Director of human resources jobs in Flint, MI

C2C Lenders is a fast-growing mortgage company built on teamwork, honesty, and helping people succeed. We're looking for a personable, motivated Human Resources Recruiting Manager who enjoys building relationships, attracting great talent, and strengthening our brand both in-person and online. Role Overview In this role, you'll lead all recruiting efforts for the company-especially for experienced Mortgage Loan Officers and key operations staff. You'll manage the full hiring process, oversee social media recruiting initiatives, and help create a smooth, welcoming onboarding experience. This position is ideal for someone who loves connecting with people and wants to make a meaningful impact on a growing team. Responsibilities Handle full-cycle recruiting for all roles, with a focus on mortgage industry positions Build talent pipelines through sourcing, networking, and proactive outreach Manage job postings, interviews, and offers Create and manage social media content for recruiting and employer branding Support onboarding and help maintain a positive, people-first culture Track recruiting metrics and ensure HR compliance What We're Looking For 1+ years of recruiting or HR experience (mortgage experience preferred) Personable, approachable, and strong at building relationships Organized and comfortable in a fast-paced environment Strong communication, sourcing, and social media skills Why You'll Love It Here Supportive leadership and a team-oriented culture Real opportunities to grow with the company A role where your ideas and people skills make a real difference Apply here or email ******************* with your resume

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * Supervises the HR Manager, fostering a high-performing, collaborative, and service-oriented team. Provides coaching, mentorship, and professional development opportunities to build team capabilities. Partners with Chief Workforce Development Officer (CWDO) in advancing strategic workforce initiatives and HR departmental goals. * Partners with CWDO to implement HR and workforce strategies aligned with organizational goals. Prepares and delivers reports, metrics, and insights to inform executive decision-making. Champions a culture of continuous improvement and accountability within the HR function and across the organization. * Works closely with the CWDO to develop engaging recruiting techniques and appropriately communicate Staffing Committee approvals to HR Manager. Mentors and develops Recruiting team in the innovative sourcing strategies to attract passive candidates in a competitive labor market. Forecasts staffing needs and identifies talent gaps to support long-term workforce planning. * Leads the creation, revision, and implementation of personnel policies in alignment with legal requirements and organizational values. Communicates policy changes to staff and ensures appropriate training for management and team members. Analyzes and interprets federal, state, and local employment laws, advising managers accordingly. * Serves as a resource to managers and staff for employee grievances, conflict resolution, performance issues, and disciplinary recommendations. Ensures fair and consistent application of HR policies and supports initiatives that foster respect, engagement, and employee recognition. * Directs HR-related training in compliance, onboarding, performance management, and leadership development. Partners with CWDO to support broader learning initiatives such as cultural humility, team dynamics, and strategic organizational development. * Evaluates benefit programs for cost-effectiveness and employee satisfaction in collaboration with finance. Supports compensation strategy by ensuring pay practices are fair, transparent, and aligned with organizational values. * Analyzes incident reports, workers' compensation claims, and unemployment claims. Collaborate with employees, insurance providers, and internal GLBHC Safety staff to ensure appropriate procedures for job-related injuries. Develop systems to monitor and respond to employment-related risk areas, including appeals. * Leads the recalibration activity throughout GLBHC on an annual basis. This includes proactively scheduling meetings with Management to review s and their differences across the organization. * Regularly attend GLBHC standing committee meetings, including, but not limited to Strategic Leadership, Center Manager, Clinical Leadership, Risk Management, and Safety. May occasionally attend the Board of Directors meeting quarterly to provide updates on HR trends. Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for the job. Duties, responsibilities, and activities may change at any time with or without notice. MARGINAL JOB DUTIES * Provides oversight for any proposed research projects by GLBHC employees. * Sponsors and participate in organizational and community events and commemorative programs that promote a respectful, welcoming environment for employees and patients. * Performs other duties as assigned. JOB SPECIFICATIONS * Education: Bachelor's Degree in Business Administration, Human Resource Management, or a related field required. In lieu of degree, at least ten (10) years of relevant experience will be considered. Master's Degree in Business Administration, Human Resource Management, or a related field preferred. * Licensure: SHRM-CP/SHRM-SCP or HRCI Certification preferred. * Experience: Five (5) years of experience as a Human Resources leadership. Previous people-management experience is required. Ten (10) years of experience as a Human Resources Director, with five (5) years of people-management experience is preferred. * Skills: Superb written, verbal, and interpersonal skills; ability to effectively present to large groups of people; effective time management skills; flexible and adaptive in accepting and prioritizing assignments; organized and inspiring team leader is required. Advanced knowledge and experience with Microsoft Word, Excel, PowerPoint, Outlook, Ulti-Pro/UKG, and experience in Benefits Administration software is preferred. * Interpersonal Skills: Creative, self-starter attitude; ability to communicate effectively with various populations; organized and self-directed; team management skills. * Physical Effort: Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently. * Hours of Work: Full-time, flexible, and varied; evening and weekend hours are anticipated. * Travel: Travel is required within the service area with reimbursement provided at the existing rate of the corporation. Out-of-service area travel may be required to attend conferences and training. Reimbursement for expenses provided according to GLBHC policy. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Supervises the HR Manager, fostering a high-performing, collaborative, and service-oriented team. Provides coaching, mentorship, and professional development opportunities to build team capabilities. Partners with Chief Workforce Development Officer (CWDO) in advancing strategic workforce initiatives and HR departmental goals. Partners with CWDO to implement HR and workforce strategies aligned with organizational goals. Prepares and delivers reports, metrics, and insights to inform executive decision-making. Champions a culture of continuous improvement and accountability within the HR function and across the organization. Works closely with the CWDO to develop engaging recruiting techniques and appropriately communicate Staffing Committee approvals to HR Manager. Mentors and develops Recruiting team in the innovative sourcing strategies to attract passive candidates in a competitive labor market. Forecasts staffing needs and identifies talent gaps to support long-term workforce planning. Leads the creation, revision, and implementation of personnel policies in alignment with legal requirements and organizational values. Communicates policy changes to staff and ensures appropriate training for management and team members. Analyzes and interprets federal, state, and local employment laws, advising managers accordingly. Serves as a resource to managers and staff for employee grievances, conflict resolution, performance issues, and disciplinary recommendations. Ensures fair and consistent application of HR policies and supports initiatives that foster respect, engagement, and employee recognition. Directs HR-related training in compliance, onboarding, performance management, and leadership development. Partners with CWDO to support broader learning initiatives such as cultural humility, team dynamics, and strategic organizational development. Evaluates benefit programs for cost-effectiveness and employee satisfaction in collaboration with finance. Supports compensation strategy by ensuring pay practices are fair, transparent, and aligned with organizational values. Analyzes incident reports, workers' compensation claims, and unemployment claims. Collaborate with employees, insurance providers, and internal GLBHC Safety staff to ensure appropriate procedures for job-related injuries. Develop systems to monitor and respond to employment-related risk areas, including appeals. Leads the recalibration activity throughout GLBHC on an annual basis. This includes proactively scheduling meetings with Management to review s and their differences across the organization. Regularly attend GLBHC standing committee meetings, including, but not limited to Strategic Leadership, Center Manager, Clinical Leadership, Risk Management, and Safety. May occasionally attend the Board of Directors meeting quarterly to provide updates on HR trends. Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for the job. Duties, responsibilities, and activities may change at any time with or without notice. MARGINAL JOB DUTIES Provides oversight for any proposed research projects by GLBHC employees. Sponsors and participate in organizational and community events and commemorative programs that promote a respectful, welcoming environment for employees and patients. Performs other duties as assigned. JOB SPECIFICATIONS Education: Bachelor's Degree in Business Administration, Human Resource Management, or a related field required. In lieu of degree, at least ten (10) years of relevant experience will be considered. Master's Degree in Business Administration, Human Resource Management, or a related field preferred. Licensure: SHRM-CP/SHRM-SCP or HRCI Certification preferred. Experience: Five (5) years of experience as a Human Resources leadership. Previous people-management experience is required. Ten (10) years of experience as a Human Resources Director, with five (5) years of people-management experience is preferred. Skills: Superb written, verbal, and interpersonal skills; ability to effectively present to large groups of people; effective time management skills; flexible and adaptive in accepting and prioritizing assignments; organized and inspiring team leader is required. Advanced knowledge and experience with Microsoft Word, Excel, PowerPoint, Outlook, Ulti-Pro/UKG, and experience in Benefits Administration software is preferred. Interpersonal Skills: Creative, self-starter attitude; ability to communicate effectively with various populations; organized and self-directed; team management skills. Physical Effort: Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently. Hours of Work: Full-time, flexible, and varied; evening and weekend hours are anticipated. Travel: Travel is required within the service area with reimbursement provided at the existing rate of the corporation. Out-of-service area travel may be required to attend conferences and training. Reimbursement for expenses provided according to GLBHC policy. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.

