Director of human resources jobs in Glendale, AZ - 212 jobs

Field Ops HR Manager Overview: The Field Ops HR Manager serves as a strategic business partner and trusted advisor to field leadership and employees, connecting HR strategy with real-time operational needs. This role requires HR expertise, strong cultural leadership, and a deep understanding of field operations to strengthen engagement, ownership mindset, safety, and performance across all jobsites. The successful candidate builds a high-performing, safe, and engaged field workforce by delivering consistent HR support, developing leaders, and serving as an authentic voice for field employees. Core Job Requirements: People & Culture Lead culture, engagement, and ESOP ownership initiatives. Partner with Safety to embed safety culture and track effectiveness metrics. Monitor engagement, ESOP participation, and key employee data trends. Establish retention benchmarks and identify opportunities for cultural improvement. Conduct regular jobsite visits to assess engagement and reinforce Suntec's core principles. Leadership & Development Deliver leadership development, coaching, and mentoring programs Oversee training programs and track completion and success rates Manage new hire assessment and onboarding effectiveness Build leadership pipeline with succession plans for critical roles Identify high-potential employees and create development roadmaps Field Operations & Employee Relations Manage employee relations cases and track resolution effectiveness. Conduct thorough, objective investigations that ensure fair outcomes Partner on manpower planning and monitor staffing and retention metrics. Provide guidance on performance management and corrective actions. Monitor trends in grievances and proactively address root causes. Communication & Systems Serve as the authentic Voice of the Field and track policy improvement needs. Train employees and leaders on UKG and other HR systems to increase adoption Translate HR policies into field-friendly language and communication. Create feedback loops to demonstrate how employee input drives improvements. Partnership & Field Integration Build trusted relationships with field leaders and employees through consistent presence. Shadow operations to deepen understanding of workflows, pain points, and business needs. Drive quick win solutions based on field feedback and continuous learning. Model resilience, adaptability, and decisiveness in fast-paced, ambiguous environments. Core Competencies Strategic partnership and influence without authority. ESOP ownership mindset and cultural leadership. Advanced employee relations and employment law expertise. Change leadership and cultural intelligence across diverse field teams. HR systems proficiency and data-driven decision making. Coaching excellence and strong presence under pressure. Experience & Qualifications Minimum 5 years of HR experience, including 3 years supporting field or operations environments. Bachelor's degree in HR, Business, or related field preferred. Strong track record of employee relations and cultural improvement. Experience delivering leadership development with measurable outcomes. Construction, manufacturing, or skilled trades experience preferred. ESOP, union relations, or safety program experience a plus. Safety or coaching certifications a plus. Work Environment & Travel Spends 70 to 90 percent of time in field locations and must be able to navigate active construction sites. Travels 30 to 50 percent depending on geographic area supported. Must be able to climb, navigate terrain, and wear appropriate PPE. Maintains a flexible schedule to support early jobsite starts and off hours needs.

Is the road to your future under construction? Come join our Award-Winning Team. Sunland Asphalt & Construction, LLC. strives to recruit top talent and we are committed to help you grow both professionally and personally. We are confident you will find our Company a dynamic and rewarding place in which to work because here at Sunland Asphalt our vision is: 'To be the best place in the world to work.' Voted as one of Phoenix Business Journal's 'Best Places to Work,' Sunland offers employees: Competitive Weekly Pay and Paid Time Off 401(K) with Employer Match Tuition Reimbursement Work/Life Balance and Community Involvement Comprehensive Health Benefits including Health, Dental, Vision Life/Disability Insurances Award Winning Peers & Projects And A Foundation Built on Safety POSITION PURPOSE With limited direction, this role serves as trusted advisor to leaders, aligning people strategies with operational priorities, workforce needs, and organizational growth. This role acts autonomously and proactively influences decisions, leads change initiatives, mitigates risk, and ensures consistent development, application and integration of HR policies, processes, and practices. The expectation is to provide strategic insights aligned to long term strategy with hands-on execution to improve performance, engagement, and organizational effectiveness. ESSENTIAL DUTIES AND RESPONSIBILITIES Note: The essential duties and primary accountabilities below are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Incumbents may perform all or most of the primary accountabilities listed below. Specific tasks, responsibilities, or competencies may be documented in the incumbent's performance objectives as outlined by the employee's immediate supervisor or manager. Actively embeds with business leaders to understand operational priorities, challenges, and future workforce needs, building trusted relationships that enable early HR involvement, open dialogue, and informed decision-making. Partners with and advises leadership with ongoing talent management efforts. Guided by long term goals, analyzes workforce data to identify trends, anticipate risks, and recommend proactive people solutions that improve outcomes and support business objectives. Facilitates regular leader touchpoints to review staffing plans, talent pipelines, performance trends, and succession readiness, ensuring workforce strategies align with current demands and future growth. With limited oversight handles escalated, complex, or high visibility employee relations matters by conducting investigations, coaching leaders through corrective action, and resolving issues in a fair, consistent, and legally compliant manner. Conducts internal investigations in conjunction with the appropriate resources and partners with legal to ensure compliance with state and federal laws and company direction. Responds to external agency audits, requests, or complaints, minimizing risk to the organization by partnering with legal and providing clear documentation and responses. Serves as the HR lead for integration of newly acquired entities by aligning policies, practices, systems, and cultural expectations to ensure consistency, compliance, and employee stability. Supports leaders and employees through ongoing and one-time organizational changes, restructures, integrations, and cultural shifts by leading workforce planning, integration playbooks, project management, communication strategies, and change adoption efforts. Leads enterprise-wide, high-impact initiatives that standardize HR policies and processes to best support the organization, including: implementation of workforce planning frameworks, employee handbook updates, and other critical HR processes to ensure clarity, fairness, and operational consistency. Proactively guides and coaches managers through the adoption of new policies, processes, and tools by providing clear guidance, practical training, and hands-on support to ensure consistent implementation, minimize disruption, and reinforce compliance and operational effectiveness. With little oversight, partners with leaders to review engagement survey results, establish accountability measures, and drive action plans that strengthen culture, morale, and retention. Collaborates with Learning & Development to anticipate and recommend training opportunities that ensure teams, leaders and employees are competent and equipped with the skill sets necessary to execute and support the company's operational and growth objectives. Facilitates weekly New Employee Orientation sessions by delivering clear, engaging content to ensure new hires understand company expectations, policies, safety requirements, and cultural norms, supporting early engagement, compliance, and job readiness. Independently facilitates the interactive ADA accommodation process for candidates, new hires, and employees. Ensures compliance with employment laws and internal policies while balancing employee needs with operational requirements. MARGINAL OR ADDITIONAL FUNCTIONS Acts as the primary liaison between business units and corporate HR functions, including: Benefits, Compensation, Safety & Risk, Learning & Development and HR Systems to ensure seamless coordination, issue resolution, and effective adoption of programs, policies, and tools. Monitors regulatory changes and updates policies and practices accordingly. Ensures consistent back-up employee relations support when other HR team members are out of office. Performs other duties as assigned or apparent. SUPERVISORY RESPONSIBLITIES This position has direct supervisory responsibility for professional and paraprofessional employees, including hiring, performance management, coaching, and development. KNOWLEDGE, SKILLS & ABILITIES Knowledge of Human Resources and business operations as normally obtained through the completion of a bachelor's degree in human resources, business administration, or related field. Fifteen plus years of progressively responsible experience within a Human Resources Business Partner role. At least three years managing and developing a professional level employee is required. Experience in complex, multi-site, or regulated environments (construction, manufacturing, etc.) is preferred. Proven experience driving organizational change, restructures, growth, and/or M&A integration experience is highly preferred. Strong executive presence and interpersonal skills that create trust and partnership with internal and stakeholders at all levels and demonstrated ability to communicate with employee at all levels is required. Proven success in leveraging ambiguity as an opportunity to build new processes, policies or solutions is required. Proven successful project management, process improvement, and policy update experience from cradle to grave. This includes the effective implementation of enterprise-wide projects and user adoption. Must demonstrate high levels of judgment and discretion and experience in handling high-risk employee relations and investigations. Ability to balance empathy with accountability in helping leaders and employees navigate challenging situations. Creative, solutions-focused mindset; adaptable and open to learning in a fast-paced environment. Strong organizational, multitasking, and time management skills. Strong command of employment law and practical application in all US states, including California. Ability to manage confidential information with discretion. Must possess business acumen, analytical skills, and strong problem-solving skills. Spanish fluency (spoken and written) preferred, but not required. Proficiency in Microsoft Office and HR/ERP systems. TRAVEL Travel may be required (up to 30%) to support multi-site operations, benefits enrollment, or M&A activity. Work is primarily office-based with periodic exposure to field environments. SAFETY This is considered a non-safety-sensitive position but is subject to the company's drug and alcohol policy, as well as all OSHA regulations. All employees must wear the appropriate personal protective equipment (PPE) when required. This role is expected to comply with federal, state, and local laws, as well as the company's safety policies, enforce safe work practices, and proactively identify and remedy worksite hazards. PHYSICAL REQUIREMENTS AND DEMANDS Work is generally performed in an office environment. AAP/EEO STATEMENT Sunland Asphalt is an EEO/Affirmative Action Employer

