Director of human resources jobs in Edinburg, TX

-Must have Healthcare experience supporting physician groups We are seeking a seasoned and professional HR Manager to oversee and support the human resources needs of our physician workforce. This role requires a dynamic HR generalist with specialized experience in physician relations, a strong understanding of employee relations, and a solid foundation in compensation practices. The ideal candidate brings 5-8 years of progressive HR experience, excels in a fast-paced healthcare environment, and demonstrates a high level of polish, discretion, and professionalism. Key Responsibilities: Serve as the primary HR point of contact for physicians, providing support across all areas of the employee lifecycle Manage complex employee relations issues with discretion, consistency, and alignment to company policy and best practices Partner with leadership to support physician engagement, retention strategies, and performance management initiatives Interpret and apply HR policies, procedures, and employment laws specific to the physician workforce Provide generalist HR support including onboarding, training, leave management, and offboarding processes Collaborate with compensation and finance teams to analyze and support physician compensation structures Lead or contribute to special projects and initiatives that enhance HR service delivery within the clinical and physician environment Maintain compliance with all relevant regulations, certifications, and licensure requirements Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification preferred) Minimum 5-8 years of progressive HR experience with a strong generalist background Direct experience supporting physicians Solid understanding of employee relations and compensation principles Strong interpersonal, communication, and conflict-resolution skills Polished, professional demeanor with the ability to work with high-level clinical and administrative stakeholders Proficiency in HRIS systems and Microsoft Office Suite

Reporting to the Vice President, Information Technology, the ERP Supervisor will oversee IT support staff and manage deployment and long-term support of a new Enterprise Resource Planning (ERP) system. The ERP supervisor provides daily management of the IT ERP support staff and managed services support providers. Working with the applicable business units and our managed services partner, this position will develop, plan and implement system enhancements. This includes setting deadlines, assigning responsibilities and monitoring progress of the ERP deployment activities. Additionally, the supervisor coordinates the implementation of the organizational and IT processes necessary to support long term performance of the ERP system in a SOX-compliant manner. ESSENTIAL DUTIES AND RESPONSIBILITIES: Manage IT ERP support staff during the implementation of changes and ongoing support of the ERP system in a SOX-compliant environment Act as the primary point of contact and monitor the performance of our managed services provider Coordinate business stakeholders to define, approve, test, and implement system enhancements and fixes during quarterly upgrades and monthly maintenance activities Assist in identification and resolution of operational problems Provides regular tracking and status reports of open items to monitor programmatic effectiveness Performs other duties as assigned. MINIMUM SKILLS, QUALIFICATIONS AND ABILITIES: Education/Certification: A minimum of a Bachelor's degree in Business, Accounting, Computer Science, Information Systems or related field is required. An advanced degree is preferred. Experience: A minimum of 5+ years of full-time, directly relevant working experience implementing full lifecycle ERP solutions is required, with at least 2 of those years in a supervisory role managing a team of IT staff. Additional required experience includes: Oracle Fusion ERP, HCM, EPM, SCM, PPM Experience with building integrations with OIC Experience with Oracle BI Reporting Demonstrated collaboration skills with colleagues at all levels and across different organizations. Demonstrated experience in problem solving. Demonstrated experience in the development of user technical documentation and training materials. Experience resolving technology issues at the enterprise level. Preferred/desired skills and experience; 2+ years supporting ERP systems under Sarbanes-Oxley compliance requirements Oracle RMC, OCI Experience with 21 CFR Part 820 or ISO 13485:2016 Experience working in a highly-regulated industry and publicly-traded companies Expert in business process mapping Experience implementing new tools and processes with Accounting and Finance teams Extensive knowledge of departmental processes in subcontracted manufacturing. Industry Requirements: Eligible to work under Department of Energy 10 CFR Part 810.

Do you love building teams, supporting employees, and helping workplaces flourish? CompleteRx is seeking an experienced Human Resources Generalist to guide HR operations across our multi-state organization. This hybrid role offers flexibility to work from home while staying connected with your team and a corporate office for in-office days located in the Energy Corridor. You'll serve as a trusted partner to employees and managers, delivering exceptional customer service and ensuring smooth HR operations across all key areas, including onboarding, benefits, employee relations, compliance, and training. Why Join CompleteRx? CompleteRx is a leading independent provider of pharmacy management to hospitals and health systems across the United States. With 20+ years of pharmacy management experience, CompleteRx offers a collaborative, people-first culture, opportunities for growth, and a meaningful way to make an impact every day. What You Will Do Manage onboarding, offboarding, and employee transitions. Administer benefits and leave programs. Advise managers on employee relations and policy matters. Ensure HR compliance with federal and state employment laws. Support HR projects, reporting, and continuous improvement initiatives. What You Will Need Bachelor's degree required; Human Resources concentration preferred. Minimum of 7 years relevant experience in Human Resources in lieu of Bachelor's degree. PHR or SHRM-CP required. 3-5 years HR Generalist experience preferably in a healthcare related industry. Experience utilizing ADP's Workforce Now preferred. Compensation & Benefits As an employee of CompleteRx, your commitment to learning will be encouraged and supported through ongoing training and professional development. We nurture a collaborative, high-performance culture and offer a challenging career along with a comprehensive benefits package. Medical, dental, and vision Flexible Spending Account or Health Savings Account Vacation and sick time 401(k) plans: CompleteRx offers a 401(k) plan with a company match. Life and Disability Company Description Founded in 1998 as a service-driven organization with a strong sense of community, CompleteRx embarked on a strategy to become the employer of choice in hospital pharmacy management and consulting. Since our founding, we believe our success has been driven by our employees who are our most valuable resources. We believe the very best outcomes are accomplished when all employees share a sense of mutual ownership for successful results and where each employee accepts personal accountability for their individual contributions. These beliefs are the core of our Team Covenant which guides all of our actions to the patients we care for, hospitals we support, and fellow employees we work alongside of. CompleteRx is an Equal Opportunity Employer by choice.