Job DescriptionSalary: Our Human Resources (HR) Director is responsible for planning, leading, and coordinating an organization's human capital strategies and all HR department operations. This role ensures alignment of HR initiatives with overall business objectives and legal compliance. This role requires full support for our team members. S/He processes new hires, coordinates new hire orientations, maintains personnel files, and handles transfers. This position also arranges rate changes, payroll, and terminations. Our human resources administrator is required to maintain utmost confidentiality and professionalism in all aspects of his/her work. DUTIES & RESPONSIBILITIES Strategy & Leadership:Develop and implement HR strategies, policies, and programs that support business goals and foster a positive workplace culture. Lead and mentor the HR team, overseeing daily workflows. Talent Management:Oversee the entire talent acquisition process, including recruitment, selection, onboarding, and retention of top talent. Implement performance management systems and succession planning efforts. Compensation & Benefits:Manage the development and administration of competitive compensation, benefits, and leave programs, including health insurance, retirement plans, and payroll. Employee Relations & Compliance:Serve as a primary resource for management and employees on HR-related matters, including conflict resolution, disciplinary actions, and investigations. Ensure full compliance with federal, state, and local employment laws and regulations. For all states where we do business Budget & Analytics:Develop and manage the departmental budget and utilize HR metrics and data analytics to inform strategic decisions and identify areas for improvement. QUALIFICATIONS Experience: Typically requires a minimum of 7-10 years of progressive HR experience, with several years in a management role. Education: A Bachelor's degree in Human Resources, Business Administration, or a related field is required, while a Master's degree is often preferred. Relevant professional certifications (e.g., SHRM-SCP or SPHR) are highly valued. Knowledge: General knowledge of personnel laws and regulations in the employer jurisdiction is required. Key Skills Excellent leadership, communication, and interpersonal skills. Strong knowledge of labor laws, HR best practices, and HRIS systems. Strategic thinking, problem-solving, and analytical abilities. High ethical standards and the ability to handle confidential information discreetly.

