Director of human resources jobs in Iowa

Company Details Rated Best Places to Work 2020, 2022 and 2024 by Business Insurance, Continental Western Group is a regional property casualty insurance company offering commercial products and services through independent agents in the Midwest. CWG provides unique value through the service provided by our experienced group of employees and independent agents. Since 1886 - Strong, Local and Trusted. As a Berkley company, we enjoy operational flexibility that allows us to deliver quality coverage solutions. W. R. Berkley Corporation, and all member insurance companies, are rated A+ (Superior) by A.M. Best Company, and carry Standard & Poor's Financial Rating of A+ (Strong). The Company is an equal employment opportunity employer. Responsibilities The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance. Strategic Talent Leadership • Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs. • Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets. AI & Digital Transformation • Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning. • Promote digital HR solutions that enhance employee experience and operational efficiency. Change Management & Organizational Agility • Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes. • Serve as a trusted advisor to senior executives on organizational design and cultural evolution. Employee Experience & Engagement • Champion a culture of inclusion, engagement, and continuous learning. • Oversee programs for onboarding, performance management, recognition, and career development. Business Partnership • Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities. • Contribute to annual business planning and budgeting processes with a focus on human capital priorities. • Manage HR-related budgets in collaboration with President and CFO, including compensation and benefit analysis. Governance & Compliance • Ensure adherence to employment laws and ethical standards. • Manage employee relations, investigations, and disciplinary actions with fairness and transparency. Qualifications • Proven experience in senior HR leadership roles with a track record of driving strategic initiatives. • Expertise in talent management, organizational development, and change leadership. • Familiarity with HR technology platforms, AI applications, and data analytics. • Strong business acumen and ability to influence at the executive level. • Excellent communication and presentation skills. Education Requirement • Bachelor's degree. • 10 years of experience in a leadership role and a minimum of seven years progressive HR experience. • One of the following preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP Not ready to apply? Connect with us for general consideration.

The HR VP position is responsible for aligning business objectives with employees and management in designated Industrial Solutions business units. The position formulates strategic partnerships across the HR function to deliver value-added services to management and employees to support the business objectives and values of the organization. The VP maintains an effective level of business literacy about the business unit's financial position, its strategic plans, its culture and its competition. This role will oversee all HR functions in the Americas and Europe. This role will collaborate heavily and have dotted line oversight of Southeast Asia HR leadership. Supervisory Responsibilities: Recruits, interviews, hires, and trains new staff for HR employees. Oversees the processes of the HR department. Provides constructive and timely performance evaluations and coached leaders on how to effectively administer. Handles discipline and termination of employees in accordance with company and local government policies. Ensure consistent application of best practices and corporate guidelines. Oversees Employee Engagement and Experience improvement initiatives. Coach, guide, and support leadership teams. Oversee HR team and provide strategic HR guidance to Industrial Solutions Leadership Group. Duties/Responsibilities: Ensures headcount planning and staffing needs are met at each location. Owns recruiting processes to ensure best practices and talent selection success. Supports Executive Leadership team with strategic HR support and feedback. Consults and meets with leadership teams, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy development, guidance, and interpretation. Develops market competitive terms for new hires, promotions and transfers. Assists employees with visa matters, expatriate assignments and related HR matters. Provides guidance and input on business unit talent, workforce, and succession planning. Identifies training needs for business units and individual coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Performs other duties as assigned. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Ability to travel internationally up to 25% Education and Experience: Bachelor's Degree in human resources/business field or an equivalent amount of experience and training. Minimum of 7-10 years of experience resolving complex employee relations issues and recruiting top talent. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. People leadership experience required. #LI-KW1 CPM Acquisition Corp. is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. CPM Acquisition Corp. offers competitive compensation and benefits, including paid holidays and vacations, 401k, medical/dental insurance, tuition assistance, and more.

The City of Dubuque, Iowa (population 59,000) is seeking an experienced, forward-thinking, and community-centered leader to serve as its next Director of Human Rights. This is an exciting opportunity for a visionary and strategic leader to cultivate inclusive community partnerships and drive meaningful change that protects and promotes human and civil rights for all who call Dubuque home. The Human Rights Department mission is to build a community where every individual feels respected, included, and treated with fairness. Through education, civic engagement, and community partnerships, we uphold civil rights laws and promote belonging and shared humanity within our organization, within the community, and across City services. GENERAL SUMMARY OF DUTIES: Under the general supervision of the City Manager, this position is designed to administer and enforce the city's human rights ordinances, policies, and programs in accordance with state and federal civil rights laws. The Director will serve as a key advisor to city leadership, oversee complaint investigations, develop community education initiatives, and collaborate with stakeholders to eliminate unlawful discrimination in housing, employment, public accommodations, credit, and city services. The Director will lead the development of initiatives that create an organizational culture of respect and belonging. This valuable team member will be an integral part of supporting efforts to become a high-performance, data-driven, and outcome-focused organization with the ultimate goal of creating a community of belonging and organization of choice, through planning, partnerships, and people. The individual should have strong emotional intelligence and a continuous improvement mindset which will add value to our organization and community DISTINGUISHING FEATURES OF THE CLASS: Work in this class includes responsibility for executive leadership and administrative oversight in directing the activities of the Office of Human Rights. The employee in this class reports to the City Manager and serves as the staff liaison to the Human Rights Commission. Work in this class includes providing high level leadership, administrative, and financial direction. Extensive leeway is granted for the exercise of independent judgement, initiative, discretion, and collaboration.