HR Project Coordinator Company: STRIVE Real Estate STRIVE is seeking a highly organized and proactive HR Project Coordinator to support the rapid growth of our Texas brokerage team. This role is ideal for a detail-driven, people-focused professional who thrives in a fast-paced environment and can take ownership of recruiting, onboarding, HR coordination, and internal employee experience initiatives. The Position The HR Project Coordinator is a central member of the team responsible for ensuring a seamless candidate experience, maintaining organized recruiting operations, supporting employee lifecycle processes, and upholding STRIVE's culture of excellence. This individual will balance hands-on recruiting coordination, HR administration, relationship management, and ongoing process improvement. The ideal candidate excels at communication, maintains strict attention to detail, and brings a service-oriented, solution-driven mindset to every task. They must be comfortable interacting with senior leadership, managing confidential information, and working independently with minimal supervision. This is a high-visibility role with direct impact on STRIVE's talent pipeline, employee experience, and long-term organizational growth. Responsibilities: Recruiting & Talent Coordination • Coordinate full-cycle recruiting workflows, including job postings, resume review, initial screenings, interview scheduling, and communication • Maintain multi-year candidate pipelines and master recruiting spreadsheets with accuracy and confidentiality • Serve as the first point of contact for candidates, ensuring a polished and professional experience • Draft job descriptions, update postings, and prepare offer letters • Conduct preliminary interviews (in-person and virtual) and assess candidate fit • Report recruiting status and pipeline updates during leadership meetings • Manage job listing accounts (LinkedIn, Handshake, Indeed, and others) University Relations • Act as STRIVE's primary contact for universities, student groups, and faculty • Coordinate all logistics for career fairs, campus recruiting events, and presentations • Build and maintain relationships with Real Estate and Finance Clubs • Manage STRIVE's annual university recruiting calendar and participation strategy HR Operations & Employee Experience • Support onboarding by entering new hire information, preparing documents, and overseeing compliance steps • Assist with internal HR documentation and personnel files • Coordinate internal celebrations including promotions, birthdays, milestones, and company awards • Research, fact-find, and prepare materials for meetings and HR initiatives • Assist with payroll coordination (ADP, 1099s, W-2s) Administrative & Operational Support • Field and respond to incoming communications through LinkedIn, Handshake, and email • Schedule meetings, calls, events, and manage calendar conflicts with proactive follow-up • Coordinate handoffs to appropriate departments and ensure smooth internal workflows • Oversee office supply ordering, computer procurement, and inventory needs • Manage company insurance policy updates and renewals • Attend and support major company events as needed Requirements • Bachelor's degree • 5+ years of executive-level coordination, HR support, or recruiting experience • Proven customer service and conflict-resolution skills • Experience supporting general HR functions (5+ years preferred) • Proficiency in Microsoft Excel and Word • Advanced experience with both Mac and PC environments • Excellent written and verbal communication skills • Ability to coordinate events, group activities, and internal engagement initiatives • Experience with budgeting and expense management • High integrity, professionalism, and ability to handle confidential information • Strong organizational skills with the ability to manage multiple priorities at once • Positive, proactive, “can-do” attitude with a solutions-focused mindset

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

Why USAA? At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families. Embrace a fulfilling career at USAA, where our core values - honesty, integrity, loyalty and service - define how we treat each other and our members. Be part of what truly makes us special and impactful. The Opportunity We're looking for a collaborative and strategic HR leader to drive excellence in our HR functions through the power of data, and the ability to manage and develop a team of 10. In this role, you will be the bridge between HR, IT, and the business, ensuring our HR data solutions align with overall business strategy. You will leverage your deep understanding of HR data models, data architecture principles, and business architecture practices to design and implement scalable solutions. You'll also lead a team in developing impactful data visualizations and dashboards, providing actionable insights to support data-driven decision-making. If you are a results-oriented leader with a passion for HR analytics, business alignment, and developing high-performing teams, we encourage you to apply. We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX or Charlotte, NC. Relocation assistance is available for this position. What you'll do: Responsible for development and execution of team strategic execution plan in coordination with departmental, CoSA, and Enterprise plans. Accountable for internal customer relationship creation, sustainment, and strengthening through team execution and brand management. Responsible for direct report performance management, talent development, and career progression planning Accountable for overall teamwork product volume, quality, and business value delivery. Accountable for overall team regulatory, risk, and internal control compliance. Ensures industry trends and best practices are evaluated and integrated into current process, technology, and development strategic plans. A strategic partner and subject matter expert in consulting and advising business partners on decision support solutions. Encourages innovation, provides direction on work prioritization, manages capacity, assists with problem resolution. Holds team members accountable for performance goals and establishes business-driven development plans for the team. Partners with IT to build USAA core information delivery capabilities and assist process owners in retiring key UDAs. Provides thought leadership and system thinking to influence relevant data, information, and application architecture decisions to include staying abreast of changes or evolution to industry standards. Provides oversight and direction to the adherence of information governance and managements standards for Enterprise teams and CoSA/LOBs. Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures. What you have: Bachelor's degree in quantitative analytics field such as Economics, Finance, Statistics, Mathematics, Actuarial Sciences, Operations Research, Data and/or Business Analysis, Data Science or other quantitative discipline; OR 4 years of related work experience in statistics, mathematics or quantitative analytics (in addition to the minimum years of experience required) may be substituted in lieu of degree. 8 years of experience in data and analytics, technical, or business-relevant function OR If advanced degree in a STEM discipline, 6 or more years' experience in data and analytics, technical, or business-relevant function. 3 years of direct team lead or management experience. Experience overseeing teams conduct cost benefit analyses and leveraging results to drive business intelligence solutions. Experience guiding teams in the gathering and authoring of business intelligence solutions for large scale complex projects. Advanced facilitation, collaboration and consensus building skills, with extensive experience in presenting to cross-functional teams and Senior/Executive leaders. Demonstrated subject matter expertise in applying and creating business intelligence practices, methods, and problem-solving strategies. Experience leading and coaching others in understanding and translating needs into requirements. Expert knowledge of relevant regulatory compliance, industry regulations, risk management practices, and regulatory data sources. SME developing business deliverables that leverage business intelligence platforms, data management platforms, or SQL-based languages (Tableau, Business Objects, Snowflake, Hadoop, Netezza, NoSQL, ANSI SQL, or related). Demonstrated thought leadership in embedding intuitive story telling within the business intelligence solutions and platforms including concise presentation of complex technical details. What sets you apart: Experience leading teams in the development and maintenance of data visualizations and dashboards, leveraging tools such as Tableau, QlikView, BusinessObjects or similar platforms, to provide actionable insights and support data-driven decision-making. Familiarity with HR technology landscapes, including experience working with HRIS systems and data models related to HR Technology/Engineering and HR Data Architecture. Strong understanding of data modeling principles, data architecture concepts, and their application within the context of HR data, HR analytics, and people insights. Experience in direct people management, including coaching, mentoring, and performance management. Knowledge of Business Architecture principles and practices, with the ability to align data and technology solutions with overall business strategy. Compensation range: The salary range for this position is: $143,320.00 - $273,930.00. USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.). Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location. Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors. The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job. Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals. For more details on our outstanding benefits, visit our benefits page on USAAjobs.com. Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting. USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Director of Site Acquisition - Hyperscale Infrastructure | Dallas, TX or San Francisco, CA Confidential Infrastructure Developer is pioneering the future of AI and high-performance computing by delivering ultra-efficient data centers across North America. As part of an elite team with an ambitious 3GW+ roadmap, we are hiring a Director of Site Acquisition to lead strategic land sourcing for cutting-edge data center developments. If you have a track record of securing utility-ready land for hyperscale or large-scale infrastructure and thrive at the intersection of real estate, utilities, and permitting-this role offers a career-defining opportunity. Why Join Us: Drive transformative projects that support the AI revolution. Influence long-range infrastructure strategy with C-suite visibility. Collaborate with top-tier developers, engineers, and investors. Competitive compensation and long-term growth opportunities. Key Responsibilities Strategic Site Origination Source high-potential land parcels (100-1,000 acres) in regions primed for data center deployment. Evaluate proximity to power infrastructure, fiber access, and water availability. Conduct land due diligence to assess buildability, environmental factors, and development feasibility. Utility and Power Coordination Collaborate with power utilities to determine availability and capacity. Guide interconnection studies and drive grid capacity negotiations (LOIs/MOUs). Align utility delivery timelines with broader project development schedules. Zoning, Permitting & Compliance Navigate complex permitting and rezoning processes. Engage consultants for environmental studies, traffic analysis, and impact assessments. Track regulatory developments and mitigate risks related to water, moratoriums, or permitting delays. Commercial Structuring & Negotiations Lead negotiations on land options, purchases, and lease agreements. Create land ownership structures (SPVs) that align with the investment model. Provide cost breakdowns and financial modeling for prospective acquisitions. Stakeholder Engagement Build trusted relationships with landowners, municipalities, and regulatory bodies. Provide regular progress updates to internal investment and development teams. Maintain pipeline visibility and monitor site conversion metrics. Ideal Candidate Profile 8+ years' experience in land acquisition, site development, or infrastructure real estate. Proven success sourcing land for energy, data center, or industrial projects. Strong network within utility and permitting ecosystems. Deep knowledge of zoning, interconnection, and large-parcel development. Exceptional negotiation, communication, and project tracking skills. Experience in TX and CA markets strongly preferred. Success Metrics MW of developable land secured quarterly. Timely execution of utility MOUs and interconnection deliverables. Site progression rate from LOI to final land control agreement. Cost efficiency per MW and adherence to development timelines. This is a remote-friendly position with a focus on activity within the Greater Dallas, TX and San Francisco, CA regions. About Blue Signal: Blue Signal is an award-winning, executive search firm specializing in various specialties. Our recruiters have a proven track record of placing top-tier talent across industry verticals, with deep expertise in numerous professional services. Learn more at bit.ly/46Gs4yS

We are seeking a highly skilled and proactive Human Resources Generalist to join our dynamic HR team. The ideal candidate will be responsible for managing a broad range of HR functions, including talent acquisition, employee relations, benefits administration, payroll and compliance. This role requires a strategic thinker with excellent communication skills and a comprehensive understanding of human capital management systems and employment laws. The Human Resources Generalist will play a vital role in fostering a positive work environment, supporting organizational development, and ensuring adherence to HR policies and procedures. Responsibilities Oversee talent acquisition processes, including recruiting, interviewing, and onboarding new employees . Manage employee orientation programs, performance management cycles, and employee evaluation processes to promote professional growth. Administer employee benefits programs and handle benefits administration tasks efficiently. Ensure compliance with employment & labor law, OSHA regulations, yearly filings & testing, and affirmative action planning. Support change management initiatives and assist in organization design and strategic planning efforts. Handle employee relations issues with professionalism and tact, including conflict management and resolution strategies. Maintain accurate HR data entry within HRIS systems like SAP SuccessFactors, ADP etc Conduct data collection and analysis for HR metrics to support workforce management decisions. Assist with HR sourcing activities to attract top talent through social media management and other channels. Collaborate with leadership on labor law compliance, contracts management, and policy updates. Education & Experience Bachelor's degree in Human Resources, Business Administration, or related field (preferred). 5+ years of HR experience; generalist experience strongly preferred. HR certification (PHR, SHRM-CP) is a plus. Proven experience in human resources management or related roles with a strong understanding of human capital management practices. Familiarity with employment & labor law regulations including FMLA, OSHA standards, and workers' compensation procedures. Experience working with HRIS platforms such as Workday, SAP SuccessFactors, ADP is highly preferred. Demonstrated ability in talent acquisition strategies including social media recruitment campaigns. Strong project management skills with the ability to handle multiple priorities effectively. Excellent communication skills for engaging with employees at all levels of the organization. Knowledge of benefits administration processes and employee relations best practices. This position offers an opportunity to contribute significantly to organizational success through strategic human resources initiatives while supporting a positive workplace culture. The ideal candidate will be detail-oriented with a proactive approach to problem-solving and continuous improvement within the HR function. Skills & Competencies Strong knowledge of HR laws and regulations. Excellent communication and interpersonal skills. Ability to handle confidential information with discretion. Strong organizational and multitasking abilities. Proficiency with HRIS systems; experience with payroll systems is a plus. Problem-solving, conflict-resolution, and decision-making skills. Adaptability and a customer service-oriented mindset. Personal Attributes Professionalism, integrity, and sound judgment. Ability to build trust and positive work relationships. Demonstrated initiative and willingness to learn.

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

Remote Contract Requirements • Strong domain expertise in HR and customer data processes • Hands-on experience with Workday data (no training ramp provided) • Working knowledge of: o SQL and data querying concepts o AWS services (S3 required; ECS/EKS and AWS SDK are a plus) • Familiarity with visualization tools (Power BI, Tableau) is a plus, but not a primary focus ________________________________________ Additional Requirements • Excellent written and verbal communication skills (American English) • Ability to work independently with minimal onboarding • Remote role; must be available during Central Time business hours Thanks, Vikas. ************************

Marmon Foodservice Technologies, Inc. As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. About The Job Though you may not know us by name, you've most likely enjoyed meals and refreshments supported by our industry-leading brand portfolio. For decades, we've designed and manufactured foodservice equipment for some of the world's biggest, most recognized consumer brands. We are driven to innovate with a clear purpose in mind: to enhance the eating and drinking experience, nourishing the people and communities we serve. Reporting to the Senior Director of Human Resources (HR), Americas, the Director of Human Resources is responsible for leading all HR functions across the Marmon Foodservice Technology, McAllen, Texas warehouse, Reynosa, Mexico manufacturing facility, and Mexico City office. This role ensures compliance with U.S. and Mexican labor laws, aligns HR strategies with business objectives, and fosters a strong company culture across all locations. The Director of HR will oversee talent acquisition, employee relations, training & development, compensation & benefits, environmental health & safety, and compliance, ensuring a productive and engaged workforce. The ideal candidate is strongly bilingual (English & Spanish), has experience with Mexican labor unions and union negotiations, thinks strategically and has impeccable stakeholder management and communication skills. Direct experience with human resources for maquiladoras is a must. The candidate should be strong in team development, fostering an engaged and effective Human Resources team, along with inspiring engagement throughout the facilities. This role is considered on-site, with an office location in Reynosa, Mexico, with the ability to work from the McAllen, TX warehouse, or other locations as needed to support the business. MFT Americas prides itself in workplace flexibility, supporting both the needs of employees and the business. Why Join Us? This is an exciting opportunity for an experienced HR leader to shape the people strategy for a growing company with operations in both the U.S. and Mexico. If you thrive in a dynamic environment and enjoy driving HR excellence across borders, we'd love to hear from you! What You'll Do HR Leadership & Strategy: * Develop and implement HR strategies aligned with business objectives across all locations. * Lead inclusion and engagement initiatives to promote a positive company culture. Organizational Strategy & Change Management * Partner with executive leadership to support workforce planning and organizational development. * Develop and implement organizational development strategies aligned with business goals. * Lead change management initiatives to improve adaptability and performance. * Conduct organizational assessments and recommend solutions to enhance efficiency and culture. Talent Acquisition: * Oversee recruitment strategies to attract and retain top talent in Texas and Mexico (salaried and hourly workforce). * Work with hiring managers to streamline hiring processes and optimize workforce needs. * Develop onboarding programs to integrate new employees successfully. * Partner with Talent Acquisition team at headquarters in Carol Stream, IL to align TA processes and philosophy Training & Development: * In partnership with L&D Manager, implement training programs to develop leadership and technical skills across teams. * Drive performance management processes, including goal-setting, evaluations, and career development. * Promote employee engagement through recognition programs and continuous feedback. * Ensure compliance with Mexican regulations for training requirements HR Operations & Reporting: * Leverage HR systems and analytics to track key workforce metrics. * Provide HR reports and insights to leadership for data-driven decision-making. * Manage expatriate employees, visas, and cross-border employment policies. Environmental Health & Safety * Oversee the team responsible for ensuring workplace safety, environmental protection and compliance with regulatory standards. Who You Are * Strategic thinker who can zoom in and zoom out as necessary, straddling both operational and strategic needs * Expert on working with and negotiating with Mexican labor unions * Bilingual - English & Spanish * Developer of talent, building a bench and a strong succession line Skills/Experience We're Looking For * Bilingual (English & Spanish) required. * Strong leadership and people management skills. * Excellent communication, negotiation, and problem-solving abilities. * Ability to handle confidential information with professionalism and discretion. * Proficiency in HRIS, payroll systems, and data analytics tools. Required Qualifications * Bachelor's degree (minimum) * 10 years of progressive experience in Human Resources * Proven experience leading teams * Experience in talent acquisition, compensation and benefits, employee relations, performance management, and labor relations (union) Travel Requirement: Up to 20% travel - most often to headquarters in Carol Stream, Illinois, or to Mexico City. Nice To Have Qualifications * SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) * Certified Professional in Talent Development (CPTD) * Prosci Change Management Certification * Leadership coaching certifications (ICF, Hogan, DISC, etc.) Benefits We support your well-being with comprehensive and easy-to-use benefits that you'll be eligible to enroll in on your first day of employment. Here are some of the highlights: * Medical, Dental, Vision, and Prescription Drug insurance plans * Access to a Health Advocate who is an expert in Marmon's health plan and can help you select the best health benefits for you and your family * Tax advantaged spending accounts for health and dependent care expenses * Wellness programs and resources including Telehealth, Mental Health, Fitness, and Family Planning * Generous paid time off for personal use, holidays, and parental leave * Company-sponsored life insurance * 401(k) with fully vested company match; Marmon may also make an additional annual discretionary contribution to your account, whether or not you contribute on your own * Financial and retirement advising About Marmon Holdings Marmon Holdings, Inc., a Berkshire Hathaway company, comprises 11 groups and more than 100 autonomous businesses with total annual revenue of $10 billion. Marmon's 28,000-plus team members are celebrating the company's 70th anniversary in 2023 and helping write the next chapter of Marmon's story. #LI-DNI Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

Full-time Description The VP of Human Resources will serve as a strategic partner to the Life Care Home Health Family executive team, driving talent strategy, organizational development, and culture-building across a multi-site footprint. This leader will be instrumental in shaping a high-performance, values-driven culture while building scalable HR systems that support rapid growth and operational complexity. Key Responsibilities Culture & Engagement Champion a unified, mission-driven culture across all locations Design and implement employee engagement strategies that foster retention, inclusion, and purpose Serve as a cultural ambassador during acquisitions and integrations Talent Strategy & Development Lead workforce planning, talent acquisition, and succession planning across all business units Build and scale leadership development programs, career pathways, and performance management systems Partner with clinical and operational leaders to ensure staffing models align with care delivery needs HR Infrastructure & Compliance Oversee HR operations including payroll, benefits, compliance, and employee relations Ensure adherence to federal and state employment laws across all operating regions Implement scalable HRIS and data analytics tools to support decision-making M&A & Integration Support due diligence and post-close integration for new acquisitions Align HR policies, benefits, and culture across newly acquired entities Executive Partnership Advise the CEO and executive team on organizational design, compensation strategy, and workforce trends Collaborate with private equity sponsors on human capital KPIs and reporting Requirements Ideal Candidate Profile 10+ years of progressive HR leadership experience, preferably in multi-site healthcare or PE-backed environments Proven success in building culture and developing talent in high-growth organizations Deep understanding of home health and hospice workforce dynamics preferred Strong operational mindset with the ability to scale systems and processes Exceptional communication and change management skills Willingness to travel across markets as needed

