Director of human resources jobs in Chattanooga, TN

Job Details Head Quarters - Chattanooga, TN Full Time 4 Year Degree Negligible Flexible Human ResourcesDescription This is a full-time administrative position. The person filling this role will: Establish & maintain professional partnerships with Orange Grove administrators, applicable community partners, and the Human Resource Board Committee. Meet the agency's HR needs by being accessible; offering fair, consistent guidance; strategically planning, and implementing regulatory controls and procedures for the department and agency; ensuring policies are up to date and accurate; ensuring required reporting; overseeing recruitment, on-boarding, and retention; and leading with the upmost integrity and highest HR standards. Ensure each established regulatory control meets or exceeds generally acceptable HR professional standards of accountability, quality standards, and confidentiality. Maintain a flexible work schedule to attend trainings and meetings, and to consult with agency employees as needed. Collaborate with the Workforce Development Committee, the HR team and agency management to create, facilitate, and implement recruitment and retention strategies. Plan, organize, and provide ongoing training to Orange Grove administrators and employees regarding HR functions, requirements, and compliance standards. Ensure agency HIPAA compliance, DOL compliance, and the consistent implementation of professional HR standards. Co-facilitate ongoing HR incident review meetings. Work with State surveyors to ensure timely and accurate reporting of any requested documents. Consult with the Director of Employee Relations, the Director of Compliance & Training, and the CEO on allegations of improper conduct; participate in investigations and grievance hearings as needed. Ensure each employee's position, time and talents are valued and that they are professionally assisted by the HR department. Develop a HR quality improvement plan; provide the CEO, agency administrators, and HR Board Committee written quarterly QI updates. Consistently supervise, motivate, evaluate, mentor, train, and discipline staff as needed to ensure ongoing quality of support and quality of performance. Seek ongoing educational and training opportunities for the betterment of the agency and for personal professional development. Serve as an agency administrator by participating in Director's meetings, giving, and receiving agency relevant feedback, and consistently demonstrating agency leadership. Work collaboratively, agency-wide to implement HR compliance standards and to uphold and promote the mission, policies, and procedures of Orange Grove. Supervisory Structure: Reports to the Chief Executive Officer. Supervises the Assistant Director, Recruiter, and Administrative Assistant. Has general management oversight of the HR Department. Works collaboratively with the Director of Employee Relations to meet the HR needs of the agency. Implements compliant HR strategies throughout the agency. Coordinates with the Director of Compliance and Training to ensure quality training and agency compliance. Qualifications Education: Bachelor's Degree required; Master's Degree preferred. 2. Experience: Minimum 5 years professional Human Resource leadership experience required. Experience with prioritizing multiple tasks to completion and producing professional quality results required. Experience with Paycom software preferred. Physical Requirements: Good overall health and personal stamina. Physical examination, including TB skin test or chest x-ray required prior to employment. Ability to perform essential duties of management, training, mentoring, recruiting, and strategic planning for the agency's HR needs. Job Requirements: Fluent computers skills required. Professional demeanor and professional communication skills required. Dedication to continually improving the work conditions and professional development of each employee is required. Commitment to CQL Basic Assurances, and adherence to all State and Federal labor laws, HIPAA guidance, and compliance standards required.

At Kenco Logistics, you're more than just a team member-you're part of a company that values innovation, integrity, and a strong commitment to its people. As one of the leading 3PL providers in the U.S., Kenco offers a dynamic and supportive work environment where your ideas matter and your growth is a priority. With a focus on safety, sustainability, and continuous improvement, Kenco empowers employees to make a real impact in the supply chain industry while building rewarding careers. Join a company where your contributions help move the world forward-one shipment at a time. About the Position The HR Technology Lead will be responsible for driving strategic HR transformation through data analytics, systems integration, and process automation. This role is expected to partner with HR and enterprise stakeholders to design and implement scalable, user-centric technology solutions that enhance organizational efficiency and talent management. The position will lead discovery efforts, optimize HR architecture, and develop a forward-looking technology roadmaps aligned with business goals. The position also serves as a trusted advisor, translating complex needs into actionable solutions while ensuring clear communication across technical and non-technical audiences. A strong focus on innovation, data integrity, and user experience is essential. Functions Partner with and coach field HR to use data to diagnose problems and translate data into actionable items. Provide analytical support for retention projects and other data driven initiatives. Collaborate with subject matter experts across HR functions, research internal practices and recommend methodology for categorizing data, defining fields and calculating metrics. Partner with HR and other enterprise stakeholders to champion the implementation of integrated HR systems, driving organizational efficiency, ensuring data integrity, and supporting strategic talent management and informed decision making. Lead internal discovery efforts by engaging with internal teams and business stakeholders to assess current state processes, identify pain points, and gather requirements that inform the design and delivery of scalable, user-centric HR technology solutions. Lead the design, implementation, and optimization of comprehensive HR technology architecture. Develop and articulate a comprehensive HR technology strategy and roadmap, with a strong emphasis on user experience, automation, and efficiency, aligned with the firm's overall business and HR objectives. Proactively identify opportunities to leverage technology and automation to enhance HR processes and drive value across the employee lifecycle. Evaluate and select appropriate technologies and platforms for enhancements and new initiatives related to the existing HR technology landscape. Provides project management to project teams and leadership. Develops and communicates project plans, dependencies, and status updates. Highlights potential issues, including schedules, resources, costs, and risks, and makes recommendations to minimize risk. Manages the scope of projects appropriately. Engage and successfully manage cross-functional teams. Develop and implement effective communication plans internal to Kenco. Set milestones and report status of cross-functional teams. Documents existing processes and procedures and makes improvements for cross-functional teams. Regularly reviews progress and action items of project plans and identifies need for adjustments based on critical milestones. Identifies and defines project risks and takes appropriate actions to mitigate risks in a timely and effective manner. Deliver data-driven insights which enable HR to proactively plan resource needs, evaluate the effectiveness of their workforce attraction, development and engagement initiatives, identify past and future trends and make informed human capital recommendations which will drive the ongoing success of the business. Act as a trusted advisor and subject matter expert (SME) to the HR Leadership Team and other enterprise stakeholders, understanding their needs and translating them into actionable HR technology solutions. Communicate HR technology capabilities, project updates, automation opportunities, and process changes effectively to technical and non-technical audiences, surfacing risks and providing visibility into day-to-day operations. Qualifications Bachelor's degree in human resources, project management or related field required, or equivalent years of experience required. Equivalent years of experience is defined as one year of professional experience for each year of college requested; advanced degree or concentration in a data/analytical related field preferred. 3-5 years of experience of delivering value in Analytics roles, ideally at organizations with progressive approaches to the field which have provided exposure to latest HR Analytics practices required. 3+ years of relevant project management experience required. 3+ years of recent Workday experience required. Strong Analytics with experience in managing project plans preferred. Experience with developing or managing dashboards preferred. Lean Six Sigma Green Belt certification strongly desired Experience with project management methodologies, tools, and techniques. Experience with and understanding of HR organizations and their services. Successful experience in project management with third-party vendors. Competencies Business Acumen - Knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization. Communicate for Impact - Proactively communicate with all stakeholders throughout the life cycle of programs and projects. Influencing Others - Can quickly find common ground and can solve problems for the good of the organization with a minimal amount of noise. Authentically gains trust and support of peers. Managing Transitions/ Change Management - Effectively plans, manages and communicates changes in processes with appropriate stakeholders. Strategic Agility - Enable Kenco to remain competitive by adjusting and adapting to innovative ideas necessary to support Kenco's long-term organizational strategy. Travel Requirements This position is expected to travel approximately 25% or less. You will be required to have a valid passport to travel to Canada or Mexico. Disclosures For California residents - please enter or copy/paste the address below into your address bar to review an important notice regarding Kenco's privacy policy ********************************************************************************** The statements above are intended to describe the general nature and level of work being performed by employees assigned to this job. Other duties may be assigned as needed. The physical demands and work environment described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Kenco is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law. Per company policy, all internal job postings expire 14 days from the date they are posted. Benefits offered: Medical insurance including HSA, HRA and FSA accounts Supplemental insurance including critical illness, hospital indemnity, accidental injury Dental Insurance Vision Insurance Basic Life and Supplemental Life Short Term and Long Term Disability Paid Parental Leave 401(k) Paid Time Off approximately 2 weeks (accrual begins on Day 1 of employment) Employer Paid Holidays- 10 days Kenco strives to provide a supportive, professional environment for all employees. As a part of Kenco, we expect our team to uphold our three key pillars: be honest, serve, and get better. Each should strive for operational excellence, pursue innovation, and want to grow with our company. Kenco Group is an Equal-Opportunity Employer. All employees and applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability, or any other characteristic protected by law. Please click the image to download the EEOC ‘Know Your Rights; Discrimination is Illegal' posting. *************************** For California residents please enter or copy/paste the address below into your address bar Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) For California residents - please enter or copy/paste the address below into your address bar to review an important notice regarding Kenco's privacy policy. **********************************************************************************