Lead HR operations and serve as a strategic HR business partner within the Department of Pediatrics, providing consultative support on workforce issues and employee engagement initiatives. This role will encompass strategic partnership with departmental leadership, ensuring alignment of HR strategies with departmental operational and strategic objectives. This includes advising on human resource management, policies, procedures, and other core areas of HR along with navigating the system to help support the department in achieving the mission and strategic priorities. The pediatrics department comprises the medical staff of University of Iowa Health Care Stead Family Children's Hospital, Iowa's only nationally ranked children's hospital and home to the state's only Level 4 NICU and Level 1 Regional Resource Pediatric Trauma Center. The department boasts a strong research portfolio and multiple medical training programs. For its 2024-25 edition of “Best Children's Hospitals,” U.S. News & World Report ranked Stead Family Children's Hospital in nine pediatric specialties. We are home to the Hawkeye Wave, voted the best college sports tradition by USA Today readers, where 70,000 football fans wave to our patients and providers every game day. You will never feel as much community support as you do at Iowa. Come wave with us! Strategic Planning Actively engage as a member of the departmental leadership team and participate in establishing and accomplishing strategic goals and initiatives. Proactively seek to understand designated departmental strategic plan and act as a resource/partner to meet the human resource needs of the department(s). Seek guidance, advocate, and provide specific departmental recommendations to HR leadership. Develop and implement new programs and initiatives for department(s) as needed. Collaborate with departmental leadership to establish effective onboarding plans and ensure new providers reach productivity milestones. Facilitate development and implementation of new onboarding and orientation tools, including onboarding plans for new faculty and individual professional practice evaluations for advanced practice providers. Provide guidance and recommendations to department leaders with regard to staffing levels and strategic workforce planning models; coordinate communication between divisions, as needed, to ensure all appropriate leadership is engaged. Actively engage in budgeting and salary setting process. Ensure funding and staffing aligns with department budgets and strategic direction of department(s). May monitor funds used for recruitments. Advising / Communication Review and analyze effectiveness of existing policies and practices and benchmark against best practices. Partner with leadership to develop communication plans and strategies on a wide variety of topics, such as organizational changes and implementation of new policies. Lead and facilitate workgroups to solicit feedback and input through the development of policies. Facilitate review and training of new policies with administrative team members. Routinely present HR updates and information to faculty and staff. Respond to questions and inquiries. Talent Management & Engagement In collaboration with leadership, develop staffing and engagement strategies for multiple departments, including a large, complex department. Review investigations and recommend outcome. Support management through implementation of corrective action. Provide coaching and feedback to supervisors and employees. Hire, develop and manage performance of HR and administrative staff who support assigned departments. Provide coaching and mentoring, identify training opportunities and pursue career development for staff. Coordinate with HR Leadership within Health Care to develop training and development solutions for supervisors. Initiate and facilitate staff appreciation events, including annual staff appreciation event and administrative professionals days. May participate in the recruitment and mentoring of HR Representatives within Health Care. HR Program & Administration Coordinate, plan and direct HR operations in support of multiple departments, including a large, complex department. Collaborate with department leadership, HR leadership, and HR centers of excellence to ensure operational and business needs are met and adherence to best practice and policies. Collaborate with departmental leadership to execute the departmental strategic goals and initiatives. Engage in weekly meetings and ensure HR administration and operations aligns with operational and financial strategies, including organizational structure and reporting relationships and appropriate use of various funds. Ensure knowledge and understanding of financial strategies within the Department. Serve as Department approver for HR transactions for multiple departments, including a large complex department. Provide administrative supervision of multiple HR professionals and administrative team members. Participate in Health Care HR initiatives and committees. Collaborate with Executive Leadership Team to ensure alignment of staffing strategies with departmental strategic goals and initiatives. Participate on collaborative HR committees; collaborate with HR leadership and HR Reps to develop tools and resources available for broad use. Actively participate and provide input regarding the development of training for HR staff across the Health Care enterprise. Compliance with Policies, Laws & Regulations Use in-depth knowledge of multiple areas of compliance and regulation specific to professional or technical requirements to assure compliance in department(s). Develop and lead implementation of new policies and procedures to meet strategic and operational goals and initiatives. Hold individuals within department(s) accountable for compliance completion. Pay Level: 6A Professional and Scientific Pay Structures | University Human Resources - The University of Iowa (uiowa.edu) Required Qualifications: A Master's degree in Human Resources Management or Business Administration or related field, or an equivalent combination of education and experience. Five to seven years of progressively responsible experience in human resources. Demonstrated ability to manage multiple and sometimes competing priorities. Demonstrated ability to influence employees/leaders at all levels to drive outcomes. Proven team player with excellent interpersonal communication and organizational skills. Professional job-related experience fostering or promoting a welcoming and respectful work/academic environment. Demonstrated proficiency with Microsoft Office and computer software applications. Knowledge of state and federal regulations affecting human resources. Desired Qualifications: Professional certification in human resources. Prior experience as an HR Business Partner, preferably within a medical center or similar healthcare environment. Position and Application Details: In order to be considered for an interview, applicants must upload the following documents and mark them as required to the submission: Resume Cover Letter Job openings are posted for a minimum of 7 calendar days. This job may be removed from posting and filled any time after the minimum posting period has ended. Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check. This position is not eligible for University sponsorship for employment authorization. Please contact ************************* with any questions. Additional Information Compensation Contact Information

The Weitz Company is hiring a Human Resources (HR) Manager who will be responsible for managing the HR functions of the employee life cycle including promotion of company culture, talent management, and employee relations. The HR Manager will also identify continuous improvement opportunities to efficiently scale the department and company. This impactful role will ensure business unit programming is highly effective, in alignment with corporate programming initiatives, and in compliance with all relevant laws and regulations. If you are an experienced HR professional who is looking to make a positive impact at a growing company, this could be a great opportunity for you! The Weitz Company has been Building a Better Way since 1855. We are a full-service construction company, general contractor, design-builder, and construction manager with office locations throughout the United States. We believe our employees to be our most valuable asset, and we are committed to growing a diverse and inclusive culture that inspires, motivates, and continuously improves. What You'll Do: * Manage people-related needs by providing guidance, coaching, and support to employees and management * Ensure compliance with company policy and applicable laws and regulations * Understand company compensation and benefits program and strategy; analyze and propose recommendations based on market intel * Stay abreast of federal, state, and local employment laws and regulations and provide guidance to remain compliant * Align and prioritize business unit initiatives and strategies with the overall business strategy, workforce planning, and companywide HR initiatives * Create and deliver HR-related training and development content based on findings from talent management processes, business unit metrics, and other identified needs in partnership with business unit leadership * Partner with Talent Acquisition and other HR team members to plan for staffing needs, including onboarding of new employees, internal mobility, and needs based on other employment transitions * Identify opportunities for continuous improvement, market competitiveness, and efficiency of processes, policies, and integration between HR and Operations * Foster a positive work environment through employee engagement initiatives, building a trusting work environment and maintaining consistent values and culture across multiple workplaces/locations * Partner with internal stakeholders on companywide programming and processes; advocate, drive, and ensure effective implementation at business unit level What We're Looking For: * Experience: * 10+ years of experience in HR is required * 5+ years of experience with compliance/laws and regulations, coaching and counseling employees, career path counseling, and hourly workforce management * 3+ years of professional-level management experience * Construction-related industry experience is a plus * SHRM-CP certification or willingness to obtain within 6 months of hire is required * Business-related required, HR focused emphasis is preferred - an equivalent combination of education and experience may be considered * Skills: * Excellent problem-solving abilities and a continuous improvement mindset * Strong business acumen, professionalism, and relationship building skills across all levels of the organization * Detail-oriented and highly organized * Flexible and able to pivot to support evolving business needs * Excellent written and verbal communication skills across all levels of the organization * Ability to make sound judgements and decisions * Analytical with the flexibility to balance multiple projects simultaneously * High level of confidentiality * Bilingual (fluent) in English and Spanish is a plus * Technology: * Proficient in Microsoft Office * Ability to learn specific job-related software upon hire * Additional Requirements: * Must be able to work in the Des Moines, IA office - upon successful training, the ability to work a hybrid schedule will be available * Willingness to travel to construction project sites periodically What We Offer: * Competitive Pay * Rewarding Bonus Program * Comprehensive Benefits Package with Tax-Advantaged HSA and FSA offerings * Employer-Paid Short- and Long-Term Disability Programs * Employer-Paid Life Insurance * Generous Paid Time Off Provisions * 401K Retirement Savings Plan with Company Match * Tuition Reimbursement * Fully Paid Parental Leave * Voluntary Products Including: Critical Illness Insurance and Accident Insurance * Corporate Wellness Program with Wellness Time Off and Rewards Visa sponsorship is not available for this position at this time. The Company does not accept unsolicited resumes from search firms or agencies. Any resume submitted to any employee of the Company without a prior written search agreement will be considered unsolicited and the property of the Company. Please, no phone calls or emails. The Weitz Company, LLC (and its U.S.-based subsidiaries and affiliates) recognizes the value of and is committed to hiring and retaining a diverse and inclusive workforce. We are an Equal Opportunity Employer and follow applicable affirmative action guidelines and policies. All qualified applicants will receive consideration for employment (including minorities, females, veterans, and individuals with disabilities, regardless of sexual orientation, gender identity, or other protected categories in accordance with applicable state and federal laws). The Company is a drug and alcohol-free workplace and background checks are required if applicable. Click here to review our Privacy Notice. #LI-KD1