Job Responsibilities As the Director, Human Resources at Biovire, you will oversee and implement key human resources strategies, ensuring compliance and alignment with our organizational goals. This position will collaborate with Biovire Management to design and deliver client based solutions that enable the organization to achieve its business objectives. Your core responsibilities include: * Establish credibility throughout the organization in order to be an effective leader on people and business related needs. * Strategic business partner to the leadership teams to ensure that the Human Resource strategy, goals and priorities are driven by and aligned with business needs. Consult, advise, coach, and partner with leadership on people and organizational needs of the organization, effectively living the HR collaboration model. Act as key HR point of contact, sparring partner and sounding board. Contribute to the overall business strategy. * Drive the People Agenda by applying broad HR skills in the areas of organization design and development, change management, workforce planning, coaching/consultation, program/project management, facilitation and communication. Identify and define solutions that address the needs of the business whilst taking into account broader implications. Plan and implement these people/ organization solutions aligned to the business. * Ensure alignment with initiatives as well as business strategy/goals across area of responsibility. Successfully align and execute HR processes and decisions and ensure meaningful communications. * Lead and drive talent management and succession planning both internally and virtually. Act as a talent scout for internal talent and help develop the next generation of leaders through talent management and career development. Contribute to assessment/selection for senior leaders and other critical positions. Identify talent issues before they affect the business. * Ensure excellent alignment and execution of established human resources policies, processes. Act as trusted advisor to managers and employees. * Monitor and ensure adherence to labor laws, industry regulations, and internal company policies, making timely updates to HR procedures and employee handbooks. * Oversee a robust performance review process, setting clear benchmarks and guiding managers to foster productivity and accountability. Analyze workforce data to identify trends, address gaps, and recommend improvements that align with business objectives. Required Skills, Experience, and Qualifications * 15+ years broad and progressive HR management or consulting experience in or with organizations recognized for best practices in HR. * Comprehensive knowledge of labor laws and HR best practices. * HRBP expertise to include demonstrated ability to develop business aligned strategies and tactical execution of staffing, compensation and benefits, organizational effectiveness, performance management and change management initiatives in rapid growth environments. * Experience in either the biotechnology or pharmaceutical industries or with manufacturing organizations is preferred. * Substantial successful experience consulting with senior- level executives. * Demonstrated ability to build and lead a high performing team. * Strong interpersonal, influencing and communication skills (written and verbal) to effectively address all organizational levels. * Demonstrated ability to work on a senior leadership team that develops the vision, strategy and annual goals for an organization and sets the standard for collaboration and teamwork. * Experience working in a matrix, multi-cultural organization * Experience managing through major transitional or other change management processes * Bachelors degree in Human Resources or related field equivalent required. MBA preferred. Compensation Base salary: $130,000-$180,00 annually, based on experience and qualifications. Benefits At Biovire, we prioritize the well-being and success of our employees by offering a comprehensive benefits package designed to support you both professionally and personally. Our benefits include: * Comprehensive medical, dental, and vision insurance plans tailored to fit your needs, along with mental health support and wellness programs. * Life insurance, and disability coverage to ensure your future is secure. * Generous paid time off, flexible scheduling options, and parental leave policies to help you thrive at work and at home. Employment at Bryllan (Biovire) is contingent upon a successful Background check.

Job Description Job Responsibilities As the Director, Human Resources at Biovire, you will oversee and implement key human resources strategies, ensuring compliance and alignment with our organizational goals. This position will collaborate with Biovire Management to design and deliver client based solutions that enable the organization to achieve its business objectives. Your core responsibilities include: Establish credibility throughout the organization in order to be an effective leader on people and business related needs. Strategic business partner to the leadership teams to ensure that the Human Resource strategy, goals and priorities are driven by and aligned with business needs. Consult, advise, coach, and partner with leadership on people and organizational needs of the organization, effectively living the HR collaboration model. Act as key HR point of contact, sparring partner and sounding board. Contribute to the overall business strategy. Drive the People Agenda by applying broad HR skills in the areas of organization design and development, change management, workforce planning, coaching/consultation, program/project management, facilitation and communication. Identify and define solutions that address the needs of the business whilst taking into account broader implications. Plan and implement these people/ organization solutions aligned to the business. Ensure alignment with initiatives as well as business strategy/goals across area of responsibility. Successfully align and execute HR processes and decisions and ensure meaningful communications. Lead and drive talent management and succession planning both internally and virtually. Act as a talent scout for internal talent and help develop the next generation of leaders through talent management and career development. Contribute to assessment/selection for senior leaders and other critical positions. Identify talent issues before they affect the business. Ensure excellent alignment and execution of established human resources policies, processes. Act as trusted advisor to managers and employees. Monitor and ensure adherence to labor laws, industry regulations, and internal company policies, making timely updates to HR procedures and employee handbooks. Oversee a robust performance review process, setting clear benchmarks and guiding managers to foster productivity and accountability. Analyze workforce data to identify trends, address gaps, and recommend improvements that align with business objectives. Required Skills, Experience, and Qualifications 15+ years broad and progressive HR management or consulting experience in or with organizations recognized for best practices in HR. Comprehensive knowledge of labor laws and HR best practices. HRBP expertise to include demonstrated ability to develop business aligned strategies and tactical execution of staffing, compensation and benefits, organizational effectiveness, performance management and change management initiatives in rapid growth environments. Experience in either the biotechnology or pharmaceutical industries or with manufacturing organizations is preferred. Substantial successful experience consulting with senior- level executives. Demonstrated ability to build and lead a high performing team. Strong interpersonal, influencing and communication skills (written and verbal) to effectively address all organizational levels. Demonstrated ability to work on a senior leadership team that develops the vision, strategy and annual goals for an organization and sets the standard for collaboration and teamwork. Experience working in a matrix, multi-cultural organization Experience managing through major transitional or other change management processes Bachelors degree in Human Resources or related field equivalent required. MBA preferred. Compensation Base salary: $130,000-$180,00 annually, based on experience and qualifications. Benefits At Biovire, we prioritize the well-being and success of our employees by offering a comprehensive benefits package designed to support you both professionally and personally. Our benefits include: Comprehensive medical, dental, and vision insurance plans tailored to fit your needs, along with mental health support and wellness programs. Life insurance, and disability coverage to ensure your future is secure. Generous paid time off, flexible scheduling options, and parental leave policies to help you thrive at work and at home. Employment at Bryllan (Biovire) is contingent upon a successful Background check.

