Director of human resources jobs in Eagan, MN - 233 jobs

Salary Range: $85k - $90k/year + $1,000/month Car Allowance + Benefits Package We are looking for an energetic talented HR professional to lead our HR operations. Candidates should have a strong understanding of Federal and State laws, have experience dealing with union environments, a history of building strong business partnerships, and have the ability to lead in a fast-paced hiring environment. A innovative problem solver with an entrepreneurial spirit that has the desire to improve HR operations. This position manages Human Resources (HR) for an Area. Implements and audits compliance with company and Region HR policies. Is a Business partner for the Area Vice President and coaches/mentors Branch HR personnel in carrying out compliant HR programs and resolving issues. Performance Investigations and provides representation at hearings on HR matters. Provides financial controls for costs related to Workers Compensation, Benefits, Unemployment and Hiring. This position will be based out of our St. Paul, MN Area office. What We Offer Medical, Dental, Vision, Life, AD&D, & Disability Insurance, Plus 401K Options. 10 Vacation Days Accrued. 6 Sick Days 4 Floating Holidays per year. Holiday Pay - New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving and Christmas Day. Floating Holidays - Four floating holiday (Per calendar year) Paid Family Leave - up to 12 weeks a year in accordance with State law Paid Weekly (Every Thursday) Employee Assistance Program Employee Discounts: Apple, Verizon, Vehicles & More! Requirements Bachelor's degree preferred and 3 years' experience in a HR Manager capacity. Recruitment experience Employee Relations to include Union related experience. Management experience with direct reports Calm, polite, and professional behavior. Reliable and self-motivated. Ability to meet deadlines. High level customer service Computer literacy. All candidates must be able to pass a drug test and background check. We help keep your world a safer place. Come lead an amazing team! See a different world. EOE/M/F/Vet/Disabilities Securitas employees come from all walks of life, bringing with them a variety of distinctive skills and perspectives. United through our common purpose, we provide the security needed to safeguard our clients' assets and people. Our core values - Integrity, Vigilance and Helpfulness - are represented by the three red dots in the Securitas logo. If you live by these values, we're looking for you to join the Securitas team. Benefits Include Retirement plan Employer-provided medical and dental coverage Company-paid life insurance Voluntary life and disability insurance Employee assistance plan Securitas Saves discount program Paid holidays Paid time away from work Additionally, some populations may have the availability of accessing earned wages on a daily basis, prior to payday. Restrictions and fees may apply. Certain waiting periods may also apply. Paid time away from work may be available either through a combination of vacation and sick time or under a PTO policy, depending on local requirements. Benefits may be different for union members.

Our mission is to unlock human potential. We welcome you for who you are, the background you bring, and we embrace individuals who get excited about learning. Bring your experiences, your perspectives, and your passion; it's in our differences that we empower the way the world learns. About the Role: We're looking for a dynamic M&A professional to join our People Organization as a key architect of how we grow and evolve our business. As Senior Manager, HR M&A & Integrations, you'll be the orchestrator of People-related M&A activities from due diligence through transition completion. You'll work directly with Corporate Development, Finance, Legal, Technology, and C-suite leaders to assess risks, design integration or separation strategies, and ensure seamless transitions for employees. You'll also shape the future of how Wiley approaches M&A by continuously evolving our playbook based on what you learn. This isn't a checklist role - it's for someone who builds bridges across complex stakeholder landscapes and delivers results when the path isn't always clear. M&A and divestitures are critical strategic levers for Wiley. This role directly impacts employee retention, cultural cohesion, deal value realization, and our ability to execute on portfolio strategy. In this role, you'll have direct influence on these outcomes while building a capability that positions Wiley for future growth and evolution. Job Responsibilities Lead Due Diligence & Risk Assessment Conduct comprehensive assessment of People-related risks, opportunities, and integration or separation complexity Analyze compensation, benefits, policies, and organizational structures; identify gaps and design mitigation strategies Partner with Rewards and People Business Partner teams to assess key talent and design retention strategies that protect critical capabilities during transitions Represent the People Organization in cross-functional stakeholder meetings, translating HR complexities into business-focused insights Coordinate people data requests and manage sensitive information with discretion Drive Day 1 Readiness Own the integration or separation plan end-to-end from design through execution, managing timelines, milestones, and interdependencies across People Centers of Excellence Collaborate with Rewards to design and implement compensation and benefits integration strategies that balance market competitiveness, internal equity, and cost considerations Coordinate the orderly transfer of employees to acquiring entities, including benefits continuation/changes, final payroll processing, and separation Partner with HRIS and Talent Acquisition to orchestrate offer letter delivery (acquisitions), employment transitions (divestitures), onboarding, HRIS system entry/exit, payroll setup, and benefits enrollment or termination Work with People Business Partners and Change & Communications teams to craft employee communications that build trust and clarity during transitions Partner with Employment Law to ensure compliance with employment laws, transfer regulations (TUPE, WARN, etc.), and contractual obligations in all jurisdictions Anticipate roadblocks, troubleshoot in real-time, and keep transactions moving forward Build & Refine Our M&A Capability Establish strong working relationships with Corporate Development, Finance, Legal, Technology, and business leaders to create seamless M&A and divestiture processes Maintain and evolve Wiley's People M&A COE, ensuring it reflects best practices and our unique organizational context Serve as the go-to M&A expert within the People Organization Lead Strategic People Projects Take on high-impact special projects within the People Organization, including global benefits initiatives. Provide surge support to Compensation and Benefits teams during peak periods Required Qualifications: M&A Experience: Proven experience in HR with significant hands-on M&A experience across acquisitions and/or divestitures Project Management Excellence: Proven ability to manage complex, multi-workstream projects with competing priorities and tight deadlines Cross-Functional Collaboration: Track record of building credibility and influencing across organizational boundaries Problem-Solving Orientation: You see around corners, anticipate issues before they become crises, and develop pragmatic solutions Resourcefulness: You figure out how to get things done even when resources are limited or the path is unclear Resilience: You stay steady under pressure, adapt quickly to changing circumstances, and maintain momentum through complexity and ambiguity HR Functional Expertise: General knowledge of compensation, benefits, HRIS systems, and HR policies across multiple jurisdictions Communication Skills: Ability to translate technical HR concepts into business language and deliver messages with clarity and impact, especially during periods of change and uncertainty. Preferred Qualifications 5+ years in HR with significant hands-on M&A experience across acquisitions and/or divestitures Bachelor's degree About Wiley: Wiley is a trusted leader in research and learning, our pioneering solutions and services are paving the way for knowledge seekers as they work to solve the world's most important challenges. We are advocates of advancement, empowering knowledge-seekers to transform today's biggest obstacles into tomorrow's brightest opportunities. With over 200 years of experience in publishing, we continue to evolve knowledge seekers' steps into strides, illuminating their path forward to personal, educational, and professional success at every stage. Around the globe, we break down barriers for innovators, empowering them to advance discoveries in their fields, adapt their workforces, and shape minds. Wiley is an equal opportunity/affirmative action employer. We evaluate all qualified applicants and treat all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability, protected veteran status, genetic information, or based on any individual's status in any group or class protected by applicable federal, state or local laws. Wiley is also committed to providing reasonable accommodation to applicants and employees with disabilities. Applicants who require accommodation to participate in the job application process may contact for assistance. We are proud that our workplace promotes continual learning and internal mobility. Our values support courageous teammates, needle movers, and learning champions all while striving to support the health and well-being of all employees. We offer meeting-free Friday afternoons allowing more time for heads down work and professional development, and through a robust body of employee programing we facilitate a wide range of opportunities to foster community, learn, and grow. We are committed to fair, transparent pay, and we strive to provide competitive compensation in addition to a comprehensive benefits package. The range below represents Wiley's good faith and reasonable estimate of the base pay for this role at the time of posting roles either in the United Kingdom, Canada or USA. It is anticipated that most qualified candidates will fall within the range, however the ultimate salary offered for this role may be higher or lower and will be set based on a variety of non-discriminatory factors, including but not limited to, geographic location, skills, and competencies. When applying, please attach your resume/CV to be considered. Salary Range: 113,800 USD to 166,867 USD#LI-JG1

