Director of human resources jobs in Dayton, OH

Do you have HEART? We are looking for individuals who can embrace our mission to purposely brighten and enrich the lives of those we serve with HEART; Hospitality, Excellence, Appreciation, Respect & Teamwork. In this role you will be responsible for overseeing the Human Resources function at a community. This position handles issues such as, but not limited to, recruiting, new hire orientation, benefits administration, payroll and maintains files. This position reports to the Executive Director and may be required to supervise other staff positions. Job Description Pay range: $80,000-$90,000 per year *Pay range is flexible with consideration of experience and HR expertise* Maintain personnel files. Conduct new hire orientation and administer benefits. Assist in answering employee questions or concerns. Ensure that payroll is accurately prepared and reported to the corporate office at the designated time. Process/file workers compensation claims. Respect and maintain confidentiality of the office, the records, and restricted information. Understand roll in the safety and disaster plan. Recommend procedures to reduce absenteeism and turnover. Oversee performance review program to ensure effectiveness, compliance, and equity within organization. Approve and monitor employee counseling, disciplinary actions, and performance improvement plans. Suggest and implement training opportunities. Participate in the Manager On-Duty program. Attend various community events. Qualifications Level of Formal Education: An Associate's Degree (A.A) or equivalent from two-year college or technical school; or one to two years related experience and/or training; or equivalent combination of education and experience Area of Study: Human Resources, Psychology or Business preferred Years of Experience: 2+ years Type of Experience: Human Resources Language Skills: Acceptable fluency in English in order to perform job duties and speak, read, write, and communicate with all others. Technical Competencies: Must be proficient with Outlook, Word, Excel & PowerPoint Skills and Ability: Ability to make independent decisions when circumstances warrant such action. Ability to communicate effectively with all levels of management, employees and outside contacts. Strong organizational skills. Personal Attributes: Strong attention to detail Driving Requirements Does this job require the ability and license to drive an automobile? Yes Additional Information Senior Lifestyle offers a comprehensive benefits plan to eligible team members including health, dental, vision, retirement benefits, short-term disability, long-term disability, and paid time off. All Senior Lifestyle positions are eligible to use DailyPay, an application that allows you to access your earned but unpaid wages before your next payday. Senior Lifestyle requires that all employees provide proof of COVID-19 vaccination unless exempt due to medical, religious, or personal beliefs. Government requirements or exclusions may apply.

Director of Human Resources Position Status: Full Time, Exempt Reports to: Vice President for People & Culture Salary Range: $120,000 - $140,000 annually Summary: The Director of Human Resources leads the daily operations of HR with a people-centered approach. They will work as a trusted advisor and partner with the VP of People and Culture to design and strengthen HR practices that reinforce the Foundation's mission and long-term strategic goals. This role works in collaboration with the VP for People and Culture on the full employee lifecycle, including talent acquisition and retention, employee relations, performance management, and the Foundation's organizational performance review process. This position is responsible for ensuring compliance with federal and state laws and regulation. They will work closely with the VP of People & Culture on organizational compensation and benefits strategy, workforce strategy, and aligning human resources practices to support a culture that is people-centered, outcomes focused, and is committed to continuous improvement. Key Responsibilities: Talent Acquisition and Retention: The Director oversees recruitment initiatives by assisting hiring managers throughout the selection process, advertising job opportunities, coordinating interview schedules, and managing onboarding procedures to facilitate a seamless integration for new employees. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. Plan and conduct new employee orientation to foster a strong understanding of the Foundation's benefits, policies, and team approach. Foster a sense of belonging and positive experiences for new staff. Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management. Collaborate with senior leadership to understand the Foundation's goals and strategy related to staffing, recruiting, and retention. Develop, update, and maintain job descriptions across the organization. Conduct Employee Engagement surveys and develop course of action based upon survey results. Employee Relations and Performance Management: The Director acts as an internal advisor to supervisors and staff on employee relations issues, offering guidance on improvement strategies and disciplinary procedures. Additionally, the Director oversees the performance evaluation process and coordinates initiatives related to employee engagement and recognition. Develop constructive and cooperative working relationships with others and maintain them over time. Encourage and build mutual trust, respect, and cooperation among team members. Support management by providing HR advice, counsel, decision making, and analyses of risks. Act as a neutral safe harbor for all staff and a liaison between employees and management, addressing workplace concerns and promoting positive employee relations. Respond to employee queries and resolve issues in a timely and professional manner. Partner with the VP of People & Culture to address and resolve personnel issues. Monitor, track, and document employee relations activities, including coaching and interventions. Oversee the administration and continuous improvement of the Performance Evaluation program. Provide instructions to managers on how to issue corrective actions, including maintaining equitable and systematic adherence throughout the process. Provide coaching and support to managers on employee relations, conflict resolution, and disciplinary actions. Conduct or support VP of People & Culture with workplace investigations. Compensation, Benefits and Leave Administration: The Director is responsible for overseeing the Foundation's compensation policies, coordinating open enrollment for employee benefits, and serving as the primary point of contact for the third-party leave administrator. Work with the Employee Benefits Committee to analyze benefits and to establish competitive programs ensuring compliance with legal requirements. Provide staff with education related to benefits use - promoting wellness programs and working with employees to understand how to utilize existing benefits. Administer performance management systems. In collaboration with the VP for People and Culture, the CFO, and the EVP administer the organization's compensation structure including salary guidelines to ensure internal equity, market competitiveness and legal compliance. Participate in compensation and benefit surveys and/or conduct wage surveys within the labor market; analyze data and recommend adjustments to ensure competitiveness. Compliance and Policy Oversight: The Director is responsible for ensuring compliance with all applicable federal and state employment laws, including the ADA, FLSA, Title VII, and relevant regulations. This position involves monitoring regulatory updates, maintaining current personnel policies, and overseeing the accurate and confidential management of employee records. Monitor the Foundation's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Apply this knowledge to communicate changes in policy, practice, and resources to the VP for People & Culture. Stay current with HR best practices and legal developments through ongoing education and professional networks (e.g., SHRM) Oversee maintenance of accurate and up-to-date employee records. Prepare compliance-related reports and documentation, as needed. Annually maintain and update the Employee Handbook to reflect policy and legal changes. May represent the Foundation in personnel-related hearings and investigations. Process unemployment claims in collaboration with state agencies. Learning and Development: In collaboration with the VP for People & Culture the Director of HR works with employees and people mangers to identify employees' professional development needs. Identify the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. Design and deliver training on HR, employment law and leadership development topics. Oversee annual harassment prevention training. HR Operations and Systems Management: The Director oversees the daily operations of the Human Resources department. This role includes oversight and maintenance of HR systems and technologies. Conduct research and analysis of organizational trends including review of reports and metrics from the Foundation's human resource information system (HRIS). Assist in the development of organizational strategies by identifying and researching HR issues, including contributing experience and information, presenting findings, and making recommendations to the VP of People & Culture, and Senior Management Team, as needed. Plan, organize, and oversee all facets of the Human Resources department to ensure equitable treatment of all employees, in compliance with legal requirements and company policies. Assist VP of People & Culture in strengthening communication, accountability, and decision-making. Design and implement initiatives to enhance employee engagement, manager effectiveness, and Foundation morale. Serve as a steward of company values and mission, fostering a positive, inclusive, and high-performance culture Other duties as assigned. Education and Experience: Bachelor's degree in Human Resource Management or a related field required and a minimum of five years as a human resource manager or an equivalent combination of related work experience, training and/or education sufficient to successfully perform the essential duties of the job is required. SHRM-CP/SHRM-SCP or PHR/SPHR strongly preferred. Demonstrated knowledge of federal and state employment law compliance and HR best practices required. Skills and Abilities: Broad generalist background including coaching and counseling, performance management, teambuilding, as well as compensation and benefits Flexibility to adapt to changing priorities and deadlines. Ability to work under pressure and manage time effectively. Demonstrated ability to work with extraordinary confidentiality, discretion, and flexibility. Strong leadership skills with the ability to guide and influence others. Exceptional interpersonal skills with the ability to build and maintain strong, effective relationships. Demonstrates teamwork, professionalism, and the ability to lead by example. Ability to communicate effectively with all levels of employees, including executive leadership and the Board of Directors. Ability to work effectively with a diverse group of individuals across varying backgrounds and perspectives. Demonstrated ability to research and deliver HR expertise including employment law and best practices in a clear and accessible manner to internal teams across a range of initiatives. In-depth knowledge of federal, state, and local employment laws, with practical experience applying and interpreting regulations. Working knowledge of HRIS platforms, with a preference for experience using BambooHR or Lattice. Excellent verbal and written communication skills. Strong problem-solving and independent decision-making abilities. Superior skills in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and database software. Demonstrated creativity and alternative thinking to develop effective solutions to challenging situations. Excellent organizational skills, attention to detail and ability to manage multiple priorities. Excellent presentation and training skills. Proven ability to work independently as well cooperatively with a team. Proven ability to apply common sense understanding to navigate difficult HR scenarios. High initiative, focus on process improvement and problem-solving skills. Passion for the mission and goals of the Foundation. Physical Demands & Work Environment 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. Ability to lift 10 lbs. or more, regularly Ability to sit for extended periods of time while completing desk work Regular use of computer, keyboard, and mouse for data entry and correspondence Some travel required