General Job Objectives: To assist, drive and execute recruitment strategy; legal and regulatory compliance in employment; benefits; employee training and development. Ensure compliance with equal employment opportunity laws, including anti-discrimination and anti-harassment practices. Administer compensation, benefits, occupational safety and health, and performance management policies and procedures. Identify staff vacancies and assist with recruiting, interview, and selection of candidates. Coordinate and maintain new hire paperwork and employment agreements. Periodically review employee handbooks and other policies/procedures to ensure consistent company practices. Provide current and prospective employees with information about company policies and procedures, job duties, working conditions, compensation, employee benefits, and promotions. Performing workplace investigations and handling the company's corrective action of employees. Maintain employee records and personnel files. Coordinate and administer employee compensation systems and leaves of absence, including FMLA, ADA, and workers' compensation leaves. Act as a liaison between employees and managers in the company. Coordinate and administer employee resignations and terminations, including exit interviews and benefit matters such as COBRA and unemployment compensation. Interface with legal counsel and assist with ensuring employment policies and procedures are federal, state, and local compliant. Interface with third party administrators in connection with 401k and employee plan benefits. Meet with employee to administer performance evaluations and also respond to employee complaints/issues and other employment disputes. Draft and circulate company-wide a monthly company newsletter. Perform other duties as may be assigned from time-to-time by the CEO, and otherwise manage all aspects of the company's human resources needs. Desired Experience: Bachelor's Degree in Human Resource Management or equivalent. Minimum five years HR Management experience SHRM certification preferred. Skills/Abilities: Proficient computer skills (i.e., Microsoft Office Excel, Google, Gmail, etc.) We are looking for a detail oriented, high energy, self-motivated, organized, deadline driven and a team builder. Compensation Package: Competitive hourly wage with annual bonus, tuition reimbursement, phantom stock, paid vacation, paid holidays, 401(K) match, medical, dental, vision and life. We are an equal employment opportunity employer and comply with all applicable equal employment opportunity laws. We treat all applicants and employees equally without regard to any protected status, such as race, color, religion, sex, genetic history, national origin, or status as a protected veteran.

This position reports to the Chief Operating Officer and is responsible for directing Human Resource functions and activities across a multi-agency organization. Responsible for insuring that the organization has the right talent and effective mechanisms in place to retain quality staff. Creates a high quality, effective and efficient HR function within the organization.

Executive Director of Human Resources JobID: 12257 Central Office Administration/Executive Director District: School District of the City of Pontiac Additional Information: Show/Hide Description: The Executive Director of Human Resources is responsible for overseeing and directing all HR functions, including recruitment, hiring, staffing, training, professional development, employee relations, compensation, benefits, compliance, and labor relations. This role is crucial in supporting the district's mission by ensuring a highly qualified, diverse, and effective workforce that meets student needs and aligns with the district's educational goals. Beyond traditional HR duties, this position offers the opportunity to drive innovation in education. We are seeking a visionary leader who is committed to enhancing HR practices at all levels, fostering team engagement, and attracting exceptional talent to the district.

Are you a hands-on Supply Chain Leader who loves solving problems, guiding teams, and making a real impact with customers? We're on the lookout for an energetic and experienced Head of SCM to lead our amazing SCM Leadership team, representing a critical role in the organizational structure. At Envalior, the future of high-performance materials isn't just being shaped; it's being pioneered. A belief in fostering an environment where every voice is heard and ideas are valued is integral to our culture. Empowerment is the driving force behind our pioneering spirit, allowing our teams to take initiative, explore new solutions, and revel in the thrill of constant innovation. Join us and be part of a team committed to making a positive impact-where safety, sustainability, collaboration, and empowerment intersect to drive innovation. IMAGINE THE FUTURE WITH ENVALIOR Own the regional SCM value chain and act as the primary interface with global and regional functions, including Commercial, Manufacturing, Finance, R&D, and Procurement. This is a fast-paced role covering a wide variety of technical topics across different materials, applications, and industries. Your team will be supporting every stage of customer projects-from early concept to full-scale production. Main Responsibilities: Contribute as a member of the SCM Leadership Team to the development and implementation of supply chain strategy, planning, and operations to achieve organizational objectives. Own the regional SCM value chain and act as the primary interface with other functions inside and outside SCM. Ensure alignment between Commercial, Manufacturing, and Procurement teams with supply chain objectives through the monthly IBP cycle. Monitor execution of supply plans in accordance with the S&OP handshake process, balancing long-term tactical planning with short-term operational needs and taking corrective actions as required to meet targets. Optimize the end-to-end supply chain to minimize Total Cost of Ownership (TCO) and Operating Working Capital while maintaining agreed customer service levels. Ensure compliance with all SHE (Safety, Health, and Environment) requirements related to SCM processes, particularly in logistics operations. Drive standardization and harmonization of processes across sites and regions, and own productivity targets for the assigned region. Manage the department's fixed cost budget, including monitoring, controlling, and reporting expenses on a regular basis. Requirements THE IDEAL CANDIDATE: A degree in Business Administration or similar +10 years of Professional Experience Leadership experience is key for this role Great people skills and the ability to lead and inspire Strategic problem-solving Required Competencies Strategic Supply Chain Management Ability to develop and implement end-to-end supply chain strategies aligned with business objectives. Expertise in IBP (Integrated Business Planning) and S&OP processes. Cross-Functional Collaboration Strong stakeholder management skills to interface with Commercial, Manufacturing, Finance, R&D, and Procurement globally and regionally. Ability to influence and align diverse teams toward common goals. Operational Excellence & Planning Proficiency in balancing long-term tactical planning with short-term operational execution Skilled in monitoring supply plans and taking corrective actions to meet targets. Financial Acumen Understanding of Total Cost of Ownership (TCO) and Operating Working Capital (OWC) optimization. Budget management and cost control experience. Safety, Health & Environment (SHE) Ability to integrate safety practices across multiple sites and legacy businesses. Process Standardization & Continuous Improvement Ability to drive harmonization and productivity improvements across regions. Strong problem-solving and change management skills. Data-Driven Decision Making Analytical skills to interpret complex data and translate insights into actionable strategies. Familiarity with digital tools and reporting platforms (e.g., Celonis, Power BI). Leadership & Team Development Capability to lead regional teams, foster collaboration, and build future-fit skillsets. Strong communication and influencing skills. Benefits WHY ENVALIOR? Competitive Compensation: Join us at Envalior and enjoy competitive compensation packages, inclusive of a global bonus program and performance bonuses, ensuring your hard work is recognized and rewarded. Comprehensive Benefits: Your well-being matters to us. At Envalior, we provide an array of benefits supporting your financial security, health, and overall well-being. This includes retirement plans, health programs, life insurance, and comprehensive medical care. Work-Life Balance & Flexibility: Maintain a healthy balance between work and personal life with Envalior's commitment to supporting your schedule. Training & Development Opportunities: At Envalior, your growth matters. We encourage and invest in your professional and personal development. We support our employees in their growth and personal development through ongoing investment in their knowledge and skills via training, coaching, and mentoring. Diversity & Inclusion: At Envalior, our people drive our success, so it's only right that we provide a diverse and inclusive working environment and foster a culture of belonging, openness, and respect. We value diversity as a cornerstone of our success. We are committed to nurturing and empowering every individual to reach their full potential. APPLY NOW! Ready to pioneer change with Envalior? Join us in our mission to drive innovation, sustainability, and excellence. Apply today and become a part of our transformative journey towards a more sustainable future. Submit your application online by sending your CV and motivation letter in English through our If you have any questions, feel free to connect directly with our Talent Lead Anne Thomas at ************************ Envalior is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. If you need assistance or an accommodation due to a disability, you may contact us at *******************************. OUR HERITAGE With a combined heritage of over 100 years, Envalior brings together two established global materials players: DSM Engineering Materials and LANXESS High Performance Materials. Our unique combined portfolio of longstanding material-, application-, and design expertise enables our customers to develop and launch sustainable future-proof designs. Envalior is the brand new materials powerhouse that was Launched in early 2023. We aim to be a global leader in sustainable and high-performance engineering materials. We imagine the future by shaping the world of today and tomorrow. We're conscious that this is both a privilege and a responsibility - so, when we imagine the future, we're guided by our key values to help us create a better world.

The Director of Human Resources will be responsible for leading and overseeing all aspects of the HR function. They will play a pivotal role among the leadership team, providing consultation and guidance in alignment with the agency's policy and procedures. This position requires a strong blend of strategic and critical thinking, hands-on leadership, a deep understanding of HR best practices and trends, while remaining aware of the legislative actions impacting the organization. Job Duties: Strategic HR Leadership - Develop and execute HR strategies that align and support the agency's priorities and safety culture. Collaborate with the Executive leadership and additional senior leadership to provide guidance on talent management / development, workforce planning, labor and employee relations, benefits and compensation, and talent acquisition and retention. Lead HR Department - Collaborate and develop a team of 7 full time HR professionals, who provide services and support to all active employees assigned to RCOC locations throughout Oakland County including the administrative and operations centers and district garages. Maintain call center for all RCOC retirees to obtain information related to retiree health benefits. Manage an annual department budget of $2.5M and a benefits budget of $10M annually. Talent Acquisition and Retention / Workforce Planning - Oversees all recruiting activity for all full time and seasonal needs, including internship and developmental programs. Ensures practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Ensure compliance with all requirements as outlined within the Federal Motor Carrier Safety Administration Performance Management - Manage the annual performance management process for the nearly 500 active employees, including both represented and non-represented employee groups. Provide guidance and training to managers on effective performance management techniques, including goal setting, feedback, performance improvement and development planning. Labor and Employee Relations - Foster a positive work environment by establishing effective labor and employee relations practices. Administer collective bargaining agreements. Serve as a trusted advisor to employees and managers, providing guidance on HR-related issues, collective bargaining agreements, conflict resolution, and performance improvement plans. Develop and maintain trusted and collaborative working partnerships with labor and benefit counsel as well as union representatives. Compensation and Benefits - Administer RCOC compensation philosophy utilizing market-based compensation and benefits programs that attract, motivate, and retain high-performing employees. Ensure compliance with relevant laws and regulations while staying abreast of industry trends and best practices. Build and maintain collaborative working relationships with brokers, consultants and third-party administrators. HR Operations and Compliance - Develop and maintain HR practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Oversee day-to-day HR operations, including HRIS management and policy compliance with employment laws and regulations. Implement and maintain HR metrics and analytics to drive data-informed decision-making and awareness. Learning and Development - Develop and implement learning and development initiatives to enhance employee skills and capabilities that align with performance management initiatives. Identify training needs, provide coaching and mentorship, and support the continuous learning culture within the organization. Culture and Employee Engagement - Champion RCOC safety culture and values, promoting employee engagement and overall job satisfaction. Lead initiatives that foster a professional and collaborative workplace. Additional Responsibilities - Perform other tasks and duties as required to support and contribute to the overall success of the organization including but not limited to serving as a Trustee on the Retirement System Board, Title VI Coordinator, HIPPA Coordinator, member of the Compensation Committee, etc. Requires a daily schedule that supports RCOC hours of operation. Regular and predictable onsite job attendance is an essential function of this position. Must perform duties in a professional manner to promote a positive image of the Road Commission for Oakland County. Requirements: Proven leadership skills. Demonstrated ability to solve problems and formulate recommendations utilizing critical thinking. Proven success in motivating and managing a team of HR professionals utilizing delegation, follow up, feedback and rewards. Ability to handle sensitive and confidential information with the utmost discretion. Capable of managing multiple tasks and projects simultaneously with attention to detail while using strong organizational and prioritization skills. Exceptional communication skills (both written and verbal). Strong interpersonal skills to build relationships and influence stakeholders at all levels. Unwavering commitment to integrity and pride in all that is done. Position requires on-site, 5 day / week work schedule. Special Experience/Education: Bachelor's degree in human resources, management, general business or related field required. Master's degree preferred. Minimum of 9+ years of HR experience. Minimum of 5 years of Supervisory experience. Experience consulting executive leaders. Experience managing union / non union workforces; active employee and retiree needs. Proven experience and knowledge of H.R. best practices, employment laws and regulations. Experience in Government sector a plus. Must possess and maintain a valid Michigan driver's license. Disclaimer Must be legally eligible to work in the United States and possess a valid Driver's License. Attractive benefits package. Hybrid Pension, including Employer Match 401(a) Medical Insurance Employer Paid Dental Insurance Vision Insurance Employer Paid Basic Life and AD&D Insurance 14 Paid Holidays Employer Paid Telemedicine Up to 31 days of paid time off. EOE/ADA/Drug Free Workplace.