With a career at HMSHost, you really benefit! We Offer Health, dental, and vision insurance Quarterly Bonus up to 20% Generous paid time off (vacation, flex, or sick) Holiday pay Meal and Transportation Benefits 401(k) retirement plan with company match or Pension Company-paid life insurance Tuition reimbursement Employee assistance program Training and exciting career growth opportunities Referral program - refer a friend and earn a bonus Summary The Field HR Generalist is responsible for supporting efforts to effectively administer HR policies and procedures in a branch or multiple branches. The position bridges the gap between strategic and tactical HR functions, initiatives, and processes. This pivotal role uses judgment and discretion to provide problem-solving advice and counsel to the DO/SrDO, operations management, and branch staff, or to escalate HR issues as required. Ensures all administrative processes and procedures are carried out. The Generalist typically leads branch or area-level projects and may serve as a team member on regional HR projects. The Generalist may assist with developing policies and procedures unique to the branch, and share best practices with Generalists at other branches. This is an exempt position and reports to the HR Manager or Regional HR Director, depending on local requirements. Essential Functions Establishes and maintains a position of trusted adviser to all operations managers. Partners with the HR Manager to establish and maintain a positive and visible HR presence in the branch among associates at all levels. Identifies trends and regularly communicates branch-level issues with the HR Manager Collaborates with and provides daily advice to operations managers on employee discipline, performance management, retention, engagement, rewards, and recognition. Maintains in-depth technical knowledge of HR best practices, federal/state/local regulations and statutes, and company HR policies and procedures, ensuring they are fully considered before HR decisions are made. As applicable, fully understands collective bargaining agreement, and answers questions related to union practices. Conducts confidential HR counseling, investigations, and exit interviews Gathers analyzes, understands, and monitors operational data and useful HR metrics such as turnover rates, wage rates, staffing levels, diversity, and sales data to help forecast and plan for staffing needs. Collaborates with regional HR staff to proactively source, recruit, screen, interview, offer, hire, and orient candidates/new hires. Develops and maintains relationships with community-based organizations to enhance the applicant pool. Develops and delivers new hire orientation, required policy training, and corporate-developed training. Understands airport/landlord policies and procedures and partners with operations to ensure compliance. Responds to associate inquiries and questions related to compensation, leave, scheduling, assignments, complaints, policies and procedures, and the full-cycle onboarding process. Performs general HR functions including but not limited to employee file maintenance, preparation of logs, and PeopleSoft systems data entry and maintenance Minimum Qualifications, Knowledge, Skills, and Work Environment Requires 4-year college degree or equivalent work experience Requires a minimum of 3-5 years of HR Recruiting or related HR Generalist experience Requires the study and knowledge to earn SHRM certification will provide a foundation for successful performance in this role Requires the ability to speak, read, and comprehend instructions, short correspondence, and policy documents, as well as interact comfortably with associates Requires leadership skills and ability to be part of a team with minimal day-to-day supervision Requires working knowledge of HR technical subjects Requires proficiency with HR and business software/systems and experience with preparing documents, spreadsheets, and presentations Requires national, regional, and area travel Equal Opportunity Employer (EOE) Minority/Female/Disabled/Veteran (M/F/D/V) Drug-Free Workplace (DFW)

The HR Generalist is a key member of the Human Resources team responsible for managing a broad range of HR functions within an organization or school system, ensuring that HR processes are efficient, compliant, and aligned with the organization's goals. The HR Generalist works closely with staff at all levels, from school administrators to teachers and support personnel, to ensure a positive and productive work environment. Responsibilities include but are not limited to: Ensures EXCELLENT Customer Service is maintained and questions and concerns are escalated properly Shows a great attitude, a "Yes" mentality and an "eager to help" demeanor Interacts and communicates with potential candidates and future employees, including sending offers of employment Acts as first point of contact for employees to answer questions and resolve concerns Participates in employee investigations Signs contracts and agreements and completes new hire paperwork with new employees to complete on-boarding process Follows processes to ensure all spreadsheets are updated and staffing is tracked accurately Acts as liaison with members of the Leadership Team including the Chief Financial Officer to ensure position and salary approvals Compiles and maintains all potential candidate files Verifies credentials of all potential candidates Assists with maintaining all current and terminated employee files Assists with compiling data for state and federal audits Other duties as assigned. Required Skills/Abilities: Ability to communicate effectively with staff at all levels, from administrators to teachers and support staff. Strong problem-solving skills and the ability to mediate disputes between staff members or between staff and administration. Ability to manage multiple HR functions and ensure all documentation and processes are accurate and compliant. Familiarity with HR software (e.g., ADP), spreadsheets (e.g., Excel), and student information systems. Ability to handle multiple priorities and meet deadlines in a fast-paced, school-based environment. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, Education, or a related field. Valid AZ IVP Fingerprint Clearance card 1-2 years of experience in human resources, ideally in an administrative or HR assistant role Basic understanding of federal and state labor laws, including Equal Employment Opportunity (EEO), wage and hour laws (FLSA), and employee rights. Preferred Qualifications: SHRM-CP (Society for Human Resource Management Certified Professional) or PHR (Professional in Human Resources) certification. 3-5 years of experience working in human resources, with at least 1-2 years in an educational setting.

Human Resources Director Type: Public Job ID: 131820 County: East Maricopa Contact Information: Scottsdale Community College 9000 E. Chaparral Road Scottsdale, Arizona 85256 District Website Contact: SCC-HR Phone: ********** Fax: District Email Job Description: Human Resources Director Job ID: 322237 Location: Scottsdale Community College Full/Part Time: Full Time Regular/Temporary: Regular Hiring Salary Range $103,328.00 - $134,326.00/annually, DOE Grade 124 Work Schedule Fall/Spring: Monday - Friday, 8 AM - 5 PM Summer Hours: Monday - Thursday, 7 AM - 6 PM Some evenings and weekends may be required Maricopa Summary 10 Colleges. Unlimited Opportunities. The Maricopa County Community College District is one of the largest community college systems in the nation. Home to 10 individually accredited community colleges and 31 satellite locations, we proudly serve students in every corner of the Valley. Each day, our dedicated faculty, staff, and administrators, live out our vision - ************************************************************************************************************************************************************************************************************** We focus on people - not profits. With 100% acceptance, zero rejections, and affordable tuition, we provide the flexibility and support our students need to succeed in and beyond the classroom. ********************************* We don't just support our community- we help build it. We are the largest provider of workforce development training in the state. The activities of our colleges and their students support one out of every 28 jobs in Maricopa County. **************************************** We believe our employees are our most valuable asset. Our 10 colleges and District Office support nearly 10,000 jobs and careers throughout Greater Phoenix. Join us in making a real difference in the lives of over 140,000 college students each year. Campus Statement Scottsdale Community College (SCC) is proud to be the only two-year public higher education institution located on Native American land. As one of the 10 Maricopa Community Colleges, SCC currently serves more than 7,000 full and part-time students each semester from its surrounding communities, including the cities of Scottsdale, Fountain Hills, Phoenix, and the Salt River Pima - Maricopa Indian Community. We are seeking dedicated and collaborative staff and faculty who are passionate about teaching, learning, and fostering student success. We welcome individuals who are eager to contribute their ideas and expertise to help guide the ongoing development of SCC's priorities and strategic initiatives. At SCC we are proud of our reputation as an innovative college that is focused on student success. Come join us in our desire to improve the quality of life in our communities by providing challenging, supportive, and engaging learning experiences. ******************************************* ************************************************************ **************************************************** Benefits Maricopa County Community College District (MCCCD) is committed to providing a competitive and comprehensive benefits program that supports our employees' and their families' health and well-being. Therefore, the MCCCD benefits support every stage of life and are designed to meet the diverse needs of our community. Explore the wide range of *********************************************** available to eligible employees at MCCCD: Affordable and Comprehensive Benefits Package: * Nationwide Medical, Dental, and Vision Coverage * Paid Time Off: Vacation, Sick Leave, and Personal Time * 20 Paid Observed Holidays * Company-paid Life Insurance, AD&D, and Short-Term Disability plans, with the option to purchase supplemental coverage * ************************ including Long Term Disability and Retiree Health Insurance with 100% employer-matching contributions * Optional Retirement Plans: 403(b), 457(b), Roth 403(b), Roth 457(b) * Tuition Reimbursement for employees and dependents * Annual Professional Development Funding * Flexible Work Schedules Employee Health & Wellness Programs: * District-Wide Wellness Program with Workshops and Webinars * Monthly Health & Wellness Calendar and Newsletter * Virta Diabetes Reversal Program, Support Groups, and Diabetes Empowerment Education Programs * Employee Assistance Program (EAP) * Sight-On-Site Eye Care Services * Mobile On-Site Mammography Screenings * Pre-Retirement Planning Events * Qualifying Employer for *************************************************************************** (potential loan forgiveness for federal Direct Loans after meeting repayment requirements and working full-time for an eligible employer) Job Summary The Human Resources Director provides strategic and operational leadership for human resources functions at Scottsdale Community College, ensuring consistent, compliant, and effective people practices across the institution. This role oversees HR operations, systems, and processes that support a positive employee experience and enable the College to fulfill its educational mission in a supportive and student-centered environment. The Director embraces servant leadership, influence through collaboration, and identifying operational opportunities that lead to scalable, sustainable improvements. The Human Resources Director provides expert consultation on employee relations, performance management, organizational planning, and compliance. This role leads a dedicated HR team committed to excellence, service, and continuous learning, while supporting the college in navigating complex and sensitive workforce matters with professionalism and integrity. By leading a skilled HR team and strengthening policies, practices, and services, this role helps create a caring campus-one that values learning, excellence, and service, and supports the success of our students, our employees, and our community. To apply, visit *************************** Copyright 2025 Jobelephant.com Inc. All rights reserved. **************************** jeid-21517e64bc60f94481d50612fe08d7a7 Other: To apply, visit ***************************