2300 Vierling Drive West, Shakopee, Minnesota 55379 United States of America Why Oatey? Since 1916, Oatey has provided reliable, high-quality products for the residential and commercial plumbing industries, with a commitment to delivering quality, building trust and improving lives. Today, Oatey operates a comprehensive manufacturing and distribution network comprised of industry leading family of companies: Oatey, Cherne, Keeney, Quick Drain, Hercules, Dearborn, Oatey Canada, William H. Harvey, Masters, Contact, Belanger, Lansas, and Durgo. At Oatey, we're doing big things - and by joining us, you'll have the chance to do big things too. You can build a strong career in an innovative, inclusive, high-performance environment, with the confidence that your company cares - about you, our customers and our world. Ready to make an impact in a place where you matter? - Position Summary: The Human Resources Manager is responsible for providing on-site leadership at a manufacturing or distribution facility, executing HR programs, policies, and procedures. This position ensures alignment with company standards while addressing the unique needs of the site workforce. As a trusted partner to operations leadership, the HR Manager plays a critical role in fostering associate engagement, developing talent, ensuring access to total rewards, and enhancing overall organizational effectiveness. The HR Manager provides day-to-day support across all shifts and maintains visibility throughout the site workforce. This role requires adaptability to state-specific regulations, strong partnership with site leadership teams, and a focused approach to associate relations, recruitment, retention, and compliance. Position Responsibilities: Lead human resources initiatives that support site operations and workforce needs. Implement and execute corporate HR programs, policies, and procedures at the site level. Oversee the administration of leave of absence programs, including FMLA, ADA, and other applicable policies. Partner with site leadership to coach and guide supervisors on associate performance and workplace issues. Attract and retain talent through effective recruitment strategies for both hourly and salaried employees. Conduct comprehensive orientation and onboarding processes to support associate engagement and retention. Ensure compliance with local, state, and federal employment laws and regulations. Recommend and implement process improvements to enhance HR and site efficiencies. Actively participate in site leadership team meetings, providing HR insights and support on workforce-related issues. Partner and deliver training programs to build associate skills and align with operational goals. Partner with site leaders, including EHS & Safety teams, to foster a safe and compliant workplace. Maintain visibility across multiple shifts; provide accessible HR support to all associates. Travel as required for HR development. Knowledge and Experience: 3-5 years of progressive human resources experience, preferably in a manufacturing or distribution operations environment. Strong leadership, coaching, and change management skills. Demonstrated success in resolving associate relations issues and supporting managers in performance management. Strong business acumen and ability to balance associate advocacy with organizational goals. Proven ability to respond quickly and effectively to associate and operational needs. Excellent verbal and written communication skills. Strong conflict resolution and problem-solving skills. Proficiency with Microsoft Office Suite; HRIS system experience, Workday experience preferred. Education and Certification: Bachelor's degree or Equivalent relevant experience instead of a degree. SPHR or SHRM-SCP certification preferred. Physical Demands: On-site, Office work, 5 days each week. Ability to walk the operations floor/plant environment. Must be able to work flexible hours to support multiple shifts. Compensation Range for the Position: $91,603.00 - $119,084.00 - $146,565.00 USD Offer amount determined by experience and review of internal talent. Oatey Total Rewards Generous paid time off programs and paid company holidays to support flexibility and work-life balance Annual Discretionary Cash Profit Sharing Immediate eligibility and vesting in 401(k), including 100% company match, up to 5% of eligible compensation Market leading health insurance including medical, dental, vision, and life insurance offerings for associates and qualified dependents Significant company contribution to Health Savings Account with a High Deductible Health Plan (HDHP) Short-Term and Long-Term Disability income protection coverage at no cost to associates Paid Maternity and Paid Parental Leave Tuition reimbursement A strong set of complementary resources to support associate well-being, including resource groups, EAP, and dedicated mental health support. Equal Opportunity Employer The Oatey family of companies are an equal opportunity employer committed to Diversity, Equity, and Inclusion. We recruit, employ, promote, and offer competitive pay for all jobs without regard to race, color, creed, religion, sex, age, national origin, disability, sexual orientation, or any other characteristic protected by law.

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting and traveling to five manufacturing plants and distributions centers. This leader is responsible for leading the HR teams at our sites and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Required: Travel 25% or more to multi-state sites. Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

Job DescriptionDescription: ABOUT VISANTE We are a specialized consulting firm focused on helping health systems accelerate strong financial and operational performance through pharmacy. Our team of professionals bring deep, contemporary expertise and innovation to optimizing all aspects of a fully integrated health system pharmacy program, driving significant value quickly. Our mission is to transform healthcare through pharmacy, and our vision is to reimagine pharmacy to improve lives. ABOUT THE POSITION The HR Business Partner position carries out responsibilities across a broad range of both strategic and administrative HR related functions including but not limited to employee relations, staff training and engagement, employee onboarding, Policy development, and employee file management. The HR Business Partner will ensure effective and efficient communication between HR team members, leadership and staff. Principle Duties and Responsibilities Establish credibility and trust with workstream leaders and client-facing teams through consistent communication, integrity and follow-through; delivering timely, strategic HR solutions that address business needs and enhance team performance. Responds to employee inquiries on benefits, policies, procedures, onboarding, orientation, payroll, and HR communications, escalating complex issues to senior HR leadership as needed Design, coordinate and deliver leader and staff training initiatives that enhance skills, support career growth and align with organizational goals Advises management on employee relations matters; assists with documentation and participates in disciplinary actions and terminations Facilitate leave of absence processes including FMLA, STD/LTD, workers' compensation, and unemployment claims Maintains audit-ready employee records in compliance with ACHC/URAC standards, including personnel files, licensure, and training documentation Keeps VP and Sr. Director of HR informed on HR-related issues such as employee relations, leave management, and compliance audits Ensures compliance with federal, state, and local employment laws and regulatory requirements Accurately processes HRIS data changes including terminations, pay adjustments, and status updates; conduct exit interviews and follow-up Upholds confidentiality, compliance, and HIPAA standards while promoting positive morale and consistent departmental support Requirements: Education Required: Bachelor's degree in human resources administration or related field Experience Required: A minimum of 3 years of human resources or relevant experience is required. Credentials Preferred: HRCI-PHR/SPHR, SHRM-CP/SCP Special Skills: Proficient in Microsoft Office Suite, especially Excel, Teams, Outlook, and Word. Strong verbal and written communication, interpersonal, and organizational skills with proven ability to prioritize and multitask effectively. Knowledge of employment law, regulatory compliance, and HR best practices. Detail-oriented with strong follow-through and time management capabilities Compensation and Benefits: We offer competitive salary and benefits for this full-time salaried role. Equal Opportunity Statement: Visante is an equal opportunity employer. Visante's people are its greatest asset and provide the resources that have made the company what it is today. Visante is, therefore, committed to maintaining an environment free of discrimination, harassment, and violence. This means there can be no deference because of age, religion or creed, gender, gender identity or expression, race, color, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by applicable laws and regulations.

