Director of human resources jobs in Grand Forks, ND - 415 jobs

2300 Vierling Drive West, Shakopee, Minnesota 55379 United States of America Why Oatey? Since 1916, Oatey has provided reliable, high-quality products for the residential and commercial plumbing industries, with a commitment to delivering quality, building trust and improving lives. Today, Oatey operates a comprehensive manufacturing and distribution network comprised of industry leading family of companies: Oatey, Cherne, Keeney, Quick Drain, Hercules, Dearborn, Oatey Canada, William H. Harvey, Masters, Contact, Belanger, Lansas, and Durgo. At Oatey, we're doing big things - and by joining us, you'll have the chance to do big things too. You can build a strong career in an innovative, inclusive, high-performance environment, with the confidence that your company cares - about you, our customers and our world. Ready to make an impact in a place where you matter? - Position Summary: The Human Resources Manager is responsible for providing on-site leadership at a manufacturing or distribution facility, executing HR programs, policies, and procedures. This position ensures alignment with company standards while addressing the unique needs of the site workforce. As a trusted partner to operations leadership, the HR Manager plays a critical role in fostering associate engagement, developing talent, ensuring access to total rewards, and enhancing overall organizational effectiveness. The HR Manager provides day-to-day support across all shifts and maintains visibility throughout the site workforce. This role requires adaptability to state-specific regulations, strong partnership with site leadership teams, and a focused approach to associate relations, recruitment, retention, and compliance. Position Responsibilities: Lead human resources initiatives that support site operations and workforce needs. Implement and execute corporate HR programs, policies, and procedures at the site level. Oversee the administration of leave of absence programs, including FMLA, ADA, and other applicable policies. Partner with site leadership to coach and guide supervisors on associate performance and workplace issues. Attract and retain talent through effective recruitment strategies for both hourly and salaried employees. Conduct comprehensive orientation and onboarding processes to support associate engagement and retention. Ensure compliance with local, state, and federal employment laws and regulations. Recommend and implement process improvements to enhance HR and site efficiencies. Actively participate in site leadership team meetings, providing HR insights and support on workforce-related issues. Partner and deliver training programs to build associate skills and align with operational goals. Partner with site leaders, including EHS & Safety teams, to foster a safe and compliant workplace. Maintain visibility across multiple shifts; provide accessible HR support to all associates. Travel as required for HR development. Knowledge and Experience: 3-5 years of progressive human resources experience, preferably in a manufacturing or distribution operations environment. Strong leadership, coaching, and change management skills. Demonstrated success in resolving associate relations issues and supporting managers in performance management. Strong business acumen and ability to balance associate advocacy with organizational goals. Proven ability to respond quickly and effectively to associate and operational needs. Excellent verbal and written communication skills. Strong conflict resolution and problem-solving skills. Proficiency with Microsoft Office Suite; HRIS system experience, Workday experience preferred. Education and Certification: Bachelor's degree or Equivalent relevant experience instead of a degree. SPHR or SHRM-SCP certification preferred. Physical Demands: On-site, Office work, 5 days each week. Ability to walk the operations floor/plant environment. Must be able to work flexible hours to support multiple shifts. Compensation Range for the Position: $91,603.00 - $119,084.00 - $146,565.00 USD Offer amount determined by experience and review of internal talent. Oatey Total Rewards Generous paid time off programs and paid company holidays to support flexibility and work-life balance Annual Discretionary Cash Profit Sharing Immediate eligibility and vesting in 401(k), including 100% company match, up to 5% of eligible compensation Market leading health insurance including medical, dental, vision, and life insurance offerings for associates and qualified dependents Significant company contribution to Health Savings Account with a High Deductible Health Plan (HDHP) Short-Term and Long-Term Disability income protection coverage at no cost to associates Paid Maternity and Paid Parental Leave Tuition reimbursement A strong set of complementary resources to support associate well-being, including resource groups, EAP, and dedicated mental health support. Equal Opportunity Employer The Oatey family of companies are an equal opportunity employer committed to Diversity, Equity, and Inclusion. We recruit, employ, promote, and offer competitive pay for all jobs without regard to race, color, creed, religion, sex, age, national origin, disability, sexual orientation, or any other characteristic protected by law.

At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Vice President of Human Resources Location: 100% On-Site | Corporate Headquarters in Edina, MN Compensation: $200,000-$300,000 base salary + comprehensive benefits and paid time off Reports to: Chief Executive Officer and Executive Leadership Team About the Company We are a high-growth corporate services firm providing workforce, HR, and operational consulting to over 50 cannabis retail locations and several manufacturing and transportation and delivery companies across multiple states. Our group manages complex organizational scale on behalf of our partners, offering best-in-class staffing solutions, compliance oversight, and performance systems that enable operational excellence at every level. About the Role The Vice President of Human Resources (VPHR) will lead the full spectrum of people strategy for the organization on behalf of our clients - encompassing Talent Acquisition, Human Resources, Workforce Planning, People Analytics, and Learning & Development. This role is designed for a strategic builder and data-driven operator who thrives in an extremely fast-paced, multi-entity environment. You will oversee the infrastructure that powers workforce scalability, cultural alignment, and leadership development across dozens of client organizations. You will work directly with the C-suite to ensure that people operations are tightly integrated with business performance, growth forecasting, and compliance frameworks. Key Responsibilities 1. Talent Acquisition & Workforce Planning Lead all recruiting, workforce forecasting, and staffing pipelines across corporate, retail, and field operations. Implement advanced analytics and systems integrations within Greenhouse ATS and Wurk HRIS platforms to enable real-time visibility into hiring metrics and capacity planning. Collaborate with Finance and Operations to forecast hiring needs based on store openings, client expansion, and seasonal trends. Build scalable recruiting playbooks, interview frameworks, and training for the internal TA team to drive quality and speed of hire. 2. Human Resources & Compliance Oversee all HR operations - including payroll, benefits, employee relations, and compliance - across multiple states and business units. Create standardized HR policies, procedures, and reporting to support organizational consistency and risk management. Lead employee engagement, performance calibration, and total rewards strategy to ensure alignment with company goals and financial health. Drive operational excellence through automation, accuracy, and policy adherence. 3. People Analytics & Systems Build a data-driven People Operations infrastructure that connects HRIS, ATS, and finance data into a unified reporting system. Design and maintain dashboards tracking metrics such as headcount growth, turnover trends, time-to-fill, cost per hire, and engagement indicators. Use predictive analytics to identify talent risks and inform decision-making across leadership teams. Introduce KPIs that measure workforce productivity, leadership effectiveness, and organizational health. 4. Learning, Development & Organizational Growth Develop a scalable, tiered learning system that supports employee onboarding, compliance training, leadership development, and cross-department skill growth. Partner with operational leaders to embed L&D initiatives into each function's strategic roadmap. Design programs that identify and develop high-potential talent for future leadership roles. Oversee implementation of company-wide training platforms and content libraries. 5. Leadership, Culture & Strategy Serve as a trusted advisor to the C-suite on organizational structure, succession planning, and workforce strategy. Champion a culture of accountability, growth, and excellence across all levels of the company. Facilitate communication and collaboration across divisions, ensuring transparency and alignment between field teams and headquarters. Build a People Operations team known for innovation, responsiveness, and reliability. Ideal Candidate Profile You are a sophisticated, systems-minded people leader who has scaled organizations through operational clarity and human capital excellence. You bring a strong command of analytics, structure, and executive influence. Qualifications: 10-15+ years of progressive HR and Talent leadership, with at least 5 years in a senior or executive capacity. Proven success leading TA, HR, and L&D under one cohesive strategy. Experience with multi-state or multi-entity operations (retail, consumer, hospitality or manufacturing industries preferred). Deep familiarity with ATS/HRIS platforms (Greenhouse, Wurk, Sage or comparable systems). Strong business acumen - able to tie people strategy directly to growth, profitability, and compliance outcomes. Exceptional communication and leadership presence. Performance Outcomes Accelerated hiring velocity with measurable improvement in quality of hire. Enhanced retention and engagement across client organizations. Real-time people analytics dashboard deployed within the first three months. Fully operational training and development framework within the first six months. Increased organizational efficiency and leadership readiness through scalable people systems. Why Join Us This is a defining executive opportunity to shape the people strategy for a national portfolio of emerging and mature companies. As Vice President of Human Resources, you will design the systems, culture, and leadership architecture that will define the next decade of growth - working alongside a high-performing executive team that values innovation, data, and operational excellence. At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.

Administration/Director of Human Resources Bemidji Area Schools is seeking an exceptional Director of Human Resources to provide leadership and direction for our Human Resources Department. This position will work in collaboration with the Superintendent and Leadership Team to advance the strategic mission of the district. About the District Bemidji is nestled in the northern woods and beautiful lakes of Minnesota. Bemidji is a regional center with a total population of 40,000 people making up the Bemidji Area Schools service area. The city of Bemidji is located on the southwest shores of Lake Bemidji and is a popular vacation destination for avid outdoor enthusiasts, fishing excursions, or just playing on the water. As a regional center, Bemidji offers restaurants, shopping, a vibrant downtown, tourism, and unmatched natural beauty. Bemidji Area Schools has been recognized for educational excellence, with several schools highlighted by the Minnesota Department of Education as Best Practice Schools . In addition, Bemidji Middle School has been recognized as a Best Middle School two years in a row. Bemidji Area Schools offers a wide range of opportunities for students, including athletics, music and the arts, diverse learning opportunities, Advanced Placement and college-level coursework, and career exploration programs. Our dedicated faculty and staff of 850 employees supports the success of every student. We have strong elementary and early childhood programs that build a solid foundation for learning. With a focus on community, innovation, and student growth, Bemidji Area Schools is a top choice for families and a great place to work. Responsibilities The Director of Human Resources is responsible for the overall administration of the District's human resources operations. Responsibilities include, but are not limited to: Supervision of Human Resources department staff Serves as lead negotiator during collective bargaining Manages recruitment, selection processes, and accountability processes Ensures compliance with state and federal employment laws, rules, and regulations Serving as the Local Education Agency (LEA) representative for designated programs Performs additional administrative duties as assigned by the Superintendent of Schools Qualifications Applicants must possess: A minimum of a Bachelor's degree in Human Resources, Business Administration, or a closely related field At least five (5) years of supervisory experience in human resources Preferred qualifications include: Experience in public collective bargaining Knowledge of state and federal employment laws, rules, and regulations related to human resources and personnel management Position Available Immediately Compensation The starting annual salary is $146,323, with a competitive fringe benefit package. Application Process and Deadline Application deadline: January 27, 2026 Application materials must be submitted with the online application and should include: Letter of application Current résumé College transcripts Five (5) letters of recommendation Contact Information For questions, please contact: Jody DeVries Human Resources Specialist Bemidji Area Schools 502 Minnesota Avenue NW Bemidji, MN 56601 ************ ext. 31111 jody_***************** Bemidji Area Schools is an equal opportunity employer/educator.

Job DescriptionDescription: Ready to make an impact? Do you have a "GATRdone" attitude, a strong work ethic, a willingness to grow, and excellent people skills? If so, join our dynamic GATR team! GATR Truck Center is on the hunt for a full-time HR Director at our Corporate Office in Sauk Rapids, MN. This position is Monday - Friday 7:30 AM - 5:00 PM. We offer competitive pay based on experience and qualifications. Looking to advance your career with a company that truly values you? Keep reading! Why GATR? We offer top-notch benefits including: Health Insurance - Significant employer contribution Dental Insurance Vision Insurance Life Insurance Short-term & Long-term Disability 401(k) Plan + up to 6% company match Accrued Paid Time Off (PTO) Clothing Allowance Company Cell Phone Company Vehicle What You'll Do: Champion our values by building and maintaining relationships with employees and leadership to ensure effective communication throughout the company. DOT compliance Maintain HR files and records in accordance with legal requirements, company policies, and procedures. Manage payroll and benefits for 300 employees across five locations. Streamline workers' compensation claims by eliminating unnecessary filings and improving processes. Enhance communication between multiple business units. Structure compensation and benefits according to market conditions and budget demands. Guide policies and procedures to ensure appropriate investigation and resolution of grievances. Oversee quarterly drug testing. Dispute unemployment claims and participate in hearings. Research, market, and select employee benefit programs. Conduct monthly new hire benefit meetings and open enrollment meetings. Streamline HR efficiencies and coordinate new hire onboarding and training. Assess and proactively change policies to meet evolving demands. Assist senior leaders with employee corrective action steps. Requirements: What We're Looking For: 5+ years of HR experience, with at least 2 years in a management position. Strong business and HR acumen, including problem-solving skills, critical thinking, and self-initiative. Outstanding leadership capabilities, including employee coaching, development, strategy, and business guidance. Effective communication skills with all levels of the organization; strong written and oral communication skills. Highly organized with the ability to multi-task and remain calm under pressure. About GATR Truck Center GATR Truck Center is an authorized Volvo, Hino, Mack, and Kalmar Ottawa dealership serving 5 locations in Minnesota and Iowa. We're also an authorized Hyundai Translead Dry Van Trailer dealer. We pride ourselves on offering a large selection of new and pre-owned inventory. Our friendly and knowledgeable sales, financing, service, and parts departments are dedicated to ensuring an outstanding customer experience. Our team is the backbone of our success. We value their hard work and dedication, which is why we offer competitive compensation and generous benefits. We foster a great work environment that encourages learning and professional growth. Ready to Join Us? If you think you're the perfect fit for this position, we can't wait to meet you! GATR Truck Center is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.

Job DescriptionDescription: ABOUT VISANTE We are a specialized consulting firm focused on helping health systems accelerate strong financial and operational performance through pharmacy. Our team of professionals bring deep, contemporary expertise and innovation to optimizing all aspects of a fully integrated health system pharmacy program, driving significant value quickly. Our mission is to transform healthcare through pharmacy, and our vision is to reimagine pharmacy to improve lives. ABOUT THE POSITION The HR Business Partner position carries out responsibilities across a broad range of both strategic and administrative HR related functions including but not limited to employee relations, staff training and engagement, employee onboarding, Policy development, and employee file management. The HR Business Partner will ensure effective and efficient communication between HR team members, leadership and staff. Principle Duties and Responsibilities Establish credibility and trust with workstream leaders and client-facing teams through consistent communication, integrity and follow-through; delivering timely, strategic HR solutions that address business needs and enhance team performance. Responds to employee inquiries on benefits, policies, procedures, onboarding, orientation, payroll, and HR communications, escalating complex issues to senior HR leadership as needed Design, coordinate and deliver leader and staff training initiatives that enhance skills, support career growth and align with organizational goals Advises management on employee relations matters; assists with documentation and participates in disciplinary actions and terminations Facilitate leave of absence processes including FMLA, STD/LTD, workers' compensation, and unemployment claims Maintains audit-ready employee records in compliance with ACHC/URAC standards, including personnel files, licensure, and training documentation Keeps VP and Sr. Director of HR informed on HR-related issues such as employee relations, leave management, and compliance audits Ensures compliance with federal, state, and local employment laws and regulatory requirements Accurately processes HRIS data changes including terminations, pay adjustments, and status updates; conduct exit interviews and follow-up Upholds confidentiality, compliance, and HIPAA standards while promoting positive morale and consistent departmental support Requirements: Education Required: Bachelor's degree in human resources administration or related field Experience Required: A minimum of 3 years of human resources or relevant experience is required. Credentials Preferred: HRCI-PHR/SPHR, SHRM-CP/SCP Special Skills: Proficient in Microsoft Office Suite, especially Excel, Teams, Outlook, and Word. Strong verbal and written communication, interpersonal, and organizational skills with proven ability to prioritize and multitask effectively. Knowledge of employment law, regulatory compliance, and HR best practices. Detail-oriented with strong follow-through and time management capabilities Compensation and Benefits: We offer competitive salary and benefits for this full-time salaried role. Equal Opportunity Statement: Visante is an equal opportunity employer. Visante's people are its greatest asset and provide the resources that have made the company what it is today. Visante is, therefore, committed to maintaining an environment free of discrimination, harassment, and violence. This means there can be no deference because of age, religion or creed, gender, gender identity or expression, race, color, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by applicable laws and regulations.

Director of Human Resources As the Director of Human Resources at OneMagnify, you'll step into a pivotal strategic leadership role that shapes our organizational future. This position serves as the trusted advisor and primary HR point of contact for designated department leaders, effectively functioning as the Head of HR for assigned business units. You'll drive our people strategy forward while ensuring perfect alignment with our overall business objectives. In this high-impact, high-visibility role, you'll anticipate organizational needs, proactively identify challenges, and implement innovative solutions in talent management, organizational design, workforce planning, and employee engagement. Join our dynamic team in Detroit and make a meaningful difference in our organization's success. About you You're not just an HR professional; you're a business leader who happens to specialize in people. You are a proactive problem solver and strategic thinker who anticipates challenges and develops solutions before they impact the business. You are a relationship builder and influencer with outstanding interpersonal skills who can build trust and rapport with people at all levels. You are a champion of people and culture who believes that a positive and inclusive work environment is essential for success. You are a continuous learner, always ready and willing to explore new approaches or find ways to innovate existing practices. What you'll do Serve as a trusted advisor and strategic partner to department leaders, acting as their primary HR point of contact. Create and implement tailored people strategies that directly align with strategic objectives and contribute to long-term growth. Anticipate organizational needs and proactively identify challenges related to talent, structure, workforce planning, and employee engagement. Partner with leaders to create and implement effective talent acquisition and retention strategies. Lead and influence cross-functional initiatives, ensuring seamless execution from strategy development to implementation. Navigate complex employee relations issues with sensitivity and discretion, balancing the needs of the business with a people-first approach. What you'll need 7+ years of experience as an HR Business Partner or HR Leader supporting senior leadership. Experience in marketing, technology, or consulting industries is a plus. Proven ability to own and lead HR strategy for business units with minimal oversight and demonstrated success building and implementing strategic HR plans. Exceptional influence, relationship management, and problem-solving skills that drive organizational change and improvement. Excellent verbal and written communication skills with the ability to articulate complex information clearly and concisely to diverse audiences. A bachelor's degree or equivalent experience in Human Resources, Business Administration, or a related field. Master's degree a plus. Why join OneMagnify At OneMagnify, we believe our people are our greatest asset. Based in vibrant Detroit, you'll work in a collaborative environment where your strategic vision and leadership will directly impact our organization's success. This full-time, in-office role offers the opportunity to shape our company culture, drive meaningful change, and advance your career at the intersection of business strategy and human resources excellence.

Director of Human Resources \- Healthcare Saint Paul, Minnesota St. Paul is the second city that forms Minnesota's Twin Cities. As a large business hub in the upper Midwest, the St. Paul area is home to headquarters of many healthcare giants including Mayo Clinic, Ecolab, Allina and Essentia Health. Whether you are looking to relocate or are a current resident, job opportunities in St. Paul are abundant On Time Talent Solutions is seeking a Director of Human Resources \- an essential part of the leadership team providing human resource, educational and performance improvement services and solutions. Director of Human Resources Responsibilities: Identify trends in compensation and benefits and make recommendations as appropriate to maintain orgnizational objectives and competitive position in the market Administer employee disciplinary policies and procedures; provide assistance to staff on disciplinary issues and action to be taken Monitor annual appraisal program including job descriptions, salary administration licensure and performance evaluations Administer organization\-wide programs to include: employee opinion surveys, total rewards, leader and employee development, employee and labor relations within areas of responsibility Create a streamlined Human Resource function that promotes sharing of resources, information and best practices within the organization Be the subject matter expert for HR compliance as it relates to accreditation\/licensure, state\/federal regulations and trends in HR management Director of Human Resources Qualifications: Bachelor's Degree or SPHR\/PHR Certification in Human Resources or related discipline preferred Ability to develop HR strategy and vision to support business strategies and goals Minimum of 4 years of experience in human resources Prior skilled nursing facility\/healthcare experience preferred Thorough understanding of federal and state respective employment laws Excellent computer and organizational skills required "}}],"is Mobile":false,"iframe":"true","job Type":"Contract","apply Name":"Apply Now","zsoid":"461622380","FontFamily":"PuviRegular","job OtherDetails":[{"field Label":"Industry","uitype":2,"value":"Medical"},{"field Label":"City","uitype":1,"value":"Saint Paul"},{"field Label":"State\/Province","uitype":1,"value":"Minnesota"},{"field Label":"Zip\/Postal Code","uitype":1,"value":"55101"}],"header Name":"Director of Human Resources \- Healthcare \- Saint Paul","widget Id":"3**********0072311","is JobBoard":"false","user Id":"3**********1132001","attach Arr":[],"custom Template":"3","is CandidateLoginEnabled":false,"job Id":"3**********8269340","FontSize":"15","location":"Saint Paul","embedsource":"CareerSite","indeed CallBackUrl":"https:\/\/recruit.zoho.com\/recruit\/JBApplyAuth.do"}

asmodee is a global leader in tabletop games, committed to bringing people together through great games and amazing stories. Listed on the Nasdaq Stockholm, we are headquartered in France, and our team of more than 2,200 people work across the globe throughout our wholly owned creative studios, distribution businesses, and the functions that support them. We offer one of the world's largest catalogs of tabletop games, featuring iconic titles like CATAN, Ticket to Ride, Dobble/Spot it!, and Exploding Kittens. With a blend of in-house creations and games from our partners, our portfolio spans hundreds of games across digital and physical platforms. As an employer of choice, we champion inclusivity, growth, and recognition, fostering a workplace where everyone feels valued. Joining us means shaping unforgettable gaming experiences while contributing to a more sustainable, connected world. Discover how our people, games, and sustainability initiatives are making an impact and shaping the future of tabletop gaming. Join us in finding your seat at our game table! Job Summary The Director of Human Resources serves as both a strategic partner and an operational leader for all people-related initiatives across the U.S. business units. Reporting to the VP of Human Resources for the Americas Region, this role contributes to the development of people strategies while also executing key priorities and programs established at the regional and global levels. The Director oversees the delivery of HR services through a high-performing team, ensuring consistent implementation across talent acquisition, performance management, change management, compensation & benefits, compliance, employee coaching, succession planning, employee experience, training & development, and facilities management. This leader builds strong relationships with business stakeholders, provides expert guidance on HR practices, and ensures the effective translation of strategic direction into practical and timely execution. What will your role involve Strategic Partnership & Business Alignment * Serve as a trusted advisor to U.S. business leaders, helping identify people-related opportunities, gaps, and initiatives that directly support business objectives. * Leverage HR expertise and business acumen to align people practices with strategic priorities, enabling effective decision-making and organizational performance. * Partner with business leadership to establish performance goals and talent priorities that support growth, capability building, and long-term success. Leadership of HR Team & Operational Execution * Lead, develop, and coach the HR team to ensure high-quality delivery of HR services, programs, and systems across all U.S. business units. * Translate global HR strategies into actionable plans, ensuring consistent execution across talent acquisition, performance management, compensation & benefits, compliance, employee development, succession planning, training, employee experience, and facilities management. * Implement and improve HR systems, policies, and processes using both a strategic mindset and a hands-on operational approach. Culture, Communication & Employee Advocacy * Champion Asmodee's culture and Core Behaviors-Passion, Creativity, Team-Play, Daring, Integrity, and Caring-embedding them into people processes and daily interactions. * Serve as an advocate for both employees and the business, ensuring balanced, transparent, and timely communication at all levels. * Drive effective communication of HR policies, programs, and organizational changes to encourage clarity, alignment, and collaboration across teams. Policy, Compliance & Risk Management * Continuously evaluate, update, and enhance HR policies and procedures to ensure legal compliance, consistency, and effectiveness. * Oversee local compliance with U.S. labor laws and regulations; coordinate cross-country compliance efforts as needed. * Manage complex employee relations matters with sound judgment, escalating appropriately and mitigating organizational risk. Data, Insights & Continuous Improvement * Analyze people data, trends, and organizational feedback to identify root causes, anticipate challenges, and recommend proactive solutions. * Utilize insights to drive continuous improvement in HR programs, employee engagement, and organizational effectiveness. * Collaborate with cross-functional leaders to design and implement initiatives that improve processes, capabilities, and employee experience. Cross-Functional Collaboration & Organizational Support * Work closely with Finance, Operations, Legal, and regional HR partners to ensure coordinated support of business initiatives. * Support organizational design and integration efforts, ensuring structures, roles, and processes meet evolving business needs. * Represent HR at the executive table, offering clear perspectives that support both people and business outcomes. Other * Performs other related duties as required. What do you bring Position Skills & Qualifications * Demonstrated ability to establish credibility, build trusting relationships, and influence leaders at all levels of the organization. * Proven ability to lead, develop, and inspire an HR team with a focus on engagement, empowerment, and capability building. * Strong employee-relations skillset with the ability to earn trust and credibility across diverse employee groups. * Ability to develop and execute operational plans that translate HR strategy into effective, scalable processes and programs. * A track record of strong business acumen, learning agility, and the ability to apply organizational insights to people-related decisions. * Effective in fast-paced, complex, and matrix environments with competing priorities and changing business needs. * Makes sound, ethical, and timely decisions while demonstrating a high level of responsibility, discretion, confidentiality, and professionalism. * Self-motivated and able to work independently as well as collaboratively, leveraging team and organizational resources to achieve quality outcomes. * Strong analytical capability, with the ability to interpret data, identify trends, and provide actionable insights and recommendations to leaders. * Exceptional problem-solving skills with a strong solutions-oriented mindset, with the ability to identify root causes, evaluate options, recommend clear paths forward, and implement effective solutions. * Exceptional organizational planning skills, with the ability to prioritize and manage multiple initiatives simultaneously. * Excellent interpersonal, written, and verbal communication skills, with a strong client-service orientation. * Able to engage effectively with individuals and groups across all levels, fostering understanding, alignment, and collaboration. * Demonstrated commitment to creating and sustaining an inclusive, values-driven culture that empowers employees and supports engagement. * Lifelong learner who continuously explores new concepts and finds ways to apply them to elevate the HR agenda. * Proficient in Microsoft Office (Excel, PowerPoint, Outlook, Word) and collaboration tools such as Microsoft Teams. Education & Experience * 8+ years of progressive HR leadership experience, including strong exposure to HR business partnering and talent-focused disciplines such as organizational effectiveness, performance management, payroll & benefits, leadership development, coaching, and team building. * Demonstrated ability to make proactive, strategic decisions by evaluating the broader organizational landscape and developing forward-looking plans that align HR priorities with business goals. * Bachelor's degree in Human Resources, Business Administration, or related field; equivalent experience will be considered. * Professional HR certification (SPHR, PHR, SHRM-CP, SHRM-SCP) preferred. * Experience working in complex, matrixed organizations, ideally with both strategic and operational responsibilities. * Strong knowledge of U.S. employment laws, HR compliance standards, and HR best practices. Hesitant to apply because you don't have all the experience or qualifications listed? Let us decide! The right candidate doesn't always match up perfectly on paper. We believe that diverse perspectives and experiences bring fresh ideas and innovation to our team. If you're passionate about this role and believe your unique background and skills could contribute to our mission, we'd love to hear from you! Why join us * 22 Days of PTO Annually * 12 Paid Holidays * Medical, Dental, Vision & Life Insurance * Competitive 401K Match * Paid Parental Leave * Fertility & Family Building Benefits * Legal & Identity Theft Support * 2 Paid Volunteer Days Off * Flexible & Hybrid Schedules * Extensive Game Discounts * $250 Annually in Game Bucks * Career Growth & Development * Mental Health Programs * Virtual Healthcare Options * Employee Assistance Program * Employee Referral Program At asmodee, we care about the health and wellbeing of our employees. Our commitment extends beyond the workplace, offering comprehensive healthcare and 401(k) retirement plans, as well as generous paid time off and hybrid schedules to support our team members in every aspect of their lives. We understand the importance of work-life balance, which is why we are proud to provide a competitive total rewards and compensation package, with several benefits listed below. Actual compensation for this role is based on several factors, including but not limited to job-related skills, qualifications, experience, market conditions and specific work location. Base Salary: $130,000. Our Commitment: asmodee's purpose is Bringing People Together. To us that means all kinds of people, no matter their perceived differences. We strive to create a workplace where everyone feels empowered to show up as their full and authentic selves. We seek to support our diverse community of players by creating representative gaming experiences that celebrate a variety of backgrounds, skills, and views. Diversity and Inclusion fuels our creativity and promotes internal and external equity which allows us to continue in our efforts to bring people together around the game table. Games are for everyone.