Job Description Are you ready for a new adventure where you can put your HR and employee engagement talents to work? We're Community Management Holdings (CMH), a family of community association (HOA) management companies serving over 500,000 homes across 12 states. We partner with boards and residents to run great communities-operationally, financially, and experientially. Our goal is to increase the value of being a CMH client by offering new services that deliver meaningful benefits to boards and residents-and to leverage our growing scale to adapt quickly to client needs. Our team is growing and we are seeking an HR Business Partner to serve as a strategic partner to our CMH community operations and business support teams. What you will accomplish: Work collaboratively to improve relationships, build morale, enhance the employee experience and increase productivity and retention Partner with managers to provide guidance on our policies and employment law Manage employee relations and employment law matters Conduct timely, effective, thorough and fact-based investigations of employee relations matters Ensure fairness, diversity, inclusion and equity throughout our organization Reduce legal risks and ensuring regulatory compliance Monitor employee satisfaction through exit interviews, stay interviews, employee surveys and employee engagement efforts Additional duties may be assigned as necessary, including some travel to ensure understanding of the business and how best to support our team members What we're looking for: Five plus years of progressive Human Resources experience, including resolving complex employee relations issues A Bachelor's degree in Human Resources, Communications, Business, or Psychology (or related degree) PHR or SHRM-CP certification or ability to obtain certification within one year of employment Community management industry experience (preferred) What we offer: Comprehensive benefits package including medical, dental, and vision Wellness program Flexible Spending Accounts Company-matching 401k contributions Paid time off for vacation, holidays, medical, and volunteering Paid parental leave Training and educational assistance Support programs, including Employee Assistance Program and Calm Health Optional benefits including short- and long-term disability, life insurance, and pet insurance Most importantly, a caring team who is dedicated to your success!

Administration/Director of Human Resources 6330 W. Thunderbird Road · Glendale, Arizona 85306 P.O. Box 39 · Peoria, Arizona 85380-0039 623.486.6000 · www.peoriaud.k12.az.us Position Title: Director of Human Resources Department: Human Resources Supervisor: Administrator for Human Resources Term of Employment: 12 Months Salary Classification: Administrative Salary Schedule (Director II) Job Summary: The position is responsible for all aspects of the daily operations of the Human Resources department. This includes hiring, professional growth, background clearances, paperwork documentation, employee investigations, and serves in an advisory role in the District on employment issues. The person is responsible for coordinating activities and supervision of the Human Resources area. Essential Functions: Essential functions, as defined under the Americans with Disabilities Act, may include, but are not limited to, the following tasks, duties, knowledge, skills and other characteristics. This list is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by incumbents in this class. ESSENTIAL DUTIES AND RESPONSIBILITIES: generally include the following. Other duties may be assigned: ? Responsible for the overall Human Resources function including budgets, equal employment opportunity, counseling, records retention, background verifications, maintaining job descriptions and other matters pertaining to the department. ? Prepares and issues performance evaluations to all school sites for all classified employees and coordinates the administration of the reviews throughout the District. In addition, the person is responsible for evaluating the Human Resources staff on a yearly basis. ? Coordinates and makes recommendations regarding employment needs, job postings, transfers, and serves as a resource on employment issues in dealing with staff and administration. ? Coordinates the procedures of the hiring and staffing for the District with the Human Resources Operational Coordinator. ? Oversees the day-to-day operations for the Human Resources department. ? Counsels associates with regards to career goals with the District and other matters concerning employment status. The person works with site administration, district staff, employees and the associations in regards to District policy issues. ? Serves as a member of the Peoria Unified School District council. ? Coordinates the Long Service Award programs for associates. ? Serves as the Custodian of the Records for the Peoria Unified School District in addition works with the Human Resources Coordinator to maintain the employment records, professional growth programs and issues contracts for certified employees. Also, the issuance of letters of assurance for classified employees for the District. ? A resource for Federal and State employment laws for the District. The person also ensures Federal and State posters are available for the various sites. ? Performs other duties as assigned or required. 6330 W. Thunderbird Road · Glendale, Arizona 85306 P.O. Box 39 · Peoria, Arizona 85380-0039 623.486.6000 · www.peoriaud.k12.az.us KNOWLEDGE AND SKILLS: ? Knowledge of applicable Federal, state, county and city statutes, rules, policies and procedures. ? Knowledge of applicable Peoria Unified School District and departmental policies and procedures. ? Knowledge of employment laws and practices. ? Knowledge of the Human Resources function and how the department interacts with various departments and individuals at all levels. ? Knowledge of Unemployment Compensation Laws, Fair Labor Standards Act, Family Medical Leave Act, the Americans with Disabilities Act and other practices of employment law. ? Skill in communicating both orally and in writing. The person must have the ability to communicate orally making presentations to a variety of employee groups. ? Skill in handling conflict resolutions in a variety of settings with different employee groups and staff ? Skill in team building, managing, motivating and organizing a workforce. ? Skill in establishing and maintaining effective working relations with co-workers, vendors, students, parents, the general public and others having business with the school district. ? Skill in operating a personal computer utilizing a variety of software applications. MINIMUM QUALIFICATIONS: A Bachelor's Degree AND 5 years of experience in a Human Resource setting OR any equivalent combination of experience and/or education from which comparable knowledge, skills and abilities have been achieved. OTHER REQUIREMENTS: ? Must be able to pass a fingerprint and background clearance check. ? May be required to work outside normal working hours. ? Must have, at the time of application, and must maintain a valid Arizona driver's license. ? May be required to travel to perform work functions.

