Director of human resources jobs in Conroe, TX

(Required Mandarin/Chinese/Taiwanese Speaking Skills) (2 openings for Sr. HR Manager in Mount Pleasant WI and Houston TX) Join our team in Houston, TX, a vibrant city known for its diverse culture and booming economy. As a key leader at our manufacturing facility, you will have the opportunity to drive strategic HR initiatives that align with organizational goals and foster a high-performing, engaged workforce. This role requires a strategic and hands-on HR professional with strong leadership, communication, and analytical skills. Essential Duties and Responsibilities Direct and oversee all HR functions, including recruitment, onboarding, employee relations, performance management, and compliance. Partner with senior management to develop and execute HR strategies that support business objectives. Advise managers on employee performance, disciplinary actions, and policy interpretation. Ensure compliance with all applicable federal, state, and local employment laws and regulations. Lead employee engagement, retention, and recognition initiatives. Manage compensation and benefits programs to ensure internal equity and external competitiveness. Oversee HR systems, reports, and metrics to support data-driven decision-making. Implement and communicate corporate HR policies, programs, and best practices. Provide leadership, guidance, and professional development to HR team members. Collaborate with cross-functional departments to support workforce planning and organizational development. Education: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. Experience: Minimum of 10 years of progressive HR experience, including at least 3 years in a senior HR management role. Previous HR leadership experience in a manufacturing or industrial environment preferred. Experience managing HR in a multi-site or global organization a plus. Proficiency with HRIS systems and HR data reporting. Skills and Competencies: Strong leadership and interpersonal communication skills. In-depth knowledge of U.S. federal and Texas labor laws and employment regulations. Proven ability to manage complex employee relations matters with sound judgment. Effective organizational, analytical, and problem-solving skills. Proficient in Microsoft Office Suite. Bilingual in English and Chinese (required). Certifications (Preferred): SHRM-SCP, SPHR, CIPD, or equivalent HR certification.

HR Project Manager (M&A) Initial 6mth term Hybrid - 3days onsite, but could flex up based on initiatives / projects Partnered up with my top US based client, and with one of the most critical business units, namely People & Culture, under the direction of the Head of People & Culture. We are seeking a HR Project Manager who will be responsible for managing the planning, execution, and delivery of HR programs for a particularly Merger & Acquisition. The role will be responsible for understanding current processes, systems, procedures, and culture within the P&C department to ensure successful integration between two organizations and its people. Collaborating with stakeholders across departments, and driving process improvements within the P&C function, the HR Project Manager ensures projects are completed on time, within scope, and in compliance with company policies and regulatory requirements. Duties and Key Accountabilities Oversee and coordinate people & culture (P&C) initiatives and projects to ensure alignment with organizational objectives during merger & acquisition activities. Manage the planning, execution, and delivery of HR programs related to the integration of two organizations. Evaluate and understand current processes, systems, procedures, and organizational culture within the P&C department to facilitate successful integration. Collaborate with stakeholders across various departments to ensure effective communication and alignment of project goals. Drive process improvements within the P&C function to enhance efficiency and support business objectives. Ensure that all HR projects are completed on time, within scope, and in compliance with company policies and regulatory requirements. Experience/Qualifications/Education Bachelor's degree in Human Resources, Business, Economics, or a related field is required. A min. of 8 - 10 years of relevant experience in HR functions is essential, with a focus on areas such as Talent Acquisition, HR Business Partner roles, and/or HR Project Management. Experience with managing HR systems and taking a systems-oriented approach is highly desirable for this position. Additional Requirements Previous experience working with HR systems such as ADP or ICIMs is required. Must have excellent written and verbal communication skills. Demonstrated ability to maintain a high level of accuracy and attention to detail in all tasks. This role requires a proactive and collaborative leader who thrives in a fast-paced and dynamic project environment. The ideal candidate is motivated by new challenges, asks insightful questions, and is able to quickly implement solutions based on new information and project needs.

The Executive Director of Human Resources will lead the development and execution of the company's HR strategy, including the build-out of internal HR infrastructure, benefits, talent acquisition, compliance, compensation, employee relations, performance management, training, and culture development, while also fostering an environment of respect, inclusion, and growth for all employees. This position is responsible for supporting the implementation of all human resources policies, procedures, programs, and systems. This includes, but not limited to, recruitment, on-boarding, employee relations, employee recognition and retention, compensation, benefits, employee records, employee communication, and compliance with regulatory requirements within corporate and the hospital systems. DUTIES AND RESPONSIBILITIES Provides management, oversight, support, and/or execution of day-to-day HR operations to include talent acquisition, employee relations, benefits, compensation, HRIS and compliance for corporate and hospital staff. Ensure that all aspects of the HR team and functions are operating seamlessly and at a pace that meets the organizational demand. Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and leadership development, performance management, professional development, succession planning, and rewards. Ensures leaders and hiring managers are supported to adequately determine and fulfill staffing needs in a consistent and timely manner. Leads the proper assessment of recruitment trends (internal and external) and refines the Talent Acquisition strategies, processes and systems to meet objectives. Partners with managers across the organization and provides effective support, coaching, and guidance around employee relation issues. Leads complex employee relations issues through to resolution, including full-scale investigations, documentation, and recommendation of appropriate courses of action in compliance with organizational policies and employment law. Consult with legal counsel when needed to actively manage organizational risk. OPERATIONAL Conducts a continuing study of all Human Resources policies, programs, and practices and defines all Human Resources training needs. Explore, identify and utilize software to increase efficiencies and effectiveness of the HR department. Meet with corporate and hospital administrators and staff, to determine priorities and tasks that are needed to achieve desired outcomes. Design, direct and manage a process of organization development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management. Keep leadership informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately within the organization. Lead organizational change initiatives by communicating effectively, engaging stakeholders, and mitigating resistance. Support managers and employees through transitions such as mergers, and new system implementations. Bring solutions that address department needs while taking into account the broader implications for the organization both Corporate and Healthcare. BENEFITS ADMINISTRATION & LOA Oversee all aspects of benefit administration and LOA-(leaves) FMLA, leave w/o pay, EAP, ADA, STL, LTL,; medical insurance, enrollment, insurance onboarding and offboarding and other supportive services. Ensures compliance with all existing governmental and labor legal and government reporting requirements including but not limited to: Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, Occupational Safety and Health Administration (OSHA) Decisions for comprehensive employee benefits plans that are competitive and cost-effective. Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.). Manage vendor relationships, plan renewals, and the annual enrollment processes. Maintain internal HR website to ensure employees are updated and informed on all HR-related content. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. COMPENSATION & PAYROLL Review and update compensation plan including current benchmarking, staff job descriptions, department equity, market competitiveness, and compensation matrix, ensuring that the organization remains competitive in its compensation practices, which is vital for attracting and retaining top talent. Design and implement compensation structures including salary ranges, bonuses, and benefits pkgs. That align with the organization budget and strategic objectives. Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements. Monitor Payroll and enforce internal controls to prevent errors Oversee internal HRIS system for payroll operations including quarterly updates, integrations, and troubleshooting in coordination with IT, payroll administrator and current payroll system/vendor. Review and approve internal and external payroll reports and tax filings. Ensure proper documentation, timeliness and audit readiness. Manage pre- and post-tax earnings and deductions REQUIREMENTS Requires a BS or BA in Human Resources Management or equivalent in education and work experience. 7-10+years of progressive Human Resources experience in a Corporate environment and Healthcare PHR/SPHR/SHRM-SPHR preferred. 10+ years of progressive HR experience with preferably 5+ years in healthcare. Must have experience in reviewing/negotiating welfare benefits, administration, and plan management. Excellent leadership, analytical, operations, problem solving, and communication skills to maintain effective working relationships internally and externally. Healthcare industry experience preferred and familiarity with Joint Commission, DPH, BHDDH, BSAS, MA and RI state regulations strongly desired. Experience with employee investigations/disciplinary issues. Working knowledge of Microsoft Word, Excel, and Outlook. Experience with HRIS, Time & Attendance, Payroll systems, and Web based application. EDUCATION Bachelor's Degree in Business Management, Human Resources discipline or relevant experience. Master's degree in Human Resources, Public Administration, or related field is preferred. CERTIFICATION, LICENSURE PHR/SPHR/SHRM-SPHR preferred KNOWLEDGE SKILS AND ABILITIES Ability to influence decision makers. Ability to collaborate effectively with individuals at various levels. Ability to think logically and tactically. Possess a core set of ethical values. Possess effective organizational skills and attention to detail, and effective follow-through on responsibilities and requests.

We're looking for a meticulous, proactive teammate to help keep PCCA's Human Relations engine running smoothly every day. If you love organizing complex details, anticipate needs before they arise, and take pride in supporting a high-performing team, we'd love to meet you. In this role, you'll be a trusted partner to our HR team-helping us stay compliant, responsive, and always ready to serve our employees with excellence. Your steady hand will support: Legal and regulatory compliance: Track deadlines, maintain accurate records, and help ensure we meet every requirement-every time. Employee relations: Assist with documentation, follow-ups, and communications that are clear, timely, and empathetic. Talent acquisition and retention: Coordinate candidate logistics, maintain precise data, and keep hiring processes moving efficiently. Benefits administration and other critical HR operations: Provide reliable backup on detail-heavy, business-critical tasks where accuracy truly matters. You'll thrive here if: You have a Bachelors Degree. You're detail-obsessed, dependable, and calm under pressure. You communicate clearly, follow through consistently, and enjoy helping a team operate at its best. You take initiative, spot gaps, and bring solutions without being asked. At PCCA, we care deeply about our people and the members we serve. If you bring the precision, we'll bring the purpose.

DUTIES AND RESPONSIBILITIES We are seeking a highly skilled and proactive Human Resources Generalist to join our organization. The ideal candidate will play a vital role in managing human capital initiatives, fostering employee relations, and supporting strategic HR functions. This position offers an opportunity to contribute to organizational growth through effective talent management, compliance, and HR process optimization. The HR Specialist will collaborate across departments to ensure alignment with company goals and industry standards, utilizing advanced HRIS systems and project management tools. Duties Oversee talent acquisition processes including sourcing, and interviewing. Administer employee benefits programs and manage benefits administration tasks. Ensure compliance with employment & labor law, OSHA regulations, and workers' compensation policies. Facilitate employee evaluations to support performance management initiatives. Lead change management projects and support organizational design efforts aligned with strategic planning objectives. Manage employee relations issues with effective conflict management techniques and maintain positive workplace culture. Support training & development programs to enhance workforce skills and career progression pathways including succession planning. Assist in affirmative action planning and diversity initiatives to promote an inclusive work environment. Maintain HR documentation, and ensure data accuracy for audits and reporting purposes. Experience Proven experience in human resources management with a strong understanding of human capital management practices. Familiarity with employment & labor law, OSHA standards, and workers' compensation procedures. Excellent communication skills for effective employee relations, training delivery, and cross-departmental collaboration. Prior experience in talent acquisition, employee orientation, performance management, benefits administration, and conflict resolution is highly desirable. This role offers an engaging environment for professionals passionate about shaping workforce strategies while ensuring compliance and fostering a positive organizational culture. Exemplifies the service attitude of The Trevino Group at all times. Performs other duties upon request. REQUIREMENTS BS in Human Resources required with 5-7 years of experience working in this role. PHR, SHRM or other human resources certifications preferred WORKING ENVIRONMENT Office environment Some travel may be required

At Stewart, we know that success begins with great people. As a Stewart employee, you'll be joining a company that was named a 2024-2025 Best Company to Work For by U.S. News & World Report, and a 2025 Top Workplace by USA Today. We are committed to helping you own, develop, and nurture your career. We invest in your career journey because we understand that as you grow, so does our company. And our priority is smart growth - by attaining the best people, investing in tools and resources that enable success, and creating a better home for all. You will be part of an inclusive work environment that reflects the customers we serve. You'll be empowered to use your unique experiences, passion and skills to help our company and the communities we serve constantly evolve and improve. Together, we can achieve our vision of becoming the premier title and real estate services company. Stewart is a global real estate services company, providing title insurance, settlement, underwriting, and lender services through our family of companies. To learn more about Stewart, visit stewart.com/about. More information can be found on stewart.com. Get title industry information and insights at stewart.com/insights. Follow Stewart on Facebook @StewartTitleCo, on Instagram @StewartTitleCo and on LinkedIn @StewartTitle Job Description Job Summary Focused on aligning overall business objectives with organizational and talent strategies, acting as a trusted advisor to leaders and employees by driving business initiatives, identifying talent needs, enabling development, and aligning HR practices to support long-term organizational growth. Acts as liaison across all functional areas within HR and designated business units and/or departments to strategically align business objectives with talent strategy. This position will report to the Senior Talent Business Leader and align to a hybrid schedule in the Houston Home Office. Job Responsibilities Acts as a strategic partner to designated business units and/or departments to develop and implement the people strategy and workforce objectives; identify issues, predict outcomes, and evaluate the results of solutions Implements change initiatives, talent planning and development, and other HR strategies to achieve organization goals and objectives Creates alignment between talent, people and organizational development strategy and objectives by utilizing data from key trends, engagement surveys, people relations analysis, talent planning and learning evaluations Identifies key trends and takeaways from engagement survey data, facilitates results sharing and action planning, and maintains and on-going pulse on progress Intentionally engages leadership and management on strategy to attract, retain, and motivate talent; educates business leaders on compensation philosophy and strategizes compensation alignment within business unit /department Maintains an in-depth understanding of business operations and alignment with business strategy with consideration for operational and financial impacts Acts as an escalation point for people relations matters and/or investigations; proficient in federal and state laws, regulations, and requirements Applies working knowledge of business and best practices gained through understanding of key business drivers and recognition of how own area integrates within organization Ensures accountable decisions are taken at the right level in the organization, and individuals making decisions are suitably informed about the level of legal risk on all legal related matters Applies excellent verbal and written communication skills, as well as influencing skills, to effectively partner with business leaders and employees Applies strong analytical skills to interpret data and make informed decisions Solves moderately complex to complex problems and analyzes possible solutions using technical experience, judgement and precedent Explains complex and/or sensitive information in a straightforward manner Performs a range of assignments and may lead or manage complex projects Individual contributor working with limited oversight Performs all other duties as assigned by management Education Bachelor's degree in relevant field preferred Experience Typically requires 3+ years of related work experience Equal Employment Opportunity Employer Stewart is committed to ensuring that its online application process provides an equal employment opportunity to all job seekers, including individuals with disabilities. If you have a disability and need assistance or an accommodation in the application process, please contact us by email at *******************. Benefits Stewart offers eligible employees a competitive benefits package that includes, but is not limited to a variety of health and wellness insurance options and programs, paid time off, 401(k) with company match, employee stock purchase program, and employee discounts.

Come Join Us! From apartments in New York to hospitals and stadiums in Dallas, libraries at prestigious universities to creating modern retail experiences, our teams contribute architectural glass and building products to projects that shape the way people live, work, heal, learn, and play. At OBE, the work of our employees truly matters. With over 6,500 employees, we operate more than 80 manufacturing and distribution facilities in five countries. You can see some of our favorite projects here. Start your journey with OBE and help us build the future. What You'll Get to Do The HR Manager focused on driving HR strategies aligned to plant business imperatives and reports to the Regional HR Manager. This role is perfect for an individual who is motivated with great communication skills. A vital member of the HR team, this is an opportunity to build a career with an industry leader. This role will support 4 plants including Houston, Houston Service Center, Grand Prairie, & Dallas Service Center. Some travel is required. Job responsibilities include: Here's What You'll Get To Do Lead and participate in key projects to drive HR strategies aligned to plant business imperatives. Drive all talent acquisition activities for plant operations non-exempt hiring and promotions by fully understanding hiring manager needs and delivering an effective interviewing, selection, and onboarding process. Analyze HR data to determine root causes of turnover, make recommendations on actions needed, and involve plant leadership in solutions. Promote a "safety-first" culture and a zero-harm work environment, a key component of employment at OBE Promote a positive work culture by driving team engagement initiatives and employee advocacy. Advise, guide, and coach plant leadership on all areas of talent management to support engagement and a performance-driven culture. What We Are Looking For Bachelor's degree with 5+ years of human resources management experience, including recruitment, retention, and impacting culture in a manufacturing or adjacent environment A result-oriented individual who assumes ownership of his/her work with a strong sense of urgency, excellent organizational skills & attention to detail, ability to follow up and execute quickly and efficiently A confident communicator (both verbally and in writing), proactive and approachable Experience with social media and a working knowledge of MS Windows and HRIS systems are necessary What OBE Offers You Benefits that benefit you - industry competitive benefits at the lowest cost to the employee Work-life balance - PTO and holidays, including floating holidays you can choose Compensation that rewards your hard work - A pay-for-performance culture with potential for annual raises and bonuses Training - We will equip you with the knowledge and skills you need to succeed OBE is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability--If you want to know more, please click on this link. Oldcastle BuildingEnvelope is an E-Verify Employer.

Director of HR Technology |$89-$94/hr | 8:00am - 5:00pm / Contract What Matters Most Competitive Pay of $89-$94 per hour Schedule: Mon - Fri / 8:00am - 5:00pm Contract with career growth and stability Potential for permanent placement Weekly Pay with direct deposit or pay card When you work through The Reserves Network, you are eligible to enroll in dental, vision, and medical insurance as well as 401K, direct deposit, and our referral bonus program Job DescriptionWe're seeking an experienced Director of HR Technology to lead the optimization, strategy, and advancement of enterprise-wide HR systems during a major upcoming ERP migration. This role oversees HR tech operations, process improvement, system administration, and a high-performing technology team, while partnering closely with IT, HR, and operational leadership. The ideal candidate brings strong technical acumen, cloud-based HCM expertise, and a proven track record of leading large-scale HR technology initiatives.Responsibilities Lead and optimize HR technology systems, ensuring efficiency, accuracy, and alignment with organizational needs. Direct HR tech strategy, process improvements, and system enhancements, including support for an upcoming ERP migration. Oversee day-to-day HR systems operations, reporting, troubleshooting, and user support. Manage and develop a team of HR technology professionals, fostering collaboration and high performance. Partner with HR, IT, and operational leaders to implement solutions, improve processes, and support strategic initiatives. Required Skills & Qualifications: 10+ years of IT experience, including 5+ years specializing in HR/Workforce technology. 5+ years of leadership experience, managing and developing diverse technical teams. Strong technical acumen with experience administering cloud-based HCM systems. Deep understanding of HR processes, including digitization and HR technology implementation. Proven ability to lead large-scale projects, drive process improvement, and deliver results. Excellent communication, stakeholder management, and consultative skills. Experience with HR/IT platforms such as LMS, ATS, Time & Attendance, ticketing, and workflow tools (preferred). Highly self-directed with strong customer service orientation and organizational skills. Education: Bachelor's degree required; Master's degree preferred. Advanced studies or credentials in Information Systems, HR Technology, or related fields strongly beneficial. Benefits and Perks: $89-$94 per hr Medical Benefits via agency Holidays Training & Growth Your New Organization:One of the region's premier healthcare systems, renowned for operational excellence, world-class patient care, and industry-leading innovation. The organization provides a forward-thinking environment where technology, strategy, and clinical expertise come together to drive transformational results. Your Career Partner:The Reserves Network, a veteran-founded and family-owned company, specializes in connecting exceptional talent with rewarding opportunities. With extensive industry experience, we are dedicated to helping you achieve your professional goals and shine in your field. The Reserves Network values diversity and encourages applicants from all backgrounds to apply. As an equal-opportunity employer, we foster an environment of respect, integrity, and trust in every aspect of employment. The base pay range for this position is $27.91, excluding benefits, bonuses, or other compensation. Your final compensation will depend on your skills, qualifications, experience, location, and internal pay equity. Please note, hiring at the top of the range is uncommon to allow room for future growth.

Job Description Director of HR Technology Pay Rate: $81/hour Schedule: Monday-Friday, 8:00 AM-5:00 PM Dean's Professional Services is actively seeking an experienced Director of HR Technology to lead the optimization and strategic advancement of enterprise HR technology platforms. This critical leadership role will focus on system optimization, process improvement, analytics, and driving innovation-particularly in support of an upcoming ERP migration project. This position reports directly to the VP, ISD Business Solutions and plays a pivotal role in advancing organizational efficiency and workforce technology strategy. Key Responsibilities Oversee the development, implementation, communication, and promotion of IT and HR strategic plans Build and execute short- and long-term strategies aligned with HR, Operations, and enterprise technology goals Continuously monitor HR technology trends to inform strategy and innovation Serve as solution segment owner for HR and workforce-related technology in partnership with IT leadership Apply deep understanding of HR priorities to align technology solutions with business strategy Lead optimization of HR technology platforms to drive performance and operational efficiency Manage HR technology systems, including maintenance, reporting, auditing, and process streamlining Establish quality benchmarks and performance measurement tools for departmental operations Oversee day-to-day departmental operations and resolve user issues Provide high-level customer support and guidance on complex problem resolution Develop and manage annual operating and capital budgets Recruit, train, mentor, and evaluate a team of highly skilled IT professionals Lead training and development initiatives for department personnel Manage vendor relationships and participate in contract negotiations Oversee project movement through architectural design and approval processes Identify technology gaps and lead solution development Facilitate development of custom solutions where existing functionality is insufficient Actively engage in leadership councils, including HR Directors' Council Foster team performance through regular meetings, goal setting, and performance feedback Provide leadership in conflict resolution and policy compliance Ensure compliance with all Memorial Hermann policies, quality standards, and patient safety expectations Promote professional development through education, mentorship, and skills competency initiatives Qualifications Minimum of 10 years of experience in Information Technology, with at least 5 years focused on HR/Workforce technology Minimum of 5 years of leadership and people management experience Proven ability to lead high-performing, cross-functional teams Strong relationship-building skills across IT, HR, and Operations leadership Demonstrated consultative, project management, planning, and organizational skills Proven success in delivering complex initiatives and enterprise projects Expertise in process improvement and capacity planning Excellent verbal, written, and presentation communication skills Self-directed professional with exceptional customer service orientation Strong technical knowledge of HR systems and workforce technologies Direct experience digitizing HR processes and implementing HR technology solutions Required: Experience administering Cloud-based HCM systems Preferred: Experience with LMS, ATS, Time & Attendance, Ticketing, and Workflow systems Why Join Us Comprehensive benefits package including healthcare, dental, vision, and

Job Title: Director of HR Technology Duration: 26 Weeks (Contract) Schedule: 8:00 AM - 5:00 PM Pay Rate: $70 - $80 per hour The Director of HR Technology is responsible for leading and optimizing enterprise HR technology platforms, driving process improvements, and advancing digital transformation initiatives across the organization. This role requires a strategic leader with deep HR technology expertise, strong analytical skills, and a forward-thinking approach to leveraging new opportunities. The Director will play a key role in supporting HR Technology operations and the upcoming ERP migration project, reporting directly to the VP of Business Solutions. Required Qualifications Minimum 10 years of experience in Information Technology, including at least 5 years in HR/Workforce technology. At least 5 years of experience leading and managing diverse technical teams. Demonstrated ability to lead, motivate, and develop high-performing teams. Strong relationship-building and interpersonal skills; able to collaborate effectively across IT, HR, and Operations. Proven project management, consultative, and organizational abilities. Track record of successfully delivering large-scale tasks and projects. Expertise in process improvement, capacity planning, and strategic initiatives. Excellent written, verbal, and presentation communication skills. Self-directed professional with strong customer service focus. Strong technical acumen and deep knowledge of HR systems and platforms. Understanding of end-to-end HR processes, HR digitization, and workforce technology implementation. Experience administering cloud-based HCM platforms (required). Preferred experience with technologies such as LMS, ATS, Time & Attendance, ticketing, and workflow systems. Key Responsibilities HR Technology & IT Leadership Lead the development, implementation, and communication of HR and IT strategic plans. Build and deliver short- and long-term strategies aligned with HR and organizational priorities. Stay current on HR Technology trends to drive innovation and strategy. Serve as the solution owner for HR/Workforce technologies in partnership with IT leadership. Utilize technical and functional expertise to optimize HR Technology platforms in support of business goals. Systems Management & Optimization Oversee HR technology systems, including maintenance, configuration, reporting, and governance. Lead process audits, system streamlining, and continuous improvement initiatives. Establish performance standards, quality benchmarks, and measurement tools. Manage daily departmental operations and resolve user issues promptly. Provide comprehensive support and expertise to internal stakeholders and end users. People & Vendor Management Recruit, train, motivate, and evaluate a team of HR technology professionals. Develop and deliver training programs for department personnel. Manage vendor relationships and participate in contract negotiations. Guide conflict resolution, team engagement, and performance development. Financial & Operational Oversight Develop and manage annual operating and capital budgets. Monitor expenses, track performance, and ensure compliance with organizational policies. Oversee the progression of technology projects through architectural review and approval processes. Identify technology gaps and drive the creation of innovative solutions. Collaboration & Organizational Impact Serve as an engaged member of leadership councils and cross-functional initiatives. Promote professional development, ongoing education, and competency building. Ensure compliance with organizational standards related to quality, safety, and performance. Perform other duties as assigned. For more details reach at *************************** About Navitas Healthcare, LLC certified WBENC and one of the fastest-growing healthcare staffing firms in the US providing Medical, Clinical and Non-Clinical services to numerous hospitals. We offer the most competitive pay for every position we cater. We understand this is a partnership. You will not be blindsided and your salary will be discussed upfront.

Cyclyx International, LLC ("Cyclyx") is a pioneer in the plastic value chain, leveraging our proprietary technology to convert post-use plastic waste into high-quality feedstock for recycling. We provide customized solutions for brands and companies aiming to achieve their recycled content goals, actively supporting the development of a circular economy. Our state-of-the-art Circularity Center, currently under construction in Houston, TX, will be the first large scale facility in the United States, designed to process a diverse range of post-consumer, commercial, and industrial plastic waste. This innovative center will have the capacity to produce 300 million pounds of custom-formulated feedstock per year and convert it into ISCC-PLUS-certified feedstock suitable for mechanical and advanced recycling applications. We are dedicated to operating safely and improving the recyclability of all plastics. Our customers are at the core of our mission, and we strive to exceed their expectations by understanding their unique needs and delivering exceptional value. We uphold the highest standards of accountability and integrity in all our operations. We are committed to fostering a diverse, inclusive work environment where every voice is valued. Our open-door policy encourages employee engagement and feedback, promoting continuous improvement through collaboration and transparency. At Cyclyx, we believe that working together can drive meaningful change in the recycling landscape. Role Overview We are seeking a dynamic and strategic Director of Human Resources to lead our HR function and serve as a key member of the senior leadership team. Reporting directly to the CFO, this role is responsible for shaping and executing people strategies that align with our financial goals and organizational vision. The ideal candidate will be a trusted advisor, a culture champion, and a data-driven decision-maker who thrives in a fast-paced, collaborative environment that is evolving. Key Responsibilities Strategic Leadership Partner with the CFO and the entire senior leadership team to align HR initiatives with financial and operational objectives. Drive organizational effectiveness through workforce planning, talent management, and leadership development. Lead and support organizational transformation. Manage a team of three HR professionals Talent Acquisition & Development Oversee recruitment strategies to attract top talent across all levels. Implement robust onboarding, training, and career development programs. Champion succession planning and leadership pipeline development. Employee Engagement & Culture Foster a high-performance, inclusive, and values-driven culture. Lead employee engagement initiatives and pulse surveys. Serve as a steward of diversity, equity, inclusion, and belonging (DEIB). Compensation & Benefits Collaborate with the CFO and CEO to design and manage competitive compensation and benefits programs. Ensure compliance with regulatory requirements and internal policies. Conduct benchmarking and market analysis to inform pay strategies. HR Operations & Compliance Oversee HR systems, data integrity, and reporting. Ensure compliance with labor laws, employment regulations, and company policies. Manage employee relations, investigations, and conflict resolution. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred) 12+ years of progressive HR experience, with at least 5 years in a leadership role Proven experience partnering with senior executives and influencing strategic decisions Strong financial acumen and ability to align HR strategy with fiscal goals Exceptional communication, leadership, and interpersonal skills Experience with HRIS systems and data analytics tools SHRM-SCP or SPHR certification preferred Position Mechanics Reports to: CFO Type: Exempt; Full-time Work Hours: Flexible, but must be available, 8:00-5:00, Monday to Friday with occasional evening and weekend work. Management: Yes Location: Houston, TX Work environment: Primarily an office environment, but may also work in an industrial environment at times where the use of PPE is required. Travel: Minimal - Less than 10% as needed to meet with members and attend off-site meetings Physical Demand is substantially that of an office environment. Occasional lifting and manual work. Must be legally authorized to work in the U.S. without sponsorship for employment visa status. Company Benefits Cyclyx offers a competitive benefits package which goes beyond just a paycheck. Our comprehensive benefits package includes competitive, company funded (up to 90% company-paid premiums) health, dental, vision and insurance plans to robust retirement benefits that include company-matching contributions, and much, much more. We also provide development and growth opportunities because we believe investing in your success is investing in our success. Also, working for a rapidly growing, fast-paced organization, you will have the opportunity to grow professionally and expand your network while building a rewarding and dynamic career. Company Culture We are committed to recruiting, developing, and retaining diverse and highly talented individuals. In addition to a competitive salary, we offer a comprehensive benefits package, an engaging and growing culture, and a variety of opportunities for our employees' professional growth and development. Cyclyx is an equal opportunity employer and is committed to providing a workplace free from harassment and discrimination. We value mutual respect and diversity in the workplace and are committed to Employment Equity and Inclusion. We celebrate the unique differences of our employees that drive curiosity, innovation, and the success of our business. We encourage applications from all qualified candidates and do not discriminate any applicant's status protected by the laws or regulations in the locations where we operate. Accommodation is available for applicants with disabilities.

Department Introduction MLB Main Board Management Headquarters is a key component of the Smartphones Business Group under the Foxconn Technology Group. It has a total of 10 production sites. It produces the core components of smartphones-the Main Logic Board-and is the world's largest production base for smartphone main boards, with approximately 200+ advanced mobile phone production lines. It is committed to building an intelligent ecological factory driven by data and intelligence improvement, full-industry-chain traceability and connectivity, and being an industry leader providing customers with added-value services Duties and Responsibilities 1. Coordinate production support resources and oversee full-cycle management. 2. Lead a direct team of 2 engineers**, providing technical guidance and performance evaluation. 3. Manage administrative operations**, including procurement, HR coordination, and document control. 4. Develop and monitor departmental budgets**, ensuring cost efficiency and resource allocation. 5. Execute additional assigned tasks** to support organizational objectives. 6. Manage the full recruitment lifecycle for operational and middle-level positions, including sourcing,screening, interviewing, and onboarding. 7. Develop and maintain strong relationships with staffing 8. agencies to source qualified candidates for temporary and permanent positions. 8. Evaluate staffing agency performance and negotiate contracts to ensure cost-effectiveness and quality service. 9.Conduct background checks and reference checks on potential hires. 10. Coordinate and participate in job fairs and recruitment events. 11. Assist with the performance appraisal process, providing guidance and support to managers and employees. 12. Track employee performance and identify areas for improvement. 13. Assist with the development and implementation of performance improvement plans. Qualifications: 1. Bachelor's degree in Human Resources, Business Administration, or a related field required. 2. Minimum of 3-5 years of progressive HR experience, with at least 1 year in a staffing agency management. 3. Experience recruiting for operational and middle-level positions. 4. Strong knowledge of HR principles, practices, and legal regulations.5. Experience administering employee benefits programs.6. Excellent communication, interpersonal, and organizational skills.7. Proficiency in HRIS systems and Microsoft Office Suite. Working conditions 1. On-site position with a fast-paced work environment 2. Must be available to respond to after-hours emergencies Skills 1. Proficiency in ERP systems (SAP), MS Project/Power BI, Lean Six Sigma Green Belt, and OSHA 30 certification. 2. Proficient in computer operations, familiar with office software (Excel & Word) 3. Strong execution ability, proactive, positive attitude, hardworking and enduring hardship 4. Strong sense of responsibility, diligent and down-to-earth, able to withstand pressure 5. Candidates with the ability to use other data analysis tools are preferred

We are seeking a strategic and experienced HR Director to lead and manage all aspects of our human resources function. This role is responsible for developing and implementing HR strategies that align with business objectives, fostering a high-performance culture, and ensuring compliance with employment laws and best practices. The ideal candidate will bring strong leadership, a deep understanding of HR operations, and a passion for building an engaged and inclusive workforce. Key Responsibilities: Lead the development and execution of HR strategies that support organizational goals. Oversee all HR functions including talent acquisition, employee relations, performance management, compensation, benefits, and compliance. Ensure proper compliance with HR audits Directly reporting to the CFO, support the CFO and other leadership with ad hoc and monthly reports. Provide leadership with analytics as needed Partner with senior leadership to drive organizational effectiveness and workforce planning. Develop and implement policies and procedures that promote a positive and compliant workplace culture. Manage employee lifecycle processes including onboarding, development, retention, and offboarding. Ensure compliance with federal, state, and local employment laws and regulations. Lead diversity, equity, and inclusion (DEI) initiatives to foster a respectful and inclusive work environment. Oversee HR systems and data integrity, ensuring accurate reporting and analytics. Provide coaching and guidance to managers on employee relations and performance issues. Lead compensation and benefits strategy, including annual reviews and benchmarking. Support change management initiatives and organizational development efforts. Monitor HR metrics and provide insights to inform decision-making and continuous improvement. Manage HR team performance and development to ensure high service levels across the organization. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification preferred). 8-10 years of progressive HR experience, including at least 5 years in a leadership role. Strong knowledge of employment laws, HR best practices, and compliance requirements. Proven experience in strategic planning, talent management, and organizational development. Excellent interpersonal, communication, and conflict resolution skills. Ability to lead and develop a high-performing HR team. Proficiency in HRIS systems and data-driven decision-making. Demonstrated ability to influence and build relationships across all levels of the organization. Benefits: Competitive salary based on experience. Comprehensive benefits package including medical, dental, vision, and 401(k). Leadership development and continuing education opportunities. Dynamic and supportive work environment within a fast-growing company. If you meet the qualifications outlined above and are ready to contribute your skills to the team at Hays Electrical Services, we encourage you to apply. Join us in providing exceptional service for our clients and supporting our company's operations. Apply now! Powered by JazzHR ts YtapJuIa

THE ROLE RMS is seeking a dynamic, tactical, and strategic HR Director to lead and elevate our Human Resources function across multiple sites and remote employees. This role requires a seasoned professional with a Bachelor's and/or Master's degree, or over 10 years of HR field related experience, and at least 5 years in a leadership role. The HR Director will support the Vice President of Human Resources in driving strategic initiatives, managing acquisitions, and enhancing organizational effectiveness in a 24/7 operational environment. This position is an on-site position located at one our RMS facilities in Texas or Pennsylvania. The ideal candidate will bring strong analytical and logical thinking skills, experience crafting and implementing training and development plans, and a proven ability to lead HR functions in complex, compliance-heavy industries such as manufacturing and/or industrial. The candidate must be willing to travel periodically to different RMS sites. SKILLS REQUIRED ORGANIZATIONAL - Leadership & Organization: Exceptional ability to multitask, prioritize, and manage time and resources effectively. Excellent time management skills with a proven ability to meet deadlines. Exceptional attention to details. Display ownership and accountability for tasks and responsibilities. INTERPERSONAL - Experience Required: Excellent interpersonal and customer service skills. Excellent verbal and written communication skills. Ability to work within a team and independently. PRIMARY ROLE RESPONSIBILITIES Leadership & Strategic Partnership Lead and mentor the HR team, fostering a culture of collaboration and continuous improvement. Partner with the VP of Human Resources (VPHR) to develop and execute HR strategies aligned with business growth and workforce planning. Analyze workforce metrics and industry trends to inform HR initiatives. Manage day-to-day tactical operations of Human Resources across multiple RMS sites Talent Acquisition & Workforce Planning Develop and lead talent programs to attract, retain, and develop top talent. Oversee the full talent lifecycle: recruiting, onboarding, retention, and offboarding. Collaborate with the Senior HR Talent Specialist and hiring managers to ensure effective staffing. Establish relationships with universities and technical schools for internships and alumni recruitment. Support succession planning for critical leadership and technical roles. Support PEO/GEO employment platforms. Reporting & Analytics Develop and present HR reports to support strategic decision-making. Leverage data analytics to assess HR performance and identify improvement areas. Employee Relations & Compliance Address employee concerns and foster a positive workplace culture. Conduct and oversee workplace investigations and represent RMS in EEOC and unemployment claims. Ensure compliance with federal, state, and local labor laws. Enforce policies related to safety, ITAR, drug/alcohol testing (including DOT compliance), and field-specific regulations. Manage litigation risks related to employee disputes in collaboration with VPHR and legal counsel. Compensation & Benefits Support and manage competitive compensation and benefits programs. Align compensation practices with market data and industry standards. Support benefits administration evaluations and renewal programs. Work with HR Benefit specialist to handle ACA reporting (eligibility, administrative, and stability periods). Collaborate on compensation projects including program design, budgeting, and implementation. Performance Management Manage the performance appraisal system to align with organizational goals. Guide managers on performance improvement plans and employee development. Work with team leads to establish growth plans for employees. Training & Development Identify training needs and coordinate professional development programs. Promote leadership development and employee engagement initiatives. Culture & Organizational Development Drive initiatives to enhance employee morale and satisfaction. Cultivate a positive and productive work environment that reflects company values. Recommend and develop personnel policies and procedures; update the Employee Handbook. Oversee benefits administration including claims resolution, change reporting, and periodic reporting for ACA, FMLA, and LOA. General: The above list of activities is not all-inclusive but a general representation of the requirements of the RMS Human Resources Director. This above list is subject to change based on the needs of the company. REQUIRED EXPERIENCE & QUALIFICATIONS Seasoned professional with a Bachelor's and/or Master's degree, or over 10 years of HR field related experience, and at least 5 years in a leadership role. ADDITIONAL REQUIREMENTS Strong analytical and logical thinking skills. Excellent communication and interpersonal abilities. Proven leadership in team development and organizational effectiveness. Expert knowledge of HR best practices, labor laws, and compliance. Experience in employment law. Preferred HR certification (SHRM-SCP or SPHR). Experience in manufacturing and industrial environments. Familiarity and proficiency with HRIS and talent management systems. ADP Workforce experience preferred. Proficient in Microsoft Office, specifically Excel and Word. International HR experience a plus Bi-lingual, Spanish preferred Physical Requirements Prolonged periods of sitting and computer work. Periodic travel to domestic RMS sites. The position may be based in RMS Houston, TX or Pennsylvania facility. Travel time is expected to be 5 - 15% This is a full-time position, with a minimum expectation of 45 hours per week. Additional hours, including evenings or weekends may be required based on project needs. This position can be required to participate in the company random or customer specific drug and alcohol screening and background check. Ability to act professionally under stressful situations. Able to understand, read, write and speak English. Ability to lift 30 pounds. Legally authorized to work in the United States Position does not offer sponsorship Work Environment Although position is based in an office area, the employee may enter a shop environment with exposure to moving mechanical parts. While the work area may be described as generally clean, safe, and "not loud", there will be machining operations that generate moderate noise. WHAT WE OFFER Competitive Pay Paid Time Off Medical / Dental / Vision 401k Employee Incentive Programs Employee Reimbursement Programs Come Join Rotating Machinery Services Inc. and watch your Career go TURBO! Visit ************************* to learn more about who we are and what we do. ABOUT RMS Rotating Machinery Services (RMS Inc.) was established in 1998 with the vision to reinvent the concept of an aftermarket turbomachinery business. The goal was to provide turbomachinery operators with unparalleled service based on established relationships, solid engineering, and technical expertise-all backed by responsiveness in competitive prices and lead times. RMS' commitment to quality penetrates every aspect of the organization and in the guiding force for all decision making. With an equal blend of cutting-edge technology, engineering experience, and the work of skilled crafts people, RMS continuously delivers the best possible results to customers. RMS is a nimble organization with a collaborative culture of individuals who come to work every day with a desire to improve upon their craft and further the rotating machinery industry. RMS Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

WHO ARE WE? Come join our dedicated team at The Village at Gleannloch Farms, a wonderful place to work! You'll join a team with a strong work ethic, with management and co-workers who want to make a positive impact in our residents' lives. These extraordinary leaders and role models will help you craft a long, satisfying, and fruitful senior living career. The Village at Glennloch Farms is managed by LCS, the nation's leading developer and manager of senior living communities. We continually strive to create an environment of trust and transparency by helping employees find a sense of purpose in their job and achieve their highest potential while providing hospitality to those who work and live at The Village at Gleannloch Farms. ABOUT THE ROLE: The Human Resources Director is responsible for planning, coordinating, and administering the personnel activities for the community including screening, interviewing, and training all exempt and non-exempt employees. Our team members provide extraordinary care and hold each other accountable. If this sounds like a good fit, we would love to hear from you! WE VALUE OUR EMPLOYEES AND SHOW APPRECIATION THROUGH… * Scholarships and Educational Assistance Programs, because we value the development of our team members and promoting from within. * Extraordinary Reward Points because we value recognizing and appreciating our employees for their hard work. * Our comprehensive benefits because we value health and wellness for you and your family. * Highly competitive occupancy and sales bonus program. * A Monthly All-Staff Meet n' Eat, because we value a strong company culture that creates camaraderie between departments. * Various Employee-led Committees because we value employee engagement and making your voice heard. * A Free and Confidential Employee Assistance Program because we understand that life happens. * Paid Training, Paid Time Off, and Paid Holidays. * Medical, Dental, Vision, Life Insurance, Short and Long Term Disability, (401) K Retirement * The Village at Gleannloch Farms has partnered with Daily Pay to give our team members control over accessing their paycheck on their own schedule. Ask us about how this benefit supports your financial wellbeing today! YOU ARE EXCITED ABOUT THIS OPPORTUNITY BECAUSE YOU WILL… * Recruit personnel and ensures compliance with federal, state and local laws plus applicable Community policies and procedures. * Prepare and place all advertisements and in-house job postings. * Receive, review, and process all employment applications. * Screen and interview for all exempt and non-exempt positions. * Handle all correspondence with applicants. * Maintain all applications on file for future openings. * Complete all paperwork and maintain on-going personnel folders for all employees. * Assist in the development and the administration of all employee benefit programs, providing assistance in submitting claims, maintaining adequate supply of all necessary forms, reviewing coverages, evaluating performance of providers, serving as contact person for insurance carriers interested in offering employee benefits programs to Community. * Conduct compensation and classification studies on site and through professional associations, keeping abreast of trends and conditions in the business community. * Assist in the preparation of all job descriptions and specifications to ensure the integrity of the Community wage and salary system. * Assist in the development and coordination of Personnel Policy and Procedures Manual reviewing all items for consistency of style and content. WE ARE EXCITED ABOUT YOU BECAUSE YOU… * Possess an Bachelor's Degree in Human Resources (preferred). * A minimum of three to five years' experience in a human resource department. * Possess the ability to use Microsoft Office software effectively and have had some experience utilizing an applicant tracking system for posting open positions online. * Possess the ability to communicate verbally and in writing effectively with staff and managers. * Can generate a warm, friendly, and caring manner on first impression. * Can communicate effectively with residents, families, staff, and visitors. * Maintain the highest level of confidentiality. * Can pass a pre-employment drug screen and criminal background check. Salary $75,000 - $80,000 depending upon experience. Work Schedule is Monday through Friday with occasional weekends.

CEVA Logistics provides global supply chain solutions to connect people, products, and providers all around the world. Present in 170+ countries and with more than 110,000 employees spread over 1,500 sites, we are proud to be a Top 5 global 3PL. We believe that our employees are the key to our success. We want to engage and empower our diverse, global team to co-create value with our customers through our solutions in contract logistics and air, ocean, ground, and finished vehicle transport. That is why CEVA Logistics offers a dynamic and exceptional work environment that fosters personal growth, innovation, and continuous improvement. DARE TO GROW! Join CEVA Logistics, and you will be part of a team that values imagination and continued learning and is committed to excellence in everything we do. Join us in our mission to shape the future of global logistics. As we continue growing at a fast pace, will you "Dare to Grow" with us? YOUR ROLE The Senior HR Manager leads all Human Resources activities for their scope population and serves as a business partner to management teams. He/she works closely with management to develop and implement HR initiatives to deliver results. The Senior HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs. He/she ensures HR initiatives align to business goals, enhances employee engagement, and promotes a culture of continuous improvement. WHAT ARE YOU GOING TO DO? HR Leadership * Execute the HR strategy and HR program delivery, including organization design, talent, and workforce planning. * Serve as a trusted advisor to management team, aligning HR programs with business goals. * Collaborate with management team to ensure employees feel engaged and inspired to deliver business results. * Support local HR for all greenfield operations and new launches Employee Relations. * Manages and resolves employee relations issues. * Conducts effective, thorough, and objective investigations. * Develop and implement employee relations strategies to foster a positive and productive work environment. * Reinforces company culture by taking a proactive approach to supporting and promoting the company values and culture. Talent & Organizational Development * Lead succession planning, leadership development, and training initiatives to enhance employee growth for scope population. * Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention, ensuring consistent application of Group and Ceva principles. * Works with talent management teams to attract, engage, and retain top talent required to support the business. * Provide expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Compliance * Ensure compliance and efficiency of HR policies and procedures and labor standards by managers and employees. * Model code of ethics and code of conduct; investigating hot-line complaints assigned. * Maintain 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. HR Operations & Workforce Planning * Partner with finance and operations team to oversee headcount and people costs. Partner with compensation team to accurately model people costs for greenfield projects and new launches. * Work with operations to forecast short-term and long-term staffing needs based on targets and analyzes local staffing needs to take proactive measures to ensure on-time hiring. * Support selection, onboarding, and integration of new employees. Assess current employee competencies against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience * 10+ years of progressive HR leadership experience, with at least 7 years working in the field. * Bachelor's degree in human resources, Business Administration, or related field. * Strong knowledge of employment laws. * Strong data acumen and data analysis skills. * HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. * Industry experience strongly preferred. * Experience effectively leading change management. * An ability to navigate complex and ambiguous business environments to deliver results. A demonstrated ability to inspire a team. WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car, and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together. It is our goal that you will be compensated for your hard work and commitment, so if you'd like to work for one of the top Logistics providers in the world then let's work together to help you find your new role. ABOUT TOMORROW We value your professional and personal growth. That's why we share plenty of career opportunities for you to thrive within CEVA. This role can be the first step on your career path with us. You can stay in the same job family, find a new family to grow in (an almost limitless number of options) or find your own path. Join CEVA for a challenging and rewarding career. CEVA operates in a multicultural, global environment and is a richly diverse organization operating seamlessly as one company. We aim to attract, motivate and retain the best people in our industry, whatever their background. We share the same passion to deliver world-class solutions to our customers. We have the best supply chain professionals in the industry and develop this talent in an inspiring work environment. CEVA Logistics is proud to be an equal opportunity work place and an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status or any other characteristic. We are an Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individual with Disabilities. Please note: Legitimate CEVA Logistics recruitment processes include communication with candidates through recognized professional networks, such as LinkedIn or via an official company email address: ************************************. We recommend that you do not respond to unsolicited business propositions and/or offers from people with whom you are unfamiliar. Information provided is true and accurate. False statements or information will result in the application voided. Outstanding benefits for employee and family including multiple health plans(company contribution to health savings account), prescription, dental and vision coverage. Company paid life insurance, accident insurance, short- and long-term disability coverage and employee assistance plan. Voluntary benefits including additional life insurance, AD&D coverage, buy-up short- and long-term disability, critical illness, identify theft & legal plan. 401(k) with company match. Flexible Paid Time Off programs including company paid holidays. Tuition reimbursement program. Nearest Major Market: Houston

We are the world's largest emblem manufacturer and embroidery services with 8 strategic locations throughout the US, Canada, Mexico, and Europe. We have been trusted year after year by customers for over 30 years to provide high-quality products and embroidery services that help customers create a great look, have memorable experiences, and promote their brand. We offer a wide variety of emblem options, ranging from traditional embroidered to FlexStyle patches and everything in between. Our culture is represented by our Core Values: Stay positive, Get the Job Done, Customer Centricity and 100% Committed to the team. World Emblem is a global leader in custom emblems, patches, and apparel decoration, with operations across the U.S., Canada, Mexico, and the Dominican Republic. As WE continue to expand, we are enhancing our HR infrastructure to support scalability, consistency, and a strong employee experience across all regions. JOB SUMMARY The Compensation, Benefits & Employee Relations Manager is responsible for administering U.S. and Canadian benefits programs, overseeing 401(k) administration, managing workers' compensation, supporting payroll processes, and ensuring HRIS accuracy. The role also manages employee relations matters-including investigations, coaching leaders, and ensuring consistent policy application-across the U.S. and Canada. This position partners with functional leaders on compensation practices, bonus structures, and commission programs within established guidelines. The manager also leads two specialists who support payroll, benefits administration, and HRIS workflows ESSENTIAL DUTIES AND RESPONSIBILITIES Employee Relations (U.S. & Canada) • Address employee concerns, interpret policies, and provide guidance to employees and managers. • Conduct investigations into conduct issues, conflicts, performance matters, or policy violations. • Document findings, recommend actions, and ensure consistency across sites. • Coach leaders on communication, corrective action, conflict resolution, and performance management. • Partner with HR leadership on sensitive and high-risk matters. Benefits Administration (U.S. & Canada) • Oversee administration of medical, dental, vision, life, disability, and voluntary benefits. • Lead open enrollment planning, execution, and communications. • Manage benefits eligibility, enrollments, reconciliations, and vendor file accuracy. • Serve as a resource for employees regarding benefits, claims, and qualifying life events. • Maintain standard work and benefits documentation to ensure compliance. Compensation Partnering (U.S. & Canada) • Partner with leaders regarding functional compensation ranges, bonus programs, and commission plans. • Ensure compensation decisions follow established internal pay practices and equity standards. • Support HR and leadership during performance and compensation review cycles. 401(k) & Retirement Plan Administration (U.S.) • Manage eligibility, enrollments, audits, and reporting for the 401(k) plan. • Coordinate with plan providers to ensure accurate communication and compliance. • Support nondiscrimination testing, annual filings, and plan education efforts. Workers' Compensation & Leave Management (U.S. & Canada) • Manage workers' compensation claims, incident reporting, and carrier communication. • Monitor trends and partner with Operations/Safety to mitigate risk. • Oversee FMLA, ADA, state/provincial leave laws, and internal leave processes. • Ensure accurate documentation, tracking, and communication for all leave cases. Payroll & HRIS Oversight (U.S. & Canada) • Lead two specialists responsible for payroll processing support, HRIS transactions, and benefits workflows. • Ensure accuracy in HRIS data, payroll entries, compensation changes, and employee lifecycle updates. • Maintain reporting and audit routines-ADP Workforce Now strongly preferred. • Support system enhancements, standard work updates, and continuous improvement of HR processes Compliance, Reporting & Governance (U.S. & Canada) • Ensure compliance with ACA, ERISA, HIPAA, COBRA, FMLA, ADA, and Canadian employment/benefits regulations. • Maintain standard work, documentation, audit trails, and HR governance tools. • Prepare reports for HR leadership, Finance, auditors, and external agencies. • Manage vendor relationships across benefits, workers' comp, retirement plans, and HRIS. QUALIFICATIONS Education & Experience • Bachelor's degree in Human Resources, Business, or related field preferred. • 7+ years of HR experience with strong involvement in employee relations, benefits, and payroll operations. • Experience supporting U.S. and Canadian HR activities preferred. • Experience managing HR, payroll, or benefits staff. • Strong HRIS experience-ADP Workforce Now strongly preferred. • Familiarity with compensation programs, bonus structures, and commission plans. SKILLS Behavioral & Leadership Competencies • Communication & Influence: Communicates clearly and professionally; adapts messaging effectively. • Decision-Making & Judgment: Applies balanced judgment considering legal, ethical, and business impacts. • Employee Advocacy: Demonstrates fairness, consistency, and a focus on positive employee experience. • Collaboration & Relationship Building: Builds trust and strong partnerships across functions. • Change Agility: Adapts quickly to evolving organizational needs and supports others through change. Technical HR Competencies • Employee Relations Expertise: Skilled in investigations, documentation, and coaching leaders. • Benefits Administration: Strong understanding of U.S. and Canadian benefit programs. • Payroll & HRIS: Strong HRIS data management; experience with ADP Workforce Now preferred. • Regulatory Compliance: Knowledge of federal, state, and provincial regulations impacting HR. EDUCATION /EXPERIENCE Bachelor's degree in human resources, Business, or related field preferred. • 7+ years of HR experience with strong involvement in employee relations, benefits, and payroll operations. • Experience supporting U.S. and Canadian HR activities preferred. • Experience managing HR, payroll, or benefits staff. • Strong HRIS experience-ADP Workforce Now strongly preferred. • Familiarity with compensation programs, bonus structures, and commission plans. LANGUAGE ABILITY English required; Spanish preferred to support communication across all of the organization locations. World Emblem is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status. World Emblem is proud to be a drug free workplace. All applicants will undergo a criminal background check, pre-placement drug screen, and are in compliance with E-Verify

Responsible for all HR functions for Moody Neurorehabilitation Institute encompassing three hundred employees and three locations.

The Senior HR Generalist provides advanced HR support by partnering closely with the Human Resources Manager to execute employee relations, performance management, and HR initiatives that align with organizational goals. This role acts as a key resource for leadership and employees, supporting HR operations while taking ownership of critical projects and process improvements. ESSENTIAL DUTIES AND RESPONSIBILITIES * Assist the HR Manager with day-to-day employee relations matters by providing guidance, coaching, and performance counseling to employees and supervisors. * Conduct research and investigations into employee relations issues, facilitating meetings with employees and management to resolve concerns effectively. * Support the onboarding process including new hire orientation, ensuring new employees have a positive and seamless experience. * Lead and coordinate HR projects and initiatives assigned, ensuring timely completion and alignment with business objectives. * Provide training and mentorship to HR specialists or generalists, assisting with their development and knowledge growth. * Track and analyze HR metrics for Headquarters and/or Field Business Units to identify risk areas and recommend improvements. * Collaborate with the HR Manager on employee retention strategies to reduce turnover and improve engagement across the organization. * Manage new hire follow-up processes, including administering employee surveys and addressing early-stage issues. * Support offboarding activities by conducting exit interviews, analyzing trends, and ensuring return of company property. * Assist in planning and coordinating employee engagement events and initiatives that foster a positive workplace culture. * Facilitate monthly department or division meetings to communicate updates, gather feedback, and promote open dialogue. * Monitor and enforce employee compliance with company policies and employment laws, escalating issues to the HR Manager as needed. * Oversee I-9 maintenance and conduct audits, ensuring adherence to all legal requirements. * Maintain and update job descriptions in collaboration with managers to keep them accurate and current. * Provide support to the Benefits team with administration and employee inquiries as needed. * Support recruitment-related activities, including participation in job fairs and networking events as directed. * Assist in coordinating or leading additional HR initiatives as assigned by the HR Manager. * Ensure compliance with all Company EEO, anti-discrimination, and anti-retaliation policies throughout recruitment and employment processes. CORE COMPETENCIES * Excellence * Customer Service * Integrity * Teamwork * Giving Back JOB COMPETENCIES * Confidentiality * Problem Solving * Communication/Building Relationships * Customer/Client Focus * Initiative * Organizational Skills * Cultural Awareness SUPERVISORY RESPONSIBILITIES * No supervisory responsibilities.