We are HR Data and Analytics, a centralized global team responsible for all aspects of workforce data strategy, analytics and data governance. We have a vision to help make individuals, teams, and businesses at JPMC among the most engaged and productive in the world. Our mission is to create workforce insights that allow leaders to make evidence-based people decisions that help drive measurable business outcomes. As a Data Science Lead in our HR Data & Analytics team, you are not only strong in both quantitative skills and business acumen, but also a great collaborator with your team members and internal clients. You translate abstract business asks to analysis tasks or agenda, conduct analysis, and communicate results with relevant parties. You are a valuable contributor to our intellectual capital - Accumulate institutional knowledge about our workforce, explore and develop different tools and analysis methods in the context of HR, and create relevant templates to drive synergy across HR analytics work. Last but not least, you embrace a mentoring mentality in developing junior team members through collaboration in analysis work. Job Responsibilities Conduct analysis based on past and current HR and business data to generate relevant, actionable insights that answer the question of “so-what,” and support leadership in making evidence-based decisions. In support of this analysis, design and implement relevant analytics, explanatory models, and, if appropriate, predictive models, including exploratory data analysis, feature engineering, , data quality checks, and model performance evaluation. Manage the design, build, and delivery of analytical solutions with a pragmatic approach in evaluating multiple solutions. Develop new analysis ideas based on observations in the existing book of work and data assets. Work with business users to measure the realized benefit of delivered solutions. Capture and understand end-user requirements, translate them into customized analytical solutions, and communicate results via reports, presentations, and insightful visualizations. Collaborate with team members to deliver analysis results to business leaders. Collaborate with data sourcing and technology teams for data acquisition, platform onboarding and enhancement, and production deployment. Adhere to relevant regulatory, compliance, and control policies and procedure. Follow best practices when handling proprietary and sensitive data. Required Qualifications, Capabilities, and Skills 7+ years of experience with a Bachelor's degree in a related social science, business, or quantitative analysis discipline (e.g., Economics, Business, IO Psychology, Statistics, Business Analytics, Computer Science), or 3+ years with a higher degree, and experience in industry or at a top management consulting firm. Experience in Human Resources for Financial Services, or allied areas, including people analytics, labor market research, finance, economics, consumer/user behavior, or the financial services industry Proficiency in quantitative analysis and statistical data modeling, and associated software (e.g., Python and its associated open source libraries, R, SPSS), to implement classical statistical techniques such as hypothesis testing, multiple regression, multivariate analysis, for regression analysis, as well as supervised and unsupervised algorithms for machine learning, and model performance evaluation. Experience with data wrangling tools (e.g., SQL, Alteryx) and working with large datasets (millions of records) for data exploration and analysis. Familiarity with modern techniques for natural language processing, including the use of contextualized embeddings and pretrained language models, including LLMs, for text classification, summarization, and named entity recognition Proficiency with reporting and visualization tools (e.g., Tableau, PowerBI) and advanced Excel skills (e.g., pivot tables, Analysis ToolPak). Ability to articulate data insights in a business context through customized reports, visualizations, and presentations, and discuss complex issues in easy-to-understand ways. Experience in consulting, client engagement, or technical project execution with a focus on data and analytics solution delivery. Preferred Qualifications, Capabilities, and Skills Experience with project planning and execution, such as agile practices, dependency planning, and tools like JIRA; pragmatic problem solving across multiple types of issues in project work. Experience managing ambiguity and stakeholder relationships across multiple business functions. Experience with cloud services and data analytics frameworks (e.g., AWS, SageMaker, Starburst/Trino, Databricks/Spark).

Research Development Specialist I 19. 99 hrs. Vice President for Research - (2507090) Description Minimum Qualifications: Bachelor's degree or equivalent and three years of related experience and demonstrated success in the field. Master's degree accepted. Requires excellent internet skills, and knowledge of Microsoft Office software and Adobe Acrobat applications. Must possess written and verbal communications expertise, demonstrated leadership, initiative and interpersonal skills. Job Summary: To provide grant proposal development services to faculty members and research personnel to enable competitive individual and team extramural research funding and facilitate research excellence. Supports faculty in multiple departments and/or center(s) in all phases of the research proposal process. Job Duties:Maintains a thorough understanding of biomedical and health sciences research and funding related to UTMB research initiatives and priorities. Identifies and disseminates information about health sciences funding opportunities. Pursues effective investigators and collaborations for health sciences and other research opportunities. Works with the Office of Strategic Research Development and the CRO's office. Identifies new research collaboration opportunities. Maintains tools as needed to facilitate duties. Stays current on federal and state funding trends and policies and disseminates the information accordingly. May serve as a backup to support pre-award research activities such as helping with budgets, bio sketches, and form packets. Works with teams of faculty to coordinate chalk-talks, research progress talks, and planning meetings. Provides basic proposal editing to faculty members and researchers. Monitors funding agency changes and priorities and identifies funding opportunities suited for faculty member(s) based upon their research expertise. Adheres to internal controls and reporting structure. Performs related duties as required Knowledge/Skills/AbilitiesProficient with Microsoft Office software and Adobe Acrobat applications. Must possess written and verbal communications expertise. Demonstrated ability to work as part of a team, initiative, and interpersonal skills SUPERVISION Received: This position reports directly to any research development or research administration tile with supervision authority at the level of Sr Research Development Officer, Operations Manager, Associate Director, Director, Executive Director or similar. Given: No direct supervision is expected of this position. Working Environment/Equipment Description of environment this job will/could be working in, including required/possible travel (Normal, Adverse, Hazardous, Level of Intensity, Frequency, Duration, etc. ). *Official Regulatory Statement for Healthcare jobs' Job Descriptions: May be exposed to such occupational hazards as communicable diseases, blood borne pathogens, ionizing & non-ionizing radiation, hazardous medications and disoriented or combative patients or others. Description of equipment this job will/could utilize. Salary Range: Actual salary commensurate with experience or range if discussed and approved by hiring authority. Qualifications Equal Employment OpportunityUTMB Health strives to provide equal opportunity employment without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, genetic information, disability, veteran status, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. As a Federal Contractor, UTMB Health takes affirmative action to hire and advance protected veterans and individuals with disabilities. Primary Location: United States-Texas-GalvestonWork Locations: 0130 - Administration Bldg 301 University Blvd. Administration Building, rm 5. 106 Galveston 77555-0130Job: Research Academic & ClinicalOrganization: UTMB Health: RegularShift: StandardEmployee Status: Non-ManagerJob Level: Day ShiftJob Posting: Dec 16, 2025, 7:09:54 PM

