Director of human resources jobs in Council Bluffs, IA

Innovairre - WE HELP PEOPLE WHO HELP PEOPLE We make great things happen for some of the world's most vibrant organizations. We are the worldwide leader in non-profit fundraising. The company serves more than 500 marketing agencies, non-profit organizations, and commercial clients, with 4000+ employees working across five different continents and 28 countries around the world. Our direct marketing services deliver results utilizing our in-house production, design capabilities, data and digital expertise, and fully integrated approach producing timely and cost-efficient direct mail packages for our worldwide clients. Join our mission to empower change as we build a future where giving knows no bounds. As our Human Resources professional, you will be the architect of our team culture, championing our core values of Togetherness, Transparency, and Transformation in all you do. You will be responsible for building and supporting the passionate team that is dedicated to transforming the landscape of philanthropy, one campaign at a time. Job Summary As the HR Generalist, you will be responsible for supporting various HR functions within the organization. This includes but is not limited to recruitment, employee relations, performance management, training and development, and ensuring compliance with labor laws and company policies. You will play a key role in fostering a positive work environment and supporting the overall HR strategy of the organization. Responsibilities and Activities: Builds meaningful relationships with associates to cultivate a safe, trustworthy, and supportive space by having an open-door policy and being present to employees and managers. Contributes to a high-performance culture that is grounded in our values encompassing togetherness, transparency, and transformation. Aligns day-to-day responsibilities and projects with the company's overarching mission and strategic pillars. Participates in developing organizational guidelines and procedures. While implementing and upholding company policies and procedures, such as Drug/Alcohol testing, FMLA, Work Comp, Safety Compliance, Attendance, etc. Organizes events to engage employees, promote company culture, and support HR initiatives; Leads special HR initiatives and strategic objectives. Assists with the recruitment process by identifying candidates and coordinating the interview process. Investigates complaints brought forward by employees. Coordinates employee development plans and performance management. Onboards new employees. Assists with maintaining the consistency of data in our HCM, troubleshooting issues, and assisting with training and development of any updates regarding the HCM with Managers and Supervisors. Participates or leads company committees and is actively involved in events, initiatives, and continuous improvement (Engagement, Safety, Community). Establish es a Plant presence and answer employee questions and any issues about human resources matters such as insurance, overall benefits package, payroll, safety, retirement plans, hiring procedures, and company policy. Handles conflict resolution, including mediating disputes between managers and employees, and addressing employee complaints. Provides coaching and training to Supervisors and Managers. Supports the Innovairre mission, vision, and values throughout the organization. Work s closely with global teams to facilitate shared services, organization, consistency, and ongoing training. Supports employee engagement activities, including communication through electronic boards, bulletin boards, and other means of communication. Participate s in Quarterly Town Hall Meetings. Produces and submits reports on general HR activity. Keeps up-to-date with the latest HR trends and best practices. Always maintains the strictest confidentiality on matters pertaining to the company and its associates. Performs additional responsibilities as required to ensure the team's success. EEO Statement We are an equal opportunity employer. We recruit, employ, train, compensate, and promote regardless of race, religion, color, national origin, sex (including pregnancy and gender identity), sexual orientation, transgender status, disability, age, family or marital status, genetic information, military or veteran status, and other protected status as required by applicable law. At our Company, we have a clear vision: to foster and maintain a supportive and cooperative workplace that celebrates uniqueness and advances equity. We pride ourselves on helping people help people, and we know our company runs on the hard work and dedication of our passionate and creative employees. Diversity, Equity, and Inclusion is more than a commitment at our Company--it is in everything that we do. Benefits We offer medical, dental, and vision insurance, retirement savings plan, long and short-term disability, life insurance and employee assistance programs. We also offer PTO, holidays, sick days & volunteer days and tuition assistance.

The HR VP position is responsible for aligning business objectives with employees and management in designated Industrial Solutions business units. The position formulates strategic partnerships across the HR function to deliver value-added services to management and employees to support the business objectives and values of the organization. The VP maintains an effective level of business literacy about the business unit's financial position, its strategic plans, its culture and its competition. This role will oversee all HR functions in the Americas and Europe. This role will collaborate heavily and have dotted line oversight of Southeast Asia HR leadership. Supervisory Responsibilities: Recruits, interviews, hires, and trains new staff for HR employees. Oversees the processes of the HR department. Provides constructive and timely performance evaluations and coached leaders on how to effectively administer. Handles discipline and termination of employees in accordance with company and local government policies. Ensure consistent application of best practices and corporate guidelines. Oversees Employee Engagement and Experience improvement initiatives. Coach, guide, and support leadership teams. Oversee HR team and provide strategic HR guidance to Industrial Solutions Leadership Group. Duties/Responsibilities: Ensures headcount planning and staffing needs are met at each location. Owns recruiting processes to ensure best practices and talent selection success. Supports Executive Leadership team with strategic HR support and feedback. Consults and meets with leadership teams, 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 legal 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 development, guidance, and interpretation. Develops market competitive terms for new hires, promotions and transfers. Assists employees with visa matters, expatriate assignments and related HR matters. Provides guidance and input on business unit talent, workforce, and succession planning. Identifies training needs for business units and individual coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Performs other duties as assigned. Required Skills/Abilities: 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. Ability to travel internationally up to 25% Education and Experience: Bachelor's Degree in human resources/business field or an equivalent amount of experience and training. Minimum of 7-10 years of experience resolving complex employee relations issues and recruiting top talent. 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. People leadership experience required. #LI-KW1 CPM Acquisition Corp. is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. CPM Acquisition Corp. offers competitive compensation and benefits, including paid holidays and vacations, 401k, medical/dental insurance, tuition assistance, and more.

CDM Service Group is a centralized office that provides our Construction, Distribution, and Manufacturing companies with various administrative functions, services, and support for their businesses. Our employees love the small yet strong team atmosphere. Because we value our employees, we strive to provide a competitive salary and benefits package, including medical; dental; 401k; voluntary benefits; disability; life insurance; paid vacation, holiday, volunteer & sick time; paid parental leave; student loan paydown program; and EAP. We are a growing, multi-state construction company built on craftmanship, integrity, and taking care of our people. As we continue to expand into new markets, we are looking for an HR Director who will champion our culture, model our values, and foster a positive, team-orientated environment across all our locations. Responsibilities of the position include: Collaborates with executive leadership to define the organizations' long-term Human Resources mission and goals. Responsible for the hiring, development, and performance management of the HR team members. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Required Skills/Abilities: Demonstrated effectiveness of people leadership and interpersonal and consensus building skills. Deep understanding and knowledge of employment-related federal and state laws and regulations. Strong leadership, excellent communication, strategic thinking and problem-solving, initiative to take action and follow-through. Education and Experience: Bachelor's degree in Business, Human Resources (or related field) is preferred. 10+ years of strategic Human Resources leadership experience. Experience in the construction industry is a plus. CDM is proud to be an Equal Opportunity, Affirmative Action, E-Verify, and Drug Free Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, physical or mental disability, age, or veteran status or any other basis protected by federal, state, or local law.

