Director of human resources jobs in Canton, MI - 185 jobs

**Now hiring! Head of Human Resources - Performance Materials** **Wyandotte, MI (Onsite)** We are looking for a Head of Human Resources to join our Performance Materials (PM) team in Wyandotte, MI. The Performance Materials division is at the forefront of the much-needed sustainability transformation in plastics. Our experts co-create products with customers to bring innovations to major industry sectors such as transportation, consumer goods, industrial applications, and construction. These solutions contribute to a sustainable future by pushing the boundaries in thermal resistance, robustness, and lightweight applications. We are seeking a professional like you to play a pivotal role in steering our organization as a member of both the Global and Regional Leadership Teams. Based at our Wyandotte Site in southeastern Michigan, this position leads HR in a dynamic location with multiple operating divisions. You'll drive the global human capital strategy for Performance Materials across the U.S., Mexico, and Canada, inspiring people with a deep understanding of regional requirements and implications. Leading a team of eight direct reports and partnering closely with People Services, you'll deliver impactful solutions that connect people and knowledge, prioritize learning, and foster a high-performance, caring culture. As a champion of BASF's employer value proposition, you'll help shape an environment where employees thrive, and business goals are achieved. **Come create chemistry with us!** **As a Head of Human Resources - Performance Materials, you create chemistry by...** + Influencing unit leaders and their teams through change, connecting business strategy to people strategy, and driving higher business unit performance. + Engaging effectively across the business and functions, balancing organizational needs with both short-term and long-term focus, and providing actionable input into the development and establishment of Center of Excellence (CoE) programs and other critical talent solutions. + Partnering regionally and globally to successfully implement BASF's and Performance Materials strategies. + Building organizational culture and fostering relationships internally across units and externally in the market. + Championing diversity and inclusion to strengthen culture and relationships throughout the organization. + Collaborating across multiple operating divisions as a key leader for the Wyandotte Site. + Applying knowledge of regional processes, labor, and employment laws to balance employee advocacy with business needs. + Leading a team of direct reports and partnering with People Services to deliver impactful HR solutions. + Inspiring people by connecting knowledge, prioritizing learning, and engaging employees to drive a high-performance, caring culture. **If you...** + Possess a strong educational background (bachelor's degree) and prior work experience in progressively responsible HR positions. + Demonstrate solid leadership and use data-driven insights to guide decision-making and strategy. + Commit to diversity and inclusion, actively building a positive organizational culture and strong relationships. + Bring strong knowledge of regional processes, labor, and employment laws to balance employee advocacy with business needs. + Collaborate effectively across multiple operating divisions as a leader. **Create your own chemistry with you@BASF** At BASF, you will have the chance to do meaningful work towards building a more sustainable future. In addition to competitive compensation and benefits, BASF provides you with access to a wide range of elements to help you be your best. It's what we call **you@BASF** . We are committed to providing benefits, programs, and opportunities that support our employees' overall well-being, personal growth, and a safe, collaborative, and inclusive work environment. Just some of the many benefits we offer include: + Flexible work arrangements whenever possible + Highly competitive retirement savings plan with company match and investment options + Well-being programs that include comprehensive mental health support for you and your household family members + Family forming benefits (fertility, adoption and surrogacy reimbursement, maternity/parental leave, and more) + Back-up child and elder care with discount programs for families of all ages and stages + Mentoring and career development opportunities that allow you to share, learn, and thrive + Matching gifts program that allows you to deepen the impact of your contributions to qualified charities. + Employee crisis support for when the unexpected happens + Access to our BASF wine cellar, employee discounts, and much more! **About us** As one of the largest chemical companies in North America we have been finding solutions for your everyday needs and addressing the most complex economic, environmental, and sustainability challenges for more than 150 years! At BASF we empower our employees with the tools, guidance and opportunities they need to advance and succeed in work and life. Giving you the support you need to be your best and fulfill your personal ambitions is what helps us create chemistry. After all, our success is linked to yours. Whatever path you envision, BASF is a great place to build a rewarding, successful career. Belong to Something Bigger. #belongat BASF **Privacy statement** BASF takes security & data privacy very seriously. We will never request financial information of any kind via email, private text message or direct message on any social medial platform or job board. Furthermore, we will never send a candidate a check for equipment or request any type of payment during the job application process. If you have experienced any of the above, please contact ***************************** to report fraud. **Equal employment opportunities** We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, age, citizenship, color, religion, sex, marital status, national origin, disability status, gender identity or expression, protected veteran status, or any other characteristic protected by law. Applicants must be currently authorized to work in the United States on a full-time basis.

Business Unit: LTL **What you'll need to succeed as a Director, Human Resources at XPO** Minimum qualifications: + Bachelor's degree or equivalent related work or military experience + 7 years of progressive HR experience + Ability to quickly build relationships across the organization and leverage trust to influence outcomes + Proficiency with HRIS tools and ability to interpret and apply data insights to guide business decisions + Availability to work a flexible schedule, which may include extended hours, weekends and overnight shifts + Ability to travel 50% of the time, including overnight stays and air travel + Ability to work onsite at a service center five days per week + Ability to stand, climb stairs, walk on uneven surfaces for extended periods and work on an open-air dock in varying temperatures + Experience leading HR operations in Canada Preferred qualifications: + Bachelor's degree in HR, Business, Communications or Psychology + Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or equivalent HR certification + Experience using technology and analytics to enhance HR processes and outcomes + Demonstrated ability to connect HR initiatives to business strategy and financial results + Familiarity with emerging HR technologies, predictive analytics and ethical data practices + HR experience in trucking, warehouse or retail environments supporting a large hourly workforce across multiple locations + People leadership experience with a proven ability to motivate teams and achieve goals **About the Director, Human Resources job** Pay, benefits and more: + Competitive compensation package + Full health insurance benefits available on day one + Life and disability insurance + Earn up to15 days of PTO over your first year + 9 paid company holidays + 401(k) option with company match + Education assistance + Opportunity to participate in a company incentive plan What you'll do on a typical day: + Develop and assess HR programs, policies and systems that align with business strategy; use HR technology and data to drive continuous improvement. + Partner with Operations on workforce planning and retention strategies; collaborate with Talent Acquisition to enable data-driven recruitment. + Advise and coach managers on employee relations issues; ensure consistent, ethical and timely resolution while demonstrating resilience and sound judgment. + Support selection and assessment for hourly and salaried roles, ensuring compliant, fair and technology-enabled hiring practices. + Drive succession planning and performance management using workforce data, coaching methods, and predictive insights; participate in interviews and selection for key management roles. + Partner with Learning & Development and on-site HR teams to deliver training; support site HR operations and communicate effectively across digital and in-person channels. + Lead onboarding and orientation to ensure new hires understand culture, expectations, and resources; leverage feedback and data to improve the experience. + Lead project teams and serve on committees that enhance workplace culture and address improvement opportunities. Ensure accurate execution and clear communication of corporate programs that impact the employee experience (ex: annual compensation **About XPO** XPO is a top ten global provider of transportation services, with a highly integrated network of people, technology and physical assets. At XPO, we look for employees who like a challenge and can communicate effectively in all situations. We want to leverage your skills and years of experience to drive positive results while ensuring a bright future for yourself and XPO. If you're looking for a growth opportunity, join us at XPO. We are proud to be an Equal Opportunity employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are not an exhaustive list of all required responsibilities, duties and skills for this job classification. Review XPO's candidate privacy statementhere (********************************************************************* .