Our Client is a leading manufacturer serving the medical, automotive, appliances, electrical, business equipment, and telecommunications space. Due to continued growth, they are in need of a strategic Human Resources Manager to oversee all facets of HR for their 400+ employee Dayton, OH headquarters. The ideal candidate will be strong with Employee Benefits and Recognition programs and will contribute to their great company culture. Job Requirements: Bachelor's Degree or higher, SPHR preferred or other certifications preferred. 5+ years of Human Resources or Talent Management experience with at least 3 years in a leadership/management role. Strong with Employee Benefits. Experience in a Warehouse, Distribution, or Manufacturing environment preferred. To Apply: Please apply directly to this post. You can learn more about Fusion HCR by visiting our website at ******************

GENERAL NATURE OF WORK: This position performs administrative and supervisory work in the City of Beavercreek's Human Resources Division. This position is responsible for all human resource management functions of the City, and makes recommendations to the Assistant City Manager regarding the recruitment, hiring, training & development, termination, discipline, compensation, benefits, and performance management of City employees. Duties are performed under the limited direction of the Assistant City Manager. EQUIPMENT & JOB LOCATION: This position requires general knowledge of standard office equipment and applicable software programs. The primary work site is the Beavercreek City Hall. ESSENTIAL FUNCTIONS - EXAMPLES OF DUTIES: Any one position may not include all of the duties listed nor do the listed examples include all duties which may be found in all positions in this class. Plans, schedules, and coordinates the work and operations of the Human Resources Division. Supervises the Support Clerk/Receptionist and Human Resources Specialist and assigns work as needed. Assists in the planning, organization, and implementation of City policies. Conducts research, compiles and analyzes data, and formulates policy recommendations in compliance with State and Federal regulations. Represents the City at various meetings, hearings, and conferences as directed. Directs recruitment, testing, and selection activities for the City. Prepares and publishes job advertisements and postings. Conducts and participates in job fairs, open houses, and employment-related events. Oversees employee testing and interview processes. Conducts wage and salary surveys, performs job analyses, and updates position descriptions. Recommends updates and adjustments to the City's compensation schedule. Administers and implements employee benefit programs, including health, dental, life and supplemental insurance products. Administers and manages workers' compensation claims. Prepares required employment and compliance reports, including the Public Employer Annual Information Report, PERRP 300AP Summary of Work-Related Injuries and Illnesses, EEO-4, and COBRA notifications for new hires and separations. Assists with negotiations with employee labor unions. Administers and enforces employee disciplinary actions. Advises City officials and employees on applicable local, state, and federal employment laws and regulations. Develops and coordinates employee relations programs and events, including the annual holiday party, retirement celebrations, and employee recognition activities. Oversees various employee committees and task forces. Assesses employee training and development needs and conducts and/or arranges for appropriate programs. Oversees the new employee orientation program; meets with new employees on City policies, procedures, and benefits. Creates the content for the quarterly employee newsletter to promote communication and engagement. Recommends policies related to personnel practices, procedures, compensation, and benefits. Ensures compliance with federal, state, and local employment regulations. Administers the City's Family and Medical Leave Act (FMLA) policy in accordance with federal guidelines. Maintains confidential personnel information and records. Manages the City's photo identification process. ADDITIONAL EXAMPLES OF WORK PERFORMED: Responds to employee concerns, questions, and complaints. Responds to verifications of employment. Responds to complaints from citizens about employees as necessary. Performs other duties as assigned. DESIRABLE KNOWLEDGE, SKILLS, AND ABILITIES: Ability to establish and maintain effective working relationships with City officials, employees, and the general public. Thorough knowledge of federal and state labor and employment laws, compensation systems, benefit programs, staffing practices, and workplace safety. General knowledge of the occupational hazards and related safety precautions necessary for the safe performance of assigned duties. Ability to maintain records efficiently and accurately. Ability to operate standard computer equipment and applicable software programs. Ability to understand and execute complex oral and written directions. Ability to maintain records, prepare reports, and perform other necessary clerical and/or administrative duties. Skill in dealing firmly, tactfully, and courteously with the general public and City employees. Ability to handle confidential information appropriately. Ability to work under the limited direction of the Assistant City Manager. DESIRABLE TRAINING AND EXPERIENCE: Bachelor's degree from an accredited college or university in Human Resources, Public Administration, or a related field, supplemented by at least four years of progressively responsible administrative and human resources experience; or any equivalent combination of training and experience which provides the desired knowledge, skills, and abilities. Professional Human Resources Certification, such as SHRM-CP, HRCI, or PHR. NECESSARY SPECIAL REQUIREMENTS: Maintain a valid Ohio Driver's License. Ability to work outside normal business hours as required. Position is open until filled, with the first review of applications on Friday, January 9, 2026. For more information, see the hiring brochure: ********************************************************************************************************** The City of Beavercreek is an Equal Employment Opportunity employer.

**Job ID: 113481** The Leonardo DRS Airborne and Intelligence Systems business is a global leader and strategic partner committed to delivering world-class, full life-cycle defense and intelligence products that protect the security of our nation and our allies. From air combat training to state-of-the-art electronic warfare systems, our technology is deployed by virtually all U.S. military and government agencies around the world. **Job Summary** **Job Responsibilities** + Manage Human Resources Information Systems and databases in support of human resources information and administration activities + Responsible for employee information warehousing + Seek new or modify existing systems to meet changing requirements based on feedback and needs of organization + Under direction of Senior HR Leader, coordinate the Company's human resources activities in compliance with company philosophy, objectives and legal requirements + Implement HR programs, policies, procedures and practices that focus on attracting, retaining and developing the employee base + Responsible for the overall administration, coordination and evaluation of the Human Resources functions for Company + Inform Senior Management of HR-related issues + Comply with legislated requirements such as EEO, wage and hour, ADA, OSHA + Work to resolve employee relation issues and take appropriate action to correct such problems + Work with Senior HR Leader to coordinate employee legal problems, lawsuit and compliance issues with appropriate personnel + Administer the compensation and benefits programs for the business to include pay adjustments, incentive and bonus programs + In coordination with EH&S, may oversee workers compensation claims administration + Direct and maintain various activities designed to promote and maintain a high level of employee morale + Under direction of Senior Leader, gather HR data for the succession planning process + Track and monitor workforce requirements and plan for current and future needs + Support, communicate, reinforce and defend the mission, values and culture of the organization + Maintain affirmative action plan, if applicable + May participate in professional, industry and community associations to further the Company's name **Job Responsibilities Part II** **Qualifications** + Bachelor's degree and 5 years HR generalist experience + Knowledge of Human Resources Policy and Employee Relations + General knowledge of other HR disciplines; ability to identify situations where programs/policies/procedures cut across functional areas; ability to develop and coordinate appropriate response + Ability to identify, analyze, develop solutions and make recommendations on issues which address the company's business needs + High energy level, comfortable performing multi faceted projects in conjunction with normal activities + Strong interpersonal skills, tact, maturity and flexibility + MS Office experience required in Word, Excel and PowerPoint + HRIS experience required + SPHR or PHR Designation preferred _Taking care of our people is a top priority at Leonardo DRS. We are proud to offer competitive salaries and comprehensive benefits, including medical, dental, and vision coverage, a company contribution to a health savings account, telemedicine, life and disability insurance, legal insurance, and a 401(k) savings plan. We champion wellness programs that focus on physical, emotional, and financial well-being. We develop our talent by offering programs and activities to support career-growth, professional development, and skill enhancement. And we understand there is more to life than work, and the importance of offering flexible work schedules with our 9/80 program, competitive vacation, health/emergency leave, paid parental leave, and community service hours._ _*Some employees are eligible for limited benefits only_ _Leonardo DRS, Inc. and its subsidiaries provide equal opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, protected veteran status, or any other characteristic protected by federal, state, or local laws. #AIS_

