Director of human resources jobs in Henderson, NV

We are seeking an experienced and strategic Director of Human Resources to lead all HR, talent acquisition, compliance, and employee lifecycle functions across multiple business entities. This role is responsible for overseeing recruiting operations, HR systems, payroll and benefits administration, compliance, and employee relations while ensuring consistency, accuracy, and legal compliance across all locations. The HR Director will serve as a trusted advisor to leadership and managers, balancing hands-on execution with high-level strategy. Core Responsibilities: Leadership & Strategy * Provide strategic HR leadership across all entities, ensuring alignment with business goals * Develop, implement, and maintain HR policies, procedures, and best practices * Partner with executive leadership and management on workforce planning, employee relations, and compliance matters * Serve as the primary point of contact for legal, compliance, and HR risk mitigation Talent Acquisition & Workforce Planning * Oversee full-cycle recruiting for all entities and departments * Direct job postings across multiple platforms (Indeed, Facebook, KPA, etc.) * Guide sourcing, pre-screening, interviewing, and selection processes * Collaborate with hiring managers on staffing needs and hiring decisions * Ensure consistent, compliant recruiting and hiring practices Onboarding, Offboarding & HR Operations * Oversee onboarding processes, including orientation, documentation, and system setup * Ensure accurate processing of new hires and terminations across all HR systems * Maintain compliance with I-9, background checks, drug screenings, and licensing requirements * Oversee employee file management, documentation retention, and audits * Manage timekeeping administration, pay plans, and employee data changes HR Systems & Data Management * Direct and maintain HRIS, payroll, and compliance systems including ADP, KPA, CDK, isolved, NEST, and related platforms * Ensure data integrity across payroll, benefits, and employee records * Oversee reporting, audits, and system updates * Coordinate with IT for employee access, credentials, and system updates Payroll, Benefits & Compensation * Lead benefits administration including enrollments, terminations, COBRA, ACA compliance, and annual renewals * Manage relationships with benefits providers and retirement plans * Support benefits negotiation and plan design * Oversee pay plan updates, raises, and compensation changes Compliance, Risk & Employee Relations * Ensure compliance with federal, state, and local employment laws * Oversee workers' compensation, unemployment claims, garnishments, and investigations * Assist with employee relations issues, disciplinary actions, and terminations * Partner with leadership on corrective actions and performance management * Coordinate OSHA and compliance training requirements Programs & Culture Initiatives * Lead employee engagement initiatives, including recognition programs * Support training, development, and retention strategies * Promote a professional, compliant, and positive workplace culture Qualifications * 5+ years of progressive HR experience, including leadership or director-level responsibility * Strong knowledge of employment law, compliance, and HR best practices * Proven experience overseeing recruiting, payroll, benefits, and HR operations * Experience managing multiple entities or locations preferred * High level of discretion, professionalism, and confidentiality * Strong organizational, communication, and leadership skills Preferred Experience * Automotive, retail, hospitality, or cannabis industry experience * Hands-on experience with ADP, KPA, CDK, isolved, NEST, or similar HR systems * Experience leading HR across multi-state or multi-location operations Why This Role This is a highly impactful leadership role with direct influence on company culture, compliance, and growth. The HR Director will have the opportunity to shape HR strategy while remaining closely involved in day-to-day operations across diverse businesses.

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, sexual orientation, age, disability, gender identity, marital or veteran status, or any other protected class.

Director of Human Resources Richtech Robotics THE JOB: As the Director of Human Resources, you will lead the people strategy that supports Richtechs mission and growth. You will oversee hiring, compliance, performance systems, and culture development, while also owning strategic workforce planning, executive talent sourcing, and leadership pipeline development. From high-volume hiring to identifying tomorrows executives, you will shape the future of our team. THE DAY-TO-DAY: Lead end-to-end recruitment for both general staff and executive-level roles, ensuring each hire aligns with strategic business goals. Develop and maintain a talent reserve program, proactively mapping future leadership needs and sourcing high-potential candidates before positions open. Represent Richtech Robotics in industry networking events, job fairs, and academic partnerships to elevate the employer brand and access top-tier talent. Oversee onboarding and orientation programs that ensure all new hires from interns to senior directors integrate quickly and effectively. Manage performance reviews, promotion tracks, and KPI-linked development programs to support a culture of accountability and growth. Coordinate with Finance and department leaders on compensation planning, equity benchmarking, and annual raise cycles. Own HR compliance, internal policies, grievance procedures, and risk mitigation across departments. Launch and manage programs related to employee engagement, wellness, leadership development, and succession planning. Track key HR metrics (time to hire, retention, engagement) and report findings to the executive team quarterly. THE IDEAL CANDIDATE: You think like a business leader and act like a culture builder. Youre not just reactiveyou shape the team well need next year, not just today. Youre comfortable discussing KPIs and career paths in the same breath, and you know great people are a companys strongest strategy. QUALIFICATIONS: 6+ years of HR experience with at least 2 years leading recruitment and organizational strategy Demonstrated success recruiting for hard-to-fill, senior-level, or technical roles Familiarity with workforce planning, succession mapping, and leadership development Deep understanding of labor laws, compliance standards, and HR documentation best practices Strong experience with modern HRIS systems (e.g., BambooHR, Gusto, ADP) Bachelors degree in Human Resources, Organizational Psychology, or related field; PHR or SHRM certification preferred

Living Our Values All associates are guided by Our Values. Our Values are the unifying foundation of our companies. We strive to ensure that every decision we make and every action we take demonstrates Our Values. We believe that putting Our Values into practice creates lasting benefits for all of our associates, shareholders, and the communities in which we live. Why Join Us? Career Growth: Advance your career with opportunities for leadership and personal development. Culture of Excellence: Be part of a supportive team that values your input and encourages innovation. Competitive Benefits: Enjoy a comprehensive benefits package that looks after both your professional and personal needs. A Day In The Life The Director of Human Resources serves as the strategic and operational leader of all people-related functions across the Ascent Automotive platform. This role oversees HR strategy, compliance, talent management, and employee engagement to ensure a strong workforce that drives customer satisfaction, operational excellence, and organizational growth. The Director partners with executive leadership and dealership management teams to implement best practices in recruitment, training, performance management, and employee relations. As a Director, Human Resources you will: Develop and execute HR strategies aligned with the dealership group's business objectives and culture. Lead all areas of HR including recruitment, onboarding, training, compensation, benefits, employee relations, and compliance. Partner with General Managers and leaders at each dealership to address workforce planning, staffing needs, and performance management. Drive initiatives to enhance employee engagement, retention, and career development. Oversee employee relations issues, investigations, and conflict resolution in a consistent, fair, and compliant manner. Ensure compliance with federal, state, and local employment laws and regulations (EEO, FLSA, FMLA, OSHA, etc.). Analyze HR data and metrics to advise leadership on workforce trends, diversity, retention, and areas for improvement. Collaborate with leadership to create compensation and incentive structures competitive within the automotive retail industry. Lead the design and delivery of training programs to support sales, service, leadership, and compliance needs. Manage HR staff and provide coaching and development to support operational excellence across all locations. Champion a positive workplace culture focused on teamwork, accountability, customer service, and ethical business practices. What We Need From You Bachelor's Degree in Human Resources, Business Administration, or related field Req and Master's Degree Preferred 7-9 years of progressive HR leadership experience, preferably in retail, automotive, or multi-location business operations. Proven experience in developing HR strategies, policies, and programs across complex organizations Required Knowledge of employment laws and human resources policies and procedures. (High proficiency) Ability to learn and use HR software and other relevant technology. (Medium proficiency) Knowledge of EEOC and OFCCP laws. (Medium proficiency) Ability to maintain effective interpersonal relationships. (High proficiency) In-depth knowledge of various health insurance plans (HMOs and PPOs). (Medium proficiency) Critical thinking and decision making skills. (High proficiency) Highly organized and detail-orientated. (Medium proficiency) Conflict/mediation management skills. (Medium proficiency) Proficiency with Microsoft Office Suite (Medium proficiency) Proficient in HRM (e.g., UKG Pro, Cornerstone, etc.) systems. (Medium proficiency) PHR or SHRM-CP Upon Hire Preferred Physical Requirements The physical requirements described here are representative of those that must be met by an associate to successfully perform the essential functions of the job. While performing the duties of the job, the associate is required on a daily basis to analyze and interpret data, communicate, and remain in a stationary position for a significant amount of the work day and frequently access, input, and retrieve information from the computer and other office productivity devices. The associate is regularly required to move about the office and around the corporate campus. The associate must frequently move up to 10 pounds and occasionally move up to 25 pounds. Travel Requirements 20% Travel between 3 dealership locations routinely Join Us The Friedkin Group and its affiliates are committed to ensuring equal employment opportunities, including providing reasonable accommodations to individuals with disabilities. If you have a disability and would like to request an accommodation, please contact us at ******************************. We celebrate diversity and are committed to creating an inclusive environment for all associates. We are seeking candidates legally authorized to work in the United States, without Sponsorship.