Who We Are: AGM Management, LLC is a residential apartment property management company. Our team members strive to provide high-quality, safe, and well-run affordable housing for those in need. At this time, we are seeking a Human Resources Manager to work at our home office in Troy, MI. This position is full-time, in-person (remote work is not available at this time). Requirements/Preferences: 5+ years of experience as a Human Resources Manager Proficient with technology including Microsoft Office/Outlook/ Excel and HRIS systems Detail-oriented, mission-driven, organized, yet flexible Associate's Degree required; Bachelor's or higher preferred Excellent computer skills Excellent critical thinking and problem-solving skills Skilled at setting up systems that save time and improve accuracy Excellent written and verbal communication skills Willingness to work independently and as a team Job responsibilities include: Oversee HR Recruiter to address talent acquisition/retention needs for approximately 5-10+ open positions. Help with recruitment as necessary. Advise regional managers on employee relation/conflict resolution, and handle disciplinary/performance conversations directly as necessary Allocate employment costs across 40+ property locations Accountable for the completion of onboarding efforts for all new hires Conduct stay and exit interviews & complete offboarding tasks Organize training for new employees & perform 30/60/90 employment check-ins Oversee/compute annual raises and bonuses Oversee preparation of performance evaluations and improve the current process Responsible for selecting company insurance plans and managing open enrollment Responsible for enrolling employees in 401(k) upon eligibility Roll out learning management system through Paycor, to connect our employees with continuing education and training at key milestones in their employment Serve as a key point of contact for employees and act as a "switchboard" to direct them to the resources they need Plan and facilitate annual SUMMIT event and similar activities to increase team collaboration Come up with initiatives to increase teamwork and connection with our company, and to reduce employee turnover Write quarterly newsletter Perform workers comp audit Communicate in a regular and scheduled way with employees to update them on policy and gain employee feedback Fulfill all other assigned job duties as deemed necessary and appropriate by upper-level management The potential perks of full-time employment for AGM include: Blue Cross medical Insurance (96% paid by the employer for individual employees) EyeMed Vision Insurance (100% paid by the employer for individual employees) 401(k) plan with a 3% annual employer contribution for employees that have been with AGM for 12 months and are AGM employees at the end of the year Principal Group Dental Insurance (discounted rate for all employee & dependent premium costs) 20 paid vacation days, 9 paid sick days, and 10 paid holidays off work per calendar year (pro-rated) Fitness/Healthy habits reimbursement ($30 monthly exercise incentive bonus program) Monthly team lunches paid for by the Company Annual corporate SUMMIT event with professional development & team-building activities On-site fitness center for staff use (free of charge) Annual raises guaranteed Job security/long-term growth stability On-the-job training & internal learning/professional development opportunities available

Job Description LG Energy Solution Michigan Inc. (LGESMI) develops and manufactures large lithium-ion polymer batteries and packs for electric vehicle (EV) and energy storage applications. Come join the leader in advanced EV batteries! ****************** Summary As an HR Manager, you will provide strategic direction to the HR Planning Part by communicating goals, vision, expectations and priorities. You will coach and provide guidance/direction to the managers and team members through one-on-ones, team meetings, and consistent communication. Responsibilities: Oversee NA HR strategies for all North America sites and subsidiaries for LG Energy Solution Lead strategic talent review process with Team Leaders (TL) and Part Leaders (PL) Guide and advise TL's / PL's in organizational structure decisions and changes Lead performance management (company-wide) Communicate, track, guide, and process the evaluation and promotion schedules at the all-company (corporate) level Drive policy & procedure communications across the business to align the desired culture and company values Analyze turnover at the corporate level Identify and communicate trends Determine corrective actions Guide and advise group or function transfers across teams that involve a change in leadership Lead RRP annual strategic planning and goal setting process (RRP level - including annual team building and engagement planning / new hire onboarding and mentor program planning/recruiting and marketing planning) Establish, track and analyze RRP KPI's Negotiate Master Service Agreements for outsourced services Collaborate with Korea HQ to manage employee relations issues for all LGES production sites including Joint Ventures business sites. Understand and suggest solutions on Collective Bargaining, assisting in resolving labor disputes. Conduct thorough and timely Layered Process Audits in appropriate work areas Maintain cleanliness at the worksite in accordance with 5S3R Standards: Sort, Set in order, Shine, Standardize, Sustain Right Location, Right Quantity, Right Container Perform other duties as assigned Qualifications: Bachelor's degree required, MBA or MS preferred, or equivalent, relevant experience Must be bilingual in Korean and English, with professional proficiency or above 10 to 15+ years of experience in HR Management in a manufacturing company 7 to 10+ years of experience leading a diverse team, utilizing proven leadership methods Cultivate and drive a performance-centered work culture at all levels of the business Able to travel without legal restriction domestically and internationally on short notice at times to prepare and respond to any labor issues. Preferred Requirement: Experience in the automotive industry or OEM HR Management experience from a Tier 1 automotive manufacturing company is a plus Previous experience working in an Asian HQ global company Korean/ English bilingual required Benefits Overview 100% employer-paid Medical, Dental, and Vision premiums for you and your family 100% employer-paid disability and life insurance Employer-supported childcare/babysitting programs Generous Paid Time Off / Holidays Opportunity to grow in a diverse work environment with a global company 401k Retirement savings and planning with a generous company match LGESMI is an Equal Opportunity employer that values the diversity of its workforce. EEO

Founded by Detroit philanthropists George and Ellen Booth in 1904, Cranbrook Educational Community is one of the world's leading centers of education, science, and art. Comprised of a graduate Academy of Art, contemporary Art Museum, Center for Collections and Research, House and Gardens, Institute of Science, and more than 1,600 students attending our Pre-K through 12 independent college preparatory Schools, Cranbrook welcomes thousands of visitors and students to its campus each year. Critics have called Cranbrook “the most enchanted and enchanting setting in America” and in 1989 it was designated a National Historic Landmark. The campus is located in Bloomfield Hills, Michigan, about 20 miles north of downtown Detroit. For more, please visit our website: ****************** The Chief Human Resources Officer will serve as a strategic partner to the senior leadership team, leading the development and implementation of dynamic HR initiatives that support the mission and objectives of Cranbrook. Reporting to the Chief Operating Officer, this role demands a visionary leader who can champion a positive organizational culture, foster staff development, and drive excellence in HR. Cranbrook has engaged DSG Global for this search. For consideration, please go to: Chief Human Resources Officer - DSG Global