GENERAL SUMMARY OF DUTIES: Under the general supervision of the City Manager, this position is designed to enforce the city's human rights ordinances, policies, and programs in accordance with state and federal civil rights laws. The Director will serve as a key advisor to city leadership, oversee complaint intakes, develop community education initiatives, and collaborate with stakeholders with the goal of prevention and elimination of unlawful discrimination in housing, employment, public accommodation, credit, and education. The Director will lead the development of initiatives that create an organizational culture of respect and belonging. This position will have an integral part in supporting organizational efforts to become a high-performance, data-driven, and outcome-focused organization with the ultimate goal of creating a community and organization where all feel heard, respected, and valued through planning, partnerships, and people. The individual should have strong emotional intelligence skills and a continuous improvement mindset. The ideal candidate possesses the ability to follow a management philosophy that includes principles of curiosity; problem-solving; partnerships and teamwork; and two-way accountability. The candidate should exemplify the City's SPIRIT statement, the values by which we operate: Service, People, Integrity, Responsibility, Innovation and Teamwork. DISTINGUISHING FEATURES OF THE CLASS: Work in this class includes responsibility for executive leadership and administrative and financial oversight in directing the activities of the Human Rights Department. The employee reports to the City Manager and serves as the staff liaison to the Human Rights Commission. Extensive leeway is granted for the exercise of independent judgement, initiative, discretion, and collaboration. The employee in this class establishes and maintains effective working relationships with other City employees, business and community groups, state and federal officials, representatives of the media, and the public. Work is reviewed by the City Manager through reports, conferences and results achieved. Job Duties JOB DUTIES: Administrative: * Prepare departmental budgets and policy recommendations. * Supervise employees and oversee recordkeeping activities. Commission: * Be familiar with, and able to explain, civil rights regulations, policies, and procedures including the protections within the city code and the role and responsibilities of the Human Rights Commission. * Provide Commissioner orientation and training. * Prepare agenda items and reports for Human Rights Commission Meetings in consultation with Human Rights Commission Chair. * Be familiar with open meetings and open records compliance. * Attend meetings of the Human Rights Commission * Assist and advise Human Rights Commission in achieving their assigned functions as outlined in the Code of Ordinances. Internal: * Serve as an internal advisor and community connector for City leadership on: * Community Engagement through relationship building and connections. * Data analysis by assisting city departments on the use of data to identify issues and address institutional and structural barriers preventing full participation in city programs and civic life including access to city services. * Strategic goal development on how best to create a welcoming and belonging work and community environment. Community: * Establish goals, guidelines, and policies for departmental and commission community outreach and education. * Identify and lead civil rights education outreach efforts. * Identify and lead initiatives which will engage the community while ensuring underrepresented voices are encouraged to participate and foster a sense of belonging in the community. * Represent the City in public forums, community dialogues, and collaborative initiatives sponsored by other entities. Legal: * Understand and explain civil rights regulations, policies, and procedures. * Conduct regular national best practices research and comparative analyses to ensure the City's continued progress toward goals related to civil rights compliance, training, and enforcement. * Confer with representatives of federal, state and local agencies, elected officials, and community groups on civil rights issues and activities. * Review legislative issues relating to civil rightsandattend meetings ofprofessional organizations. * Facilitate processing of discrimination complaints in collaboration with the City Attorney's office. * Evaluate external complaint trends to identify trends needing a response, education, intervention, or referral. Perform other duties as assigned. KNOWLEDGE, SKILLS AND ABILITIES: * Administration and Management - Skills in strategic planning, resource allocation and coordination of people and resources. Knowledge of finance, planning, marketing, budgeting, practices, techniques, procedures, and administration. * Leadership - Ability to independently, collaboratively, and proactively lead, take initiative, and multitask. Ability to work with a variety of individuals and groups in a constructive and respectful manner while appreciating the unique contributions that bring together the talents of people across multiple identities and life experiences. * Team Development, Community Collaboration/Engagement, and Partnerships - Skills in development of teams and partners identifying collaboration opportunities. Developing community relationships across various demographics. Create and implement a shared vision. * Interpersonal, Oral and Written Communication - Listening to others for comprehension. Communicate through public speaking and writing clearly with awareness of the audience. Figuring out how to use new ideas or things while listening to others, not interrupting, and asking good questions through active learning and listening. Ability to understand legislative and legal language. * Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. Understanding the implications of new information for both current and future problem-solving and decision-making. * Law and Government: Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. * Communications and Media - Knowledge of media communication, and techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media. * Data Collection, Analysis and Clerical - Record keeping abilities. High level ability to work with computers and tech, software programs, maintain and prepare reports, design fliers and forms. Working knowledge of computer hardware and software, including Office 365 Suite. * Critical Thinking, Analysis, Complex Problem Solving and Decision Marking - Analyzing problems, thinking about the pros and cons of different ways to solve a problem and identify/implement solutions. Figuring out how a system/process should work, measuring how well it's working and how to improve it to arrive at equitable outcomes. Use deductive and inductive reasoning to solve problems. Create new and original ideas. * Organizational Systems and Structure Analysis - Knowledge of how systemic and structural policies and procedures impact outcomes; and skill at making recommendations to promote organizational culture change proportional opportunity equitable and unbiased changes. * Information Technology - Ability and willingness to learn and use new skills and knowledge brought about by rapidly changing information and/or technology. Ability to operate a personal computer using standard or customized software applications appropriate to assigned tasks. * Emotional Intelligence - Ability to understand and navigate one's own emotions while being attuned to the emotions of others. Demonstrates empathy, self-awareness, and sound judgment to build trust, foster collaboration, resolve conflict, and maintain positive working relationships in a variety of situations. Qualifications MINIMUM QUALIFICATIONS: * Bachelor's degree from an accredited college or university in Public Administration, Human or Civil Rights, Political Science, Education, Social Work, or a related field; and * At least five (5) years of professional experience in government, community or educational programs focused on advancing civil rights and/or community engagement. * Or any equivalent combination of experience and training which provides the essential knowledge, skills and abilities. PREFERRED QUALIFICATIONS: * Juris Doctorate or advanced degree in Public Administration, Human or Civil Rights, Political Science, Education, Social Work, or a related field. * Experience in local government providing services to community members from a wide variety of backgrounds and demographics. * Bilingual or multilingual fluency. Supplemental Information RESIDENCY REQUIREMENT: Employee shall establish their principal place of residence within fifty (50) miles of their place of employment as soon as practicable after appointment, but no later than two years from date of hire. WORK ENVIRONMENT: Duties include occasional irregular hours and working nights, weekends and holidays. Work is performed in a variety of settings including offices, community meetings, businesses, classrooms, and homes in the community. Frequent independent travel throughout the city is required. SUPERVISORY STATUS: Administrative FLSA (OVERTIME) STATUS: Exempt Our Commitment to You The City of Dubuque is committed to using a merit-based system in which recruiting, selecting, and advancing employees is based on their relative knowledge, skills, and abilities, in compliance with all applicable federal and state laws. Our organization provides equal opportunities for all individuals, fostering a workplace that values innovation, collaboration, and work-life balance. We offer job stability, a comprehensive benefits package, and an opportunity to serve and support our growing community. In accordance with legal obligations our policies and practices are designed to ensure fair treatment and foster a respectful workplace where all are encouraged to apply. Benefit Summary 01 I have a Bachelor's degree from an accredited college or university in Public Administration, Political Science, Education, Sociology, Ethnic Studies, Communication or a related field; and at least one year of professional experience in government, community or educational programs focused on advancing fair access, representation, and/or community engagement. Or any equivalent combination of experience and training which provides the essential knowledge, skills and abilities. * Yes * No 02 Describe your experience developing policies or organizational guidelines that promote fairness, respect, and fair access to services. Required Question Employer City of Dubuque Address Human Resources Department 50 W 13th Street Dubuque, Iowa, 52001 Phone ************ Website ************************************************

Are you looking to join a dynamic team that provides its people with the tools to be successfull and opportunities to grow? Universal Logistics is a leading provider of customized transportation and logistics solutions, offering a comprehensive suite of services including transportation, value-added, intermodal, and specialized services utilized throughout entire supply chains. Universal has immediate career opportunities in your area. Apply today to become part of the Universal team! If you are looking to enhance, change, or even start your career in the human resources field, we have the position for you! Our HR Managers play a pivotal role in the overall success of our operations in being the liaison between our Field and Corporate Teams. One would be tasked onboarding, new hire orientation, employee relations, payroll and other HR-related functions. Universal Logistics Holdings, Inc. (ULH) is a leading single-source logistics provider that offers a broad scope of services throughout the entire supply chain. Universal's experienced management team, with its state-of-the-art technology, provides customized logistics solutions to its customers resulting in proven efficiencies and savings. Our operation is based in Ankeny, IA, and supports a major agriculture equipment corporation. We manage and operate a warehouse and inventory management facility which ships directly to our customer's assembly planted located in the area. The ideal candidate should possess the following: 2+ years of supervisory or management experience in an office, administrative or human resources role Bachelor's or Associate's degree preferred Effective oral and written communication skills Strong computer skills, including knowledge of Microsoft Office Problem solving and analytical skills, as well as a strong attention to detail Strong work ethic, ability to multitask A competitive and career oriented mindset Responsibilities will include but not be limited to: Monitor service control and operational functions to meet corporate and customer specified requirements Provide problem-solving support while assisting in the application of corrective and preventive actions Has responsibility to interview and make the effective recommendation for hiring. In cases of termination, they must counsel, coach and document performance issues and if not successful in improving the performance, making the effective recommendation for termination Prepare productivity reports based on production information and address statistics to ensure operational needs of the business are maintained Maintain personnel files and records Communicate and provide administrative support in handling all injury/compensation issues Assist in scheduling all temporary staff and needed replacements Monitor absenteeism and publish related reports We offer a competitive base salary and benefits package including major medical, dental, 401K, and vacation in addition to offering upward mobility within the company. If you are an energetic, self-motivated individual with the drive to become part of a growing organization, do not hesitate, respond today!

Your Talent. Our Vision. , it's a powerful combination, and the foundation upon which we're creating greater care for our members, greater value for our customers, and greater health for our communities. Join us and together we will drive the future of health care. This is an exceptional opportunity to do innovative work that means more to you and those we serve at one of America's leading health benefits companies and a Fortune Top 50 Company. Human Resources Manager Sr. ( Iowa - Medicaid) This position will be based in our West Des Moines, IA office location and will require travel, as needed, to our satellite offices within the state. The Human Resources Manager Sr. is responsible for providing expert HR support to assigned business clients. Partners with the leadership team to establish and implement HR programs/initiatives that foster organizational and people development to achieve the business' goals. Builds relationships with all levels of associates, including executives, business and/or local leaders to execute successful programs that contribute to the business results. Aligns human capital strategies with the Medicaid health plan's objectives and owns the end-to-end execution of those strategies. Performs all responsibilities of HR consultants/managers. Primary duties may include, but are not limited to: Implements short term and long term HR programs with emphasis on succession planning, leadership selection, leadership development/deployment and large scale talent transformational change. Coaches and counsels business unit leadership on how to achieve business results through effective people strategies. Reviews data analytics to develop and implement corrective action plans. Provides competitive, labor and legislative intelligence on local environment to HR and business partners. Researches and manages complex and highly sensitive associate relations issues and termination issues, legal and compliance issues, and investigations, and takes appropriate actions; and provides coaching and counseling to managers and associates. Advises clients on organizational and team effectiveness. Partners with compensation to develop pay leveling strategies that create competitiveness, internal equity and career mobility. Ensures enterprise plans requiring client coordination are well implemented (salary planning, stock award allocation, performance management) and achieve maximum value. Conducts exit interviews and reporting. Assists with new hire orientation. Provides guidance and coaching to Human Resources Consultants. Qualifications Requires a BA/BS degree; 5-8 years of human resources experience; or any combination of education and experience, which would provide an equivalent background. HR designation strongly preferred (SHRM-CP or SHRM-SCP). Additional Information All your information will be kept confidential according to EEO guidelines. Direct Staffing Inc

Description: The Human Resources Manager is responsible for providing HR support to the entire bank staff and handling the HR administrative functions. Specific responsibilities include recruitment, compensation, performance management, employee relations and HR policies and procedures. This role is 100% working in the office, and no relocation expenses will be paid. Essential duties and responsibilities: · Direct the recruiting and selection of employees; determines qualifications for open positions; sources internal and external applicants; fills open positions within expected timeframes. Provides employees with a comprehensive and welcoming orientation. · Manage the annual performance review process. · Coordinate with Iowa Bankers on payroll and benefits administration, including pay changes, terminations, new hires, annual enrollment communication, etc. · Create and maintain job descriptions for all employees. · Participate in various salary surveys. Create salary ranges and grades for all positions. Makes recommendations to the President & CEO. · Manage unemployment claims and worker's compensation claims/reporting. · Provide employee relations counseling to employees in matters of conflict resolution, disciplinary action and other employee concerns. · Conduct exit interviews and share findings with President & CEO. · Plan and execute annual company training day. · Periodically review and update employee handbook. · Maintain current knowledge of industry regulations, requirements and trends by attending seminars, member associations and researching trends. · Other duties as assigned. Requirements: · Bachelor's degree in human resources, Business, Finance or related field, or equivalent experience. · A minimum of five years' experience in Human Resources, preferably in community banking but not required. · SHRM-CP or PHR preferred but not required. · Proficient in Microsoft Word and Excel. · Knowledge of state and Federal laws. · Must be able to travel to all branches as needed. · Excellent communication skills, attention to detail, time management. · Ability to meet deadlines and work under pressure at times.

Join WesleyLife and Help Revolutionize the Aging Experience! WesleyLife is revolutionizing the experience of aging by challenging the stigma that aging means decline and promoting the idea that life transitions are opportunities for growth and purpose. Come be a part of the revolution! A typical day as Halcyon House's Director of People and Culture: Recruitment and Onboarding: * Lead Recruitment Efforts: Actively manage and participate in the recruitment process to ensure a high-quality experience for applicants and hiring leaders. * Implement Top-Notch Onboarding: Develop and execute a first-rate new-hire orientation process, including pre-hire requirements, new hire documentation, and benefits enrollment. Team Member Support: * Consult and Advise: Serve as a resource for Halcyon House's leaders, offering guidance on culture building, performance management, and team member relations issues. * Enhance Work Environment: Use feedback surveys and work closely with the leadership team to continually evolve and improve the work environment based on team member input. Collaboration and Standards: * Work with the Network Support Center: Collaborate with our Network Support Center (NSC) to implement standards and best practices in areas such as compliance, team member education, benefits administration, safe work practices, and leadership development. * Ensure Compliance: Handle compliance-related issues within the community to maintain a safe and regulated workplace. Data and Metrics: * Track and Analyze Metrics: Monitor and report on people and culture metrics to both the community leadership team and NSC. * Develop Action Plans: Consult with leadership to create specific action plans addressing any areas of concern revealed by the metrics. Collaborate with the NSC to identify corporate-wide trends and align strategies with the overall vision of WesleyLife. Qualifications: * A Bachelor's degree in human resources, business administration or a similar field is required. HR certification is highly preferred. * This position requires no less than four years of experience in the leadership of the human resources/people function. * Must have exceptional working knowledge of general HR core competencies including but not limited to: employment regulations and laws, compliance practices, team member relations, total rewards. Prior experience in a senior living, health care or hospitality company is preferred. What We Offer We know a great career is about more than just a paycheck - it's about belonging, growth, and making a difference. At WesleyLife, we provide: Compensation & Flexibility: * DailyPay Access: Get paid when you need it - instantly access your earnings before payday * Flexible Scheduling: We work with your needs and schedule Health & Wellness: * Comprehensive Benefits Package: Including health care, vision, dental, and 401(k). * Discounted wellness center memberships and cash incentives for healthy habits * Voluntary benefits including life, accident, and critical illness coverage Education & Career Growth: * Scholarship Assistance: Up to $3,000/year * Tuition Reimbursement: Up to $1,500/year * Educational Discounts: 18% off tuition at Purdue University Global * Ongoing leadership training and development pathways Extra Perks: * Referral Bonus Program - bring your friends and earn rewards * Recognition and appreciation programs that highlight your impact * A workplace culture that prioritizes respect, teamwork, and support Why Choose WesleyLife? At WesleyLife, you're not just starting a job - you're joining a purpose-driven community where your well-being, growth, and impact truly matter. With nearly 80 years of excellence in serving older adults, we empower our team members to thrive while making meaningful connections and changing lives every day. WesleyLife is proud to be recognized as one of Senior Care's Best Places to Work by WeCare Connect! We're committed to a workplace where every team member is seen, heard, and appreciated. Ready to Make a Difference? We're excited to meet people who share our passion for service, wellness, and community. Apply today and help us continue to revolutionize the aging experience - the WesleyLife Way. WesleyLife believes in welcoming all people to our team and is an equal opportunity employer. Because of our commitment to your health and well-being, you will be required to successfully complete a pre-hire health assessment, drug screen, and tobacco screen.

Director, HR- Operations & Engineering Pella, IA (hybrid) As Pella continues to grow, both organically and through M&A activity, we're focused on “Building a Talent Advantage”. To support this effort, we're shaping our HR function to be a more strategic, contemporary function that supports the growth of our company. In accordance with this growth, we are now hiring a Director, HR- Operations & Engineering to support our 7,000+ employees across 18 plants throughout the US. Position Summary: The Director, HR- Operations & Engineering is a key member of the Business HR Leadership team, responsible for developing the people strategy that enables Pella's Operations & Engineering Talent Advantage. This role will take the lead on aligning business strategies with Human Resources strategies. In this role, you will create positive and effective partnerships across business and HR teams to develop and drive scalable HR solutions that deliver value and exceed business objectives. Key Accountabilities: • Advance people strategy in other areas, such as performance management, organizational efficiency and design, total rewards, employee engagement, inclusion, and diversity. • Coach and develop members of the Operations & Engineering business HR team, while setting prioritized goals and establishing metrics to measure growth and performance of the team. • Drive great employee experiences, which includes employee engagement and retention efforts through the design and execution of initiatives that foster an inclusive work environment. • Leverage strong organizational, business, and financial acumen while providing strategies to executive business leaders on all Talent Advantage initiatives. • Partner with Plant leaders to assess current and future organizational needs and develop strategies to address capability, skill, and critical role succession gaps. • Produce results by inspiring people, modeling Pella values, developing others, and ensuring a productive work environment. • Provide business input to HR Centers of Excellence (COE) to help develop and execute an effective HR strategy. • Serve as the trusted advisor for the Business HR organization, leading the development of the Operations & Engineering people strategy, and ensuring the strategy is consistent and aligned with company-wide business and functional priorities. • Understand the organizational health of Operations & Engineering while translating data and insights into solution-oriented actions. Education & Experience: • Bachelor's degree in human resources, organization development, or related field. Master's degree or MBA preferred. • 10-15 years of progressive, strategic HR experience. Manufacturing and union experience required. • Ability to build strong, mutually beneficial relationships across an organization to achieve results through capability, credibility, and influence. • Demonstrated experience leveraging data and insights to drive actions that enable positive business outcomes. • Effective communication & collaboration skills at all levels of an organization, including executive management. • Proven HR leadership experience with the ability to influence and drive change at the functional and organizational level as a strategic business partner. • Strong business acumen with knowledge of how profitability is achieved, who the business serves, and how the business differentiates itself in the market to give context to HR policies and practices.

If you are a strategic and action-oriented Human Resources professional ready to partner with an innovative and exceptional organization, HR Manager for Strategic Business Units is the opportunity for you. Based in Marshalltown, Iowa, this role reports directly to the Global VP of Human Resources and indirectly to the President of Strategic Product Business Units, Sales, and Service. As HR Manager, you are business partner to our global technology, engineering, and product management leadership team, overseeing the execution of daily HR across the organization. **In This Role, Your Responsibilities Will Be:** + HR Strategic Partnership to Strategic Business Unit executive team and Global HR. + People and organizational-focused problem solving to SBU leadership team: leverage organizational savvy to implement solutions that enhance business potential and performance, collaborate to adapt and embed HR initiatives with business strategies, organization planning, proactively and continually assess risks and opportunities with talent, retention, compensation, and engagement. + Essential partner to HR leadership team: identify priorities; collaborate on shared functional initiatives; drive continuous improvement of processes, culture, and workforce excellence. + Effectively conduct HR management processes, largely through influence and guidance. + This includes, but is not limited to performance management, compensation planning, development, team effectiveness, employee relations, talent acquisition, etc. + Strong communication essential to understanding business needs and HR programs. Change leadership and stakeholder management skills required to effectively embed new processes and improvements. + Close collaboration with local and enterprise-level HR resources to optimize HR performance and productivity: peers, centers of excellence, HR operations, etc. **Who You Are:** You anticipate future trends and implications accurately. You articulate messages in a way that is broadly understandable. You are sensitive to how people and organizations function. You show consistency between words and actions. You achieve gained trust and support of others. **For This Role, You Will Need:** + Bachelor's degree required + Minimum of five years of experience in Human Resources, with 3 of those in an HR business partner role preferred, or three years business leadership experience with an interest in HR. + Experience working in a matrix environment preferred. + Strong written and verbal communication skills required. Excellent data accuracy and organization essential. Ability to work independently and efficiently and demonstrate sound judgment mandatory. **Preferred Qualifications That Set You Apart:** + MBA or Master's degree preferred **Our Culture & Commitment to You:** At Emerson, we prioritize a workplace where every employee is valued, respected, and empowered to grow. We foster an environment that encourages innovation, collaboration, and diverse perspectives-because we know that great ideas come from great teams. Our commitment to ongoing career development and growing an inclusive culture ensures you have the support to thrive. Whether through mentorship, training, or leadership opportunities, we invest in your success so you can make a lasting impact. We believe diverse teams, working together are key to driving growth and delivering business results. We recognize the importance of employee wellbeing. We prioritize providing flexible, competitive benefits plans to meet you and your family's physical, mental, financial, and social needs. We provide a variety of medical insurance plans, with dental and vision coverage, Employee Assistance Program, 401(k), tuition reimbursement, employee resource groups, recognition, and much more. Our culture offers flexible time off plans, including paid parental leave (maternal and paternal), vacation and holiday leave. **Our Location:** **Marshalltown, Iowa** , combines the charm of a close-knit community with the conveniences of a thriving city. Located in central Iowa, less than an hour from both Des Moines and Ames, Marshalltown offers easy access to urban amenities while providing a variety of local outdoor recreation activities like hiking, biking, golf, swimming, and exploring local parks. With its affordable cost of living, excellent schools, and vibrant diverse local culture, Marshalltown is a welcoming place to call home! What it's like to live and work in Marshalltown, IA - This is Marshalltown (youtube.com) (********************************************* \#LI-BC3 **WHY EMERSON** **Our Commitment to Our People** At Emerson, we are motivated by a spirit of collaboration that helps our diverse, multicultural teams across the world drive innovation that makes the world healthier, safer, smarter, and more sustainable. And we want you to join us in our bold aspiration. We have built an engaged community of inquisitive, dedicated people who thrive knowing they are welcomed, trusted, celebrated, and empowered to solve the world's most complex problems - for our customers, our communities, and the planet. You'll contribute to this vital work while further developing your skills through our award-winning employee development programs. We are a proud corporate citizen in every city where we operate and are committed to our people, our communities, and the world at large. We take this responsibility seriously and strive to make a positive impact through every endeavor. At Emerson, you'll see firsthand that our people are at the center of everything we do. So, let's go. Let's think differently. Learn, collaborate, and grow. Seek opportunity. Push boundaries. Be empowered to make things better. Speed up to break through. Let's go, together. **Work Authorization** Emerson will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1(including those with OPT or CPT) , H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible for hire. **Equal Opportunity Employer** Emerson is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status. We are committed to providing a workplace free of any discrimination or harassment. **Accessibility Assistance or Accommodation** If you have a disability and are having difficulty accessing or using this website to apply for a position, please contact: idisability.administrator@emerson.com . **ABOUT EMERSON** Emerson is a global leader in automation technology and software. Through our deep domain expertise and legacy of flawless execution, Emerson helps customers in critical industries like life sciences, energy, power and renewables, chemical and advanced factory automation operate more sustainably while improving productivity, energy security and reliability. With global operations and a comprehensive portfolio of software and technology, we are helping companies implement digital transformation to measurably improve their operations, conserve valuable resources and enhance their safety. We offer equitable opportunities, celebrate diversity, and embrace challenges with confidence that, together, we can make an impact across a broad spectrum of countries and industries. Whether you're an established professional looking for a career change, an undergraduate student exploring possibilities, or a recent graduate with an advanced degree, you'll find your chance to make a difference with Emerson. Join our team - let's go! **No calls or agencies please.** **Requisition ID** : 25027609 Emerson is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status. We are committed to providing a workplace free of any discrimination or harassment.

PURPOSE OF POSITIONAs the Director of Human Resources at Cemen Tech-a 100% employee‑owned leader in volumetric concrete technology-you'll serve as a strategic partner and cultural champion. You'll align human capital strategies with the company's mission of innovation, safety, quality, and empowerment in a manufacturing environment. This includes the ability to balance the day-to-day activities required in human resources for the approximate 160 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. In this role, you will be the catalyst behind a human-centered, strategy-oriented HR function-one that ensures Cemen Tech continues to thrive as an employee-owned manufacturing leader. ESSENTIAL DUTIES AND RESPONSIBILITIES The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned. More specifically, the person will: Strategic HR Leadership - Partner closely with executive leadership to design and execute HR initiatives aligned with organizational goals. Lead cultural transformation, workforce planning, and employee engagement strategies. Leads team of four HR and EHS business partners; driving all areas of human capital strategy and utilizing EOS to drive momentum. Acts as a strategic advisor to site leadership on all HR-related matters. Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline. HR Program Development & Execution - Develop, implement, and maintain HR policies, programs, and systems-covering recruitment, onboarding, total rewards, succession planning, and performance management-that support the business and comply with legal standards. Recruitment & Talent Management - Lead talent acquisition and retention strategy including recruitment pipelines, employee development programs, and succession planning to ensure a strong leadership bench. Develops HR team for the needs and future of the organization, along with personal growth goals to maintain a competent and thriving department, ensuring continuous growth. Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives. Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization. Employee Relations & Engagement - Foster a workplace culture grounded in the company's Core Values-Positive Mindset, Ingenuity, Accountability, Do the Right Thing, Engagement, and Safety-empowering employees as owners and advocates of company success. Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) EHS & Compliance Oversight - Collaborate and oversight of EHS department regarding OSHA and safety initiatives to uphold a safe and compliant work environment across all manufacturing and operational areas. Oversee total rewards strategy and positioning the company to continue its success and be an employer or choice, including continual alignment of practices and policies and research to understand future needs. Change Management & Organizational Development - Lead transformative initiatives that support continuous improvement, adaptability, and long-term growth within the employee-owned framework and driving Cemen Tech as an employer of choice. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION - EXPERIENCE - COMPUTER SKILLS Bachelor's degree in human resources or related field. Recommend 5+ years of applicable experience, preferably with 3+ years partnering with the senior leaders. Knowledge of the multiple HR disciplines including state and federal compliance, recruitment, hiring and onboarding, total rewards, HRIS system administration, training and development. Comfortable with complexity, ambiguity, and the ability to manage change while also leading others through change. Excellent written and verbal communications including presentation skills, preparation and delivery. Demonstrated experience building strong business acumen and capability to assess HR implications on the business. Must have a strong blend of analytical, decision-making & creative solving skills. Unquestionable personal and business integrity, and proven ability to deal with confidential information Strong, proven ability to build relationships within a business to influence change. ADDITIONAL POSITIVE QUALIFICATIONS SHRM-CP, PHR Certifications Passport and an ability to travel internationally Experience manufacturing concepts is a strong plus. Knowledge of EOS and leadership within its framework CORE VALUES - Listed in bold below are Cemen Tech's six Core Values including an example of each Core Value. Positive Mindset - We know our attitude affects our performance. Ingenuity - Better, Faster, Easier Accountable - We accept responsibility for our actions. Do the Right Thing - Do the right thing every time. Engaged - Listening to understand...acting to accomplish. Safety - We will reinforce safe habits by our own actions. COMPETENCIES To perform this position successfully, individual should demonstrate the following work competencies: Problem Solving - Identifies and resolves issues in a timely manner. Communication Skills - Speaks clearly, listens and receives clarification, respond to questions. Dependability - Follows instructions, responds to management direction, and takes responsibility. Quality Assurance - Demonstrates accuracy and thoroughness. Ethics/Professionalism - Treats people with respect; Works ethically and with integrity. Organizational Support - Follows policies and procedures. Judgment - Exhibits sound and accurate judgment. Safety and Security - Observes safety and security procedures; Uses equipment properly. 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. While performing the duties of this position, the employee: Must be able to frequently stoop/bend. Must be able to regularly use hands and arms. Must be able to regularly stand and walk. Must be able to lift and/or move up to 15 pounds. Specific vision abilities required by this job include close, distance, color, and peripheral vision. ENVIRONMENTAL ADAPTABILITY The noise level in the work environment is usually moderate. Cemen Tech, Inc. is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, The Employer will provide reasonable accommodations to qualified individuals with disabilities and encourages prospective employees and incumbents to discuss potential accommodations with Cemen Tech, Inc.

The Weitz Company is hiring a Human Resources (HR) Manager who will be responsible for managing the HR functions of the employee life cycle including promotion of company culture, talent management, and employee relations. The HR Manager will also identify continuous improvement opportunities to efficiently scale the department and company. This impactful role will ensure business unit programming is highly effective, in alignment with corporate programming initiatives, and in compliance with all relevant laws and regulations. If you are an experienced HR professional who is looking to make a positive impact at a growing company, this could be a great opportunity for you! The Weitz Company has been Building a Better Way since 1855. We are a full-service construction company, general contractor, design-builder, and construction manager with office locations throughout the United States. We believe our employees to be our most valuable asset, and we are committed to growing a diverse and inclusive culture that inspires, motivates, and continuously improves. What You'll Do: Manage people-related needs by providing guidance, coaching, and support to employees and management Ensure compliance with company policy and applicable laws and regulations Understand company compensation and benefits program and strategy; analyze and propose recommendations based on market intel Stay abreast of federal, state, and local employment laws and regulations and provide guidance to remain compliant Align and prioritize business unit initiatives and strategies with the overall business strategy, workforce planning, and companywide HR initiatives Create and deliver HR-related training and development content based on findings from talent management processes, business unit metrics, and other identified needs in partnership with business unit leadership Partner with Talent Acquisition and other HR team members to plan for staffing needs, including onboarding of new employees, internal mobility, and needs based on other employment transitions Identify opportunities for continuous improvement, market competitiveness, and efficiency of processes, policies, and integration between HR and Operations Foster a positive work environment through employee engagement initiatives, building a trusting work environment and maintaining consistent values and culture across multiple workplaces/locations Partner with internal stakeholders on companywide programming and processes; advocate, drive, and ensure effective implementation at business unit level What We're Looking For: Experience: 10+ years of experience in HR is required 5+ years of experience with compliance/laws and regulations, coaching and counseling employees, career path counseling, and hourly workforce management 3+ years of professional-level management experience Construction-related industry experience is a plus SHRM-CP certification or willingness to obtain within 6 months of hire is required Business-related required, HR focused emphasis is preferred - an equivalent combination of education and experience may be considered Skills: Excellent problem-solving abilities and a continuous improvement mindset Strong business acumen, professionalism, and relationship building skills across all levels of the organization Detail-oriented and highly organized Flexible and able to pivot to support evolving business needs Excellent written and verbal communication skills across all levels of the organization Ability to make sound judgements and decisions Analytical with the flexibility to balance multiple projects simultaneously High level of confidentiality Bilingual (fluent) in English and Spanish is a plus Technology: Proficient in Microsoft Office Ability to learn specific job-related software upon hire Additional Requirements: Must be able to work in the Des Moines, IA office - upon successful training, the ability to work a hybrid schedule will be available Willingness to travel to construction project sites periodically What We Offer: Competitive Pay Rewarding Bonus Program Comprehensive Benefits Package with Tax-Advantaged HSA and FSA offerings Employer-Paid Short- and Long-Term Disability Programs Employer-Paid Life Insurance Generous Paid Time Off Provisions 401K Retirement Savings Plan with Company Match Tuition Reimbursement Fully Paid Parental Leave Voluntary Products Including: Critical Illness Insurance and Accident Insurance Corporate Wellness Program with Wellness Time Off and Rewards Visa sponsorship is not available for this position at this time. The Company does not accept unsolicited resumes from search firms or agencies. Any resume submitted to any employee of the Company without a prior written search agreement will be considered unsolicited and the property of the Company. Please, no phone calls or emails. The Weitz Company, LLC (and its U.S.-based subsidiaries and affiliates) recognizes the value of and is committed to hiring and retaining a diverse and inclusive workforce. We are an Equal Opportunity Employer and follow applicable affirmative action guidelines and policies. All qualified applicants will receive consideration for employment (including minorities, females, veterans, and individuals with disabilities, regardless of sexual orientation, gender identity, or other protected categories in accordance with applicable state and federal laws). The Company is a drug and alcohol-free workplace and background checks are required if applicable. Click here to review our Privacy Notice. #LI-KD1

Join Van Beek Natural Science as a Human Resources Manager! Van Beek Natural Science is a science-driven, mission-led company committed to delivering effective animal health solutions while cultivating operational excellence across all departments. As our company grows, we are seeking an experienced, systems-minded Human Resources Manager to lead HR operations with a focus on compliance, structure, and alignment with business goals. Position Summary: The Human Resources Manager will oversee core HR operations and support HR strategies across departments. This role is responsible for maintaining HR initiatives, managing compliance programs, serving as a partner to leadership, and supporting organizational performance and continuity. The ideal candidate will be process-driven, disciplined in execution, and capable of building scalable frameworks for company-wide HR effectiveness. Key Responsibilities: • Develop, maintain, and enforce HR policies, SOPs, and compliance documentation in line with federal and state labor laws • Provide structural and policy support to department heads and leadership teams for workforce planning and position control • Manage annual performance management processes including goal-setting, performance documentation, and manager coaching • Design and monitor employee development tracking tools; support departmental accountability for growth and performance metrics • Audit payroll processing accuracy, provide payroll back up; work cross-functionally with accounting and Payroll to ensure timelines and tax/reporting integrity • Partner with HR generalists to oversee recruiting efforts. Develops job descriptions, hiring process workflows, offer documentation, and new hire orientation plans • Oversee the employee engagement calendar, ensuring alignment of recognition programs, milestone tracking, and communication protocols. Lead engagement surveys tied to organizational goals • Monitor and audit employee record-keeping, HRIS data integrity, compliance deadlines, and documentation workflows • Track and report on key HR metrics including turnover, recruiting cycle time, absenteeism trends, and training participation • Support benefits coordination, including open enrollment, vendor liaison activities, and employee education materials • Act as a policy liaison and investigative lead on internal policy violations, providing documentation and support as needed Qualifications: • Bachelor's degree in Human Resources, Business Administration, or a related field • 3+ years of progressive HR experience, including policy management and department-level leadership • Working knowledge of employment law, HR compliance practices, and payroll processes • Experience managing performance management systems, engagement tools, and recruiting support • Proficiency in HRIS platforms, digital documentation, and Microsoft Office Suite • Strong communication, planning, and execution skills • Proven ability to support leadership and guide operational alignment without being the primary employee-facing role Certifications: • SHRM-CP or PHR certification Compensation & Benefits: • Salary Range: $65,000 - $85,000+ depending on certification and experience • 401(k) with employer match • Comprehensive medical, dental, and vision coverage • Paid vacation, sick time, and company holidays • Certification reimbursement and professional development support • High-impact work in a collaborative, purpose-driven environment How to Apply: Submit your resume and a cover letter outlining your experience supporting organizational HR systems, compliance frameworks, and performance infrastructure. Candidates with strong documentation, audit, and leadership support experience will be prioritized. About Us: Van Beek Natural Science is a family-owned company dedicated to providing high-quality natural animal supplements. With over 30 years of experience in the industry, we are committed to creating products that promote the health and well-being of animals. Our team is passionate about animals and dedicated to making a positive impact in the lives of pets and livestock. Join us in our mission to provide natural solutions for animal health and wellness.