At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Vice President of Human Resources Location: 100% On-Site | Corporate Headquarters in Edina, MN Compensation: $200,000-$300,000 base salary + comprehensive benefits and paid time off Reports to: Chief Executive Officer and Executive Leadership Team About the Company We are a high-growth corporate services firm providing workforce, HR, and operational consulting to over 50 cannabis retail locations and several manufacturing and transportation and delivery companies across multiple states. Our group manages complex organizational scale on behalf of our partners, offering best-in-class staffing solutions, compliance oversight, and performance systems that enable operational excellence at every level. About the Role The Vice President of Human Resources (VPHR) will lead the full spectrum of people strategy for the organization on behalf of our clients - encompassing Talent Acquisition, Human Resources, Workforce Planning, People Analytics, and Learning & Development. This role is designed for a strategic builder and data-driven operator who thrives in an extremely fast-paced, multi-entity environment. You will oversee the infrastructure that powers workforce scalability, cultural alignment, and leadership development across dozens of client organizations. You will work directly with the C-suite to ensure that people operations are tightly integrated with business performance, growth forecasting, and compliance frameworks. Key Responsibilities 1. Talent Acquisition & Workforce Planning Lead all recruiting, workforce forecasting, and staffing pipelines across corporate, retail, and field operations. Implement advanced analytics and systems integrations within Greenhouse ATS and Wurk HRIS platforms to enable real-time visibility into hiring metrics and capacity planning. Collaborate with Finance and Operations to forecast hiring needs based on store openings, client expansion, and seasonal trends. Build scalable recruiting playbooks, interview frameworks, and training for the internal TA team to drive quality and speed of hire. 2. Human Resources & Compliance Oversee all HR operations - including payroll, benefits, employee relations, and compliance - across multiple states and business units. Create standardized HR policies, procedures, and reporting to support organizational consistency and risk management. Lead employee engagement, performance calibration, and total rewards strategy to ensure alignment with company goals and financial health. Drive operational excellence through automation, accuracy, and policy adherence. 3. People Analytics & Systems Build a data-driven People Operations infrastructure that connects HRIS, ATS, and finance data into a unified reporting system. Design and maintain dashboards tracking metrics such as headcount growth, turnover trends, time-to-fill, cost per hire, and engagement indicators. Use predictive analytics to identify talent risks and inform decision-making across leadership teams. Introduce KPIs that measure workforce productivity, leadership effectiveness, and organizational health. 4. Learning, Development & Organizational Growth Develop a scalable, tiered learning system that supports employee onboarding, compliance training, leadership development, and cross-department skill growth. Partner with operational leaders to embed L&D initiatives into each function's strategic roadmap. Design programs that identify and develop high-potential talent for future leadership roles. Oversee implementation of company-wide training platforms and content libraries. 5. Leadership, Culture & Strategy Serve as a trusted advisor to the C-suite on organizational structure, succession planning, and workforce strategy. Champion a culture of accountability, growth, and excellence across all levels of the company. Facilitate communication and collaboration across divisions, ensuring transparency and alignment between field teams and headquarters. Build a People Operations team known for innovation, responsiveness, and reliability. Ideal Candidate Profile You are a sophisticated, systems-minded people leader who has scaled organizations through operational clarity and human capital excellence. You bring a strong command of analytics, structure, and executive influence. Qualifications: 10-15+ years of progressive HR and Talent leadership, with at least 5 years in a senior or executive capacity. Proven success leading TA, HR, and L&D under one cohesive strategy. Experience with multi-state or multi-entity operations (retail, consumer, hospitality or manufacturing industries preferred). Deep familiarity with ATS/HRIS platforms (Greenhouse, Wurk, Sage or comparable systems). Strong business acumen - able to tie people strategy directly to growth, profitability, and compliance outcomes. Exceptional communication and leadership presence. Performance Outcomes Accelerated hiring velocity with measurable improvement in quality of hire. Enhanced retention and engagement across client organizations. Real-time people analytics dashboard deployed within the first three months. Fully operational training and development framework within the first six months. Increased organizational efficiency and leadership readiness through scalable people systems. Why Join Us This is a defining executive opportunity to shape the people strategy for a national portfolio of emerging and mature companies. As Vice President of Human Resources, you will design the systems, culture, and leadership architecture that will define the next decade of growth - working alongside a high-performing executive team that values innovation, data, and operational excellence. At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.

An exciting career awaits you At MPC, we're committed to being a great place to work - one that welcomes new ideas, encourages diverse perspectives, develops our people, and fosters a collaborative team environment. The Human Resources Business Partner (HRBP) will have responsibility for a broad range of human resources functions in support of MPC's Saint Paul Park, MN Refinery. The HRBP's primary role is to partner with organizational leaders to achieve their business objectives by providing guidance and input on employee relations and development issues (including, but not limited to, restructuring business units, workforce/succession planning, employee development, performance, staffing, investigations, championing diversity, equity, and inclusion initiatives, and administering and implementing HR policies). Successful HRBP's serve as employee champions and change agents. Specifically related to their assigned client groups, HRBPs will be expected to develop and maintain an effective level of business literacy. This position requires the ability to build and foster business partner relationships, influence, and bring about change, as well as a strong drive for results. The position is part of a family of jobs with increasing levels of responsibility, competency, and skill. The title and pay grade of the position will be determined by the experience and qualifications of the selected candidate. RESPONSIBILITIES: Implement HR strategies that are aligned with business needs through influence and change management. Develops and maintains strong business relationships with client groups to drive business results; serves as a key member of business unit leadership teams. Promote and fosters diversity, equity, and inclusion (DE&I) in the workplace to support a high performing culture. Partners with assigned client groups in the interpretation and administration of various human resources policies and programs, as assigned, involving employment, compensation, benefits, employee relations issues, and other matters. Guides and assists employees and leaders in the interpretation and administration of various HR policies, procedures, practices, and programs. Provides performance and leadership consulting to client organizations including, but not limited to training, needs assessments, organizational development and meeting facilitation. Collaborates with HR Centers of Excellence (COE) to develop strategies to respond to changing needs. Responsible for conducting investigations for the preparation and presentation of facts leading to the resolution of employee disputes related to various issues. Where applicable, participates in negotiations with employee unions and provides assistance in the interpretation and administration of labor contracts to include arbitration. Develops, leads, and/or assists with special projects as assigned. Assimilates information and recommends company action based on findings and available funding. EDUCATION AND EXPERIENCE: Bachelor's degree required. Degree in Human Resources, Labor & Industrial Relations, or related field highly preferred. Four (4) or more years of related HR experience required. HR Business Partner or HR Generalist experience highly preferred. Prior experience in petroleum, utilities, manufacturing or related field is preferred. SKILLS: Strong ability to work both independently and collaboratively to meet organization needs and goals. Strong time management and organizational skills. Comfortable working with ambiguity and limited information and engaging clients to reach clarity. Ability to manage multiple projects and organization needs simultaneously and work effectively in a fast-paced, high-output environment. Adapts seamlessly to changing priorities and deadlines. Strong collaboration skills and the ability to build good working relationships with internal clients and external partners. High curiosity; eager to learn and understand a wide range of energy industry, business and creative subject matter. Advanced experience with relationship management (building healthy working relations and partnerships with all levels of employees). Proficient knowledge of Microsoft Office applications including Word, Excel and PowerPoint. Attention-to-detail, analytical and team oriented. As an energy industry leader, our career opportunities fuel personal and professional growth. Location: St Paul Park, Minnesota Job Requisition ID: 00019815 Pay Min/Max: $104,300.00 - $179,800.00 Salary Grade: 11 - 12 Location Address: 301 Saint Paul Park Rd Additional locations: Education: Bachelors (Required) Employee Group: Full time Employee Subgroup: Regular Marathon Petroleum Company LP is an Equal Opportunity Employer and gives consideration for employment to qualified applicants without discrimination on the basis of race, color, religion, creed, sex, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sexual orientation, gender identity, gender expression, reproductive health decision-making, age, mental or physical disability, medical condition or AIDS/HIV status, ancestry, national origin, genetic information, military, veteran status, marital status, citizenship or any other status protected by applicable federal, state, or local laws. If you would like more information about your EEO rights as an applicant, click here. If you need a reasonable accommodation for any part of the application process at Marathon Petroleum LP, please contact our Human Resources Department at ***************************************. Please specify the reasonable accommodation you are requesting, along with the job posting number in which you may be interested. A Human Resources representative will review your request and contact you to discuss a reasonable accommodation. Marathon Petroleum offers a total rewards program which includes, but is not limited to, access to health, vision, and dental insurance, paid time off, 401k matching program, paid parental leave, and educational reimbursement. Detailed benefit information is available at mympcbenefits.com. The hired candidate will also be eligible for a discretionary company-sponsored annual bonus program. Equal Opportunity Employer: Veteran / Disability We will consider all qualified Applicants for employment, including those with arrest or conviction records, in a manner consistent with the requirements of applicable state and local laws. In reviewing criminal history in connection with a conditional offer of employment, Marathon will consider the key responsibilities of the role.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

Director of Human Resources \- Healthcare Saint Paul, Minnesota St. Paul is the second city that forms Minnesota's Twin Cities. As a large business hub in the upper Midwest, the St. Paul area is home to headquarters of many healthcare giants including Mayo Clinic, Ecolab, Allina and Essentia Health. Whether you are looking to relocate or are a current resident, job opportunities in St. Paul are abundant On Time Talent Solutions is seeking a Director of Human Resources \- an essential part of the leadership team providing human resource, educational and performance improvement services and solutions. Director of Human Resources Responsibilities: Identify trends in compensation and benefits and make recommendations as appropriate to maintain orgnizational objectives and competitive position in the market Administer employee disciplinary policies and procedures; provide assistance to staff on disciplinary issues and action to be taken Monitor annual appraisal program including job descriptions, salary administration licensure and performance evaluations Administer organization\-wide programs to include: employee opinion surveys, total rewards, leader and employee development, employee and labor relations within areas of responsibility Create a streamlined Human Resource function that promotes sharing of resources, information and best practices within the organization Be the subject matter expert for HR compliance as it relates to accreditation\/licensure, state\/federal regulations and trends in HR management Director of Human Resources Qualifications: Bachelor's Degree or SPHR\/PHR Certification in Human Resources or related discipline preferred Ability to develop HR strategy and vision to support business strategies and goals Minimum of 4 years of experience in human resources Prior skilled nursing facility\/healthcare experience preferred Thorough understanding of federal and state respective employment laws Excellent computer and organizational skills required "}}],"is Mobile":false,"iframe":"true","job Type":"Contract","apply Name":"Apply Now","zsoid":"461622380","FontFamily":"PuviRegular","job OtherDetails":[{"field Label":"Industry","uitype":2,"value":"Medical"},{"field Label":"City","uitype":1,"value":"Saint Paul"},{"field Label":"State\/Province","uitype":1,"value":"Minnesota"},{"field Label":"Zip\/Postal Code","uitype":1,"value":"55101"}],"header Name":"Director of Human Resources \- Healthcare \- Saint Paul","widget Id":"3**********0072311","is JobBoard":"false","user Id":"3**********1132001","attach Arr":[],"custom Template":"3","is CandidateLoginEnabled":false,"job Id":"3**********8269340","FontSize":"15","location":"Saint Paul","embedsource":"CareerSite","indeed CallBackUrl":"https:\/\/recruit.zoho.com\/recruit\/JBApplyAuth.do"}

Who We Are For over 60 years we have shared stories from across the globe that remind you of a time you cherish, a place you love and people who make you feel at home. We have inspired the home decorator, entertainer, and gift giver with our unique assortment of products sourced and designed around the world and we continue to be inspired by you. You, your authenticity, impact and distinction drive our success and inspires us to be inclusive, collaborative, open minded, adaptable, honest and respectful. What You'll Do The Regional Human Resources Manager will be responsible for managing all aspects of Human Resources for assigned markets (45+ stores). You will play a critical role in providing partnership and counsel to Field Leaders, Store Management and store team in developing HR solutions that enable a high-performance culture which provides exceptional customer experiences and delivers on the Company's core values: Authentic, Empowering, Respectful. You will advise business partners on all aspects of human resources that relate to performance management, employee relations, compensation strategies, policy interpretation, safety, succession planning and recruitment. Occasional travel with some overnight stays. Provide HR support to the region by focusing on associate relations, talent development, performance management and compliance. Partner with field leaders on solutions to complex associate relations, staffing and retention issues and planning giving both strategic and tactical guidance. Support Company-wide initiatives to help teams achieve goals and deliver results. Quickly build trust and rapport, maintaining a positive and productive relationship with associates at all levels. Monitor and ensure compliance on practices across all retail locations including hiring, onboarding, training, and associate engagement practices. Manage and resolve difficult issues while remaining objective in all matters. Identify core issues and make recommendations based on facts, performance, precedents, and laws. Train Managers on HR practices and procedures including coaching, discipline, and hiring. Ensure Retail HR operations adhere to legal standards and practices. Respond effectively to changes in business priorities and support business partners with change management. Effectively investigate and resolve associate complaints/concerns. Effectively conduct the majority of communication over the phone and virtually. What You'll Bring BA/BS degree, or comparable generalist HR work experience preferably in the retail industry. 3+ years of previous management experience in Human Resources or related field - versed in a broad range of HR disciplines (comp/benefits, HR policies/procedures, labor law, employee relations, etc.). Indisputable personal work characteristics with the highest level of professionalism, objectivity, and integrity in all situations. Excellent communication skills to convey confidence and to collaborate with all levels - from associate to the executive level. Work Location: Remote. You will work remotely and may spend time in our Alameda, CA Home Office based on business needs. Why We Love It Work life balance is a priority. Up to 30% employee discount. A fun and supportive work environment where you feel welcomed and safe. A culture of inclusion that empowers you to be your best authentic self. Opportunities to make an impact through your passions. Wellness Programs including virtual fitness classes, personal health advocates, coaches, gym discounts and more. Accrued Vacation, Sick Time and Personal Holidays. Eligible employees offered Medical and Dental Insurance, Vision Coverage, 401(k) Savings Plan, Commuter Benefits, Employee Assistance and more. Pay Range $100,000 to $120,000 #LI-LO1 #LI-Remote Full time and Part time associates are eligible to participate in the Company's 401(k) retirement savings plan after three (3) months of service. Benefits for full-time employment on the first of the month following 30 days of continuous employment include offerings for programs including Medical, Dental, Vision, Prescription Drug, Life Insurance, Flexible Spending, Commuter Benefits and Employee Assistance. If you need reasonable accommodations to complete the on-line application, please contact the Human Resource Department: Phone: ************** Email: ************************* This email address is only to request reasonable accommodation for the application process due to a medical condition. If you do not need a reasonable accommodation for such reason, please use the apply button below to complete an application and upload your resume. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable laws, which depending on your location may include the Fair Credit Reporting Act, the California Fair Chance Act, the Los Angeles County Fair Chance Ordinance for Employers, and the Los Angeles City Fair Chance Act. An Equal Opportunity Employer It is the policy of World Market, LLC. to recruit, hire, train, promote, transfer and compensate our associates and provide all other conditions of employment including Company sponsored events without regard to race, color, creed, religion, national origin, age, sex, gender identity, genetic information, marital status, lawful alien status, sexual orientation, physical or mental disability, citizenship status, veteran status, employment status or any other basis prohibited by applicable law.

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting and traveling to five manufacturing plants and distributions centers. This leader is responsible for leading the HR teams at our sites and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Required: Travel 25% or more to multi-state sites. Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

Director of Human Resources As the Director of Human Resources at OneMagnify, you'll step into a pivotal strategic leadership role that shapes our organizational future. This position serves as the trusted advisor and primary HR point of contact for designated department leaders, effectively functioning as the Head of HR for assigned business units. You'll drive our people strategy forward while ensuring perfect alignment with our overall business objectives. In this high-impact, high-visibility role, you'll anticipate organizational needs, proactively identify challenges, and implement innovative solutions in talent management, organizational design, workforce planning, and employee engagement. Join our dynamic team in Detroit and make a meaningful difference in our organization's success. About you You're not just an HR professional; you're a business leader who happens to specialize in people. You are a proactive problem solver and strategic thinker who anticipates challenges and develops solutions before they impact the business. You are a relationship builder and influencer with outstanding interpersonal skills who can build trust and rapport with people at all levels. You are a champion of people and culture who believes that a positive and inclusive work environment is essential for success. You are a continuous learner, always ready and willing to explore new approaches or find ways to innovate existing practices. What you'll do Serve as a trusted advisor and strategic partner to department leaders, acting as their primary HR point of contact. Create and implement tailored people strategies that directly align with strategic objectives and contribute to long-term growth. Anticipate organizational needs and proactively identify challenges related to talent, structure, workforce planning, and employee engagement. Partner with leaders to create and implement effective talent acquisition and retention strategies. Lead and influence cross-functional initiatives, ensuring seamless execution from strategy development to implementation. Navigate complex employee relations issues with sensitivity and discretion, balancing the needs of the business with a people-first approach. What you'll need 7+ years of experience as an HR Business Partner or HR Leader supporting senior leadership. Experience in marketing, technology, or consulting industries is a plus. Proven ability to own and lead HR strategy for business units with minimal oversight and demonstrated success building and implementing strategic HR plans. Exceptional influence, relationship management, and problem-solving skills that drive organizational change and improvement. Excellent verbal and written communication skills with the ability to articulate complex information clearly and concisely to diverse audiences. A bachelor's degree or equivalent experience in Human Resources, Business Administration, or a related field. Master's degree a plus. Why join OneMagnify At OneMagnify, we believe our people are our greatest asset. Based in vibrant Detroit, you'll work in a collaborative environment where your strategic vision and leadership will directly impact our organization's success. This full-time, in-office role offers the opportunity to shape our company culture, drive meaningful change, and advance your career at the intersection of business strategy and human resources excellence.

asmodee is a global leader in tabletop games, committed to bringing people together through great games and amazing stories. Listed on the Nasdaq Stockholm, we are headquartered in France, and our team of more than 2,200 people work across the globe throughout our wholly owned creative studios, distribution businesses, and the functions that support them. We offer one of the world's largest catalogs of tabletop games, featuring iconic titles like CATAN, Ticket to Ride, Dobble/Spot it!, and Exploding Kittens. With a blend of in-house creations and games from our partners, our portfolio spans hundreds of games across digital and physical platforms. As an employer of choice, we champion inclusivity, growth, and recognition, fostering a workplace where everyone feels valued. Joining us means shaping unforgettable gaming experiences while contributing to a more sustainable, connected world. Discover how our people, games, and sustainability initiatives are making an impact and shaping the future of tabletop gaming. Join us in finding your seat at our game table! Job Summary The Director of Human Resources serves as both a strategic partner and an operational leader for all people-related initiatives across the U.S. business units. Reporting to the VP of Human Resources for the Americas Region, this role contributes to the development of people strategies while also executing key priorities and programs established at the regional and global levels. The Director oversees the delivery of HR services through a high-performing team, ensuring consistent implementation across talent acquisition, performance management, change management, compensation & benefits, compliance, employee coaching, succession planning, employee experience, training & development, and facilities management. This leader builds strong relationships with business stakeholders, provides expert guidance on HR practices, and ensures the effective translation of strategic direction into practical and timely execution. What will your role involve Strategic Partnership & Business Alignment * Serve as a trusted advisor to U.S. business leaders, helping identify people-related opportunities, gaps, and initiatives that directly support business objectives. * Leverage HR expertise and business acumen to align people practices with strategic priorities, enabling effective decision-making and organizational performance. * Partner with business leadership to establish performance goals and talent priorities that support growth, capability building, and long-term success. Leadership of HR Team & Operational Execution * Lead, develop, and coach the HR team to ensure high-quality delivery of HR services, programs, and systems across all U.S. business units. * Translate global HR strategies into actionable plans, ensuring consistent execution across talent acquisition, performance management, compensation & benefits, compliance, employee development, succession planning, training, employee experience, and facilities management. * Implement and improve HR systems, policies, and processes using both a strategic mindset and a hands-on operational approach. Culture, Communication & Employee Advocacy * Champion Asmodee's culture and Core Behaviors-Passion, Creativity, Team-Play, Daring, Integrity, and Caring-embedding them into people processes and daily interactions. * Serve as an advocate for both employees and the business, ensuring balanced, transparent, and timely communication at all levels. * Drive effective communication of HR policies, programs, and organizational changes to encourage clarity, alignment, and collaboration across teams. Policy, Compliance & Risk Management * Continuously evaluate, update, and enhance HR policies and procedures to ensure legal compliance, consistency, and effectiveness. * Oversee local compliance with U.S. labor laws and regulations; coordinate cross-country compliance efforts as needed. * Manage complex employee relations matters with sound judgment, escalating appropriately and mitigating organizational risk. Data, Insights & Continuous Improvement * Analyze people data, trends, and organizational feedback to identify root causes, anticipate challenges, and recommend proactive solutions. * Utilize insights to drive continuous improvement in HR programs, employee engagement, and organizational effectiveness. * Collaborate with cross-functional leaders to design and implement initiatives that improve processes, capabilities, and employee experience. Cross-Functional Collaboration & Organizational Support * Work closely with Finance, Operations, Legal, and regional HR partners to ensure coordinated support of business initiatives. * Support organizational design and integration efforts, ensuring structures, roles, and processes meet evolving business needs. * Represent HR at the executive table, offering clear perspectives that support both people and business outcomes. Other * Performs other related duties as required. What do you bring Position Skills & Qualifications * Demonstrated ability to establish credibility, build trusting relationships, and influence leaders at all levels of the organization. * Proven ability to lead, develop, and inspire an HR team with a focus on engagement, empowerment, and capability building. * Strong employee-relations skillset with the ability to earn trust and credibility across diverse employee groups. * Ability to develop and execute operational plans that translate HR strategy into effective, scalable processes and programs. * A track record of strong business acumen, learning agility, and the ability to apply organizational insights to people-related decisions. * Effective in fast-paced, complex, and matrix environments with competing priorities and changing business needs. * Makes sound, ethical, and timely decisions while demonstrating a high level of responsibility, discretion, confidentiality, and professionalism. * Self-motivated and able to work independently as well as collaboratively, leveraging team and organizational resources to achieve quality outcomes. * Strong analytical capability, with the ability to interpret data, identify trends, and provide actionable insights and recommendations to leaders. * Exceptional problem-solving skills with a strong solutions-oriented mindset, with the ability to identify root causes, evaluate options, recommend clear paths forward, and implement effective solutions. * Exceptional organizational planning skills, with the ability to prioritize and manage multiple initiatives simultaneously. * Excellent interpersonal, written, and verbal communication skills, with a strong client-service orientation. * Able to engage effectively with individuals and groups across all levels, fostering understanding, alignment, and collaboration. * Demonstrated commitment to creating and sustaining an inclusive, values-driven culture that empowers employees and supports engagement. * Lifelong learner who continuously explores new concepts and finds ways to apply them to elevate the HR agenda. * Proficient in Microsoft Office (Excel, PowerPoint, Outlook, Word) and collaboration tools such as Microsoft Teams. Education & Experience * 8+ years of progressive HR leadership experience, including strong exposure to HR business partnering and talent-focused disciplines such as organizational effectiveness, performance management, payroll & benefits, leadership development, coaching, and team building. * Demonstrated ability to make proactive, strategic decisions by evaluating the broader organizational landscape and developing forward-looking plans that align HR priorities with business goals. * Bachelor's degree in Human Resources, Business Administration, or related field; equivalent experience will be considered. * Professional HR certification (SPHR, PHR, SHRM-CP, SHRM-SCP) preferred. * Experience working in complex, matrixed organizations, ideally with both strategic and operational responsibilities. * Strong knowledge of U.S. employment laws, HR compliance standards, and HR best practices. Hesitant to apply because you don't have all the experience or qualifications listed? Let us decide! The right candidate doesn't always match up perfectly on paper. We believe that diverse perspectives and experiences bring fresh ideas and innovation to our team. If you're passionate about this role and believe your unique background and skills could contribute to our mission, we'd love to hear from you! Why join us * 22 Days of PTO Annually * 12 Paid Holidays * Medical, Dental, Vision & Life Insurance * Competitive 401K Match * Paid Parental Leave * Fertility & Family Building Benefits * Legal & Identity Theft Support * 2 Paid Volunteer Days Off * Flexible & Hybrid Schedules * Extensive Game Discounts * $250 Annually in Game Bucks * Career Growth & Development * Mental Health Programs * Virtual Healthcare Options * Employee Assistance Program * Employee Referral Program At asmodee, we care about the health and wellbeing of our employees. Our commitment extends beyond the workplace, offering comprehensive healthcare and 401(k) retirement plans, as well as generous paid time off and hybrid schedules to support our team members in every aspect of their lives. We understand the importance of work-life balance, which is why we are proud to provide a competitive total rewards and compensation package, with several benefits listed below. Actual compensation for this role is based on several factors, including but not limited to job-related skills, qualifications, experience, market conditions and specific work location. Base Salary: $130,000. Our Commitment: asmodee's purpose is Bringing People Together. To us that means all kinds of people, no matter their perceived differences. We strive to create a workplace where everyone feels empowered to show up as their full and authentic selves. We seek to support our diverse community of players by creating representative gaming experiences that celebrate a variety of backgrounds, skills, and views. Diversity and Inclusion fuels our creativity and promotes internal and external equity which allows us to continue in our efforts to bring people together around the game table. Games are for everyone.

NOW HIRING: Millerbernd Manufacturing is growing its HR team and seeking a Human Resources Business Partner (HRBP) Manager . In this HRBP Manager role, you will support our manufacturing operations by championing the employee experience and delivering both strategic and hands-on HR leadership. You will serve as a trusted advisor on employee relations, talent development, organizational design, culture, and more. This onsite position includes leading a small team of HR Business Partners. Job Title: Human Resources Business Partner (HRBP) Manager Location: onsite in Winsted, MN Salary Range: $101,000 - $127,000 per year (Exempt role)(In compliance with Minnesota Pay Transparency Law, this range reflects the anticipated compensation for this role. Actual pay may vary based on experience, education, and other factors.) Shift Schedule : 1st shift Monday - Friday Business Hours Shift Differential : 1st shift - N/A As a Human Resources Business Partner (HRBP) Manager , you will: Lead and mentor the HR Business Partner team, fostering a collaborative and high-performance culture Collaborate with leaders to develop and implement HR strategies aligned with business goals Design and utilize organizational development strategies to enhance effectiveness Ensure compliance with legal requirements, reducing legal risks, and consistently executing company policies, programs, and processes Drive talent management initiatives, including succession planning, performance management, and leadership development Provide expert advice on employee relations issues, ensuring compliance with labor laws and company policies Design and implement strategies to create a thriving and growth-oriented work environment Support and guide employees and leaders through transitions, acting as a change agent Conduct workforce planning and identify future talent needs to meet organizational goals Analyze HR metrics to inform decision-making and strategic planning Participate in special projects and events, identifying business issues, and recommending solutions using supporting data Lead initiatives in areas such as employee communications, HRIS, and performance discussions Demonstrate a sense of urgency in addressing HR issues and driving timely solutions Interpret and explain HR policies and procedures to managers and employees Provide advice and counsel on performance management, dispute resolution, and corrective actions Administer HR programs, including disciplinary matters, disputes, investigations, performance, productivity, and morale Manage grievance and disciplinary processes, recommending actions and drafting related documentation Respond to inquiries from applicants, employees, and supervisors, and lead investigations of complex cases Research and develop HR policies and technical solutions that support employee initiatives Stay updated on employment laws and regulations to ensure compliance Provide information on the ADA, FMLA, EEO, Affirmative Action, compensation, benefits, leave, recognition, and other programs to employees and managers Act as process owner for select HR domains, including employee communications, HRIS, and onboarding Promote a collaborative and inclusive work environment Collaborate effectively with the Leadership Teams, Talent Acquisition, Benefits & Compensation, and Learning & Development Consistently demonstrate and promote Millerbernd's Core Values Role Qualifications as a Human Resources Business Partner (HRBP) Manager : Bachelor's degree in Human Resources Management or related field Minimum of 7 years of HR experience, with at least 3 years in a business partner role in a manufacturing environment Strong knowledge of US federal and state employment laws, including OSHA and Workers' Compensation Proven experience in talent management, organizational development, and employee relations Excellent interpersonal and communication skills Bilingual proficiency in English and Spanish is preferred Strategic mindset with strong problem-solving skills Proficiency in Microsoft Office Suite Exceptional attention to detail Adaptable to changing priorities Team player mentality, with a focus on collaboration and support Ability to act with a sense of urgency when needed High level of confidentiality and discretion in handling sensitive employee information Ability to drive the HR strategic agenda using knowledge of the organization Strong negotiation and conflict resolution skills Change agent and role model for leading cultural change Ability to solve practical problems and make decisions Join Millerbernd Manufacturing - Where Your Career Can Take Shape About Us: At Millerbernd, we don't just offer jobs-we build careers. We're dedicated to creating meaningful opportunities where you can unlock your potential, turn ideas into action, and be part of a skilled, diverse, and driven team. From day one, you'll experience a supportive and dynamic environment designed to help you grow and succeed. What We Offer: Comprehensive Benefits Medical, Dental & Vision Insurance - Two medical plan options, with company HSA contributions Health & Flexible Spending Accounts (HSA/FSA) - For medical and dependent care expenses Life & Disability Insurance - Company-paid basic life, AD&D, and short-/long-term disability Voluntary Benefits - Including optional life, legal & ID protection, accident & critical illness insurance Financial Security 401(k) with 4% Match - Immediate vesting Incentive Pay - Performance-based bonus programs depending on your role and shift This role is eligible for participation in the company's “Short-Term Incentive Plan (STIP)” , a financial performance-based bonus program Payouts are determined by the company's operational results and are distributed in the first quarter of the subsequent year Work-Life Balance Unlimited Paid Time Off (PTO) and Paid Holidays Tuition Reimbursement - Up to $5,250/year for job-related education Employee Assistance Program (EAP) - Free, confidential support services Onsite Training - Includes leadership, welding, and language courses Uniform Subsidy - For eligible roles Benefits available to employees working 30+ hours/week. 401(k) available to all employees. What to Expect from the Hiring Process Submit Your Application - Our internal Talent Acquisition Team personally reviews every application Phone Interview - If your background aligns with the role, we'll reach out for an introductory call Onsite Interview & Facility Tour - Get a firsthand look at what it's like to work at Millerbernd Follow-Up & Offer - Stay informed throughout the process; most decisions are made within 3-10 business days We're an Equal Opportunity Employer Millerbernd Manufacturing Company is committed to fostering a diverse and inclusive workplace. We encourage individuals of all backgrounds to apply. Applicants must be authorized to work in the U.S. We are unable to sponsor or assume sponsorship of employment visas at this time. Ready to shape your future with us? Apply today and discover what's possible at Millerbernd.

The Human Resources Consultant plays a vital role in supporting Museum leadership and staff by providing strategic consultation across a breadth of HR disciplines. This position executes cross-organizational design, full-cycle recruiting, provides expert guidance on complex labor and employee relations matters, and consults with managers on timely/effective performance development and management. The role emphasizes collaboration with various stakeholders to determine and implement culturally aligned and data-driven solutions to support strategic people priorities, enhance the overall HR function, and contribute to the success of the Museum. JOB DUTIES & RESPONSIBILITIES: Workforce Consultation (45%) Serve as a primary HR Consultant and strategic partner to assigned functional groups, leaders, and employees. Interpret, apply, enforce, and provide consultation on HR policies, processes, and principles, employment laws, union contracts, and work rules to ensure commitment by management. Meet regularly with assigned functional group leaders to proactively identify and address HR issues and organizational needs. Coach managers on people leadership skills to achieve desired results, including recommendations for goal-setting, ongoing performance management, annual performance appraisals, and talent strategy. Employee & Labor Relations (35%) Investigate, advise on, and respond to employee complaints including those from both formal (grievances, Ethics Point, etc.) and informal channels. Consult on employee and labor relations matters including disciplinary procedures, grievances, and inquiries/requests governed by contract. Advise and coach managers and employees on Leave, ADA and other benefits/accommodation issues. Talent Acquisition & Development (20%) Implement and execute strategies for full cycle sourcing and recruiting to attract top talent to the Museum in accordance with Museum values and contractual requirements. Collaborate and guide managers on recruitment and retention strategies, including leading and serving on interview/search committees to ensure a diverse talent makeup that supports Museum culture and objectives. Partner with leadership to identify training opportunities and talent management strategies for succession planning, promotional opportunities and workforce needs. Identify, create, and facilitate training and programs to build manager/leader acumen and capabilities, support professional development and employee retention, and foster a diverse and inclusive work environment. Evaluate and monitor success of training programs and recommend changes as needed. *Performs project work and other related duties as assigned. REQUIRED COMPETENCIES: Communication: Expresses oneself clearly in conversations and interactions with others and ensures that information is shared with others who should be informed. Collaboration: Develops, maintains, and strengthens partnerships with others inside or outside the organization who can provide information, assistance, and support. Customer Service: Demonstrates an understanding of the SMM mission by ensuring that their own interactions with internal and external customers consistently support the mission. Fostering an Inclusive Community: Contributes to a museum environment, and people, that reflect and respond to the diverse needs and cultures of our community (internal and external). Results Orientation: Focuses on providing a best in class visitor experience through work outcomes by meeting personal and organizational work objectives. MINIMUM QUALIFICATIONS: Education: Minimum HS degree/GED, BA/BS degree preferred Combination of education and experience to demonstrate facility with essential functions of the position is required. May substitute an equivalent combination of education and experience, as determined by hiring manager. Experience: Required: 7 years of human resources experience in at least three of the following areas: Strategic Partnering, Employee Relations, Labor Relations, Talent Acquisition, Learning & Development, Organizational Design/Effectiveness Experience consulting and influencing without authority. Knowledge of federal and state employment law and administrative processes Experience working in a union environment. Strong critical thinking and problem-solving skills. Ability to work collaboratively in a team environment, while at the same time demonstrating initiative and autonomy in driving HR Consultant accountabilities. Excellent written and oral communication skills. Ability to manage and communicate sensitive information. Adaptability to change and resilience in ambiguous situations. Experience working with diverse backgrounds and cultures. Preferred: Experience in labor contract administration. Experience in employment law, including supporting response to claims, charges and/or legal actions. Work Environment: Hybrid, in office 3 days per week (Tu, Wed, Th) core onsite days. Hybrid status subject to change secondary to business need. STARTING COMPENSATION: $91,200 - $106,400/year (dependent on qualifications) We exist to turn on the science and inspire learning, inform policy and improve lives. We envision a world in which all people have the power to use science to make lives better. We value science as an essential literacy and strive for inclusion inside and out so that our museum and our people reflect and respond to the diverse needs and cultures of our community. It is the museum's policy and practice to hire and promote qualified job seekers from a variety of backgrounds and experiences. We offer benefit packages for full-time and part-time employees.

Old National Bank has been serving clients and communities since 1834. With over $70 billion in total assets, we are a regional powerhouse deeply rooted in the communities we serve. As a trusted partner, we thrive on helping our clients achieve their goals and dreams, and we are committed to social responsibility and investing in our communities through volunteering and charitable giving. We continually seek highly motivated and talented individuals as our people are critical to our success. In return, we offer competitive compensation with our salary and incentive program, in addition to medical, dental, and vision insurance. 401K, continuing education opportunities and an employee assistance program are also included in our benefit suite. Old National also offers a variety of Impact Network Groups led by team members who are passionate about driving engagement, creating awareness of diverse backgrounds and experiences, and building inclusion across the organization. We offer a unique opportunity to join a growing, community and client-focused company that is firmly rooted in its core values. Responsibilities This role will promote, support and maintain HR compliance best practices and governance while ensuring adherence to relevant local, state, and national employment laws and regulations and in accordance with Old National Bank's culture, purpose and values, Code of Conduct, strategies and other enterprise policies and guidelines. This role functions as both a subject matter expert and a key partner across HR and other partners across the organization. The role provides high-level HR guidance and serves as a strategic advisor on compliance matters. Salary Range The salary range for this position is $81,700 - $165,100 per year. Final compensation will be determined by location, skills, experience, qualifications and the career level at which the position is filled. Key Accountabilities Stay up to date on existing and proposed federal, state, and local employment laws, assessing their impact within ONB footprint to ensure company practices remain current and compliant Review handbook policies and assigned HR procedures providing recommendations for updates and changes Build and maintain strong relationships with key stakeholders to drive alignment on compliance strategies. Partner with HR leadership, Legal, and other departments to ensure compliance with evolving regulations. Lead the assessment, planning, and implementation of new compliance initiatives. Develop and maintain policies, procedures, and documentation to support HR compliance. Manage assigned projects to ensure initiatives meet company needs and regulatory deadlines. Work closely with outside counsel to ensure ONB's VISA process is compliant with federal requirements and review VISA documentation to ensure it is current and up to date; engage other areas of the HR team as needed Conduct assessments and develop mitigation strategies for HR compliance-related challenges. Review compliance training regularly, providing recommendations for updates and changes; May provide training and guidance to managers on compliance topics, ensuring best practices are understood and followed. Lead cross-functional collaboration to implement HR compliance solutions effectively. Monitor and evaluate HR compliance initiatives, applying lessons learned to future projects. Support Heightened Standards at Old National Bank Conduct regular HR audits to ensure compliance with internal policies and external regulations. Maintain a compliance dashboard and other reporting to identify and mitigate risk, suggesting and implementing best practices, to track key compliance metrics and initiatives. Oversee the preparation and submission of Equal Employment Opportunity (EEO) and Affirmative Action (AA) reports to ensure compliance with federal, state, and local requirements and anti-discrimination laws and regulations. Partner on team member matters, ADA/FMLA escalations, Ethicspoint reviews, and workplace investigations as needed Perform other duties and special projects as assigned Key Competencies for Position Strategic Thinking & Execution: Focuses on larger, long-term issues and creates plans and strategies. Translates broad strategies into clear objectives and practical application of plans. Anticipates risks and devises contingency plans to manage them. At the highest levels, develops and helps drive a long-term vision that describes how to organization needs to operate now and in the future in a way that translates into clear objectives and practical application of plans. Develops distinctive strategies to achieve and sustain a competitive advantage while focusing the organization on efforts that add significant value. Committed to achieving established goals, overcoming obstacles, and continuously learning to improve performance. Collaboration/Influence: Works interdependently and collaboratively with others to achieve mutual goals. Actively seeks, develops and maintains trusted relationships with others to achieve business goals and objectives. Uses appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifies one's own behavior to accommodate tasks, situations and individuals involved. Navigates Change: Seeks to understand, embrace, model, plan and take steps to help team members and the organization align and navigate through change. At the highest levels, leads change efforts and effectively creates a vision, engaging team members to implement the change to gain their support and commitment, helps team members understand why the change is occurring, continuously sharing information and assessing the adoption of the change while helping others overcome resistance to change. Qualifications and Education Requirements A bachelor's degree or equivalent experience in fields such as HR, employment law, compliance, leave management, etc. HRCI/SHRM HR Certification desirable 10+ years of experience in HR Compliance, employment law, employee relations, or employee investigations with demonstrated success partnering with team members and leadership across an organization Strong knowledge of HR compliance, employment laws, and regulatory requirements. Strong analytical and problem-solving abilities Experience in banking/financial services preferred Demonstrated capacity for gathering and scrutinizing data to identify issues, opportunities, patterns, and sustainable business solutions. Excellent problem-solving skills with the ability to navigate complex compliance issues. Strong project management skills with the ability to manage multiple priorities in a fast-paced environment. Excellent relationship building skills and demonstrated track record of building and sustaining key partnerships across the organization Exceptional communication skills, both written and verbal, with the ability to convey complex information clearly. Ability to build cross-functional partnerships and influence key stakeholders. High attention to detail and strong analytical capabilities. Ability to work under pressure and meet tight deadlines while maintaining accuracy and compliance standards. Proficiency in Microsoft Office (Excel, Teams, Outlook, PowerPoint, Word, etc.). Ability and willingness to work in footprint and in office to contribute to effective communication and collaboration Key Measures of Success/Key Deliverables: Contribute to the Talent team's success through achievement of shared and individual objectives and deliverables. Participate in projects/activities to encourage professional growth and development Old National is proud to be an equal opportunity employer focused on fostering an inclusive workplace and committed to hiring a workforce comprised of diverse backgrounds, cultures and thinking styles. As such, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, status as a qualified individual with disability, sexual orientation, gender identity or any other characteristic protected by law. We do not accept resumes from external staffing agencies or independent recruiters for any of our openings unless we have an agreement signed by the Director of Talent Acquisition, SVP, to fill a specific position. Our culture is firmly rooted in our core values. We are optimistic. We are collaborative. We are inclusive. We are agile. We are ethical. We are Old National Bank. Join our team! We can recommend jobs specifically for you! Click here to get started. If you're qualified for a position but need additional help with the application because of a disability, please email ************************** (This email will respond to accommodation requests only.)

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting and traveling to five manufacturing plants and distributions centers. This leader is responsible for leading the HR teams at our sites and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Required: Travel 25% or more to multi-state sites. Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

Job Description At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Vice President of Human Resources Location: 100% On-Site | Corporate Headquarters in Edina, MN Compensation: $200,000-$300,000 base salary + comprehensive benefits and paid time off Reports to: Chief Executive Officer and Executive Leadership Team About the Company We are a high-growth corporate services firm providing workforce, HR, and operational consulting to over 50 cannabis retail locations and several manufacturing and transportation and delivery companies across multiple states. Our group manages complex organizational scale on behalf of our partners, offering best-in-class staffing solutions, compliance oversight, and performance systems that enable operational excellence at every level. About the Role The Vice President of Human Resources (VPHR) will lead the full spectrum of people strategy for the organization on behalf of our clients - encompassing Talent Acquisition, Human Resources, Workforce Planning, People Analytics, and Learning & Development. This role is designed for a strategic builder and data-driven operator who thrives in an extremely fast-paced, multi-entity environment. You will oversee the infrastructure that powers workforce scalability, cultural alignment, and leadership development across dozens of client organizations. You will work directly with the C-suite to ensure that people operations are tightly integrated with business performance, growth forecasting, and compliance frameworks. Key Responsibilities1. Talent Acquisition & Workforce Planning Lead all recruiting, workforce forecasting, and staffing pipelines across corporate, retail, and field operations. Implement advanced analytics and systems integrations within Greenhouse ATS and Wurk HRIS platforms to enable real-time visibility into hiring metrics and capacity planning. Collaborate with Finance and Operations to forecast hiring needs based on store openings, client expansion, and seasonal trends. Build scalable recruiting playbooks, interview frameworks, and training for the internal TA team to drive quality and speed of hire. 2. Human Resources & Compliance Oversee all HR operations - including payroll, benefits, employee relations, and compliance - across multiple states and business units. Create standardized HR policies, procedures, and reporting to support organizational consistency and risk management. Lead employee engagement, performance calibration, and total rewards strategy to ensure alignment with company goals and financial health. Drive operational excellence through automation, accuracy, and policy adherence. 3. People Analytics & Systems Build a data-driven People Operations infrastructure that connects HRIS, ATS, and finance data into a unified reporting system. Design and maintain dashboards tracking metrics such as headcount growth, turnover trends, time-to-fill, cost per hire, and engagement indicators. Use predictive analytics to identify talent risks and inform decision-making across leadership teams. Introduce KPIs that measure workforce productivity, leadership effectiveness, and organizational health. 4. Learning, Development & Organizational Growth Develop a scalable, tiered learning system that supports employee onboarding, compliance training, leadership development, and cross-department skill growth. Partner with operational leaders to embed L&D initiatives into each function's strategic roadmap. Design programs that identify and develop high-potential talent for future leadership roles. Oversee implementation of company-wide training platforms and content libraries. 5. Leadership, Culture & Strategy Serve as a trusted advisor to the C-suite on organizational structure, succession planning, and workforce strategy. Champion a culture of accountability, growth, and excellence across all levels of the company. Facilitate communication and collaboration across divisions, ensuring transparency and alignment between field teams and headquarters. Build a People Operations team known for innovation, responsiveness, and reliability. Ideal Candidate Profile You are a sophisticated, systems-minded people leader who has scaled organizations through operational clarity and human capital excellence. You bring a strong command of analytics, structure, and executive influence. Qualifications: 10-15+ years of progressive HR and Talent leadership, with at least 5 years in a senior or executive capacity. Proven success leading TA, HR, and L&D under one cohesive strategy. Experience with multi-state or multi-entity operations (retail, consumer, hospitality or manufacturing industries preferred). Deep familiarity with ATS/HRIS platforms (Greenhouse, Wurk, Sage or comparable systems). Strong business acumen - able to tie people strategy directly to growth, profitability, and compliance outcomes. Exceptional communication and leadership presence. Performance Outcomes Accelerated hiring velocity with measurable improvement in quality of hire. Enhanced retention and engagement across client organizations. Real-time people analytics dashboard deployed within the first three months. Fully operational training and development framework within the first six months. Increased organizational efficiency and leadership readiness through scalable people systems. Why Join Us This is a defining executive opportunity to shape the people strategy for a national portfolio of emerging and mature companies. As Vice President of Human Resources, you will design the systems, culture, and leadership architecture that will define the next decade of growth - working alongside a high-performing executive team that values innovation, data, and operational excellence. At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.