Vice President, Human Resources Job Type: Full -Time | Executive Leadership | On -site Job Overview A growth -focused, nationally recognized organization is seeking a seasoned Vice President of Human Resources to join its executive leadership team. This Omaha -based role is responsible for overseeing all HR functions enterprise -wide, driving human capital strategy, operational excellence, and a culture of engagement and performance. The ideal candidate will bring a balance of strategic vision, executive leadership, and practical execution across the HR lifecycle. Key Responsibilities Strategic Human Resources Leadership Partner with the CEO and senior executive team to align HR strategies with enterprise -wide business objectives. Develop and execute long -term strategic plans focused on talent optimization, workforce planning, and organizational growth. Serve as a senior advisor on executive coaching, organizational effectiveness, and leadership development. Organizational Development & Culture Design and lead organizational development initiatives, focusing on structure, scalability, and performance alignment. Promote a high -performance, inclusive, and innovation -driven culture. Champion change management efforts to support business transformation and workforce evolution. Human Resources Operations Lead all core HR functions including talent acquisition, employee relations, compensation & benefits, and compliance. Direct the daily operations of the HR department and develop high -performing teams. Establish frameworks for performance management, succession planning, and leadership training. Talent Acquisition & Employer Brand Design and implement advanced recruitment strategies to attract top talent across functional areas. Strengthen the employer brand through community partnerships, employee experience initiatives, and workforce engagement. Oversee onboarding processes that reflect organizational values and support long -term retention. Employee Engagement & Experience Lead the creation of comprehensive employee engagement strategies, including survey tools and action plans. Implement employee experience programs that support a diverse range of roles and departments. Develop internal communications strategies to enhance transparency and organizational alignment. Learning & Development Build and manage talent development programs aligned with strategic growth objectives. Identify, develop, and retain high -potential employees through structured learning initiatives. Collaborate with external training vendors to expand learning capabilities and leadership pipelines. Compliance, Compensation & Analytics Ensure compliance with all applicable federal, state, and local employment laws and labor regulations. Oversee competitive compensation, benefits, and employee recognition programs. Provide strategic insights to leadership based on HR data, workforce metrics, and trend analysis. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required. Master's degree or professional certification (e.g., SHRM -SCP, SPHR) strongly preferred. Minimum of 12 years of progressive HR experience, including 5+ years in a senior or executive leadership role. Proven success in designing and executing enterprise -wide HR strategies. Demonstrated expertise in talent acquisition, organizational design, employee engagement, and regulatory compliance. Strong leadership, communication, and interpersonal skills. Experience using HRIS platforms and HR analytics tools. Industry experience in construction, engineering, or related fields is preferred but not required. Equal Opportunity Employer All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability status.

Vice President, Human Resources Business Partner Are you a visionary HR leader ready to shape the future of a dynamic organization? We're seeking a strategic and influential Vice President, Human Resources Business Partner to join our executive team and drive transformative people strategies that fuel business success. In this high-impact role, you'll serve as a trusted advisor to senior leadership, aligning HR initiatives with corporate goals to unlock organizational potential. You'll lead efforts in organizational design, talent management, and culture optimization, while championing change management and workforce development. As the VP Human Resources Buisness Partner, you'll bring thought leadership to every conversation, helping to build a resilient, agile, and high-performing workforce. Your expertise will guide the evolution of our people strategy, ensuring we attract, retain, and grow top talent in a rapidly changing business landscape. The Company is one of North America's leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today. Responsibilities Serve as a strategic advisor to senior business leaders, ensuring HR initiatives align with corporate strategy, business goals, and evolving organizational needs Develop and execute talent strategies that strengthen leadership pipelines, succession planning, and high-potential development programs to support business growth Lead workforce planning and organizational design efforts, ensuring business units are structured for operational efficiency and growth Oversee complex employee relations and risk mitigation strategies, ensuring compliance with labor laws and regulations while fostering a positive work environment Partner with Finance, Compensation, and business leaders to manage headcount planning, total rewards strategy, and competitive pay structures Use HR analytics and workforce data to inform decision-making, identify trends, and drive measurable improvements in employee engagement and business outcomes Lead change management and culture transformation initiatives, guiding teams through organizational shifts and ensuring successful adoption of new programs and structures Manage, mentor, and develop HRBP teams, ensuring HR professionals have the skills, influence, and expertise to support business needs at an enterprise level Qualifications Education Requirements: Bachelor's degree (Master's degree and/or HR certifications preferred) Experience Requirements: 15+ years experience in relevant field (Strategic HR Leadership experience preferred) Hybrid office-3 days onsite, 2 days remote. Supervisor Responsibility Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports Required Knowledge and Skills Advanced HR strategy and business acumen Global workforce planning and compliance expertise Proficiency in HR data analytics and AI-driven HR tech Executive-level stakeholder management and influencing skills Job Will Remain Open Until Filled Responsibilities The Company is one of North America's leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today. Responsibilities Serve as a strategic advisor to senior business leaders, ensuring HR initiatives align with corporate strategy, business goals, and evolving organizational needs Develop and execute talent strategies that strengthen leadership pipelines, succession planning, and high-potential development programs to support business growth Lead workforce planning and organizational design efforts, ensuring business units are structured for operational efficiency and growth Oversee complex employee relations and risk mitigation strategies, ensuring compliance with labor laws and regulations while fostering a positive work environment Partner with Finance, Compensation, and business leaders to manage headcount planning, total rewards strategy, and competitive pay structures Use HR analytics and workforce data to inform decision-making, identify trends, and drive measurable improvements in employee engagement and business outcomes Lead change management and culture transformation initiatives, guiding teams through organizational shifts and ensuring successful adoption of new programs and structures Manage, mentor, and develop HRBP teams, ensuring HR professionals have the skills, influence, and expertise to support business needs at an enterprise level Qualifications Education Requirements: Bachelor's degree (Master's degree and/or HR certifications preferred) Experience Requirements: 15+ years experience in relevant field (Strategic HR Leadership experience preferred) Travel requirement: Less than ½ day travel expected Supervisor Responsibility Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports Required Knowledge and Skills Advanced HR strategy and business acumen Global workforce planning and compliance expertise Proficiency in HR data analytics and AI-driven HR tech Executive-level stakeholder management and influencing skills Environmental & Physical Requirements Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs. Additional Information Regarding Job Duties Job duties include additional responsibilities as assigned by one's supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law. Important Information The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

Company Details Rated Best Places to Work 2020, 2022 and 2024 by Business Insurance, Continental Western Group is a regional property casualty insurance company offering commercial products and services through independent agents in the Midwest. CWG provides unique value through the service provided by our experienced group of employees and independent agents. Since 1886 - Strong, Local and Trusted. As a Berkley company, we enjoy operational flexibility that allows us to deliver quality coverage solutions. W. R. Berkley Corporation, and all member insurance companies, are rated A+ (Superior) by A.M. Best Company, and carry Standard & Poor's Financial Rating of A+ (Strong). The Company is an equal employment opportunity employer. Responsibilities The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance. Strategic Talent Leadership • Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs. • Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets. AI & Digital Transformation • Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning. • Promote digital HR solutions that enhance employee experience and operational efficiency. Change Management & Organizational Agility • Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes. • Serve as a trusted advisor to senior executives on organizational design and cultural evolution. Employee Experience & Engagement • Champion a culture of inclusion, engagement, and continuous learning. • Oversee programs for onboarding, performance management, recognition, and career development. Business Partnership • Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities. • Contribute to annual business planning and budgeting processes with a focus on human capital priorities. • Manage HR-related budgets in collaboration with President and CFO, including compensation and benefit analysis. Governance & Compliance • Ensure adherence to employment laws and ethical standards. • Manage employee relations, investigations, and disciplinary actions with fairness and transparency. Qualifications • Proven experience in senior HR leadership roles with a track record of driving strategic initiatives. • Expertise in talent management, organizational development, and change leadership. • Familiarity with HR technology platforms, AI applications, and data analytics. • Strong business acumen and ability to influence at the executive level. • Excellent communication and presentation skills. Education Requirement • Bachelor's degree. • 10 years of experience in a leadership role and a minimum of seven years progressive HR experience. • One of the following preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP Not ready to apply? Connect with us for general consideration.