Job DescriptionAPEX Placement & Consulting is partnering with a forward-thinking defense manufacturer in the Canton, MI area to recruit a Human Resources Manager for their leadership team. This role is ideal for a seasoned HR professional who thrives in a dynamic manufacturing environment and is dedicated to building strong teams, ensuring compliance, and promoting a positive, people-focused culture. What's in it for you Direct-hire opportunity with a stable, growing manufacturer in the defense industry Competitive compensation package with bonus potential Excellent benefits: Medical, Dental, Vision, 401(k) with company match, PTO, and paid holidays Opportunity to make a direct impact on company culture and workforce development Travel between local and regional sites What your day will look like Lead and oversee all core HR functions, including recruitment, employee relations, performance management, and regulatory compliance Serve as the primary HR partner for ITAR-regulated operations, ensuring all policies, processes, and documentation meet federal requirements Ensure accurate, timely processing of payroll, benefits, and reporting within the Paycom HRIS Coach, develop, and mentor a team of three HR professionals, fostering growth and high performance Administer employee benefits programs, including open enrollment, 401(k) plan management, and coordination with external vendors Collaborate with leadership to strengthen employee engagement, deliver training initiatives, and support retention strategies Travel to support additional sites through training, audits, and employee relations activities What we're looking for Bachelor's degree in Human Resources, Business Administration, or a related discipline 7+ years of progressive HR experience, preferably within manufacturing or defense-regulated environments Solid knowledge of ITAR requirements and employment law Proficient, hands-on experience with the Paycom HRIS platform Proven experience administering employee benefits, including 401(k) programs Demonstrated leadership capabilities with a track record of managing and developing HR team members At Apex, we actively encourage applications from underrepresented groups. Your unique experiences and perspectives are valuable to us, and we're excited to see how you might contribute to our team. While we have outlined a set of qualifications for this role, we recognize that experience and skills can come from a variety of backgrounds. If you meet most of these qualifications and are eager to learn and grow with us, we invite you to apply.

HR Business Partner - Healthcare Common Sail Investment Group The HR Business Partner (HRBP) is responsible for aligning HR strategies and initiatives with our Home Health and Hospice business objectives, ensuring effective execution of HR processes, and driving organizational success. This role involves employee relations oversight, performance management, consultation, development and facilitation of HR-related training, project management of HR initiatives, and providing general employee lifecycle support. The HRBP acts as a trusted advisor, driving HR solutions that foster employee engagement, retention, and overall business growth. Education, Knowledge, and Skills: * Education: Bachelors degree in Human Resources, Business Administration, or related field. * Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. * Experience: 5-7 years of progressive HR experience, with a focus on employee relations, performance management, and strategic HR consulting. * Experience in Home Health, Hospice, or a healthcare-related field is highly preferred. Essential Responsibilities and Duties: 1. Align HR Initiatives with Business Goals: * Align HR strategies and programs with business objectives and priorities. * Provide ongoing updates on deliverables, metrics, and progress towards HR-related business goals. 2. Policy Guidance and Interpretation: * Provide policy guidance and interpretation to both employees and leadership. * Ensure HR policies, processes, and programs are compliant with legal and regulatory requirements and align with business goals. 3. Employee Relations Oversight and Execution: * Support the business in managing employee relations, including terminations and corrective actions. * Conduct internal investigations related to workplace concerns or violations. 4. Performance Management: * Lead the development and execution of care plans, growth plans, and coaching initiatives * Provide performance management tools and resources to support employee retention and career development. 5. Employee Metrics and Reporting: * Track, report, and analyze employee metrics such as turnover, retention, employee relations trends, workers' compensation, payroll, benefits, and compliance. * Provide actionable insights and trends that help optimize HR programs and business decision-making. 6. HR Training Development and Facilitation: * Develop and deliver HR training based on emerging trends and business needs. * Train the trainer for regional HR teams, ensuring consistent and effective HR practices across locations. 7. ADA/LOA Coaching and Execution: * Provide coaching and support for employees and managers regarding the Americans with Disabilities Act (ADA) and Leave of Absence (LOA) processes. * Ensure compliance with ADA and LOA policies and handle accommodations and leave requests efficiently. 8. Payroll, Compensation, and Benefits Partnership: * Partner with internal teams to manage payroll, compensation, and benefits processes * Ensure that the business is receiving the necessary support from internal teams in these areas. 9. Recognition and Retention Programs: * Oversee recognition and retention programs to foster employee engagement. * Provide support and guidance to the HR team on improving processes and optimizing program effectiveness. 10. Mass Communication Management: * Manage mass communications related to HR topics, ensuring clear, timely, and effective messaging to employees across the organization. 11. Project Management of HR Initiatives: * Lead and manage HR-related projects to improve processes, programs, and employee experiences. * Ensure the successful execution of HR initiatives in alignment with business objectives. 12. General Employee Lifecycle Support: * Oversee all stages of the employee lifecycle, from onboarding to exit interviews, ensuring smooth transitions and alignment with company policies and procedures. Skills: * Strong knowledge of HR laws, policies, and compliance. * Strong understanding of the unique needs and challenges of Home Health and Hospice * Experience with performance management, employee engagement, and retention strategies. * Proficiency in HRIS platforms and MS Office Suite. * Excellent communication, problem-solving, and interpersonal skills. * Ability to manage complex HR projects and handle confidential matters with discretion. Key Competencies: * Strong business acumen and the ability to align HR practices with organizational goals. * Ability to lead and influence at all levels of the organization. * Highly organized with strong time management and prioritization skills. * Excellent verbal and written communication skills, with the ability to communicate complex HR concepts clearly. * Adaptability in dealing with change and ambiguity. * High emotional intelligence and the ability to build strong relationships across various stakeholders. General Working Conditions: This position entails standing for long periods of time. While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required. We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits. If you love serving others, and are looking for an opportunity to thrive, CSIG holdings and our businesses is your destination. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty Equal Opportunity Employer #CSALL