Director of Human Resources DEPARTMENT: Human Resources REPORTS TO: SVP, Human Resources FLSA STATUS: Salaried LEGENDS & ASM GLOBAL Two powerhouse companies have joined forces to redefine excellence in sports, entertainment, and live events. Together, we combine unmatched expertise with a global reach, offering end-to-end solutions - from venue development and event booking to revenue strategy and hospitality. Legends brings a 360-degree, data-driven approach across Global Partnerships, Hospitality, Merchandise, and Attractions, working with top-tier clients to deliver exceptional experiences. ASM Global, the world leader in venue management and live event production, oversees 350+ iconic venues stadiums, arenas, conventions centers and theaters. Our organization is committed to building an inclusive, innovative environment where differences drive solutions that benefit our team members, guests, and partners. Guided by our values of respect, integrity, and accountability, we create a workplace where everyone can succeed. Are you ready to be part of the team that is transforming live entertainment? Join us to make legends happen! ALLEGIANT STADIUM Located adjacent to the world-famous Las Vegas Strip and home to the Las Vegas Raiders, Allegiant Stadium is an award-winning global events destination. A state-of-the-art, multipurpose venue with a capacity of 65,000, Allegiant Stadium has hosted world-class music artists such as Garth Brooks, The Rolling Stones, Guns N' Roses, Illenium and BTS with more legendary concerts to come. The fully enclosed stadium is also home to the UNLV Rebels football team and has hosted premier sporting events such as the CONCACAF Gold Cup Final, Pac-12 Championship Game, Las Vegas Bowl, and WWE SummerSlam. The venue also hosted the NFL Pro Bowl in 2022 and has hosted Super Bowl LVIII in 2024. Allegiant Stadium is committed to giving back to the community though numerous diversity, inclusion, and community outreach initiatives . THE ROLE The Director, Human Resources is responsible for the overall operation of the human resources function for Allegiant Stadium. This includes aligning HR strategy with the business objectives of the venue. Related activity includes organizational design & development, staffing and resource planning, training, employee relations, strategic compensation/human resources, and HRIS. The Director, Human Resources works closely with Legends | ASM Global and their respective functions/organizations to ensure common and consistent application of human resource initiatives, policies, and practices across all areas of the venue. Essential Duties and Responsibilities Align HR strategy with the business objectives of the Business. Consult with business unit management on Human Resources issues. Assess and anticipate HR-related needs of business unit. Communicate needs proactively with to develop integrated solutions. Partner across HR functions to deliver value added service to management and employees that reflect the business objectives of the division. Understand client group business fully to align HR strategy to business objectives. Participate in key meetings with business unit management bringing HR expertise to business/operational discussions. Manage day-to-day paperwork associated with employees, Payroll, and Benefits. Ensuring regulatory compliance of all HR related Functions. Partner with legal department as needed/required. Provide Management with guidance and interpretation on HR Policy. Generate and maintain paperwork for processing new hires, promotions, transfers. Maintain a presence with employees, through attendance at department meetings, events, and games. Ensure recruitment, selection and hiring of employees is made in accordance with approved procedures and that recruitment needs are fulfilled in a timely manner in all departments. Ensure the implementation of an effective and fair strategic approach to equal opportunities and the recognition of diversity across the organization. Drive opportunities to increase the level of diversity in all areas of diversity across the organization. Manage the performance review and merit increase process annually and as needed. Ensure that the necessary human resource administrative procedures are in place and to ensure that adequate and up-to-date records are maintained. Responsible for the integrity, security, and confidentiality of employee data including ensuring compliance of all documents and administering record retention and purging of personnel files. Serve as a liaison between Legends | ASM Global corporate office and local employees to implement corporate wide programs and initiatives. Qualifications To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. 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/OR EXPERIENCE A minimum education level of a BA/BS Degree (4-year) in Business Administration, Human Resources, or a related area (Advanced Degree Preferred) A minimum of 7 years of related work experience in a supervisory role. Strong knowledge of federal and state laws that affect HR policies and procedures, including EEOC, FLSA, FMLA, ADA, and other regulatory and compliance laws. Excellent customer service skills working with diverse backgrounds. Must possess and exude a positive, team-oriented attitude. Self-starter with a willingness and enthusiasm for taking on additional responsibility. Creative and detail oriented, organized, and capable of meeting established deadlines Independent thinking and problem-solving capabilities Demonstrated knowledge of and success with conflict management and resolution Knowledge of federal, state, and local employee laws and regulations Prior labor and union relations experience. Due to the cyclical nature of the entertainment industry, employees may be required to work varying schedules to reflect the business needs of the company. PHR/SPHR designation preferred. SKILLS AND ABILITIES Ability to read, listen and communicate effectively. Exceptional verbal, written, listening and public relations skills. Demonstrated ability to forge strong, trusting relationships within all levels of management. Ability to multi-task and prioritize projects and tasks while remaining productive and professional. Ability to multi-task in a fast-paced environment Ability to access and accurately input information using a moderately complex computer system. Proficient with Microsoft Word, Excel, and PowerPoint. Superior people skills to provide exceptional service to employees and clients. Able to work with a sense of urgency to perform administrative tasks efficiently. Hours of Work and Travel Requirements Hours are based on a 40-hour workweek. Hours are determined by the needs of the department. Limited land/air travel may be required. COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: Onsite - Allegiant Stadium Physical Demands The physical demands described here are representative of those that must be met by an 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. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends & ASM Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

Job Details Rainbow Office - Las Vegas, NV Full Time $95000.00 - $115000.00 SalaryDescription The Talent Success Manager is a hands-on leader responsible for supporting employee success across the full talent lifecycle. This role assists in overseeing key HR functions, including Payroll, Benefits, Recruitment, Training & Development, and New Hire Orientation, ensuring alignment with organizational goals and a seamless employee experience. This role partners with leadership to attract, retain, and support talent. The Talent Success Manager plays a critical role in shaping a high-performance culture through thoughtful strategy, compliance, data-driven decision-making, and a people-first mindset. This individual must demonstrate substantial experience managing a team, administering employee benefits, and leading employee relations efforts, including complex investigations and sensitive workplace issues. Key Responsibilities Leadership & Strategy Manage HR team members across HR, Recruitment, and Training & Development Lead HR initiatives to boost employee engagement, improve retention, and elevate overall satisfaction across benefits, recruitment, employee relations, investigations, onboarding, and training. Act as a business partner to leadership, providing insights and guidance on workforce planning, compliance, and talent development. Provide guidance and coaching to managers on performance issues, policy interpretation, and conflict resolution. Deliver and facilitate HR training for new hires, including onboarding sessions, compliance training, and company culture integration. Oversee the administration and tracking of monthly, 90-day, and annual performance reviews to ensure timely completion and ensure alignment with our Talent Management philosophy. Manage relationships with third-party HR vendors and outsourcing partners, ensuring service levels are met, contracts are up to date, and vendor performance aligns with organizational goals. Benefits Administration Manage benefits strategy and administration, including vendor relationships, open enrollment, and employee education. Ensure accurate and timely processing of benefits, including medical, dental, vision, 401(k), and life insurance. Oversee all leave of absence cases, including ADA, FMLA, STD, and personal leaves, ensuring compliance with applicable laws and internal policies. Employee Relations & Compliance Maintain up-to-date knowledge of employment laws and HR best practices. Conduct internal investigations related to employee complaints, EEO claims, and workplace concerns, ensuring timely and thorough resolution. Maintain documentation and ensure consistent application of policies and disciplinary action. Ensure compliance with all regulatory requirements related to payroll, benefits, and HR policies. Respond to audits and inquiries from external agencies as needed. HRIS & Data Management Run reports and oversee HRIS data accuracy, supporting leadership with workforce analytics, headcount, turnover, and compliance metrics. Support HR system optimization and ensure employee records are appropriately maintained. Serve as the primary point of contact for all Paycom processes, including workflow management, system troubleshooting, reporting, and user support. Competencies Integrity Consistently demonstrates ethical behavior. Addresses minor ethical issues independently. Ensures confidentiality and privacy in various situations. Communication / Collaboration Communicates effectively in various settings. Collaborates well with team members to achieve common goals. Tailors messages to different audiences and situations. Critical Thinking / Problem Solving Analyzes problems independently and develops effective solutions. Uses creative thinking to address more complex issues. Evaluates the effectiveness of solutions and makes necessary adjustments. Conflict Resolution Addresses conflicts independently and impartially. Mediates effectively between parties to reach resolutions. Uses advanced conflict resolution strategies. Developing Others / Empowerment Actively supports the development of team members. Provides regular feedback and opportunities for growth. Encourages initiative and empowers others to take on new challenges. Required Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 7+ years of progressive HR experience, with at least 2 years in a leadership or supervisory role. 7+ years working with HRIS systems (e.g., Paycom, ADP, Workday). Proven experience in benefits administration, employee relations, conducting investigations, and ADA/FMLA/LOA management. Deep knowledge of employment law, HR compliance, and industry best practices. Excellent interpersonal, leadership, and communication skills. Preferred Qualifications HR certification (e.g., SHRM-CP, PHR). Experience in a multi-state or national organization. Qualifications Anderson Business Advisors has been awarded the Top Places to Work honor by the Las Vegas Business Review Journal 5 years in a row! Anderson Business Advisors is an award-winning workplace -- voted Top Places to Work in 2020, 2021, 2022, 2023, and 2024 by the Las Vegas Business Review Journal, as well as Intuit's Firm of the Future award in 2020. Anderson Business Advisors is growing at a phenomenal rate, and we owe this success to our dynamic team, our commitment to excellent service, and our valued clients. Serving investors and small business owners nationally since 1999, Anderson Business Advisors is the nation's premier asset protection and tax planning firm. With a focus on providing excellent service, Anderson Business Advisors brings attorneys, CPAs, and other professionals under one roof to empower our clients to protect themselves and their investments from the growing legal and tax threats of an increasingly complex world. At Anderson Business Advisors, we're looking for friendly, driven, and passionate individuals to help us continue our mission as we empower investors and business owners to preserve and protect their wealth, find financial freedom, and create a legacy for their loved ones and communities. We support our team with ongoing training and professional development while providing internal advancement opportunities for driven team members who want to grow within Anderson as they succeed professionally and personally. Anderson Advisors offers robust benefits including: Embrace flexibility with a hybrid work schedule that balances remote and in-office work seamlessly. Kickstart your journey with a robust onboarding program that equips you with in-depth knowledge about our organization, services, and products. Prioritize your health with comprehensive medical, dental, vision, and short-term disability coverage-all provided at no cost to you. Plan for the future with a 401(k) matching program, starting at 4% after just 3 months of employment. Recharge and rejuvenate with generous paid time off, including 16 days in the first year and 21 days after one year of employment, in addition to 8 paid company holidays. Stay active with a $35 monthly gym membership subsidy. Please note that a full background check, drug screen, internet, and social media search are required for employment.

The University of Nevada, Las Vegas (UNLV) appreciates your interest in employment. We ask that you keep in mind the following when completing your application: * Once you start the application process you cannot save your work. Please ensure you have all required attachment(s) available to complete your application before you begin the process. * Required attachments are listed below on the posting. Your application will not be considered without the required attachments. * Please note that applications must be submitted prior to the close of the recruitment. Once a recruitment has closed, applications will no longer be accepted. If you need assistance or have questions regarding the application process, please contact Human Resources at ************** or *****************. Job Description The University of Nevada, Las Vegas invites applications for Director of Human Resources, School of Dental Medicine [R0149754] ROLE of the POSITION The Director of Human Resources provides a comprehensive range of high-quality, both standard and customized HR services to advance the mission and goals of the UNLV School of Dental Medicine (SDM). The position oversees the full scope of HR responsibilities that are strategic, tactical, and operational in nature, including talent management, employee relations, performance management, policy compliance, job classification, compensation, learning and development, recruitment, retention, and organizational culture. Reporting to the Executive Associate Dean, the Director serves as the principal HR advisor to senior leadership, offering strategic guidance and direction on people-related matters. In alignment with UNLV's Central HR policies and practices, the Director designs and implements strategies and processes that shape how SDM hires, onboards, develops, motivates, manages, and retains employees, as well as how work is structured across the organization. The Director also oversees the SDM Human Resources team, providing direct supervision to the Manager of Human Resources and the Employee Relations Coordinator. PROFILE of the SCHOOL UNLV School of Dental Medicine, the only accredited dental school in Nevada, opened its doors during fall 2002 offering a doctor of dental medicine degree to an initial cohort of 75 students. Today, the school receives more than 1,800 applications for an available 82 seats within its pre-doctoral program; offers eight academic degree and advanced education certificate programs; conducts biomedical research within 4,000 square feet of laboratory space; hosts continuing education classes to industry professionals; leads multiple community outreach programs; and has more than 70,000 patient visits per year. The School of Dental Medicine's education programs are accredited by the Commission on Dental Accreditation (CODA) and have maintained that status since 2002. About | School of Dental Medicine | University of Nevada, Las Vegas (unlv.edu) MINIMUM QUALIFICATIONS This position requires a Bachelor's Degree from an accredited college or university as recognized by the United States Department of Education and/or the Council on Higher Education Accreditation (CHEA) and Five (5) years of related experience, three (3) years of supervisory and management experience years. Credentials must be obtained prior to the employment start date. ACCEPTED EQUIVALENCIES FOR DEGREE REQUIREMENT UNLV may consider additional relevant experience in place of formal education requirements: * In lieu of a bachelor's degree, applicants may qualify with four additional years of relevant experience, or with an associate's degree plus two additional years of relevant experience. * For positions requiring a master's degree, acceptable equivalents include: * Six additional years of relevant experience * A bachelor's degree plus two additional years of relevant experience * An associate degree plus four additional years of relevant experience PREFERRED QUALIFICATIONS * Master's Degree from an accredited college or university as recognized by the United States Department of Education and/or the Council on Higher Education Accreditation (CHEA) * Experience in higher education, public sector, dental field and unionized environments COMMITMENT to DIVERSITY and CAMPUS VALUES A successful candidate will support diversity, equity, and inclusiveness and contribute to a respectful, positive work environment. They will use our Campus Values to guide their decisions and actions and demonstrate our Rebel spirit. SALARY Salary competitive with those at similarly situated institutions. BENEFITS OF WORKING AT UNLV * Competitive total rewards package including: * Paid time off, sick leave, and holidays * Excellent health insurance including medical, dental and vision * Comprehensive retirement plans and voluntary benefits programs * No state income tax * Tuition discounts at Nevada System of Higher Education (NSHE) schools * Tuition discounts for spouses, domestic partners, and dependents PERKS & PROGRAMS * Employee recognition and appreciation programs * UNLV athletics ticket discounts * Statewide employee purchase program discounts * RebelCard discounts on and off campus * Wellness programming for all UNLV faculty and staff at no cost * Opportunity for career advancements to leadership roles * Connect with colleagues with shared interests * Personal and professional development opportunities * A comprehensive onboarding program, Rebels: Onboard * Support and resources available for veteran applicants - contact ********************** or visit our Veterans Webpage. HOW TO APPLY Submit a letter of interest, a detailed resume listing qualifications and experience, and the names, addresses, and telephone numbers of at least three professional references who may be contacted. References will not be contacted until the search chair notifies you in advance. Applicants should fully describe their qualifications and experience, with specific reference to each of the minimum and preferred qualifications because this is the information on which the initial review of materials will be based. Materials should be addressed to Kim Nehls, Search Committee Chair. Although this position will remain open until filled, review of candidates' materials will begin on December 15, 2025. Applications must be submitted electronically through Workday. Please note that emailed materials will not be accepted. Veterans are encouraged to apply. UNLV values the skills of those who have served. Learn more at Veterans Webpage or contact ********************** for support. For assistance with the application process, please review instructions on How to Apply. For further assistance contact UNLV Human Resources at ************** or *****************. SPECIAL INSTRUCTIONS FOR INTERNAL NSHE CANDIDATES UNLV employees or employees within the Nevada System of Higher Education (NSHE) MUST use the "Browse Jobs" process within Workday to find and apply for jobs at UNLV and other NSHE Institutions. Once you log into Workday, type "Browse Jobs" in the search box which will navigate to the internal job posting site. Locate this specific job posting by typing the job requisition number, R0149754 in the search box. If you complete an application outside of the internal application process, your application will be returned and you will have to reapply as an internal applicant which may delay your application. PROFILE of the UNIVERSITY Founded in 1957, UNLV is a doctoral-degree-granting institution comprised of approximately 30,000 students and more than 3,600 faculty and staff. To date, UNLV has conferred more than 152,000 degrees, producing more than 130,000 alumni around the world. UNLV is classified by the Carnegie Foundation for the Advancement of Teaching as an R1 research university with very high research activity, and is a recipient of the Carnegie Classification for Community Engagement. The university is committed to recruiting and retaining top students and faculty, educating the region's diversifying population and workforce, driving economic activity through increased research and community partnerships, and creating an academic health center for Southern Nevada that includes the launch of a new UNLV School of Medicine. UNLV is located on a 332-acre main campus and two satellite campuses in Southern Nevada. Here at UNLV, we have come together and created one of the most affirmative and dynamic academic environments in the country. UNLV sits in the top spot in U.S. News & World Report's annual listing of the nation's most diverse universities for undergraduates. The university has ranked in the top ten since the rankings debuted more than a decade ago. We continue to show our commitment to serving our wonderfully diverse population and building the future for Las Vegas and Nevada. For more information, visit us online at: ******************** EEO/AA STATEMENT The University of Nevada - Las Vegas (UNLV) is committed to providing a place of work and learning free of discrimination on the basis of a person's age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protected hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion (protected classes). Discrimination on the basis of a protected class, including unlawful harassment, which is a form of discrimination, is illegal under federal and state law. Where unlawful discrimination is found to have occurred, UNLV will act to stop the unlawful discrimination, to prevent its recurrence, to remedy its effects, and to discipline those responsible. Women, minorities, and veterans are encouraged to apply. TITLE IX STATEMENT The University of Nevada, Las Vegas, does not discriminate on the basis of sex in any education program or activity that it operates. Non-discrimination on the basis of sex is mandated by Title IX of the Education Amendments of 1972 (20 U.S.C. §§ 1681 et seq.) and the corresponding implementation regulations (34 C.F.R. Part 106). The University's commitment to nondiscrimination in its education programs and activities extends to applicants for admission and employment. Inquiries concerning the application of these provisions may be referred to: Michelle Sposito, J.D., Title IX Coordinator, University of Nevada, Las Vegas, 4505 S. Maryland Parkway, Mail Stop 1062, Las Vegas, NV 89154-1062, Campus Services Building (CSB) Room 246, Telephone: **************; Email: ***************************, or to The Assistant Secretary of the United States Department of Education, U.S. Department of Education, Office for Civil Rights, 400 Maryland Avenue, SW, Washington, D.C. 20202-1100; Telephone: ************** FAX: ************; TDD: **************; Email: **********; or to both. Information pertaining to the University's grievance procedures and grievance process, including how to report or file a complaint of sex discrimination, how to report or file a formal complaint of sexual harassment, and how the University will respond can be found online at the Office of Equal Employment & Title IX webpage. SAFETY AND SECURITY STATEMENT UNLV is committed to assisting all members of the UNLV community in providing for their own safety and security. The Annual Security Report and Annual Fire Safety Report compliance document is available online. JOB CATEGORY Administrative Faculty Exempt Yes Full-Time Equivalent 100.0% Required Attachment(s) Submit a letter of interest, a detailed resume listing qualifications and experience, and the names, addresses, and telephone numbers of at least three professional references who may be contacted. References will not be contacted until the search chair notifies you in advance. Posting Close Date Note to Applicant This position may require that a criminal background check be conducted on the candidate(s) selected for hire. HR will attempt to verify academic credentials upon receipt of hiring documents. If the academic credentials cannot be verified, HR will notify the faculty member that an official transcript of their highest degree must be submitted within thirty days of the faculty member's first day of employment. References will be contacted at the appropriate phase of the recruitment process. As part of the hiring process, applicants for positions in the Nevada System of Higher Education may be required to demonstrate the ability to perform job-related tasks. For positions that require driving, evidence of a valid driver's license will be required at the time of employment and as a condition of continued employment. All document(s) must be received on or before the closing date of the job announcements (if a closing date is provided). Recruitments that provide a work schedule are subject to change based on organizational needs.

What You'll Do: Talent Acquisition: lead efforts to develop a recruiting program that attracts top talent, collaborating with hiring managers to define job scopes, develop sourcing strategies, and ensure a diverse and inclusive hiring approach Policy Development: creates scalable policies and procedures, guided by our core values, to meet the organizations needs Compensation: design and implement competitive and equitable compensation and programs across multiple regions to attract and retain top talent Benefits: maintain a competitive employes benefits program, including active communication and education to employees; and facilitates operational aspects such as coordinating leave of absences Performance Management: implement and enhance performance management systems, including aligned goal setting, performance reviews, bonus and promotion process, and career development plans, fostering a high-performance culture HR Operations: facilitate operational HR aspects such as employee records maintenance, employee org chart maintenance, directing employees to self-service resources, and overseeing compliance with labor laws spanning multiple regions Employee Engagement: drives ongoing feedback loops with employees and managers and provides recommendations to leadership on engagement, retention, and development strategies HR Analytics: collects, measures and communicates data-driven insights to key leader on employee engagement, retention, recruitment strategies, etc. Leadership Development: educates leaders on key resources related to developing and engaging their teams; recruiting, interviewing, and onboarding new employees; and their role in key people processes such as goal setting, performance reviews, merit planning, etc. Employee Relations: supports management by providing advice on employee relations matters and establishes best practices to mitigate risk Training & Development: collaborate with key leadership and people managers to support the development of our workforce. Travel, up to 30%, based on business needs, to support engagement and roundtables for all business units in the local markets with occasional travel outside of market. What You Bring: Minimum of 10+ years of HR-related experience, with at least 3 years in a senior leadership position managing HR in a hyper-growth, innovation-focused company Experience working at technology start-ups; working knowledge of scaling hospitality + technology organizations from start-up to mid-size preferred Experience managing a dispersed workforce preferred Expertise in organizational design, performance management, leadership development, and succession planning Highly effective strategic planning and analytical skills that result in the development and implementation of high impact HR policies, plans and initiatives Proven track record of success in building and developing strong, cross-functional, and high-impact teams Tremendous emotional intelligence--your empathy and great judgment make you a trusted partner to Kaptyn's leaders and colleagues You are an exceptional communicator in both written and verbal interactions; clear, concise, and courageous in giving tough yet supportive feedback when needed to leaders at all levels Ability to carry out change management and alignment with Kaptyn's Mission, Vision, and Values Proficient in creating and managing a budget and implementing metrics to effectively track cost-per-hire, time to fill, sourcing effectiveness, quality of hire, and other recruitment related metrics. Thorough knowledge of federal and state employment laws and current HR business trends and best practices; active membership in professional affiliations; experience with California labor practices preferred Strong understanding of industry trends and best practices, as well as a deep understanding of compliance / regulatory requirements What can we offer? Competitive compensation Medical, dental and vision insurance Company Paid life insurance, short- & long-term disability. Paid Time Off Being part of a bigger mission and improving the experiences and lives of others Diversity Kaptyn is an equal opportunity employer and makes employment decisions on the basis of merit. All employment decisions will be based on business needs, job requirements and individual qualifications. As an Equal Opportunity Employer, Kaptyn prohibits discrimination and harassment.

Job Description When life gets hard, we make it easier! Libra Solutions helps overcome the burdens created by slow-moving legal processes. Combining technical innovation and financial strength, we help speed cumbersome workflows and ease financial barriers for our customers. And our companies are leaders in their industries! Oasis Financial is the largest and most recognized national brand in consumer legal funding. Oasis helps consumers awaiting legal settlements to move forward with their lives. MoveDocs is a personal injury solutions platform that integrates and streamlines medical, financial, and professional services for personal injury cases. Our mission is to improve outcomes for plaintiffs, accelerate settlements for attorneys, and ensure timely payment for providers. We are proud of our mission and passionate about applying technology to the challenge of making healthcare more accessible. We also are the leading inheritance funding provider through Probate Advance, helping heirs access their inheritance immediately, without the lengthy process of probate. Together, under the Libra Solutions banner, we have relationships with over 40,000 attorneys and over 7,000 healthcare providers nationwide, which gives us an amazing platform to service our customers. The Senior HR Generalist plays a key role in supporting the delivery of high-quality HR services across the employee lifecycle, with a focus on employee relations, employee experience, and enabling a performance-based culture. This role works closely with employees and leaders to ensure HR programs are executed consistently and in alignment with business needs. As a trusted partner to the business, the Senior HR Generalist helps shape team effectiveness by driving performance conversations, supporting workforce planning, and reinforcing accountability. This individual takes ownership of local HR execution, anticipating needs, identifying opportunities for improvement and ensuring alignment with company values. The Senior HR Generalist also provides leadership and oversight to an Office Coordinator, ensuring office operations run smoothly and reflect a positive employee experience. Partner with leaders to understand business needs and support team effectiveness; guide coaching conversations and support performance-based outcomes across the employee lifecycle; from onboarding and engagement to development, compensation, and offboarding. Enhance employee experience by simplifying HR processes and enabling intuitive, self-service access to HR resources, making support more accessible and consistent. Interpret and act on people data (e.g., engagement survey results, turnover trends, performance metrics) to identify opportunities, measure effectiveness, and drive meaningful change. Evaluate and refine HR policies, tools, and communications to promote clarity and ensure consistent execution across compensation, performance, and development programs. Serve as a primary point of contact for employees and leaders, providing guidance and support across HR programs and practices. Collaborate with internal HR partners to ensure alignment and continuity across broader HR initiatives and service delivery, including compensation cycles, engagement surveys, and talent reviews. Analyze case trends, recurring issues, and process gaps to inform recommendations and drive continuous improvement using data insights to inform decisions and measure impact. Partner with key stakeholders to resolve complex employee issues and improve service delivery workflows. Build and maintain employee-facing resources, including knowledge bases and process documentation. Ensure data integrity and compliance with internal controls, employment laws, and confidentiality standards. Handle sensitive employee data and interactions with the utmost confidentiality and professionalism. Develop, implement, and cultivate positive employee experiences through the organization of events, communications, and recognition programs. Provide oversight and direction to an Office Coordinator, ensuring office operations contribute to a professional working environment. Requirements 4+ years of progressive HR experience; Bachelor's Degree preferred. Strong working knowledge of employee relations, performance management, and HR program execution. Proven ability to work independently while building strong partnerships across teams and functions. Demonstrated sound judgment, discretion, and professionalism in supporting employees and leaders. Highly detail-oriented with excellent communication and strong organizational and analytical skills. Proactive and resourceful, with the ability to anticipate needs, solve problems, and drive process improvements. Comfortable leveraging data and tools to inform decisions, streamline processes, and improve service delivery. Experience overseeing office operations or administrative team members preferred. Experience with HRIS platforms (ADP preferred). Proficient in Microsoft Office Suite. Working knowledge of state and federal employment and labor law. Benefits Libra Solutions offers competitive compensation (salary and bonus), medical, dental, vision, and life insurance, flexible spending account, 401k with company match, and paid time off.

Settle Down ABA Inc is a leading provider of In Home and Clinical based Applied Behavior Analysis Therapy Services in the Clark County Area. With three clinical care centers located in Henderson, South West Las Vegas, and North Las Vegas, we are committed to delivering high-quality, ethical therapy services while fostering professional growth and support for our team members. Position Summary: We are seeking an experienced and highly motivated Human Resources Manager to lead and support all aspects of our HR operations with a strong emphasis on employee relations, conflict resolution, and organizational compliance. The ideal candidate will hold a current SHRM-CP or SHRM-SCP certification and possess a minimum of three (3) years of direct experience in Human Resources, with demonstrated expertise in employee relations and resolution management. The HR Manager will play a critical role in fostering a positive work environment by supporting employees and leadership with sound HR practices, strategic guidance, and compliance with all applicable laws and company policies. Key Responsibilities: Serve as the primary point of contact for complex employee relations issues, including conflict resolution, performance improvement planning, and grievance handling. Ensure compliance with all federal, state, and local employment laws and company HR policies. Partner with management to provide coaching, guidance, and training on employee relations, performance management, and organizational best practices. Lead investigations into employee concerns and complaints, ensuring thorough documentation and appropriate resolution. Develop, implement, and maintain HR policies and procedures aligned with legal requirements and organizational goals. Analyze HR metrics and trends to develop proactive strategies for employee engagement, retention, and workplace culture. Support the recruitment, onboarding, and offboarding processes, ensuring a seamless experience for employees. Maintain confidential employee records and ensure accurate documentation of HR actions. Collaborate with other departments to support organizational change initiatives and talent management strategies. Lead training initiatives related to workplace behavior, leadership development, and HR compliance. Qualifications: Required: Bachelors degree in human resources, Business Administration, or a related field. SHRM-CP or SHRM-SCP certification (must be current and in good standing). Minimum of 3 years of progressive HR experience with a strong focus on employee relations and conflict resolution. Comprehensive knowledge of employment law, HR best practices, and regulatory requirements. Demonstrated ability to handle sensitive and confidential information with discretion. Excellent communication, interpersonal, and problem-solving skills. Proven ability to manage multiple priorities and adapt to changing business needs. Preferred: Experience in a small to mid-size organizational setting. Masters degree in HR or related field. Familiarity with HRIS systems and data analytics tools. Work Environment: This role typically operates in a professional office environment. Occasional travel may be required for training or multi-site support. Compensation and Benefits: Settle Down ABA Inc. offers a competitive salary and benefits package, this package is based off a number of factors based in level of certifications, experience and qualifications. Salary Range: $75,000.00 - $85,000.00 Paid Major Medical Insurance Plan Paid Dental Insurance Paid Vision Insurance Matched 401K Program Life Insurance Supplemental Insurance Offerings Paid Time Off Plan Personal Leave Plan Bereavement Plan Continuing Educational Credit Allowance SHRM Membership payment Settle Down ABA Inc. is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. Honesty & Disclosure Acknowledgment By submitting this application (or by accepting an offer of employment), I certify that all information provided to Settle Down ABA Inc., whether oral or written, is true, complete, and accurate to the best of my knowledge. I understand and agree to the following: Truthful Representations: Any falsification, misrepresentation, or material omission of information during the hiring process including on this application, during interviews, or in submitted documentation may result in denial of employment or, if discovered after hire, disciplinary action up to and including termination. Disclosure of Limitations: While I am not required to disclose any medical condition or disability during the hiring process, I understand that if I require accommodations to perform essential job functions, I am responsible for notifying Human Resources inaccordance with Settle Down ABA Inc.s ADA and FMLA policies. Post-Offer Requirements: I acknowledge that any job offer extended by Settle Down ABA Inc. may be contingent upon successfully completing post-offer requirements, including background checks, drug screenings, credential verification, or medical evaluations if applicable to the position. Confidentiality and Compliance: Any medical or disability-related information I choose to disclose will be maintained in a confidential file, separate from my personnel records, in accordance with the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and applicable Nevada state law. Employment At-Will: I understand that any offer of employment is not a contract for a specific term and that employment with Settle Down ABA Inc. is at-will, meaning that either the company or I may terminate the employment relationship at any time, with or without cause or advance notice, unless otherwise specified in writing by an authorized executive of the company. By signing below or submitting this application electronically, I acknowledge that I have read, understood, and agree to the above terms and that I accept full responsibility for the accuracy of the information provided.

Industry: Energy - UtilitiesJob Category: Finance / Accounting - Financial Analysis / Research/Reporting Basic Purpose Performs modeling and analysis, as well as research and analysis related to integrated resource plan filings throughout the region. Identifies new and useful trends in the industry related to resource planning. Utilizes strong writing skills to craft narrative, technical writing, and testimony to support energy supply plans and integrated resource plans for the utility. Coordinates with other stakeholders in the Company to ensure deliverables are completed on time to support Company filings. Essential Duties and Responsibilities Leads efforts related to the creation of Energy Supply Plans and Integrated Resource Plans: Leads and performs production cost modeling for energy supply plans and integrated resource plans Leads and performs capital expense recovery modeling for integrated resource plans Contributes supporting strategy and analytics for the resource plan such as supply scenarios, build vs. buy, and transmission analyses Contributes to the selection and development of appropriate modeling assumptions used to construct medium- and long-term production cost models Drafts explanatory and supporting narrative as well as visual aids for energy supply plans and integrated resource plans Documents and tracks compliance requirements from regulatory orders and filing regulations Communicates and presents topics to all levels of management Researches and analyzes regulatory strategies in the Western United States: Researches common practices, techniques, and new developments in resource planning and related topics Identifies new emerging trends in other utility regulatory filings Reviews public support and/or scrutiny related to filings and summarize public sentiment of new proposed strategies Develops and presents appropriate suggestions based on research Regulatory strategy and support activities: Prepares and delivers written and oral testimony in regulatory proceedings Helps support and prepare other regulatory witnesses Respond to all assigned data requests Ensures all compliance aspects of position are known and followed; understands and complies with all policies, codes and regulations applicable to position and company. Performs related duties as assigned. SKILLS AND CERTIFICATIONS [note: bold skills and certification are required] Bachelors degree 6-10 years of experience in utility production cost modeling energy supply fundamentals and regional market behaviors Technical, expository, and narrative writing skills. Time management communication decision making Conflict resolution presentation human relations organization skills IDEAL CANDIDATE The ideal candidate has six years experience performing production cost modeling for an electric utility (ideally using PLEXOS) including evaluating results and troubleshooting concerns, making decisions regarding appropriate assumptions and strategy, and communicating with others regarding this work. Security Clearance Required: No Visa Candidate Considered: No COMPENSATION Base Salary - USD $113,100 to $133,000 Full-time Benefits - Full Relocation Assistance Available Bonus Eligible - Yes Overtime Eligible - No Interview Travel Reimbursed - Yes CANDIDATE DETAILS 5+ to 7 years experience Seniority Level - Mid-Senior Management Experience Required - No Minimum Education - Bachelor's Degree Willingness to Travel - Occasionally

Job DescriptionDescription: St. Jude's Ranch for Children helps children and youth ages 0-25 who have been abused, neglected, exploited, and/or homeless by providing safety, stability, and healing in a caring environment. We are seeking a mission-driven, strategic Human Resources Director to help support this mission-and our vision to break the cycle of abuse and neglect by mending spirits and renewing hope. In this role, you'll help shape a healthy, supportive workplace culture for the teams who make this life-changing work possible. If you're committed to building strong teams and strengthening the employee experience, we invite you to apply. SUMMARY OF JOB PURPOSE: Responsible for planning, organizing, directs and performs activities related to the Human Resources Department; provides support and advice to management on employee relations issues, classification and compensation plans, labor law compliance, policy and procedure compliance, benefits administration, unemployment, workers compensation, safety, training and agency compliance. ESSENTIAL FUNCTIONS: Manages and directs the activities of assigned staff; coordinates, prioritizes and assigns tasks and projects; tracks and reviews work progress and activities; directs the recruitment and selection of staff; undertakes disciplinary action as required; conducts performance evaluations. Manages and performs human resources functions to include benefits administration, training and development, recruitment and staffing, performance management onboarding and offboarding, recordkeeping, retirement plan administration, and employee recognition programs. Develops and implements goals, objectives, policies, procedures and work standards for the department; prepares and administers the department's budget. Confers with management regarding human resources activities, programs, policies, procedures and major personnel matters. Provides direction to supervisory and management staff in the major disciplines of recruitment, selection, and job analysis; classification and compensation activities; employee assistance and wellness programs; employee development and training activities. Investigates claims of discrimination, harassment, violations of workplace rules, policies and procedures. Acts as a liaison in the administration of the worker's compensation, risk and safety programs. Acts as administrator for HRIS system; manages vendor, resolves service issues, reviews and approves vendor payments. Manages staff leave-of-absence and FMLA programs. Ensures organization compliance with State and federal laws and regulations; monitors regulatory developments; recommends policy revisions as required. Acts as liaison with Department of Family Services to ensure staff, volunteers and Board members are cleared and maintain clearance status in accordance with Nevada Revised Statutes. Conducts internal audits on agency compliance data for submittal to Council of Accreditation. Directs the conduct of analytical studies; develops and reviews reports of findings, alternatives and recommendations. Represents the organization in meetings with representatives of governmental agencies, professional and business organizations, and the public; conducts presentations to Management, the Board and others as required. Prepares and directs the preparation of a variety of written correspondence, reports, procedures and other written materials. Contributes to the efficiency and effectiveness of the unit's service to its customers by offering suggestions and directing or participating as an active member of a team. Represents the organization with dignity, integrity, and a spirit of cooperation in all relationships with staff and the public. Requirements: Education and Experience: Bachelor's degree in human resources, business administration, or a related field; AND five (5) years of professional human resources generalist experience; OR an equivalent combination of education, training and experience.

Supporting growth across the US. Human Resources Business Partner About the role Passionate about culture and employee engagement? Your next role will define and execute people plans that closely support our organization's goals. We're on the lookout for an enthusiastic and personable HR Business Partner who will be strategic and hands-on with responsibilities aligning business objectives with employees and leaders across designated client groups. Based in our brand new Las Vegas office, you will be the backbone of employee relations and operational excellence. What you'll be doing As part of the Human Resources organization, you'll partner with leadership to drive the development and deployment of a comprehensive, business-aligned, and outcomes-based talent strategy to ensure availability of human capital necessary to accomplish business goals. At all levels, colleagues will rely on your expertise for various Human Resources projects and initiatives. It's a role with a lot of variety, and day-to-day, you'll mainly be involved with: Strategic Partnership & Advisory Build and maintain strong relationships with business leaders, managers, and employees to ensure alignment with organizational goals. Serve as a trusted HR advisor, providing strategic input and coaching to leadership teams. Partner with leaders to identify workforce needs, succession plans, and organizational design improvements. Employee Relations & Culture Provide guidance and support on HR policies and employee relations issues, ensuring consistency, fairness, and compliance. Conduct investigations and resolve employee concerns with discretion and integrity. Serve as a coach and advocate for building a diverse, inclusive, and equitable workplace. Organizational Development & Change Management Identify opportunities for organizational improvement and lead change management initiatives. Facilitate programs that reinforce company values and contribute to a positive work culture. Partner on employee surveys, action planning, and communication strategies. Data-Driven Insights & Compliance Leverage HR data and analytics to monitor trends and provide actionable insights. Ensure compliance with employment laws, regulations, and internal policies. Develop and implement HR policies and procedures that foster a fair and inclusive environment. Talent & Performance Enablement Support performance management, coaching, and career development efforts. Collaborate with Talent Acquisition and Learning teams to align hiring and development strategies with business needs. Drive initiatives to enhance employee engagement, satisfaction, and retention. What you'll bring Think you could make a difference here? We're looking for someone who genuinely cares about the welfare of our team. You'll want to make an impact from day one. With big ideas about how to improve our culture and the knowledge to get people on board. You will also have some of the following: 7+ years of progressive HR experience, with at least 3 years in a strategic HRBP role. Bachelor's degree in Human Resources, Business Administration, or related field; preferred. Deep knowledge of U.S. employment law and HR best practices. Proven ability to influence, negotiate, and build credibility across all levels of the organization. Strong analytical, critical thinking, and problem-solving skills. Experience managing complex projects and leading through change. Proficiency in HRIS systems (e.g., Workday) and data reporting tools. About us At Boldyn Networks, we're reimagining the future of interconnectivity. Our network solutions are solving some of tomorrow's greatest challenges. We are one team across the globe. Always listening. Learning. We value different perspectives and challenge each other to be our best. Here, you can change lives today and create a better tomorrow. Why work with us? We're large enough to deliver and maintain large-scale operations, giving you the opportunity to work on exciting projects and expand your skills. You'll be surrounded by talented colleagues who thrive on solving problems, just like you. Together, you'll make your mark on projects that matter and find new strengths along the way. We also offer: Salary: $100,000 - $140,000 per year Annual Bonus Thousands of LinkedIn Learning courses Flexible working opportunities Competitive benefit packages Parental leave with up to 20 weeks paid at full salary Vacation starting at 15 days increasing with length of service 10 days paid sick leave 4 days off each year to volunteer Ready to apply? Are you ready to create an impact that will last for generations? Join us at Boldyn Networks today. Hit apply and follow the instructions to get started. Diversity recognizes the ways we differ. Our backgrounds, perspectives and experiences are what make us unique. And it's important to us, to our future. To build a workforce that's representative of the societies we serve. So that we can listen, learn, and understand how to solve our customers' problems in the smartest ways possible. We are looking for passionate people from a range of backgrounds and welcome applications from any race, age, gender, background, or religion.

Company Cox Automotive - USA Job Family Group People Solutions Job Profile Sr HR Business Partner Management Level Individual Contributor Flexible Work Option No remote option; must work at a specified Cox location Travel % Yes, 50% of the time Work Shift Day Compensation Compensation includes a base salary of $79,400.00 - $119,000.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Job Description Cox Automotive is currently looking for a Senior Human Resources Business Partner to join our team in Las Vegas, Nevada. This is an onsite position. The Role: The Senior Human Resources Business Partner (“Sr. HRBP”) serves as an influential people partner, advising clients in Manheim Nevada, Manheim Denver, and Manheim Utah. The Sr. HRBP plays a key role in implementing the HR strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent. Work Environment: This role supports local Manheim auctions. As the Sr. HRBP, you will engage with front-line employees, corporate leaders, and location leadership. Success in this role requires comfort in a fast-paced, rapidly changing environment. Providing excellent customer service to employees and collaborating with leadership on strategic direction and initiative implementation is essential. Responsibilities: Deliver full range of People Solutions services for assigned client group and responsible for creating strategies and approaches that align to business objectives. Collaborates with managers and employees on leadership development, performance management, talent management, and employment/labor issues. Work collaboratively with People Strategies Centers of Excellence (Compensation, Talent Development, Employee Service center, etc.), to optimize the effectiveness of the business. Analyze and interpret qualitative and quantitative data (exit interviews, reporting, and employee survey data) to solve problems and drive continuous improvement in the areas of employee engagement and employee satisfaction. Anticipate and respond to changing business needs and serve as a change advocate/agent on companywide strategies and initiatives. Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs that enhance organizational capabilities/ Guides, trains, and directs managers and employees on the implementation of HR policies and processes to ensure appropriate legal (FMLA, ADA, EEOC, etc.) and company compliance, partnering with the Legal and Employee Relations teams as appropriate. Supports and influences leaders in the development of effective organizational designs. Partners with Talent Management and Talent Acquisition teams to ensure people strategies are achieved based on a holistic understanding of our diverse workforce, enabling the attraction, development, and retention of top talent. Work in partnership with leaders to identify the implications of strategic and business plans and other developments. Promote new ways of working to support change and manage risk. Leads annual People Solution activities and programs for assigned client groups to include talent planning review and annual compensation cycle. Champion change and effectively guide business leaders and employees through organizational changes and transformational initiatives. Roll up your sleeves to perform core HR functions, which may include resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, i-9s, performance and discipline, recruiting and hiring. Qualifications: Bachelor's degree in a related field and 4+ years of progressive experience in HR disciplines with a strategic focus. The right candidate could also have a different combination, such as a master's degree and 2 years' experience; a Ph.D. and up to 1 year of experience; or 8 years' experience in a related field. Ability to meet deadlines in a fast-paced work environment. Experience working with, coaching, and influencing Senior people leaders. Leading and managing change through effective use of organizational design and development and business transformation. Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results. Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative. Flexibility to travel approximately 50%. Preferred Qualifications: HR certification such as PHR, SPHR or GPHR. Demonstrated ability to work in a geographically disbursed and matrix organization. Strong Microsoft Excel knowledge and application. Experience supporting designated and dedicated client groups with at least 300+ employees. Drug Testing To be employed in this role, you'll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited. Benefits The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. About Us Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells - or simply uses - cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship.

Nikkiso Clean Energy & Industrial Gases is a leading provider of cryogenic pumps, heat exchangers, process systems, services, and solutions for the LNG and industrial gases industry. We are a subsidiary of Nikkiso Company Ltd, a leading industrial manufacturer headquartered in Tokyo, Japan, with over $1.5 B in annual revenue, 8000 + employees worldwide, and publicly traded on the Tokyo Stock Exchange. Nikkiso Cryo (NCI) is a subsidiary of Nikkiso Clean Energy & Industrial Gases and is one of the world's foremost suppliers of submerged motor liquefied gas pumps. We offer unmatched reliability, quality and safety. As part of the Nikkiso Company global organization, our original technologies provide our customers with the confidence in knowing they are receiving the latest technology and the highest standards of engineering available. We are located in North Las Vegas, Nevada and we offer a full range of submerged pumps for LNG, LPG, LEG, LN2, liquid propylene and many other liquefied gases. With design, production and test facilities in both the United States and Japan, sales offices in Las Vegas, Houston, London and Tokyo, Nikkiso Cryo offers prompt, total support for all of our customers worldwide. Job Overview The HR Business Partner is a key member of the management team and responsible for aligning HR practices with business objectives. The position serves as an advisor to management and employees on all HR topics. This position will report to the General Manager with dotted line to the Director, HR Business Partner. The successful HRBP will act as an employee champion who assesses and anticipates HR-related needs, communicates proactively, and seeks to develop integrated solutions. The position fosters partnerships to deliver value-added service and support. We are seeking an experienced HR leader who is committed to working collaboratively, with integrity and enthusiasm, to create an outstanding employment experience. This is a challenging role with an emphasis on growth, talent & management development, retention, and an opportunity to demonstrate the ‘HR Value Proposition'! Responsibilities Administers human resource plans, programs, and procedures. Ensures compliance with federal, state, and local employment laws and regulations. Maintains current and in-depth knowledge of legal requirements related to employment and provides guidance and support to managers and employees. Consults with HR Operations, Legal Department and external counsel as needed to ensure compliance and consistency. Interacts regularly with management and provides advice and consultation to promote employee engagement, productivity, morale, retention, and world class employee experience. Provides leadership and coordination in areas such as immigration, safety, system implementations, HR projects & initiatives, etc. Works collaboratively with Talent Acquisition team and management to hire qualified candidates, including specialized Engineering roles that are unique and often hard-to-fill. Responsible for HR-related administrative tasks including personnel data maintenance, annual processes (i.e. reviews, TMP, bonus), local reporting, etc. Oversees new employee orientation, maintains recordkeeping, and monitors engagement. Provides training for employees regarding company policies and compliance topics, supervisor/manager development, and other subjects as identified. Resolves employee relations issues, conducts thorough investigations and recommends/implements interventions to avoid situations. Processes terminations, performs exit interviews, and conducts turnover analysis to identify trends and implement mitigation strategies. Drives the performance review process, supports manager/employee communication, coordinates performance improvement plans, manages disciplinary actions. Actively participates in group HR initiatives and collaborates with HR colleagues in the development of policies, programs and solutions. Undertakes all responsibilities with a superior commitment to ethical practices, integrity and confidentiality of sensitive information. Qualifications Bachelor's degree or higher At least 5 years' experience in human resources leadership Hands on experience with talent programs and initiatives is preferred HR certification preferred Proven expertise in relationship management Competencies Project manager Talent leader Development coach Relationship manager Organized and drives work to closure Credible & knowledgeable advisor Flexible collaborator Problem-solver Detail oriented and highly accurate Excellent communicator, both verbal & written Supervisory Responsibilities This position may supervise site HR and/or Administrative Staff. The knowledge, skills and abilities listed above are typically acquired through the levels of education and experience listed. An equivalent combination of education and/or experience that provides an applicant with the listed knowledge, skills and abilities required to perform the essential duties and responsibilities of the job, may be accepted. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Work Environment This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, photocopiers and smartphones. Equal Opportunity Employer/Veterans/Disabled Nikkiso Clean Energy & Industrial Gases is proud to be 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, or protected veteran status and will not be discriminated against on the basis of disability. EEOC Statement Equal Opportunity Employer/Veterans/Disabled Nikkiso CE&IG is proud to be 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, or protected veteran status and will not be discriminated against on the basis of disability.

About the job Our Client, the Conglomerate in the Hospitality, Gaming, Food & Beverage, Digital Services is seeking a dynamic and forward-thinking Human Resources Business Partner to serve as a strategic advisor and trusted partner to senior leaders across our multifaceted operations. The HRBP will play a key role in shaping people strategy, driving high-performance teams, and fostering an agile, inclusive, and innovative culture. Responsibilities Strategic Partnership: Act as a consultative partner to department leaders, aligning HR strategies with business goals and operational needs. Talent Strategy & Workforce Development: Lead workforce planning, identify skill gaps, support succession planning, and partner with learning/development teams for leadership and internal mobility programs. Employee Relations & Risk Mitigation: Advise on complex employee relations issues, guide investigations, resolve conflicts, and ensure regulatory compliance. Performance Management & Rewards: Support the design of compensation and benefits strategies. Leverage performance data to align rewards with business objectives. Data-Driven Decision Making: Use people analytics to deliver insights on workforce trends. Drive HR technology optimization and champion new tools for talent management. Leadership & Cross-Functional Collaboration: Serve as a key HR team member, mentoring others and integrating people strategies into business planning. Requirements Bachelor's degree in Human Resources, Business, Organizational Development, or related field (or equivalent experience). HR certification (PHR, SHRM-CP, or equivalent) preferred. 7+ years' progressive HR experience, including at least 3 years in an HRBP or Senior Generalist role across multiple industry sectors. Experience supporting fast-paced, multi-unit operations. Deep knowledge of employment compliance and HR operations; Nevada labor laws a plus. Proven ability to coach, influence, and collaborate with senior stakeholders. Excellent communication, interpersonal, and conflict-resolution skills. Strong proficiency with HRIS platforms and workforce data analysis. Must be flexible to support a 24/7 operational environment. Bilingual in English and Spanish required. Must be at least 21 years of age, local to Las Vegas or open to relocation, and able to pass background/drug screening. Location: Full-time, on-site in Las Vegas. Local travel between properties is required. Benefits: Medical, dental, vision, basic life insurance, short-term disability, accident/hospital/critical illness combo plan, free on-site parking, paid time off, paid holidays, 401k. Moneyline Group LLC is an equal opportunity employer. We consider all applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

DescriptionAbout the Role: As a Human Resources Business Partner (HRBP) supporting both Clinical Operations and MSO teams, you will serve as a strategic partner to leaders while also providing hands-on support to employees. This role blends operational HR expertise with healthcare business knowledge, ensuring alignment between HR practices, organizational goals, and the delivery of high-quality care. We are seeking a proactive HR professional with strong experience in employee relations, talent management, performance coaching, and healthcare operations. What You'll Do Serve as a trusted advisor to leaders in both Clinical Operations and MSO functions, providing guidance on workforce strategy, organizational design, and HR best practices. Partner with department heads to design and implement performance review processes (e.g., 9-box, development plans, annual reviews) that foster employee growth and support organizational goals. Conduct regular check-ins with managers and employees, facilitating discussions on performance, development, and career progression. Proactively manage and resolve employee relations matters, ensuring consistency, fairness, and compliance with policies and laws. Collaborate with leadership to identify workforce planning needs, including succession planning, staffing, and skills development. Coach and educate managers on effective people management, employee engagement, and accountability practices. Ensure compliance with all applicable employment laws, regulations, and internal policies. Act as a mediator and advocate, promoting a positive, inclusive, and high-performance workplace culture. Partner with the HR team on company-wide initiatives such as engagement programs, leadership development, and organizational effectiveness projects. Continuously identify opportunities to streamline HR processes and improve efficiency. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 5+ years of progressive HR experience, with a focus on employee relations, performance management, and talent development. Experience supporting healthcare operations and/or MSO functions strongly preferred. Strong knowledge of HR principles, practices, and employment law. Excellent interpersonal and communication skills with the ability to influence leaders at all levels. Demonstrated problem-solving skills and ability to manage sensitive matters with discretion. HR certification (e.g., SHRM-CP, PHR) preferred. Environmental Job Requirements and Working Conditions Our organization follows a hybrid work structure where the expectation is to work both in office and at home on a weekly basis. Our available offices for this position are located at 8880 W Sunset Rd, Suite 320, Las Vegas NV 89148 or 19500 HWY 249, Suite 570 Houston, TX 77070. The total compensation target range for this role is: $90,000 - $100,000. The salary range represents our national target range for this role. Astrana Health is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. All employment is decided on the basis of qualifications, merit, and business need. If you require assistance in applying for open positions due to a disability, please email us at ************************************ to request an accommodation. Additional Information:The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

Salary: $65,000 - $80,000 per year depending on experience *Hybrid after first 90 days of employment Medical, dental, vision, and 401K Health Savings Account (HSA) Matching 401k (up to 6% match) Unlimited Paid Time Off (PTO) Position Summary On behalf of CNS Cares (“CNS” or “Company”), the Human Resources (HR) Business Partner is responsible for consulting with regional leadership, resolving complex team member relations issues, providing daily HR guidance, analyzing trends and metrics, and improving work relationships and productivity. This role will act in the capacity of HR consultant and assist in aligning divisional HR practices with business goals to support the organization's success. Essential Functions • Consult with local office management and provide daily HR guidance. • Resolve complex team member relations issues and address grievances. • Respond to unemployment claims and represent CNS at all unemployment hearings for assigned divisions. • Support supervisors with development and implementation of progressive disciplinary action. • Enter team member action notices in HRIS as well as perform periodic auditing of team members for correct status, title, etc. • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. • Provide HR guidance on policy interpretation and enforcement. • Analyze trends and metrics with the HR department. • Monitor and report on workforce and succession planning. • Identify training needs for teams and individuals. • Suggest new HR strategies. Other Related Functions • This position requires extensive written, verbal, and nonverbal communication skills. • Critical thinking skills and business acumen are expected. • Technical proficiency required including proficient use of HR software and digital literacy. Requirements Education/Training Bachelor's degree in human resources management from accredited college or learning institution preferred. Work equivalent is acceptable. Experience Required: Minimum five (5) years general HR experience Preferred: At least one (1) year HR leadership experience preferred. Licensure/Certification • SPHR or PHR preferred. #TFIND

Company Cox Automotive - USA Job Family Group People Solutions Job Profile Sr HR Business Partner Management Level Individual Contributor Flexible Work Option No remote option; must work at a specified Cox location Travel % Yes, 50% of the time Work Shift Day Compensation Compensation includes a base salary of $79,400.00 - $119,000.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Job Description Cox Automotive is currently looking for a Senior Human Resources Business Partner to join our team in Las Vegas, Nevada. This is an onsite position. The Role: The Senior Human Resources Business Partner ("Sr. HRBP") serves as an influential people partner, advising clients in Manheim Nevada, Manheim Denver, and Manheim Utah. The Sr. HRBP plays a key role in implementing the HR strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent. Work Environment: This role supports local Manheim auctions. As the Sr. HRBP, you will engage with front-line employees, corporate leaders, and location leadership. Success in this role requires comfort in a fast-paced, rapidly changing environment. Providing excellent customer service to employees and collaborating with leadership on strategic direction and initiative implementation is essential. Responsibilities: * Deliver full range of People Solutions services for assigned client group and responsible for creating strategies and approaches that align to business objectives. * Collaborates with managers and employees on leadership development, performance management, talent management, and employment/labor issues. * Work collaboratively with People Strategies Centers of Excellence (Compensation, Talent Development, Employee Service center, etc.), to optimize the effectiveness of the business. * Analyze and interpret qualitative and quantitative data (exit interviews, reporting, and employee survey data) to solve problems and drive continuous improvement in the areas of employee engagement and employee satisfaction. * Anticipate and respond to changing business needs and serve as a change advocate/agent on companywide strategies and initiatives. * Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs that enhance organizational capabilities/ * Guides, trains, and directs managers and employees on the implementation of HR policies and processes to ensure appropriate legal (FMLA, ADA, EEOC, etc.) and company compliance, partnering with the Legal and Employee Relations teams as appropriate. * Supports and influences leaders in the development of effective organizational designs. * Partners with Talent Management and Talent Acquisition teams to ensure people strategies are achieved based on a holistic understanding of our diverse workforce, enabling the attraction, development, and retention of top talent. * Work in partnership with leaders to identify the implications of strategic and business plans and other developments. Promote new ways of working to support change and manage risk. * Leads annual People Solution activities and programs for assigned client groups to include talent planning review and annual compensation cycle. * Champion change and effectively guide business leaders and employees through organizational changes and transformational initiatives. * Roll up your sleeves to perform core HR functions, which may include resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, i-9s, performance and discipline, recruiting and hiring. Qualifications: * Bachelor's degree in a related field and 4+ years of progressive experience in HR disciplines with a strategic focus. The right candidate could also have a different combination, such as a master's degree and 2 years' experience; a Ph.D. and up to 1 year of experience; or 8 years' experience in a related field. * Ability to meet deadlines in a fast-paced work environment. * Experience working with, coaching, and influencing Senior people leaders. * Leading and managing change through effective use of organizational design and development and business transformation. * Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results. * Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative. * Flexibility to travel approximately 50%. Preferred Qualifications: * HR certification such as PHR, SPHR or GPHR. * Demonstrated ability to work in a geographically disbursed and matrix organization. * Strong Microsoft Excel knowledge and application. * Experience supporting designated and dedicated client groups with at least 300+ employees. Drug Testing To be employed in this role, you'll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited. Benefits The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. About Us Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells - or simply uses - cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship. Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship.