Director of human resources jobs in Hartford, CT - 123 jobs

Lead the development, implementation and coordination of the Human Resource function. Develop and manage programs and company culture to attract and support a high-functioning and passionate workforce. Coordinate the administration of human resource policies, procedures and programs throughout the global organization to support business strategy. Essential Job Functions & Responsibilities: Ensure organizational structure, company culture and HR practices support attainment of business strategies, goals and objectives. Work with management to communicate the company vision, strategies and plans to the entire company. Develop, recommend and implement human resource policies and procedures. Direct the recruitment process for and selection of candidates to fill vacant positions. Ensure the hiring of top-quality personnel, the effectiveness of recruiting and selection techniques and compliance with regulatory requirements. Direct the orientation of new employees. Responsible for managing the employee performance appraisal system to insure that company policies are being adhered to. Conduct annual salary surveys and recommend budget salary increase percentage. Establish and maintain pay structures; analyze salary grades and ranges annually for competitiveness within industry. Coordinate the review and update, as necessary, all job descriptions. Assist in developing individual and group incentive compensation plans for all global business units. Coordinate annual renewal for all U.S. employee benefit plans. Oversee administration of employee enrollment, changes and termination for all plans. Recommend modifications to plans to ensure the company provides cost effective, competitive benefits to employees. Manage workers' compensation and unemployment claims, FMLA and ADA programs, severance program. Review and recommend employee and management training needs. Contract with outside sources when necessary to provide group training. Direct and participate in employee relations programs ensuring positive morale and an enjoyable work environment. Coordinate employee incentive, team building, employee suggestion and wellness programs. Counsel management personnel regarding employee performance issues, disciplinary procedures, rewards programs, etc. Perform exit interviews. Identify legal requirements and government reporting regulations under OSHA, COBRA, ERISA, WARN, wage/hour, EEO/AAP, drug testing and other relevant statutes. Counsel top management on potential exposure of the company to emerging labor law trends. Prepare information requested or required for regulatory compliance. In consultation with legal counsel, represent company in all employee grievances and legal matters. Monitor systems for proper processing and accuracy of personnel records. Publish regular reports relating to headcount, turnover and other key HR performance indicators. Supervise and manage the daily activities of the Human Resources Department. Provide Human Resource services as outlined above and as required for Laticrete International Joint Ventures and Subsidiaries. Nonessential Job Functions: Performs other duties and assumes accountabilities as apparent or as delegated, including mutually agreed upon objectives. Job Specifications/Skills: Minimum of seven years of Human Resource senior- level leadership experience. Superior written and verbal communication skills. Exceptional interpersonal skills, tact, maturity and flexibility. High degree of responsibility. Good reasoning abilities and sound judgment. Ability to interact well with employees of all levels of the organization, senior staff, employment agencies, placement firms, governmental agencies and educational institutions, legal counsel for Human Resource issues, benefits consultants, job applicants, peer group professionals and local community/civic contacts. High energy level; comfortable performing multi-faceted projects in conjunction with regular daily activities. Experience with integration of acquisitions preferred. Experience with international cultures and business preferred. Computer skills: Intermediate to advanced knowledge of Microsoft Office (Word, Excel, PowerPoint and Outlook. Experience with HRIS. Bending and reaching to file. Infrequent ability to lift up to 25 pounds. Team Cooperation - maintain positive, cooperative attitude with all employees of Laticrete and all customers. Minimum Educational Requirements: Bachelor's degree in Human Resources or another related field . PHR/SPHR certification preferred. Travel: 1. 20% (including international) 2. Must have or be able to obtain a passport.

OMG, Inc. is a leading manufacturer of fastening products and technologies for the commercial roofing and other construction industries worldwide. Based in Massachusetts, with manufacturing facilities in Agawam, MA, Addison, IL, Asheville, NC, and Rockford MN, OMG is an equal opportunity employer valuing integrity, teamwork, diversity, trust, respect, communication, accountability, proactive performance and a passion for excellence! APPLY

Human resources (HR) manager responsible for the daily operations and personnel of the organization's HR department. They oversee the routine functions of the department, such as hiring and interviewing staff, administering benefits and pay, and enforcing company policies. HR managers may also: Plan and coordinate the organization's workforce Link management with employees Serve as a consultant to other managers on HR issues Coordinate and supervise support staff and specialists Ensure employee satisfaction and performance Develop strategic initiatives Maintain and improve employee benefits programs Prepare employees for assignments through orientation and training programs Ensure compliance with local and national HR regulations Identify and recommend improvements to internal standard operating procedures

Our staffing solutions connect high level candidates with the best companies in America. We take pride in getting to know and understanding a candidate's skill set, experience and needs and then pairing them up with the right organization. We conduct thorough telephone screens, face to face interviews, reference and background checks, and we verify previous work history of all our candidates before we place them. We provide access to a variety of exciting, well compensated positions across most industries. We will work with you understand and to find the best possible solution based on your skills and career goals. We will prove to be your most reliable, and trusted friend in your career for years to come. We are currently hiring for a great company in Farmington Hills, Michigan. This company is driven on maintaining a competitive advantage in the automotive industry. One of their tops goals is to help keep people safer! Our client is known for creating intelligent systems that enhance the safety of pedestrians, drivers and passengers by combining active and passive technologies. Job Description Specific responsibilities include: • Advocate employee engagement, team development, and organization effectiveness among leadership and throughout organization. • Advise organization leadership on compensation-related decisions to ensure competitiveness and internal equity. • Ensure proper staffing level, utilize an effective recruiting strategy to infuse talent into the organization and improve candidate pipelines. • Counsel employees on performance, career planning, work/life balance and other topics. • Objectively assess and bring to resolution employee relations concerns. • Consult with clients to understand training and development needs, and advise accordingly. • Responsible for effective implementation of all Human Resources processes, including the Leadership Development Review, Performance Management, salary planning, etc. • Assist in training leadership regarding employee relations matters, interviewing and selection, performance management and employee development. • Provide strategic counsel regarding employee engagement trends to employee engagement survey teams and organizational leaders. • Communicate and execute HR programs that support business ensuring competitiveness and internal equality. • Additional leadership responsibilities for talent and diversity initiatives within the organization including campus recruitment strategy, rotation program proposal development, and/or enhancements to talent councils. Qualifications BA/BS degree or MS degree in Human Resources, Business Administration or a relevant degree 6-10 years of progressively increased responsibility in HR Previously utilizing change management skills throughout an organization in an HR role. Previous experience in project management. Experience in managing employee relations. Additional InformationAll your information will be kept confidential according to EEO guidelines.

Administration/Human Resources Director Additional Information: Show/Hide Wallingford Public Schools is seeking candidates for a Human Resources Director. Please see attached job description regarding responsibilities and qualifications. Position to begin around March, 2026. Please complete our on-line application as soon as possible. Application deadline: 02/13/26. EOE Attachment(s): * Human Resources Director.pdf

Job Description Human Resource Director SHRM-CP, SPHR, or PHR certification preferred Full-Time, Exempt Stokes Counseling Services On-site Company Stokes Counseling Services is the largest mental health private practice in Connecticut. Our practice comprises a diverse team of licensed clinicians and medication management professionals who specialize in providing comprehensive mental health services, focusing particularly on the treatment of depression, anxiety, and PTSD. We adopt a holistic approach to treatment, offering individual, group, and family therapy options to ensure our patient's needs are met effectively. Our unwavering commitment lies in delivering exceptional care to our patients while fostering a supportive environment for our dedicated clinicians. Stokes Counseling Services is seeking a Human Resources Director to be a strategic partner working as a member of the Stokes Counseling executive team. This is a full-time, exempt position that is based in our main office in Naugatuck, CT. At Stokes Counseling, we recognize that people are the business, and we are looking for a dynamic leader to help build a best-in-class People organization to support our existing workforce and our future growth initiatives. This leader will be pivotal to the success of our workforce and our business as a whole. We need someone who is just as passionate about the culture as they are about their core responsibilities as an HR Leader. The ideal candidate is a builder -- Someone who can come in with a willingness and an ability to build HR Operations and Programs. You will own and heavily influence everything from Career Mapping and Performance Management programs, to bonus & incentive planning and employee onboarding/offboarding. Responsibilities Leading all tactical and strategic HR initiatives throughout the organization Developing strategic HR initiatives including total rewards strategy, compensation philosophy, HR team growth, and expansion into new locations and business lines Supporting leadership and managers by designing performance management processes and metrics and providing management feedback and development opportunities Implementing and executing HR processes related to reporting, employee handbook updates, compliance, training, and overall employee lifecycle management Management of existing HR programs including but not limited to leaves of absence, 401k, health insurance, open enrollment, workers' compensation, accommodations, promotions, and employee rewards programs Partnering with the leadership team in designing goals and roadmap for long-term organizational growth strategy Requirements Experience owning HR Operations in a high-growth, fast-paced environment with the ability to lead an organization of 250+ employees Experience leading the HR function in a healthcare organization At least 7 years of HR Generalist or Business Partner experience Expertise in federal and local compliance regulations and reporting requirements Strong capacity in leading HR decision-making and supporting the broader leadership team in decision-making for organizational growth Experience in building compensation philosophy in conjunction with performance management strategies Enthusiasm for coaching, manager development, and building Ability to work on-site at the main office in Naugatuck, CT Nice-to-have Experience leading the HR function at a mental health organization Strong business partnership: able to establish credibility and rapport with operating leaders Experience managing teams SHRM-CP, SPHR, or PHR certification preferred Salary 90k-120k Benefits 401(k) after 1 year of service Health insurance Paid time off Powered by JazzHR lTfW5PUsBd

About Us: Silgan Dispensing is a global manufacturer of packaging solutions that help brands enhance lives. Our broad portfolio of trigger sprayers, pumps, fine mist sprayers, and closures are used by iconic brands for personal care, beauty, fragrance, home, garden, and healthcare markets. Headquartered in Richmond, Virginia, the Silgan Dispensing team includes approximately 6,000 employees across North America, South America, Asia, and Europe. We are proud to have created a diverse workforce that is innovative, sustainably focused, respectful, inclusive, driven to excel and customer-oriented - held together by the belief that we are best when we work as One Team. Our culture of engagement, collaboration and accountability is what enables us to be the dispensing partner brands rely on to grow their business. The Role: The HR Business Partner (HRBP) acts as a strategic advisor to the Plant Manager, developing and implementing human capital strategies that enhance business performance and customer satisfaction. This role supports manufacturing operations by addressing complex HR challenges, advocating for the business value of HR initiatives, and driving both short-term and long-term organizational goals. The HRBP ensures alignment between HR initiatives and business objectives, promotes compliance, and supports employee relations and development to foster productivity and engagement. What You Will Do: Serve as the primary HR advisor for site-level operations, providing expert guidance on all HR matters Align HR strategies with business objectives, track progress, and drive HR initiatives to support site goals Partner with operations leaders to ensure optimal staffing and workforce planning Support supervisors, managers, and leaders in implementing and maintaining a consistent compensation philosophy Facilitate succession planning, employee retention strategies, and high-potential employee development Build trusted relationships across functions and with both salaried and hourly employees Actively engage with hourly staff by maintaining a visible presence on the plant floor Manage and resolve complex employee relations issues while fostering a positive and productive work environment Provide coaching and support to managers on employee relations matters, ensuring consistency and fairness Conduct investigations and implement appropriate disciplinary actions when necessary Lead initiatives related to recruitment, onboarding, and employee retention Develop and implement performance management processes to enhance workforce effectiveness Identify training and development needs, facilitating programs that support employee growth Support career development planning and succession management strategies Ensure compliance with labor laws, company policies, and best HR practices Stay up to date on changes in employment laws and HR regulations, working with legal counsel as needed Provide guidance on HR policies, procedures, and workplace compliance Oversee HR metrics, reporting, timekeeping, and system support Support safety initiatives, including workers' compensation processes and risk mitigation strategies Maintain accurate and confidential employee records in compliance with legal and company standards Lead HR projects and transformation initiatives, focusing on change management and leadership development Partner with business leaders to address workforce challenges and translate them into actionable HR strategies Analyze HR metrics to identify trends, assess business impact, and drive continuous improvement Work closely with management to ensure employees have the skills and resources necessary for success Coach leaders on employee engagement, motivation, and effective management practices Manage local HR team Who You Are (Basic Qualifications): Bachelor's degree in Human Resources, Business Administration, or a related field 3-5+ years of progressive HR experience, preferably in a manufacturing or corporate environment Experience working in a strategic HR role, partnering with plant leadership to drive initiatives Experience developing and partnering with front line supervisors Proven ability to manage complex employee relations cases, including investigations and conflict resolution Strong background in talent management, succession planning, and workforce development Experience in implementing HR initiatives that drive business performance Experience analyzing, interpreting, and presenting data to leaders Strong knowledge of employment laws and practices Skills & Competencies: Strategic Thinking: Ability to align HR strategies with business goals and influence decision-making Employee Relations Expertise: Strong knowledge of labor laws, conflict resolution, and workplace compliance ance.HR Policy & Compliance: Deep understanding of federal, state, and local employment laws Change Management: Proven experience leading HR transformation initiatives Data-Driven Decision Making: Ability to analyze HR metrics and translate them into actionable insights Communication & Relationship-Building: Strong interpersonal skills to build trust with employees, managers, and leadership Coaching & Leadership Development: Experience coaching managers on best HR practices, leadership development, and performance management HR Systems & Technology: Proficiency in HRIS, timekeeping, and reporting tools Project & Program Management: Ability to manage HR initiatives, drive process improvements, and execute change management strategies What Will Put You Ahead: Experience working in a manufacturing/industrial environment Advanced degree, SHRM-CP/SCP or SPHR certification Workday experience Experience with project management LIMITATIONS AND DISCLAIMER The above is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an “at-will” basis. Silgan is an Equal Opportunity Employer. We consider applicants for all positions without regard to race, color, religion, sex, national origin, age, marital status, or the presence of a disability, which would not prevent the performance of essential job duties with, or without reasonable accommodation of any other protective status. Silgan is a drug-free workplace.

Schedule: Monday-Friday approx. 8a-5p Compensation: $75,000-85,000 per year Opus Inspection builds and operates emission testing programs in states and counties across the US, tailored to local requirements. We work closely with our government partners to help them increase compliance with air quality standards and achieve their public policy goals. The Human Resources Generalist is responsible for the daily functions of the Human Resources (HR) Department, including employee relations, leave administration, compliance, and benefits support. This role partners closely with program leaders across multiple states to ensure consistent, fair, and compliant HR practices while fostering a positive, inclusive, and high-performance work environment. Responsibilities and Duties * Responsible for Human Resources functions across the employee life-cycle. * Provides cross-functional leadership support on employee relations matters including conducting investigations, disciplinary actions, conflict resolution and training. * Partners with program leadership and employees to ensure fair, equitable and consistent workforce practices. * Collaborates on development and delivery of leadership training. * Reviews, tracks, and documents compliance with mandatory and non-mandatory training. * Supports benefits administration as needed. * Works closely with Senior HR Director to evaluate employee data, company trends, departmental goals, and translates findings into actionable recommendations and outputs. * Collaborates with Human Resources colleagues across disciplines and programs in multiple states. * Participates in developing department goals, objectives, and HR systems. * Assists with administering FMLA and other leave programs across multiple states. * Supports the administration of workers' compensation claims, including coordinating with carriers and internal stakeholders. * Ensures compliance with federal, state, and local employment laws and regulations, and recommends best practices. * Conducts OSHA, EEO, BLS reporting and assists with other required state and federal reporting. * Responds to unemployment claims and participates in hearings when required. * Partners with HR and management in developing and enhancing safety initiatives as needed. * Travels up to 5% as needed. * Performs other duties as assigned. Qualifications and Skills Required * 3-5 years of Human Resources experience. * Knowledge of State and Federal employment laws and regulations. * Familiarity with leave and workers compensation programs, * Proficiency in Microsoft Office suite. * Ability to analyze data and develop solutions. * Ability to pass a background investigation and drug screen. Preferred * Bachelor's degree in Human Resources or related field. * Experience with multi-state employers. * Experience with benefits administration. * Knowledge of HRIS systems.

TTM Technologies, Inc. - Publicly Traded US Company, NASDAQ (TTMI) - Top-5 Global Printed Circuit Board Manufacturer About TTM TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency ("RF") components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards ("PCB"s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market. Additional information can be found at *********** The HR Manager will support or Stafford Springs location and will partner with the leadership team to understand and execute the organization's human resource and talent strategy as it relates to current and future talent needs, recruiting, retention and succession planning. The HR Manager leads and directs all aspects of the site's HR activities, including employee relations, team engagement, performance management, benefits, compensation, labor/regulatory compliance, recruiting, policy interpretation, and implementation of HR programs. This role will work very closely with the HR team at the sister site for continued cross-campus collaboration in Connecticut. Focused on excellence, the HR Manager will coach, mentor, guide and partner with the CT HR team to provide comprehensive employee and management services. As an integral member of the Integrated Electronics (IE) HR team, the incumbent will also partner with other site HR Managers to optimize initiatives and support consistency across the business unit. This position reports directly (functionally) to the Director of Human Resources and operationally into the General Manager. The HR Business Partner at the site will report directly into this role. Duties and Responsibilities: * Implement HR programs at the site level, facilitate key meetings, and deliver communications * Develop strong working relationship with key business partners to provide coaching, guidance and consultation on full-cycle employment matters. Identify training opportunities to enhance leadership capability across the facility. * Communicate, coordinate, and ensure consistent application of HR policies and programs such as performance management, reviews, learning & development, talent assessment, and benefits to site employees * Coach and mentor managers and employees on various HR related initiatives and develop proactive employee relations strategies * Act a strategic Business Partner to management to meet employee needs while maintaining alignment with the Company practices and achieving business goals * Analyze trends and metrics in partnership with business partners to drive business solutions and track progress * Consult on and develop strategic resolutions for organization issues or concerns while mitigating risk * Partner with the Corporate and IE BU HR teams in the development of HR tools and training programs for TTM managers and employees * Ensure compliance with appropriate state and federal employment legislation * Assess training & development needs of cross-functional departments and provide recommendations * Oversee site talent acquisition and recruiting activities, monitor site headcount levels & staffing plan and partner with Corporate Talent Acquisition team to determine effective recruitment strategies to help with long term workforce planning and resource management, prioritize staffing needs, and ensure a positive candidate experience * Collaborate with leaders to interpret employee engagement survey data to craft plans for high levels of employee engagement. * Work within HR team(s) to partner on special projects related to wellness, technology, policy enhancements, benefit offerings etc. * Collaborate within HR community to share best practices and learn about trends and location specific nuances. * Advocate for TTM HR Shared Services Model, supporting the local training and reinforcing employee use of the ticketing system for tactical HR questions and support needs * Liaise with internal legal counsel as required for any issues where such support is required * Perform other duties as assigned. Essential Knowledge and Skills: * Knowledge of HR best practices, US and CT employment laws and their implications in HR Management * Ability to build and maintain collaborative relationships with key stakeholders, including Operations, Engineering and other functions * Ability to influence others, to drive behavioral changes where appropriate * Solid analytical and problem-solving skills; ability to research and exercise judgment on issues * Demonstrated conflict & change management skills * Excellent verbal and written communication skills including the ability to communication with all levels throughout the site. * High level of integrity, respect for confidential and sensitive information * Team-oriented; ability to collaborate * Experienced presenter and facilitator; skilled in speaking to diverse and cross-functional audiences Education and Experience: * Degree in Business, Management, or Human Resources * SHRM-SCP or SPHR certification preferred * 8-10 years' experience supporting full spectrum of HR disciplines preferably in a high growth manufacturing environment * A track record of success as a collaborative and motivated leader who has supported Human Resources activities within a complex, multi-site environment * Experience partnering with Talent Acquisition & other HR Centers of Excellence * Experience with employee relations and investigations, with ability to maintain a high degree of confidentiality and professionalism * Leads by example and provides consistent coaching and mentorship * Experience partnering with, influencing, and successfully coaching and counseling at all levels * Experience working effectively in situations involving significant change and managing multiple priorities. #LI-CG1 Compensation and Benefits: TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire. Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that my be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations. Export Statement: Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.

TTM Technologies, Inc. - Publicly Traded US Company, NASDAQ (TTMI) - Top-5 Global Printed Circuit Board Manufacturer About TTM TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market. Additional information can be found at *********** The HR Manager will support or Stafford Springs location and will partner with the leadership team to understand and execute the organization's human resource and talent strategy as it relates to current and future talent needs, recruiting, retention and succession planning. The HR Manager leads and directs all aspects of the site's HR activities, including employee relations, team engagement, performance management, benefits, compensation, labor/regulatory compliance, recruiting, policy interpretation, and implementation of HR programs. This role will work very closely with the HR team at the sister site for continued cross-campus collaboration in Connecticut. Focused on excellence, the HR Manager will coach, mentor, guide and partner with the CT HR team to provide comprehensive employee and management services. As an integral member of the Integrated Electronics (IE) HR team, the incumbent will also partner with other site HR Managers to optimize initiatives and support consistency across the business unit. This position reports directly (functionally) to the Director of Human Resources and operationally into the General Manager. The HR Business Partner at the site will report directly into this role. Duties and Responsibilities : Implement HR programs at the site level, facilitate key meetings, and deliver communications Develop strong working relationship with key business partners to provide coaching, guidance and consultation on full-cycle employment matters. Identify training opportunities to enhance leadership capability across the facility. Communicate, coordinate, and ensure consistent application of HR policies and programs such as performance management, reviews, learning & development, talent assessment, and benefits to site employees Coach and mentor managers and employees on various HR related initiatives and develop proactive employee relations strategies Act a strategic Business Partner to management to meet employee needs while maintaining alignment with the Company practices and achieving business goals Analyze trends and metrics in partnership with business partners to drive business solutions and track progress Consult on and develop strategic resolutions for organization issues or concerns while mitigating risk Partner with the Corporate and IE BU HR teams in the development of HR tools and training programs for TTM managers and employees Ensure compliance with appropriate state and federal employment legislation Assess training & development needs of cross-functional departments and provide recommendations Oversee site talent acquisition and recruiting activities, monitor site headcount levels & staffing plan and partner with Corporate Talent Acquisition team to determine effective recruitment strategies to help with long term workforce planning and resource management, prioritize staffing needs, and ensure a positive candidate experience Collaborate with leaders to interpret employee engagement survey data to craft plans for high levels of employee engagement. Work within HR team(s) to partner on special projects related to wellness, technology, policy enhancements, benefit offerings etc. Collaborate within HR community to share best practices and learn about trends and location specific nuances. Advocate for TTM HR Shared Services Model, supporting the local training and reinforcing employee use of the ticketing system for tactical HR questions and support needs Liaise with internal legal counsel as required for any issues where such support is required Perform other duties as assigned. Essential Knowledge and Skills : Knowledge of HR best practices, US and CT employment laws and their implications in HR Management Ability to build and maintain collaborative relationships with key stakeholders, including Operations, Engineering and other functions Ability to influence others, to drive behavioral changes where appropriate Solid analytical and problem-solving skills; ability to research and exercise judgment on issues Demonstrated conflict & change management skills Excellent verbal and written communication skills including the ability to communication with all levels throughout the site. High level of integrity, respect for confidential and sensitive information Team-oriented; ability to collaborate Experienced presenter and facilitator; skilled in speaking to diverse and cross-functional audiences Education and Experience : Degree in Business, Management, or Human Resources SHRM-SCP or SPHR certification preferred 8-10 years' experience supporting full spectrum of HR disciplines preferably in a high growth manufacturing environment A track record of success as a collaborative and motivated leader who has supported Human Resources activities within a complex, multi-site environment Experience partnering with Talent Acquisition & other HR Centers of Excellence Experience with employee relations and investigations, with ability to maintain a high degree of confidentiality and professionalism Leads by example and provides consistent coaching and mentorship Experience partnering with, influencing, and successfully coaching and counseling at all levels Experience working effectively in situations involving significant change and managing multiple priorities. #LI-CG1 Compensation and Benefits: TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire. Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that my be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations. Export Statement: Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

SourcePro Search is conducting a search for an HR Manager, who will provide support to the Head of US Human Resources in managing HR matters pertaining to partners, associates and professional staff. This may include, but is not limited to hiring processes, staffing, supervision, training, performance management, employee relations, salary and bonus administration and policy management. Primary Functions: Provide support to the Head of Human Resources as needed and take an active role in developing department goals, objectives, and systems. Partner with the Head of Human Resources in preparing and coordinating the annual salary review and bonus process for fee earning and professional staff. Act as primary point of contact for all East Coast HR related questions and provided guidance on policies and procedures. Manage all leaves, performance management, employee relations issue, worker's compensation and unemployment claims. Advise and collaborate with Business Services leads and Office Managers to address HR related issues. Advise on employee relations issues and leads employee performance meetings, terminations, and investigations. Provide support to the Head of HR in developing and implementing performance and reward management systems, including pay and benefits which reflect current market trends. Ensure the firm is fully compliant with all local, state, and federal labor law guidelines and regulations. Oversee the onboarding process of legal and professional staff in the US. Maintain regular contact to ensure they are properly integrated with their teams. Complete exit interviews and assist with the departure process for all employees. Responsible for management and development of the HR staff. Maintain knowledge of trends, best practices, regulatory changes in human resources, talent management, and employment law. Undertake ad hoc projects as needed. Travel to other US offices as needed. Specific Skills Required: Able to maintain strict confidentiality of the firm's internal, personnel, and client affairs. Highly proficient in all standard office software, including Outlook, Word, and Excel. Excellent attention to detail together with a methodical and organized approach. Strong communicator, both verbally and written, at all levels in a clear and concise manner. Able to handle queries efficiently with diplomacy and tact, gaining confidence of partners and staff with the desire to work as part of a team but equally able to work independently. Able to manage fast-paced workload effectively, prioritize and manage conflicting deadlines, and move projects forward under tight deadlines while handling multiple, detailed tasks. Able to influence and build strong working relationships with internal clients and colleagues in a collaborative and supportive manner. Able to escalate issues as appropriate and present and communicate issues effectively along with logical solutions for implementation. Solutions focused, proven initiative, proactive approach and independent thought. An enthusiasm to increase and maintain knowledge of HR compliance in the states in which the firm operates. Flexibility to work outside of standard hours, when needed. Experience and Education Required: A minimum of two years of HR manager level experience Bachelor's Degree A comprehensive understanding of US labor laws

We are curently seekeing a HR Client Manager for our partner in Shelton CT. Partner with the Business Development and P&L's to provide HR support and guidance on new business proposals Provide guidance to the team on both domestic and international HR related topics. Complete due diligence activities. Effectively manage and execute HR processes, including leadership Strategic Sourcing - Proactively identify, interview and help place best available talent in key roles Work closely with the HR Leads to ensure business alignment and consistency in application of policies, procedures and best practices.

The Human Resources Business Partner is responsible for providing HR Support to specific business units/departments. This position collaborates closely with management teams to gain a deep understanding of their business objectives, challenges and priorities and utilizes this knowledge to develop and implement HR strategies that align with the overall business strategy. This position is partnered with our Plant Operations, Engineering and Sales team supporting primarily a non-exempt workforce. ESSENTIAL DUTIES AND RESPONSIBILITIES Additional duties and responsibilities may be assigned as necessary. Business Partnership (25%): Partner with business leaders to identify HR needs and develop effective solutions that address them. Implement HR programs and initiatives including talent management, employee engagement, performance management and succession planning. Coach and mentor employees to support their professional development. Provide guidance on coaching to managers and employees on HR policies, procedures and best practices. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Act as change agent to business through process design and approaches that support change and transformation. Conduct regular visits to plant locations partnered with. Partner with hiring manager to interview candidates for open positions. Employee Relations (30%): Work closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention. Manage and resolve complex employee relations issues including conflict resolution. Conducts and documents employee investigations. Conduct new hire check-in meeting to get feedback both from the new employee and their management. Manages the employee off-boarding process including exit interviews and terminations meetings as required. Document Disciplinary Action as required for policy, procedure and conduct violations. Organize employee events and activities. Performance and Talent Development (30%) Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development). Coach and mentor employees to support their professional development. Partner with the Learning and Development team and managers to develop Individual Development Plans. Work with managers to address performance concerns through the Performance Coaching Plan process. Manage internal applicant process for assigned group(s). Review candidates' skills, aptitude and experience against position requirements. Manage and coordinate all communications with internal candidates and provide excellent candidate care throughout the recruiting processes. Manage Disciplinary Points program including auditing reports, working with team to put in system enhancements and procedure improvements. Work with Managers to ensure accuracy of data and compliance with administrative requirements. Partner with managers to deliver required disciplinary action. Administration & Reporting (15%) Manage and maintain employee records and HRIS. Create, generate and analyze reports as needed. Participate in the planning and execution of quarterly new hire orientation. Ensure newly hired employees are onboarded properly and paperwork is complete. REQUIRED SKILLS & QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and Experience: Master's Degree (MBA, MIB, or MS) in Human Resources, Psychology, Organizational Development, and/or related field. 4+ years' professional Human Resources experience. PHR, SPHR - preferred Specialized Skills and Experience: Demonstrated success in creating and managing individual performance programs such as improvement and development plans. Strong experience conducting internal investigations. Strong computer skills including Microsoft Office Word, Excel, and PowerPoint. Thorough knowledge of employment laws. Strong knowledge of the principles and practices of human resource administration; knowledge of sound techniques in all aspects of human resource management. Demonstrates highest level of ability in all aspects of communications: written, oral, listening and expressing ideas. Strong presentation skills. Strong problem-solving ability and ability to analyze qualitative data. §Exceptional analytical, quantitative and deduction skills. Ability to work both effectively independently and harmoniously with a team. Ability to lead, participate and manage large-scale projects. Must be able to manage multiple assignments simultaneously with shifting priorities, deadlines and focus and have strong organizational skills. Demonstrates strong attention to detail. Travel Requirement: Must be able to travel 20%

Under the administrative direction of the Mayor or his or her designee, plans, organizes, administers, monitors and ensures compliance with the City's human resources, civil service, labor relations and benefits administration programs as outlined in the City Charter, Municipal Code and Connecticut General Statutes. Directs all activities of the City's human resources program relating to employee selection as prescribed in Chapter VIII, Section 5(e) of the City Charter, including, but not limited to, the publication of announcements, the conduct of competitive examinations, the maintenance of eligibility lists, the certification of eligibles, and the authorization of temporary appointments. Develops, implements and administers comprehensive human resources management programs, policies, guidelines, procedures and practices that are consistent and in compliance with City Charter provisions, state and federal requirements and sound professional principles and practices. Directs the maintenance of classification and pay plans for City employees. Directs the maintenance of employee records, including record retention, and the development and management of electronic information pertaining to employees' classification and employment history. Certifies all appointments and promotions of employees in the classified service as to the propriety of their appointment and employment. Identifies needs and develops training and education programs for City employees. Prepares and monitors the department budget and presents to the Mayor and Court of Common Council. Periodically reviews the operation and effect of the personnel provisions of the City Charter, Municipal Code and the Personnel Rules and Regulations and recommends needed revisions. At the direction of the Mayor negotiates labor contracts. Directs the administration of labor contract compliance. Advises elected executives, directors and others on labor relations and employee relations matters, including grievance and arbitration procedures and actions. Works with managers and labor organizations to resolve labor issues. Develops new programs, policies and procedures for improving the quality and efficiency of the City's work force, and ensures that all programs, policies and procedures are administered in a fair and equitable manner. Develops and administers affirmative action and diversity programs, and directs the investigation and resolution of discrimination and other complaints. Directs the City's employment benefits including but not limited to, group medical and dental insurance, life insurance, family and medical leave management, and unemployment benefits. Performs related work as required. DISTINGUISHING CHARACTERISTICS This position is in the classified, non-union service and incumbent is appointed by the Mayor through an open competitive examination in accordance with Chapter VIII, Section 5(e), Subsections (1) and (3)(iii) of the City Charter. Incumbents are required to obtain Hartford Residency within six (6) months of appointment to the position in accordance with Article XVIII, Section 2-850 of the Municipal Code, and you will be required to maintain Hartford residency for the duration of your appointment. The City of Hartford is seeking candidates for this role with: Thorough Knowledge of: * Principles of public human resources administration, labor relations, and benefits administration and the techniques utilized in these fields. * Recognized standards of merit system administration and their operating requirements. * Principles and practices of labor management relations, including negotiations and contract administration. * Federal, state and local laws and regulations pertaining to civil service, human resource management and benefits administration. * Principles and practices of public administration including budgeting, purchasing, and maintenance of public records. * Current trends and practices in human resource management. * Principles and practices of effective management and supervision of staff. Ability to: * Lead, plan, direct and supervise the activities of the City's human resources, civil service labor relations and benefits administration programs. * Develop and execute strategic objectives and supporting work plans and make sound recommendations on complex human resource management issues. * Exercise tact and diplomacy in dealing with sensitive, complex, and confidential issues and situations. * Understand and apply City, state and federal law, policy, regulations and court decisions governing the City's human resource management programs. * Represent the City effectively in negotiations and other dealings with employees and labor organizations on various issues. * Prepare clear, concise and comprehensive reports, studies and other written materials. * Communicate effectively both orally and in writing. * Establish and maintain effective working relationships with departmental officials, subordinates, employees and their representatives, professional groups and the general public. Open to all applicants who meet the following qualifications: Graduation from an accredited college or university with a Bachelor's degree in a field related to Human Resources Management, Public Administration, Labor or Industrial Relations, Business Administration, or a closely related field, AND five (5) years of progressively responsible experience in human resources management or labor relations, which includes the supervision of professional staff in such activities. Wherever possible, an equivalent combination of training and experience deemed sufficient to perform the duties of the position will be considered. A Master's Degree in Human Resources Management or a related field as noted above is preferred. LICENSES; CERTIFICATIONS; SPECIAL REQUIREMENTS A valid driver's license may be required for certain assignments. A copy of this license must be submitted with your application. PHYSICAL DEMANDS AND WORKING CONDITIONS Work is performed primarily in an office environment with some travel to different sites; incumbents may be required to work extended hours including evenings and weekends. RESIDENCY REQUIREMENT In accordance with Article XVIII, Section 2-850 of the Municipal Code, you must establish Hartford residency within six (6) months of appointment, and you will be required to maintain Hartford residency for the duration of your appointment. A COPY OF YOUR DEGREE OR TRANSCRIPT MUST BE SUBMITTED WITH YOUR APPLICATION. A DEGREE OR TRANSCRIPT SUBMITTED WILL BE VERIFIED BY THE HUMAN RESOURCES DEPARTMENT. APPLICATION MUST BE COMPLETED IN ITS ENTIRETY, INCLUDING REQUIRED DOCUMENTATION. APPLICATIONS WITHOUT PROPER DOCUMENTATION SHALL RESULT IN YOUR DISQUALIFICATION. APPLICATIONS VIA FACSIMILE OR EMAIL ARE NOT ACCEPTED If selected, you will be required to pass a physical examination administered by a City physician, a drug and alcohol screening examination, and a background check. If appointed, you will serve 3-12 months of probation. This examination and employment process is subject to all federal, state, and municipal laws, rules and regulations. ALL CORRESPONDENCE AND INFORMATION CONCERNING THE APPLICATION AND TESTING PROCESS WILL OCCUR THROUGH EMAIL, UNLESS OTHERWISE REQUESTED AT THE TIME OF APPLICATION. IN ADDITION TO YOUR INBOX, PLEASE BE SURE TO CHECK YOUR JUNK AND SPAM EMAIL FOR ALL RECRUITMENT COMMUNICATION. VETERAN'S PREFERENCE: Preferential Points may be given to Eligible Veterans. Must submit a Veteran's Preference Form along with a DD214 and Disability letter (if applicable) from the Office of Veteran's Affairs. The Human Resources Department provides reasonable accommodation to persons with disabilities in accordance with the Americans with Disabilities Act (ADA). If you need an accommodation in the application or testing process, please contact the Human Resources Department. AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER The City of Hartford is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, veterans and persons with disabilities.

At ALS, we encourage you to dream big. When you join us, you'll be part of a global team harnessing the power of scientific testing and data-driven insights to build a healthier future. About the role As a Human Resources Business Partner, you will be the main point of contact for all Human Resource support for your client groups. Your main focus will be Recruitment, Employee Relations, Performance Management, Compensation, Organizational and Leadership Development. Responsibilities Required Knowledge, Skills & Abilities Experience in HR practices, procedures and initiatives across the USA Experience in delivering leadership and training programs Multi-location and remote leadership and support Familiarity with HRIS including ADP, Ceridian Dayforce and Workday is an asset Experience with management of employee relations matters including serious investigations and assessment of risk profiles Familiarity with legislative requirements and employment practices across US states. Experience in recruitment (sourcing and selection) as well as recruitment standards and regulations across the USA. Strong customer service focus, interpersonal and organizational abilities. Ability to maintain confidentiality. Demonstrated judgement, creativity, integrity and ability to problem solve. Strong English communication skills written and verbal. Advanced computer skills including MS Word, MS Excel, PowerPoint Ability to build credibility and confidence at all levels of the organization. Unparalleled time management combined with a strong work ethic. Qualifications Required Qualifications Completion of a university degree and/or college level Human Resources Management program or equivalent is required. Minimum of 3 years of experience of a diverse in Human Resources background, two of which are in a Generalist capacity. Human Resources certification (PHR/SPHR or SHRM) preferred. Ability to travel as needed by the business (up to 30% of the time). Physical Demands Ability to sit at a desk and do general office work, which includes periodic sedentary responsibilities. Ability to use and view a computer screen for up to 8 hours per day. Ability to communicate via telephone and e-mail without assistance. Working at ALS The ALS team is a diverse and dedicated community united by our passion to make a difference in the world. Our values are important to us, and shape how we work, how we treat each other and how we recognise excellence. At ALS, you'll be supported to develop new skills and reach your full potential. We invest in our people with programs and opportunities that help you build a diverse career with us. We want everyone to have a safe, flexible and rewarding career that makes a positive impact on our people, the planet and our communities. Everyone Matters ALS is proud to be an equal opportunity employer and is committed to fostering an inclusive work environment where the strengths and perspectives of each employee are both recognised and valued. Qualified candidates will be considered without regard to race, colour, religion, national origin, military or veteran status, gender, age, disabilities, sexual orientation, gender identity, pregnancy and pregnancy-related conditions, genetic information and any other characteristics protected by the law. We invite resumes from all interested parties, including women, members of minority groups, and persons living with disabilities. ALS also welcomes applications from people with all levels of ability. Reasonable adjustments to support candidates throughout the recruitment process are available upon request. Eligibility To be eligible to work at ALS you must be a Citizen or Permanent Resident of the country you are applying for, or either hold or be able to obtain, a valid working visa. How to apply Please apply on-line and provide a resume & cover letter that best demonstrate your motivation and ability to meet the requirements of this role.

R10082447 Human Resources Manager (Open) The HR Manager is responsible for partnering with regional leadership teams and providing Human Resource leadership and execution in talent acquisition, compensation, benefits administration, positive employee relations, labor relations, training, talent management, organizational development, HR Compliance and special projects. The HR Manager is responsible for the coordination of activities with HR specialists in Talent Acquisition, Compensation, Employee Relations, Labor, Benefits, Talent Management, Payroll and HRIS. The HR Manager leads and executes change initiatives across business related to talent and HR strategy. We are looking for you! Travel sites as needed Hybrid Work Schedule Salary Range: 95 - 105k Recruiter: Deondre Taylor / ***************************** / ************ Develops strong trusted partnerships with business leaders, acting as advisor and partner in the areas of organizational effectiveness, talent management, employee relations, performance and development coaching & counseling. Leads associate onboarding process, ensuring effective execution by managers; work closely with hiring managers and Talent Management with a focus on successfully integrating and retaining associates. Partners with leaders to manage success of immersion process for new sales and operations associates with a focus on quickly developing and onboarding them, ensuring successful contributions early on. Partners with Payroll and HR Coordinators for accurate and efficient processing of all new hires, terminations and personnel changes, in a timely manner. Administers salary actions for assigned client groups under the Division Compensation guidance. Ensure fair and competitive wage structure and actions. Lead annual salary review process with respective client groups. Coordinate recommendations and activities with the HR Compensation group to ensure organizational consistency and provide feedback on employee satisfaction and market issues. Develops and facilitates performance calibration process with regional management teams to ensure effective and consistent performance management systems in place. Actively leads and engages employees in evaluation of the employee relations climate and implement solutions to issues that arise. Counsel employees and managers on career planning, conflict resolution and work related challenges. Conduct stay and exit interviews to evaluate work climates and morale. Conduct investigations as needed in an objective and professional manner to determine corrective action. Advises managers on performance management including appropriate corrective counseling, training and development, and progressive discipline techniques and processes. Review documentation to ensure consistency with Airgas policies, procedures, and guiding principles. Involve the Legal department or senior HR leadership at the appropriate time. Lead the performance appraisal process for the assigned client group. Administers all other HR policies and programs. Recommend and implement revisions to policies, programs and practices as needed. Ensure compliance with all state and federal statutes, laws and regulations including but not limited to all applicable wage and hour laws, and regulations related to FMLA, OSHA, EEO and ADA. Contributes actively to the development and implementation of overall HR strategy. Act as change agent in identifying opportunities to improve workforce and HR process effectiveness to enable business strategy and results. ________________________Are you a MATCH? Required Qualifications and Competencies: A Bachelor's degree in Business, HR or related field. A minimum of 5 years of related HR experience preferably within a production and/or distribution environment. Knowledge, Skills & Abilities: Demonstrated understanding of HR principles and practices, employment laws and regulations, and effectively leading comprehensive ER Investigations Demonstrated ability to be: personable, professional, responsive, knowledgeable, credible, trusted and drive value to an organization. Demonstrated understanding of HRIS and Applicant Tracking Systems (Workday). Must have excellent organizational, written and oral communication, listening and presentation skills including the ability to effectively present and discuss information and respond to questions from employees and managers. Intermediate knowledge of MS Office applications including Word, Excel, PowerPoint and Outlook. Preferred Qualifications and Competencies: Organized labor experience is preferred. An HR related certification i.e. PHR, SPHR is preferred. ________________________ Benefits We care about and support our Airgas Families. This is evident not only through our competitive compensation but also through a comprehensive benefits package that includes medical, dental, and vision plans, short-term and long-term disability, life and accidental death and dismemberment (AD&D) insurance, Employee Assistance Program (EAP), pre-tax commuter transportation benefit, parental leave, vacation, sick time, floating holidays, jury duty and funeral/bereavement leave, and paid holidays for all eligible full-time employees. Additionally, we offer our eligible employees a 401k plan with company matching funds, tuition reimbursement, discounted college tuition for eligible employees' dependents, and an Airgas Scholarship Program for dependent children. Associates who are members of collective bargaining units should review their bargaining agreement to determine whether they are eligible for some or all of the benefits described here and to see any special terms or conditions for eligibility. _________________________ Your DIFFERENCES enhance our PERFORMANCE At Airgas, we are committed to building a workplace that embraces the diversity of our employees, our customers, patients, community stakeholders and cultures across the world. We welcome and consider applications from all qualified applicants, regardless of their race, gender, sexual orientation, religion, disability or any other protected characteristic. We strongly believe a diverse organization opens up opportunities for people to express their talent, both individually and collectively and it helps foster our ability to innovate by living our fundamentals, acting for our success and creating an engaging environment in a changing world. _________________________ About Airgas Airgas, an Air Liquide company, is a leading U.S. supplier of industrial, medical and specialty gases, as well as hardgoods and related products; one of the largest U.S. suppliers of safety products; and a leading U.S. supplier of ammonia products and process chemicals. Through the passion and diversity of its 18,000 associates, Airgas fosters a culture of safety, customer success, sustainability and innovation. Airgas associates are empowered to share ideas, take initiative and make decisions. Airgas is a subsidiary of Air Liquide, a world leader in gases, technologies and services for industry and healthcare. Present in 60 countries with approximately 66,500 employees, Air Liquide serves more than 4 million customers and patients. Join us for a stimulating experience: At Airgas, you matter and so does the work you do. As a member of our team, you play an important role in the success of your team, making sure our products are created sustainably and delivered safely and efficiently. In turn, you'll find a welcoming workplace where you're valued for who you are and where you can fill your potential while growing a fulfilling career - whatever path you choose. _________________________ Equal Employment Opportunity Information We are an equal opportunity employer. We welcome all qualified applicants regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. Airgas, an Air Liquide Company is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Section 503 of the Rehabilitation Act of 1973. Airgas does not discriminate against qualified applicants with disabilities, and is committed to providing reasonable accommodations to the known disabilities of such individuals so as to ensure equal access to benefits and privileges of employment. If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact us by email at us-accommodationrequest@airgas.com. _________________________ California Privacy Notice

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************