Job DescriptionAbout the Role JARS Cannabis is seeking an experienced and people-focused Director of Human Resources to lead and elevate all facets of our HR operations. This position plays a key role in shaping and maintaining a respectful, inclusive, and performance-driven culture that supports both our people and our business goals. You'll partner closely with executive leadership to strengthen what's already working, introduce thoughtful improvements, and ensure we're always aligned with best practices, compliance standards, and employee well-being. What You'll Do Develop and lead HR strategies that reflect our company's mission, values, and goals. Ensure full compliance with all federal, Arizona, and local employment laws. Serve as a trusted partner to leadership on performance management, coaching, and employee relations. Lead and enhance recruitment strategies to attract and retain top talent across all levels. Guide inclusive and engaging onboarding and offboarding experiences. Design and maintain HR policies that evolve with employee needs (e.g., leave policies, flexibility, benefits). Support structured internal mobility, development planning, and career growth. Build and refine compensation and bonus programs to support motivation and retention. Drive data-informed improvements by tracking turnover, engagement, labor costs, and more. Facilitate leadership training, compliance education, and ongoing professional development. Promote employee well-being through proactive communication, wellness programming, and thoughtful planning. What We're Looking For Bachelor's degree in HR, Business Administration, or related field (required) SHRM Certification (required) 8+ years of HR experience, including 3+ years in a senior leadership role supporting an employee population of 1,000+ employees. Strong working knowledge of federal and Arizona labor laws Advanced Excel skills and comfort using HRIS systems (iSolved experience a plus) Strong communicator with a measured, inclusive, and empathetic leadership style Experience developing bonus structures, optimizing benefits, and leading change with tact Commitment to fostering an environment where all team members feel heard, respected, and supported Why Join JARS Cannabis? We are a high-growth company with strong values and a deep respect for people. Our ideal candidate is someone who can enhance what already works, introduce smart, thoughtful improvements, and help our teams thrive in a collaborative, compliant, and mission-aligned environment. You'll be joining a culture that prioritizes respect, development, and accountability.

Job Description Cognite operates at the forefront of industrial digitalization, building AI and data solutions that solve some of the world's hardest, highest-impact problems. With unmatched industrial heritage and a comprehensive suite of AI capabilities, including low-code AI agents, Cognite accelerates the digital transformation to drive operational improvements. Our moonshot is bold: unlock $100B in customer value by 2035 and redefine how global industry works. What Cognite is Relentless to achieve We thrive in challenges. We challenge assumptions. We execute with speed and ownership. If you view obstacles as signals to step forward - not step back - you'll feel at home here. Join us in this venture where AI and data meet ingenuity, and together, we forge the path to a smarter, more connected industrial future. How you'll demonstrate Ownership Cognite is seeking a Human Resources Director (Americas) to serve as the principal Employee Relations partner and HR advisor for the Americas organization. This role is optimal for someone who can design simple, scalable solutions while maintaining the stakeholder influence and business acumen to drive adoption and impact. Strategic Leadership Serve as the principal employee relations leader for the Americas, acting as trusted advisor to regional and global leadership while aligning business priorities with compliant, scalable people practices across a multi-state footprint Drive organizational synergy by partnering with global counterparts (Norway/India) and local specialists (PBPs, OD, and People Ops). You will ensure that global standards for leadership and policy are translated into seamless, accountable workflows that enhance the local employee lifecycle. Scale global People initiatives within the Americas by balancing execution rigor with a deep understanding of the U.S. landscape. You will act as a strategic contributor to the global People function, ensuring that regional nuances enhance-rather than hinder-organization-wide alignment and excellence. Policy Development & Infrastructure Review, assess, and continuously improve existing People policies and the U.S. employee handbook, ensuring clarity, accessibility, compliance, and alignment with Cognite's culture and values Design and implement pragmatic, user-friendly policies that are simple to understand and straightforward to execute-avoiding unnecessary complexity while maintaining legal rigor and business relevance Translate complex employment law and regulatory requirements into clear, actionable guidance for managers and employees Drive consistency and scalability in policy application across geographies, partnering with global peers to harmonize where appropriate while respecting local legal requirements Partner with Legal to ensure policies effectively mitigate risk while supporting a high-trust, high-performance culture Employee Relations & Compliance Own employee relations across the Americas, including complex investigations, corrective actions, performance management, and terminations, ensuring fairness, consistency, and compliance with local legislation Maintain deep, current expertise in U.S. federal employment law and multi-state regulations, with emphasis on Texas and Arizona compliance requirements Design and continuously refine risk-mitigation frameworks and investigation protocols to proactively address compliance risks across jurisdictions Partner strategically with Legal on sensitive employee matters, litigation prevention, and regulatory compliance initiatives Execute terminations and sensitive HR interventions with composure, discretion, and alignment with legal requirements Immigration & Global Mobility Oversee immigration matters,and compliance with Department of Homeland Security requirements in partnership with internal and external Legal where required Manage global mobility arrangements for U.S.-based employees on international assignment The Impact you bring to Cognite The ideal candidate brings the credibility, judgment, and perspective of a senior HR leader, paired with the agility and curiosity of a practitioner who values being close to the work. You will play a pivotal role in scaling the HR foundation for the Americas, strengthening alignment with Cognite's global People strategy, and reinforcing Cognite's mission and values across every stage of the employee lifecycle. You are equally comfortable crafting strategy for leaders and rolling up your sleeves to design a simple, elegant employee handbook. You understand that the best policies are the ones people actually use-and you know how to balance legal rigor with practical simplicity. Trusted Advisor Status: Recognized as a proactive, trusted advisor to senior leaders, line-level managers, and global People Business Partners-providing sound judgment and practical solutions to complex people challenges with credibility across the organization Compliance & Operational Excellence: A robust compliance and employee relations foundation established across multiple U.S. states, ensuring operational excellence, reduced risk exposure, and consistent application of policies Policy & Infrastructure Excellence: Modernized, simplified employee handbook and policy suite that employees and managers find clear, accessible, and easy to apply-resulting in reduced ambiguity, improved compliance, and enhanced manager confidence. Leadership Development: Enhanced leadership capability across the organization through coaching, feedback, and development partnerships with people managers Experience & Background 12+ years of progressive HR experience, including 5+ years in a senior-level HR Director, HRBP, or People Operations role managing multi-state operations Track record supporting scaling SaaS or technology organizations through hypergrowth phases, with demonstrated comfort navigating ambiguity and change Deep expertise in U.S. employment law, compliance, and employee relations, with proven success advising leaders in complex multi-state environments Demonstrated success designing, reviewing, and improving employee handbooks and policy frameworks-with a strong bias toward simplicity, clarity, and usability over complexity Proven ability to establish strong collaborative partnerships with People Business Partners, Organizational Development teams, and cross-functional peers in matrixed, global environments Experience building or refining People operating models, with clear understanding of how to divide responsibilities, streamline workflows, and enable seamless collaboration across HR functions A snapshot of our many perks and benefits as a Cogniter* Competitive compensation* 401(k) with employer matching* Competitive health, dental, vision & disability coverages for employees and all dependents* Unlimited PTO* Paid Parental Leave Program* Employee Referral Program* Join a team of 60+ different nationalities 🌐 with Diversity, Equality and Inclusion (DEI) in focus 🤝.* A highly modern and fun working environment with sublime culture across the organization, follow us on Instagram @cognitedata 📷 to know more* Opportunity to work with and learn from some of the best people on some of the most ambitious projects found anywhere, across industries* Join our HUB 🗣️ to be part of the conversation directly with Cogniters and our partners.* Paid mobile phone and WiFi Equal Opportunity Cognite is committed to creating a diverse and inclusive environment at work and is proud to be an equal opportunity employer. All qualified applicants will receive the same level of consideration for employment.

Cognite operates at the forefront of industrial digitalization, building AI and data solutions that solve some of the world's hardest, highest-impact problems. With unmatched industrial heritage and a comprehensive suite of AI capabilities, including low-code AI agents, Cognite accelerates the digital transformation to drive operational improvements. Our moonshot is bold: unlock $100B in customer value by 2035 and redefine how global industry works. What Cognite is Relentless to achieve We thrive in challenges. We challenge assumptions. We execute with speed and ownership. If you view obstacles as signals to step forward - not step back - you'll feel at home here. Join us in this venture where AI and data meet ingenuity, and together, we forge the path to a smarter, more connected industrial future. How you'll demonstrate Ownership Cognite is seeking a Human Resources Director (Americas) to serve as the principal Employee Relations partner and HR advisor for the Americas organization. This role is optimal for someone who can design simple, scalable solutions while maintaining the stakeholder influence and business acumen to drive adoption and impact. Strategic Leadership Serve as the principal employee relations leader for the Americas, acting as trusted advisor to regional and global leadership while aligning business priorities with compliant, scalable people practices across a multi-state footprint Drive organizational synergy by partnering with global counterparts (Norway/India) and local specialists (PBPs, OD, and People Ops). You will ensure that global standards for leadership and policy are translated into seamless, accountable workflows that enhance the local employee lifecycle. Scale global People initiatives within the Americas by balancing execution rigor with a deep understanding of the U.S. landscape. You will act as a strategic contributor to the global People function, ensuring that regional nuances enhance-rather than hinder-organization-wide alignment and excellence. Policy Development & Infrastructure Review, assess, and continuously improve existing People policies and the U.S. employee handbook, ensuring clarity, accessibility, compliance, and alignment with Cognite's culture and values Design and implement pragmatic, user-friendly policies that are simple to understand and straightforward to execute-avoiding unnecessary complexity while maintaining legal rigor and business relevance Translate complex employment law and regulatory requirements into clear, actionable guidance for managers and employees Drive consistency and scalability in policy application across geographies, partnering with global peers to harmonize where appropriate while respecting local legal requirements Partner with Legal to ensure policies effectively mitigate risk while supporting a high-trust, high-performance culture Employee Relations & Compliance Own employee relations across the Americas, including complex investigations, corrective actions, performance management, and terminations, ensuring fairness, consistency, and compliance with local legislation Maintain deep, current expertise in U.S. federal employment law and multi-state regulations, with emphasis on Texas and Arizona compliance requirements Design and continuously refine risk-mitigation frameworks and investigation protocols to proactively address compliance risks across jurisdictions Partner strategically with Legal on sensitive employee matters, litigation prevention, and regulatory compliance initiatives Execute terminations and sensitive HR interventions with composure, discretion, and alignment with legal requirements Immigration & Global Mobility Oversee immigration matters,and compliance with Department of Homeland Security requirements in partnership with internal and external Legal where required Manage global mobility arrangements for U.S.-based employees on international assignment The Impact you bring to Cognite The ideal candidate brings the credibility, judgment, and perspective of a senior HR leader, paired with the agility and curiosity of a practitioner who values being close to the work. You will play a pivotal role in scaling the HR foundation for the Americas, strengthening alignment with Cognite's global People strategy, and reinforcing Cognite's mission and values across every stage of the employee lifecycle. You are equally comfortable crafting strategy for leaders and rolling up your sleeves to design a simple, elegant employee handbook. You understand that the best policies are the ones people actually use-and you know how to balance legal rigor with practical simplicity. Trusted Advisor Status: Recognized as a proactive, trusted advisor to senior leaders, line-level managers, and global People Business Partners-providing sound judgment and practical solutions to complex people challenges with credibility across the organization Compliance & Operational Excellence: A robust compliance and employee relations foundation established across multiple U.S. states, ensuring operational excellence, reduced risk exposure, and consistent application of policies Policy & Infrastructure Excellence: Modernized, simplified employee handbook and policy suite that employees and managers find clear, accessible, and easy to apply-resulting in reduced ambiguity, improved compliance, and enhanced manager confidence. Leadership Development: Enhanced leadership capability across the organization through coaching, feedback, and development partnerships with people managers Experience & Background 12+ years of progressive HR experience, including 5+ years in a senior-level HR Director, HRBP, or People Operations role managing multi-state operations Track record supporting scaling SaaS or technology organizations through hypergrowth phases, with demonstrated comfort navigating ambiguity and change Deep expertise in U.S. employment law, compliance, and employee relations, with proven success advising leaders in complex multi-state environments Demonstrated success designing, reviewing, and improving employee handbooks and policy frameworks-with a strong bias toward simplicity, clarity, and usability over complexity Proven ability to establish strong collaborative partnerships with People Business Partners, Organizational Development teams, and cross-functional peers in matrixed, global environments Experience building or refining People operating models, with clear understanding of how to divide responsibilities, streamline workflows, and enable seamless collaboration across HR functions A snapshot of our many perks and benefits as a Cogniter * Competitive compensation * 401(k) with employer matching * Competitive health, dental, vision & disability coverages for employees and all dependents * Unlimited PTO * Paid Parental Leave Program * Employee Referral Program * Join a team of 60+ different nationalities 🌐 with Diversity, Equality and Inclusion (DEI) in focus 🤝. * A highly modern and fun working environment with sublime culture across the organization, follow us on Instagram @cognitedata 📷 to know more * Opportunity to work with and learn from some of the best people on some of the most ambitious projects found anywhere, across industries * Join our HUB 🗣️ to be part of the conversation directly with Cogniters and our partners. * Paid mobile phone and WiFi Equal Opportunity Cognite is committed to creating a diverse and inclusive environment at work and is proud to be an equal opportunity employer. All qualified applicants will receive the same level of consideration for employment.

ENTERPRISE: WCR FMYNE HUMAN RESOURCES JOB TITLE: FMYNE DIRECTOR OF HUMAN RESOURCES DEPARTMENT NAME: FMYNE HUMAN RESOURCES REPORTS TO: FMYNE GENERAL MANAGER SALARY: DOE POSITION STATUS: REGULAR FULL-TIME, FLSA EXEMPT HOURS PER WEEK: 40 POSITION DESCRIPTION: The Human Resources Director is responsible for all aspects of planning, directing, and reviewing all activities and operations of the Human Resources Department. This includes Human Resources Administration, Employee Services, Community Employment, Consulting Services, Training and Development, Recruitment and Selection, Compensation Analysis, Human Resource Information System (HRIS), and Services. Working under the general supervision of the Fort McDowell Yavapai Nation Enterprise General Manager, the Human Resources Director offers support to all Enterprises owned and operated by the Fort McDowell Yavapai Nation. ESSENTIAL DUTIES: Essential Duties may include the following tasks, knowledge, skills, and other characteristics. This list of tasks is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by positions in this class. • Directs and participates in the classification and compensation plan administration, employee relations, benefits, recruitment and selection, general employee development and training, risk and safety management, and employee performance evaluation activities. • Develops and manages the annual budget review and hearing process, assists Enterprise General Managers with planning for new or revised positions, and advises on budget impact. • Develop and implement each function's Human Resources Department goals, objectives, policies, and priorities. • Formulates programs, plans, and procedures for integrating diverse goals and operational needs into a cohesive effort to provide the Fort McDowell Yavapai Nation Enterprises with an effective and responsive Human Resource system. • Provides overall departmental leadership. • Reviews Enterprise Personnel Policy annually and updates as needed. • Works with Enterprise General Managers to continuously improve Human Resources operational policies, practices, procedures, and methodologies. KNOWLEDGE/SKILLS/ABILITIES: • Annually reviews and recommends to executive management to improve the policies, procedures, and practices on personnel matters. • Maintains knowledge of industry trends and employment legislation and ensures compliance. • Maintains responsibility for FMYNE compliance with federal and state legislation pertaining to all personnel matters. • Communicates changes in personnel policies and procedures and ensures proper compliance is followed. • Assist in the preparation and administration of the FMYNE wage and salary program. • Consult with legal counsel when needed or as directed by the FMYNE General Manager on personnel matters. • Recommends, evaluates, and participates in staff development for all FMYNE employees. • Develops and maintains a human resource system that meets the Nation's personnel information needs. • Supervises the staff of the human resource department. • Knowledge of laws, regulations, and policies governing human resources. • Knowledge of management and supervisory principles and practices. • Knowledge of benefits administration, including pension funds. • Knowledge of all facets of human resource management. • Skill in understanding and interpreting complex tribal, state, and federal laws, regulations, policies, and practices. • Skill in planning, organizing, directing, and managing projects. • Skill in developing policies and procedures. • Skills in oral and written communication. • Skill in utilizing HRIS systems. • Skill in establishing and maintaining effective and cooperative working relationships with other departments of the Fort McDowell Enterprises, tribal government, vendors, other interested parties, and the public. • Establishes an active plan for the development and succession of Tribal Members into executive management. MINIMUM QUALIFICATIONS: • Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field preferred, or Seven (7) years of experience in personnel/human resources, with a minimum of five (5) years of management experience. • Current Arizona Driver's License and able to meet Fort McDowell Yavapai Nation insurance standards. • Master's Degree in a related field is preferred. • Must obtain and maintain a State of Arizona Gaming Certification and a Fort McDowell Tribal Gaming License. • Must pass a pre-employment drug and alcohol test and pass a complete background check. • Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society for Human Resource Management Certified Professional (SHRM-CP), or Society for Human Resource Management Senior Certified Professional (SHRM-SCP) certification is highly preferred. INDIAN PREFERENCE: Preference will be given to qualified applicants who are members of federally recognized Indian tribes. To be considered for Indian Preference, you must submit your Certificate of Indian Blood (CIB) with your application.