THE COMPANY: With over 20 years of experience, our client is a leader in the European and American automotive industry They are dedicated to the design, development and manufacturing of metal automotive components with focus on innovative development to produce safer and lighter vehicles. THE EXPECTATIONS: Our client's Chattanooga plant is looking for a Human Resources Manager that craves working in a fast-paced lean manufacturing environment. This position has an emphasis on the overall strategy, administration, coordination and evaluation of the Human Resources function in the plant. Responsibilities include: Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promotes a high level of employee morale. Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Responsible to recruit, hire, train and develop associates to stay ahead of general business needs, launch activities and new technology installations. Responsible for all health, safety, and environmental programs at the plant. Drives a continuous mindset and culture of safety in the plant. Ensures professional development and feedback is provided to all management, staff and hourly associates. Identifies and complies with all internal and external legal and compliance requirements and government reporting regulations impacting the Human Resources function (e.g., OSHA, EEO, ERISA, FLSA, Code of Conduct, etc.). Directs the preparation of information requested or required for compliance. Monitors exposure of the Plant and approves all information submitted to external agencies. Continuously reviews and improves plant Human Resources policies, programs, metrics and practices with guidance and review of Vice President of Human Resources. Keeps Plant Director and VP of HR informed of significant problems that may jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level. Job Requirements THE MUST HAVES: Bachelor's Degree in Human Resources or other related field required. Master's Degree preferred. 8+ years of progressive Human Resources experience. 5+ years of experience in an automotive manufacturing environment. Must be able to promote positive employee relations. Must have excellent communication, organizational, and interpersonal skills. Must have a sense of urgency and intensity. Must have experience in recruitment for salaried and hourly positions. Must have experience in creating and executing training and development plans for salaried and hourly associates. WHY SHOULD YOU APPLY? Top benefits Excellent growth and advancement opportunities Tuition reimbursement program Working for a top leader in the automotive industry Building relationships and experiences through interactions with subject matter experts FEATURED BENEFITS Employer-provided Medical insurance Vision insurance Dental insurance 401(k) Tuition assistance Disability insurance

Full-time Description Schnellecke Logistics USA is seeking an experienced Human Resources Manager to serve as a key partner supporting a high-volume, multi-shift warehousing operation. This position reports to the Director of Administration with functional reporting to the Head of U.S. / Director of Human Resources. The HR Manager will oversee a team of two HR Generalists (1st and 2nd shift) and a Recruiter, ensuring consistent HR support across all shifts. This role requires a balance of strategic partnership and hands-on leadership - guiding workforce planning, talent acquisition, employee relations, and culture initiatives that drive engagement and retention. What You'll Do Lead, coach, and develop two HR Generalists and a Recruiter to ensure seamless HR coverage and professional growth. Partner with site leadership to anticipate workforce needs, align HR initiatives with operational goals, and enhance communication across shifts. Oversee full-cycle recruiting for hourly and exempt roles, ensuring staffing models support seasonal and volume fluctuations. Strengthen onboarding, orientation, and retention programs to accelerate new-hire success and reduce turnover. Serve as a trusted advisor in employee relations, investigations, and compliance, ensuring adherence to OSHA, EEOC, FMLA, and ADA standards. Leverage HR metrics (turnover, absenteeism, time-to-fill) to inform decisions and drive continuous improvement. Contribute to enterprise HR initiatives to ensure consistency and alignment across all U.S. sites. Requirements Bachelor's degree in HR, Business Administration, or related field (Master's or HR certification preferred). 5+ years of progressive HR experience, including 2+ years in a supervisory or managerial role. Prior HR experience in warehousing, logistics, distribution, or manufacturing strongly preferred. Strong working knowledge of employment law, compliance, and HR best practices. Proven ability to build trust, influence leaders, and deliver results in a fast-paced environment. Why Schnellecke We offer a competitive salary, comprehensive benefits, and the opportunity to help shape HR practices in a growing logistics organization. Join a culture centered on safety, collaboration, and continuous improvement, where you can make a direct impact on people, performance, and operational success. Apply today to join a global logistics leader where people and performance move together. #SchnelleckeLogistics #HRManager #Leadership #LogisticsCareers

Sr. Director Human Resources Find your more with Mohawk! At Mohawk Industries, we're committed to more - more customer solutions, more process improvements, more sustainable manufacturing and more opportunities for our people. As a Fortune 500, global flooring leader with some of the best-known brands in the industry, Mohawk is a great place to start or develop your career with an emphasis on more of what's important to you. Come find your "more" with Mohawk! What we need: The Sr Director Human Resources is a senior-level leader that provides direction, guidance, and support to the HR team and collaborating with senior management to develop and implement HR strategies that align with organizational goals. This role plays a critical role in ensuring the efficient delivery of HR strategy within the business by building and maintaining relationships with business leaders and having an intimate knowledge of business operations. What you'll do: * Provide strategic counsel to senior management on HR matters. * Drive initiatives to foster a positive organizational culture aligned with the company's values. * Lead organizational development efforts to enhance employee engagement, morale, and performance. * Provide leadership in managing employee relations, ensuring fair and consistent application of HR policies and procedures. * Provide leadership in managing complex employee relations issues, investigations, and conflict resolution. * Proactive in identifying and clearing roadblocks for the team. * Manage relationships with internal and external stakeholders, including human resources partners, business leaders, and management teams. * Work with managers to ensure effective goal setting, performance evaluations, and feedback mechanisms. * Identify and address skill gaps through strategic training initiatives. * Establish and assure adherence to budgets, schedules, work plans, and performance requirements. * Regularly interact with senior management or executive levels on matters concerning functional area. * Perform other duties as needed. What you have: * Bachelor's degree in a related field or equivalent education and/or experience. * 12+ years' relevant experience or equivalent education and/or experience. * 7+ years of management experience. What you're good at: * Holistic, integrated understanding of organizational context. * Solid understanding of people management strategies and how to develop team members into successful leaders. * Begins leading through other leaders, instead of setting operational approach. * Able to lead and support their function while achieving impact and improvements across all functional areas. * Requires the ability to change the thinking of, or gain acceptance from, others in sensitive situations while preserving relationships. * Focused on and responsible for their team's productivity and collective impact. * Excellent communication, problem solving, and organizational skills. * Able to multitask, prioritize, delegate, and manage time effectively. * High level of integrity and discretion in handling sensitive and confidential people data. * Proficient using Microsoft Office Suite products. * High degree of professionalism, judgment, maturity, and resourcefulness in the absence of formalized guidelines and procedures. What else? * This employee will be responsible for direct reports in multiple locations. #LI-LH1 Mohawk Industries is a leading global flooring manufacturer that creates products to enhance residential and commercial spaces around the world. Mohawk's vertically integrated manufacturing and distribution processes provide competitive advantages in the production of carpet, rugs, ceramic tile, laminate, wood, stone and vinyl flooring. Our industry-leading innovation has yielded products and technologies that differentiate our brands in the marketplace and satisfy all remodeling and new construction requirements. Our brands are among the most recognized in the industry and include American Olean, Daltile, Durkan, IVC, Karastan, Marazzi, Mohawk, Mohawk Home, Pergo, and Quick-Step. During the past decade, Mohawk has transformed its business from an American carpet manufacturer into the world's largest flooring company with operations in Australia, Brazil, Canada, Europe, India, Malaysia, Mexico, New Zealand, Russia and the United States. Mohawk Industries, Inc. is an Equal Opportunity Employer including disability/veteran committed to an inclusive workplace and a proud Drugs Don't Work participant.

