Director of human resources jobs in Fort Smith, AR

Purpose Responsible for the oversight and execution of company and plant human resource related functions. Supports plant leadership and team members by effectively leading the Human Resource function. Key Responsibilities * Oversee and execute hiring process to meet facility staffing needs * Continuous improvement of the selection process to identify the appropriate talent and level of talent to advance our desired culture * Directs and reviews the on-boarding process * Implements company and plant related policies * Presents human resource related training * Supports efforts to achieve facility's performance KPI's * Lead all HR initiatives and goals * Perform the role of employee advocate and create culture of positive employee relations * Interpretation, education and enforcement of appropriate policy, labor agreement (unionized facilities), labor strategy and work rules * Coach and mentor management members on team member issues * Participates in and resolves internal investigations * Grievance process adjudication as appropriate * Oversee and administer leave of absence process * Administers drug testing policy and procedures * Responsible for the plant job posting/bid system * Collaborate with Springfield office and other facilities as required * Champion of company core values * May supervise subordinate staff Required Qualifications * Eight (8) years related work experience; or any equivalent combination of experience and training that demonstrates the ability to perform the key responsibilities of this position * Maintain the highest ethical standards in dealing with confidential information * Maintain composure in high-pressure situations * Excellent listening, written and oral communication skills * Ability to work in and maintain a highly functional team environment * Proficiency in Word and Excel * Proven leader and results driven * Excellent interpersonal skills Preferred Qualifications * Bachelors degree and eight (8)+ years of related HR experience * PHR/SPHR, SHRM-CP/SCP certifications * Experience in Union environment

Your Opportunity as the Human Resources Manager The HR Manager is responsible for management, execution, and delivery of local HR support and services for the facility. Assures operations and deliverables meet or exceed plant objectives, follow corporate and operational strategies, and integrate as appropriate with other HR functions. Location: Arkadelphia, AR Work Arrangements: 100% Onsite In this role you will: · Serves on the site leadership team; acts as a coach, advisor, and confidante to operations leaders · Manages plant HR activities such as hourly recruiting, performance management, employee/labor relations, and local talent management efforts · Helps drive high performance work systems with a leadership role in driving organization capability · Leverage specialized knowledge about the unique plant's practices, business needs, people, and procedures to execute HR tasks · Support the functional strategy by designing programs, policies, and practices to attract, retain, and/or engage talent in alignment with the business strategy · Manage supplemental activities such as community outreach, employee events, etc. · Enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. · Provide excellent service to ensure activities provide the intended experience for end users in an efficient and effective manner; manage tasks of self and team to assure deadlines are met according to established service levels/targets The Right Place for You We are bold, kind, strive to do the right thing, we play to win, and we believe in a strong community that thrives together. Our culture is rooted in our Basic Beliefs, and we believe in supporting every employee by meeting their physical, emotional, and financial needs. What we are looking for: Minimum Requirements: · Bachelor's degree · 5 - 7 years HR functional experience (e.g., employee relations, staffing, compensation, benefits, learning, employee data) · Previous management experience · Experience working at a manufacturing site · Experience leading and mentoring a team and helping to foster/create a “great place to work” · Experience delivering and improving HR plant processes to maximize efficiency & deliver quality services · Experience successfully managing multiple priorities & projects through successful delivery & implementation under time, budget, and political pressure · Experience working, monitoring, and interacting with third-party vendors · Strong people leadership skills and demonstrated track record of success leading initiatives · Significant business/operational knowledge with an understanding of risks, challenges, and advantages Additional skills and experience that we think would make someone successful in this role (not required): · HR Generalist experience · Labor Relations experience · Food manufacturing experience · Experience working in High Performance Organization work systems · PHR or SPHR certification Learn More About Working at Smucker Our Total Rewards Benefits Program Our Thriving Together Philosophy Supporting All Impacted by Our Business Our Continued Progress on Inclusion, Diversity and Equity Follow us on LinkedIn #LI-TJ1 #INDSA

Welcome to Cascades! At Cascades, Sustainable Development means Respecting the True Nature of our 10,000 talents. We put you first: * Flex and connected mode (telecommuting, flexible schedule) * Telemedicine, Group insurance * Employee assistance program (because we care about the physical and mental health of our people) * Financial Benefits: Profit Sharing Plan, Retirement Plan with company matching, Stock Options & Annual flexible reimbursement program * Base salary range for Sector HR Director between $125K and $188K USD annually At Cascades you can develop your full potential, sustainably, by applying your expertise within the Tissue team as the Sector HR Director : Please note that this position requires regular travel to the Tissue plants under your responsibility in the U.S., as well as travel to Canada to meet with the team. * Participate in the development and implementation of HR operational strategies in the plants. * Support operational transformations and change management by working closely with plant management teams and the HR function. * Help define HR needs for your business units, propose priority actions, and ensure their implementation. * Support HR engagement in your units in line with Cascades' values and business strategy. * Contribute to talent development and succession planning strategies. * Promote and foster a healthy and safe work environment for all employees. * Encourage ethical behavior, culture, and Cascades' values.Innovate by drawing inspiration from best HR management practices. Bring out the best in yourself! Every day, our colleagues choose to respect their true nature by contributing with passion to our mission. You too, put forward your strengths: * Extensive expertise in various HR aspects (15+ years): compensation and benefits, health management, talent management, change management, etc. * Constant focus on improving performance and efficiency. * Strong ability to manage large-scale change and its impact at all levels of the organization and among stakeholders. * Skilled at supporting and advising business partners in analyzing their needs and finding solutions. * Leadership and know-how to gain buy-in for proposed solutions. * Solid analytical skills to guide strategy choices and set HR priorities. * Excellent ability to build and sustain a customer-focused culture based on a human approach. * Sound judgment to make appropriate decisions in a fast-paced environment. * Strong communication skills in English; ability to interact in French (an asset). We look forward to meeting you! About Cascades Cascades believes in the success of an inclusive organization that values diversity within its team. All qualified candidates will be considered for this position in a fair manner. To be part of Cascades is to reveal the full potential of materials, people and ideas. We are a source of possibilities since 1964. Cascades have been providing sustainable, innovative and value-creating solutions in packaging, hygiene and recovery. Join 10,000 talents working in a network in almost 70 operating units located in North America.

Job Description within Keller Executive Search and not with one of its clients. This senior position will lead Human Resources for Keller Executive Search in Tulsa, OK, United States, shaping strategy, building scalable processes, and partnering across the firm to deliver measurable impact. Key Responsibilities: - Define the Human Resources vision, roadmap, and annual operating plan aligned to business goals. - Build and lead a high‑performing Human Resources team; set clear objectives and coach managers. - Own Human Resources KPIs and reporting; drive continuous improvement and operational excellence. - Establish scalable policies, processes, and tooling for Human Resources across regions. - Partner with executive leadership and cross‑functional stakeholders to deliver outcomes. - Manage budgets, vendors, and risk within the Human Resources portfolio. Requirements - 7+ years of progressive experience in Human Resources with 4+ years leading managers. - Proven track record building programs at regional or global scale. - Strong analytical skills; ability to translate data into decisions. - Excellent communication and stakeholder‑management skills. - Bachelor's degree required; advanced degree or relevant certification preferred. - Experience in professional services or recruitment industry is an advantage. Benefits - Salary range:: $165,000-$205,000 USD - Opportunities for professional growth. - Company culture: Flat management structure with direct access to decision-makers. Open communication environment. Equal Employment Opportunity Statement: Keller Executive Search provides equal employment opportunities to all qualified applicants and employees. Employment decisions are based on merit, qualifications, and business needs, without regard to protected characteristics under applicable law. Commitment to Diversity: An inclusive and equitable workplace is actively fostered. Hiring, development, and advancement practices are designed to broaden representation and ensure fair access to opportunity. Data Protection and Privacy: Personal data is processed solely for recruitment and employment purposes, in accordance with applicable data‑protection laws (including GDPR where relevant). Information may be retained for compliance and legitimate interests, subject to data minimization and security controls. Pay Equity: Compensation practices are reviewed to support pay equity for substantially similar work, accounting for bona fide factors such as experience, education, and performance. Health and Safety: Workplace health and safety obligations are observed in line with applicable national and local requirements. Employees are expected to follow all safety policies and promptly report hazards. Compliance with Law: All recruitment, selection, and employment practices are conducted in compliance with applicable laws and regulations in the jurisdiction of employment. Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.

Job Description CEI is seeking a Director of Human Resources - Compliance, a meticulous, forward-thinking, and strategically-minded professional ready to lead our compliance and risk mitigation strategy in one of the country's most dynamic growth regions. As a nationally recognized civil engineering firm with deep roots in Northwest Arkansas, CEI has established a reputation for delivering reliable, high-quality work. We understand that our success depends on maintaining the highest standards of legal and ethical conduct. We're ready to ensure our internal policies and practices are ironclad, and we need the right leader to make that happen. In this critical role, you will be the final word on HR compliance, risk management, and regulatory adherence across our multi-state operations. You'll define the strategy, build and audit our compliance programs, interpret evolving labor law, and position CEI as an employer committed to fairness, transparency, and integrity. If you're the kind of professional who thrives on transforming complex legal text into clear, actionable policy-who loves both the "big picture" of organizational risk and the details of I-9 verification-we'd like to talk to you. Join a firm where your vigilance is valued, and your expertise shapes our foundation. About the Role CEI is seeking a seasoned HR professional who has a deep understanding of the federal, state, and local regulatory landscape impacting a multi-state workforce. As the Director of HR - Compliance, you will leverage your expertise in employment law, HRIS auditing, and policy development to drive compliance, mitigate risk, and elevate our internal governance. You'll cultivate internal partnerships with leaders and staff, identify high-risk areas, and strategically lead our commitment to being a legally sound and ethical employer. If you're ready to advance your career by guiding the evolution of ethical and legal workplace practices nationwide, CEI could be the right fit for you. Essential Duties and Responsibilities Focus Area 1: Compliance, Policy, and Risk Develop, implement, and audit all human resources policies to meet organizational needs and ensure strict compliance with state and federal laws. Act as the primary interpreter of employment law (EEOC, ADA, FMLA, FLSA, etc.) for the HR team and senior leadership, ensuring policies and procedures are compliant across all operating states. Own and execute all mandated annual compliance reporting, including but not limited to VETS-4212, EEO-1, and OSHA filings, ensuring accuracy and timely submission across all relevant jurisdictions. Oversee all internal HR audits (e.g., I-9, wage and hour, multi-state handbooks, benefits eligibility) and manage the implementation of corrective action plans. Lead the development, implementation, and mandatory training for employee handbooks, ethics policies, and company codes of conduct. Respond to inquiries regarding policies, procedures, and programs from all levels of the organization. Focus Area 2: Strategic HR Leadership & Support Ensure regular communication and support with human resources staff and managerial staff to exchange information and provide ongoing problem resolution related to policy interpretation and compliance. Support the due diligence phase of strategic planning by researching potential office locations, specifically analyzing the associated compliance risks, multi-state law differences, and regulatory requirements in identified regions. Monitor compensation and benefit plans primarily for compliance with all relevant laws (e.g., ACA, ERISA, FLSA overtime classifications) and support the overall goals of competitiveness. Perform any other related duties as required or assigned to support CEI's operational success and compliance posture. Knowledge and skills required for the position are Bachelor's (4-year) degree in Human Resources or related field. Five (5) years of HR experience may substitute for a degree. A minimum of five (5) years of human resources experience is required. Ability to manipulate and analyze data for enhanced reporting and appropriate business recommendations. Strong ability to write and prepare reports, charts, and graphs. Ability to verbally communicate with others, to coach and lead, and to interface with all levels of the organization. Proficiency in Word, Excel, PowerPoint, and Outlook PHR/SPHR or SHRM-CP/SHRM-SCP preferred. Valid Driver's License with acceptable driving record and ability to occasionally travel overnight Job Posted by ApplicantPro

CEI is seeking a Director of Human Resources - Compliance, a meticulous, forward-thinking, and strategically-minded professional ready to lead our compliance and risk mitigation strategy in one of the country's most dynamic growth regions. As a nationally recognized civil engineering firm with deep roots in Northwest Arkansas, CEI has established a reputation for delivering reliable, high-quality work. We understand that our success depends on maintaining the highest standards of legal and ethical conduct. We're ready to ensure our internal policies and practices are ironclad, and we need the right leader to make that happen. In this critical role, you will be the final word on HR compliance, risk management, and regulatory adherence across our multi-state operations. You'll define the strategy, build and audit our compliance programs, interpret evolving labor law, and position CEI as an employer committed to fairness, transparency, and integrity. If you're the kind of professional who thrives on transforming complex legal text into clear, actionable policy-who loves both the "big picture" of organizational risk and the details of I-9 verification-we'd like to talk to you. Join a firm where your vigilance is valued, and your expertise shapes our foundation. About the Role CEI is seeking a seasoned HR professional who has a deep understanding of the federal, state, and local regulatory landscape impacting a multi-state workforce. As the Director of HR - Compliance, you will leverage your expertise in employment law, HRIS auditing, and policy development to drive compliance, mitigate risk, and elevate our internal governance. You'll cultivate internal partnerships with leaders and staff, identify high-risk areas, and strategically lead our commitment to being a legally sound and ethical employer. If you're ready to advance your career by guiding the evolution of ethical and legal workplace practices nationwide, CEI could be the right fit for you. Essential Duties and Responsibilities Focus Area 1: Compliance, Policy, and Risk * Develop, implement, and audit all human resources policies to meet organizational needs and ensure strict compliance with state and federal laws. * Act as the primary interpreter of employment law (EEOC, ADA, FMLA, FLSA, etc.) for the HR team and senior leadership, ensuring policies and procedures are compliant across all operating states. * Own and execute all mandated annual compliance reporting, including but not limited to VETS-4212, EEO-1, and OSHA filings, ensuring accuracy and timely submission across all relevant jurisdictions. * Oversee all internal HR audits (e.g., I-9, wage and hour, multi-state handbooks, benefits eligibility) and manage the implementation of corrective action plans. * Lead the development, implementation, and mandatory training for employee handbooks, ethics policies, and company codes of conduct. * Respond to inquiries regarding policies, procedures, and programs from all levels of the organization. Focus Area 2: Strategic HR Leadership & Support * Ensure regular communication and support with human resources staff and managerial staff to exchange information and provide ongoing problem resolution related to policy interpretation and compliance. * Support the due diligence phase of strategic planning by researching potential office locations, specifically analyzing the associated compliance risks, multi-state law differences, and regulatory requirements in identified regions. * Monitor compensation and benefit plans primarily for compliance with all relevant laws (e.g., ACA, ERISA, FLSA overtime classifications) and support the overall goals of competitiveness. * Perform any other related duties as required or assigned to support CEI's operational success and compliance posture. Knowledge and skills required for the position are * Bachelor's (4-year) degree in Human Resources or related field. Five (5) years of HR experience may substitute for a degree. * A minimum of five (5) years of human resources experience is required. * Ability to manipulate and analyze data for enhanced reporting and appropriate business recommendations. * Strong ability to write and prepare reports, charts, and graphs. * Ability to verbally communicate with others, to coach and lead, and to interface with all levels of the organization. * Proficiency in Word, Excel, PowerPoint, and Outlook * PHR/SPHR or SHRM-CP/SHRM-SCP preferred. * Valid Driver's License with acceptable driving record and ability to occasionally travel overnight

is located onsite in Tulsa, OK** WHO ARE WE: BlackHawk Industrial provides you the highest quality industrial products and equipment, offering manufacturing services while creating innovative engineered supply solutions. We truly believe in the importance of the local relationships with the customers we service. Our employees have fun every day exceeding the expectations of our customers, suppliers, and shareholders. We distinguish ourselves as the #1 choice of industrial manufacturers who are in need of Technical Service and Production Savings. We are BIG ENOUGH TO SERVE, and SMALL ENOUGH TO CARE. SUMMARY: T he Senior Director of Human Resources provides tactical and strategic guidance on people and organizational development strategies in support of the business objectives. Leads the organization in the following functional areas: talent acquisition; employee relations; policy interpretation and application, performance and compensation management; talent management; organizational design; employee development initiatives and training. ESSENTIAL DUTIES AND RESPONSIBILITIES: Personally exhibits, recruits and coaches associates consistent with Core Behaviors Responsible for promoting culture of safety Partners with Executive Leadership to develop organizational strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations in line with organization's strategic direction; establishes human resources objectives in line with organizational objectives. Implements human resources strategies by establishing department accountabilities, including talent acquisition, employment processing, compensation, health benefits, training and development, records management, safety and health, employee relations and retention and AA/EEO compliance. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Acts as change agent to organization through process design and approaches that support change and transformation; evaluates issues, patterns, and trends to provide proactive insights for HR solutions and program designs. Manages vendors to ensure services are delivered within contractual agreements; works to maintain professional relationships among various vendors and brokers. Provides day-to-day coaching to leadership on a variety of actions to include: employee relations issues, policy interpretation and application; talent management and development; investigations; and organizational design. Leads annual HR cycle deliverables to include performance management, merit and bonus awards, benefits enrollment, etc. Supervises and develops a team of HR personnel; Coaches and mentors HR team members to ensure continued professional growth in the department. Develops positive partnerships with multiple functional areas to drive results. QUALIFICATIONS: Must have excellent verbal and written communication skills Must be able to communicate in a courteous and professional manner via email, phone or in person Thorough knowledge of human resource management principles and best practices Proven experience as HR Director Must be proficient with basic computer operation and knowledgeable about position- specific programs (Excel in particular) Proficient at analysis and problem solving Strong aptitude for understanding the complex and constantly changing insurance regulations and coverage terms, as well as changes in health care law SUPERVISORY RESPONSIBILITIES : Direct supervisory responsibilities EDUCATION and/or EXPERIENCE: Bachelor's degree or equivalent in Human Resources, Business, Organization Development. 15 plus years of previous experience in a leadership role required Experience with change management and employee communications preferred Experience with a start-up or acquisition oriented company preferred Demonstrated excellence in communications, problem solving skills and process improvement Ability to use independent judgment to solve people and organizational issues Demonstrated ability to stay positive and motivated in a growing, challenging and changing environment Strong coaching and consulting skills with a track record of quickly gaining credibility and partnering collaboratively with business leaders Proven track record of successful partnership with supporting a remote population Ability to interface and influence at all levels of the organization Team player that thrives in fast paced, dynamic environment Travel required-10-15% CERTIFICATES, LICENSES, REGISTRATIONS : PHR or SPHR required WORK ENVIRONMENT: Employee is regularly required to speak and understand English, stand, walk, sit, use hand to finger, handle or feel objects, tools or controls; reach with hands and arms. Employee is required to use computer and other equipment. Employee frequently lifts and/or moves up to _50_ pounds. Specific vision abilities include close vision and the ability to clearly focus vision. PPE REQUIRED: Eye protection, ear protection, and as required by customer, steel-toed shoes and head protection. BENEFITS: Health Insurance BCBS of OK HDHP HSA with Employer match (must meet criteria) Dental and Vision Insurance 401K Plan and Company Match FSA (Full FSA, Limited FSA, and Dependent FSA) Company paid Long Term and Short-Term Disability Company paid basic Life Insurance and AD&D/ Supplemental life and AD&D/Dependent life Ancillary Critical Illness Insurance (Wellness Rider Included) Ancillary Accident Insurance (Wellness Rider Included) Ancillary Hospital Indemnity Employee Assistance Program (EAP) - Includes concierge services and travel assistance. Paid Time Off Holiday Paid Time Off Gym Reimbursement Quarterly Wellness challenge with a chance to will money or prizes Tuition Reimbursement - after 1 year of employment *BlackHawk Industrial is an Equal Opportunity Employer **As part of our BHID policy, we require all potential employees to undergo pre-employment background and drug screening. This is a standard procedure we follow to ensure a safe and productive work environment.

Description: Perform quality work within deadlines with or without direct supervision. Interact professionally with other team members, customers, and suppliers. Work effectively as a team contributor on all assignments. Work independently while understanding the necessity for communicating and coordinating work efforts with other team members and organizations. Maintain strict privileged, proprietary, guest, and employer confidentiality during and beyond the term of my employment. Adhere to all work rules, policies & procedures, and safety standards. Position Purpose: To ensure accurate and efficient administration, coordination, and evaluation of human resources and payroll functions. This position reports to the General Manager. Knowledge, Skills, and Abilities: Responsible for compliance with federal, state, and tribal regulations governing personnel matters. Oversee human resources and payroll activities for the casino and hotel. Study the labor market and develop effective compensation and benefit plans to attract and retain qualified personnel. Administer all health and welfare plans in accordance with applicable laws and regulations. Evaluate and oversee the customer service training and review program for the casino and hotel. Research and recommend customer service training providers that align with strategic plans. Evaluate, participate, and recommend staff development and succession plans where needed. Develop and maintain personnel policies, practices, and procedures that align with business needs. Develop and maintain performance and training plans, and s that align with business needs. Investigate hostile workplace and misconduct complaints in a timely and thorough manner. Forecast staffing, hire, train, and schedule staff to ensure staffing levels are adequate for business needs. Evaluate, coach, and mentor employees as often as necessary to ensure successful operations. Work directly with supervisors and managers regarding personnel matters. Identify and work to mitigate exposure to risk. Enforce agency rules and departmental policies and procedures. Execute payroll and performance management responsibilities as required. Perform other duties as assigned. Requirements: Education/Qualifications: Requires a Bachelors Degree in Business Administration or similar field or equivalent education and experience. Requires at least 3 years previous human resource management experience. PHR or SPHR professional designation preferred. Must be at least 18. Licensing: Must be able to obtain and maintain the required Gaming License. Work Requirements: Requires problem solving skills, and the ability to communicate effectively. Position involves prolonged walking, stooping, or bending, lifting, or carrying up to 50 pounds daily. Work is performed in a casino environment with varying levels of lighting, air quality, noise, and / or temperature. Acknowledgement: I have read and understand the above . This job description is intended to describe the general nature and level of work being performed and not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required. I assert that I am able to perform the essential duties, meet the physical requirements of this position, and satisfy the expectation for regular attendance.

Job Posting Title Human Resources Prog Director Agency 805 DEPARTMENT OF REHABILITATION SERVICES Supervisory Organization Dept Rehabilitation Services-Executive Job Posting End Date Refer to the date listed at the top of this posting, if available. Continuous if date is blank. Note: Applications will be accepted until 11:59 PM on the day prior to the posting end date above. Estimated Appointment End Date (Continuous if Blank) Full/Part-Time Full time Job Type Regular Compensation Monthly/Annual Salary: Monthly Annual Level II (Pay Band Q) $9,166.67 $110,000 Basic Purpose Positions in this job family are assigned responsibilities involving the direction, coordination and management of all phases of a diverse multi-functional human resources management program. This includes those in large agencies having sub-agencies or departments located throughout the state and positions which are responsible for directing a major department or program in developing rules and policies applicable to all Merit System agencies. Typical Functions * Directs a major comprehensive multi-functional human resources management program; budgets and plans for future program direction; establishes policies and standards within federal and state regulations and guidelines. * Develops and implements uniform human resources management policies and procedures; advises agency managers, directors, personnel staff, employees and others concerning provisions of the Oklahoma Personnel Act and the Merit Rules for Personnel Administration. * Reviews and analyzes information from reports, studies, projects and visits for immediate and long range program development; participates in top level management meetings involving the formulation and implementation of programs and policies and the development of proposed legislation. * Investigates and resolves highly sensitive and confidential administrative and human resources management problems; confers with agency officials, legal counsel and others in resolving legal actions involving district court or the Merit Protection Commission. * Represents the agency before the Legislature, employee groups, other state agencies and other organizations; serves on special committees or boards as required. * Participates in the preparation of agency budgets; conducts needs assessments and staffing studies; makes recommendations concerning changes in organizational structure; administers budget for assigned areas of responsibility. Level Descriptor At this level employees are assigned responsibility for directing multiple major multi-functional human resources management programs having statewide application. This includes serving as an assistant to the agency director in developing and implementing various human resources management policies, rules and guidelines and in providing direction to staff who are responsible for individual departments or programs. Education and Experience Education and Experience requirements at this level consist of a bachelor's degree and seven years of professional experience in human resources management, or a closely related field including three years in an administrative capacity; or an equivalent combination of education and experience, substituting one additional year of professional or technical public sector human resources management experience for each year of the required education. Knowledge, Skills, Abilities, and Competencies Knowledge, Skills and Abilities required at this level include knowledge of human resources management policies and procedures; of the Oklahoma Personnel Act and the Merit Rules for Personnel Administration; of affirmative action and equal opportunity guidelines and procedures; of personnel administration; of appropriate federal laws and regulations concerning employment practices; of the structure and functions of governmental organizations; of interviewing and investigative techniques; of business communications; of the legislative process; and of supervisory principles and practices. Ability is required to plan, direct and coordinate the activities of others; to interpret, analyze and resolve administrative and personnel problems; to communicate effectively, both orally and in writing; to organize and conduct several projects simultaneously; to analyze complex situations and adopt an appropriate course of action; to plan and coordinate the activities of multiple work units and divisions engaged in a broad range of functions; and to direct administrative personnel. Special Requirements Additional Job Description Position is located in the Management Services Division - Human Resources at DRS State Office in Oklahoma City. Essential Functions: Position serves as director of a multi-disciplinary human resources organization in a large state agency, with responsibility for oversight of Talent Acquisition, Recruitment and Retention; Employee Relations and Compliance; Performance Management; Payroll, Leave and Retirement; and Professional Development. Serves as a member of the agency Executive Team, providing guidance to senior agency management in developing and executing an HR strategy that supports the agency's vision and mission. Applicant must be willing to perform all job-related travel. Trial period (if applicable) is required. Background Check: The Department of Rehabilitation Services will conduct a criminal background check on new hires as part of an offer of employment that is made contingent upon a successful criminal background check. Benefit Highlights: The Department of Rehabilitation Services provides a comprehensive benefits package designed to support our employees and their dependents. Benefits Include: * Generous state paid benefit allowance to help cover insurance premiums * A wide choice of health insurance plans with no pre-existing condition exclusions or limitations * Flexible spending accounts for health care expenses or dependent care * Employee assistance programs and health and fitness programs * 11 paid holidays * 15 days of vacation and 15 days of sick leave for the first year * Retirement Savings Plan with a generous match * Longevity Bonus for years of service Method of Application: Applicants without previous state service, with previous state service but not currently employed by a state agency must apply though the Workday on-line External Listings applicant system (State of Oklahoma Careers (myworkdayjobs.com). Current State of Oklahoma employees must apply through the Workday on-line Internal Listings applicant system (Find Jobs - Internal State of Oklahoma - Workday (myworkday.com) For questions regarding specific duties or details of this job, please contact Human Resources at ************. Equal Opportunity Employment The State of Oklahoma is an equal opportunity employer and does not discriminate on the basis of genetic information, race, religion, color, sex, age, national origin, or disability. Current active State of Oklahoma employees must apply for open positions internally through the Workday Jobs Hub. If you are needing any extra assistance or have any questions relating to a job you have applied for, please click the link below and find the agency for which you applied for additional information: Agency Contact

The HR Business Partner ( HRBP ) position is responsible for aligning business objectives with employees and management in designated departments and/or colleges. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP also assists with training and development for the university community, including, but not limited to development, presentations, and coordination. 1. Employee Relations - Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Consults with line management, providing HR guidance when appropriate. Also provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Conducts regular meetings with respective business units. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required. 2. Data Coordination - Analyzes trends and metrics in partnership with the HR group to develop solutions, training programs, and policies. 3. Policy Oversight - Provides HR policy guidance and interpretation. Creates and updates policies as necessary. 4. Collaboration - Conducts regular meetings with respective business units. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides guidance and input on departmental restructures, workforce planning and succession planning. 5. Training - Identifies training needs for departments and assists with the development and facilitation of the training as applicable. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. 6. Other duties as assigned. Knowledge, Skills and Abilities Excellent decision making, critical thinking skills, communication, presentation, and interpersonal skills, with an ability to build/foster strong trusting relationships and develop solutions to achieve results Excellent customer service skills Strong analytical and problem-solving skills Thorough knowledge of employment-related laws and regulations Strong internal and external customer service focus Drives quality and productivity of team to deliver a consistent excellent employee experience Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Ability to understand business goals and recommend innovative approaches, policies, and procedures to effect continual improvements in business objectives, productivity, and development Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Strong computer skills, including Microsoft Office, human capital management systems, and knowledge management tools Ability to work in a rapid and complex changing work environment Strong interpersonal, negotiation, and conflict resolution skills Excellent time management and prioritization skills to manage high volume of cases and calls with a proven ability to meet deadlines Minimum requirements: Minimum of 5 years of experience of progressively responsible human resources experience including some experience resolving complex employee relations issues and/or training and development. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Bachelor's degree - will accept compensating years of experience in lieu of degree Physical Demands Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job, such as those associated with a professional office environment. Individuals will be exposed to varying levels of lighting, including blue-light associated with computer work, minimal to moderate noise level, and controlled temperatures. The individual will be exposed to normal and expected physical demands and hazards associated with ground and/or air travel. Physical Requirements · Prolonged periods of sitting at a desk and working on a computer. · Must be able to lift at least 10lbs routinely. · Must be able to navigate an office setting. Required Qualifications Minimum of 5 years of experience of progressively responsible human resources experience including some experience resolving complex employee relations issues and/or training and development. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Bachelor's degree - will accept compensating years of experience in lieu of degree Preferred Qualifications Previous experience in a higher education environment. PHR / SPHR certification or SHRM -CP/ SHRM - SCP certification.

YOUR OPPORTUNITY The Senior Human Resources Manager Manages, guides, and supports the human resource functions, including employee/labor relations, policies, and programs for a business unit of Seaboard Foods' plant operations with over 2300 employees at our Guymon processing plant. Senior Human Resources Manager leads a team of HR professionals and is a visible business partner who determines or is assigned responsibilities, initiatives, and projects required by the Company and HR Director to sustain and grow the human capital needs of the workforce. The Senior Human Resources Manager will support the alignment of HR strategies with operational goals at the plant level. This role is responsible for supporting the development and execution of site-specific initiatives that foster a high performing, engaged workforce. The ideal candidate is an experienced HR professional with a strong background in driving people-focused programs that support business growth and operational excellence in a union environment. This leader will be actively involved in day-to-day plant operations, including regular presence on the production floor, participating in the grievance process, coaching leaders, facilitating workforce discussions, and overseeing all HR functions. The role also includes close collaboration with the plant leadership team to support production and workforce objectives. ABOUT US At Seaboard Foods, we create the most sought-after pork. A top U.S. pork producer/processor and leading exporter to 30+ countries, we are committed to bringing excellence to the table, seeking a better way to produce wholesome pork and connect every step between our farms and family tables. More than 5,400 employees in five states work on our farms, feed mills, and processing plant to produce Prairie Fresh pork, ensuring the well-being of our animals, the environment, our employees, and the communities we call home. We are a Fortune 500 employer, recently nominated by the Business Journal as one of the “Best Places to Work”, representing our dynamic culture, where our employees can contribute and understand why they matter. RESPONSIBILITIES Serves as one of the links between management and employees providing direction and guidance by handling complex questions, and contentious concerns/issues by interpreting Company policies and the collective bargaining agreement and helping resolve work-related problems Help to identify the team's individual development needs, as well as other leaders in Plant Operations. Plans and implement actions, including continuing professional development to build their professional capabilities. Provides informal training or coaching to the team and others throughout the organization in their area of expertise to enable others to improve performance and fulfill personal potential. Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. Assists to identify, develop, and communicate the actions needed to implement the function's strategy and business plan. Explain the relationship of the organization's “why” and values to the priorities of the HR function. Collaborates and communicates actions needed to implement the business unit's strategy and business plan within the team; understands and explains the relationship of the organization's mission, vision, and values. Supports, supervises, administers, and coordinates work activities of a team relating to employment/staffing, onboarding/orientation/training, benefits and compensation, and employee/labor relations. Manages direct reports and own performance; sets appropriate performance objectives, and holds self and team accountable for achievement, taking appropriate corrective action where necessary to ensure the achievement of team / personal objectives. Advise business partners on organizational policy matters and recommends needed changes. Leads investigations into employee complaints, summarizes findings, and makes appropriate recommendations based on the circumstances presented. Collaborates with other HR and Recruiting Leaders throughout the business to understand the hiring needs, steady applicant flow, and timely hiring decisions with the established time-to-fill goals. Responsible for the Plant annual review and development process and for identifying cycles of improvement that best support the business. Analyze statistical data and reports to identify and determine causes of personnel problems and opportunities and develop recommendations for improvement of the organization's personnel policies and practices. CORE COMPETENCIES FOR SUCCESS IN ALL ROLES: instills trust, communicates effectively, action-oriented, ensures accountability, and drives results. QUALIFICATIONS Required: Bachelor's degree. 8+ years' progressive experience in HR. Preferably three years supervising other HR professionals. Strong understanding of HR policies and procedures Intermediate understanding of business concepts, strategic alignment, and identification of talent implications. Excellent facilitation and presentation skills, outstanding verbal and written communication skills. Strong project planning and management skills, ability to handle multiple priorities with ease. Potential to influence multiple levels of the organization and build strong relationships with colleagues. Preferred: Bilingual: English and Spanish strongly preferred. Previous experience in a union environment. SCHEDULE The hours and days of work are established by departmental needs and at the discretion of management. After-hours, weekends, and overnight travel as requested. WORK ENVIRONMENT The physical and work demands listed here represent those an employee should possess to successfully perform the job's essential functions. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. While performing the duties of this job, the employee is regularly required to move around the facility. The work environment includes normal office environment as well as climate extremes found in all areas of plant/cold storage operations. The employee must regularly lift and move up to 25 pounds and occasionally lift and move up to 50 pounds. Specific vision abilities required by this job include close vision, color vision, depth perception, and the ability to adjust focus. Primarily an office environment with some need to work in the plant. While performing the duties of this job, the employee occasionally works near moving mechanical parts; and is occasionally exposed to fumes or airborne particles and vibration. The noise level in the work environment is dependent on which environment you are in. The hours and days of work are established by departmental needs and at the discretion of management. After-hours, weekends, and overnight travel as requested. WHY SEABOARD FOODS? Medical, vision & dental benefits upon hire 401K with company match Paid Time Off & Company Holidays Wellness Program Tuition reimbursement Employee pork purchase program For a complete list of our benefits please visit our career site: ********************************************** Seaboard Foods is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, gender identity, protected veterans' status, status as a disabled individual, or any other status protected by law.

Job Description Seeking a Senior HR Manager for a growing paper packaging manufacturer in the Pryor, Oklahoma area. This position offers a unique opportunity to lead strategic HR initiatives in a dynamic, unionized manufacturing environment while contributing to a culture of continuous improvement and operational excellence. RESPONSIBILITIES Serve as the primary liaison between management and union representatives. Lead grievance investigations, disciplinary actions, and arbitration processes. Support contract negotiations and labor strategy development. Leverage extensive employee relations experience under a collective bargaining agreement. Promote a positive and inclusive workplace culture. Provide coaching and support to supervisors and employees. Conduct investigations and resolve employee concerns in a timely, fair manner. Oversee recruitment, onboarding, and retention strategies for hourly and salaried roles. Partner with operations to ensure staffing levels meet 24/7 production demands. Support performance management, succession planning, and employee development. Lead a team of three HR professionals while supporting attract-and-retain objectives and HR initiatives. Ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, FLSA, OSHA). Maintain accurate HR records and reporting. Lead safety and wellness initiatives in collaboration with EHS teams. Monitor key HR metrics (turnover, absenteeism, etc.) and recommend improvements. Facilitate reporting of HR analytics, monthly HR initiatives, and company announcements. Promote change initiatives through proactive communication and relationship building. Introduce and support continuous improvement concepts while providing guidance and oversight to reach intended objectives. REQUIREMENTS Bachelor's degree in human resources, Business Administration, or related field (equivalent experience will be considered). 5+ years of progressive HR experience in a manufacturing or industrial setting in an HR Generalist, HRBP, or HR Manager role. Strong union labor relations experience (contract interpretation, grievance administration, etc.). Proficiency in Microsoft Office (Outlook, Teams, Word, Excel, PowerPoint). Superior operational abilities and extensive knowledge of HR disciplines including compensation, benefits, health management, and talent development. Experience in paper, pulp, or similar heavy manufacturing industries. Excellent interpersonal, communication, and conflict resolution skills. Proven ability to build trust and credibility with both hourly and salaried employees. Hands-on, approachable leadership style with a strong sense of urgency.

**Reports to** : Director of Operations **Job Type** : Full-time **FSLA:** Exempt **Company Background - Flynn Group** Founded by Chairman and CEO Greg Flynn in 1999, Flynn Group LP (formerly Flynn Restaurant Group) is the largest franchise operator in the world, and the third largest operator of restaurants, after only Starbucks and Chipotle, in the United States. Flynn Group owns and operates more than 2,600 restaurants and fitness clubs across Applebee's, Arby's, Taco Bell, Panera, Pizza Hut, Wendy's, and Planet Fitness brands spanning 44 states, and Australia, generating $4.6 billion in sales and employing more than 75,000 people. More information is available at ************* . **Company Background - Flynn Arby's** Flynn Group | Arby's owns and operates over 368 Arby's restaurants throughout ten states. With annualized sales of over $450M and over 6,000 employees, Flynn Group | Arby's is the largest franchisee in the Arby's system. Flynn Group | Arby's is a part of Flynn Group, the largest franchise operator in the world, and the third largest operator of restaurants, after only Starbucks and Chipotle, in the United States. More information is available at *************/arbys . **Position Description** Under the direction of the Director of Operations or Market President, the HR Business Partner (HRBP) will serve our markets in the surrounding area. The HRBP maintains management staffing levels, ensures management development, and advises on disciplinary action for management and hourly employee issues. Working with the Director of Human Resources, the HRBP ensures compliance with employment law and Company policies for all restaurant operations employees. **Essential responsibilities will include:** **Management Recruiting** + Ensures good candidate flow through the use of web-based job boards, referral programs, or other advertising + Conducts first interview and manages the entire interview process to hire or rejection + Conducts reference and background checks on management candidates + Facilitates New Hire Orientation for all management hires + Coordinates new managers' training programs and monitor initial progress + Maintains applicant database **Generalist Duties** + Audits hourly employees' files annually + Ensures performance reviews occur at all levels + Conducts or facilitates Staff Scans and Upward Evaluations + Responds to employee issues / hotline calls + Advises GMs on terminations and discipline actions, assist with creating documentation + Assists Area Directors with manager documentation and terminations + Assists with investigations, collect statements, reviews videos and all facts + Assists with unemployment documentation and hearings + Collects statistics and documentation for EEO claims **Training** + Conducts Management Development classes + Presents training topics at GM meetings and AM retreats + Ensures on-line harassment training and ServSafe Certification **Miscellaneous** + Attends AD staff meetings + Participates in monthly HRFM conference call + Attends all-store meetings as needed + Assists with hourly recruitment at the restaurant level **Qualifications** To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. + Has the ability to participate in multiple time sensitive projects. + Strong commitment to excellent customer service + Has good communication skills - verbal and written. + Highly organized and able to work with and direct others + Ability to define problems, collect data, establish facts, and draw valid conclusions. **Desired Skills and Experience** + May require a bachelor's degree in HR, or a minimum of 3 years' experience working in a Human Resources department with various generalist duties and responsibilities. SHRM certification a plus. + HRIS software experience preferred. SAP knowledge a plus. + Experience supporting employees in a multi-unit environment, or operations management preferred. **Physical Standards:** The employee is responsible for performing the essential responsibilities of this position with or without reasonable accommodation. The employee should notify Flynn Arby's of any reasonable accommodation requests and may need to provide supporting medical documentation. This may not list all duties for this position and the employee in this position may be required to perform other duties to meet business needs. Flynn Arby's reserves the right to revise this at any time. This job description is not a contract for employment, and either the associate or Flynn Arby's may terminate employment at any time. **Perks for our employees:** + Competitive salary + Profit Sharing / Bonus + Medical, dental and vision insurance + 401(k) plan with a company match + Paid vacation + Auto and Cell Allowance + Flexible Schedule **Additional Position Requirements:** Must live within geographic area being supported; ability to work a flexible schedule including weekend, holiday, and/or evening, as required; ability to accommodate the likelihood of a variable work schedule from week to week; travel within assigned area and throughout the organization as requested; driving on company business (requires valid driver's license and auto insurance coverage meeting or exceeding state requirements for property damage and bodily injury). **Why Work for Flynn Arby's?** Flynn Arby's offers a variety of benefits and perks to encourage and empower our employees. We are committed to helping each employee work and live to his or her fullest potential. For a copy of Flynn Group's Workplace Privacy Notice, please visit ********************************* Flynn Arby's is an equal opportunity employer.

Hourly School Resource Officer FLSA: Non-Exempt REPORTS TO: Chief of Police TERMS OF EMPLOYMENT: Up to 28 hours / week. DISTRICT VALUES We will always put student needs first. We believe relationships matter. We expect accountability. We operate with transparency. We prioritize student and staff safety. QUALIFICATIONS High School Diploma/GED/College Degree. Must have certified law enforcement experience. Must pass background checks required of certified law officers and school employees. Must meet required Commission on Law Enforcement and Training (CLEST) standards Must have a valid driver's license. Prior experience in a school environment or in security or policing is desired. Able to effectively communicate with others regardless of socio-economic status or who are from different backgrounds, particularly those who are in a highly stressful emotional state. Ability to create written reports that show a chronological order of events. Ability to de-escalate critical and volatile situations. Ability to qualify, demonstrate proficiency, and provide safety measures with designated firearm(s). Tactical experience preferred. ESSENTIAL JOB FUNCTIONS Responsible for providing a security presence and assistance to faculty, staff, administration, and law enforcement, in maintaining order and discipline, preventing crime, investigating violations of school policies, and detaining students violating the law or school board policies on school property or at school sponsored events. Responsible for ensuring the safety, security and welfare of all students, faculty, staff and visitors in the assigned school. Assists administrative staff with enforcing policies and procedures for safe and orderly schools at the building level. May rotate between several schools throughout each day and week. Expected to work after hour events as assigned. Enforces and protects, with the assistance of appropriate staff member(s), all school rules and regulations which pertain to safety and welfare of students and staff. Monitors buildings and grounds, including entrances, exits, halls, bathrooms, locker rooms, athletic facilities, auditoriums, cafeterias, etc. Possesses awareness of the building procedures to follow in the event of an emergency or crisis. Notifies the building administration, police, and/or appropriate emergency personnel of any emergency, potentially dangerous or unusual situations. Monitors and assists students upon entering the school during morning arrival and leaving the school during afternoon dismissal. Ensures a smooth traffic flow of students through hallways, assisting students with on-time arrival to class and to assigned locations. Assist in controlling student activities including but not limited to: hallways, corridors, cafeteria areas, parking lots, classrooms and assembly rooms. To patrol these areas and determine if student code violations exist and to take proper action. Assists disruptive students and removes them from class, when necessary, escorting them to the proper administrative office. Good written and oral communication skills. Provide necessary testimony in the discipline appeals process as well as in court if needed. Work to gather information to prevent offenses that may occur at school or any special event. Promotes student responsibility for behavior and attitude by serving as a role model, dressing and grooming professionally. Assist with supervision of breakfast and lunch periods. Notifies immediately appropriate personnel of evidence of substance abuse, child abuse, child neglect, sever medical or social conditions, potential suicide or individuals appearing to be under the influence of alcohol or controlled substances. Reports all incidents of loitering, damage, and/or unlawful activity to the proper authorities with pertinent information. Displays ethical and professional behavior in relationships with students, parents, school personnel, and outside agencies associated with the school. Protects confidentiality of records and information about students/staff and uses discretion when required to share any such information. Willingness to work flexible hours, after-hours events, overtime and weekends. Be current on all required training. Performs other duties as assigned by the Building Administrators, his/her designee, or other appropriate Building/District Administrators. These are intended only as illustrations of the various types of work performed. The omission of specific duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. OTHER JOB FUNCTIONS Generally the job requires 15% sitting, 70% walking and 15% standing. Performing the job's functions will require the following physical demands: carrying, pushing, and/or pulling; some stooping, kneeling, crouching, and/or crawling; and significant fine finger dexterity. Perform duties under temperature extremes and under conditions with some exposure to risk of injury and/or illness. If seeing this posting on a job site, please apply here ****************************************** if interested.

Job Objective/ Summary: The Human Resources Director provides executive leadership and oversight of the Human Resources Department. This individual is responsible for effectively designing, planning, developing and assessing human resources programs and initiatives that advance organizational and HR strategies. The Human Resources Director provides management and advice on strategic plans, employee benefits, compensation, development, training, employee relations, and budget. This individual further serves as a leader in creating a positive company culture and encourages optimal employee performance in accordance with the overall business objectives. The Human Resources Director directs the creation and execution of engagement programs, employee orientation, recruitment & retention programs, policies and guidelines, benefits programs, HRIS, employee records and documentation policies, and payroll. The Human Resources Director must also ensure organizational compliance with accrediting agencies such as the Joint Commission as well with state, federal, and local requirements and advise Department Managers and Leaders on the legal aspects of human resources issues associated with employment grievances and discipline. Job Education, Licenses/Certifications, Knowledge & Experience: A Bachelor's Degree in HR, Business, Psychology, Communications or other related degree is required. Masters Degree preferred. HR Certification from HRCI or SHRM highly desirable. Minimum of 5 years of progressive Director level experience is required. Some experience in payroll is preferred. Excellent knowledge of employment legislation and regulations as it relates to EEO, EEOC, DOL, FLSA, ERISA, COBRA, Title VII of Civil Rights Act, and others. Experience working with Lawson Software and/or Kronos Timekeeping highly desirable. A high degree of personal integrity, ethics, and emotional intelligence. Excellent verbal and written communication skills, interpersonal and conflict resolution skills and strong critical thinking and problem-solving skills. Experience in a healthcare setting is a plus. Benefits & Perks: Free and Low Cost Health Insurance Options Dental and Vision $15,000 Employer Paid Life and AD&D Insurance Supplemental Insurance: STD, LTD, Critical Illness, Accident, Spouse/Child Life Insurance Retirement with Match PTO - accrued day 1. Paid Holidays & Compassionate Leave. 100% Discount on all outpatient services, except ER. Education/Training/Referral Incentives Tuition Assistance Free Public Service Loan Forgiveness Program Professional Development Student Loan Repayment Program Employee Recognition Program Advancement Opportunities Working for a healthcare facility that values and recognizes your contributions. Lawrence Healthcare complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Human Resources, ********************* The health and safety of our employees, residents, and patients is a priority. To this end, Flu vaccinations will be a condition of employment with the exception of an approved accommodation. Vaccines are offered free of charge . Lawrence Healthcare has designated this position as safety sensitive. Lawrence Healthcare participates in E-Verify. Lawrence Healthcare is an equal opportunity employer.

Benefits:* Fuel Your Growth with Love's - company funded tuition assistance program * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Career Development* Hiring Immediately Welcome to Love's: The HR Business Partner (HRBP) serves as a strategic partner to management teams, aligning business objectives with employees and leadership. This role provides consultation on human resource-related issues, supports organizational goals, and ensures compliance with employment laws and company policies. The HRBP will be aligned with a client group and also manage special projects. Essential Functions: Act as a consultant to senior leaders on HR-related issues and business strategy Serve as an employee champion and change agent, anticipating HR needs Handle complex employee relations matters, including investigations, terminations, counseling, coaching, and documentation Support performance management processes: annual evaluations, goal setting, performance improvement plans, and disciplinary actions Interpret and explain HR policies, procedures, labor laws, and regulations Ensure compliance with FMLA, ADA, EEO, and other federal/state employment laws Advise on organizational policy matters such as equal employment opportunity, harassment allegations, and work-related complaints Provide expertise on employment claims (e.g., unemployment, EEOC) and related investigations Partner with leaders on workforce planning, succession planning, and organizational restructuring Collect and analyze HR metrics (turnover, exit interviews, employee relations data) and develop action plans for improvement Collaborate with HR Centers of Excellence on talent acquisition, development, total rewards, and engagement initiatives Manage progressive disciplinary processes and approvals Recommend policy changes and monitor compliance with labor laws and company standards Actively participate in HR and HRIS projects Qualifications: Education: HS Diploma or equivalent required; Bachelor's in HR or related field strongly preferred Experience: 4-5 years of progressive HR experience in employee relations or HRBP capacity Technical Skills: Proficiency in Microsoft Office and HR-specific software Soft Skills: Strong communication and presentation skills, organizational ability, time management, adaptability, and a proactive mindset Job Location: Love's Corporate Office - Oklahoma City, OK Our Culture: Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. Love's is an Equal Opportunity Employer. Veterans encouraged to apply. Job Category: Corporate

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

Responsible for assisting the Human Resources Manager in developing, implementing, and coordinating policies and programs concerning associate relations/goodwill, recruitment, regulatory compliance, leadership & team development, compensation, communication, and recognition. Partner with Human Resources Manager in maximizing the strategic use of human resources. ESSENTIAL ACCOUNTABILITIES: • Advise managers in organizational policy matters such as equal employment opportunity, harassment and other regulatory compliance matters and recommend corrective action where required. • Responsible for providing effective conflict resolution when dealing with associate issues. Closely monitor the company discipline procedure so as to maintain consistency. • Conducts investigations on significant employee matters and recommends resolution to HR Manager. • Ensure terminations are handled effectively and all paperwork is processed. Conduct exit meetings as applicable. May participate in unemployment hearings. • Develop and implement recruiting strategies to attract hourly talent and for assigned salaried positions. • Follow and implement recruiting processes managing the posting, interview process, facilitate selection decisions and offer to candidate. • Develop a network of recruiting resources as needed. • Effectively conduct on-boarding activities so new associates are effectively acclimated to Rockline. • Organize and promote company programs to create positive associate relations. • Assist with creating and updating policies and procedures at the direction of the HR Manager. • Administer the Hourly Performance Review system by assuring effective reviews are being completed on a timely basis. • Work with the Human Resources Manager and Training Department to assist associates with their performance development by coordinating the Rockline Tuition Reimbursement Program in addition to offering individual counseling on ways to enhance their overall contribution to the organization. • Understand benefit programs; respond to associate questions. • Direct associates to appropriate corporate resources for all leave of absence to include FMLA, Medical, Military, Bereavement and Jury Duty. • Demonstrate commitment to Rockline's RRITE Values of Renew, Respect, Integrity, Teamwork, and Excellence. • Associates have a direct and important role in ensuring that all work is performed in a safe manner. Effectiveness in carrying out this responsibility is part of each associate's essential accountabilities. • Contribute to a cooperative working effort by demonstrating a willingness to perform other job-related work, as needed or requested. QUALIFICATION REQUIREMENTS: (To perform this job successfully, an individual must be able to perform each of the essential accountabilities satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.) • Bachelor's degree in human resources/related field or equivalent human resources experience. • PHR or SPHR certification preferred. • At least 3 years' experience working in Human Resources, preferably in a manufacturing setting in the areas of recruitment, employee relations and benefits. • Strong verbal, written, analytical, organizational, interpersonal skills. • Knowledge of regulatory requirements and applicable federal & state HR-related laws. • Ability to effectively present information and respond to questions from Rockline associates and management. • Must effectively arbitrate associate conflict situations and resolve in consistent manner. • Strong analytical and problem solving skills. • Must be able to prioritize work and meet deadlines. • Proficient with the use of computers and able to work with Word, Excel, and Power Point.

Director, M&A Implementation and Integration We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500 company and consistently ranked among the top homebuilders in the United States. Join a Company that Empowers you to Build your Future The Director, M&A Implementation & Integration is responsible for the strategic oversight and successful execution of post-acquisition integration initiatives across the enterprise. Working cross-functionally with business leaders, functional partners, and executive stakeholders, the Director leads large-scale integration efforts, implements governance structures, and ensures alignment with broader M&A and transformation strategies. A career with purpose. A career built on making dreams come true. A career built on building zero defect homes, cost management, and adherence to schedules. Your Responsibilities on the Team Set and articulate the integration vision, strategy, and roadmap. Ensure the right capabilities are being used to speed up M&A work. Establish a standardized, scalable integration methodology that can flex to different deal sizes and types. Lead and manage the team, ensuring clear roles, performance expectations, and professional development. Partnering with corporate strategy on all due diligence, and post-merger integration. Drive cross-functional alignment across HR, IT, Finance, Legal, and business units to ensure timely execution of integration plans. Build and manage governance forums, steering committees, and executive updates to ensure transparency and accountability. Proactively identify and mitigate integration risks; serve as the ultimate point of escalation for issues. Monitor performance metrics to assess integration effectiveness and adjust strategies as needed. Lead post-integration reviews to capture lessons learned and improve future processes. Requirements Bachelor's degree required; MBA or other relevant advanced degree strongly preferred. 10+ years of experience in M&A, business integration, enterprise transformation, or related operational leadership. Demonstrated success leading post-merger integration efforts in complex, matrixed organizations. Experience managing global integrations, including cultural, system, and process harmonization. Deep understanding of M&A lifecycle, change management, and operational readiness. Proven ability to influence at executive level and build consensus across senior stakeholders. Strong leadership, communication, and problem-solving skills with a track record of delivering measurable business outcomes. Physical & Office/Site Presence Requirements: This is primarily a sedentary office position which requires the incumbent to have the ability to operate computer equipment, speak, hear, bend, stoop, reach, lift, and move and carry up to 25 lbs. Finger dexterity is necessary. This description outlines the basic responsibilities and requirements for the position noted. This is not a comprehensive listing of all job duties of the Associates. Duties, responsibilities and activities may change at any time with or without notice. Life at Lennar At Lennar, we are committed to fostering a supportive and enriching environment for our Associates, offering a comprehensive array of benefits designed to enhance their well-being and professional growth. Our Associates have access to robust health insurance plans, including Medical, Dental, and Vision coverage, ensuring their health needs are well taken care of. Our 401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%, helps secure their financial future, while Paid Parental Leave and an Associate Assistance Plan provide essential support during life's critical moments. To further support our Associates, we provide an Education Assistance Program and up to $30,000 in Adoption Assistance, underscoring our commitment to their diverse needs and aspirations. From the moment of hire, they can enjoy up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies. Additionally, we offer a New Hire Referral Bonus Program, significant Home Purchase Discounts, and unique opportunities such as the Everyone's Included Day. At Lennar, we believe in investing in our Associates, empowering them to thrive both personally and professionally. Lennar Associates will have access to these benefits as outlined by Lennar's policies and applicable plan terms. Visit Lennartotalrewards.com to view our suite of benefits. Join the fun and follow us on social media to see what's happening at our company, and don't forget to connect with us on Lennar: Overview | LinkedIn for the latest job opportunities. Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.