We have an opportunity with a Leading Organic Food Production company that are offering a stellar opportunity to join a dynamic, growing and fast-paces team. The Human Resources Manager Provides overall leadership, oversight, implementation, and guidance on human resources, risk management, payroll, and other administrative areas of the company. The individual will be involved in high-level organizational development and must be a person of trust and integrity. Areas of Responsibilities People & Employee Relations /Engagement Lead, handle, respond and navigate employee relations to ensure fairness and reduce the risk of employment liability through proper coaching of managers in dealing with employee issues. Review terminations and makes the final decision on terminations to ensure the company is following policies and procedures. Ensure handbooks are updated in a timely fashion and are relevant and current with all applicable state laws where the company operates. Respond and be the point of contact for any employment claims Assist managers in performance management procedures. Responsible for the distribution of updated communications and conducting appropriate training where necessary. Develop, deliver, or designate a New Hire Orientation program that provides orientation to the company's brand, culture, and expectations. Coordinate all staff meetings and sexual harassment classes to include semiannual revisions of employee handbooks. Provide leadership and direction on training efforts for staff knowledge and development Payroll/HRIS Oversight of the payroll administration and supervising the Payroll Manager. Ensure that managers have transparent processes for submitting payroll, including reviewing labor reports, ensuring hours are captured and audited, proper submission of tip sheets, etc. Reviews for compliance with wage and hour such as tip credit, overtime, minimum wage, and deductions Ensure HRIS is updated and puts processes in place to ensure timely process of the new hire, terminations, status changes, LOA/FMLA Compliance with reporting of required EEO1, OSHA, and company reports helping with internal processes Oversight and leading HRIS efforts to ensure data integrity with essential employee data, seniority, pay history, job classification, and status of the supervisor/manager. Provides recommendations to the Executive Team and CEO on tools, systems, and processes for human capital /labor and operational decision-making. Benefit Administration Negotiate Group Health plan and monitor 401K retirement program. Provides and recommends to CEO and executive team benefit strategies. Oversees and ensures proper Open Enrollment process, including communication, education, and materials are delivered for a successful annual open enrollment Oversight of regulatory compliance with ACA, 5500 Health & Welfare, 5500 401k, Ensures a process for unemployment and workers comp insurance are followed and in place. General Insurance & Workers Compensation Policies Oversight and point of contact with all general liability, property, casualty, and WC policies. Handles, reviews, and processes Guest & Employee Incidents for claims processing. Handles the policy renewal for GL, EPLI, and other required insurance and liaises with external insurance broker. Keeps all COIs and coordinates with insurance companies on obtaining required COIs Legal/Administration Ensure compliance with all state and federal discrimination and employment regulations and legal requirements while working with legal representation. Primary contact that handles all legal matters for the company and acts as liaison with outside attorneys and insurance companies on matters of employment, guest accidents, and 3rd party claims Corporate Administration Develop Corporate policies as needed. Oversight of corporate office policies, PTO, holidays, and events. Manage corporate projects/activities as needed. Training & Development Works with the Executive team on training and development initiatives for management. Provides leadership on performance management and people development strategies. Creates tools and processes to help managers develop and train team members. Provides coaching and development to other leaders on employee relations and workplace conflict issues. Requirements A combination of education and experience is preferred. Over 5-7 years of experience in leading human resource's role Strong communication skills, oral/written. Strategic thinker and collaborator Food and Beverage Industry Experience is a must. Compensation is based on experience.

Description Auria is a leading global supplier of highly-engineered systems for automotive flooring, acoustical, thermal, aerodynamic and other fiber-based solutions for gas and electric vehicles. With U.S.-based operational headquarters in Southfield, Michigan, Auria operates 16 manufacturing, 9 technical and 5 JV locations across 10 countries and employs approximately 3,900 people worldwide.We are currently searching for HR Manager to join our team at our Sidney Plant in Sidney, Ohio. What you will do: Participate as an active member of the plant management team in ensuring the location meets or exceeds objectives in areas of safety, cost, delivery, quality, launch, compliance, etc. Act as primary interface to union representatives for labor relations matters. Manage grievance meetings, collective bargaining process and other activities related to effective and collaborative union relations. Advise management and employees in response to questions and/or concerns and recommend an appropriate course of action. Administer employee records program such as personnel transactions (hires, promotions, transfers, performance reviews, terminations), benefits administration (enrollments, status changes). Assess training and development needs of the location and prepare location training plans accordingly. Collaborate with location leadership team to ensure strategies are in places for employee engagement and retention, including communication forums, surveys that measure engagement, appreciation and recognition events, etc. Manage the employee onboarding process, including orientation sessions and ensure effective assimilation into the role. Manage the workforce planning process to ensure the right resources at the right time for the location, including development of job descriptions and following the organization's job evaluation process. Manage the recruitment and staffing process for hourly vacancies, including the contingent workforce. Manage recruitment for salaried/professional-level positions. Administer performance review program and ensure the process is effectively utilized. Administer salary administration program to ensure compliance and equity within organization. Participate in compensation and benefit surveys within labor market; analyze reports and data to determine competitive compensation and benefits plan. Follow a structured process to investigate concerns and incidents and develop and implement and/or advise management on appropriate corrective/preventive actions. Manage the corrective action process related to policy violations related to attend, behavior, compliance, etc. Participate in related hearings and investigations conducted by outside agencies, such as unemployment, OSHA, worker's compensation, etc. Establish and maintain relations with community-based organizations such as the local Human Resources association. Write, deliver and manage communications including, but not limited to, job postings, presentations, meetings minutes and notes, newsletters, etc. Participate in project teams for initiatives related to the location and/or corporate human resources. Other duties as assigned. What you will gain as a part of the Auria Team: An opportunity to enroll in full medical, dental and vision plan. As well as voluntary benefits. Fertility Benefits available for those enrolled in our medical plan for financial support of treatment options Parental Leave and Adoption and Surrogacy Benefits for salaried employees Tuition Reimbursement available for eligible employees to continue education Auria matches 50% of your contributions up to 8%, for a maximum Auria match of 4% Salary Continuation & Long Term Disability (LTD) What you will bring: Bachelor's degree in Human Resources Management or related field. Minimum of five (5) years Human Resources experience with responsibilities same as those described above, including minimum of three (3) years in a role as HR Manager in a manufacturing work environment. Travel Requirements:Knowledge, Skills, and Ability: Working knowledge of employment and labor laws, such as FMLA, ADA, FLSA, EEO, etc. Must have prior experience managing all aspects of labor relations for a manufacturing workforce, including the collective bargaining process. Must be knowledgeable of benefits administration, specifically the annual enrollment process, life status changes, COBRA, etc. Must have experience with HR systems, preferably Kronos, ADP, PeopleSoft or similar HRIS/Payroll system. Working knowledge of TS16949 and ISO requirements as they relate to Human Resources. Demonstrates a high level of interpersonal skills to effectively communicate and present information to management, employees, corporate personnel, and vendors/suppliers. Excellent analytical, problem resolution, negotiating and project management skills. Strong organizational skills; and the ability to successfully manage multiple tasks and priorities to meet established and changing deadlines. Must be willing to work flexible work schedule to ensure HR availability across multiple shifts. When applying to Auria positions, you will be taken to our career site (careers.auriasolutions.com) to apply directly with us even through external job boards. Auria utilizes an in depth interview process and will extend offers to successful candidates only at the completion of our process. Auria reminds all candidates that we will never ask for sensitive financial information throughout our process. We remind all candidates to take caution with any position that they are applying or when engaging with recruiters.

