collective Bargaining Agreement and participates in grievance process as requested. Partnership in the processing of worker's compensation claims, leaves of absences, benefits administration. Develops and facilitates talent development, including materials and initiatives. Must exhibit an active interest in company and venue specific operational knowledge as it relates to providing value added HR business partnership. Demonstrate thought leadership and suitable judgment in making HR related business decisions Ensures optimum staffing levels exist throughout the unit at all times for operational success. Leadership and administration of full employee lifecycle process at assigned venue. Perform other related duties, tasks, and responsibilities as required. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with all Legends Global policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND/OR EXPERIENCE Bachelor's degree preferred with 3+ years of varied human resources experience and 2+ years of supervisory experience. Extensive working knowledge of federal, state, and local labor law including worker's compensation, workplace safety, EEOC, NLRB, and FLSA. Superior computer skills including hands-on HRIS and ATS experience. Must be comfortable presenting to small and large audiences. Demonstrated ability to forge meaningful interpersonal relationships across functions, industries and local communities. Outstanding leadership skills with a high capacity for managing multiple projects simultaneously. Proven ability to influence and gain credibility with all levels of employees and customers, both internal and external. Must possess excellent oral, written, and listening communication skills and the ability to prioritize and execute in a deadline-oriented environment. A strong commitment to delivering a high level of customer and client service with demonstrated initiative, leadership, and management skills. Must be flexible to work extended hours due to business requirements including late nights, weekends and holidays. Experience in a union work environment preferred. Must have sufficient mobility to perform tasks including constant reaching, bending, stooping, wiping, pushing, and pulling for extended periods of time Must be flexible to work extended hours due to business requirements including late nights, weekends and holidays including all games and major stadium events. Must have the ability to lift, push, pull approximately 25lbs Must be able to stand and/or walk for up to 10 hours during a single shift, while navigating ramps, stairs and elevator COMPENSATION Competitive salary of $70,000, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: On Site - Highmark Stadium - Buffalo Bills PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the above headings. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

... The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement. You'll have... Bachelor's degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required. Minimum 1-3 years of relevant HR and labor work experience with a bachelor's degree, preferably in a manufacturing setting. Even better, you may have... PHR or SHRM-CP certification Work Requirements… This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. Skills... Strategic Partnership Data Storytelling Talent Management Employee Lifecycle Expertise Business and Operational Acumen Positive Employee and Labor Relations Risk Management Change Management Ethical practice Labor Relations and Negotiation Contractual Compliance and Interpretation Grievance Management Workforce Planning This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all the above? No matter what you choose, we offer a work life that works for you, including: Immediate medical, dental, vision and prescription drug coverage Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more Vehicle discount program for employees and family members and management leases Tuition assistance Established and active employee resource groups Paid time off for individual and team community service A generous schedule of paid holidays, including the week between Christmas and New Year's Day Paid time off and the option to purchase additional vacation time. This position is a salary grade 7. For more information on salary and benefits, click here: New Hire Benefits Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Onsite #LI-LP3 What you'll do... HR Business Partnership Strategic Business Partnership & Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture. Talent Management & Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation. Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation. Culture Development & Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns. External Relations & Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation. Labor Relations Expertise Strategic Labor and Positive Employee Relations & Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being. Grievance Management & Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests. Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship. HR Operations Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation. Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements. Workplace Wellness & Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace.

Under the direction of the Administrator, the Human Resources Manager is responsible for employee hiring and training, wage and salary administration, and compliance with State and Federal laws and company policy and procedures at the facility level. RESPONSIBILITIES: * Interprets personnel policy and procedures regarding recruitment and selection of personnel, training, discipline and discharge; to management and employees. * Logs and completes CHRC and necessary pre check information for all applicants and new hires, as applicable by the NYS Department of Health guidelines. * Works with managers and supervisors to determine training needs, and ensures proper orientation and training programs for both the facility and the department staff are completed in a timely manner. * Interviews and screens prospective employees, provides information to applicants regarding employee benefits and personnel policies and procedures. * Maintains and updates Applicant Tracking System, reporting back to Corporate H.R regarding new job listings, removal of job listings, and updates to job listings. * Updates Vacancy Reports on a weekly basis to maintain an accurate record of open positions in the facility. * Completes payroll on a weekly basis. * Reviews and updates payroll using exception logs provided by all departments. * Advises managers about proper disciplinary procedures and assists them with disciplining and counseling employees when appropriate. REQUIREMENTS: * Possesses current knowledge regarding state and federal laws pertaining to labor law and health care workers. * Successfully completes facility conducted orientation, mandatory training and inservice programs. * Must be capable of performing the essential functions of the job, with or without reasonable accommodations. * Must be able to communicate in English, both verbally and in writing, and possess sufficient communication skills to perform the tasks required. Benefits: * Paid Time Off (PTO) * Health, Vision, and Dental Insurance * Life Insurance * Referral Bonus Program * Weekly or Same Day Pay Options * Supportive Work Environment Apply today to be part of a team committed to delivering excellent care while supporting operational excellence in a friendly and collaborative environment

Under the direction of the Administrator, the Human Resources Manager is responsible for employee hiring and training, wage and salary administration, and compliance with State and Federal laws and company policy and procedures at the facility level. RESPONSIBILITIES: Interprets personnel policy and procedures regarding recruitment and selection of personnel, training, discipline and discharge; to management and employees. Logs and completes CHRC and necessary pre check information for all applicants and new hires, as applicable by the NYS Department of Health guidelines. Works with managers and supervisors to determine training needs, and ensures proper orientation and training programs for both the facility and the department staff are completed in a timely manner. Interviews and screens prospective employees, provides information to applicants regarding employee benefits and personnel policies and procedures. Maintains and updates Applicant Tracking System, reporting back to Corporate H.R regarding new job listings, removal of job listings, and updates to job listings. Updates Vacancy Reports on a weekly basis to maintain an accurate record of open positions in the facility. Completes payroll on a weekly basis. Reviews and updates payroll using exception logs provided by all departments. Advises managers about proper disciplinary procedures and assists them with disciplining and counseling employees when appropriate. REQUIREMENTS: Possesses current knowledge regarding state and federal laws pertaining to labor law and health care workers. Successfully completes facility conducted orientation, mandatory training and inservice programs. Must be capable of performing the essential functions of the job, with or without reasonable accommodations. Must be able to communicate in English, both verbally and in writing, and possess sufficient communication skills to perform the tasks required. Benefits: Paid Time Off (PTO) Health, Vision, and Dental Insurance Life Insurance Referral Bonus Program Weekly or Same Day Pay Options Supportive Work Environment Apply today to be part of a team committed to delivering excellent care while supporting operational excellence in a friendly and collaborative environment

Administer compensation and benefit plans Assist in talent acquisition and recruitment processes Conduct employee onboarding and help organize training & development initiatives Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise Promote HR programs to create an efficient and conflict-free workplace Assist in development and implementation of human resource policies Undertake tasks around performance management Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates Organize quarterly and annual employee performance reviews Maintain employee files and records in electronic and paper form Enhance job satisfaction by resolving issues promptly, applying new perks and benefits and organizing team building activities Ensure compliance with labor regulations

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; dlfkjadflsdjflsdjflsdfjsdfjdfjsjasdfljadfjsdlf Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China