The Manager, HR Business Partner (HRBP) is focused on strategic partnerships with the Executive Committee and their Executive teams. The Manager, HRBP plays a crucial role in driving the achievement of business objectives through innovative HR strategies and practices. Responsibilities: * Partner with Executive Committee and their direct reports to provide strategic HR advice and consultation, aligning HR initiatives with business goals. * Develop and implement workforce engagement strategies and action plans to enhance employee morale, productivity, and retention. * Lead workforce planning efforts to align staffing levels and skills with current and future business needs. * Drive organizational design and development initiatives to optimize structure, roles, and responsibilities for maximum efficiency and effectiveness. * Act as a change agent by supporting organizational change initiatives and ensuring effective change management practices are implemented. * Collaborate closely with HR Centers of Excellence (COEs) to ensure that enterprise-wide initiatives and programs are tailored to meet the specific needs of business units. * Facilitate team development activities and programs to enhance team effectiveness and collaboration. * Collaborate with business leaders to create new roles and refine job descriptions that support business objectives and attract top talent. * Provide leadership coaching and support to Executive Committee and their direct reports to enhance leadership capabilities and drive performance. * Analyze and share people metrics, trends, and insights with business leaders to inform decision-making and drive continuous improvement. * Lead and contribute to enterprise-wide HR projects and initiatives that support organizational goals and enhance overall HR effectiveness. Requirements: * 8+ years of experience in HR business partnering or a similar strategic HR role. * Mortgage experience required. * Proven experience in developing and implementing HR strategies that align with business objectives. * Strong consulting and influencing skills, with the ability to build credibility and relationships with senior leaders. * Excellent analytical and problem-solving abilities, with a data-driven approach to decision-making. * Demonstrated experience in talent management, organizational development, and change management. * Ability to manage multiple priorities and thrive in a fast-paced environment. * HR certification (e.g., SHRM-SCP, SPHR) preferred. * Bachelor's degree in Human Resources, Business Administration, or a related field. Why work for #teamloan Depot: * Aggressive compensation package based on experience and skill set. * Inclusive, diverse, and collaborative culture where people from all backgrounds can thrive. * Work with other passionate, purposeful, and customer-centric people. * Extensive internal growth and professional development opportunities including tuition reimbursement. * Comprehensive benefits package including Medical/Dental/Vision. * Wellness program to support both mental and physical health. * Generous paid time off for both exempt and non-exempt positions. About loan Depot: loan Depot (NYSE: LDI) is a digital commerce company committed to serving its customers throughout the home ownership journey. Since its launch in 2010, loan Depot has revolutionized the mortgage industry with a digital-first approach that makes it easier, faster, and less stressful to purchase or refinance a home. loan Depot enables customers to achieve the American dream of homeownership through a broad suite of lending and real estate services that simplify one of life's most complex transactions. With headquarters in Southern California and offices nationwide, loan Depot is committed to serving the communities in which its team lives and works through a variety of local, regional, and national philanthropic efforts. We are an equal opportunity employer and value diversity in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

**_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 (***************************************************************************************************************************

Job DescriptionDescription: HR & Recruiting Coordinator Righter's Auto Repair - Growing Automotive Business | [City, State] Righter's Auto Repair is growing fast, and we're expanding our team to support that growth. We are looking for a motivated HR & Recruiting Coordinator who will take ownership of our people operations-including recruiting, onboarding, HR administration, and supporting the owner with day-to-day personnel responsibilities. If you're organized, people-focused, and passionate about helping a team thrive, you'll fit right in at Righter's. About Righter's Auto Repair We're more than a repair shop-we're a team committed to doing things with integrity, skill, and purpose. Our core values guide everything we do: Teachable Stay curious. Keep learning. Cars, technology, and people evolve-so should we. We ask questions, share knowledge, and grow together. Resourceful Problems happen; solutions define us. When the manual stops, our teamwork starts. We think creatively, stay persistent, and never give up on our customers. Intentional We do the right things on purpose. We plan our day, double-check our work, and communicate clearly. Consistent excellence is never an accident. Committed to Craft We don't just fix cars-we practice a craft. Pride, precision, and care show in every detail. Every job represents who we are and what Righter's stands for. Position Overview The HR & Recruiting Coordinator will oversee and improve the processes that make Righter's a great place to work. You'll be responsible for attracting top talent, enhancing our onboarding experience, maintaining HR compliance, and supporting leadership with ongoing personnel needs. This is a hands-on role where you'll directly impact our culture, growth, and operational success. Key Responsibilities Recruiting & Hiring - Manage full-cycle recruiting for technicians, service advisors, and support roles - Write and post job ads, screen applicants, schedule interviews - Coordinate skills assessments, reference checks, and offer processes - Build and maintain a pipeline of future candidates HR Operations - Maintain HR documentation, compliance, and personnel files - Assist with benefits coordination, time-off tracking, and payroll support as needed - Maintain and improve onboarding and offboarding processes - Ensure policies and procedures reflect company values Employee Support - Serve as a first point of contact for employee questions - Help foster a positive, supportive, and values-driven workplace - Coordinate employee engagement activities and internal communication Administrative Support to the Owner - Handle confidential matters with professionalism - Support scheduling, communication, and follow-up on people-related initiatives - Assist in creating and refining processes that improve team operations What We're Looking For - Experience in HR, recruiting, or office management (automotive industry not required) - Strong communication and interpersonal skills - High attention to detail, organization, and follow-through - Ability to handle sensitive information with discretion - A teachable, resourceful, intentional mindset - Someone who takes pride in supporting a team and strengthening a company culture Preferred Qualifications - Experience with HRIS systems - Prior recruiting experience in skilled trades or service-based businesses Compensation & Benefits Salary: $55,000-$65,000 per year, depending on experience Benefits include: - Health, dental, and vision insurance (we cover 50% of monthly premiums) - Matched 401(k) plan - Paid vacation and paid holidays - Employee discounts - Ongoing training and development opportunities - A supportive, values-driven culture Requirements: