Director of human resources jobs in Galveston, TX - 204 jobs

YOUR ROLE The HR Business Partner (Sr Specialist) for Operations serves as a strategic partner to management and employees, providing HR guidance and support. The HRBP (Sr Specialist) will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement and promote a culture of continuous improvement. He/she is responsible for talent management, workforce planning, employee relations, compliance and HR KPIs for scope population. WHAT ARE YOU GOING TO DO? Business Partnership Serves as an important resource to business units in the interpretation of human resources policy and procedures, legal compliance, employment law and ensuring knowledge development on HR trends. Partners with Regional HR ensure consistent interpretation and application of CEVA policies. Support BU KPI improvements via people and process. Participate in site GEMBA walks and ensure significant warehouse presence to enable a strong and visible connection to the operations and its workforce. Talent Management Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent. Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to managed population and develop necessary training and communication tools to ensure robust deployment and understanding. Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Collaborate with management to design succession plans for key talents and key job positions. Identifies training needs for business units and individual executive coaching needs. Organization Design & Workforce Planning Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention. Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles. Provides guidance and input on business unit restructures, workforce planning and succession planning. Work with leaders to forecast short-term and long-term staffing needs based on targets and projects; assess current skill sets against future business requirements; implement and monitor action plans. HR Metrics & Reporting Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population. Analyze HR data and metrics to identify trends and provide insights to support decision-making. Ensures accuracy and completeness for all administrative HR processes (new hire paperwork, benefits enrollment, etc.). Continuously audits information for accuracy and reports any discrepancies in order to maintain data integrity. Compliance Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements. 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. Employee Relations Address employee concerns, conduct investigations and provide guidance on conflict resolution and disciplinary actions. Oversee the consistent application and administration of the Collective Bargaining Agreements (CBA), ensuring alignment with legal and organizational requirements. WHAT ARE WE LOOKING FOR? Education and Experience: Bachelor's Degree or equivalent in Human Resources or Organizational Development Professional in Human Resources (PHR) certification preferred Three to five plus years of progressive leadership experience in Human Resources positions Skills: Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety training and preventive labor relations Experience in the administration of HR programs and policies Advanced proficiency in Microsoft Office, internet, web-based and job specific software applications Excellent organizational skills Characteristics: Effective oral and written communication skills Excellent interpersonal and coaching skills Ability to analyze complex problems and develop appropriate solutions WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together.

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

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

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

Brief Description: The Talent Management HR Manager serves as a strategic leader in building a future-ready global workforce by designing and executing enterprise-wide programs that strengthen leadership, enhance performance, and enable continuous growth. Partnering closely with HR Business Partners (HRBPs), business leaders, and functional teams across domestic and international operations, this role ensures talent strategies are integrated with business priorities, capability gaps are proactively addressed, and employees are equipped to achieve their full potential. This position reports to the Vice President, Talent Management and provides thought leadership and operational excellence across all Patterson-UTI companies. Detailed Description: Lead the design, deployment, and governance of enterprise-wide talent management programs, including performance management, leadership development, and succession planning. Partner with business and HR leadership to identify current and emerging capability gaps, define critical roles, and build targeted development pathways to strengthen bench strength and internal mobility. Establish frameworks for technical and managerial progression that reinforce a culture of merit, growth, and accountability. Translate talent analytics and workforce insights into actionable strategies; advise senior leaders on trends impacting organizational capability and readiness. Continuously evolve performance management practices to balance accountability with engagement, ensuring alignment to business performance and cultural values. Collaborate with international HR teams to align programs with local labor laws, market practices, and cultural norms while maintaining global standards. Present strategic insights and program outcomes to HR and business leadership, driving data-informed decision making on workforce planning, succession, and talent investment. Partner with Learning & Development to align content strategy, curricula, and delivery with identified capability gaps and business objectives. Partner with Talent Acquisition to enhance visibility and utilization of internal pipelines, supporting a seamless talent lifecycle from acquisition to development. Serve as a change leader for enterprise-wide talent and system implementations, ensuring stakeholder alignment, adoption, and sustainability. Measure program effectiveness through defined KPIs, feedback loops, and business impact metrics; continuously improve based on evaluation results. Perform other related duties as assigned. Job Requirements: Ability to always maintain Company confidentiality, manage sensitive information and protect Company proprietary information in an appropriate manner. Proven ability to manage and influence stakeholders at all organizational levels, including executive leadership. Demonstrated experience designing and executing talent management strategies in complex, global organizations. Strong business acumen with the ability to connect talent initiatives to measurable business outcomes. Advanced analytical and problem-solving skills with the ability to interpret complex data and deliver actionable insights. Detail oriented with the ability to also see the bigger picture and comfortable and willing to do “hands-on” work. Excellent communication, presentation, and facilitation skills across cultures and geographies. Expertise in performance management, succession planning, competency modeling, and organizational effectiveness frameworks. High comfort level navigating change management, system rollouts, and process transformation. Strong project management and prioritization skills; able to balance long-term strategic initiatives with near-term business needs. Proficient in Microsoft Office Suite (PowerPoint, Excel, Word); experience leveraging data visualization and HR analytics tools preferred. Experience working across international operations and global workforce environments. Ability to travel as required to company sites, including international locations. Minimum Qualifications: Bachelor's Degree in Human Resources, Organizational Development, Business, Psychology, or related field of study. 10+ years of progressive HR or talent management experience with increasing scope of responsibility, including global or enterprise program leadership. Preferred Qualifications: Master's Degree in HR, Organizational Development, or related field of study. Certification in Talent Management, Organizational Development, or related discipline (e.g., PHR or SHRM-CP). Experience in the Oil & Gas Industry. Experience with Oracle HCM or other enterprise systems experience. Additional Details: Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. The employee is regularly required to sit, stand, or walk with occasional lifting (overhead, waist level) from floor, bending and frequent near vision use for reading and use of computer, telephone, and other office equipment. May include travel to other Company offices and employee will be expected to properly use designated personal protective equipment (PPE) as may be required.

At Stewart, we know that success begins with great people. As a Stewart employee, you'll be joining a company that was named a 2024-2025 Best Company to Work For by U.S. News & World Report, and a 2025 Top Workplace by USA Today. We are committed to helping you own, develop, and nurture your career. We invest in your career journey because we understand that as you grow, so does our company. And our priority is smart growth - by attaining the best people, investing in tools and resources that enable success, and creating a better home for all. You will be part of an inclusive work environment that reflects the customers we serve. You'll be empowered to use your unique experiences, passion and skills to help our company and the communities we serve constantly evolve and improve. Together, we can achieve our vision of becoming the premier title and real estate services company. Stewart is a global real estate services company, providing title insurance, settlement, underwriting, and lender services through our family of companies. To learn more about Stewart, visit stewart.com/about. More information can be found on stewart.com. Get title industry information and insights at stewart.com/insights. Follow Stewart on Facebook @StewartTitleCo, on Instagram @StewartTitleCo and on LinkedIn @StewartTitle Job Description Job Summary Focused on aligning overall business objectives with organizational and talent strategies, acting as a trusted advisor to leaders and employees by driving business initiatives, identifying talent needs, enabling development, and aligning HR practices to support long-term organizational growth. Acts as liaison across all functional areas within HR and designated business units and/or departments to strategically align business objectives with talent strategy. This position will report to the Senior Talent Business Leader and align to a hybrid schedule in the Houston Home Office. Job Responsibilities Acts as a strategic partner to designated business units and/or departments to develop and implement the people strategy and workforce objectives; identify issues, predict outcomes, and evaluate the results of solutions Implements change initiatives, talent planning and development, and other HR strategies to achieve organization goals and objectives Creates alignment between talent, people and organizational development strategy and objectives by utilizing data from key trends, engagement surveys, people relations analysis, talent planning and learning evaluations Identifies key trends and takeaways from engagement survey data, facilitates results sharing and action planning, and maintains and on-going pulse on progress Intentionally engages leadership and management on strategy to attract, retain, and motivate talent; educates business leaders on compensation philosophy and strategizes compensation alignment within business unit /department Maintains an in-depth understanding of business operations and alignment with business strategy with consideration for operational and financial impacts Acts as an escalation point for people relations matters and/or investigations; proficient in federal and state laws, regulations, and requirements Applies working knowledge of business and best practices gained through understanding of key business drivers and recognition of how own area integrates within organization Ensures accountable decisions are taken at the right level in the organization, and individuals making decisions are suitably informed about the level of legal risk on all legal related matters Applies excellent verbal and written communication skills, as well as influencing skills, to effectively partner with business leaders and employees Applies strong analytical skills to interpret data and make informed decisions Solves moderately complex to complex problems and analyzes possible solutions using technical experience, judgement and precedent Explains complex and/or sensitive information in a straightforward manner Performs a range of assignments and may lead or manage complex projects Individual contributor working with limited oversight Performs all other duties as assigned by management Education Bachelor's degree in relevant field preferred Experience Typically requires 3+ years of related work experience Equal Employment Opportunity Employer Stewart is committed to ensuring that its online application process provides an equal employment opportunity to all job seekers, including individuals with disabilities. If you have a disability and need assistance or an accommodation in the application process, please contact us by email at *******************. Benefits Stewart offers eligible employees a competitive benefits package that includes, but is not limited to a variety of health and wellness insurance options and programs, paid time off, 401(k) with company match, employee stock purchase program, and employee discounts.

Department: Division HR - Central Contract Months:12 Salary Range: $170,000.00 - $195,000.00 Academic Year: 25-26 The Executive Director of Human Resources (Division) is a key member of the Human Resources and Division leadership teams, responsible for overseeing the overall management of the Division's HR functions. This role works both independently and collaboratively with HR and Division leadership teams to address challenges, identify solutions, and ensure the strategic implementation of HR workstreams aligned with the District's Action Plan. The Executive Director leads a team of HR professionals in the Division, partners with key cross-functional stakeholders, and ensures the delivery of high-quality HR services in support of the Division's goals to drive organizational success. This role is uniquely positioned to strengthen the "unit concept" of support for the Division, which shall be measured by clarified responsibilities, strengthened processes, and real-time, data-driven outcomes. MAJOR DUTIES & RESPONSIBILITIES * Develops strategic plans, establishes goals and priorities, and implements workstreams to provide Human Resources services across the Division that directly support HISD's Action Plan. * Maintains and strengthens Human Resources' relationships with the Division leadership and principals through increased real-time communication, transparency, and coordination. * Directs the day-to-day operationalization of Human Resources' workstreams within the Division in support of needs and priorities identified by the Division leadership, including planning, development, coordination, and evaluation of HR functions. Ensures implementation of Human Resources' objectives and strategies set by the Chief Human Resources Officer (CHRO). * Serves as a general subject matter expert in all Human Resources' areas, collaborating with specialized experts across the HR department to provide division leaders, principals, campus leaders, and Human Resources staff with direction, guidance, coaching, training, and support to help them effectively fulfill their leadership responsibilities. * Recommends policy and procedure changes related to Human Resources issues. Develops strategies, resolves conflicts and provides guidance to division leaders and principals on HR policies and procedures, including implementation to fidelity. * Takes a proactive role in identifying and responding to employee issues; works in collaboration with the Employee Relations and Legal teams to ensure preemptive and effective employee communication and actions to address misconduct and performance concerns. MAJOR DUTIES & RESPONSIBILITIES CONTINUED * Advises division leaders on recruitment and retention strategies in collaboration with HR's Talent Acquisition and Talent Management departments. Acts timely on all staffing needs. * Oversees reporting of Human Resources data and interpretation of data to the Division. * Ensures that Human Resources initiatives are focused and aligned on improving division and campus operational efficiency and effectiveness. * Works collaboratively with cross-functional teams to implement central office-led initiatives providing best in-class HR expertise, support, and project management. * Works closely with the Human Resources Information Systems (HRIS) team to collect, analyze, and report data aligned to key performance indicators outlined in Human Resources' scorecards. * Performs other job-related duties as assigned. EDUCATION Bachelor's degree from an accredited college or university required in the following human resource functions: human resource management, human resource development, business administration, organizational leadership, education, or other degree that provides appropriate transferable skills. *Candidates with a bachelor's degree from an accredited college or university not related to one of the fields listed may substitute one additional year of experience in place of a degree in a field listed. Master's degree preferred. * Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role. WORK EXPERIENCE Candidate must meet one of the work experience requirements listed below. * 7 years of minimum experience required in one or more human resource functional areas (preferably in school setting), if candidate holds a bachelor's degree related to the fields listed in the education section above. * 10 years of minimum experience required in one or more human resource functional areas (preferably in school setting), if candidate holds a bachelor's degree not related to the fields listed in the education section. Applicants who do not meet these work experience qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role. SKILL AND/OR REQUIRED LICENSING/CERTIFICATION Intermediate or advanced skills in the use of the Windows environment and applications including Microsoft Word, Excel, PowerPoint, Outlook, and TEAMS. Intermediate or advanced skills of HR Information Systems (HRIS), SAP (preferred), PeopleSoft, applicant tracking systems, SharePoint, databases, Google docs, webpage creation and management. PHR/SPHR, SHRM-CP/SHRM-SCP, TASBO, and/or TASB certifications preferred. Familiarity with school district governance, laws, policies, and regulations, as well as effective implementation of and compliance with these parameters. Ability to objectively analyze HR data and make recommendations on a variety of issues. Ability to backwards plan and influence to achieve outcomes in collaboration with teams. Ability to understand broader organizational goals in relation to job responsibilities. Ability to implement HR best practices in an innovative manner to achieve outcomes. Office equipment (e.g., computer, laptop, copier). LEADERSHIP RESPONSIBILITIES Senior Management: Manages a unit-based department through direct supervision of HR team members in the Division. Serves on the HR Executive Leadership Team to effectively coordinate optimal support and HR expertise. Manages HR staff in the effective completion of day-to-day HR workstreams in a manner that supports priorities set by Division leadership. Implements strategies and broad departmental objectives from senior leadership in HR and the Divisions. Delegates assignments to subordinate management and staff, as well as ensures that HR staff attendance and work products meet Division expectations. Allocates resources according to priorities and serves as the primary decision maker regarding hiring, performance and budget recommendations related to HR staff in collaboration with Division leadership. WORK COMPLEXITY/INDEPENDENT JUDGMENT N/A BUDGET AUTHORITY Compiles, organizes, and interprets data, figures, and personnel management in support of departmental and Division budgets. Makes sound recommendations within budgetary constraints. PROBLEM SOLVING Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas. May also review decisions made by other individuals on more routine matters. IMPACT OF DECISIONS Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials or equipment. Effect usually confined to the organization itself and is short term. COMMUNICATION/INTERACTIONS Collaborates and solves problems - works with others to resolve problems, clarifies or interprets complex information/policies/data, and provides initial screening/negotiations without approval authority. Interactions are typically with unit employees, senior level professional staff, stakeholders, and managers. CUSTOMER RELATIONSHIPS Regularly assesses and diffuses complex and escalated employee matters. Takes personal responsibility and accountability for solving systemic employee relations' problems. Regularly explores alternative and creative solutions to meeting the needs of students and staff within HISD's policies and regulations. WORKING/ENVIRONMENTAL CONDITIONS Work is normally performed in a typical interior work environment, which does not subject the employee to any hazardous or unpleasant elements. * Valid Texas driver's license with applicable insurance coverage. * Tools/Equipment Used: Standard office equipment, including personal computer and peripherals * Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting * Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching * Lifting: Occasional light lifting and carrying (less than 15 pounds) * Environment: Prolonged or irregular hours, including some weekends; frequent districtwide travel * Mental Demands: Work with frequent interruptions, maintain emotional control under stress, fast-paced Houston Independent School District is an equal opportunity employer.

Job Description HR Director Pay Rate: $69 per hour Schedule: Monday-Friday, 8:00 AM-5:00 PM Employment Type: Temp-to-Hire Dean's Professional Services is actively seeking an experienced HR Director to serve as a strategic Human Resources business partner to senior leadership. This role functions as a trusted advisor, supporting organizational effectiveness, leadership development, and change management initiatives across the organization. The HR Director maintains a strong understanding of all core HR functions and collaborates closely with leaders and HR partners to support employee relations, compensation strategy, talent and succession planning, performance management, retention, engagement, and culture transformation. This position typically reports to the AVP of Human Resources. Key Responsibilities Serve as a strategic HR partner and advisor to senior-level leadership Lead and support change management and organizational effectiveness initiatives Provide executive partnership and coaching to leadership teams Drive leadership development, talent management, and succession planning strategies Support employee relations, engagement, retention, and performance management efforts Lead and develop HR teams to align with organizational goals Apply project management principles, including schedule planning, milestone tracking, and task coordination Required Qualifications Education Bachelor's degree in Human Resources, Business Management, or a related field (required) Master's degree (preferred) Experience Minimum of ten (10) years of HR business or client management experience, including strategic talent planning, engagement, retention, business partnership, leadership development, culture transformation, and change management Minimum of five (5) years of people management experience (required) Skills & Competencies Excellent leadership, influence, and negotiation skills Ability to interact effectively with individuals at all organizational levels Strong diagnostic, conceptual, and execution capabilities Proven experience managing change in complex systems Demonstrated ability to build and lead high-performing teams Strong business acumen with strategic, systems, and project management expertise Advanced presentation, facilitation, and communication skills Why Join Dean's Professional Services? Comprehensive benefits package, including medical, dental, vision, and 401(k) Temp-to-hire opportunity with long-term potential Opportunity to work in a respected healthcare environment Supportive, professional, and collaborative workplace culture About Dean's Professional Services Dean's Professional Services is a national, award-winning staffing solutions firm. Since 1993, we have placed more than 50,000 professionals across the nation. We focus on matching talent with opportunity through skill, experience, and culture alignment. Apply today at Questions? Call for more information.

Equal Employment Opportunity UTMB Health strives to provide equal opportunity employment without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, genetic information, disability, veteran status, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. As a Federal Contractor, UTMB Health takes affirmative action to hire and advance protected veterans and individuals with disabilities. Summary: The Director, HR Solutions and Analytics is charged with managing HR information systems and leading the institutional workforce data administration and analytics effort, enabling HR and institutional leadership to make data-driven decisions. Scope\: The Senior Vice President and Chief Human Resources Officer (SVP & CHRO) aligns all initiatives related to HR solutions and analytics with the institutional and Human Resources goals. The Director, HR Solutions and Analytics reports to the SVP & CHRO will lead all technical and tactical initiatives related to institutional analytics and will have direct line leadership responsibilities for the HRIS manager, analysts and developers. Working with the other application team directors and key individuals in the Health System, Academic Enterprise, Research Enterprise and Educational Programs, the Director will provide the leadership and vision for ERP system and analytics. This individual will ensure that UTMB leverages its data to support its mission. Responsibilities: Provides leadership on HR information systems and data analytics function to improve the efficiency of HR processes. Works with institutional leaders to determine appropriate metrics and key performance indicators that are linked to mission and institution objectives. Defines, articulates, and delivers information, reports, and analytics to UTMB's key stakeholder groups to provide insights and drive action. Coordinates with the enterprise data warehouse team to ensure HR data integrity and reliability. Designs and implements the data architecture that enables accurate, easily accessible, and reliable reporting across the institution. Designs, develops, builds and maintains applications, dashboards, scorecards, and operational reports to support the institutional initiatives and provide actionable insights. Collaborates across HR Centers of Expertise (COEs) and translate HR needs into technical specifications. Recommends tools and solutions supporting HR process improvement, including vendor evaluation and coordination. Ensures HR solutions are the least operationally intrusive. Leads change management for HR solution implementation, driving adoption and minimizing process disruption. Identifies and recommends master data management solutions. Provides technical expertise on systems, market trends, technology directions, and product directions related to decision support, business intelligence, and analytics. Participates in the development of policies and procedures related to data management and use at UTMB. Develops and leads a technically competent, proactive, customer-service oriented, high-performing team. Adheres to internal controls and reporting structure. Performs related duties as required. Minimum Qualifications: Bachelor's degree in computer science, data analytics, healthcare administration or related field plus seven (7) years of progressive experience working in a directly related area of IT or analytics management, including three (3) years of supervisory experience. Directly related professional experience may be considered in lieu of the stated educational requirement on a year-for-year basis. This substitution applies only to the educational requirement and does not replace or count toward the separately stated minimum years of experience required for the position. Extensive expertise and/or demonstrated experience with analytics tools (i.e. Power BI, SQL); designing, reporting and delivering analytical solutions; data management and warehousing, and the strategic use of information. In-depth knowledge with Microsoft Azure cloud platforms and tools. Preferred Qualifications: Master's degree in business administration, healthcare administration or equivalent related advanced. Familiar with Microsoft Azure platform, data factory, logic app, etc. Familiar with programming languages, such as Python, C#, R, PowerShell. Knowledge, Skills & Abilities: Effective problem-solving skills. Ability to develop, prioritize, and accomplish goals. Ability to analyze and evaluate data and make appropriate decisions/recommendations. Ability to effectively communicate and interact with all organizational levels, understand the institution's business, missions and goals, and translate them to information technology initiatives. Excellent verbal and written presentation skills. Adaptable with the ability to thrive in a changing, fast paced environment. Agile, innovative thinker. Strong project management skills.

Job DescriptionDepartment Introduction MLB Main Board Management Headquarters is a key component of the Smartphones Business Group under the Foxconn Technology Group. It has a total of 10 production sites. It produces the core components of smartphones-the Main Logic Board-and is the world's largest production base for smartphone main boards, with approximately 200+ advanced mobile phone production lines. It is committed to building an intelligent ecological factory driven by data and intelligence improvement, full-industry-chain traceability and connectivity, and being an industry leader providing customers with added-value services Duties and Responsibilities 1. Coordinate production support resources and oversee full-cycle management. 2. Lead a direct team of 2 engineers**, providing technical guidance and performance evaluation. 3. Manage administrative operations**, including procurement, HR coordination, and document control. 4. Develop and monitor departmental budgets**, ensuring cost efficiency and resource allocation. 5. Execute additional assigned tasks** to support organizational objectives. 6. Manage the full recruitment lifecycle for operational and middle-level positions, including sourcing,screening, interviewing, and onboarding. 7. Develop and maintain strong relationships with staffing 8. agencies to source qualified candidates for temporary and permanent positions. 8. Evaluate staffing agency performance and negotiate contracts to ensure cost-effectiveness and quality service. 9.Conduct background checks and reference checks on potential hires. 10. Coordinate and participate in job fairs and recruitment events. 11. Assist with the performance appraisal process, providing guidance and support to managers and employees. 12. Track employee performance and identify areas for improvement. 13. Assist with the development and implementation of performance improvement plans. Qualifications: 1. Bachelor's degree in Human Resources, Business Administration, or a related field required. 2. Minimum of 3-5 years of progressive HR experience, with at least 1 year in a staffing agency management. 3. Experience recruiting for operational and middle-level positions. 4. Strong knowledge of HR principles, practices, and legal regulations.5. Experience administering employee benefits programs.6. Excellent communication, interpersonal, and organizational skills.7. Proficiency in HRIS systems and Microsoft Office Suite. Working conditions 1. On-site position with a fast-paced work environment 2. Must be available to respond to after-hours emergencies Skills 1. Proficiency in ERP systems (SAP), MS Project/Power BI, Lean Six Sigma Green Belt, and OSHA 30 certification. 2. Proficient in computer operations, familiar with office software (Excel & Word) 3. Strong execution ability, proactive, positive attitude, hardworking and enduring hardship 4. Strong sense of responsibility, diligent and down-to-earth, able to withstand pressure 5. Candidates with the ability to use other data analysis tools are preferred Powered by JazzHR QNN7FjH65M

Summary/Objective In keeping with our organization's goal of improving the lives of the residents we serve, the Director of Human Resources is responsible for overseeing the Human Resources (HR) functions at the facility. The primary purpose of this position is to direct the Human Resources department in accordance with current applicable federal, state, and local standards, guidelines, and regulations, and as directed by the Administrator, and to assure that quality personnel are interviewed, trained, and employed at the facility consistent with facility policies and procedures. Job Duties § Management of all employee personnel files and documentation, including personal information, work history, employee health records, disciplinary records, annual reviews, and compensation information § Process employee payroll § Maintain confidentiality of all pertinent employee information in accordance with applicable law as well as the facility's established policies and procedures § Manage information in employee personnel file to ensure accuracy, disburse employment documentation, and gather required signed forms from employees § Communicate with employees regarding HR and employment matters as required or directed § Respond to employee inquiries relating to HR matters, including complaints, concerns, PTO, annual review, pay, discipline, and benefits § Provide employees with information relating to payroll questions § Provide contact information to employees relating to employee benefits and provide general guidance relating to benefits § Assist employees eligible for open enrollment in benefits § Direct and assist employee inquiries relating to eligibility for changed to insurance coverage based on significant events § Daily review of employee timeclock punches (revise errors after approval from Administrator) § Daily review of PTO and absences to ensure that they are correctly recorded (approved by Administrator and/or Department Head) § Process applications for open positions and assist hiring manager with hiring efforts § Request information from applicants as requested by Administrator, including processing background checks, applicant personal information, and references § Ensure hiring/termination procedures are in compliance with established policies and procedures § Onboard of new employees consist with the facility's policies and procedures § Ensure employees have submitted all required documents for onboarding and contained in the employee personnel file (personal information, background check, W-4, I-9, licensure information, employee health information, and direct deposit information, and with copies of required documentation) § Oversee the facility's orientation process and support department directors and managers in participating in orientation § Maintain open position report and submit to Administrator on a weekly basis or as directed § Ensure employee licensing is current and maintained in personnel file § Conduct yearly background checks, exclusion checks, or as needed and keeps records in accordance with all applicable federal, state, and local rules, laws, and regulations § Maintain accurate disciplinary records § Investigate employee complaints and concerns thoroughly and document effectively with witness statements, documentation, and other items to ensure the investigation is complete § Monitor workplace injury claims and coordinate work between employees and the insurance carrier § Conduct exit interviews and record data in the employee's personnel records § Monitor and respond to unemployment claims (including appeals) § Meet with department directors and managers on a regularly scheduled basis, to assist in planning in-service classes, on-the-job training procedures, and orientation for newly assigned personnel § Attend and participate in facility mandatory in-service training programs as scheduled (e.g., OSHA, TB, HIPAA, Abuse Prevention, etc.) § Ensure that appropriate training records are maintained for staff personnel § Create and maintain an atmosphere of warmth, personal interest, and positive emphasis, as well as a calm environment throughout the facility § Ensure that qualified staff are hired and schedule staff consistent with labor management policies § Ensure that departmental disciplinary action is administered fairly and without regard to race, color, creed, national origin, age, sex, religion, handicap, or marital status § Terminate employment of personnel when necessary, documenting and coordinating such actions with the HR Director and/or Administrator in accordance with the facility's policies and procedures § Communicate and interact effectively with residents, visitors, families, staff, and supervisors § Attend and participate in departmental meetings and in-services as directed § Report all resident, staff, or other concerns to the appropriate department head § Report all incidents, accidents, unsafe situations, and concerns immediately § Maintain knowledge of applicable federal, state, and local rules and regulations relating to responsibilities § Ensure that responsibilities are performed consistent with all applicable federal, state, and local rules and regulations as well as facility policies and procedures § Supervisory Responsibility There are no supervisory responsibilities in the department for this position. However, the position requires communication with and oversight of nursing home staff to ensure that specific policies, procedures, and systems are maintained correctly as it relates to the department. Required Skills § Excellent written and verbal communication skills § Demonstrate leadership, organizational skills, and ability to maintain a positive and professional attitude § Ability to work well under pressure, meet deadlines, and handle multiple tasks simultaneously § Display attention to detail § Interact with residents, families, and the community in a professional manner § Ability to engage in active listening (giving full attention to those speaking), critical thinking (using logic and reasoning to identify strengths/weaknesses of alternative solutions), and active learning (understanding implications of new information during problem-solving situations) § Exceptional judgment and active foresight § Self-motivated and self-directed Position Type and Expected Hours of Work This position is within a healthcare facility that operates every day. Although this is generally a Monday through Friday position, there will be scheduled times of work on the weekends and holidays. Significant events can occur at any given time that require working. Ongoing direction and support may be necessary if systems are not properly implemented, continuously improved, and monitored. Work Environment and Physical Demands This position generally will require physical activity. It may at times require walking to various locations within a facility. This position routinely uses standard office equipment such as computers, phones, photocopiers and may require some use of machinery consistent with the job duties. While performing the duties of this position, the employee is regularly required to talk and hear. This position at times requires the ability to walk, sit, use hands, reach, climb, stoop, bend, kneel, twist, and lift as necessary. Other Duties Please 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 their job. Duties, responsibilities, and assignments may change at any time with or without notice.

Benefits: * 401(k) * 401(k) matching * Dental insurance * Health insurance * Paid time off * Vision insurance We're Hiring: HR Manager - Healthcare (Houston, TX) We are a growing urgent care organization with 9 clinics and MSO across the Houston Austin, and Dallas area, and we're looking for an experienced HR Manager to lead our staffing and people operations. This role will partner closely with clinic leadership to support recruiting, onboarding, employee relations, compliance, and workforce planning across multiple locations. What you'll bring: * 5+ years of HR experience (healthcare or multi-site preferred) * Strong background in recruiting, staffing, and retention * Experience supporting hourly clinical and administrative teams * Solid understanding of HR compliance and employment best practices Compensation: $90,000 - $115,000+, based on experience Houston-based (hybrid/on-site) If you're looking to make a real impact in a fast-growing healthcare environment, we'd love to connect. Location: 7322 Southwest Freeway Houston, TX 77074 Compensation: $90,000.00 - $115,000.00 per year PS: It's All About You! American Family Care has pioneered the concept of convenient, patient-centric healthcare. Today, with more than 250 clinics and 800 in-network physicians caring for over 6 million patients a year, AFC is the nation's leading provider of urgent care, accessible primary care, and occupational medicine. Ranked by Inc. magazine as one of the fastest-growing companies in the U.S., AFC's stated mission is to provide the best healthcare possible, in a kind and caring environment, while respecting the rights of all patients, in an economical manner, at times and locations convenient to the patient. If you are looking for an opportunity where you can make a difference in the lives of others, join us on our mission. We invite you to grow with us and experience for yourself the satisfying and fulfilling work that the healthcare industry provides. Please note that a position may be for a company-owned or franchise location. Each franchise-owned and operated location recruits, hires, trains, and manages their own employees, sets their own employment policies and procedures, and provides compensation and benefits determined by that franchise owner. Company-owned locations provide a comprehensive benefits package including medical, dental, vision, disability, life insurance, matching 401(k), and more. We are an Equal Opportunity Employer.

CEVA Logistics provides global supply chain solutions to connect people, products, and providers all around the world. Present in 170+ countries and with more than 110,000 employees spread over 1,500 sites, we are proud to be a Top 5 global 3PL. We believe that our employees are the key to our success. We want to engage and empower our diverse, global team to co-create value with our customers through our solutions in contract logistics and air, ocean, ground, and finished vehicle transport. That is why CEVA Logistics offers a dynamic and exceptional work environment that fosters personal growth, innovation, and continuous improvement. DARE TO GROW! Join CEVA Logistics, and you will be part of a team that values imagination and continued learning and is committed to excellence in everything we do. Join us in our mission to shape the future of global logistics. As we continue growing at a fast pace, will you "Dare to Grow" with us? YOUR ROLE The Senior HR Manager leads all Human Resources activities for their scope population and serves as a business partner to management teams. He/she works closely with management to develop and implement HR initiatives to deliver results. The Senior HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs. He/she ensures HR initiatives align to business goals, enhances employee engagement, and promotes a culture of continuous improvement. WHAT ARE YOU GOING TO DO? HR Leadership * Execute the HR strategy and HR program delivery, including organization design, talent, and workforce planning. * Serve as a trusted advisor to management team, aligning HR programs with business goals. * Collaborate with management team to ensure employees feel engaged and inspired to deliver business results. * Support local HR for all greenfield operations and new launches Employee Relations. * Manages and resolves employee relations issues. * Conducts effective, thorough, and objective investigations. * Develop and implement employee relations strategies to foster a positive and productive work environment. * Reinforces company culture by taking a proactive approach to supporting and promoting the company values and culture. Talent & Organizational Development * Lead succession planning, leadership development, and training initiatives to enhance employee growth for scope population. * Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention, ensuring consistent application of Group and Ceva principles. * Works with talent management teams to attract, engage, and retain top talent required to support the business. * Provide expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Compliance * Ensure compliance and efficiency of HR policies and procedures and labor standards by managers and employees. * Model code of ethics and code of conduct; investigating hot-line complaints assigned. * Maintain 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. HR Operations & Workforce Planning * Partner with finance and operations team to oversee headcount and people costs. Partner with compensation team to accurately model people costs for greenfield projects and new launches. * Work with operations to forecast short-term and long-term staffing needs based on targets and analyzes local staffing needs to take proactive measures to ensure on-time hiring. * Support selection, onboarding, and integration of new employees. Assess current employee competencies against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience * 10+ years of progressive HR leadership experience, with at least 7 years working in the field. * Bachelor's degree in human resources, Business Administration, or related field. * Strong knowledge of employment laws. * Strong data acumen and data analysis skills. * HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. * Industry experience strongly preferred. * Experience effectively leading change management. * An ability to navigate complex and ambiguous business environments to deliver results. A demonstrated ability to inspire a team. WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car, and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together. It is our goal that you will be compensated for your hard work and commitment, so if you'd like to work for one of the top Logistics providers in the world then let's work together to help you find your new role. ABOUT TOMORROW We value your professional and personal growth. That's why we share plenty of career opportunities for you to thrive within CEVA. This role can be the first step on your career path with us. You can stay in the same job family, find a new family to grow in (an almost limitless number of options) or find your own path. Join CEVA for a challenging and rewarding career. CEVA operates in a multicultural, global environment and is a richly diverse organization operating seamlessly as one company. We aim to attract, motivate and retain the best people in our industry, whatever their background. We share the same passion to deliver world-class solutions to our customers. We have the best supply chain professionals in the industry and develop this talent in an inspiring work environment. CEVA Logistics is proud to be an equal opportunity work place and an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status or any other characteristic. We are an Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individual with Disabilities. Please note: Legitimate CEVA Logistics recruitment processes include communication with candidates through recognized professional networks, such as LinkedIn or via an official company email address: ************************************. We recommend that you do not respond to unsolicited business propositions and/or offers from people with whom you are unfamiliar. Information provided is true and accurate. False statements or information will result in the application voided. Outstanding benefits for employee and family including multiple health plans(company contribution to health savings account), prescription, dental and vision coverage. Company paid life insurance, accident insurance, short- and long-term disability coverage and employee assistance plan. Voluntary benefits including additional life insurance, AD&D coverage, buy-up short- and long-term disability, critical illness, identify theft & legal plan. 401(k) with company match. Flexible Paid Time Off programs including company paid holidays. Tuition reimbursement program. Nearest Major Market: Houston

at 13100 Northwest Fwy, Houston, TX 77040 About Perennial: We are a rapidly growing company looking for an experienced HR Manager to play a key role in shaping and maintaining our company culture. As a member of our team, you'll be part of a dynamic and innovative environment where your skills and creativity can truly make a difference. Position Overview: We are seeking a versatile HR Manager who will be responsible for overseeing all HR functions and managing administrative staff, IT, and safety protocols. This role is ideal for someone who excels in building processes and systems from the ground up and enjoys working in a fast-paced, evolving startup setting. Key Responsibilities: * HR Strategy and Execution: Develop and implement HR strategies that support our business goals, focusing on areas such as talent acquisition, employee engagement, performance management, benefits and payroll. * Safety and Compliance: Develop and maintain safety policies and ensure compliance with relevant regulations and client requirements. * Administrative Oversight: Lead and support the administrative staff to ensure efficient daily operations. * IT Coordination: Work with IT to ensure technology solutions are in place to support team productivity and data security. * Process Development: Design and implement scalable HR and administrative processes and procedures to improve operational efficiency. Preferred Qualifications: * Proven experience in HR management, preferably in a startup or dynamic environment. * Strong leadership skills with the ability to manage diverse functions and teams. * Excellent problem-solving abilities and a proactive approach to challenges. * Clear communication and strong interpersonal skills. * Demonstrated ability to build and implement effective systems and procedures. Why Join Us: * Be part of an innovative team committed to growth and success. * Enjoy opportunities for professional development and career advancement. * Engage in a supportive and collaborative workplace culture. If you are ready to contribute to an exciting company and help us build a great workplace, we encourage you to apply. We look forward to hearing from you! Equal Opportunity Employer: Perennial Environmental Services is an equal opportunity employer. We welcome qualified applicants will be considered for employment without regard to age, race, color, religion, gender, marital status, sexual orientation, gender identity, national origin, veteran or disability status.

We are the world's largest emblem manufacturer and embroidery services with 8 strategic locations throughout the US, Canada, Mexico, and Europe. We have been trusted year after year by customers for over 30 years to provide high-quality products and embroidery services that help customers create a great look, have memorable experiences, and promote their brand. We offer a wide variety of emblem options, ranging from traditional embroidered to FlexStyle patches and everything in between. Our culture is represented by our Core Values: Stay positive, Get the Job Done, Customer Centricity and 100% Committed to the team. World Emblem is a global leader in custom emblems, patches, and apparel decoration, with operations across the U.S., Canada, Mexico, and the Dominican Republic. As WE continue to expand, we are enhancing our HR infrastructure to support scalability, consistency, and a strong employee experience across all regions. JOB SUMMARY The Compensation, Benefits & Employee Relations Manager is responsible for administering U.S. and Canadian benefits programs, overseeing 401(k) administration, managing workers' compensation, supporting payroll processes, and ensuring HRIS accuracy. The role also manages employee relations matters-including investigations, coaching leaders, and ensuring consistent policy application-across the U.S. and Canada. This position partners with functional leaders on compensation practices, bonus structures, and commission programs within established guidelines. The manager also leads two specialists who support payroll, benefits administration, and HRIS workflows ESSENTIAL DUTIES AND RESPONSIBILITIES Employee Relations (U.S. & Canada) • Address employee concerns, interpret policies, and provide guidance to employees and managers. • Conduct investigations into conduct issues, conflicts, performance matters, or policy violations. • Document findings, recommend actions, and ensure consistency across sites. • Coach leaders on communication, corrective action, conflict resolution, and performance management. • Partner with HR leadership on sensitive and high-risk matters. Benefits Administration (U.S. & Canada) • Oversee administration of medical, dental, vision, life, disability, and voluntary benefits. • Lead open enrollment planning, execution, and communications. • Manage benefits eligibility, enrollments, reconciliations, and vendor file accuracy. • Serve as a resource for employees regarding benefits, claims, and qualifying life events. • Maintain standard work and benefits documentation to ensure compliance. Compensation Partnering (U.S. & Canada) • Partner with leaders regarding functional compensation ranges, bonus programs, and commission plans. • Ensure compensation decisions follow established internal pay practices and equity standards. • Support HR and leadership during performance and compensation review cycles. 401(k) & Retirement Plan Administration (U.S.) • Manage eligibility, enrollments, audits, and reporting for the 401(k) plan. • Coordinate with plan providers to ensure accurate communication and compliance. • Support nondiscrimination testing, annual filings, and plan education efforts. Workers' Compensation & Leave Management (U.S. & Canada) • Manage workers' compensation claims, incident reporting, and carrier communication. • Monitor trends and partner with Operations/Safety to mitigate risk. • Oversee FMLA, ADA, state/provincial leave laws, and internal leave processes. • Ensure accurate documentation, tracking, and communication for all leave cases. Payroll & HRIS Oversight (U.S. & Canada) • Lead two specialists responsible for payroll processing support, HRIS transactions, and benefits workflows. • Ensure accuracy in HRIS data, payroll entries, compensation changes, and employee lifecycle updates. • Maintain reporting and audit routines-ADP Workforce Now strongly preferred. • Support system enhancements, standard work updates, and continuous improvement of HR processes Compliance, Reporting & Governance (U.S. & Canada) • Ensure compliance with ACA, ERISA, HIPAA, COBRA, FMLA, ADA, and Canadian employment/benefits regulations. • Maintain standard work, documentation, audit trails, and HR governance tools. • Prepare reports for HR leadership, Finance, auditors, and external agencies. • Manage vendor relationships across benefits, workers' comp, retirement plans, and HRIS. QUALIFICATIONS Education & Experience • Bachelor's degree in Human Resources, Business, or related field preferred. • 7+ years of HR experience with strong involvement in employee relations, benefits, and payroll operations. • Experience supporting U.S. and Canadian HR activities preferred. • Experience managing HR, payroll, or benefits staff. • Strong HRIS experience-ADP Workforce Now strongly preferred. • Familiarity with compensation programs, bonus structures, and commission plans. SKILLS

Responsible for all HR functions for Moody Neurorehabilitation Institute encompassing three hundred employees and three locations.

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The Senior HR Generalist provides advanced HR support by partnering closely with the Human Resources Manager to execute employee relations, performance management, and HR initiatives that align with organizational goals. This role acts as a key resource for leadership and employees, supporting HR operations while taking ownership of critical projects and process improvements. ESSENTIAL DUTIES AND RESPONSIBILITIES * Assist the HR Manager with day-to-day employee relations matters by providing guidance, coaching, and performance counseling to employees and supervisors. * Conduct research and investigations into employee relations issues, facilitating meetings with employees and management to resolve concerns effectively. * Support the onboarding process including new hire orientation, ensuring new employees have a positive and seamless experience. * Lead and coordinate HR projects and initiatives assigned, ensuring timely completion and alignment with business objectives. * Provide training and mentorship to HR specialists or generalists, assisting with their development and knowledge growth. * Track and analyze HR metrics for Headquarters and/or Field Business Units to identify risk areas and recommend improvements. * Collaborate with the HR Manager on employee retention strategies to reduce turnover and improve engagement across the organization. * Manage new hire follow-up processes, including administering employee surveys and addressing early-stage issues. * Support offboarding activities by conducting exit interviews, analyzing trends, and ensuring return of company property. * Assist in planning and coordinating employee engagement events and initiatives that foster a positive workplace culture. * Facilitate monthly department or division meetings to communicate updates, gather feedback, and promote open dialogue. * Monitor and enforce employee compliance with company policies and employment laws, escalating issues to the HR Manager as needed. * Oversee I-9 maintenance and conduct audits, ensuring adherence to all legal requirements. * Maintain and update job descriptions in collaboration with managers to keep them accurate and current. * Provide support to the Benefits team with administration and employee inquiries as needed. * Support recruitment-related activities, including participation in job fairs and networking events as directed. * Assist in coordinating or leading additional HR initiatives as assigned by the HR Manager. * Ensure compliance with all Company EEO, anti-discrimination, and anti-retaliation policies throughout recruitment and employment processes. CORE COMPETENCIES * Excellence * Customer Service * Integrity * Teamwork * Giving Back JOB COMPETENCIES * Confidentiality * Problem Solving * Communication/Building Relationships * Customer/Client Focus * Initiative * Organizational Skills * Cultural Awareness SUPERVISORY RESPONSIBILITIES * No supervisory responsibilities.

Department Introduction MLB Main Board Management Headquarters is a key component of the Smartphones Business Group under the Foxconn Technology Group. It has a total of 10 production sites. It produces the core components of smartphones-the Main Logic Board-and is the world's largest production base for smartphone main boards, with approximately 200+ advanced mobile phone production lines. It is committed to building an intelligent ecological factory driven by data and intelligence improvement, full-industry-chain traceability and connectivity, and being an industry leader providing customers with added-value services Duties and Responsibilities 1. Coordinate production support resources and oversee full-cycle management. 2. Lead a direct team of 2 engineers**, providing technical guidance and performance evaluation. 3. Manage administrative operations**, including procurement, HR coordination, and document control. 4. Develop and monitor departmental budgets**, ensuring cost efficiency and resource allocation. 5. Execute additional assigned tasks** to support organizational objectives. 6. Manage the full recruitment lifecycle for operational and middle-level positions, including sourcing,screening, interviewing, and onboarding. 7. Develop and maintain strong relationships with staffing 8. agencies to source qualified candidates for temporary and permanent positions. 8. Evaluate staffing agency performance and negotiate contracts to ensure cost-effectiveness and quality service. 9.Conduct background checks and reference checks on potential hires. 10. Coordinate and participate in job fairs and recruitment events. 11. Assist with the performance appraisal process, providing guidance and support to managers and employees. 12. Track employee performance and identify areas for improvement. 13. Assist with the development and implementation of performance improvement plans. Qualifications: 1. Bachelor's degree in Human Resources, Business Administration, or a related field required. 2. Minimum of 3-5 years of progressive HR experience, with at least 1 year in a staffing agency management. 3. Experience recruiting for operational and middle-level positions. 4. Strong knowledge of HR principles, practices, and legal regulations.5. Experience administering employee benefits programs.6. Excellent communication, interpersonal, and organizational skills.7. Proficiency in HRIS systems and Microsoft Office Suite. Working conditions 1. On-site position with a fast-paced work environment 2. Must be available to respond to after-hours emergencies Skills 1. Proficiency in ERP systems (SAP), MS Project/Power BI, Lean Six Sigma Green Belt, and OSHA 30 certification. 2. Proficient in computer operations, familiar with office software (Excel & Word) 3. Strong execution ability, proactive, positive attitude, hardworking and enduring hardship 4. Strong sense of responsibility, diligent and down-to-earth, able to withstand pressure 5. Candidates with the ability to use other data analysis tools are preferred