Job Responsibilities As the Director, Human Resources at Biovire, you will oversee and implement key human resources strategies, ensuring compliance and alignment with our organizational goals. This position will collaborate with Biovire Management to design and deliver client based solutions that enable the organization to achieve its business objectives. Your core responsibilities include: * Establish credibility throughout the organization in order to be an effective leader on people and business related needs. * Strategic business partner to the leadership teams to ensure that the Human Resource strategy, goals and priorities are driven by and aligned with business needs. Consult, advise, coach, and partner with leadership on people and organizational needs of the organization, effectively living the HR collaboration model. Act as key HR point of contact, sparring partner and sounding board. Contribute to the overall business strategy. * Drive the People Agenda by applying broad HR skills in the areas of organization design and development, change management, workforce planning, coaching/consultation, program/project management, facilitation and communication. Identify and define solutions that address the needs of the business whilst taking into account broader implications. Plan and implement these people/ organization solutions aligned to the business. * Ensure alignment with initiatives as well as business strategy/goals across area of responsibility. Successfully align and execute HR processes and decisions and ensure meaningful communications. * Lead and drive talent management and succession planning both internally and virtually. Act as a talent scout for internal talent and help develop the next generation of leaders through talent management and career development. Contribute to assessment/selection for senior leaders and other critical positions. Identify talent issues before they affect the business. * Ensure excellent alignment and execution of established human resources policies, processes. Act as trusted advisor to managers and employees. * Monitor and ensure adherence to labor laws, industry regulations, and internal company policies, making timely updates to HR procedures and employee handbooks. * Oversee a robust performance review process, setting clear benchmarks and guiding managers to foster productivity and accountability. Analyze workforce data to identify trends, address gaps, and recommend improvements that align with business objectives. Required Skills, Experience, and Qualifications * 15+ years broad and progressive HR management or consulting experience in or with organizations recognized for best practices in HR. * Comprehensive knowledge of labor laws and HR best practices. * HRBP expertise to include demonstrated ability to develop business aligned strategies and tactical execution of staffing, compensation and benefits, organizational effectiveness, performance management and change management initiatives in rapid growth environments. * Experience in either the biotechnology or pharmaceutical industries or with manufacturing organizations is preferred. * Substantial successful experience consulting with senior- level executives. * Demonstrated ability to build and lead a high performing team. * Strong interpersonal, influencing and communication skills (written and verbal) to effectively address all organizational levels. * Demonstrated ability to work on a senior leadership team that develops the vision, strategy and annual goals for an organization and sets the standard for collaboration and teamwork. * Experience working in a matrix, multi-cultural organization * Experience managing through major transitional or other change management processes * Bachelors degree in Human Resources or related field equivalent required. MBA preferred. Compensation Base salary: $130,000-$180,00 annually, based on experience and qualifications. Benefits At Biovire, we prioritize the well-being and success of our employees by offering a comprehensive benefits package designed to support you both professionally and personally. Our benefits include: * Comprehensive medical, dental, and vision insurance plans tailored to fit your needs, along with mental health support and wellness programs. * Life insurance, and disability coverage to ensure your future is secure. * Generous paid time off, flexible scheduling options, and parental leave policies to help you thrive at work and at home. Employment at Bryllan (Biovire) is contingent upon a successful Background check.