Class Title: SENIOR PUBLIC SERVICE ADMINISTR - 40070 Skill Option: General Administration/Business Marketing/Labor/Personnel Bilingual Option: None Salary: Anticipated Starting Salary $11,250 - $12,083 Monthly Job Type: Salaried Category: Full Time County: Sangamon Number of Vacancies: 1 Bargaining Unit Code: None Merit Comp Code: Exempt under Section 4d of the Personnel Code, Gubernatorial (Management Bill) ****A RESUME IS REQUIRED FOR THIS JOB POSTING**** Please attach a DETAILED Resume/Curriculum Vitae (CV), a copy of your transcripts or diploma for all degrees earned, and a copy of any applicable professional licensures to the MY DOCUMENTS section of your application. Please note that the Department of Commerce and Economic Opportunity must verify proof of higher education for any degree earned (if applicable) before any offer can be extended. You WILL NOT be considered for the position if you attach a CMS100, CMS100b or any other document in lieu of a Resume or CV. Why Work for Illinois? Working with the State of Illinois is a testament to the values of compassion, equity, and dedication that define our state. Whether you're helping to improve schools, protect our natural resources, or support families in need, you're part of something bigger-something that touches the lives of every person who calls Illinois home. No matter what state career you're looking for, we offer jobs that fit your life and your schedule-flexible jobs that provide the gold standard of benefits. Our employees can take advantage of various avenues to advance their careers and realize their dreams. Our top-tier benefits and great retirement packages can help you build a rewarding career and lasting future with the State of Illinois. Position Overview The Illinois Department of Commerce and Economic Opportunity (DCEO) is seeking an experienced Human Resources Leader with a proven record in managing complex employee relations, ensuring compliance with ADA, FMLA, and EEOC regulations, while driving strategic process improvements and leading the coordination of recruitment efforts. The ideal candidate will have at least five (5) years of experience in an HR Manager or Business Partner role, extensive knowledge of State and Federal employment laws, and experience with Civil Service rules and Collective Bargaining negotiations and agreements. DCEO invites all qualified and interested candidates to apply today! Essential Functions Functions as the Deputy Director overseeing all human resources and labor relations programs for the agency. Formulates policy, executes and enforces Human Resources policy and provides advice and guidance to the Director on any matter involving human resources and labor relations. Serves as spokesperson on behalf of the Director and the agency on all matters related to human resources, legal counsel pertaining to proceedings related to employee actions, labor relations, master contract negotiations, supplemental agreements with collective bargaining units, Civil Service Commission as spokesperson on employee discipline and position classification actions heard at commission meetings, and in all levels of interaction with government officials, other state agencies, community organizations and the general public. Organizes the human resource functions of the agency, conducts studies of internal organization units to determine methods of enhancing services, including access to extremely confidential information and material associated with pending reorganizations and collective bargaining negotiations. Serves as full-line supervisor. Directs the preparation and administration of the budget for the Office of Human Resources with full authority to allocate and control expenditures, directs, reviews and coordinates Office budget formulation and submission. Performs others duties as required or assigned which are reasonable within the scope of the duties enumerated above. Minimum Qualifications Requires the knowledge, skill and mental development equivalent to completion of four (4) years of college with courses in public/personnel administration, business or closely related fields of study. Requires prior experience equivalent to four (4) years of progressively responsible administrative experience in business or state government management in the field of Human Resources management. Requires working knowledge of personnel, labor and/or employee development management. Preferred Qualifications Prefers five (5) years of experience serving in a Human Resources Manager or Human Resources Business Partner capacity. Prefers five (5) years of experience managing complex employee relations matters, including complaint resolution, workplace investigations, grievance procedures, and/or labor negotiations. Prefers five (5) years of professional experience applying and interpreting the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and Equal Employment Opportunity Commission (EEOC) regulations in a human resources or related setting. Prefers five (5) years of experience developing and leading strategic process improvement, workforce development, and change management initiatives. Prefers three (3) years of experience directing recruitment activities and filling vacancies within an organization that follows structured hiring processes, honors contractual rights, and manages appointed positions. Prefers extensive knowledge of state and federal employment laws, civil service rules, and collective bargaining processes. Conditions of Employment Requires valid driver's license in order to travel to meetings and represent the Agency. Requires ability to travel with some overnight stays. Requires the ability to pass a background check. This position has been found to meet the requirements in section 4A-101 of the Illinois Governmental Ethics Act requiring the occupant/employee to file a Statement of Economic Interest. The Illinois Governmental Ethics Act (5 ILCS 420/4A et seq.) requires certain state officials and employees to file annual Statement of Economic Interest with the Office of Secretary of State that will be made available for examination and copying by the public. All employees required to file a Statement of Economic Interest are also required to file the Supplemental Statement of Economic Interest with the Executive Ethics Commission. (See Executive Order 15-09) Fines and penalties apply to untimely filings. Certain provisions of the revolving door restrictions contained in 5ILCS 430/5-45 apply to this position. As a result, the employee should be aware that if offered non-State employment during state employment or within one year immediately after ending State employment, the employee shall, prior to accepting any such non-State employment offer, notify the Office of the Executive Inspector General for the Agencies of the Illinois Governor (OEIG) or may be subject to a fine. The conditions of employment listed here are incorporated and related to any of the job duties as listed in the job description. About the Agency The mission of the Illinois Department of Commerce and Economic Opportunity (DCEO) is to create equitable economic opportunities across the State of Illinois. By attracting and supporting major job creators, investing in communities, strengthening Illinois' world-class workforce, fostering innovation, and ushering in the new clean energy economy, DCEO works to fortify Illinois' reputation as a global economic powerhouse while ensuring Illinois is the best state to live, work and do business. Work Hours: MONDAY - FRIDAY 8:30 AM - 5:00 PM Work Location: 1011 S. 2nd Street; Springfield, IL 62704 Agency Contact: ******************* ( FOR INQUIRIES ONLY - INTERESTED APPLICANTS MUST APPLY ONLINE ) Posting Group: Leadership & Management Revolving Door: Certain provisions of the revolving door restrictions contained in 5 ILCS 430/5-45 apply to this position. As a result, the employee should be aware that if offered non-State employment during State employment or within one year immediately after ending State employment, the employee shall, prior to accepting any such non-State employment offer, notify the Office of the Executive Inspector General for the Agencies of the Illinois Governor (“OEIG”) or may be subject to a fine. Term Appointment: Candidates hired into a term position shall be appointed for a term of 4 years and are subject to a probationary period. The term may be renewed for successive four-year terms at the Director of the Department of Commerce and Economic Opportunity's discretion. The main form of communication will be through email. Please check your “junk mail”, “spam”, or “other” folder for communication(s) regarding any submitted application(s). You may receive emails from the following addresses: ****************************** ***************************

Title: Senior HR Generalist Classification: Exempt / Full Time Reports To: US HR Manager Date: November 5, 2025 Job Summary: The Senior HR Generalist delivers strategic and hands-on HR support across U.S. sites, overseeing recruitment, onboarding, engagement, compliance, and employee relations. This role partners with leadership to drive talent strategies, enhance employee experience, and support data-driven HR initiatives. This position requires an extremely self-motivated and detail-oriented person who can navigate multiple priorities by using strong organizational and communication skills. Job Responsibilities and Duties: Manage full-cycle recruitment and selection for professional-level positions across all U.S. sites, including workforce planning, vacancy identification, job description development, requisition creation, job postings, candidate screening, interview coordination, and offer letter preparation. Partner closely with hiring managers to ensure alignment with business needs and deliver high-quality candidate experience. Manage and administer comprehensive onboarding and orientation programs for professionals, ensuring a seamless transition into the organization. Facilitate engaging sessions that communicate company culture and policies, while coordinating cross-functional involvement to enhance new hire experience and early engagement. Monitor and manage company reviews on job sites such as Glassdoor and Indeed; analyze trends in employee feedback, respond appropriately to comments when applicable, and collaborate with leadership to address reputational concerns and enhance employer branding. Cultivate strategic partnerships with universities, community organizations, and professional networks to support talent pipeline development; manage the company's internship and co-op programs from recruitment through completion, ensuring meaningful experiences that align with organizational goals and promote long-term engagement. Work closely with management and employees to improve work relationships, build morale, increase productivity and retention, and identify, create, and implement retention strategies. Track and report key HR metrics such as turnover rates, time-to-fill, cost to hire, and absenteeism to identify trends and guide strategic initiatives. Adept in ADP Workforce Now reporting tools to extract, analyze, and present HR data related to headcount, turnover, compensation, and compliance; utilize custom reports and dashboards to support strategic decision-making and ensure data integrity across HR functions. Apply Korn Ferry Hay Group job evaluation methodology to assess and manage job levels, ensuring internal equity and alignment with organizational structure; support compensation benchmarking and career pathing through accurate Hay point assignments and reference level calibration. Lead the Social Committee in planning and executing employee engagement events, recognition programs, and wellness initiatives that foster a positive workplace culture. Coordinate logistics, manage budgets, and collaborate cross-functionally to ensure successful execution and high participation. Ensure organizational compliance with federal, state, and local employment laws and regulations, including FMLA, ADA, FLSA, EEO, and OSHA; proactively monitor legislative changes and implement necessary policy updates. Interprets employment law to managers, supervisors, and employees. Partner with outside legal counsel and internal compliance department as needed. Develop, update, and maintain the employee handbook, HR policies, and procedures to ensure compliance with current employment laws and alignment with company culture; communicate changes effectively across the organization and provide guidance to managers and employees on policy interpretation. Advise and train managers in best employee relations practices and strategies for managing complaints, mentoring, and developing employees. Identify risks and challenges to the employee/manager relationship. Recommend and develop training to meet employee needs and business objectives. Respond to employee relations issues including complaints, harassment allegations, and civil rights concerns. Conduct thorough, objective investigations with detailed documentation and recommend appropriate corrective actions. Support managers in administering disciplinary processes and Performance Improvement Plans (PIPs), ensuring consistency with company policy and minimizing conflict. Provide counsel and guidance throughout resolution efforts. Serve as the primary point of contact for all workers' compensation matters. Responsible for managing claims, coordinating with insurance providers, ensuring compliance with state and federal regulations, and supporting employees through the claims process. Conduct and analyze exit interviews to identify trends, uncover root causes of employee turnover, and provide actionable insights to leadership Develop, implement, and maintain Affirmative Action Plans (AAP) in compliance with OFCCP regulations; conduct workforce analysis, monitor hiring and promotion practices, and prepare annual reports to support diversity, equity, and inclusion goals. Oversee internal HR audits to ensure compliance with company policies and employment regulations; review documentation, identify gaps, and implement corrective actions to mitigate risk and maintain audit readiness. Draft, coordinate, and distribute organizational announcements including promotions, new hires, policy updates, and company-wide communications Other duties as assigned. Qualifications: Bachelor's Degree in Human Resources, Business Administration, or related field Minimum 5 years of progressive experience in an HR Generalist capacity; emphasis in recruitment/ talent management preferred. HR Certification Institute or Society of Human Resources certification(s) preferred; PHR or SHRM-CP preferred. Proficiency in ADP Workforce Now preferred Familiarity with job evaluation systems such as Hay Group Confident and approachable representative of Zoltek's culture and values; comfortable serving as the face of the organization in employee engagement activities, social events, and internal communications, fostering trust and connection across all levels of the organization High level ability to create presentations, charts, graphs and spreadsheets. Ability to exercise good judgment and strong decision-making capability in a variety of situations. High level of discretion and integrity in handling confidential information Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations. Strong organizational skills and attention to detail Strong project management and ability to lead cross-functional initiatives Strong written and verbal communication skills, conflict resolution, and interpersonal skills Proficiency with Microsoft Office (Outlook, Word, Excel, and Power Point) Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Intermittent physical activity including bending, reaching, and prolonged periods of sitting. Employee is regularly required to use hands to finger, handle, or feel. Work Environment: The work environment characteristics described below are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Office Environment Manufacturing environment which contains noise, moving mechanical parts and fumes or airborne particles Zoltek is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, gender identity, sex, sexual orientation or expression, religion, national origin, marital status, age, disability, veteran status or any other protected status. PI8d**********-31181-38974368

The City of Dubuque, Iowa (population 59,000) is seeking an experienced, forward-thinking, and community-centered leader to serve as its next Director of Human Rights. This is an exciting opportunity for a visionary and strategic leader to cultivate inclusive community partnerships and drive meaningful change that protects and promotes human and civil rights for all who call Dubuque home. The Human Rights Department mission is to build a community where every individual feels respected, included, and treated with fairness. Through education, civic engagement, and community partnerships, we uphold civil rights laws and promote belonging and shared humanity within our organization, within the community, and across City services. GENERAL SUMMARY OF DUTIES: Under the general supervision of the City Manager, this position is designed to administer and enforce the city's human rights ordinances, policies, and programs in accordance with state and federal civil rights laws. The Director will serve as a key advisor to city leadership, oversee complaint investigations, develop community education initiatives, and collaborate with stakeholders to eliminate unlawful discrimination in housing, employment, public accommodations, credit, and city services. The Director will lead the development of initiatives that create an organizational culture of respect and belonging. This valuable team member will be an integral part of supporting efforts to become a high-performance, data-driven, and outcome-focused organization with the ultimate goal of creating a community of belonging and organization of choice, through planning, partnerships, and people. The individual should have strong emotional intelligence and a continuous improvement mindset which will add value to our organization and community DISTINGUISHING FEATURES OF THE CLASS: Work in this class includes responsibility for executive leadership and administrative oversight in directing the activities of the Office of Human Rights. The employee in this class reports to the City Manager and serves as the staff liaison to the Human Rights Commission. Work in this class includes providing high level leadership, administrative, and financial direction. Extensive leeway is granted for the exercise of independent judgement, initiative, discretion, and collaboration.

Lead HR operations and serve as a strategic HR business partner within the Department of Pediatrics, providing consultative support on workforce issues and employee engagement initiatives. This role will encompass strategic partnership with departmental leadership, ensuring alignment of HR strategies with departmental operational and strategic objectives. This includes advising on human resource management, policies, procedures, and other core areas of HR along with navigating the system to help support the department in achieving the mission and strategic priorities. The pediatrics department comprises the medical staff of University of Iowa Health Care Stead Family Children's Hospital, Iowa's only nationally ranked children's hospital and home to the state's only Level 4 NICU and Level 1 Regional Resource Pediatric Trauma Center. The department boasts a strong research portfolio and multiple medical training programs. For its 2024-25 edition of “Best Children's Hospitals,” U.S. News & World Report ranked Stead Family Children's Hospital in nine pediatric specialties. We are home to the Hawkeye Wave, voted the best college sports tradition by USA Today readers, where 70,000 football fans wave to our patients and providers every game day. You will never feel as much community support as you do at Iowa. Come wave with us! Strategic Planning Actively engage as a member of the departmental leadership team and participate in establishing and accomplishing strategic goals and initiatives. Proactively seek to understand designated departmental strategic plan and act as a resource/partner to meet the human resource needs of the department(s). Seek guidance, advocate, and provide specific departmental recommendations to HR leadership. Develop and implement new programs and initiatives for department(s) as needed. Collaborate with departmental leadership to establish effective onboarding plans and ensure new providers reach productivity milestones. Facilitate development and implementation of new onboarding and orientation tools, including onboarding plans for new faculty and individual professional practice evaluations for advanced practice providers. Provide guidance and recommendations to department leaders with regard to staffing levels and strategic workforce planning models; coordinate communication between divisions, as needed, to ensure all appropriate leadership is engaged. Actively engage in budgeting and salary setting process. Ensure funding and staffing aligns with department budgets and strategic direction of department(s). May monitor funds used for recruitments. Advising / Communication Review and analyze effectiveness of existing policies and practices and benchmark against best practices. Partner with leadership to develop communication plans and strategies on a wide variety of topics, such as organizational changes and implementation of new policies. Lead and facilitate workgroups to solicit feedback and input through the development of policies. Facilitate review and training of new policies with administrative team members. Routinely present HR updates and information to faculty and staff. Respond to questions and inquiries. Talent Management & Engagement In collaboration with leadership, develop staffing and engagement strategies for multiple departments, including a large, complex department. Review investigations and recommend outcome. Support management through implementation of corrective action. Provide coaching and feedback to supervisors and employees. Hire, develop and manage performance of HR and administrative staff who support assigned departments. Provide coaching and mentoring, identify training opportunities and pursue career development for staff. Coordinate with HR Leadership within Health Care to develop training and development solutions for supervisors. Initiate and facilitate staff appreciation events, including annual staff appreciation event and administrative professionals days. May participate in the recruitment and mentoring of HR Representatives within Health Care. HR Program & Administration Coordinate, plan and direct HR operations in support of multiple departments, including a large, complex department. Collaborate with department leadership, HR leadership, and HR centers of excellence to ensure operational and business needs are met and adherence to best practice and policies. Collaborate with departmental leadership to execute the departmental strategic goals and initiatives. Engage in weekly meetings and ensure HR administration and operations aligns with operational and financial strategies, including organizational structure and reporting relationships and appropriate use of various funds. Ensure knowledge and understanding of financial strategies within the Department. Serve as Department approver for HR transactions for multiple departments, including a large complex department. Provide administrative supervision of multiple HR professionals and administrative team members. Participate in Health Care HR initiatives and committees. Collaborate with Executive Leadership Team to ensure alignment of staffing strategies with departmental strategic goals and initiatives. Participate on collaborative HR committees; collaborate with HR leadership and HR Reps to develop tools and resources available for broad use. Actively participate and provide input regarding the development of training for HR staff across the Health Care enterprise. Compliance with Policies, Laws & Regulations Use in-depth knowledge of multiple areas of compliance and regulation specific to professional or technical requirements to assure compliance in department(s). Develop and lead implementation of new policies and procedures to meet strategic and operational goals and initiatives. Hold individuals within department(s) accountable for compliance completion. Pay Level: 6A Professional and Scientific Pay Structures | University Human Resources - The University of Iowa (uiowa.edu) Required Qualifications: A Master's degree in Human Resources Management or Business Administration or related field, or an equivalent combination of education and experience. Five to seven years of progressively responsible experience in human resources. Demonstrated ability to manage multiple and sometimes competing priorities. Demonstrated ability to influence employees/leaders at all levels to drive outcomes. Proven team player with excellent interpersonal communication and organizational skills. Professional job-related experience fostering or promoting a welcoming and respectful work/academic environment. Demonstrated proficiency with Microsoft Office and computer software applications. Knowledge of state and federal regulations affecting human resources. Desired Qualifications: Professional certification in human resources. Prior experience as an HR Business Partner, preferably within a medical center or similar healthcare environment. Position and Application Details: In order to be considered for an interview, applicants must upload the following documents and mark them as required to the submission: Resume Cover Letter Job openings are posted for a minimum of 7 calendar days. This job may be removed from posting and filled any time after the minimum posting period has ended. Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check. This position is not eligible for University sponsorship for employment authorization. Please contact ************************* with any questions. Additional Information Compensation Contact Information

Human Resources Director Murphy Company, the Best Choice in Mechanical construction since 1907, is hiring a Human Resources Director. Position will be based in our St. Louis, Missouri office and will have frequent interaction with employees in our regional office in Denver, Colorado. ***************** About Murphy Company Since 1907, Murphy Company has been a leading mechanical contractor in the St. Louis and Denver markets that provides its professionals the environment, opportunities, technology, and tools to experience a rewarding career. Being a company that prides itself on its core values of employee well-being, enduring relationships, and integrity and professionalism, we know it starts with our employees. We strongly believe our people are our most important asset, and we strive every day to make Murphy a great place to work as we build our clients' visions. We Are Looking For Someone Like You The Human Resources Director (HR Director) is responsible for planning, leading, developing, coordinating, administering, and executing the major operational human resource functions of the company. HR Director will maintain personnel records and ensure compliance with regulatory requirements of federal, state, and local entities related to personnel matters. The HR Director will also oversee the day-to-day operations of the Human Resources Department and the Administrative Support group. Your Day-to-Day at Murphy Company Coordinates, administers, and executes the following aspects of company-wide human resources processes: Talent Acquisition/Recruiting Employee Orientation/On-Boarding Employee Retention Employee Benefits Employee Training/Development Staff Succession Planning Employee Performance Management Employee Wellness Initiatives Supports management by providing human resources advice, counsel, and guidance on the interpretation of personnel policies and collective bargaining agreements as they relate to individuals and to company objectives. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Continually assesses the competitiveness and effectiveness of all programs, practices and policies against comparable companies, industries, and markets. Works with executive leadership to develop effective internal communications (between and among management and employees) to promote employee morale and achieve company-wide goals. Appropriately maintains confidentiality and establishes credibility throughout all levels of the organization by being an effective communicator and problem solver of people issues. Ensures compliance with federal, state, and local requirements related to personnel matters, including but not limited to FMLA, CO-FAMLI, Affirmative Action & EEOC compliance and labor relations. Maintains employee personnel files and related records, including time off, training records, and professional licenses. Administers and provides reporting on quarterly employee survey results. Administers pre-employment and random drug screening for employees. Develop and proactively manage the financial budget for the Human Resources and Administrative Support departments. Provides day-to-day management of the Human Resources team members in St. Louis and Denver Provides day-to-day management of the company-wide Administrative Support team. Performs other duties as assigned by CFO and CEO. Travel required (less than 10% of time). Prolonged period of sitting at a desk and working on a computer. Required to stand, walk, and interact with other employees and vendors. Must be able to lift and or move up to 15 pounds at times Bring Your A-Game! Our ideal candidate should possess the following traits: At least ten years of human resource management experience desired Bachelor's Degree in Human Resources, Business Administration, or related field required. PHR certification preferred. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office. Ability to effectively utilize and navigate HRIS (Paycor preferred). Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Excellent supervisory, mentoring and delegation skills. Excellent ability to deal with conflict and remain calm under pressure. Strong supervisory and leadership skills. Strong analytical and problem-solving skills. Ability to build inter-personal relationships. Maintain high degree of confidentiality and trust. Ability to prioritize tasks and delegate when appropriate. What We Will Bring to the Table A collaborative, family-friendly work environment Competitive pay and an excellent benefits package, including health and life insurance, a robust wellness program, 401(k), and profit sharing. A personal time off plan that rivals our competitors

Full-time Description We are seeking an experienced VP of Human Resources to lead our People & Culture team. This role will provide strategic direction and support to HR Business Partners, enhancing our focus on our most valuable asset -- our team members. The VP of HR will oversee the HRBP team, collaborating with the Operations Team to address talent needs and drive engagement across the organization. Specific Responsibilities: Foster a culture of high performance and leadership. Address HR issues that align with the organization's mission and values. Lead and develop the HRBP team to create effective partnerships and support business growth through strategic Talent Planning. Collaborate with the Talent Acquisition team to execute recruitment strategies. Create and enhance onboarding materials and Team Member orientations to promote engagement. Recommend professional development opportunities to support continuous learning. Facilitate Team Member communications and engagement initiatives. Analyze trends related to Team Member issues, continuously improving organizational culture. Drive improvement in key metrics. Lead the development of People & Culture operating mechanisms, including Organizational Reviews and engagement survey processes. Monitor Team Member sentiments and ensure consistent application of policies and procedures. Ensure compliance with state and government regulations. Requirements Bachelor's degree in Human Resources Management or a related field; Master's degree preferred. 7 - 10 years of HR experience, with a focus on managing HR Business Partners, Generalists, and Specialists. Strong relationship-building skills with the ability to connect with Team Members at all levels. Proven leadership and managerial abilities that promote teamwork and collaboration. Excellent communication skills, with a talent for analyzing and presenting information clearly. Highly organized and methodical approach to problem-solving. Ability to manage multiple tasks effectively. Experience with Paycor is a plus. Knowledge of business law and employee rights as they pertain to HR practices. Willingness to work on-site in a dynamic office environment. An appreciation for innovative and creative workplace cultures. Benefits: Comprehensive medical, vision, and dental insurance. 401(k) plan with company match. Life insurance and short-term/long-term disability coverage. Health Savings Account (HSA) and Flexible Spending Account (FSA). Employee assistance program with access to licensed social workers. Unlimited paid time off. Additional benefits and perks.

Esse Health is the largest independent physician practice in the St. Louis Metropolitan area with over 100+ physicians, in 35+ locations, serving nearly 130,000 patients. We are leading the health care community by placing patients and their physicians at the center of health decisions. Esse Health is more than a healthcare provider - it's a place where medicine is a calling and not just a profession. It's a team of extraordinary medical professionals with the latest ideas for keeping patients healthier. SUMMARY: The VP of Human Resources is a member of the Esse Health executive team serving as a strategic consultant. Confidential advisor to the CEO. Esse Health is comprised of 725+ employees operating in Missouri and Illinois with 35+ office locations. The individual in this role is responsible for developing and implementing programs and services that continue the growth and development of the organization through maximizing the potential of its' human capital. The VP collaborates with senior management on a variety of organizational initiatives and translates strategic priorities into human resources initiatives. The VP of Human Resources plans, directs, and controls the effective use of the Human Resources staff to accomplish employee related goals in the areas of employee relations, performance management, compensation, benefits administration, staff recruitment, policy development, compliance, and learning and development. Direct reports: -Human Resources Manager -Recruitment Manager -HR Generalist/Benefits -HR Generalist -HR Coordinator QUALIFICATIONS: • Education: Master's Degree preferred • Licensure/Certification: SHRM Certification is a plus • Years of Experience: 10-15 years of Human Resources leadership experience. Healthcare and M&A experience a plus. KNOWLEDGE, SKILLS AND ABILITIES: • Strong written and verbal communication and interpersonal skills • Consultative approach • Strong judgment and decision-making skills • Strategic thinking skills • Ability to implement process improvement • Ability to lead complex projects • Skilled at problem solving • Ability to deal with difficult situations/ individuals while maintaining composure ROLES AND RESPONSIBILITIES: 1. Lead an effective human resources department and team that includes adherence to HR regulations and laws, and effective management of all human resources processes. 2. Advise senior management on human resources matters including employment law issues, program development and other matters in the broad areas of human resources management. 3. Provide advice and guidance to all levels of management on the interpretation of personnel policies as they relate to individuals and to company objectives. 4. Develop polices and practices that foster, cultivate, and preserve a culture of diversity, equity, and inclusion. 5. Participate as a member of the Growth Committee, Clinical Council, Performance Improvement Committee, and 401k Trustee Meeting. 6. Attend Board Meeting, Internal Medicine Department Meeting, Pediatric Department Meeting and Specialty Department Meeting. 7. Oversee the organization's learning including orientation, management training, leadership development, and learning management system. Plan, organize, and direct company-wide training and development programs as needs are identified. 8. Oversee the staff recruitment functions ensuring uniformity in recruiting practices throughout the company and conformity to applicable laws. 9. Develop and track the Physician Succession Plan. Communicate Plan to CEO, Growth Committee Chair and Director of Physician Talent. 10. Develop and review Leadership Succession Plan. 11. Oversee the design and administration of compensation and benefits programs. 12. Oversee the planning of employee recognition programs and special events. 13. Provide guidance on corrective action. Ultimate approval authority for terminations. 14. Develop budget for human resources. 15. Perform other duties as required. To learn more about what it's like to be an Esse employee, please visit our social media pages on Facebook, Instagram and LinkedIn! Search "Essehealthbenefitsu". Benefit highlights & more! Multiple medical coverage benefits Generous PTO policy + 8 paid holidays 401k match + profit sharing Tuition reimbursement Wellness program EOE

**Why Us?** We want the best and brightest people to help us achieve our mission to develop and deliver life-enhancing products through focused execution. Our nearly 3,000 global team members understand the important role we play in delivering healthcare and are dedicated to supporting each other as we work to bring the best treatments forward. Our shared values of Integrity & Quality, Innovation, Drive, Collaboration and Empathy guide our team and enable us to deliver upon our vision of helping everyone we serve live their best life. ** Summary** The Director, HRIS and HR Operations role supports critical activities and initiatives within the Human Resources function to ensure alignment with business needs, efficient workflows and accurate data. This position is a strategic leadership role and a crucial link between HR and IT and other business units, using data and technology to drive operational effectiveness to support organizational goals. This role will report to the Chief Administration Officer (CAO) and is expected to both initiate and support operational and strategic initiatives in close partnership with the HR Leadership Team, key stakeholders across the HR department and internal business partners, as well as engagement with external consultants as required. **Job Description** **Essential Functions** + Develop and execute the overall HR Operations and HRIS strategy, ensuring alignment with the organization's goals and objectives. + Ensures data management for accuracy and integrity of employee data within HRIS. + Ensure the security, integrity, privacy, and accuracy of all employee data through regular audits and robust governance protocols. + Leads the HRIS team and HR Operations team in day-to-day administrative tasks. + Drive continuous improvement initiatives to streamline administrative processes, eliminate redundancies, and enhance the overall employee experience. + Generate and analyze HR metrics and reports to support strategic decision-making. Use data analytics to identify trends and opportunities for improvement. + Enforce and maintain HR policies and procedures to ensure compliance with labor laws and data protection regulations. + Develop and document efficient HR workflows and business processes to improve HR operations. + Partner closely with HRBPs, Talent, Payroll, and IT to ensure seamless operational execution and an integrated HR technology environment + Manage relationships with HR Technology vendors; oversee contract, renewals, SLA's and performance. + Identify cross-functional stakeholders of projects and processes and proactively identify implications on their processes, policies, and work as a result of these projects + Partner closely with HR leadership to ensure HR systems and operations evolve in support of business and people strategies. + The above is intended to describe the general nature and level of work being performed by employees assigned to this role. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. **Minimum Requirements** **Education / Experience / Skills:** Education: + Bachelor's degree in HR or Information Systems Technology or related discipline required. + Master's Preferred + 10 years experience working with HRIS systems and 3 managing an HRIS team + 3 years leadership experience in Human Resources Operations preferred + 5 years experience in Human Resources Business Partnering role in the pharmaceutical industry preferred + Experience with Workday HCM, Advanced Compensation, Benefits Security and Reporting modules + Able to effectively partner with IT and non-technical customers to understand user needs and translate needs into technical process and configuration requirements. + Strong leadership, management and team building skills to effectively lead cross functional project teams. + Thorough understanding of and experience with the system development life cycle. + Knowledge of both theoretical and practical aspects of project management. + Strong problem solving/analytical skills with attention to detail and a high level of accuracy. + Able to work in a dynamic organization by balancing multiple priorities. + Able to work both independently and with cross-functional teams using good judgment. + Proficient in Excel and managing data. + Good verbal and written communication skills. + Effective presentation skills for communicating the strategic story behind HR data. + Expert at influencing without authority and navigating complex stakeholder environment and driving for results **Organizational Relationship/Scope:** This position works with and has visibility to business functional leaders and as well as collaborating with other HR members within the organization. **Working Conditions:** Normal office environment working conditions and the ability to travel about 10%. **EEO Statement:** We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. 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.

PURPOSE OF POSITIONAs the Director of Human Resources at Cemen Tech-a 100% employee‑owned leader in volumetric concrete technology-you'll serve as a strategic partner and cultural champion. You'll align human capital strategies with the company's mission of innovation, safety, quality, and empowerment in a manufacturing environment. This includes the ability to balance the day-to-day activities required in human resources for the approximate 160 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. In this role, you will be the catalyst behind a human-centered, strategy-oriented HR function-one that ensures Cemen Tech continues to thrive as an employee-owned manufacturing leader. ESSENTIAL DUTIES AND RESPONSIBILITIES The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned. More specifically, the person will: Strategic HR Leadership - Partner closely with executive leadership to design and execute HR initiatives aligned with organizational goals. Lead cultural transformation, workforce planning, and employee engagement strategies. Leads team of four HR and EHS business partners; driving all areas of human capital strategy and utilizing EOS to drive momentum. Acts as a strategic advisor to site leadership on all HR-related matters. Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline. HR Program Development & Execution - Develop, implement, and maintain HR policies, programs, and systems-covering recruitment, onboarding, total rewards, succession planning, and performance management-that support the business and comply with legal standards. Recruitment & Talent Management - Lead talent acquisition and retention strategy including recruitment pipelines, employee development programs, and succession planning to ensure a strong leadership bench. Develops HR team for the needs and future of the organization, along with personal growth goals to maintain a competent and thriving department, ensuring continuous growth. Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives. Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization. Employee Relations & Engagement - Foster a workplace culture grounded in the company's Core Values-Positive Mindset, Ingenuity, Accountability, Do the Right Thing, Engagement, and Safety-empowering employees as owners and advocates of company success. Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) EHS & Compliance Oversight - Collaborate and oversight of EHS department regarding OSHA and safety initiatives to uphold a safe and compliant work environment across all manufacturing and operational areas. Oversee total rewards strategy and positioning the company to continue its success and be an employer or choice, including continual alignment of practices and policies and research to understand future needs. Change Management & Organizational Development - Lead transformative initiatives that support continuous improvement, adaptability, and long-term growth within the employee-owned framework and driving Cemen Tech as an employer of choice. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION - EXPERIENCE - COMPUTER SKILLS Bachelor's degree in human resources or related field. Recommend 5+ years of applicable experience, preferably with 3+ years partnering with the senior leaders. Knowledge of the multiple HR disciplines including state and federal compliance, recruitment, hiring and onboarding, total rewards, HRIS system administration, training and development. Comfortable with complexity, ambiguity, and the ability to manage change while also leading others through change. Excellent written and verbal communications including presentation skills, preparation and delivery. Demonstrated experience building strong business acumen and capability to assess HR implications on the business. Must have a strong blend of analytical, decision-making & creative solving skills. Unquestionable personal and business integrity, and proven ability to deal with confidential information Strong, proven ability to build relationships within a business to influence change. ADDITIONAL POSITIVE QUALIFICATIONS SHRM-CP, PHR Certifications Passport and an ability to travel internationally Experience manufacturing concepts is a strong plus. Knowledge of EOS and leadership within its framework CORE VALUES - Listed in bold below are Cemen Tech's six Core Values including an example of each Core Value. Positive Mindset - We know our attitude affects our performance. Ingenuity - Better, Faster, Easier Accountable - We accept responsibility for our actions. Do the Right Thing - Do the right thing every time. Engaged - Listening to understand...acting to accomplish. Safety - We will reinforce safe habits by our own actions. COMPETENCIES To perform this position successfully, individual should demonstrate the following work competencies: Problem Solving - Identifies and resolves issues in a timely manner. Communication Skills - Speaks clearly, listens and receives clarification, respond to questions. Dependability - Follows instructions, responds to management direction, and takes responsibility. Quality Assurance - Demonstrates accuracy and thoroughness. Ethics/Professionalism - Treats people with respect; Works ethically and with integrity. Organizational Support - Follows policies and procedures. Judgment - Exhibits sound and accurate judgment. Safety and Security - Observes safety and security procedures; Uses equipment properly. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the employee: Must be able to frequently stoop/bend. Must be able to regularly use hands and arms. Must be able to regularly stand and walk. Must be able to lift and/or move up to 15 pounds. Specific vision abilities required by this job include close, distance, color, and peripheral vision. ENVIRONMENTAL ADAPTABILITY The noise level in the work environment is usually moderate. Cemen Tech, Inc. is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, The Employer will provide reasonable accommodations to qualified individuals with disabilities and encourages prospective employees and incumbents to discuss potential accommodations with Cemen Tech, Inc.

Lotus Hospitality began as a small company with a single hotel and one man's vision to create a luxury experience accessible to everyone. From these humble beginnings, Lotus Hospitality has expanded to operate 14 hotels and four multi-use properties in under a decade. With innovative new properties and historic refurbishments, Lotus Hospitality has reshaped Kansas City's downtown corridor, sparking growth and revitalization. As we continue our journey, we're seeking a dedicated HR Director to join our team and support our Human Resources department . Lotus Hospitality seeks an experienced and dynamic HR Director to lead all aspects of human resources, including recruitment, employee relations, benefits administration, compliance, and organizational development. As a key member of our leadership team, you will drive strategies that foster a positive workplace culture, support employee growth, and align HR practices with our company's mission to deliver exceptional guest experiences.

Job Title: School Resource Officer Reports To: Superintendent / Building Administrator The School Resource Officer (SRO) supports and facilitates the educational process within the Laquey Public School System by providing a safe and secure learning environment. This position builds and maintains meaningful relationships with students and staff, proactively interacts with the school community, and ensures the enforcement of county and state laws. The SRO works to preserve public order, protect life, and prevent, detect, or investigate crime on district property. Essential Duties and Responsibilities: Establishes and maintains positive relationships with students, staff, parents, and community members. Supports teaching and learning in the schools by fostering a safe and orderly environment. Enforces county and state laws as necessary within the school setting. Preserves public order and protects the safety of students, staff, and visitors. Patrols district property to prevent loss and damage resulting from criminal activity. Responds to and investigates incidents occurring on school grounds. Serves as a resource to administrators, teachers, students, and parents regarding law enforcement issues. Collaborates with community agencies to enhance student well-being and school safety. Qualifications: Must currently hold a current Missouri POST law enforcement license. Strong interpersonal and communication skills. Ability to work effectively with students, parents, staff, and community agencies. Knowledge of applicable federal, state, and local laws.

Central Bank's senior executive team is seeking a strategic partner to elevate our talent management efforts and support our strategic growth agenda. This is an exciting opportunity for an experienced executive that enjoys building new capabilities, developing people and giving back to their communities. Overview Founded in 1902, Central Bank is a $20 billion super-community bank headquartered in Jefferson City, Missouri. While much of our senior management and centralized functions are based in Jefferson City, 13 of our most senior executives are located in our regional markets, ensuring decisions happen as close to our customers as possible. Local decision making allows us to deliver on the promise of community banking - bringing people together, enabling companies and individuals to meet their financial goals, and being a source of strength in difficult times. We believe our collaborative and community-oriented culture inspires both employee and customer loyalty, both of which approach levels twice that of banking industry averages. This formula has allowed Central Bank to not only stand the test of time, but also be recognized by Forbes as the 4th Best Bank in America in 2021. Due to our increasing size and complexity as well as solicited feedback from our employee survey (career engagement management) and in-market executives (coordinated recruiting and training efforts), Central Bank is determined to invest in a highly talented Chief Human Resources Officer (CHRO). The CHRO will report to the CEO of the Bank and collaborate with other senior leaders to formulate and cogently articulate companywide human resources strategies. Essential Duties and Responsibilities The CHRO is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team and the board of directors. The CHRO will be expected to build on the historical strengths of our Human Resources function, including: * Overall direction and administration of human resources programs * Maintaining compliance with federal, state and local employment laws and regulations, including but not limited to employment, compensation, equal employment opportunity, diversity, equity and inclusion, employee benefits, training and development and employee relations * Working with third party vendors to oversee the employee compensation program, including salary surveys, job grade classifications, salary administration, payroll processing and benefit management. * Monitoring data and analytics across the organization, including turnover, retention, promotion and recruitment * Direct oversight of the Jefferson City market, including staffing, retention, training, development, coaching and disciplinary action * Collaborating with in-market executives and their human resources professionals, including supporting their management in grievance and disciplinary action process. * Reinforcing our core values and company culture The CHRO will also be responsible for developing new programs to support our growth aspirations and address feedback from our employees and senior market executives. These programs would include: * Talent Acquisition: lead a comprehensive strategy to attract and retain the best talent across our communities. Coordinated recruitment strategies, including campus representation and internship programs, are strategic goal. * Training and Development: develop and oversee companywide programs, including leadership and management training tailored to our collaborative and community-oriented culture and history. Performance Management: aligned with industry trends, including pay-for-performance, feedback and career path management. The ideal candidate will demonstrate a number of key attributes, including a shared culture, relevant experience and education or training, and supportive skills. Our culture is largely codified in our Vision, Mission and Guiding Principles, which emphasize collaboration, a focus on our customers, colleagues and communities, transparent and respectful communication, and legendary service empowered by innovation. Beneficial work-related experience includes management and supervisory experience in human resources, with a particular emphasis placed on building strategy in support of business objectives. Educational experience, through in-house training, formal school or industry related curriculum, should be business and ideally human resources related. Experience in the banking industry and/or previous executive HR experience would be preferred. Supportive skills include * research: resourceful and tenacious in following industry trends * analytical: extract and analyze data to reach informed and reasoned proposals to address complex problems * communication: able to cogently and concisely communicate verbally and in writing * consensus builder: our structure and culture demand it, as well as patient fortitude * leader: motivated to serve others and foster development of direct reports and others

Founded in 1986, St. Charles Community College (SCC) has a reputation as one of the best two-year colleges in the state of Missouri. SCC's service area includes a six-county region with a population exceeding 540,000. SCC's main campus, located in Cottleville, has won architectural awards for its innovative, contemporary design. The college's Dardenne Creek Campus features the Center for Healthy Living and the Field to Table Institute. Opening Fall 2025, the Innovation West Campus located in Wentzville features the Regional Workforce Innovation Center. With a focus on innovation, St. Charles Community College is a leader in delivering high quality education in a state-of-the-art learning environment. The success of SCC is rooted in the mission of serving the community by "focusing on academic excellence, student success, workforce advancement, and life-long learning within a global society." Job Summary: The Executive Director for Human Resources and Employee Development is responsible for supervision and hands-on administration of human resource operations. The Executive Director is responsible for implementing and executing plans and actions developed by senior leadership for these areas: full cycle recruiting/hiring, onboarding, professional development, performance management, HR policy/procedure, employee engagement, compliance and compensation/benefits. Also, assists Administration with administering provisions of faculty MOU's and other contracts and processes. Duties/Responsibilities: Compensation & Benefits Maintenance of compensation plan including: staff job descriptions, market competitiveness, and compensation matrix. Develop ideas and implement decisions for comprehensive employee benefits plans that are competitive and cost-effective. Employee Relations Provides consultation and advice to Administrators, Managers, and Supervisors regarding employee discipline, grievances and performance issues, ensuring legal compliance and consistent practices. Manages the Performance Appraisal process and ensures performance appraisals are completed for each full time staff member. Provides first-line problem resolution for the HR staff. Recruiting & Hiring Provides overall leadership of Human Resources Department functions by overseeing talent acquisition, onboarding, career development, succession planning and retention. Seeks guidance from Cabinet in decisions related to hiring. Serves on search committees as needed. Professional Development and Employee Engagement Provides leadership for employee training/development, employee engagement and leadership development. Compliance Conducts workplace investigations, as requested, to ensure consistency and compliance with applicable laws. Maintains knowledge of laws, regulations, and best practices in employment law, and human resources. College specific knowledge related to Title IX, HLC, Faculty administration and other key business-related aspects of college administration. Responsible for compliance with Title IX, FLSA, FMLA, ADA and other laws pertaining to employees. HRIS Oversees the Human Capital Management module of the Anthology systems. Oversees the confidentiality of human resource information system and provides department performance metrics. Coordinates the processes between payroll and HR to ensure accurate and timely data flow to ensure accurate pay to all employees. Operational Excellence Recommends to Cabinet HR department workflows and procedures to achieve operational excellence in terms of accuracy and timely completion of department services and assigned tasks. In collaboration with Cabinet, provides timely communication to employees of personnel matters impacting their employment, such as changes in policies, workflows, laws and benefits. Performs other duties as assigned. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent project management skills, ensuring timely and effective processes. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Education and Experience: A bachelor's degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred. A minimum of five years of HR experience, or equivalent, related field. Supervisory Responsibilities: Executive Director of Employee Engagement, Development, & Compliance, HR Generalists, Total Rewards Manager and HRIS Analyst Recruits, interviews, hires, and trains HR staff. Oversees the daily workflow of the department. Provides constructive and timely performance evaluations. Assists with discipline and termination of employees in accordance with College policy and practices. St. Charles Community College is an Equal Opportunity Employer.