We are seeking a dynamic and experienced Director of Human Resources to lead and manage all aspects of our HR operations. This role is responsible for directing HR staff and delivering comprehensive human resources services, including recruitment, employee relations, performance management, compensation, benefits administration, compliance, and strategic HR initiatives. The Director will collaborate closely with senior leadership to maintain organizational structure, develop and implement HR policies, ensure regulatory compliance, and foster a productive, inclusive workforce. The ideal candidate will bring strong leadership, excellent communication skills, and a proven ability to drive HR strategies that support organizational goals and employee engagement. WE ARE LOOKING FOR APPLICANTS WHO LIVE WITHIN 50 MILES OF DULUTH, MINNESOTA. PLEASE ONLY APPLY IF THIS IS YOU. Summary This individual will maintain and enhance the organization's human resources by planning, implementing and evaluating employee relations and human resources policies, programs and practices. Essential Duties and Responsibilities Responsible for managing and directing human resources staff in delivering professional human resources services and consultation to managers, supervisors and employees. Maintains the work structure by creating and updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting (posting jobs), screening and interviewing program; selection or recommendation of staff, conducting and analyzing exit interviews, and recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs, including providing new employee orientation. Track all employee training requirements according to licensing regulations and inform directors/supervisors of employee training needs. Complete employee background studies according to regulations. Manages employee performance/evaluation system as well as organize and coordinate employee incentive programs for recruitment and retention. Maintains a compensation plan by conducting periodic compensation surveys; scheduling and conducting job evaluations; preparing compensation budgets; monitoring and scheduling individual compensation actions; recommending, planning and implementing compensation structure revisions to the CEO. Ensures planning, monitoring and appraisal of employee work results by training directors/supervisors to coach and discipline employees; hearing, investigating and resolving employee grievances; counseling employees and supervisors. Steps in when directors/supervisors cannot resolve disputes in the workplace. Oversees employee terminations and informs terminated employees of their rights to certain benefits such as health insurance under the Consolidated Omnibus Budget Reconciliation Act (COBRA) and unemployment insurance. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the process of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs. Ensures legal compliance by monitoring and implementing applicable human resource federal and state regulation. Such regulations relate to new hire reporting, employee classification, recordkeeping, health and safety, worker's compensation, state disability insurance, wages and hours, employee benefits, paycheck deductions, employee attendance and conduct, and discrimination. Maintains management guidelines by preparing, updating and recommending human resource policies and procedures to CEO and senior management team. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. Ensures employment records comply with licensing regulations. Maintains human resource staff by recruiting, selecting, orienting, and training employees. Maintains human resource staff job results by counseling and disciplining employees, planning, monitoring and appraising job results. Contributes to team effort by accomplishing related results as needed. Other duties include developing, recommending, and implementing HR policies, procedures and strategic initiatives under the guidance of the CEO. Maintain and support a productive and inclusive workforce; and providing expert consultation and guidance to the executive leadership team and managers. This position is also responsible for developing, implementing, and maintaining HR policies and programs focused on attracting and retaining a diverse and inclusive workforce. Report to senior management by analyzing data and using HR metrics. Software Technology & Efficiency Focus: Evaluate and implement HR technology systems (HRIS, payroll, benefits platforms). Identify process improvement opportunities to streamline workflows and enhance data accuracy. Use HR analytics and metrics to inform decision-making and report to senior management. Qualifications Must have a minimum of a four-year degree with two years of experience in human resources Must possess excellent negotiation, communication and teamwork skills. Hiring, Human Resource Management, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual Harassment, organization. Degree of Authority This individual will perform duties as directed by the Chief Operating Officer and per CADT policy and procedure. All wage and benefit recommendations must be approved by the Chief Executive Officer (CEO). Physical Demands & Work Environment The physical demands and work environment described herein are representative of those that must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. Physical Demands While performing the duties of this job, this individual is regularly required to talk, hear, stand, sit, walk, use hands to handle, grab, finger and feel. This individual is occasionally required to lift and/or move up to 25 pounds. Specific vision requirements include the ability to read and write, close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Work Environment While performing the duties of this job, this individual is rarely exposed to blood or body fluids, toxic or caustic chemicals. The noise level in the work environment is generally moderate. This position is designated as hybrid. The Center reserves the right to modify the work arrangement based on operational needs, patient requirements, and performance considerations. Compensation and Benefits: We offer a competitive compensation and benefits package to support your health, well-being, and professional growth. All benefits listed are eligible for full-time employees, and part-time employees receive a reduced benefit package. Starting Salary: $70,000 Health Insurance: Comprehensive coverage with 80% employer contribution toward the lowest-cost Gold Plans. Dental & Vision Insurance: Coverage options available for both dental and vision care. Paid Time Off (PTO): Generous paid time off to support work-life balance. Paid Holidays: 10 paid holidays each year. Development Time: Dedicated paid time for professional development and continuing education. Retirement Plans: 401(k) & Roth IRA: 4% employer base contribution, plus an additional 4% employer match. Life Insurance: Employer-paid life insurance for peace of mind. Disability Insurance: Short-Term Disability: 100% employer coverage for short-term disabilities. Long-Term Disability: 100% employer coverage for long-term disabilities. Accidental & Critical Illness Insurance: Additional coverage to help in the event of unexpected accidents or illnesses. Health Savings Account (HSA): Available for eligible plans to help you save for medical expenses with tax advantages. On-the-Job Training: Comprehensive training to support your growth and success in your role. Paid Continuing Education (CEU) Training: Paid time and funding for continuing education to maintain your licensure and skills. Tuition Assistance: Financial support for higher education through our tuition assistance programs. Tuition Forgiveness: Eligibility for Public Service Loan Forgiveness (PSLF) and Minnesota State Programs. Employee Assistance Program (EAP): Confidential counseling and support services for personal and family matters. Family & Medical Leave: Time off for medical or family reasons in accordance with state and federal laws. Additional Leave Benefits: Paid leave for Bereavement, Jury Duty, and Military Leave. Additionally, the Center offers overnight bonus pay for those working 3rd shift hours and overtime pay during mandated shifts. VISION: The Center for Alcohol & Drug Treatment's vision is a community in which people's potential and quality of life are not limited by addiction and its consequences. MISSION: The Center for Alcohol & Drug Treatment's mission is to improve personal, family and community health through addiction prevention, treatment and recovery services. Visit our Website: cadt.org Find us on LinkedIn: ********************************* Follow us on Instagram: instagram.com/cadt_duluth/ The Center for Alcohol & Drug Treatment will consider all applicants regardless of their race, color, creed, religion, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, or status with regard to public assistance, or membership or activity in a local human rights commission. Powered by JazzHR ByiPMJbqLn

The Human Resources (HR) Consultant contributes to company performance by providing internal consulting, business partnership and ownership on employee and organizational development strategies in support of the business objectives. This role partners closely with leadership in our corporate functions including Internal Shared Services and Business Units. The HR Consultant carries out responsibilities in the following areas: employee relations consultation, talent management, policy interpretation and application, performance management consultation, employee engagement, succession planning, and org design. ESSENTIAL FUNCTIONS: Serve as a primary HR Consultant and strategic partner to assigned functional groups, leaders, and employees. Meet regularly with assigned functional group leaders to proactively identify and address HR issues and organizational needs. Coach managers on people leadership skills to achieve desired results, including recommendations for goal setting, ongoing performance management. Advise on the resolution of employee relations matters and performance issues. Analyze trends and metrics in partnership with area leadership to develop solutions, programs, and policies. Lead and/or support annual HR cycle deliverables to include performance review process, merit and bonus awards and talent evaluations to ensure effectiveness, compliance, and equity within organization. Evaluate issues, patterns, and trends to provide proactive insights for HR solutions and program designs such as retention efforts, training opportunities, etc. Partner with HR leadership and organizational leadership to identify high potential talent and efforts to develop them. Influences leaders to increase talent mobility and consider as an enterprise asset. Facilitates talent review and other talent initiatives with leadership. Perform off-boarding procedures including preparing employee separation documentation and conducting exit interviews to determine reasons behind separations. Partner with Payroll, HR Specialists (Talent Acquisition, HRIS, Benefits, Compensation, etc.) as needed to provide solutions for assigned functional group/s. Assist in developing and supporting culture and people engagement efforts. Partner with functional leadership to consider long-term needs for talent acquisition efforts and future skill needs. Coach and support the business/managers through change and transformation Support performance review cycle and conduct talent calibration to ensure consistency of ratings and the alignment of compensation planning with performance. Partner with leaders to review, interpret, and take positive action on employee engagement survey results. Establish strong overall business and functional area acumen. Embrace and promote diversity and inclusion efforts. Attend company and departmental meetings as required. Act in accordance with Marco policies and procedures as set forth in the Employee Handbook. Perform other related duties as assigned. QUALIFICATIONS: Bachelor's degree and minimum of 4 years of general HR experience required. Degree in Human Resources preferred. SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), PHR or SPHR certification preferred. REQUIRED SKILLS: Proficiency with business collaboration tools such as MS Office applications, Outlook and function specific applications including HRIS and ATS systems. Superior internal and external customer service and communication skills. Enthusiastic, dedicated to the challenge of helping other people. Demonstrates attention to detail. Strong ability to exercise independent judgment and discretion regarding confidential matters. Excellent organizational and time/task management skills with the ability to thrive in an ambiguous and rapidly changing environment. Function collaboratively as part of a fast-paced, client-oriented team. Proven strong foundation and knowledge of principles and practice of HR including employment law and compliance requirements. Proven business literacy skills. Proven ability to effectively coach employees and management through complex and difficult issues. Ability to make recommendation to effectively resolve problems or issues. Pay Range: $62,016 - $96,125 annually + annual incentive opportunity The pay range listed for this position is based on candidate's skill level, experience, relevant licenses, and educational background. For detailed information about our benefits, please visit our careers page at *************************

The Role The Human Resources Business Partner (HRBP) is a critical role on Green Thumb's People Team. This role will be based out of and support our Production facility as we look to rapid and sustainably scale. The HRBP aligns business objectives, HR strategy and talent to scale our rapid growth. The HR Business Partner executes HR programs, policies, and practices for the designated employee population, communicating proactively with the site General Manager and site Leadership to execute solutions that supports the local and national goals of the organization. Essential functions: Talent and Performance Management: Identify talent needs, risks, and gaps. Strategize with business leaders and make recommendations to maximize our team's performance through developing and defining career paths/opportunities, engagement, talent development and succession planning, and performance evaluations. Support the implementation of new solutions to close gaps and build bench strength. Culture Champion: As a member of the People team, you are part of the heartbeat of Green Thumb; you will assist in how to scale and enhance our culture as it relates to employee engagement and becoming a best place to work in the cannabis industry. Employee Relations: Serve as a confidential resource to employees and managers to support and escalate employee relations issues in partnership with Employee Relations. Complete thorough investigations of issues and advise business leaders appropriately. Change Management: Advise, and when necessary, lead in change management initiatives in your site and across the business. Clearly understand the strategic move and assist with a communication plan, presenting recommendations to mitigate risks and ensure success in the change. Implement & Execution Programs and Processes: Bring innovative thought to the creation, planning, roll-out and the maintenance of programs and processes for a consistent and scalable approach. Relationship Management: Create and maintain strong and trusting relationships across the organization; partner cross-functionally with the site(s) management and leadership team, internal People team to ensure that the team can grow, scale, and exceed business objectives. Employment Law and Leave Policies/Administration: Well-versed in federal and state employment law and fluent in leave policies and administration for our employees. Partner with our Total Rewards team to help our employees understand their role in the leave process. Project Management Support: There will be one-off projects, process improvements, and ability to partner with other Centers of Excellence, specifically with Talent Acquisition, Total Rewards, Talent & Org Development and Employee Relations. Manage Administrative Routines: Ensure that all routines are completed timely and efficiently for your site(s), including new hire orientation, employee roundtables, processing pay and position changes, employee data maintenance, safety record keeping, state badging requirements, etc. Safety & Compliance: Be aware of hazards in the workspace. Retain and understand department specific training. Report safety incidents/ concerns and comply with follow-up actions. Be compliant with area safety requirements, state regulations and PPE requirements. Follow GMP, biosecurity, sanitation or other quality and compliance requirements. Perform record keeping accurately and completely as directed by a lead or supervisor. Maintain and calibrate tools, equipment and machinery as directed by a lead or supervisor. Report and escalate safety & quality concerns. Working Conditions While performing the duties of this job, the employee is regularly required to perform reaching, grasping, bending, stooping, talking, hearing, seeing and repetitive motions. Must be able to sit and/or stand for extended periods of time while maintaining focus. Ability to work in a fast-paced, changing, and challenging environment Work involves daily exposure to allergens (such as cannabis, tree nuts, and coconut oil). Qualifications Bachelor's degree in business, Human Resources, Organizational Development required; SPHR, PHR, SHRM-CP, SHRM-SCP Certification, preferred. 7+ years of experience as a strategic HR Business Partner experience; Hands-on business experience with premier, market-leading companies with COE structures. Experience supporting a production, distribution or high-growth, fast-paced and complex work environment. Experience with large population of hourly employees. Experience leading in union environments strongly preferred. Excellent communication skills and demonstrated ability to influence and confidently interface with all levels of the organization. Highly motivated, self-directed, able to work with minimal supervision. Effective organization and planning skills as well as solid analytical, quantitative, and problem-solving skills - our systems and processes are manual and at times, administrative - must be able to keep up with proper documentation, filing and follow-up. Strong business acumen and proven ability to integrate HR and business strategies: understanding of business/financial metrics and experience with managing the challenges associated with selected business partnerships, mergers/acquisitions, and organizational restructuring. Demonstrated leadership capabilities and coaching skills. Operationally strong, detail obsessed. Sees the big picture and understands how things connect. Must be able to operate at both strategical and tactical levels and appreciate that sorting the details is a requirement. Track record of partnering with the leadership team and hands-on execution. Additional Requirements Must be at a minimum of 21 years of age. Must possess valid state ID. Must possess a valid driver's license. Must be able to obtain, and maintain, state badging requirements to work in the cannabis industry (requires background check and state review) The pay range is competitive and based on experience, qualifications, and/or location of the role. Positions may be eligible for a discretionary annual incentive program driven by organization and individual performance. Green Thumb Pay Range$80,000-$110,000 USD

The Director of Human Resources is responsible for planning and executing core HR functions and initiatives that drive operational excellence, compliance, and engagement. This role ensures HR programs-including payroll, benefits, recruiting, employee relations, compensation, performance management, and HR technology-are delivered accurately, efficiently, and in alignment with organizational goals and values. As a key partner to leaders across the enterprise, the Director advances people strategies that support growth, foster a culture of accountability and inclusion, and create a premier experience for team members and stakeholders. Starting salary $105,000 annualized (and more based on experience). We are looking for someone who: Understands critical thinking and business acumen. Is always looking to improve leadership and talent development. Has strong relationship-building and communication skills. Is analytical and utilizes problem-solving skills. Remains adaptative and resilient in a dynamic environment. Is committed to continuous improvement and operational excellence. Job Duties Include: Develop and deliver annual and quarterly plans for assigned HR functions (which may include a combination of the following areas: Payroll, Benefits, Employee Relations, Recruiting, Compensation, Performance Management, Reporting, HR Technology) aligned with organizational goals and compliance standards. Ensure operational accuracy and timeliness across all processes. Maintain full compliance with employment and functional-related laws, regulatory requirements, and internal policies. Drive continuous improvement through process optimization and technology adoption to enhance efficiency and elevate team member and leader experience. Maintain fiscal responsibility through expense monitoring and sound decision-making. Execute strategies for assigned HR focus areas and collaborate with internal and external stakeholders to deliver integrated HR solutions that align with organizational vision, values, business objectives, and cultural priorities. Align HR decisions and initiatives with organizational operational, growth, and sustainability goals and objectives. Ensure initiatives are delivered on time, within scope, and demonstrate measurable impact on organizational performance. Mentor and develop team members. Foster a culture of accountability, inclusion, and continuous improvement across the broader HR team. Research, analyze, prepare and present people-related updates internally and externally. Lead HR engagement in programs, projects, and initiatives that advance operational efficiency, compliance, engagement, and talent development. Build and maintain trusted relationships with leaders, team members, external partners, and community organizations. Prepare and deliver clear, timely, and strategic communication about HR performance and priorities for diverse audiences through various communication platforms. Model organizational values and foster leadership development. Experience & Education: High School Diploma or GED required. Minimum 5 years of progressive HR leadership experience required, with demonstrated success in either HR Operations or Employee Experience. Strong knowledge of employment laws, HR technology, recruiting processes, employee relations, and HR operations processes required. Previous experience in providing guidance on employee relations required. Proven track record in functional planning, program execution, and team development required. Proficiency in Microsoft Suite including SharePoint, Word, Outlook, Excel, and Teams. Proficiency of the English language in reading, writing and verbal communication. Benefits: Your PTO grows with you - the longer you're here, the more time you earn. Celebrate your commitment with work anniversary milestone time off and gift card. Up to 120 hours each year, plus 11 paid holidays. Recharge with 4 "YOU" Days (32 hours) and give back with 16 paid volunteer hours each year. Leadership development programs support your professional growth and career advancement. Choose from 3 medical plans, 2 dental plans, and vision coverage options. Receive an annual company HSA contribution to help with out-of-pocket costs. Build your future with a 401(k) plan offering up to a 5% company match (vested immediately after eligibility requirements are met). Access an Employee Assistance Program (EAP) plus a range of voluntary benefits and life insurance options. Income-replacement benefits for qualifying life events.

Are you HR professional colleagues turn to when the questions get tough? If so, we invite you to bring your expertise to a role that truly makes a difference as an HR Member Consultant with the League of Minnesota Cities. This opportunity is available as a highly valued colleague moved on to an exciting next step in their career. In this mission-driven role, you'll partner with city members to navigate HR challenges by offering practical guidance, sharing best practices and resources, and supporting effective, compliant public-sector HR practices. Your work will include responding to member inquiries, helping develop HR reference materials, delivering virtual and in-person presentations, writing HR-related articles, and collaborating with a knowledgeable, supportive HR team committed to strengthening local government. At the League of Minnesota Cities, you'll have the opportunity to make a meaningful public-sector impact while working in a collaborative, purpose-driven environment. Your experience will contribute to the thoughtful HR support for cities throughout Minnesota, with ample opportunities for professional growth, thoughtful problem-solving, and work-life balance. The full job posting is available under Careers on our website at ************

The Human Resources (HR) Consultant contributes to company performance by providing internal consulting, business partnership and ownership on employee and organizational development strategies in support of the business objectives. This role partners closely with leadership in our corporate functions including Internal Shared Services and Business Units. The HR Consultant carries out responsibilities in the following areas: employee relations consultation, talent management, policy interpretation and application, performance management consultation, employee engagement, succession planning, and org design. ESSENTIAL FUNCTIONS: Serve as a primary HR Consultant and strategic partner to assigned functional groups, leaders, and employees. Meet regularly with assigned functional group leaders to proactively identify and address HR issues and organizational needs. Coach managers on people leadership skills to achieve desired results, including recommendations for goal setting, ongoing performance management. Advise on the resolution of employee relations matters and performance issues. Analyze trends and metrics in partnership with area leadership to develop solutions, programs, and policies. Lead and/or support annual HR cycle deliverables to include performance review process, merit and bonus awards and talent evaluations to ensure effectiveness, compliance, and equity within organization. Evaluate issues, patterns, and trends to provide proactive insights for HR solutions and program designs such as retention efforts, training opportunities, etc. Partner with HR leadership and organizational leadership to identify high potential talent and efforts to develop them. Influences leaders to increase talent mobility and consider as an enterprise asset. Facilitates talent review and other talent initiatives with leadership. Perform off-boarding procedures including preparing employee separation documentation and conducting exit interviews to determine reasons behind separations. Partner with Payroll, HR Specialists (Talent Acquisition, HRIS, Benefits, Compensation, etc.) as needed to provide solutions for assigned functional group/s. Assist in developing and supporting culture and people engagement efforts. Partner with functional leadership to consider long-term needs for talent acquisition efforts and future skill needs. Coach and support the business/managers through change and transformation Support performance review cycle and conduct talent calibration to ensure consistency of ratings and the alignment of compensation planning with performance. Partner with leaders to review, interpret, and take positive action on employee engagement survey results. Establish strong overall business and functional area acumen. Embrace and promote diversity and inclusion efforts. Attend company and departmental meetings as required. Act in accordance with Marco policies and procedures as set forth in the Employee Handbook. Perform other related duties as assigned. QUALIFICATIONS: Bachelor's degree and minimum of 4 years of general HR experience required. Degree in Human Resources preferred. SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), PHR or SPHR certification preferred. REQUIRED SKILLS: Proficiency with business collaboration tools such as MS Office applications, Outlook and function specific applications including HRIS and ATS systems. Superior internal and external customer service and communication skills. Enthusiastic, dedicated to the challenge of helping other people. Demonstrates attention to detail. Strong ability to exercise independent judgment and discretion regarding confidential matters. Excellent organizational and time/task management skills with the ability to thrive in an ambiguous and rapidly changing environment. Function collaboratively as part of a fast-paced, client-oriented team. Proven strong foundation and knowledge of principles and practice of HR including employment law and compliance requirements. Proven business literacy skills. Proven ability to effectively coach employees and management through complex and difficult issues. Ability to make recommendation to effectively resolve problems or issues. Pay Range: $62,016 - $96,125 annually + annual incentive opportunity The pay range listed for this position is based on candidate's skill level, experience, relevant licenses, and educational background. For detailed information about our benefits, please visit our careers page at *************************

Bravera is growing and seeking an experienced Human Resource Officer to join our team in either Bismarck, ND or Fargo, ND. In this role, you will manage staffing for a designated region, including recruiting, hiring, onboarding, and employee relations. You will also work with the HR team to support initiatives and events. We're looking for someone with excellent communication and organizational skills, who can prioritize tasks effectively, maintain attention to detail, and consistently meet deadlines. MEASURES OF SUCCESS: Excellent communication skills are needed to promote Bravera's culture and communicate with employees and supervisors regarding employment-related subjects. Excellent organizational skills are needed. Must be able to prioritize tasks and schedules with a high level of attention to detail and assure deadlines are met. DUTIES AND RESPONSIBILITIES: Coordinates employment activities for the designated region including job postings, applicant screening, scheduling interviews, assisting supervisors with interviews and reference checks to ensure that properly qualified employees are hired. Responsible for applicant tracking for reporting purposes. Responsible for employee onboarding and orientation processes for new employees and new supervisors. Establishes effective communication with all employees and serves as an advisor for supervisors regarding employment issues, hiring, terminations, etc. Will serve as a resource to HR Officer I for complex, non-routine issues. Will consult with the CHRO as needed. Will serve a lead role with various HR Team initiatives and projects including health and wellness initiatives, training and development programs, performance review procedures, maintaining job descriptions, HR reporting, coordinating employee events and budgets, employee recognition, service awards, and other HR policies, procedures, and programs. Works with HR Team to create improvements and efficiencies to the organization's employment policies, procedures, and programs. Responsible for promoting teamwork and open communication among supervisors and employees. Responsible for promoting the organization in the community through participation in various civic and community events, activities, committees, and organizations. Must maintain a high level of confidentiality and professionalism regarding all employee and customer issues and information. Contribute to the overall success of the organization. Adhere to all banking rules and regulations, including but not limited to the requirements of the Bank Secrecy Act. In addition, the employee will be proactive in the prevention of illegal activities, will vigilantly look for activities that may constitute any type of fraud including money laundering, and will report any suspicious activity to the BSA Officer. QUALIFICATIONS (KNOWLEDGE, SKILLS AND ABILITIES): Education: bachelor's degree in human resources, business, or other related area. Experience: 10+ years of relevant experience in human resources. Certification: professional certification in human resources OR Acceptable combination of education and experience. Location: Bismarck, ND or Fargo, ND Benefits To support this, we provide a competitive and rewarding compensation package which includes a competitive salary, incentive compensation opportunities, retirement plan with company match, health insurance, paid holidays, paid time off (PTO), paid community volunteer time and stock opportunities. As a learning organization, we are committed to investing in the growth and development of our team members, offering training opportunities and tuition reimbursement. Our Values Give and earn trust. We support and empower one another to earn trust through accountable performance. Learn, teach and mentor. We are a learning organization that invests in growth and development. Collaborate and innovate. We work together to drive continuous improvement to enhance your experience. Want to learn more about careers with Bravera? Go to bravera.bank/careers. #ForgeYourPath with us! Find us on Facebook, Instagram, X, LinkedIn, Youtube, and Tik Tok. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing or action, including an investigation conducted by the employer or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c).

We improve lives The IDB Group is a community of diverse, versatile, and passionate people who come together on a journey to improve lives in Latin America and the Caribbean. Our people find purpose and do what they love in an inclusive, collaborative, agile, and rewarding environment. About this position We are looking for a proactive, collaborative and energetic Human Resources Consultant to join the Talent Solutions team at the IDB Group. In this role, you will support the design, implementation, and continuous improvement of talent solutions initiatives that address current and future workforce needs. You will be part of the Talent Management Division within the Human Resources Department (HRD), which is responsible for managing and developing the IDB Group's people strategy. By joining our team, you will work alongside a diverse group of colleagues with expertise in areas such as climate change, gender and diversity, infrastructure, education, energy, communications, and more. This is a great opportunity to contribute to impactful work in a collaborative and supportive environment. In this role, you will report to the Talent Solutions Team Lead. What you'll do 1. Support the Design and Implementation of the Talent Management framework aligned with Talent Solutions Initiatives * Coordinate the end-to-end development and execution of talent management projects, including Talent Mobility programs, development initiatives, annual talent conversations, promotion cycles, and retention strategies. * Conduct needs assessments, design project plans, and oversee implementation timelines to ensure initiatives are aligned with evolving business needs. * Track project milestones, support change management plans, and provide regular progress updates to the Talent Solutions Team Lead. * Propose and implement Talent Solutions initiatives and best practices aligned with our Talent Management Framework to drive impact on our business needs, capability building goals, career development & growth aspirations. 2. Partnership & Communication * Partner with Talent Management & HR Department areas as well as key stakeholders to design and execute targeted initiatives that advance talent management agenda across the IDB. 3. KPI Monitoring & Continuous Improvement * Monitor and analyze key performance indicators such as employee retention rates, internal mobility statistics, and engagement survey results to assess the effectiveness of talent initiatives. * Prepare quarterly KPI dashboards and reports for HR leadership and recommend process improvements based on data-driven insights to foster continuous innovation. 4. Stakeholder Engagement * Develop and deliver executive presentations, project status reports, and stakeholder briefings to HR business partners, department heads, and project sponsors. * Facilitate stakeholder alignment and buy-in for talent initiatives, supporting talent management agenda and ensuring effective engagement throughout the project lifecycle. What you'll need * Education: Master's degree or equivalent advanced degree in Human Resources Management, I/O Psychology, Business Administration, or other fields relevant to the responsibilities of the role. * Experience: Minimum of 5 years of relevant professional experience in an HR function with Talent Management responsibilities (e.g., HRBP, HR Coordinator/Specialist, Talent Management Specialist) in an international setting. * Languages: Proficiency in English and Spanish, spoken and written, is required. Requirements * Citizenship: You are a citizen of one of our 48-member countries. We may offer assistance with relocation and visa applications for you and your eligible dependents. * Consanguinity: You have no family members (up to the fourth degree of consanguinity and second degree of affinity, including spouse) working at the IDB, IDB Invest, or IDB Lab. Type of contract and duration * Consultant: International consultant. Full-Time, 18 months (up to 48 months). What we offer The IDB group provides benefits that respond to the different needs and moments of an employee's life. These benefits include: * Competitive compensation package. * Leaves and vacations: 2 days per month of contract + gender- neutral parental leave. * Health Insurance: the IDB Group provides a monthly allowance for the purchase of health insurance. * Savings plan: The IDB Group cares about your future. Depending on the length of the contract, you will receive a monthly savings plan allowance. * We offer assistance with relocation and visa applications for you and your family when it applies. * On-site position with the occasional flexibility of teleworking. * Development support: We offer learning opportunities to boost your professional profile, such as seminars, 1:1 professional counseling, and much more. * Health and Wellbeing: Access to our Health Services Center which provides preventive care and health education for all employees. * Other perks: Lactation Room, Daycare Center, Gym, Bike Racks, Parking, and others. Our culture At the IDB, we work so everyone brings their best and authentic selves to work while finding their purpose. Our people consistently strive for excellence, and we recognize and celebrate the impact of their contributions. In our efforts to drive innovation, we intentionally include all voices, cultivate a sense of belonging and champion fairness. We welcome individuals from underrepresented groups to join us and share their unique perspectives. We ensure that individuals with disabilities are provided reasonable accommodations to participate in the job interview process. If you require an accommodation to complete this application, please email us at accommodations@iadb.org.

The Human Resources Consultant plays a vital role in supporting Museum leadership and staff by providing strategic consultation across a breadth of HR disciplines. This position executes cross-organizational design, full-cycle recruiting, provides expert guidance on complex labor and employee relations matters, and consults with managers on timely/effective performance development and management. The role emphasizes collaboration with various stakeholders to determine and implement culturally aligned and data-driven solutions to support strategic people priorities, enhance the overall HR function, and contribute to the success of the Museum. JOB DUTIES & RESPONSIBILITIES: Workforce Consultation (45%) Serve as a primary HR Consultant and strategic partner to assigned functional groups, leaders, and employees. Interpret, apply, enforce, and provide consultation on HR policies, processes, and principles, employment laws, union contracts, and work rules to ensure commitment by management. Meet regularly with assigned functional group leaders to proactively identify and address HR issues and organizational needs. Coach managers on people leadership skills to achieve desired results, including recommendations for goal-setting, ongoing performance management, annual performance appraisals, and talent strategy. Employee & Labor Relations (35%) Investigate, advise on, and respond to employee complaints including those from both formal (grievances, Ethics Point, etc.) and informal channels. Consult on employee and labor relations matters including disciplinary procedures, grievances, and inquiries/requests governed by contract. Advise and coach managers and employees on Leave, ADA and other benefits/accommodation issues. Talent Acquisition & Development (20%) Implement and execute strategies for full cycle sourcing and recruiting to attract top talent to the Museum in accordance with Museum values and contractual requirements. Collaborate and guide managers on recruitment and retention strategies, including leading and serving on interview/search committees to ensure a diverse talent makeup that supports Museum culture and objectives. Partner with leadership to identify training opportunities and talent management strategies for succession planning, promotional opportunities and workforce needs. Identify, create, and facilitate training and programs to build manager/leader acumen and capabilities, support professional development and employee retention, and foster a diverse and inclusive work environment. Evaluate and monitor success of training programs and recommend changes as needed. *Performs project work and other related duties as assigned. REQUIRED COMPETENCIES: Communication: Expresses oneself clearly in conversations and interactions with others and ensures that information is shared with others who should be informed. Collaboration: Develops, maintains, and strengthens partnerships with others inside or outside the organization who can provide information, assistance, and support. Customer Service: Demonstrates an understanding of the SMM mission by ensuring that their own interactions with internal and external customers consistently support the mission. Fostering an Inclusive Community: Contributes to a museum environment, and people, that reflect and respond to the diverse needs and cultures of our community (internal and external). Results Orientation: Focuses on providing a best in class visitor experience through work outcomes by meeting personal and organizational work objectives. MINIMUM QUALIFICATIONS: Education: Minimum HS degree/GED, BA/BS degree preferred Combination of education and experience to demonstrate facility with essential functions of the position is required. May substitute an equivalent combination of education and experience, as determined by hiring manager. Experience: Required: 7 years of human resources experience in at least three of the following areas: Strategic Partnering, Employee Relations, Labor Relations, Talent Acquisition, Learning & Development, Organizational Design/Effectiveness Experience consulting and influencing without authority. Knowledge of federal and state employment law and administrative processes Experience working in a union environment. Strong critical thinking and problem-solving skills. Ability to work collaboratively in a team environment, while at the same time demonstrating initiative and autonomy in driving HR Consultant accountabilities. Excellent written and oral communication skills. Ability to manage and communicate sensitive information. Adaptability to change and resilience in ambiguous situations. Experience working with diverse backgrounds and cultures. Preferred: Experience in labor contract administration. Experience in employment law, including supporting response to claims, charges and/or legal actions. Work Environment: Hybrid, in office 3 days per week (Tu, Wed, Th) core onsite days. Hybrid status subject to change secondary to business need. STARTING COMPENSATION: $91,200 - $106,400/year (dependent on qualifications) We exist to turn on the science and inspire learning, inform policy and improve lives. We envision a world in which all people have the power to use science to make lives better. We value science as an essential literacy and strive for inclusion inside and out so that our museum and our people reflect and respond to the diverse needs and cultures of our community. It is the museum's policy and practice to hire and promote qualified job seekers from a variety of backgrounds and experiences. We offer benefit packages for full-time and part-time employees.

The HR Manager originates and leads Human Resources practices and objectives that will provide a performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and development of a superior workforce. The HR Manager is actively involved in the development of project achievement of the organization's business goals. The HR Manager coordinates the implementation of HR services, polices, and programs and assists and advises subsidiary leadership about Human Resource issues. Participation in planning and administering employee commitment activities; along with facilitating programs designed to advance employee commitment are critical to the success of the HR Manager. Active participates on system initiatives and teams are required. The HR manager maintains a proactive employee engagement culture that resolves employee concerns and grievances without third party intervention. Essential Functions and Responsibilities: * Manages a team of Human Resource professionals that are committed to providing cost effective, high quality delivery of Human Resources services. * Responsible for assuring subsidiary leadership is educated on human resources policies and procedures, contractual and legal requirements. * Assists in the negotiation and administration of union contracts. * In conjunction with the Vice President or Director Human Resources, is responsible for the day to day operations of department. * Originates and leads Human Resources practices and objectives that will provide a performance culture that emphasizes empowerment, quality, productivity, and standards of a superior workforce. Required: * Bachelor's degree with three years progressively more responsible experience in employment, labor relations, HRIS, benefits and/or compensation. * Must be proficient in wage and salary administration, benefits programs and labor contract administration. Preferred: * Master's degree in related field. * Supervisory experience, preferably in the health care industry. * SPHR or PHR certification Additional Information * Schedule: Full-time * Requisition ID: 26000113 * Daily Work Times: Variable/Day * Hours Per Pay Period: 80 * On Call: No * Weekends: No

Site: Mass General Brigham Incorporated Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham. Job Summary Serve as a trusted strategic partner to the Spaulding Nursing leadership team, aligning people strategies with business priorities to advance organizational performance and patient-centered outcomes. In this highly visible role, you will design and implement forward-thinking HR initiatives that strengthen workforce engagement, elevate performance, and cultivate an inclusive, high-performing culture aligned with the organization's long-term goals. You will build strong, collaborative relationships across all levels of leadership, proactively assessing workforce needs, anticipating challenges, and delivering HR solutions that enhance the employee experience and improve the overall work environment, in support of exceptional service to our customers. Essential Functions Strategic HR Partnership * Collaborate with leaders to align HR strategies with business objectives, providing consultation on talent, workforce planning, compensation, succession, and organizational design. Talent & Performance Management * Ensure the right people are in the right roles; drive performance management to support engagement, productivity, and a high-performance culture. Organizational Development & Culture * Lead organizational design, cultural transformation, and initiatives that foster inclusion, engagement, and continuous improvement. Change Leadership * Design and implement change management strategies that ensure smooth transitions, effective communication, and strong stakeholder buy-in. Human Capital Planning * Partner with leadership to create and execute people strategies that align with vision, mission, and goals, including workforce planning and succession. Improvement & Solution Design * Address organizational gaps by developing solutions in leadership, structure, communications, talent, inclusion, engagement, wellbeing, learning, and compensation. HR Analytics & Insights * Use HR data, metrics, and reporting to guide decision-making, track progress, and measure the impact of HR initiatives. Compliance & Risk Management * Ensure compliance with employment laws and policies; proactively mitigate risks, strengthen employee relations, and maintain a safe, inclusive workplace. Expertise & Innovation * Serve as a trusted HR advisor, maintaining best practices, leading system-wide HR programs, and driving innovative, future-focused solutions. Qualifications Education * Bachelor's Degree in Human Resources, a related field of study, or equivalent years of experience required Experience * 5 -7 years of Human Resource consulting experience, including recruitment, training, compensation, benefits, and workforce planning, organizational development, or other strategic HR areas required * Experience leading enterprise-wide HR initiatives or transformations preferred * Familiarity with modern HR technology platforms and people analytics tools preferred Knowledge, Skills, and Abilities * Business Acumen - understand and apply information to develop the department's/division's action plan. Possess a business sense, with the ability to offer relevant and value-adding advice and recommendations. * Critical Evaluation - possesses strong conflict-resolution & problem-solving skills. Must be knowledgeable and resourceful. * Consulting and advising - provide expert guidance on complex HR matters and offer tailored solutions to leadership challenges. * Relationship Building - establish trust and rapport with business leaders. * Data-Driven Decision Making - use data to identify trends, forecast workforce needs, and measure the success of HR initiatives. * Change Management - lead HR change initiatives and manage their impact on employees. * Talent Management - support leadership succession plans and employee development strategies. * Possess strong interpersonal skills to effectively communicate with cross-functional teams, including employees at all levels of the organization. * Lead large project initiatives. Additional Job Details (if applicable) Remote Type Hybrid Work Location 300 First Avenue Scheduled Weekly Hours 40 Employee Type Regular Work Shift Day (United States of America) Pay Range $97,510.40 - $141,804.00/Annual Grade 8 At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package. EEO Statement: 0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran's Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at **************. Mass General Brigham Competency Framework At Mass General Brigham, our competency framework defines what effective leadership "looks like" by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.