Human Manager The HR Manager will be responsible to leading, managing, and executing the HR function and effectively, develop and evaluate human resource-related initiatives that support organizational strategic goals; The incumbent will be responsible for managing every aspect of their employment needs, oversee staff operations, business planning and budget development of HR programs. Plan and execute all human resources initiatives, recruitment, compensation, benefits, training, and employee relations of an organization. This position will lead a team of HHRR professionals to support the function. Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and follow professional standards, state and federal regulatory requirements and laws in the US. This position will be based in Edinburg, TX and reports to the CEO. 1. Talent Acquisition. Responsible for the full-cycle recruitment process. Among the key responsibilities include: Develop and manage a list of procedures and practices for talent acquisition. Partner with marketing to launch talent attraction efforts and create a bench for critical roles. Develop, implement and manage effective orientation and onboarding processes to help new hires be set up for success, including implementation of effective 100-day plans. Coordinate with management effective interviewing process. Train management in effective interviews, such as interviews by competencies. Develop expertise and network within the company's industry to create connections, identify talent and source roles on a timely basis. Develop a set of strategic partners and recruiters to support in the hiring process. Build a bench of talent for critical roles. Identify, recommend and implement process improvement opportunities to make HR process and talent acquisition more efficient. Coordinate with Leadership Team the development and management of effective talent assessment and retention program for high performers, including career path discussion, benefits and compensation, coaching for performance, among others. As necessary, develop and implement effective internal program for critical areas. Partner with universities and technical schools to source areas for future talent development. Develop and manager effective compensation program to support employee engagement and retention. 2. Develop and implement effective HR infrastructure to support company goals and strategic objectives including effective development and improvement of training and development for technical and leadership skills and company culture. Develop, implement, and manage performance management process and talent assessment for all levels and grades in the organization. Identify, develop, and build training programs and content on critical on ensure effective use of company critical technical skills. Ensure effective execution of coaching and training programs to enable leaders to improve communication and engagement across the organization, including core values and culture training programs at all levels. Execute the development and implementation of organizational development and wellness and programs. Develop, document, and effectively manage Job Descriptions / Job Scorecards across the organization. Ensure roles are maintained up to date in coordination with leaders. Develop, document, and manage program for back up and succession planning for critical roles across the organization. Make informed business decisions based on data and statistics. Utilize technology to enhance and measure the results of human resources programs. Lead, drive and execute employee engagement surveys, including ENPS, and recognition campaigns to support the development of a culture of excellence, based on values and results. 3. Leading, driving, and executing the HR Management Process, mandatory training and Labor Compliance, including: Ensure compliance with federal, state and local laws and industry regulations, and advise department managers on legal implications of HR issues related to discipline and employee grievances. Coordinate with external lawyers or consultants relating to labor compliance in the US, and other international countries where employees are hired. Effectively structure and administer payroll and benefits programs. Plan and oversee the HR department budget. Execute the development, implementation and management of policies and guidelines, database management procedures, equal opportunity employment programs, and employee records and documentation policies. Create and implement employee relations policies, and surveys to help increase employees' job satisfaction and engagement. Manage, approve, and schedule PTO (Personal Time Off) and SL (Sick Leave). Handle personnel issues and coordinate with leaders as appropriate all related matters to staff conflicts, absenteeism, performance issues, disciplinary actions, firing, etc. Respond to questions or complaints from employees in a timely fashion. Lead all other HR department personnel. Prepare and distribute various reports on HR metrics. Coordinate and manage effective controls, internal and external audits to ensure effective compliance with labor requirements. Implement effective improvements and corrective actions as necessary. 4. Lead a team of HHRR Professionals and Other activities. Lead a team of HHRR professionals to support the HHRR Function. Develop, train, empower, apply disciplinary actions. Build skills and back up to ensure continuity of role. Confirm and abide by all internal procedures, policies and regulatory guidance; Expected to take a leadership role in developing a culture that enables employees to perform in accordance with the firm's values and objectives. Effectively plan, design, develop and human resource-related initiatives that support organizational strategic goals; Participate in the planning and development of work methods relating to Human Resources Management. Actively participate and engage in other company activities requested by the leader, support other management activities and coordination, staff meetings, among others. Support company with special projects and workflow process improvements. Lead by and demonstrate company values. Required Qualifications: Bachelor's degree in human resources or related field required. Certifications in Professional in Human Resources (PHR) is a plus. 10+ years' experience in the human resources department. Experience in companies with exempt and nonexempt employees, and operators/associate level employees. Strong track records in the Full-Cycle Recruiting, interviewing process, onboarding, Performance Management process and training is required. Strong understanding of Benefits & Compensation, payroll and other HR functions, Strategic Planning, Labor Compliance in the US. Demonstrated proficiency in Microsoft Office applications especially Excel and Outlook/email, or other Microsoft Office applications. Bilingual English/Spanish is preferred. Fluency in Spanish written, and verbal skills is a plus. Demonstrated ability and experience to working in a dynamic environment and under pressure. Leadership Competencies: Strong Communication and Interpersonal skills. Effective and tactful in difficult or sensitive issues and in working, and communicating well with people from all levels, cultures and backgrounds. Pro-active, results oriented and self-driven. Proven ability to drive and achieve timely results through effective prioritization and use of resources, systems and processes. Takes personal accountability for outcomes. Act with a sense of urgency and adapt to various situations with ease. Strong organizational and self-management skills to manage time and priorities to meet deadlines, work independently, maintain composure in difficult situations, strive for continuous improvement. Demonstrated ability for Employee Development/Coaching. Facilitating, supporting and contributing to the professional growth of others. Active listening and coaching skills. Result driven. Proven ability to achieve timely results through effective management of resources, systems and processes. Strong ability to collaborate with team and with other areas to achieve common goals. Ability to hold people accountable. Demonstrated an ability to make thorough decisions in a timely manner. Acts decisively once all aspects have been analyzed. Disciplined team player in regard to policy, procedure and standards. Resilient and self-confident with “can-do” orientation. Strong ability to organize and influencing people to believe in a vision while creating a sense of purpose and direction. Teamwork and collaboration. Proven ability to work effectively and productively with others to meet objectives. Ability to contribute and support team decisions and collaborate respectfully and constructively. Key Contacts: Internal: Managing Partners. Leadership Team. Director, Managers, Supervisors. All employees at all levels. External: Payroll, Benefit, Insurance companies. Lawyers, HR Compliance consultants. Recruitment companies. Training or organizational development, software companies. Measures of Success - How will the role be measured: [Targets and measurements to be defined in annual goals and objectives] No regulatory or reporting lapses under his/her responsibility. Feedback from employees and from team members is positive and constructive. Execution of role is absent of avoidable disruption or unnecessary costs to the business and/or generates material savings or efficiencies. % of employee retention / turnover according to plan. Other Key Performance Indicators related to the HR function such as Compensation / Benefit metrics, service delivery, recruitment, retention, training KPIs, workforce optimization metrics. (see table below) Other KPIs to monitor the performance of the Human Resource Department include: Retention: Employee turnover Employee engagement index Employee retention rate Employee satisfaction Employee tenure Job abandonment cost Employee turnover cost Recruitment: Applications received per vacancy Cost per hire External hire rate Applications received by recruiting source Hired to needed personnel ratio Job offers acceptance rate Time to fill a vacant position Efficiency and Effectiveness: High performing employees Profit per employee Human Capital Return on Investment (ROI) Time to process payroll Lost time accounting Performance appraisal participation rate Work performed by staff over-skilled for the complexity of job Benefits: As an industry leader, we strive to offer employees a competitive salary along with a comprehensive benefit package which includes. Medical, Dental, Vison and/or which is effective 1st of the month following 60 days of hire date 401k PTO About IOC Company LLC: We have a total dedication to safety, quality and productivity, which has led to our company's success. IOC Company, L.L.C. was founded in 2005 and is a family-owned Limited Liability Company located in South Texas. We are a heavy civil contractor who has performed in various markets. We are best known for transportation infrastructure projects. IOC Company, L.L.C. also produces sand, gravel, flex base (caliche) and other construction materials. We have built our reputation on our core values; PEOPLE, EXCELLENCE, PASSIONATE, INTEGRITY, OWNERSHIP. IOC Company LLC. Is an Equal Opportunity Employer and a Drug Free Workplace.

Are you ready to move your career forward and help shape our company's and customers' futures? If you aspire to challenge yourself, work with the best in the industry and join a successful team where you can make a meaningful contribution, then we invite you to join us at Ketjen Corporation, a provider of advanced catalyst solutions to leading producers in the petrochemical, refining, and specialty chemicals industries. Together, we can create a legacy marked by innovation, excitement, and energy. This position can be based at our Clear Lake Corporate Headquarters in Houston, TX or at our office in Budapest, Hungary. About Ketjen Ketjen Corporation is a provider of advanced catalyst solutions to leading producers in the petrochemical, refining, and specialty chemicals industries. Our company is driven by a strong set of core values: curiosity, care, collaboration, humility, accountability, and integrity. These values guide our decisions, shape our culture, and define how we work together to deliver exceptional value to our customers and communities. About the Role Ketjen is seeking a dynamic and experienced HR Operations and Payroll Director to join our Human Resources leadership team. Reporting directly to the Chief Human Resources Officer (CHRO), this critical role will lead the delivery of HR services on a global basis across a diverse employee population. The HR Operations Director will be responsible for the effective execution of payroll, HR policies, onboarding, offboarding, employee inquiries, manager support, and other core HR operational processes. This role will partner closely with HR and business leaders to ensure seamless employee experience and operational excellence. KEY RESPONSIBILITIES Global HR Operations Leadership Oversee day-to-day HR operations across all regions, ensuring consistency and compliance with local labor laws. Develop and implement global HR policies, procedures, and standards. Lead HR process optimization initiatives to improve efficiency, scalability, and service quality. Structure and implement innovative HR solutions and technologies to support evolving business needs and enhance employee experience. Implement and manage tiered service delivery models to efficiently triage HR support requests, integrating self-service and automated solutions for common inquiries. Payroll Management Manage global payroll operations, ensuring accurate and timely processing across multiple countries. Drive payroll transformation initiatives to enhance scalability, efficiency, and compliance. Partner with finance, tax, and external vendors to ensure compliance with tax and regulatory requirements. Monitor payroll systems and reporting for accuracy, audit readiness, and continuous improvement. HR Systems, Metrics & Data Analytics Maintain and enhance HRIS platforms, ensuring data integrity and robust data governance. Develop and manage dashboards and reports that provide actionable insights into workforce trends, payroll accuracy, and operational efficiency. Utilize advanced analytics, predictive modeling, and data visualization to inform workforce decisions and identify opportunities for process improvement. Present key HR metrics to senior leadership to support strategic decision-making. Compliance & Risk Management Ensure adherence to international labor laws, data privacy regulations (e.g., GDPR), and internal policies. Support internal and external audits related to HR and payroll. Establish strong payroll quality controls and audit methodology. Onboarding & Offboarding Support Partner with regional HR Business Partners to ensure smooth onboarding and offboarding experiences for employees globally. Standardize and continuously improve processes for new hire setup, orientation, and exit procedures. Ensure compliance with documentation, systems access, and payroll transitions during employee lifecycle changes. Team Leadership & Collaboration Lead and mentor the global HR operations team, fostering a culture of continuous learning and innovation. Collaborate with Talent and Culture, Total Rewards, HR Business Partners, IT, Legal, and external partners to deliver seamless HR services. Act as a key liaison between HR, IT, Legal, and external partners. Continuous Improvement & Technology Enablement Maximize the effectiveness of technologies and processes to drive continuous improvement and automation. Implement robotic process automation (RPA) and artificial intelligence (AI) tools to optimize HR workflows and improve data integrity. Continuously evaluate and upgrade HR systems to ensure they meet the evolving needs of the organization and comply with regulatory changes. QUALIFICATIONS Required Qualifications Minimum 7 years of progressive experience in HR operations or shared services. Minimum of 3 years of experience in a managerial role. Bachelor's degree in human resources or related field, or 11 years of progressive HR operations or shared services experience in lieu of a degree. Strong knowledge of HR operations, payroll, HRIS systems, and compliance requirements. Demonstrated experience in process improvement, project management, and HR service delivery. Excellent analytical, problem-solving, and organizational skills. Exceptional communication and interpersonal abilities, with experience supporting and influencing stakeholders at all levels. Proven ability to lead and develop diverse, geographically dispersed teams. Strong alignment with Ketjen's core values: curiosity, care, collaboration, humility, accountability, and integrity. Preferred Qualifications Experience working in chemicals manufacturing or a similar sector. Experience with global HR operations and multi-country payroll. Professional certification such as SHRM-CP, SHRM-SCP, PHR/SPHR, or Payroll Certification Designation. Experience with HR technology implementations, process automation, and AI-driven solutions. Experience with Workday, ADP GlobalView, SAP, ServiceNow, Freshworks, or similar platforms. Strong acumen for financial controls and compliance with laws and policies. Experience in developing and implementing HR analytics strategies that drive business results. Benefits of Joining Ketjen Competitive compensation Comprehensive benefits package A diverse array of resources to support you professionally and personally. Apply today and help Ketjen unleash the POTENTIAL of advanced chemistry for industries that power the world.

JobID: 210676756 JobSchedule: Full time JobShift: Day Base Pay/Salary: Chicago,IL $104,500.00-$166,000.00 Join our dynamic Human Resources Team as an Human Resources Business Advisor (HRBA) where you will play a crucial role in executing strategic HR priorities and supporting clients across the Commercial Banking front office clients. As the primary relationship manager to the client, this position offers an exciting opportunity to work within a Center of Excellence/Shared Service construct, providing support to senior HR Business Advisors and business leaders on core HR activities. As a Human Resources Business Advisor in the Commercial Banking front office, you will help deliver the end-to-end Talent Strategy by starting with business problems, curating the right solutions from product offerings, directly informing segmented product strategy and developing a uniform approach to talent processes. Job Responsibilities: * Implement people agenda initiatives for a business area and provide day-to-day advice on human capital matters. * Advise business leadership on structuring and organizational changes within Line of Business (LOB) areas. * Support the year-end compensation process and assist managers with compensation decisions. * Partner with leaders on performance and talent management cycles, including succession planning and promotions. * Facilitate feedback processes and employee input initiatives, such as action plans based on Employee Opinion Surveys. * Support development and coaching for managers and emerging leaders. * Provide front-line support for HR risk and controls initiatives, ensuring appropriate controls for critical processes. * Utilize workforce data to understand trends and drive talent outcomes. * Lead or participate in HR projects aligned with key HR priorities. * Leverage HR products and services to enhance business outcomes and co-create Segment Solutions. Required Qualifications, Capabilities, and Skills: * Proven ability to interact with business leaders at all levels and influence employee-related decision-making. * Project management abilities, including execution skills and end-to-end process improvement. * Ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions, and address root causes. * Strong relationship management skills and ability to navigate across the function and the firm. * Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues. * Demonstrated ability to thrive in a fast-paced, collaborative, team-based culture and leverage a matrixed organization to problem-solve, design, and execute people priorities. * Ability to drive, implement and influence change across multiple stakeholders and within the HR Advisory team. * Comfortable partnering with employee relations and HR legal on complex and often time-sensitive employee matters. * Proficient and comfortable using technology, including the MS Office Suite. Preferred Qualifications, Capabilities, and Skills: * Human Resources experience preferred. * Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models (LLMs), and actively shares with fellow colleagues.

The HR Generalist supports the organization's hiring and onboarding processes by coordinating recruitment activities, screening candidates, and ensuring an exceptional new hire experience. This position works closely with hiring managers and the HR team in building a strong employer brand for our city to ensure we attract, hire, and retain the most qualified employees. Additional responsibilities include maintaining HR documentation, supporting employee inquiries, and assisting with general HR operations. Essential Job Functions Coordinate recruitment activities, including posting job ads, scheduling interviews, and communicating with candidates. Assist hiring managers with interview logistics and ensure all documentation is completed. Coordinate and facilitate new hire and benefits orientation sessions. Prepare new hire paperwork, welcome materials, and system access requests. Collaborate with department managers to identify and draft detailed and accurate job descriptions and hiring criteria. May assist with the interview process, attending and conducting interviews with managers and directors. Maintain candidate records in the ATS and track the progress of openings. Responds to benefits inquiries from managers and employees on plan provisions: benefits enrollment, status changes, and other general inquires. Ensures compliance with federal, state, and local employment laws and regulations, and company policies. Attends and participates in job fairs, campus events, and other networking opportunities. Assists with open enrollment. Coordinate with Public Information Officer to post vacancies on social media. Perform pre-employment background checks and drug screens and assist with random drug testing. Maintain employee files and HRIS data with accuracy and confidentiality. Coordinate with IT, payroll, and department managers to ensure a smooth onboarding experience. Process PO requisitions and personnel action forms. Complete and file all required monthly regulatory reports and process initial unemployment insurance responses. Responds to natural disaster emergencies as part of EOC Call Center; may require working beyond normal business hours and/or on weekends. Provide personnel policy and procedure guidance to employees. Maintain regular and prompt attendance, physically present to work. Performs other similar or related duties as assigned. Minimum Qualifications & Requirements High School diploma or GED equivalent. Associate degree in Human Resources or related field preferred. At least 2 years of Human Resources experience and/or administrative office experience. Experience with HRIS and applicant tracking systems preferred. Proficiency with Microsoft Office such as: Microsoft Excel, Outlook, Publisher, and PowerPoint) Strong communication, organizational, and multitasking skills and be able to maintain confidentiality. Valid Class "C" Texas Driver License and be insurable. Applicant must pass pre-employment criminal background check and drug screen at City's expense. Must successfully complete HIPAA training and Emergency Management and Incident Command Training. Bilingual English/Spanish preferred. Knowledge, Skills & Abilities General knowledge of HR laws, practices, and policies. Knowledge of applicant tracking and recruitment software. Good written, verbal, and interpersonal communication skills. Excellent organizational skills and attention to detail. Ability to function well in a high-paced and at times stressful environment. Working Conditions/Physical Demands Prolonged periods of sitting at a desk and working on a computer. Occasional walking, standing, and stooping. Occasional lifting, moving, or positioning objects up to 15lbs. Works in a well-lighted office setting with heating and cooling air conditioning. Any applicant selected for employment with the City of Weslaco must receive satisfactory results from pre-employment drug testing, references, background checks, and credential verification. Job Posted by ApplicantPro

Job Description Job Announcement: Part-Time School Resource Officers working within the San Angelo Independent School District (SAISD) The San Angelo Police Department is seeking qualified candidates for the position of Part-Time School Resource Officer (SRO) to support the safety and security of our schools in the San Angelo Independent School District. Position Details: Job Type: Part-Time Hourly Pay Rate: Starting at $32/hour Maximum Hours: Not to exceed 999 hours per calendar year Promotions/Pay Steps: Not eligible Benefits: No benefits provided except Workers' Compensation coverage for on-the-job injuries Assignment and Supervision: Part-time officers working as School Resource Officers will be assigned by the Chief of Police or his designee and are subject to the supervision of the chain of command. Officers must comply with all policies and procedures of the San Angelo Police Department. Training Requirements: Have or be willing to take TCOLE Course #4064 SBLE (School Based Law Enforcement) at own expense. Once hired, subsequent annual TCOLE training requirements will be provided by the San Angelo Police Department. Minimum Qualifications: Must be a TCOLE-certified Texas Peace Officer Experience Requirements (must meet one of the following): Minimum of 5 years of law enforcement experience in Texas, OR Minimum of 2 years of experience with the San Angelo Police Department Additional Requirements: Depending on the length of separation from law enforcement service, applicants may be subject to the San Angelo Police Department hiring procedures, which can include: Background investigation Polygraph examination Oral interview board Pre-employment medical examination Essential functions testing Psychological examination Reactivation of TCOLE license (if necessary) Duties: Provide a visible and reassuring law enforcement presence on school campuses Respond to and investigate incidents occurring on school property Assist in emergency preparedness planning and conduct safety drills Collaborate with school administrators to enforce school policies and maintain order Serve as a resource and mentor to students, helping promote good citizenship and positive interactions with law enforcement Monitor school grounds, including hallways, parking lots, and perimeters, to ensure safety Deter criminal behavior and resolve conflicts using de-escalation techniques Support and coordinate with other first responders during emergency situations Assist with special events, school traffic, and crowd control when needed Maintain accurate documentation and reports in compliance with department standards