About DP Electric DP Electric is a 100% employee-owned, leading electrical contractor dedicated to delivering high-quality, innovative solutions across commercial and industrial projects. We strive to be the preferred contractor in the Southwest, not only for our clients, but also for individuals entering the workforce who seek a meaningful and lasting career. We've consistently been recognized as a Top Company to Work for in Arizona, known for our strong company culture, commitment to employee success, and people-first approach. * Award-Winning Employer: Our workplace culture, employee engagement, and benefits have earned us repeated accolades as a top employer. * Employee-Focused: We listen to employee feedback and act on it, resulting in better health benefits, improved time-off policies, and meaningful recognition programs. * Professional Growth: We invest in our people. From mentorship and career advancement to our in-house apprenticeship program, we help professionals at every stage grow in their careers. * Employee-Owned: As a 100% employee-owned company, every team member has a stake in the success of the organization and benefits directly from its growth. Position Overview We are seeking a Human Resources Director to join our team. The Director of Human Resources oversees HR functions, including employee relations, performance management, total rewards, and workplace culture. This role ensures HR strategies align with company goals while fostering an inclusive and high-performing workforce. Key Responsibilities * Leads HR team, ensuring alignment with company goals and core values. * Develops and implements human resources strategies, policies, and programs to enhance employee experience. * Manages performance management processes, including goal setting, evaluations, and career development planning. * Drives employee engagement and retention strategies to promote a positive workplace culture. * Handles employee relations, conflict resolution, and ensures compliance with company policies. * Oversees classification and compensation systems, supporting development and implementation of employee motivation, total rewards, and retention programs. * Manages benefits function, including design, implementation, and oversight of benefits plans and programs. * Oversees compliance with employment laws and regulations, providing guidance to mitigate risks. * Champions process improvement and oversees programs, policies, and procedures related to efficiency of employment practices and their alignment with organizational business objectives. * Oversees payroll processing and operations, ensuring compliance with applicable regulations and requirements. * Develops and monitors HR metrics and analytics to assess the effectiveness of HR initiatives. * Implements team building, organizational development, and effective communication programs. * Advises senior management on strategic HR solutions and workforce planning. Qualifications Minimum: * Bachelor's degree in Human Resources, Business Administration, or a related field. * Eight (8) years of progressive HR leadership experience, including oversight of employee relations, compensation, and performance management functions. Preferred: * Master's degree in Human Resources, Business Administration, or a related field. * SHRM-SCP certification. * Experience in HR software systems, workforce planning, and organizational development. OR an equivalent combination of education, certification, and experience that results in the successful performance of the job. Additional education may substitute for required experience on one-for-one year basis or vice versa. Knowledge, Skills, and Abilities * Knowledge of HR best practices, employment laws, and regulatory compliance. * Knowledge of employee relations, and performance management strategies. * Skill in developing HR policies, training programs, and employee engagement strategies. * Skill in leadership, mentoring, and guiding HR teams effectively. * Ability to influence organizational culture and drive diversity, equity, and inclusion initiatives. * Ability to analyze HR metrics and make data-driven decisions. * Ability to handle confidential information with integrity and discretion. * Ability to collaborate with executives and provide strategic HR recommendations. Work Environment * Sedentary work environment. Work performed generally in the office settings and requires limited physical, ergonomic, or emotional efforts. Work may generally require walking, standing, bending, kneeling, carrying light loads and lifting no more than 10 pounds. Compensation & Benefits * Competitive pay with opportunities for growth * Comprehensive health, dental, and vision insurance * 401(k) with company match * Employee Stock Ownership Plan (ESOP) ñ Become a company owner through our 100% employee-owned model * Paid time off and holidays * Ongoing training and development programs Equal Opportunity Employer DP Electric is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All employment decisions are made based on qualifications, merit, and business needs.

Director, Human Resources - Strategic Projects & HR Initiatives Build an Aviation Career You're Proud Of At StandardAero, we use our ingenuity and expertise to tackle aviation's toughest challenges - from routine maintenance to the most complex repairs and overhauls. Together, we get the job done and done well. Our stability, resources, and respectful culture give you the tools to grow a meaningful career within a team you can count on for the long term. As one of the world's largest independent Maintenance, Repair & Overhaul (MRO) providers, StandardAero employs more than 8,000 professionals across 55 locations worldwide. We are proud to be a trusted leader in aviation innovation, safety, and performance excellence. The Opportunity Reporting directly to the SVP of Human Resources for our Airlines & Fleets and Military, Helicopter & Energy Divisions, this role offers a unique opportunity to lead key strategic projects across multiple facets of the HR Function. This role is ideal for a strategic HR professional who combines strong business acumen with a passion for project leadership, organizational design, and change management. The Director will serve as an internal consultant and execution partner to senior HR and business leaders within A&F and MH&E, ensuring the effective delivery of Division wide programs and initiatives. Key Responsibilities As a strategic leader with the A&F and MH&E HR team, the HR Director for Strategic Projects and HR Initiatives will: Spearhead strategic HR projects across diverse business platforms in a complex, global business Lead cross-divisional, time-sensitive HR and organizational projects with clear milestones and measurable outcomes. Assess and redesign organizational structures to optimize efficiency, agility, and alignment with business goals. Lead / collaborate on organizational design efforts across multiple business units Drive process efficiencies across the HR Function in the A&F and MH&E divisions Drive operational effectiveness between divisions by streamlining processes and improving collaboration. Influence HR strategy and processes around business acquisition and integration Implement change management strategies to support adoption of new processes and organizational structures. Define and track success metrics for projects and HR initiatives, reporting progress to executive leadership. Communicate initiatives and changes effectively to stakeholders across the organization. Position Requirements Education: Bachelor's degree in Human Resources, Business Administration, or related field or equivalent work experience required Experience: Minimum 10 years of progressive HR experience, including demonstrated success leading enterprise-level projects or transformation initiatives in a complex, global, or matrixed organization Strategic Capability: Demonstrated ability to design and deliver HR programs that align with long-term business goals and enhance workforce effectiveness Project Management: Proven success in leading cross-functional projects with strong planning, execution, and stakeholder management Change Leadership: Expertise in structured change management and communication frameworks that drive adoption and engagement Analytical Skills: Ability to use data and metrics to assess progress, identify insights, and drive informed decision-making Collaboration & Influence: Strong interpersonal skills with the ability to influence and partner effectively across all levels of the organization Communication: Excellent written, verbal, and presentation skills, with the ability to communicate complex ideas clearly and persuasively Adaptability: Thrives in dynamic, fast-paced environments with multiple priorities Technology Proficiency: Experience leveraging HRIS, data analytics, and project management tools to optimize HR delivery Why Join Us At StandardAero, we believe our people are the foundation of our success. You'll find a supportive, performance-driven culture that empowers you to make an impact while growing your career. We offer: Comprehensive healthcare coverage 5% 401(k) matching Paid time off and flexible work arrangements Annual bonus opportunities Short- and long-term disability coverage Life and AD&D insurance Professional development and continuous learning opportunities Join StandardAero - and help shape the strategic initiatives that define the future of our global HR organization. #LI-AD1

This is a West Coast role, candidate should reside in Pacific or Mountain time zone. Why Work Here * Headquarters is in Charlotte, NC * Recently expanded to nearshore * isolved ranked for SMB Payroll in 2023 Sapient Report * Voted top places to work in USA 2023 The isolved HR Consultant is responsible for identifying, evaluating, and resolving HR related issues for customers and provide support to customer projects. HR Consultants are the backbone of the department, supporting nearly all client and department initiatives. Enhanced knowledge of isolved functionality is required. Level II is dependent upon ability to take on more complex projects, heightened communication and time management skills, and department need. Core Job Duties * Manage a queue of inquiries/requests/projects in support of the Defined HR team/clients. Provides client support advising on HR topics received via on-demand phone and email support. Know when to escalate complex situations to HR Business Partners or Senior HR Consultants. * Identify legal and governmental reporting regulations affecting HR practices and ensuring that customer policies, procedures and processes are in compliance. * Maintain working knowledge of multi-state employment law compliance to best serve all isolved clients. * Draft customer position descriptions and employee handbooks; participate in client meetings for same. * Support clients and/or HR Business Partners on projects such as HR compliance audit for customers, FLSA and Independent Contractor Analyses, etc. * Communicates efficiently and effectively with all stakeholders over the phone, via email, using Microsoft Teams, etc. * Maintain total confidentiality with customer and company information. * Work toward continuous quality improvement. * Stay current with changing technology, including software programs. * Uphold, support, and promote all company policies and procedures. * Independently and accurately advise on leave of absence guidance related questions via phone and email for Expert Clients * Proficiently handle majority of on-demand phone and email support inquiries * Independently lead handbook and position description meetings with clients * Develop custom forms and policies as requested Minimum Qualifications * Proficient in multi-jurisdictional HR compliance. * Proven effective oral and written communications skills. * Strong skills in using Microsoft Office applications (particularly Excel and Word) and Adobe Flyer. * Have excellent customer service and relationship-building skills. Be professional and approachable, with the ability to provide quality customer service to multiple diverse work groups. * Have strong time management skills. Able to handle multiple priorities simultaneously. Must be able to handle disruptions without allowing them to affect delivery of quality and timely services. * Be detail-oriented, accurate, organized, and proficient in professional communications. * Be a self-starter and collect and analyze data, as well as problem solve in a fast-paced environment. * Bachelor's degree (B. A.) from four-year college or university; three (3) to five (5) years related HR Generalist experience and/or training for HR Consultant II; or equivalent combination of education and experience. * PHR and/or SHRM-CP -preferred About isolved isolved is an employee experience leader, providing intuitive, people-first HCM (Human Capital Management) technology. Our solutions are delivered directly or through our partner network to more than five million employees and 145,000 employers - who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, seamlessly connects and manages the employee journey across talent management, HR & payroll, workforce management and engagement management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow. For more information, visit ******************* EEO Statement isolved is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. isolved is a progressive and open-minded meritocracy. If you are smart and good at what you do, come as you are. Disability Accommodation Visit ************************** for more information regarding our incredible culture and focus on our employee experience. Visit ************************* for a comprehensive list of our employee total rewards offerings. 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 this job. Duties, responsibilities, and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions outlined above. #LI-KJ1

Job Description At Jewish Voice Ministries International, we Proclaim the Gospel of Yeshua (Jesus) to the Jew first just as Romans 1:16 states. We are committed to advancing God's Kingdom through meaningful ministry, innovative programs, and a Christ-centered workplace. We are looking for a dedicated HR leader to help build a strong, thriving, and spiritually grounded team. Position Summary: The HR Director will lead the day-to-day human resources operations while supporting the strategic vision of the Ministry. This role works closely with the Chief People Officer and the HR team to ensure a culture of excellence, compliance, and engagement. The ideal candidate is both a seasoned HR professional and a servant leader, bringing operational expertise, strategic insight, and a heart for ministry. Key Responsibilities: Oversee HR operations, including recruitment, onboarding, performance management, training, employee relations, and benefits administration. Administer the annual benefits open enrollment process and manage HR-related vendors and external partners. Ensure compliance with federal and state employment laws while aligning HR practices with the Ministry's mission and values. Support leadership and staff with coaching, development, and guidance rooted in biblical principles. Design and implement programs that enhance employee engagement, culture, and organizational effectiveness. Qualifications & Skills: Bachelor's degree in Human Resources, Communications, or related field, or a combination of education and professional HR certification (PHR, SPHR, SHRM-CP). Ten or more years of broad HR leadership experience, including personnel management. Knowledge of federal and state employment laws (EEOC, Title VII, FLSA, ADA, FMLA) and ability to apply them to real-world situations. Strong relationship-building skills and proven ability to partner with leaders and staff at all levels. Excellent communication, organization, problem-solving, and multitasking skills. Demonstrated ability to integrate biblical principles and ministry values into HR leadership. Spiritual Alignment: A personal commitment to Christ-centered living and alignment with the Ministry's Statement of Faith. A servant-hearted approach to leadership, fostering a healthy, spiritually grounded workplace culture. Why You'll Love This Role: Be part of a small but mighty team that directly impacts the growth and sustainability of ministry programs. Opportunity to shape HR strategy, culture, and operations in a Christ-centered organization. Work alongside passionate leaders committed to servant leadership and spiritual growth. How to Apply: Please submit your resume and a cover letter sharing your experience and your heart for ministry to [Email Address]. Applications will be reviewed on a rolling basis until the Lord brings the right candidate. This employer may obtain a background report on you for employment purposes, including making hiring, promotion, or retention decisions. You are hereby notified that such a report may be obtained, and you hereby authorize this employer to obtain such a report. This authorization is separate from your application for employment

Job Title: School Resource Officer (Security) Department: Security Reports To: Director of Security / School Principal The School Resource Officer (SRO) plays a vital role in maintaining a safe and secure environment for students, staff, and visitors within the school setting. The SRO will serve as a visible security presence on campus, deter and respond to incidents, monitor access points, and build positive relationships with the school community to promote safety awareness and preparedness. Key Responsibilities: Provide daily security presence on school grounds during operational hours. Monitor entrances, exits, hallways, parking lots, and common areas to prevent and respond to unauthorized activities or safety threats. Patrol school premises regularly to detect and deter any suspicious or unsafe behavior. Enforce school rules, policies, and procedures regarding safety and security. Assist with emergency drills, including fire, lockdown, and evacuation drills. Respond to incidents such as fights, disturbances, trespassing, or other security-related issues. Work collaboratively with school administrators, faculty, and local law enforcement when needed. Maintain clear and accurate records of incidents, patrols, and daily activity reports. De-escalate conflicts using non-violent communication techniques. Provide support during student arrival and dismissal to ensure orderly and safe movement. Educate students and staff on personal safety and crisis response as needed. Qualifications: High school diploma or equivalent required; additional security or criminal justice training preferred. Valid Arizona Security Guard License/Certification (as required by state or local laws). Minimum of 1-2 years of experience in security, school safety, or law enforcement preferred. Strong interpersonal and communication skills, especially with youth. Ability to remain calm and make sound decisions in stressful or emergency situations. Must pass background check and drug screening. CPR/First Aid certification preferred or willingness to obtain. Must be able to obtain a finger print clearance card. Physical Requirements: Ability to stand or walk for extended periods. Must be able to lift up to 25 pounds and respond quickly in case of emergencies. Must be comfortable working both indoors and outdoors in various weather conditions. Work Schedule: Full-time during school hours (Monday-Friday); occasional evenings or weekends for events or emergencies. Why Join Delta Security Services? Competitive pay and consistent scheduling Opportunities for advancement Professional and supportive work environment Training and supervision provided How to Apply: Submit your resume or apply online at: ****************************

Job Purpose The HR Officer will be responsible for providing transactional HR administration and general administrative support to members of the HR Team across the employee lifecycle, to ensure seamless and consistent delivery of the departments' services to line management and employees in line with company procedures and compliance standards. Key Performance Areas Be the first point of contact for all transactional HR-related queries from employees and line Maintains human resources records by recording new hires, transfers, terminations, changes in job classifications, merit increases; and tracking leave Prepare and administer HR-related documentation, such as contracts of employment, throughout the employee life cycle Update the HR database / system and ensure all data is accurate and complies with audit requirements Identify, classify, maintain and protect HR related files, documentation and sensitive information consistent with record handling and audit requirements. Prepare relevant paperwork for payroll around staff movements and conditions of employment Monitor unemployment claims by reviewing claims; recording and filing of documentation Documents human resources actions by completing forms, reports, logs, and records Updates job knowledge by participating in educational opportunities; reading professional publications Coordinate all admin as it relates to discipline and grievance procedures in the organisation and ensure proper record keeping as required by legislation Order and maintain consumable stock levels in line with anticipated demand Coordinating the flow of departmental paper and electronic documents to the appropriate parties (obtaining from Business units passing on to payroll, files, etc.) Prepare basic reports such as headcount reports, absenteeism reports, leave liability, sick leave , and other reports required for monthly financial reporting Troubleshooting and resolving HR transaction processes and related data issues with HR and assigned clients This will include collaborating with HR Consultants, Learning & Development, Recruitment and Payroll Type correspondence proficiently including letters, faxes, etc. Handle calls, queries and requests received by the HR office on a daily basis and escalate relevant issues in all areas of HR including: appointments; leave; benefits; medical aid; provident fund; termination information Assist employees in completing necessary paperwork to support changes, updates, etc. Administer bursary applications, medical aid, provident fund, and other relevant programs by advising employees of eligibility; providing application information; helping with form completion; verifying submission; notifying employees of approvals. Orients new employees by providing orientation information packets; reviewing company policies; gathering withholding and other payroll information; explaining and obtaining signatures for benefit programs. Assists in the co-ordination and planning of logistics for employee events viz EOM, roadshows, long service awards, etc. Co-ordination of the Employee wellness programme for the unit, including the co-ordination of wellness days, minutes of meetings, follow-through on action points of meetings, etc. Monitor IQ Tech and T&A Processing and payment of departmental invoices via the IFS system Maintains regular communication on current administration and projects status with relevant stakeholders Keeps service providers informed of payments and information required for vendor processes Communicate with medical aid and provident fund on hires, terminations, death benefits, etc. Escalates non-conformance issues or outstanding information Requirements Education Grade 12 Studying towards a B Degree in Human Resources Management or similar is an advantage. Experience A minimum of 2 years in an administrative function. Exposure in the areas of human resources administration will be an advantage Skills and Knowledge Analysing Assuring quality Collecting information (sourcing; checking and / or documenting) Maintaining Focus Acting with energy and enthusiasm Integrating (Connecting, Relating and Collaborating) Managing customer and stakeholders Organising and co-ordinating Problem Solving & Initiative Knowledge of HR Policy and Procedures Knowledge of skills development requirements Minute taking / Typing skills Project Co-ordination Computer Literacy (MS Office / Peoplesoft) IFS (Purchase requisitions) Written and verbal communication skills Knowledge and application of labour legislation (LRA' BCEA), Skills Development Act, EE Act Equity Preference will be given to employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans. POPI Statement Please note that when applying for any position, reference checks will be completed and personal information as defined in the Protection of Personal Information Act 4 of 2013 will be processed. In applying for this position, applicants will be deemed to have consented to such processing as defined in the included Privacy Statement. Please also note that if you have not been contacted within 1 month after the closing date of this advertisement, please accept that your application has been unsuccessful . Studying towards a B Degree in Human Resources Management or similar is an advantage. Work Level Skilled Job Type Temp Salary Market Related Duration < 6 Months EE Position Yes Location Sun City

The Chief HR Officer is responsible for providing leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The Chief HR Officer provides strategic servant leadership by articulating Human Resource needs and plans to the executive management team Summary of Essential Job Functions: • Participate as a key member of the Executive Team • Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules • Establish and implement HR efforts that effectively communicate and support the company strategic vision • Develop HR plans and strategies to support the achievement of the overall business objectives • Function as a strategic business advisor to the all levels of management regarding key organizational and management issues • Working with the executive management, to establish a sound plan of management succession that corresponds to the strategy and objectives of the company • Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals • Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the firm • Provide overall leadership and guidance to HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits • Implementation of HRIS and Human Capital related technology Maintain appropriate levels of insurance coverage • Ensure compliance with legal and regulatory requirements • Ensure that record keeping meets the requirements of auditors and government agencies • Report risk issues to the President Maintain relations with vendors and negotiate best possible rates on behalf of company for all services Knowledge/Experience Required: • Requires a human resources executive with a minimum of 15 years of experience, who will be able to strategically and tactically evaluate and implement sophisticated HR related programs and initiatives • MBA, MA, in Human Resources or related field and PHR, SPHR, SHRM-CP or SHRM-SCP certification • Able to work with a variety of organizational leadership to build consensus around HR strategy and tactics • Have a demonstrated background in all facets of HR, including talent and leadership management, compensation, organizational development, benefits administration, legal compliance; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams. • Must have the ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity • Excellent interpersonal communication, conflict resolution, problem solving, presentation and organizational skills are required • Proficiency in MS Office Spreadsheets using a computer application to enter, manipulate, and format text and numerical data; insert, delete, and manipulate cells, rows, and columns; and create and save worksheets, charts, and graphs • Presentation skills using a computer application to create, manipulate, edit, and show virtual slide presentations. Internet Navigating the Internet to find information, including the ability to open and configure standard browsers; use searches, hypertext references, and transfer protocols; and send and retrieve electronic mail (e-mail Required Abilities Physical Activity This position requires some standing, walking, lifting, grasping, bending and kneeling for filing. Sitting for some periods of time. Substantial repetitive movements (motions) of the wrists, hands, and/or fingers. Expressing or exchanging ideas by means of the spoken word. Involved in activities where one must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Perceiving the nature of sounds at normal speaking levels with or without correction. Requires the ability to receive detailed information through written and oral communication. Active Learning understanding the implications of new information for both current and future problem-solving and decision-making. Physical Requirement Sedentary work involving sitting some of the time. Walking and standing are required daily. Exerting up to 10 pounds of force occasionally to lift, carry, push, and pull or otherwise move objects. In addition, may involve physical movement which includes activities related to membership events and programs. Visual Requirement This position requires close visual acuity to perform activities such as: preparing and analyzing data and figures, transcribing, viewing computer monitors and extensive reading. Working Conditions It involves typical office or administrative work and member outdoor activity

The Manager of HR, Operations will oversee key human resources functions, HR compliance, internal payroll operations, systems administration, and process optimization across a rapidly growing, multi-state organization of 2,500+ employees. This leadership role requires expertise in HR operations, compliance (including California), analytics, and HR systems and the ability to lead a high-performing team, drive systematic improvements, and present insights and recommendations to executive leadership. The ideal candidate is analytical, solutions-focused, strong with Excel and reporting, and experienced in modernizing HR processes and technology. Moon Valley Nurseries is the largest box tree grower in the country, recognized for operational excellence, growth, and customer experience. We are seeking a Manager of HR Operations who can elevate HR systems, ensure compliance, and support strategic initiatives across the business. Key Duties and Responsibilities HR Operations & Leadership Lead, mentor, and develop a high-performing HR operations team (HRIS, compliance, payroll operations, and workflow administration). Oversee day-to-day HR operational processes to ensure accuracy, efficiency, and timely execution. Serve as a trusted partner to leadership, providing clear insights, summaries, and recommendations. Manage cross-departmental initiatives with Payroll, Benefits, Legal, and Operations. Payroll, Compliance, & Risk Management Oversee the internal payroll function to ensure accurate, timely processing across multiple states and FEINs. Ensure payroll processes, reports, and controls meet federal, state requirements (including California). Ensure compliance with federal, multi-state, and California-specific HR regulations, policies, and reporting requirements. Maintain and enforce HR policies, auditing processes, and documentation standards. Partner with Legal to support regulatory updates, investigations, and compliance-driven changes. Workforce Management Evaluate existing HR processes and identify opportunities for automation, efficiency, and standardization within Human Capital Management system and other HR software. Lead system upgrades, new feature rollouts, and cross-functional training. Ensure systems are aligned with Payroll, Benefits, Finance, and overall operational needs. Develop scalable procedures that support growth and organizational consistency. Drive continuous improvement initiatives while reducing manual effort and system bottlenecks. Data, Reporting & Analytics Build, maintain, and automate HR operational dashboards and analysis in Excel or reporting tools. Prepare and present executive-level summaries highlighting trends, risks, and opportunities. Deliver high-quality reporting on headcount, turnover, compliance metrics, audits, and workflow performance. Support quarterly, annual, and audit-related reporting activities. Qualifications Qualifications: Knowledge, Skills & Abilities 4+ years of experience in HR operations, HR compliance, HRIS administration, payroll operations, or related HR leadership functions. Demonstrated experience managing and leading a team. Strong understanding of multi-state HR compliance, with deep familiarity with California requirements. Intermediate Excel skills (pivot tables, formulas, data summarization). Ability to analyze data, identify trends, and present clear, concise summaries to executive leadership. Proven experience improving processes, automating workflows, and implementing systematic changes. Hands-on experience with HCM platforms. Strong organizational, problem-solving, and project management skills. Excellent communication and ability to translate complex HR data into simple, business-ready insights. Ability to thrive in a fast-paced, high-growth environment with multiple competing priorities. Education BS or MS in Human Resources or equivalent experience Physical requirements/Working Conditions While performing the duties of this job, the employee is regularly required to talk and hear. This position is very active and requires standing, walking, bending, kneeling, stooping, crouching, crawling, and climbing all day. The employee must frequently lift and/or move items over 15 pounds. Able to work outdoors for extended periods of time in possibly extreme conditions, including rain, heat, sun, and wind. OTHER Subject to MVR and criminal background check (In accordance with applicable fair chance laws, rules, and regulations) About Us Moon Valley Nurseries is the largest grower of box trees and palms in North America, and is an industry leader and high growth company that offers competitive salaries with exceptional employee benefits including medical insurance, 401(k), holidays, and PTO to all eligible employees. We are an equal employment opportunity employer. We are a drug free workplace. #MVNOTHER