Human Resources Manager (Bi-lingual) About Us: Marketing Alliance Group is a well-established leader in the custom retail solutions industry is seeking a Human Resources Manager to support operations in the Dalton, GA area. This organization is committed to fostering an inclusive, dynamic, and innovative work environment. Job Summary: The Human Resources Manager will oversee recruitment, training, employee relations, safety, compensation, and data management for assigned facilities. This role ensures compliance with federal, state, and local regulations while supporting the company's strategic goals. Responsibilities: Administer and support the consistent application of company-wide HR policies and procedures. Lead recruitment efforts, drive retention initiatives, and support succession planning across assigned sites. Monitor and ensure employee completion of all required safety training programs. Collaborate with the HR Director to address complex and sensitive employee relations matters. Manage employee relations activities, including onboarding, policy guidance, and employee counseling. Maintain thorough and accurate HR documentation and reporting. Conduct routine safety audits and ensure compliance with all safety recordkeeping requirements. Oversee and execute key HR functions such as compensation, benefits, leaves of absence, performance management, corrective action, and training initiatives. Respond to employment-related questions, escalating critical issues as appropriate. Participate in disciplinary discussions, workplace investigations, and termination processes. Ensure ongoing compliance with federal, state, and local employment laws and remain current on HR trends and best practices. Perform additional HR-related duties and projects as assigned. Qualifications and Requirements: Experience: 5-8 years of progressive human resources experience within a manufacturing or industrial plant environment; experience supporting multiple locations is a plus. Demonstrated experience conducting and managing HR investigations with professionalism and discretion. Proven ability to build strong relationships with frontline employees, supervisors, and senior leadership to drive HR initiatives and resolve workplace issues effectively. Skills: Bilingual in English and Spanish is highly preferred and considered a strong asset. In-depth understanding of HR principles, employment law, EEO regulations, workers' compensation, and workplace safety practices. Strong communication skills, including written, verbal, and presentation capabilities. Proficient in Microsoft Office applications, with advanced skills in Word, Excel, and PowerPoint. Demonstrated ability to manage multiple projects simultaneously while maintaining attention to detail and meeting deadlines. Education: Bachelor's degree and/or HR certifications (such as PHR or SHRM-CP) strongly preferred; High school diploma or equivalent required. Physical Requirements: Must be able to sit or stand for extended periods and occasionally lift or move objects up to 30 pounds. Frequent walking throughout office and plant areas, with regular use of hands, wrists, and fingers for typing, writing, and other repetitive tasks. Ability to work in a manufacturing environment, which may include exposure to varying temperatures, odors, dust, and typical industrial noise levels. Must be able to navigate stairs and uneven surfaces as needed across facility locations. Visual and auditory acuity required to observe, hear, and respond to activities in a production setting. What We Offer: Competitive salary and comprehensive benefits package, including health, dental, vision, and 401(k) with company match. Supportive leadership that values your contributions and encourages work-life balance. The chance to make a meaningful impact across multiple sites in a growing, well-established organization. A dynamic, collaborative, and inclusive work environment that values innovation and continuous improvement. Opportunities for ongoing professional growth through training, mentorship, and career advancement pathways. This company is an Equal Opportunity Employer.

**Duration: 9-12 months contract** The role will need to sit at Chattanooga and Cleveland TN 1 day at each site and the other days can be at home. Of course, the person might need to be there more than 1 day depending on the site's needs. **Skills** + Conflict Management + Functional / Technical Knowledge and Skills + Problem Solving + Decision Quality + Dealing with Ambiguity **What is the nature of your business department or project and how will this role play a part in its success?** + The AR Manager will serve as the point of contact for associate relations issues and inquires within an identified cross-segment, cross-functional client group. + Responsibilities include building trust, credibility and collaborative relationships with line managers, associates and associate representatives (e.g. works council and/or unions if applicable). + Apply expertise and sound judgement when managing inquiries, mitigating risk and minimizing adverse impact to the organization through application of policies, practices and adherence to legal and regulatory requirements. + Resolve issues and address client needs to ensure situations are resolved fairly, objectively, and in a manner that aligns with our Five Principles and the Associate Concept. **Issue Resolution** + Responsible for evaluating and managing site/function Associate Relations issues and concerns + Conduct timely, thorough, and effective investigations relating to company policy or employment law, collective bargaining agreements, and other regulations. + Investigate and/or provide support in response to agency claims and labor grievances. + Identify complex and high risk situations, providing assessment and recommendation to Sr. AR Manager. + Collaborate with legal counsel as needed regarding separations, severance/redundancy and transition assistance. + Coach line managers on performance management, appropriate documentation and communicating effectively to drive improvement and/or mitigate risk. + Resolve disputes and conflicts through fact finding, mediation and education. **Ensure proper documentation to:** + Provide clarity for associates. + Minimize risk in legal, governmental or union challenges. **What is this role's main focus for the first 90 days?** + Issue Resolution **Required Skills (include soft skills)** + Minimum three years of experience working in Human Resources/Labor Relations + Strong communication, written and interpersonal skills; ability to work and communicate effectively with a wide range of individuals across all levels of the organization + Knowledge of applicable employment and labor relations regulations + Ability to rapidly mobilize and manage internal and external resources to mitigate risks to the company business and reputation + Ability to handle and maintain confidential and sensitive information + Strong analytical and problem solving skills + Strong conflict management skills + Ability to work independently and exercise sound judgment + Ability to prioritize work, meet deadlines, and work effectively while managing competing projects and/or demanding clients + Strong data and analytic skill **Education, Licenses, Cert Requirements** + University degree or equivalent experience in Human Resources, Labor/Industrial Relations, Legal **About US Tech Solutions:** US Tech Solutions is a global staff augmentation firm providing a wide range of talent on-demand and total workforce solutions. To know more about US Tech Solutions, please visit *********************** (********************************** . US Tech Solutions is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Job DescriptionDescription: Responsibilities include: Recruiting: Identifying hiring needs, interviewing applicants, and checking references Onboarding: Orienting new employees and ensuring they have the right to work Training: Developing and conducting training programs for employees Compensation: Ensuring employees are paid correctly and on time, and administering benefits Compliance: Ensuring the company complies with employment laws and regulations Safety: Ensuring employee safety and performing safety training Performance: Monitoring employee performance and attendance, and advising on disciplinary and performance issues Employee relations: Advising employees and managers on employment policies and procedures, and mediating disputes Strategic planning: Consulting with executives on strategic planning Project work: Completing special projects, such as research, analysis, and reporting Requirements: Excellent communication skills Interpersonal and negotiation skills Organizational skills Analytical and problem-solving skills Ability to prioritize and delegate tasks Knowledge of employment laws and regulations

Job Description We are seeking a versatile HR Generalist with strong experience in recruitment and HR operations, including employee benefits administration for our U.S.-based workforce. This role combines end-to-end recruitment responsibilities with key HR administrative functions-particularly managing benefits programs, ensuring compliance, and supporting employees across all HR touchpoints. The ideal candidate is a proactive HR professional with a deep understanding of U.S. labor laws and benefits regulations, excellent communication and analytical skills, and a passion for fostering a positive employee experience throughout the employee lifecycle. Core Responsibilities Manage the full-cycle recruitment process, including job postings, candidate sourcing, screening, interviewing, and coordinating with hiring managers. Develop and implement effective recruitment strategies to attract top talent. Ensure an exceptional candidate experience and promote the company's employer brand. Coordinate onboarding processes for new hires, ensuring smooth transitions and compliance with company policies. Administer employee benefits programs, including medical, dental, vision, 401(k), wellness, and life insurance plans. Guide employees through benefits offerings, enrollments, and claims resolution. Maintain accurate and confidential HR records, including employee files, benefits data, and HRIS updates. Process and administer all leave-of-absence requests (FMLA, disability, personal, and medical). Ensure compliance with federal and state regulations (ERISA, ACA, COBRA, HIPAA, etc.). Prepare reports and analytics on recruitment, benefits utilization, and HR metrics for management, reporting management of employees` working hours and workload to Finance. Collaborate with leadership, operational departments, global recruitment/talent teams representatives. Promote a positive, inclusive, and productive work environment aligned with company culture. Qualifications & Requirements 3-5 years of HR generalist experience with a strong focus on recruitment and hr-related activities within U.S.-based organizations. Comprehensive knowledge of U.S. labor and employment laws and benefits regulations. HR certification (e.g., SHRM-CP, PHR) highly desirable. Proven ability to manage multiple priorities and maintain confidentiality with sensitive information. Strong interpersonal and communication skills, with the ability to build effective relationships at all levels. Experience working with HRIS systems, ATS platforms, and Microsoft Office Suite. Detail-oriented, analytical, and capable of working both independently and collaboratively in a fast-paced environment. Bachelor's degree in Human Resources, Business Administration, or a related field is preferred. Why Join Us Opportunity to make a meaningful impact across recruitment and HR operations. Collaborative, values-driven work culture. Competitive compensation and comprehensive benefits package. Continuous learning and career growth opportunities Flexible working hours Inclusive and supportive culture About Us Established in 2011, Trinetix is a dynamic tech service provider supporting enterprise clients around the world. Headquartered in Nashville, Tennessee, we have a global team of over 1,000 professionals and delivery centers across Europe, the United States, and Argentina. We partner with leading global brands, delivering innovative digital solutions across Fintech, Professional Services, Logistics, Healthcare, and Agriculture. Our operations are driven by a strong business vision, a people-first culture, and a commitment to responsible growth. We actively give back to the community through various CSR activities and adhere to international principles for sustainable development and business ethics. To learn more about how we collect, process, and store your personal data, please review our Privacy Notice: **********************************************************

Director of Mergers and Acquisition (DMA) TN, Chattanooga Job Description: Director of Mergers and Acquisitions (DMA) Location: Remote with extensive travel Department:Corporate Strategy / FinanceSchedule:Full-time, salaried Hiring Manager:Chief Financial Officer (CFO) About the Role Five Star Breaktime Solutions is a premier provider of away-from-home convenience services, committed to delivering innovative breaktime solutions that elevate customer experience and drive long-term growth. We are seeking aDirector of Mergers and Acquisitions (DMA)to lead, manage, and optimize the company's tuck-in acquisition pipeline. This high-impact role focuses on identifying acquisition targets, developing valuation proposals, managing negotiations, and coordinating all due diligence and integration activities across cross-functional teams. The DMA partners closely with the CFO, field leaders, legal teams, and sellers to deliver seamless execution and advance Five Star's aggressive growth strategy. Compensation + Competitive salary range $100,000 to $125,000 annually, plus: + 25 percent MIB bonus + Company vehicle program + For exceptional candidates, compensation may be aligned with top performer benchmarks Key Responsibilities Acquisition Pipeline Development and Management + Identify, qualify, and maintain a pipeline of tuck-in acquisition targets across all operating regions. + Conduct preliminary outreach and develop strong relationships with sellers and industry stakeholders. + Provide regular pipeline updates, forecasting, and strategic recommendations to the CFO. Valuation, Negotiation, and Deal Structuring + Gather and analyze operational, financial, and asset information to prepare valuation proposals. + Partner with the CFO to develop financial models, determine valuation, and recommend deal structures. + Lead proposal submission to sellers and negotiate deal terms with sellers and legal representatives. Due Diligence Leadership + Manage seller requirements for due diligence, ensuring complete and timely information flow. + Coordinate with cross-functional departments (Accounting, Legal, HR, Operations, PMO, IT) to support due diligence and integration planning. + Maintain an acquisition timeline and ensure all stakeholders align on expectations and deadlines. Integration Support + Assist field leadership and the CFO with post-deal follow-ups, issue resolution, and integration activities. + Track and communicate key milestones, risks, and readiness items throughout the integration process. Relationship Management and Cross-Functional Collaboration + Build strong, trust-based relationships with sellers, brokers, internal teams, and executive leadership. + Represent Five Star with professionalism, discretion, and a solutions-oriented mindset. Additional Responsibilities + Learn all functional requirements of the role within the first 90 days by shadowing and transitioning with the current DMA, including understanding the existing pipeline. + Perform additional duties and projects assigned by the CFO. Qualifications + Bachelor's degree in business, Finance, Accounting, Economics, or a related field required. MBA or advanced degree in finance or corporate strategy preferred. Equivalent experience may be considered. + 3 to 5 years in direct M&A, corporate development, business acquisition, deal negotiation, or strategic partnerships + 3 to 5 years in sales, account management, or business development + Experience in project management, finance, or cross-functional leadership is a major advantage. + Proven sales experience with the ability to pursue, influence, and persuade prospective sellers. + Strong communication skills with the ability to engage sellers, legal teams, and cross-functional internal partners. + Highly organized, strong prioritization skills, and ability to manage multiple concurrent deals. + Comfort and proficiency with Microsoft 365 applications. + Self-starter with strong time-management skills and the ability to work independently. + Willingness and ability to travel frequently. + Experience in the unattended retail industry (vending, micro markets, dining, refreshment services). - Preferred Why Join Five Star? + Competitive pay + 401(k) retirement savings plan with company match + Comprehensive medical, dental, and vision insurance plans (individual and family coverage) + Voluntary FSA, life insurance, and short- and long-term disability options + Personal Time Off and paid company holidays + Opportunity to support our 501(c)3 charity, Feeding the Future, Inc., which provides over 500,000 meals annually to children in need EEO Statement Five Star Breaktime Solutions is proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We encourage veterans and individuals with disabilities to apply. Location - TN, Chattanooga - TN

Return to Job Listings Director of Mergers and Acquisition (DMA) TN, Chattanooga Job Description: Director of Mergers and Acquisitions (DMA) Department: Corporate Strategy / Finance Schedule: Full-time, salaried Hiring Manager: Chief Financial Officer (CFO) About the Role Five Star Breaktime Solutions is a premier provider of away-from-home convenience services, committed to delivering innovative breaktime solutions that elevate customer experience and drive long-term growth. We are seeking a Director of Mergers and Acquisitions (DMA) to lead, manage, and optimize the company's tuck-in acquisition pipeline. This high-impact role focuses on identifying acquisition targets, developing valuation proposals, managing negotiations, and coordinating all due diligence and integration activities across cross-functional teams. The DMA partners closely with the CFO, field leaders, legal teams, and sellers to deliver seamless execution and advance Five Star's aggressive growth strategy. Compensation * Competitive salary range $100,000 to $125,000 annually, plus: * 25 percent MIB bonus * Company vehicle program * For exceptional candidates, compensation may be aligned with top performer benchmarks Key Responsibilities Acquisition Pipeline Development and Management * Identify, qualify, and maintain a pipeline of tuck-in acquisition targets across all operating regions. * Conduct preliminary outreach and develop strong relationships with sellers and industry stakeholders. * Provide regular pipeline updates, forecasting, and strategic recommendations to the CFO. Valuation, Negotiation, and Deal Structuring * Gather and analyze operational, financial, and asset information to prepare valuation proposals. * Partner with the CFO to develop financial models, determine valuation, and recommend deal structures. * Lead proposal submission to sellers and negotiate deal terms with sellers and legal representatives. Due Diligence Leadership * Manage seller requirements for due diligence, ensuring complete and timely information flow. * Coordinate with cross-functional departments (Accounting, Legal, HR, Operations, PMO, IT) to support due diligence and integration planning. * Maintain an acquisition timeline and ensure all stakeholders align on expectations and deadlines. Integration Support * Assist field leadership and the CFO with post-deal follow-ups, issue resolution, and integration activities. * Track and communicate key milestones, risks, and readiness items throughout the integration process. Relationship Management and Cross-Functional Collaboration * Build strong, trust-based relationships with sellers, brokers, internal teams, and executive leadership. * Represent Five Star with professionalism, discretion, and a solutions-oriented mindset. Additional Responsibilities * Learn all functional requirements of the role within the first 90 days by shadowing and transitioning with the current DMA, including understanding the existing pipeline. * Perform additional duties and projects assigned by the CFO. Qualifications * Bachelor's degree in business, Finance, Accounting, Economics, or a related field required. MBA or advanced degree in finance or corporate strategy preferred. Equivalent experience may be considered. * 3 to 5 years in direct M&A, corporate development, business acquisition, deal negotiation, or strategic partnerships * 3 to 5 years in sales, account management, or business development * Experience in project management, finance, or cross-functional leadership is a major advantage. * Proven sales experience with the ability to pursue, influence, and persuade prospective sellers. * Strong communication skills with the ability to engage sellers, legal teams, and cross-functional internal partners. * Highly organized, strong prioritization skills, and ability to manage multiple concurrent deals. * Comfort and proficiency with Microsoft 365 applications. * Self-starter with strong time-management skills and the ability to work independently. * Willingness and ability to travel frequently. * Experience in the unattended retail industry (vending, micro markets, dining, refreshment services). - Preferred Why Join Five Star? * Competitive pay * 401(k) retirement savings plan with company match * Comprehensive medical, dental, and vision insurance plans (individual and family coverage) * Voluntary FSA, life insurance, and short- and long-term disability options * Personal Time Off and paid company holidays * Opportunity to support our 501(c)3 charity, Feeding the Future, Inc., which provides over 500,000 meals annually to children in need EEO Statement Five Star Breaktime Solutions is proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We encourage veterans and individuals with disabilities to apply. Location - TN, Chattanooga - TN

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Education: Required: Bachelor's Degree Preferred: Experience: Required: Minimum of 8 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Skills/Abilities: Required Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Preferred: Position Requirement(s): License/Certification/Registration Required: SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment. Preferred: Department Position Summary: The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Supervisory Responsibilities: This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department. Duties/Responsibilities: Conducts weekly meetings with respective business units. Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. 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. Partners with the legal department as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Develops contract terms for new hires, promotions and transfers. Assists international employees with expatriate assignments and related HR matters. Provides guidance and input on business unit restructures, workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Performs other related duties as assigned. '272436

By living according to a common set of values, we create a culture that unifies, embraces the uniqueness we all bring to the company, and positions Integer for long-term success. At Integer, our values are embedded in everything we do. Customer We focus on our customers' success Innovation We create better solutions Collaboration We create success together Inclusion We always interact with others respectfully Candor We are open and honest with one another Integrity We do the right things and do things right The primary purpose of this position is to serve as a Business Partner to an assigned client group and is the site HR leader for one or more Integer locations. Responsible for managing all aspects of HR service delivery and strategic consulting on Talent Management, Associate Relations and Culture, Total Rewards Administration, HR Systems and Compliance programs. This role is a key management team contributor. The HR Manager champions a culture of continuous improvement and engagement by collaborating with COEs and site leaders to develop and deploy HR solutions that enable business strategy and objectives. Accountabilities & Responsibilities: • Adheres to Integer's Values and all safety, environmental, security and quality requirements including, but not limited to: Quality Management Systems (QMS), Safety, Environmental and Security Management Systems, U.S. Food and Drug Administration (FDA) regulations, company policies and operating procedures, and other regulatory requirements. Leadership & Strategy • Participates in development and communication of site strategic objectives aligned to Integer, Product Category and functional business strategy. • Partners with site leaders in development of short and long term workforce plans and actionable talent strategies that support business objectives. • Credibly leads organizational change initiatives. • Coaches and counsels leaders of people on performance management, organizational design and optimization, team effectiveness, communication, feedback and other management best practices. Talent Management (Recruitment, Training & Development) • Partners with Talent Acquisition CoE to identify and recruit talent for site Exempt positions • Plans and executes strategies to timely fill hourly/direct labor positions and attract the best local talent to Integer. Leverages managed services provider for temporary help as needed. • Develops management capabilities in interviewing & selection process; ensure effective onboarding processes are in place. • Leads site or functional talent review, succession and development planning initiatives with guidance and tools from Talent Management CoE. • Monitors quality of performance reviews, feedback and improvement plans; identifies support strategies to increase manager & supervisor capability. • Identifies site-specific skills training and development initiatives required to meet business goals • Conducts orientation, corporate compliance, and/or management development training developed by COE, as needed and required. Associate Relations, Engagement and Culture • Promotes an issue-free environment and adherence to Integer values. Ensures Associate concerns, complaints or workplace conflict is addressed and resolved timely, fairly and equitably. • Provides direction, coaching and training to management regarding policy interpretation, corrective action, progressive discipline and fair treatment. Ensures fair and consistent application of involuntary termination, position elimination, RIF, and severance decisions. • Conducts and documents Code of Conduct investigations, as required. • Drives Associate contribution and commitment through facilitation of focus groups, surveys, round tables, town halls and other forums to assess and deploy culture initiatives, recognition programs and facility specific communication & continuous improvement initiatives that engage Associates. • Identifies and promotes events to celebrate individual, team and business milestones and achievements. • Actively participates on team and committee-driven well-being and community outreach activities. Total Rewards Administration (Compensation & Benefits) • Continuously evaluates organizational structure and apply position evaluation methodology to analyze new and existing positions against Integer Career Framework. Supports COE and site management in local annual compensation planning, decision making and new program design communications. • Plans and administers site's annual Benefits Enrollment events and ensures Associates' understanding and utilization of new benefit programs through regular and effective communication and incident-specific counseling. HRIS & Compliance • Ensures accurate and timely transfer of Associate data changes to centralized Payroll processing team. • Effectively manages and maintains Associate data and transactions in HRIS/Workday, ATS and other HR technology systems; generates queries and ad-hoc reporting as needed. Analyzes and reports on talent related metrics and trends. • Promotes and supports Associate and manager self-service of available on-line HR tools. • Ensures compliance with all local/state/country labor laws and regulations; maintains accurate Associate recordkeeping and conducts site compliance audits as required. Project & People Management • Actively participates on enterprise-wide HR Project teams. • Manages direct reports • Performs other duties as required. Education & Experience: • Minimum Education: Bachelor's Degree in Human Resources, Business or related discipline. MBA preferred. • Minimum Experience: Minimum 5 years progressive HR experience supporting manufacturing or similar environment/client group. Knowledge & Skills: • Special Skills: Human Resources Certification (PHR/SPHR or SHRM-SCP) preferred. Excellent written, communication and coaching skills. Demonstrated success balancing and executing multiple talent and change management strategies and projects in fast paced environment. Proficiency with MS Office, Web-based ATS and integrated HRIS applications; Workday experience preferred. • Specialized Knowledge: Comprehensive knowledge of federal and state labor and employment laws. Our total rewards program is designed to attract, retain, and motivate associates to contribute to Integer's success. Our compensation program includes base salary and a cash-based incentive program supporting our pay-for-performance philosophy. We provide a comprehensive benefits package with immediate eligibility including medical, dental, vision, disability, life insurance, and adoption benefits. Parental leave is available after one year. Optional employee-paid programs include supplemental life insurance, critical illness, hospital indemnity and accident insurance. Employees are immediately eligible to participate in the 401(k) plan with company matching contributions. We provide 80 hours (10 days) of company designated holidays per year plus an annual allotment of paid time off. U.S. Applicants: Equal Opportunity Employer. In addition, veterans and individuals with disabilities are encouraged to apply.

Job Description BUILT TO CONNECT We believe in the power of connection and the importance of building long lasting relationships with our employees, customers, and the communities we call home. With a team more than 4,000 strong, our employees are our #1 advantage. We invest in skills trainings and provide opportunities for career development to help you grow along with the business. We offer programs to support physical safety as well as mental and financial wellbeing so you can be your best both at work and at home. Our equipment is used to build the roads and infrastructure that connects us to each other and to the goods and services we all use every day. We are an industry leader known for delivering innovative solutions that create value for our customers. As our industry evolves, we are using technology and data like never before. We're looking for creative problem solvers to build the future with us. Connect with us today and build your career at Astec! LOCATION: This is an onsite position at our Roadtec manufacturing facility in Chattanooga, TN. ABOUT THE POSITION The Sr Manager, Human Resources is a hands-on role responsible for serving as a key member of the site leadership teams for multiple sites. In this role, they are a trusted advisor and expert in HR matters. They also lead and support large scale initiatives, including talent development, performance reviews, training, diverse recruiting strategies, direct labor salary compensation progression, employee relations, and benefits administration. The Sr Manager, Human Resources supervises others and manages the day-to-day functions of the Human Resources Departments at the assigned locations. Key Deliverables · Serve as business advisor on HR matters to the General Managers and Leadership teams. · Lead initiatives for talent development, performance management and employee engagement. · Implement HR strategies and initiatives aligned with the overall business strategy. · Evaluate human resources processes and strategies to determine improvements to be made and reports findings to top management. · Recruit and interview potential applicants on experience, skills, education and fit to the qualifications of the position and future progression within the organization. · Ensure compliance with all federal, state, and local laws and regulations. Key Activities & Responsibilities · Responsible for developing relationships with individuals, employee groups and leaders of the business to communicate company policies/programs/procedures while providing leadership around organizational change, process consultation and organizational development. · Ensures Human Resources Strategies including coaching/counseling employees and management, sourcing and selection, performance management programs, organizational effectiveness, compensation and providing Human Resources leadership. · Oversees the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. · Perform as project leader for corporate and divisional projects, managing timelines, and working with cross-divisional teams. · Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures. · Evaluates trends in compensation and benefits for applicable sites. · Ensure legal compliance by monitoring and implementing applicable HR federal and state requirements, conducting investigations, and maintaining records. · Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; hearing and resolving employee issues; counseling employees and supervisors that drives high performance. · Organizes and manages new employee orientation, on-boarding and training programs. · Produces monthly headcount report and tracks departmental employment levels. · Initiates and/or tracks and maintains any changes in associate status such as promotions, salary increases, transfers, terminations, changes of address, etc. · Routinely spend time on plant floor engaging with employees and managers to understand needs, concerns, manufacturing processes, and opportunities for better employee engagement. · Always follows company policies and procedures. · Act as safety advocate and ensure safety rules and procedures are followed. · Performs other duties as assigned. To be successful in this role, your experience and competencies are: · 8+ years of career experience in Human Resources. · BS Degree in applicable field. · Strong ability to influence others and partner with site General Manager and other Leaders. · Ability to clearly articulate ideas and get buy in. · Experience leading a medium sized (300+) organization in a heavily matrix organization. · Ability to solve problems at both a strategic and functional level. · Must be able to organize and manage multiple projects and priorities. · Strong interpersonal skills and communication skills. · Demonstrated communication, collaboration, and leadership skills. · Ability to work independently with minimal supervision. · Ability to create precise and articulate presentations, reports, memos, recommendations, and business correspondence. · Basic computer skills to include Microsoft Word and Excel. · Professional HR Certification preferred. Supervisor and Leadership Expectations Serves as trusted advisor to the General Managers and Leadership Teams. Supervises site HR personnel. Leads site HR initiatives and deliverables. NOTE: This position responsible for certain internal control responsibilities. These internal control responsibilities are verbally communicated to the incumbent and periodic feedback is provided as it relates to the performance of these internal control responsibilities. WORK ENVIRONMENT Office While performing the duties of this job, the employee is regularly exposed to risk of injury in an office environment and a manufacturing shop plant environment. Duties include a typical office setting including extensive computer work, sitting or standing. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Manufacturing Environment Shop manufacturing environment exposures include exposure to moving mechanical parts, machinery, tools and equipment, vibration, fumes or airborne particles, motorized vehicles, welding and machining operations, outside weather conditions and exposure to the risk of electric shock. The employee may occasionally be exposed to varying levels of dirt, dust, toxic or caustic chemicals, very warm and/or very chilly temperatures. The noise level in the shop can be very loud at times consistent with an industrial assembly facility and may require hearing protection. Equal Opportunity Employer As an Equal Opportunity Employer, Astec does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person's veteran status or any other characteristic protected by law or executive order.

Responsibilities include: Recruiting: Identifying hiring needs, interviewing applicants, and checking references Onboarding: Orienting new employees and ensuring they have the right to work Training: Developing and conducting training programs for employees Compensation: Ensuring employees are paid correctly and on time, and administering benefits Compliance: Ensuring the company complies with employment laws and regulations Safety: Ensuring employee safety and performing safety training Performance: Monitoring employee performance and attendance, and advising on disciplinary and performance issues Employee relations: Advising employees and managers on employment policies and procedures, and mediating disputes Strategic planning: Consulting with executives on strategic planning Project work: Completing special projects, such as research, analysis, and reporting Requirements Excellent communication skills Interpersonal and negotiation skills Organizational skills Analytical and problem-solving skills Ability to prioritize and delegate tasks Knowledge of employment laws and regulations

Full-time Description Shift: 12:00 PM - 9:00 PM Schnellecke Logistics USA is seeking a proactive Human Resources Generalist to support our high-volume, multi-shift warehousing operation in Chattanooga, TN. Reporting to the Onsite Human Resources Manager, this role plays a vital part in maintaining strong employee relationships, supporting recruiting and onboarding, ensuring compliance, and helping to build an engaged, high-performing workforce. The ideal candidate thrives in a fast-paced environment and enjoys being hands-on with both people and process. You'll serve as a trusted resource for associates and supervisors, ensuring smooth HR operations across shifts and contributing to a positive, safe, and productive workplace. What You'll Do Serve as a key HR contact for employees and supervisors regarding policies, processes, and employee relations. Support workplace investigations, corrective actions, and conflict resolution under the guidance of the HR Manager. Partner with recruiting to coordinate interviews, onboarding, and new hire orientation. Assist with HRIS transactions, timekeeping, benefits, and other administrative processes. Maintain compliance with federal, state, and local labor laws, including OSHA, EEOC, FMLA, and ADA. Track and report HR metrics such as turnover, absenteeism, and headcount. Partner with site leadership and EHS to promote safety and reduce workplace risk. Contribute to HR initiatives that strengthen engagement, retention, and culture across all shifts. Requirements Bachelor's degree in HR, Business Administration, or related field (or equivalent experience). 2+ years of HR experience in warehousing, logistics, distribution, or manufacturing preferred. Knowledge of employment law and HR best practices. Strong communication and interpersonal skills with the ability to build trust at all levels. Experience with HRIS systems and Microsoft Office Suite. Ability to work onsite in a fast-paced, multi-shift environment. Why Schnellecke At Schnellecke Logistics USA, you'll gain hands-on HR experience in a dynamic warehousing operation and have direct visibility to senior HR leadership. We offer competitive pay, comprehensive benefits, and opportunities for professional development in a culture that emphasizes safety, teamwork, and continuous improvement. Apply today to join a global logistics leader where people and performance move together. #SchnelleckeLogistics #HRGeneralist #LogisticsCareers #HumanResources

Human Resources Generalist (Bilingual) About Us: Marketing Alliance Group is a well-established leader in the custom retail solutions industry, seeking a Human Resources Generalist to support day-to-day HR operations and contribute to talent development initiatives. This role serves as a development pipeline for future HR Manager opportunities and is key to fostering a positive, compliant, and engaged workplace culture. Job Summary: The Human Resources Generalist will oversee a range of administrative and operational HR duties that ensure compliance with labor regulations, support employee engagement, and uphold company policies. This role acts as a key liaison for a designated employee group and supports the HR Manager in employment matters and organizational initiatives. Responsibilities: Administer and support daily HR functions, including compensation, benefits, leave management, safety, recognition, and training programs. Serve as the primary HR point of contact for an assigned group, escalating complex issues to the HR Manager. Ensure all employees remain current on required training and certifications.Track FMLA and coordinate other employee leave requests, offering guidance to the HR Manager. Support investigations, disciplinary actions, and other sensitive employment matters as needed. Manage onboarding, orientation, and offboarding processes for employees. Maintain accurate employee records and generate required reports. Promote a safety-first culture and ensure up-to-date safety documentation and compliance. Oversee recertification of driver records in compliance with insurance requirements. Ensure compliance with all applicable employment laws and recommend policy adjustments when needed. Assist with the creation and distribution of company-wide HR communications. Plan and coordinate employee engagement events and morale-building activities. Perform other HR-related duties and special projects as assigned. Qualifications and Requirements: Experience: 2-3 years of Human Resources experience, preferably in a manufacturing or industrial setting. Prior involvement in employee relations, onboarding, and compliance activities. Education: High school diploma or equivalent required. Bachelor's degree in Business, Human Resources, or related field preferred. Skills: Foundational understanding of HR practices, employment law, and compliance. Excellent verbal and written communication skills. Strong interpersonal, problem-solving, and organizational skills. Proficient in Microsoft Office (Excel, Word, PowerPoint); experience with ERP systems preferred. Ability to manage multiple priorities in a fast-paced, deadline-driven environment. Demonstrated ability to work both independently and collaboratively. Physical Requirements: Work is primarily performed in an office environment. Must be able to sit or stand for extended periods. Frequent walking and use of hands, wrists, and fingers for computer and office equipment operation. Occasional lifting, pushing, or pulling of up to 20 pounds. Must be able to navigate the plant and tolerate varying environmental conditions, including noise and odors. What We Offer: Competitive salary and benefits, including health, dental, vision, and 401(k) with company match. A development-focused role with a clear path to HR management. Supportive team culture that values employee contribution and engagement. Ongoing opportunities for learning, growth, and career advancement. An inclusive, safety-first environment committed to continuous improvement. Marketing Alliance Group is an Equal Opportunity Employer.

By living according to a common set of values, we create a culture that unifies, embraces the uniqueness we all bring to the company, and positions Integer for long-term success. At Integer, our values are embedded in everything we do. Customer We focus on our customers' success Innovation We create better solutions Collaboration We create success together Inclusion We always interact with others respectfully Candor We are open and honest with one another Integrity We do the right things and do things right The primary purpose of this position is to serve as a Business Partner to an assigned client group and is the site HR leader for one or more Integer locations. Responsible for managing all aspects of HR service delivery and strategic consulting on Talent Management, Associate Relations and Culture, Total Rewards Administration, HR Systems and Compliance programs. This role is a key management team contributor. The HR Manager champions a culture of continuous improvement and engagement by collaborating with COEs and site leaders to develop and deploy HR solutions that enable business strategy and objectives. Accountabilities & Responsibilities: * Adheres to Integer's Values and all safety, environmental, security and quality requirements including, but not limited to: Quality Management Systems (QMS), Safety, Environmental and Security Management Systems, U.S. Food and Drug Administration (FDA) regulations, company policies and operating procedures, and other regulatory requirements. Leadership & Strategy * Participates in development and communication of site strategic objectives aligned to Integer, Product Category and functional business strategy. * Partners with site leaders in development of short and long term workforce plans and actionable talent strategies that support business objectives. * Credibly leads organizational change initiatives. * Coaches and counsels leaders of people on performance management, organizational design and optimization, team effectiveness, communication, feedback and other management best practices. Talent Management (Recruitment, Training & Development) * Partners with Talent Acquisition CoE to identify and recruit talent for site Exempt positions * Plans and executes strategies to timely fill hourly/direct labor positions and attract the best local talent to Integer. Leverages managed services provider for temporary help as needed. * Develops management capabilities in interviewing & selection process; ensure effective onboarding processes are in place. * Leads site or functional talent review, succession and development planning initiatives with guidance and tools from Talent Management CoE. * Monitors quality of performance reviews, feedback and improvement plans; identifies support strategies to increase manager & supervisor capability. * Identifies site-specific skills training and development initiatives required to meet business goals * Conducts orientation, corporate compliance, and/or management development training developed by COE, as needed and required. Associate Relations, Engagement and Culture * Promotes an issue-free environment and adherence to Integer values. Ensures Associate concerns, complaints or workplace conflict is addressed and resolved timely, fairly and equitably. * Provides direction, coaching and training to management regarding policy interpretation, corrective action, progressive discipline and fair treatment. Ensures fair and consistent application of involuntary termination, position elimination, RIF, and severance decisions. * Conducts and documents Code of Conduct investigations, as required. * Drives Associate contribution and commitment through facilitation of focus groups, surveys, round tables, town halls and other forums to assess and deploy culture initiatives, recognition programs and facility specific communication & continuous improvement initiatives that engage Associates. * Identifies and promotes events to celebrate individual, team and business milestones and achievements. * Actively participates on team and committee-driven well-being and community outreach activities. Total Rewards Administration (Compensation & Benefits) * Continuously evaluates organizational structure and apply position evaluation methodology to analyze new and existing positions against Integer Career Framework. Supports COE and site management in local annual compensation planning, decision making and new program design communications. * Plans and administers site's annual Benefits Enrollment events and ensures Associates' understanding and utilization of new benefit programs through regular and effective communication and incident-specific counseling. HRIS & Compliance * Ensures accurate and timely transfer of Associate data changes to centralized Payroll processing team. * Effectively manages and maintains Associate data and transactions in HRIS/Workday, ATS and other HR technology systems; generates queries and ad-hoc reporting as needed. Analyzes and reports on talent related metrics and trends. * Promotes and supports Associate and manager self-service of available on-line HR tools. * Ensures compliance with all local/state/country labor laws and regulations; maintains accurate Associate recordkeeping and conducts site compliance audits as required. Project & People Management * Actively participates on enterprise-wide HR Project teams. * Manages direct reports * Performs other duties as required. Education & Experience: * Minimum Education: Bachelor's Degree in Human Resources, Business or related discipline. MBA preferred. * Minimum Experience: Minimum 5 years progressive HR experience supporting manufacturing or similar environment/client group. Knowledge & Skills: * Special Skills: Human Resources Certification (PHR/SPHR or SHRM-SCP) preferred. Excellent written, communication and coaching skills. Demonstrated success balancing and executing multiple talent and change management strategies and projects in fast paced environment. Proficiency with MS Office, Web-based ATS and integrated HRIS applications; Workday experience preferred. * Specialized Knowledge: Comprehensive knowledge of federal and state labor and employment laws. Our total rewards program is designed to attract, retain, and motivate associates to contribute to Integer's success. Our compensation program includes base salary and a cash-based incentive program supporting our pay-for-performance philosophy. We provide a comprehensive benefits package with immediate eligibility including medical, dental, vision, disability, life insurance, and adoption benefits. Parental leave is available after one year. Optional employee-paid programs include supplemental life insurance, critical illness, hospital indemnity and accident insurance. Employees are immediately eligible to participate in the 401(k) plan with company matching contributions. We provide 80 hours (10 days) of company designated holidays per year plus an annual allotment of paid time off. U.S. Applicants: Equal Opportunity Employer. In addition, veterans and individuals with disabilities are encouraged to apply.

BUILT TO CONNECT At Astec, we believe in the power of connection and the importance of building long-lasting relationships with our employees, customers and the communities we call home. With a team more than 4,000 strong, our employees are our #1 advantage. We invest in skills training and provide opportunities for career development to help you grow along with the business. We offer programs that support physical safety, as well as benefits and resources to enhance total health and wellbeing, so you can be your best at work and at home. Our equipment is used to build the roads and infrastructure that connects us to each other and to the goods and services we use. We are an industry leader known for delivering innovative solutions that create value for our customers. As our industry evolves, we are using new technology and data like never before. We're looking for creative problem solvers to build the future with us. Connect with us today and build your career at Astec. LOCATION: Chattanooga, TN ABOUT THE POSITION The Positive Employee Engagement and Labor Relations Director is responsible for fostering a workplace culture that promotes trust, collaboration, employee satisfaction and equity. This role will lead strategies to strengthen employee relations, labor relations, enhance engagement, and ensure compliance with labor laws and organizational policies. The Director will serve as a key advisor to leadership, driving initiatives that support a positive work environment and align with the company's values and business objectives. Deliverables & Responsibilities: Employee Relations Strategy: * Develop and implement proactive employee relations programs to maintain a positive and productive work environment. * Serve as a trusted resource for employees and managers in resolving workplace concerns fairly and consistently. * Serve as liaison between the organization and collective bargaining units, ensuring effective communication and collaboration on labor-related matters. KPIs: * Reduction in employee grievances annually * Average resolution time for employee issues * Positive feedback score from employee representatives Engagement Initiatives: * Design and execute engagement strategies to improve employee morale, retention, and overall satisfaction. * Lead employee surveys, analyze results, and create action plans to address feedback. * Facilitate regular listening sessions across departments to gather employee input, identify concerns, and foster open communication. * Define a communications plan with HRBPs and Communications Team that regularly promotes company benefits and our value proposition. In particular communications to the shop floor. KPIs: * Employee engagement score improvement year-over-year * Listening sessions conducted * Participation rate of workforce * Completion of action plans post-survey Labor Relations Management: * Lead negotiations for collective bargaining agreements and labor contracts. * Serve as the primary liaison between the organization and labor unions. * Monitor and interpret labor laws, regulations, and union agreements to ensure compliance. Compliance & Risk Management: * Ensure adherence to federal, state, and local employment laws and regulations. * Partner with Legal and HR teams to mitigate risks and manage investigations when necessary. * Develop and administer workplace compliance strategy, including policies, audits, and training programs to ensure organizational adherence to legal and ethical standards. KPIs: * 100% completion of compliance audits on schedule * Compliance training completion rate Retention Strategies: * Partner with HR Business Partners (HRBPs) to develop and execute retention strategies that address turnover trends and enhance employee experience. KPIs: * Reduction in voluntary turnover annually * Retention rate of high-performing employees * Implementation of retention initiatives Leadership Coaching & Training: * Provide guidance and training to managers on effective employee and labor relations practices. * Promote leadership behaviors that reinforce a positive and inclusive culture. KPIs: * Manager training completion rate * Improvement in leadership effectiveness scores * Reduction in escalated employee relations cases Culture & Communication: * Develop communication strategies that keep employees informed and engaged. KPIs: * Increase in internal communication engagement * Positive culture survey results To be successful in this role, your experience and competencies are: * Bachelor's degree in human resources, Business Administration, or related field (Master's preferred). * 8+ years of progressive HR experience with a focus on employee relations and engagement. * Strong knowledge of employment laws and regulations and experience with collective bargaining agreements. * Exceptional interpersonal, communication, and conflict resolution skills. * Proven ability to influence and build relationships across all levels of the organization. Core Competencies: * Strategic Thinking * Emotional Intelligence * Problem-Solving * Collaboration and Teamwork * Change Management Supervisor and Leadership Expectations * Manage employee relations budget initiatives such as engagement surveys, manager trainings, engagement activities. Our Culture and Values Employees that become part of Astec embody the values below throughout their work. * Continuous devotion to meeting the needs of our customers * Honesty and integrity in all aspects of business * Respect for all individuals * Preserving entrepreneurial spirit and innovation * Safety, quality and productivity as means to ensure success Travel Requirements: 30% of domestic travel WORK ENVIRONMENT Office While performing the duties of this job, the employee is regularly exposed to risk of injury in an office environment and occasionally a manufacturing shop plant environment. Duties include a typical office setting including extensive computer work, sitting or standing. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EQUAL OPPORTUNITY EMPLOYER As an Equal Opportunity Employer, Astec does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person's veteran status or any other characteristic protected by law or executive order.