We're seeking a Senior Human Resources Manager to align HR strategy with business objectives in a high -impact aerospace and defense environment. This position plays a critical role as a strategic advisor to leadership, supporting workforce planning, employee relations, compliance, and talent initiatives to enable operational excellence and mission success. Key Responsibilities Act as a strategic partner and consultant to leadership on human resource-related issues. Develop and execute workforce planning and people strategies aligned with organizational goals. Lead change management initiatives, leadership coaching, and conflict resolution. Support labor union avoidance strategies and foster positive employee relations. Maintain expertise in organizational strategy, culture, financial position, and industry trends. Contribute to initiatives that enhance talent development, retention, and organizational performance. Operate effectively in ambiguous situations with minimal guidance. Required Qualifications Bachelor's degree in Business Administration, Human Resources, or related field and 2+ years of progressive HR experience. Equivalent experience may be considered in lieu of degree. Knowledge of DoD and government contracting standards and policies. Vantage Clear or equivalent security clearance required. U.S. citizenship required. Preferred Qualifications PHR/SPHR or SHRM -CP/SHRM -SCP certification. Experience with Workday HR systems. Background in defense, aerospace, or aviation sectors. Labor union avoidance support experience. Compensation & Benefits Competitive base salary plus performance -based annual incentives Medical, dental, and vision insurance 401(k) with employer match Paid time off Tuition reimbursement and professional development opportunities Life insurance and additional employee wellness benefits Schedule Full -time, on -site position Some flexibility based on operational needs

Job Title: Human Resources Manager Reports To: Director, HR Business Partner Scope of Job: The Human Resources Manager is responsible for supporting BNA Corporate Human Resources policies and programs and directs the staff in managing and implementing programs that support employee engagement, productivity, and company objectives. Manages key local HR functions, including employee/labor relations, health and safety, compensation, benefits, training, diversity, payroll, and employee records. Delivers internal and corporate staff communications. Maintains employee records of pay, benefits, accidents, performance, and other activities and files reporting required to comply with labor laws and regulations. Collaborates with leadership on special projects. Manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved corporate budgets. Extensive knowledge of the function and department processes Essential Job Functions and Responsibilities: Drives implementation of HR functions including employment, employee relations, compensation, benefits, performance management and workforce planning at the local plant. Builds trust and credibility of the HR function across all levels of the organization. Participates and supports the development and implementation of core Human Resources programs and identifies areas of opportunity. Recommends new approaches, solutions, and procedures to elevate the HR team's performance. Acts as an advisor and coach for multiple levels of leadership on strategic and tactical human resources issues. Manages employee relations function to ensure consistent application of policies and procedures and objectives are met; facilitates and coaches managers through disciplinary process, as appropriate. Lead and develop a team of HR professionals in a high growth, rapidly changing environment. Monitors and encourages programs that support active leadership and employee engagement. Maintains and updates weekly, monthly, and yearly KPI's and reporting requirements. Ensures compliance with all federal, state, and local employment laws. Leads communications throughout facility, coaching leaders on appropriate means and language, and ensuring follow-up to input received through meetings and surveys. Collaborate with production and supporting departments to ensure the food safety and quality of our products. Performs other related duties as assigned. Education: Bachelor's degree in human resources or related field required. Master's degree in HR or Labor Relations is a plus. Preferred designations: SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential. Experience: 5+ years of experience in a HR Generalist position and operation as a HR Manager leading HR Teams. Must be competent in all human resources disciplines, including organizational diagnosis, complex employee relations, diversity, performance management, and federal and state respective employment laws. Experience in manufacturing operations, with food and beverage is preferred. Must be willing to provide support to 24/7 operations. Competencies: Business Acumen, Business Unit Knowledge, Emotional Intelligence, Change Management, Employee Communications, Employee Data Management, Employee Relations, Employment Authorization, Full-Cycle Recruiting, Support HR Policy Administration, HR Regulatory Environment & Compliance, Immigration Administration, Onboarding, Safety Policies and Procedures, Support Workforce Planning, Support Training Delivery, Human Resources Management Systems (HRMS), Analytical Skills, Strong Communication Skills, Project Management, Strategic Analysis, Customer Focused, Continuous Improvement, Results and Goal Oriented, Integrity, and Operational Excellence. Physical Requirements: Requires prolonged sitting and continuous use of computer. May lift, carry, push, or pull objects up to 10 lbs.

The Human Resources Manager is responsible for all aspects of Human Resources Management with a concentration in Employee Relations, Recruitment, Selection and Retention, Training, and adherence to Company Policies. This position acts as a business partner with the management team to effectively manage the human resources function for the assigned region while maintaining compliance with local, state, and federal regulatory agencies and company programs. This position involves access to confidential information and requires discretion, attention to detail, and the ability to multi-task. Responsibilities of Position: Provide human resources advice and consultation to employees and management, including coaching and counseling on performance management issues, conflict management, resolution, and interpretation of policies and procedures. Partner and interact with front-line supervisors, managers, and senior management on business and employee needs. Implement, disseminate, and monitor company policies, programs, and procedures in the areas of training, compensation, compliance, and benefits to attract, train, and motivate employees. Oversee recording and maintenance of employee information, such as attendance, personal data, performance evaluations, compensation, disciplinary actions, and terminations/separations of employment. Monitor and ensure compliance with federal, state, and local laws and regulations relating to equal employment opportunity, affirmative action, unemployment compensation, and any other employment-related requirements. Conduct investigations and resolve employee complaints and concerns under direction from the Region HR Manager. Participate in location/region staff meetings and provide knowledge and guidance with personnel-related decisions. Provide training to managers on Human Resources related subjects and systems. Conduct or participate in new hire orientation. Perform necessary Human Resources related audits for assigned areas. Represent the organization at personnel-related hearings and investigations. Other duties as assigned. Skills & Abilities Needed for Position: Possess and maintain current knowledge of laws related to Human Resources. Must possess and maintain current knowledge of laws related to Human Resources. Must possess a demonstrated knowledge of standard concepts, practices, and procedures of Human Resources administration including but not limited to recruitment, selection, training, employee relations, and compensation. Maintain a high level of confidentially with all information contained within the scope of employment. Must possess professional demeanor and telephone etiquette. Maintain a positive work atmosphere with a culture of respect to others Ability to work with all levels of management and employees in a professional and efficient manner. Must display a high level of initiative, effort, and commitment towards completing assignments accurately and efficiently. Excellent verbal and written communication skills. Must be organized and detail-oriented with the ability to multi-task. Computer proficiency in Windows and Microsoft applications. Must work efficiently and effectively, both independently and as a team. Ability to identify issues, make decisions, and resolve problems. Additional Working Conditions/Aspects: Ability to travel between offices, as required. Ability to work flexible hours; overtime, weekends, and/or holidays. Ability to work overtime, weekends and/or holidays. Legally eligible to work in the United States. Valid driver's license (if applicable). Must successfully complete pre-employment testing. Must be able to read and speak the English language. This job description is intended to describe the general nature, complexity, and level of work to be performed by employees assigned to this position and is not to be construed as an exhaustive list of responsibilities, duties and/or skills required. It does not prescribe or restrict the work that may be assigned. Furthermore, this does not establish a contract for employment and is subject to change at the discretion of the company. Rumpke Waste and Recycling is committed to equality in all aspects of employment. It is Rumpke's policy to provide equal opportunities to all employees and potential employees without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status or disability status.

Job DescriptionRETHINK MANUFACTURING The only way to ignite change is to build the best team. At Bright Machines , we're innovators and experts in our craft who have joined together to create a new category of manufacturing that will help transform the industry. We believe software and data are the answer, thoughtfully applied to solve our customers' unique challenges. Through intelligent automation, we give factories newfound flexibility, scalability, and resilience. We deliver products to meet the demands of today while building a platform to take advantage of what comes next. Working with us means you'll have the opportunity to make lasting, impactful changes for our company and our customers. If you're ready to apply your exceptional skills to create the factory of the future, we'd love to speak with you. ABOUT THE ROLE We're looking for an experienced and hands-on HR Manager to support our new manufacturing operations in the CVG area, embedded on-site with our customer. This is a unique opportunity to build and shape the HR function locally from the ground up, creating the foundation for a strong, compliant, and engaging workplace. You'll be the primary HR point of contact for all employees and managers at the site, responsible for ensuring that our people practices support a high-performance culture and align with Bright Machines' values. If you thrive in a dynamic setting, are equally comfortable rolling up your sleeves as you are advising leaders and enjoy being part of a company that's redefining manufacturing with technology and automation, we'd love to meet you. WHAT YOU WILL BE DOING Serve as the on-site HR lead for the manufacturing operations, supporting all employees, contractors and managers locally. Develop and implement HR policies and procedures aligned with company standards and local labor law. Lead the onboarding, and training of new hires as the site scales. Work with the recruitment team and local staffing firms to ensure hiring at a timely manner to meet company goals Support employee relations, ensuring fair, consistent, and timely resolution of workplace issues, overseeing performance management, discipline and terminations. Manage HR administration including employment contracts, I9's, documentation, benefits enrollment, and attendance records. Partner with managers to coach and develop teams, providing guidance on performance, feedback, and engagement. Coaching and counseling management on policies and procedures. Design and deploy a performance and appraisal process suitable for a manufacturing environment. Support compliance and audit readiness, including safety, OSHA requirements, labor law, and internal policies. Be the local advocate of the Bright Machines culture and values, driving engagement and communication initiatives on site. Collaborate with the global HR teams to ensure alignment across locations. WHAT YOU WILL BRING Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 6 - 10 years of progressive HR experience in a manufacturing or production environment, including employee relations and HR operations. Strong understanding of local labor law, regulations, and HR best practices. Experience establishing or supporting new site or plant operations preferred. Experience with designing and executing training and appraisal programs Proven ability to balance strategic partnership with hands-on execution. Proven ability to build effective relationships at all levels of the organization. Excellent interpersonal and communication skills, with a collaborative and pragmatic approach. Comfortable working autonomously, making sound judgments, and handling confidential information. Proficiency with HR systems and tools Fluent in English (both written and spoken). Can do attitude IT WOULD BE GREAT IF YOU HAD Previous experience creating and maintaining and HR global budget Experience with stock administration process BE EMPOWERED TO CHANGE AN INDUSTRY Bright Machines is a next-generation, AI-enabled manufacturer focused on data center infrastructure assembly operations. Bright Machines uses its proprietary AI-based robotics and software to assemble AI infrastructure hardware products (i.e., data center servers) for hyperscalers and leading Original Equipment Manufacturers (OEMs). With its new AI factory, Bright Machines addresses increasing market demands for computing power due to the surge of AI and the U.S. national mandate to reshore manufacturing by building data center infrastructure at scale with higher quality and shorter time-to-market. Bright Machines is headquartered in San Francisco, California, with an integration center in Guadalajara, Mexico. The company has been recognized as one of Forbes' AI 50, awarded “Best AI-based Solution for Manufacturing” by AI Breakthrough, named a “Technology Pioneer” by the World Economic Forum, and highlighted by several other leading technology and innovation organizations.

Responsibilities/Duties Strategic * Establish and implement HR efforts that effectively communicate and support UPM's strategic vision. * Develop HR plans and strategies to support the achievement of the overall business objectives. * Function as a strategic business advisor to the senior management of each business unit and to middle management and supervision regarding key organizational and management issues. * Provide overall leadership and guidance to HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits. * Support and drive company integration efforts, ensuring the embracement of UPM's culture and standards. * Support and drive company and parent company initiatives. * Develop and implement company-wide employee handbook and policies. * Research new HR programs that support company directives, ensuring effective rollout and implementation. Compliance * Stay current with federal and state HR legal changes and ensure legal conformance at all company locations. * Conduct internal HR audits annually. * Partner with safety management to ensure support and compliance. * Stay current with multi-state compliance concerns and ensure that HR practices are updated accordingly. Recruiting and Onboarding * Develop standardized processes supporting multi-approach recruiting methods, customized to specific position-types. * Conduct needs identification, work with manager to define KSA's and required personality traits. * Oversee job approval and posting process. * Interview candidates for higher level positions. * Oversee pre-employment candidate testing. * Confer with executive management regarding candidate hiring, and write job offers. * Oversee the new hire orientation process and ensure standardization of orientation process across all company locations. * Oversee the onboarding process, ensuring effective completion. Compensation * Develop integrated salary grades and ranges for the company overall. * Benchmark salaries annually and as wage issues arise. * Develop and oversee the administration of an effective merit increase process that ties into UPM's direction and philosophy. * Tie performance appraisal system into goal establishment, career development, and succession planning. * Oversee the performance appraisal process by instituting an effective appraisal program which includes goal setting, providing performance feedback and addressing performance issues. Benefits * Ensure that benefits package is competitive, it meets employee needs, it is comprehensive, and cost-effective. * Research and implement new benefits that support company culture. * Ensure that benefits components are communicated clearly to employees during open enrollment, new hire orientations, and in everyday situations. * Assist employees with benefits issues. Employee Relations / Performance Management * Execute and oversee effective employee relations processes. * Ensure that performance issues are addressed, documented, and documented. Coach company leaders and partner with the goal of performance improvement. * Defend company in the case of employee complaints filed externally. * Write company personnel policies, communicate them, and enforce compliance. * Develop company employee manuals, ensuring compliance, and understanding. * Administer employee satisfaction surveys. * Develop and implement programs that target employee retention and improve engagement. * Ensure change management through effective communication. HRIS and Recordkeeping * Oversee administration and maintenance of HRIS. * Ensure that the HR system is set up to produce reporting that is essential to executive management and that reports are produced with accuracy. * Ensure that HRIS and Learning Management systems are contemporary and meet company needs. * Ensure that accurate records are maintained that are compliant with legal requirements. * Drive for paperless recordkeeping system. Metrics * Set and analyze measurements and analytics to provide insights to targeted areas. * Maintain records on analytics over time. * Ensure that metrics tie to overall company goals. Training and Development * Ensure implementation of individual, departmental, company, and executive training programs. Develop and deliver training sessions for the same. * Locate training resources for employees in order to satisfy targeted training goals. * Develop and deliver leadership training to select individuals. * Ensure that program exists and is followed so that high potentials are identified and on track for succession planning purposes. International * Provide HR support and management for international locations of the company either through local management or positioning an overseas HR presence. * Ensure that international locations adhere to UPM's HR model and standard HR practices. * For small international locations, may provide HR consultative services and support. * Ensure consistent communication occurs between domestic and international HR. * Develop an awareness and support of cultural differences, (local customs and business practices). * Ensuring clear communication (through regular meetings) with remote personnel. * Developing policies which support domestic endeavors, but also in compliance with overseas regulations. * Ensure compliance with compliance requirements (by partnering with local experts. * Ensure that an effective HR program, (containing the previously stated features) is actively supported. * Provide expatriate support for relocating personnel. Education/ Work Experience * Requires a four-year degree in Human Resources or Business. This person must be seasoned human resources manager with a minimum of 10 years of experience in an industrial setting, who will be able to strategically and tactically evaluate and implement sophisticated HR related programs and initiatives; be able to work with organizational leadership to build consensus around HR strategy and tactics; have a demonstrated background in talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams. * Ability to build credibility to the human resources function through professional qualifications and leadership skills as well as project the highest levels of integrity. Superior interpersonal communication skills are required. * Prior HR project management experience is necessary. * Prior experience and knowledge managing HR functions and programs on an international basis. Supervisory Responsibilities Directly supervises employees and oversees staff at multiple locations. Carry out supervisory responsibilities in accordance with the organization's policies and applicable laws. LANGUAGE SKILLS Possess strong communication skills (oral and written). Possess strong interpersonal skills. Ability to effectively present information to top management or stakeholders. REASONING ABILITY To solve practical problems and deal with a variety of theoretical and concrete variables in situations where only limited standardization exists. Ability to always "see the big picture." Possess strong analytical and interpretations skills. CERTIFICATES, LICENSES, REGISTRATIONS: HR certification preferred PHYSICAL DEMANDS Sedentary, office environment. Travel is required to other company locations (approximately 15-25%)

Who We Need The Human Resources Business Partner (HRBP) serves as a strategic advisor and consultant to business leaders, aligning business objectives with employees and HR solutions. The HRBP acts as a change agent and employee champion, providing expertise in workforce planning, employee relations, talent development, organizational effectiveness, and compliance. This role is critical in fostering a high-performance culture and ensuring alignment between business operations and human capital management strategies. What You'll Do Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position. Partner with the Sr. HRBP to implement and maintain the success and traction of the Human Capital Management (HCM) strategic plan, in alignment with corporate growth objectives. Partner with department heads and leaders to understand business goals and develop integrated HR strategies that support organizational objectives. Serve as a trusted advisor on matters including workforce planning, performance management, employee engagement, retention, and talent development. Proactively identify HR-related needs and collaborate with centers of excellence (e.g., Talent Acquisition, Payroll, Benefits, etc.) to implement solutions. Guide leaders through employee relations matters, including coaching, investigations, conflict resolution, and disciplinary actions, ensuring alignment with company policies and employment law. Support performance management processes, including goal setting, coaching, mid-year check-ins and annual reviews, and development planning. Interpret and advise on HR policies, procedures, and compliance matters including FLSA, FMLA, ADA, OFCCP, EEO, and other federal/state/local labor laws. Lead or support organizational design initiatives, change management efforts, and workforce transitions (e.g., practice or project reorganizations, onboarding/offboarding). Analyze HR metrics and trends to recommend data-driven strategies that enhance organizational performance and employee experience. Participate in and lead HR-related projects and initiatives that drive continuous improvement and innovation in HR delivery. Supervisory Responsibilities Oversees the daily workflow of the department and supervises other members of the department. Qualifications Required Bachelors degree in Human Resources, Business Administration, or related field. 6+ years of progressive HR experience, with at least 2 years in a business partner or consultative HR role. 6+ years of HR experience supporting government contracting environments. Strong knowledge of employment laws, HR best practices, and organizational development principles. Ability to apply strategic and innovative thinking to develop effective, out-of-the-box solutions; navigates ambiguity with flexibility and identifies alternative paths to achieve goals. Strong relationship builder and proactive team player who seeks practical, inclusive solutions; committed to finding the best path forward that meets the needs of all stakeholders. Demonstrated ability to influence and build relationships with leaders across all levels of the organization. Excellent interpersonal, communication, problem-solving, and conflict-resolution skills. Ability to manage multiple priorities and thrive in a dynamic, fast-paced environment. Excellent organizational skills and high attention to detail. Ability to work in fast-paced environment and under pressure. Ability to meet goals while working under limited supervision. Strongly Preferred Experience with M&As. HR certification (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR). Minimum Qualifications Problem Solving: Identifies and resolves problems in a timely manner; gathers and analyzes information skillfully; develops alternative solutions; works well in group problem solving situations; uses reason even when dealing with emotional topics. Written Communication: Writes clearly and informatively; edits work for spelling and grammar; varies writing style to meet needs; presents numerical data effectively; able to read and interpret written information. Ethics: Treats people with respect; keeps commitments; inspires the trust of others; works with integrity and ethically; upholds organizational values. Strategic Thinking: Develops strategies to achieve organizational goals; understands organization's strengths & weaknesses; analyzes market and competition; identifies external threats and opportunities; adapts strategy to changing conditions. Planning/Organizing: Prioritizes and plans work activities; uses time efficiently; plans for additional resources; sets goals and objectives; organizes or schedules other people and their tasks; develops realistic action plans. Professionalism: Approaches others in a tactful manner; reacts well under pressure; treats others with respect and consideration regardless of their status or position; accepts responsibility for own actions; follows through on commitments. Innovation: Displays original thinking and creativity; meets challenges with resourcefulness; generates suggestions for improving work; develops innovative approaches and ideas; presents ideas and information in a manner that gets others' attention. Language Skills: Ability to read, analyze and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, proposals, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers and general public. Mathematical Skills: Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. Reasoning Ability: Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to question activities and issues in all functional areas and make sound business decisions based on that data. 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 job, the employee is regularly required to sit, talk, type, or hear. The employee is frequently required to walk; use hands to finger, handle, or feel; and reach with hands and arms. Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The employee will normally work in a temperature-controlled office environment, with frequent exposure to electronic office equipment. Working Place: Beavercreek, Ohio, United States Company : 2025 Aug 28th Virtual Fair - Sabel Systems

Chief Human Resources Officer (CHRO) Cincinnati or Dayton, OH | Clark Schaefer Hackett Lead People. Shape Culture. Fuel Transformation. At Clark Schaefer Hackett (CSH), our people are our advantage, and our culture is what sets us apart. As a Top 100 advisory and accounting firm with offices across Ohio, Kentucky, Michigan and Mumbai, we've built a legacy of empowering relationships and driving lasting impact. Now, we're looking for a visionary Chief Human Resources Officer to help write the next chapter of our story. This isn't just an HR role; it's an opportunity to shape the future of our culture and continue to guide our evolution as a modern advisory powerhouse. What You'll Do Design and drive a people-first strategy that aligns with CSH's business vision and fuels engagement, growth, and excellence. Partner with firm and local leaders to strengthen organizational effectiveness and leadership capability. Champion culture transformation initiatives that make CSH a destination for top talent. Inspire professional growth and help every associate see a bold, fulfilling future within CSH. Lead with equity and empathy, ensuring inclusion and belonging across the employee experience. Coach leaders to elevate performance and optimize organizational design. Shape compensation and benefits strategies that attract, retain and celebrate exceptional talent. What We're Looking For 15+ years of progressive HR leadership (10+ in senior roles). Expertise in talent and leadership development, HR strategy, and cultural transformation. Experience in professional services preferred. Bachelor's degree required; advanced degree preferred. SHRM-CP or SHRM-SCP strongly preferred. A balanced leader: data-driven, people-centered, and passionate about building thriving teams. Why You'll Love CSH At CSH, people-first culture isn't just what we say, it's how we work. You'll join a collaborative, growth-oriented leadership team that values innovation, authenticity, and connection. Here, your ideas matter. Your leadership will shape the future. And your impact will reach far beyond the firm, to our clients, our people, and our communities. Ready to lead with purpose? Apply today and help us build a future where our people thrive and our culture inspires. #CHRO #CincinnatiJobs #DaytonJobs #HumanResources #HRExecutiveSearch #SHRM

Poeppelman Materials, a proud family-owned company, is driven by a clear purpose: building the foundation for a better tomorrow. We believe that purpose starts with our people. As we continue to grow, we are seeking an experienced HR Manager to join our Executive Leadership Team and help strengthen the HR structure, processes, and cultural framework that support that foundation. This role will play a key part in designing and strengthening the people systems that allow our employees-and our company-to thrive for years to come. About the Role We are looking for a classically trained Human Resources professional who brings both expertise and leadership presence. This role is ideal for someone who enjoys the freedom and flexibility to build upon existing HR processes, introduce new ideas, and innovate in ways that strengthen culture and improve the employee experience. The HR Manager will help us strive toward our HR goal of becoming the most desirable employer in the area. This position serves as the senior HR leader in the company, overseeing all HR functions, shaping organizational culture, and ensuring our people strategies support our mission and operational goals. The HR Manager will also lead and mentor an HR Generalist who reports directly to this position. This role will report directly to the company Vice President and co-owner, serving as a key partner in shaping people strategies and supporting organizational growth. Key Responsibilities Serve as a member of the Executive Leadership Team, providing strategic HR insight on company direction, growth strategy, and organizational planning. Lead and manage all HR functions, including employee relations, staffing, performance management, compliance, compensation, and training. Lead talent acquisition strategies, including in-school recruiting, internship programs, and community outreach, to attract top culture-fit candidates and build a strong pipeline for current and future workforce needs. Develop and implement proactive recruitment strategies that align with the company vision and operational goals, ensuring the company attracts and retains top talent to support growth and long-term success. Bring new ideas, best practices, and creative approaches to HR systems, processes, and employee engagement efforts. Strengthen a people-first culture rooted in the values of a family-owned business. Ensure policies and practices meet state and federal regulations and align with industry best practices. Partner with department leaders to support talent needs and workforce planning. Oversee and mentor the HR Generalist, supporting their development and effectiveness. Lead HR initiatives that support organizational growth, change management, talent development, and long-term employee success. Proactively visit all five company locations to engage with employees, understand operational workflows, and identify ways HR can better support teams and meet employee needs. Help lead and uphold our “hire to retire” hiring philosophy-focusing on culture-fit employees who can build full, meaningful careers with us. Qualifications Minimum of 10 years of professional HR experience. Bachelor's degree in Human Resources or a related field Classical HR training background-well-versed in the full HR discipline. Industry-related certifications encouraged (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Proven experience working in strategic HR leadership roles or directly supporting executive teams. Strong knowledge of employment laws, HR compliance, and effective HR operations. Excellent communication, leadership, and relationship-building skills. A hands-on, collaborative approach combined with the curiosity and drive to improve systems and processes. Why Join Poeppelman Materials? Family-owned and culture-focused organization where people come first. A true voice at the table on the Executive Leadership Team. A front seat to shape the next chapter of a respected and growing company. The autonomy to build, enhance, and innovate HR programs and culture. Competitive compensation, benefits, and long-term career stability. If you're a seasoned HR leader who wants the opportunity to innovate, influence, and help build a thriving workplace that retains employees from hire to retire, we'd love to hear from you.

Job Description At over 300 college & universities around the country, Chartwells Higher Education is re-inventing the on-campus dining experience. We are challenging the norm and setting new standards by investing in high-tech, food-infused social spaces that bring people together to promote meaningful relationships and interactions. We are food-forward difference makers, bound together by a desire to feed hungry minds and prepare students for success. We are seeking hungry, humble and smart associates who are looking to join and grow with a diverse organization. We invite you to start your career journey with us and look forward to hearing from you. Job Summary Let your passion for people be the driver of your success! Chartwells Higher Education is looking for a HR Manager at Miami University of Ohio located in Oxford, OH (40 miles from Cincinnati, OH). This is an on-site position at a prestigious University on a beautiful, state-of-the art campus in a fantastic location! The HR Manager will utilize their HR knowledge to handle complex issues and administration for a high volume Food & Beverage account. Main responsibilities will be to support full cycle recruitment, employee training and development, employee relations, employee engagement, and educating our teams on HR policies and procedures. Employee Engagement/Retention: Works with management teams to drive employee engagement in association with client goals. Helps drive participation in corporate engagement survey, action planning and improvement in engagement year over year. Suggests and facilitates strategies that drive engagement and client satisfaction. Ensures onboarding practices are helping associates performance and retention. Drives retention through good Employee relations practices and employee engagement. Recruitment: Recruits and onboards frontline hires utilizing onboarding and payroll systems. Accesses current recruitment processes and makes recommendations for improvement as it relates to sourcing, screening, interviewing, pre-employment process and hiring. Ensures compliance with the Compass National Recruiting Center (CNRC) and works with CNRC to improve all recruiting areas were needed. Ensure company back ground check protocols are followed and works with recruiting teams on exceptions and escalations. Employee Relations: Liaison with managers and the Human Resources Service Center (HRSC). Helps establish best practices and drives consistency in employee relations issues, including term Manage and insure employee retention strategies are in place and properly executed. Supports EEOC and law suit claims documentation and delivers training where needed on Performance Management/employee relations concerns/needs. Advise managers on employment policies, procedures and appropriate practices. Manages employee relations to include working with employees to resolve sensitive or difficult work-related problems, investigation, employee coaching and performance issues. Human Resources Compliance: Ensures all necessary hiring and termination paperwork is in place and filed in secured environment. Assist locations in advising on employee file maintenance to ensure they are in compliance with all state and federal laws. Ensure I-9 Compliance. Ensure Wage and Hour compliance. Safety, Worker's Compensation, and Leave of Absence. Assist with Healthcare safety program and worker's compensation program. Serves as the leave of absence liaison between employee and LOA department to ensure compliance with all policies and guidelines. Preferred Qualifications: Bachelors Degree in Human resources, Business Management, Hospitality Management, or related degree.\ 5+ years experience in HR Management. Previous Food & Beverage operations experience a plus. Strong organizational and computer skills. Apply to Chartwells Higher Education today! Chartwells Higher Education is a member of Compass Group USA Click here to Learn More about the Compass Story Compass Group is an equal opportunity employer. At Compass, we are committed to treating all Applicants and Associates fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law. Qualified candidates must be able to perform the essential functions of this position satisfactorily with or without a reasonable accommodation. Disclaimer: this job post is not necessarily an exhaustive list of all essential responsibilities, skills, tasks, or requirements associated with this position. While this is intended to be an accurate reflection of the position posted, the Company reserves the right to modify or change the essential functions of the job based on business necessity. We will consider for employment all qualified applicants, including those with a criminal history (including relevant driving history), in a manner consistent with all applicable federal, state, and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York Fair Chance Act. Applications are accepted on an ongoing basis. Chartwells Higher Ed maintains a drug-free workplace. Associates at Chartwells Higher Ed are offered many fantastic benefits. Medical Dental Vision Life Insurance/ AD Disability Insurance Retirement Plan Paid Time Off Holiday Time Off (varies by site/state) Associate Shopping Program Health and Wellness Programs Discount Marketplace Identity Theft Protection Pet Insurance Commuter Benefits Employee Assistance Program Flexible Spending Accounts (FSAs) Paid Parental Leave Personal Leave Associates may also be eligible for paid and/or unpaid time off benefits in accordance with applicable federal, state, and local laws. For positions in Washington State, Maryland, or to be performed Remotely, click here for paid time off benefits information Req ID: 1483710 Chartwells HE CINDY SCHOENFELD [[req_classification]]