Job Description Job Responsibilities As the Director, Human Resources at Biovire, you will oversee and implement key human resources strategies, ensuring compliance and alignment with our organizational goals. This position will collaborate with Biovire Management to design and deliver client based solutions that enable the organization to achieve its business objectives. Your core responsibilities include: Establish credibility throughout the organization in order to be an effective leader on people and business related needs. Strategic business partner to the leadership teams to ensure that the Human Resource strategy, goals and priorities are driven by and aligned with business needs. Consult, advise, coach, and partner with leadership on people and organizational needs of the organization, effectively living the HR collaboration model. Act as key HR point of contact, sparring partner and sounding board. Contribute to the overall business strategy. Drive the People Agenda by applying broad HR skills in the areas of organization design and development, change management, workforce planning, coaching/consultation, program/project management, facilitation and communication. Identify and define solutions that address the needs of the business whilst taking into account broader implications. Plan and implement these people/ organization solutions aligned to the business. Ensure alignment with initiatives as well as business strategy/goals across area of responsibility. Successfully align and execute HR processes and decisions and ensure meaningful communications. Lead and drive talent management and succession planning both internally and virtually. Act as a talent scout for internal talent and help develop the next generation of leaders through talent management and career development. Contribute to assessment/selection for senior leaders and other critical positions. Identify talent issues before they affect the business. Ensure excellent alignment and execution of established human resources policies, processes. Act as trusted advisor to managers and employees. Monitor and ensure adherence to labor laws, industry regulations, and internal company policies, making timely updates to HR procedures and employee handbooks. Oversee a robust performance review process, setting clear benchmarks and guiding managers to foster productivity and accountability. Analyze workforce data to identify trends, address gaps, and recommend improvements that align with business objectives. Required Skills, Experience, and Qualifications 15+ years broad and progressive HR management or consulting experience in or with organizations recognized for best practices in HR. Comprehensive knowledge of labor laws and HR best practices. HRBP expertise to include demonstrated ability to develop business aligned strategies and tactical execution of staffing, compensation and benefits, organizational effectiveness, performance management and change management initiatives in rapid growth environments. Experience in either the biotechnology or pharmaceutical industries or with manufacturing organizations is preferred. Substantial successful experience consulting with senior- level executives. Demonstrated ability to build and lead a high performing team. Strong interpersonal, influencing and communication skills (written and verbal) to effectively address all organizational levels. Demonstrated ability to work on a senior leadership team that develops the vision, strategy and annual goals for an organization and sets the standard for collaboration and teamwork. Experience working in a matrix, multi-cultural organization Experience managing through major transitional or other change management processes Bachelors degree in Human Resources or related field equivalent required. MBA preferred. Compensation Base salary: $130,000-$180,00 annually, based on experience and qualifications. Benefits At Biovire, we prioritize the well-being and success of our employees by offering a comprehensive benefits package designed to support you both professionally and personally. Our benefits include: Comprehensive medical, dental, and vision insurance plans tailored to fit your needs, along with mental health support and wellness programs. Life insurance, and disability coverage to ensure your future is secure. Generous paid time off, flexible scheduling options, and parental leave policies to help you thrive at work and at home. Employment at Bryllan (Biovire) is contingent upon a successful Background check.

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

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

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

Our Opportunity: The Director of Human Resources oversees the direction, planning, coordination, administration and evaluation of the human resources and learning and development functions. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies, processes and programs for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and record keeping, employee relations, total rewards (compensation and benefits), and payroll. This position requires a strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. What You'll Do in This Role: Plans, develops, implements and evaluates effective and efficient human resources and training and development strategies and policies. Assists senior leadership in developing short- and long-term objectives, goals, and strategies to ensure high levels of organizational performance and engagement. Administers operational plans, policies, and goals which further strategic objectives. Provides leadership and direction to the human resources and training functions of the organization and the teams that perform the duties. Hires, leads, manages, and evaluates overall group and individual effectiveness and progress toward key goals. Ensures team members are provided with timely and constructive feedback through consistent structured coaching sessions. Ensures appropriate training, performance expectations, and accountability standards are communicated. Administers the effective and efficient implementation of training functions including new and ongoing team member training strategies, projects, and programs. Recommends and assists in formulating training programs and instructional delivery methods, utilizing various learning modalities to meet adult learners' needs. Evaluates the effectiveness of organizational training programs. Administers the credit union's compensation and benefit programs. Ensures compliance with all applicable federal, state and local, wage and hour regulations. Maintains a departmental audit framework to ensure appropriate and accurate procedures and reporting. Partners with corresponding vendors to ensure desired levels of service are achieved and in alignment with budget expectations. Directs the recruitment and selection activities of the credit union, while ensuring adherence to all legal requirements. Identifies and understands the needed role-based critical skills and optimal organizational staffing plans, designs and descriptions. Partners with leadership to implement initiatives that ensure adequate and appropriate staffing levels. Administers the performance management process for the credit union, ensuring performance objectives are aligned with essential job functions and are tied to the accomplishment of department and corporate goals. Serves as a trusted advisor by providing coaching and guidance to leadership on human resources related matters, ensuring appropriate documentation and timely coaching to team members. Partners with senior leaders and subject matter experts to understand and evaluate the effectiveness of current training programs and identify opportunities for enhancement or development of new learning solutions. Ensures learning initiatives align with organizational goals and needs, enhance workforce capability and drive performance. Monitors and reports on internal HR and training metrics, workforce trends, emerging technologies, and compliance updates. Formulates and delivers data-driven insights to make informed decisions, improvements, and suggestions to senior management. Must comply with applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control, in addition to all company policies. What You'll Bring To CCF: Five to seven years of Human Resources and Training leadership experience. A college degree in a related major. SHRM and/or PHR certification preferred. A significant level of trust, credibility and diplomacy is required. In-depth dialogue, conversations and explanations with team members and leaders can be of a sensitive and/or highly confidential nature. Communications may involve motivating, influencing, educating and/or advising others on matters of significance. Obtaining cooperation and agreement on important outcomes. A professional level of written communication skills are essential to the position. Ability to deal with people (listens, understand, and identify needs) and facilitate training for staff as needed. Strong analytical skills with the ability to exercise informed judgement in complex situations. Ability to make sound decisions and use creativity in implementing strategic initiatives. The Perks of Being Part of CCF: When you join CCF you're not just taking a job-you're joining a community. From milestone anniversaries to our legendary chili cook-off, we believe in recognizing achievements and building connections through fun, shared experiences. We offer a comprehensive benefits package designed to support the well-being of our employees: Competitive Base Compensation: Competitive salary with eligibility for performance-based incentives. Paid Time Off: PTO available to support work-life balance, in addition to 13 paid company holidays per year. Wellness & Volunteer Time: Additional time off to support employee wellness and community involvement. Health Insurance Coverage: Multiple low or no deductible medical plan options, as well as dental and vision coverage. Employer-Paid Coverage: Company-paid life insurance and short- and long-term disability coverage. Flexible Spending Accounts (FSA): Options for both medical and dependent care FSAs. Education Assistance: Tuition reimbursement and student loan repayment support to help advance your education and career. Retirement Benefits: 401(k) plan with up to 4% company match, plus an additional 4% profit-sharing contribution. Employee Assistance Program (EAP): Confidential support services for personal and professional challenges Work Location: This position is based in Troy, Michigan. Hybrid working arrangements are available following 4-6 months of successful employment. EOE: CCF is committed to equal opportunity and complies with EEOC rules and regulations.

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

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

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... The Plant HR Director leads all HR functions within a unionized manufacturing plant, strategically aligning HR with business objectives and company values. This pivotal role partners closely with Plant Leadership and central HR teams to deliver impactful HR programs and services across the entire employee lifecycle (hourly and salaried). You will oversee talent initiatives, including staffing, performance management, employee relations, and local union contract negotiations, ensuring compliance with labor laws. Reporting to the Regional HR Sr. Director, you will have full management authority for all HR personnel actions within the plant. You'll have… Bachelor's Degree in Human Resources, Organizational Development, or a related field. 8-10 years of progressive HR experience, with at least 3-5 years in a leadership role focused on HR operations and strategic HR leadership within a manufacturing or industrial setting. Significant expertise in driving transformation within a major multinational corporation. Proven experience working in a Plant environment. Even better, you'll have… SPHR or SHRM-SCP certification. Master's Degree. 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 of 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 leadership level 5. For more information on salary and benefits, click here: ***************************** 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-SL2 What you'll do… Strategic HR Leadership: Align plant HR strategies with overall business objectives. Provide expert HR consulting and strategic guidance to Plant Leadership, fostering strong relationships with key stakeholders to drive cultural change. Union & Labor Relations: Lead and interpret local collective bargaining agreements, actively participate in negotiations, and manage the resolution of union-related issues, grievances, and disciplinary matters, ensuring fairness and compliance. Talent Management & Development: Own accountability for all talent management responsibilities within the plant, including staffing, performance management, disciplinary actions, and terminations. Lead, coach, and develop the Plant HR team. HR Operations & Compliance: Implement Corporate Labor and salaried COE products/services. Conduct investigations and manage disciplinary processes. Ensure strict compliance with all employment laws, regulations, and company policies. Monitor key HR metrics and leverage lean methodologies for continuous improvement. Employee Experience & Engagement: Foster a positive and inclusive employee experience (hourly and salaried) through proactive initiatives, feedback mechanisms, and strategic resolution of complex employee relations challenges. Safety & Community Engagement: Collaborate with safety and occupational health leads to improve safety performance and employee wellness. Oversee interactions with local governmental agencies and coordinate charitable activities.

ABOUT SLATE At Slate, we're building safe, reliable vehicles that people can afford, personalize and love-and doing it here in the USA as part of our commitment to reindustrialization. The spirit of DIY and customization runs throughout every element of a Slate, because people should have control over how their trucks look, feel, and represent them. | WHO WE ARE LOOKING FOR Slate is looking for an energetic, organized, experienced Human Resources Business Partner (HRBP) to join our growing team. This position will play a key role as a partner to leadership team member(s) aligning an organization's people strategy with its business strategy by serving as an advisor and HR functional subject matter expert to management. This role will provide a broad range of strategic HR know-how and support to achieve functional objectives, including organizational development, talent management, learning and development, employee engagement, diversity and inclusion, and employee relations. This role will be the first point of contact and a change agent for organizational and human resource initiatives for all managers and employees in an assigned functional organization(s). Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results. | WHAT YOU GET TO DO Lead organizational development to ensure organizational structures are set up to improve both individual and organizational performance, aligned with short and long-term strategy. Guide leaders on role definition and position descriptions to partner with talent acquisition to accelerate critical hiring and talent pools to support succession and workforce planning. Consult and influence leaders to repurpose, rescope, and combine roles to support business needs and succession planning. Partner with business leaders to cultivate people leadership, diversity and inclusion, talent, and technical capability in the business. Provide coaching to leaders in the organization. Drive and guide managers on performance management process. Lead talent management activities and facilitate talent reviews and succession planning. Ensure alignment of talent development programs with business objectives. Be an engaged agent in shaping the culture by translating desired values into specific employee and managerial behaviors, actions, and processes. Proactively identify potential employee relations issues and develop initiatives to promote a productive and engaged workforce. Conduct investigations as needed. Drive execution of compensation processes, including annual planning, job benchmarking, job evaluations, and routine wage and salary administration. Serve as the first line of support responding to general HR inquiries, including but not limited to employment, benefit and leave programs. Prepare and maintain employee personnel files and HRIS records as needed, and exercise best practices for confidentiality and HR data integrity. Partner with COE's in the development of effective HR policies, practices, business procedures, and guidelines and enable implementation. Assist in gathering and preparing HR data for reporting requirements and analysis, including but not limited to the preparation of AAP's and EEO-1 reports. Ensure compliance with federal, state, and local legal requirements by reenforcing adherence and advising management on needed actions. | WHAT YOU BRING TO THE TEAM Bachelor's degree in Human Resources, Business Administration, or related field. 7+ years of relevant experience; or equivalent combination of education and experience. Automotive and start-up industry experience preferred. 3+ years of experience in an HR Business Partner role. Proven knowledge and experience and capabilities in all areas of human resources with a strong focus on talent management & development, organizational design & effectiveness, employee engagement, employee relations, and compensation management. Progressive human resources background with experience in roles which interact and influence leaders. Demonstrated ability to problem solve, lead change, and implement new HR initiatives. Ability to gather and interpret relevant data and information, think analytically, and solve problems, and translate HR Analytics into compelling summaries and recommendations. High proficiency in communicating both verbally and in writing vertically and horizontally in a business environment. Knowledge and understanding of employment laws, compliance, and HR practices. Project Management skills a plus. Must possess fundamental working knowledge of Workday HCM. WHY JOIN TEAM SLATE? At Slate, we're fueled by grit, determination, and attention to detail. The start-up spirit of ingenuity and resourcefulness move our business forward. Team Slate fosters a culture of excellence, innovation, and mutual respect, and is motivated by shared principles. Safety First Delight Customers One Team Relentless Improvement Fast, Frugal, and Scrappy Respectful Collaboration Positive Legacy WE WANT TO WORK WITH PEOPLE THAT REFLECT THE COMMUNITIES IN WHICH WE OPERATE. Slate is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, marital status, parental status, cultural background, organizational level, work styles, tenure and life experiences. Or for any other reason. Slate is committed to providing reasonable accommodation for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at recar-talent_**********************.

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

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

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

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

Job Responsibilities As the Director, Human Resources at Biovire, you will oversee and implement key human resources strategies, ensuring compliance and alignment with our organizational goals. This position will collaborate with Biovire Management to design and deliver client based solutions that enable the organization to achieve its business objectives. Your core responsibilities include: Establish credibility throughout the organization in order to be an effective leader on people and business related needs. Strategic business partner to the leadership teams to ensure that the Human Resource strategy, goals and priorities are driven by and aligned with business needs. Consult, advise, coach, and partner with leadership on people and organizational needs of the organization, effectively living the HR collaboration model. Act as key HR point of contact, sparring partner and sounding board. Contribute to the overall business strategy. Drive the People Agenda by applying broad HR skills in the areas of organization design and development, change management, workforce planning, coaching/consultation, program/project management, facilitation and communication. Identify and define solutions that address the needs of the business whilst taking into account broader implications. Plan and implement these people/ organization solutions aligned to the business. Ensure alignment with initiatives as well as business strategy/goals across area of responsibility. Successfully align and execute HR processes and decisions and ensure meaningful communications. Lead and drive talent management and succession planning both internally and virtually. Act as a talent scout for internal talent and help develop the next generation of leaders through talent management and career development. Contribute to assessment/selection for senior leaders and other critical positions. Identify talent issues before they affect the business. Ensure excellent alignment and execution of established human resources policies, processes. Act as trusted advisor to managers and employees. Monitor and ensure adherence to labor laws, industry regulations, and internal company policies, making timely updates to HR procedures and employee handbooks. Oversee a robust performance review process, setting clear benchmarks and guiding managers to foster productivity and accountability. Analyze workforce data to identify trends, address gaps, and recommend improvements that align with business objectives. Required Skills, Experience, and Qualifications 15+ years broad and progressive HR management or consulting experience in or with organizations recognized for best practices in HR. Comprehensive knowledge of labor laws and HR best practices. HRBP expertise to include demonstrated ability to develop business aligned strategies and tactical execution of staffing, compensation and benefits, organizational effectiveness, performance management and change management initiatives in rapid growth environments. Experience in either the biotechnology or pharmaceutical industries or with manufacturing organizations is preferred. Substantial successful experience consulting with senior- level executives. Demonstrated ability to build and lead a high performing team. Strong interpersonal, influencing and communication skills (written and verbal) to effectively address all organizational levels. Demonstrated ability to work on a senior leadership team that develops the vision, strategy and annual goals for an organization and sets the standard for collaboration and teamwork. Experience working in a matrix, multi-cultural organization Experience managing through major transitional or other change management processes Bachelors degree in Human Resources or related field equivalent required. MBA preferred. Compensation Base salary: $130,000-$180,00 annually, based on experience and qualifications. Benefits At Biovire, we prioritize the well-being and success of our employees by offering a comprehensive benefits package designed to support you both professionally and personally. Our benefits include: Comprehensive medical, dental, and vision insurance plans tailored to fit your needs, along with mental health support and wellness programs. Life insurance, and disability coverage to ensure your future is secure. Generous paid time off, flexible scheduling options, and parental leave policies to help you thrive at work and at home. Employment at Bryllan (Biovire) is contingent upon a successful Background check.

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

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