HR Business Partner needs 5+ years progressive HR experience HR Business Partner requires: Strong knowledge of HR policies/processes/programs Sense of urgency & drive for results Critical thinking, analytical & problem-solving skills Demonstrated success executing change initiatives Proven ability to work across multiple functions within a matrix environment Responsive, with strong interpersonal/relationship-building skills Strong collaboration/teamwork; reinforces one voice of HR Experience w/ basic performance mgt - Policy interpretation HR Business Partner duties: Support administrative HR tasks (recruiting, Q&A, working w. mid-level managers on questions/issues)

Aeroseal is looking for a Human Resources Business Partner that will assist us in our mission by operating at the intersection of strategy, execution, and hands-on HR support. This role partners directly with leaders to deliver meaningful people solutions, strengthen organizational health, and support employees throughout the full employment lifecycle. You will support day-to-day HR needs while driving key initiatives that enhance engagement, performance, development, and the overall employee experience. This is a high-impact, onsite role for someone who can seamlessly shift between strategic advising and practical HR execution, and thrives as a collaborative, team-oriented partner. QUALIFICATIONS/REQUIREMENTS: 5-7+ years of progressive HR experience, including HRBP or client-facing HR roles. Strong understanding of HR disciplines: employee relations, performance management, org design, and talent planning. Demonstrated ability to be a collaborative team player, influence leaders, and communicate clearly. Experience supporting high-growth or fast-paced environments. Ability to maintain confidentiality, handle sensitive issues, and exercise sound judgment. Must be 100% onsite. RESPONSIBILITIES: HR Business Partnering Partner with functional leaders to understand business priorities and deliver targeted people solutions. Guide employee relations with sound judgment, strong documentation, and proactive risk mitigation. Support year-end processes: performance reviews, calibration, compensation, and talent discussions. Serve as a visible, trusted onsite HR presence for employees and managers. Advise leaders on org structure, role clarity, development, and team effectiveness. Collaborate with peers across HR to ensure alignment and consistency. Key Projects & Initiatives Refresh HR processes (e.g., employee relations, workflows, talent planning, documentation standards). Support change management initiatives tied to organizational growth, team restructuring, or new programs. Partner with leaders on workforce planning and capability development. Drive engagement initiatives and follow-through on action plans. Standardize and enhance HR communications, documentation, and manager toolkits. Act as a collaborative team player in all cross-functional initiatives. Cross-Functional Collaboration Partner with the HR Manager (HRM), CHRO, and fellow HRBPs to ensure a smooth, high-quality employee experience. Identify HR process gaps and recommend improvements that drive consistency and efficiency. Reinforce collaboration across HR programs, communications, and policies to ensure a unified approach. The estimated pay range for this role is $85,000-100,000. Actual pay is based on various factors including, but not limited to, the successful candidate's experience, skills, knowledge, and job location. Please note that the compensation details listed in role postings reflect the base salary and do not include bonuses or benefits. In addition, Aeroseal offers a comprehensive benefits program including: Robust insurance package including medical, dental, vision, short and long-term disability, and life insurance through a national insurance provider. Mental Health resources are available at no cost to employee. 401K with employer match above similar benchmarked companies. Paid parental leave. Company stock options with a tangible stake in our success. On-site fitness center with weekly group training and yoga instruction Growth Mindset Learning Reimbursement including tuition and book reimbursement. Flexible PTO program. Dog-friendly workplace. Positions may also qualify for participation in bonus programs commensurate with role and scope of responsibility. ABOUT AEROSEAL: Aeroseal is one of the fastest-growing clean technology companies in the U.S. and currently has a presence in 27 countries and all 50 states across the U.S. Our technology has sealed nearly 200,000 projects and saved nearly $2 billion in wasted energy! We were recently certified as a “Great Place to Work” and would love for you to join us on our mission! Joining the Aeroseal team means becoming part of a dynamic, forward-thinking community dedicated to innovation, excellence, and environmental responsibility. As a rapidly growing company, there are ample opportunities for professional development and advancement. Aeroseal is an innovative company at the forefront of revolutionizing energy efficiency and indoor air quality in buildings worldwide. As a leader in the HVAC (heating, ventilation, and air conditioning) industry, Aeroseal is committed to pioneering solutions that address critical challenges in residential, commercial, and industrial settings. At Aeroseal, we believe in harnessing cutting-edge technology to make a meaningful impact on global sustainability efforts while enhancing the comfort and well-being of individuals everywhere. Our patented Aeroseal duct sealing technology has transformed how buildings manage airflow, reducing energy consumption, improving indoor air quality, and ultimately lowering utility costs. If you're passionate about making a difference, driving innovation, and shaping the future of sustainable building technologies, Aeroseal is the place for you. Join us in our mission to reduce the world's carbon emissions by 1 gigaton annually. Apply now and be a part of something truly transformative. Aeroseal, LLC. is an equal opportunity employer and is committed to providing equal employment opportunities to all qualified individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other legally protected status. We are dedicated to fostering an inclusive and diverse workforce and encourage applications from all qualified candidates, including those with diverse backgrounds and those with disabilities, in accordance with applicable law. Reasonable accommodations are available upon request for candidates taking part in all aspects of the application and hiring process.

Job Purpose The HR Business Partner (HRBP) will serve as a strategic partner to plant leadership and operations teams in a fast-paced industrial manufacturing environment. This role reports to the CHRO and is responsible for aligning HR practices with business objectives, driving workforce engagement, and ensuring compliance with labor regulations. The HRBP will act as a trusted advisor, balancing strategic initiatives with hands-on support for employees and managers. This role is part of a global team of HRBPs, each owning and leading a global HR process in addition to site-specific responsibilities. Essential Duties and Responsibilities Strategic Partnership Collaborate with plant managers and department heads to identify workforce needs and align HR strategies with production goals. Provide insights on organizational design, workforce planning, and succession management. Employee Relations and HR Operations Serve as the primary contact for employee concerns, grievances, and conflict resolution. Oversee payroll, attendance, and workforce scheduling systems in collaboration with HR shared services. Analyze HR metrics (turnover, absenteeism, training effectiveness) to recommend improvements. Ensure adherence to federal, state, and local labor laws, OSHA regulations, and company policies. Own full employee lifecycle processes for the site, ensuring positive employee experience. Partner with EHS team to reinforce a culture of safety. Talent Management Lead and own recruitment efforts for skilled trades, technicians, and leadership roles. Implement community strategies to ensure the company maintains positive relations. Partner with local trade schools and community colleges to develop pipelines. Support onboarding, training, and career development programs tailored to manufacturing operations. Performance and Engagement Implement performance management processes, coaching managers on feedback and development. Conduct manager and employee training and development. Drive employee engagement initiatives to improve retention and morale. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years of HR experience, with at least 2 years in a manufacturing or industrial setting, preferably within a global organization. Strong knowledge of state and federal labor law and OSHA standards. Proven ability to manage change in a production-driven setting. Excellent communication, problem-solving, and interpersonal skills. Experience with HRIS systems and workforce analytics. Competencies Business Acumen - Understands manufacturing processes and how HR impacts productivity Influence and Negotiation - Builds trust with leadership and employees Resilience - Thrives in a dynamic environment with competing priorities Data-Driven - Uses metrics to guide decision-making and continuous improvement Physical Demands and Work Environment Generally working in Office with some activities in production environment Repetitive motion Some day or overnight travel domestically could be required Direct Reports • Not Applicable Company Benefits Medical, Dental, and Vision Insurance Company HSA Contribution Company Paid HRA, STD and Life Insurance 401k with 100% Company Match Up to 4% PTO (including 14 Company Paid Holidays) Optional Life, AD&D and LTD Available Employee Assistance Program Tuition Reimbursement Additional Supplemental Insurance All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. #RAM