Manages the human resources function for the Monticello plant. Handles all personnel and employee relations issues in accordance with company policy. Integrates HR processes with Polo Corporate and other locations. ESSENTIAL FUNCTIONS (Primary accountability for specific functions and results) 1. Serves as a positive role model consistent with Polo's corporate culture at all times. 2. Provides advice and counsel to associates at all levels regarding policies, procedures, and benefits. 3. Administers all HR functions in accordance with the Associate Handbook provided by Topeka HR. 4. Supervises and develops HR associates. 5. Maintains employment resumes, applications, and applicant flow log. Places job orders with local job service and classified advertisements 6. Maintains associate personnel files in line with company policies and government regulations, which includes all wages, transfers, promotions, training, and medical history. 7. Schedules interviews for open positions, checks qualifications, references and tests, coordinates hiring, employee orientation, and onboarding. 8. Conducts employee information meetings such as enrollment, Wellbeing, etc. 9. Assists plant supervision with discipline or termination of associates. 10. Verifies unemployment insurance claims and applies for appeals when necessary, 11. Ensures new associates are properly processed by staff in accordance with HR system needs. 12. Monitors expenses and supports HR budget management. 13. Oversees staff processing of weekly payroll hours. 14. Gauges and responds to associate engagement and monitors turnover. Works with plant management to implement changes when necessary. 15. Provides information and feedback to the corporate office for anniversary awards, safety incentives, etc. 16. Reports and manages workers compensation claims and maintains safety files. Logs OSHA 300 and 300A form. 17. Assures that monthly performance appraisals are completed and approved. 18. Monitors attendance policy and reports to Department Managers. 19. Updates, adjusts, and provides new position descriptions when necessary. 20. Oversees pay for performance philosophy while reviewing pay increases with Plant Manager, Production Managers, Supervisors and enters increases into HR system. 21. Applies for and ensures that state funding for training is submitted when completed. 22. Trains managers and supervisors on HR procedures and applicable local, state, federal employment law. ADDITIONAL RESPONSIBILITIES (Not essential & could be performed by others, if necessary) 1. Other duties as assigned. 2. Organizes meetings, seminars and in-house training. 3. Assists out-of-town visitors and customers. DIMENSIONS OF AUTHORITY Positions that report to this position: Human Resources Assistant Limits of authority to change subordinates' salaries, job assignments, operating policies, etc.: Assists plant manager with developing recommendations for hourly wages. Limits of capital expenditure authority: Maintains plant portion of HR budget and monitors specific HR expenditures. Other limits to authority: N/A POSITION REQUIREMENTS To perform at a proficient level and to be fully qualified, a person would be expected to have: Education: (minimum required) College degree in Business Administration or Human Resources related field required. Experience: (minimum required) Minimum of five (5) years' experience in Human Resources in a manufacturing company or related business preferred. Licenses/Certifications: (minimum required) Society for Human Resources Management Certified Professional or Senior Certified Professional preferred. Knowledge/Skills/Abilities (minimum required): 1. Ability to maintain the highly confidential nature of Human Resource information. 2. Communicates with associates and other business contacts in a courteous and professional manner. 3. Ability to prioritize work, meet deadlines and perform accurately and efficiently. 4. Ability to convey a positive and professional image to applicants and associates. 5. Proficient in Microsoft Office, Word, Excel, PowerPoint and Outlook. 6. Efficient in using an HR system, timekeeping, intranet, reporting and other systems. 7. Working knowledge of office procedures and files. 8. Good organizational skills. 9. Familiarity with applicable state and federal programs. 10. Leadership, effective teamwork, and collaboration skills. 11. Strong verbal and written communication. 12. Follows oral and written communication. 13. Demonstrated analytical skills to make informed decisions. Physical Requirements: Close visual work on the computer for long periods of time. Ability to read, write and communicate 100% of the time via telephone, e-mail or in person to internal and external customers. Moves frequently about the facility walking, bending, climbing, and reaching. Able to remain in a stationary position standing or sitting 50% of the time. Occasionally lifts/and or carries objects about the facility up to 35 lbs. or with the proper equipment. Work Environment: Usually in a typical office setting; when in plant environment, could be exposed to noise, fumes and variation in temperature. Limitations and Disclaimer The above is meant to describe the general nature and level of working being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modifications to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an “at-will” basis.

As an HR Business Partner or Senior HR Business Partner, you'll partner with leaders to align talent, culture, and organizational needs in an agile, team-based environment. You'll provide guidance in employee relations, performance, compensation, workforce planning, and organizational effectiveness to help teams thrive and deliver results. You'll collaborate with Recruiting, OD, Compensation, and Benefits to deliver seamless, strategic HR support, helping leaders and employees succeed. Responsibilities * Partner with leaders to translate business priorities into actionable people plans. * Lead complex employee relations matters (investigations, conflict resolution, performance concerns, discipline) in a fair, consistent, and legally compliant manner. * Counsel leaders concerning complex employee performance issues, including advising on employee coaching, performance improvement plans, corrective actions, and terminations. * Support culture, engagement, and succession planning initiatives. * Collaborate with Compensation and HR leadership to ensure competitive, equitable pay decisions within established frameworks and market data. * Partner with Benefits to ensure leaders and team members understand available programs and assist with FMLA requests. * Work with OD to align roles, team structures, and organizational effectiveness. * Ensure HR compliance and support ADA accommodations, audits, and policies. Qualifications HR Business Partner: 3-7+ years HR experience; PHR/SHRM-CP preferred. Senior HR Business Partner: 7-10+ years HR experience; SPHR/SHRM-SCP preferred; * Bachelor's degree in Human Resources, Business Administration, or a related field preferred but not required. * Strong communication, consulting, and relationship-building skills. * Knowledge of employment law, HR best practices, and agile/matrixed environments. * Experience working in matrixed or agile organizations. Location: Sioux Center, IA; Sioux Falls, SD; or Omaha, NE Hybrid opportunities may be available depending on business needs. Travel: Up to 25% travel may be required to meet with leaders or visit job sites.

JELD-WEN is currently seeking an HR Manager to join our growing team. THE ROLE The Human Resources Manager (HRM) will be a strategic thought partner to the Grinnell, IA manufacturing site leadership team. This position plays a pivotal role in driving HR initiatives and aligning HR strategies with the business goals and being bilingual in Spanish is required. This includes the ability to balance the day-to-day activities required in human resources for the approx. 350 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. The ideal candidate has a continuous improvement mindset to continually analyze ways to improve culture, employee engagement, retention and skill development (for both employees and management) while supporting Jeld-Wen values and focus on Safety, Quality and Delivery. This leader will also focus on defining standards for how HR-related fundamentals are applied across the site and function. Principle Duties and Responsibilities * Acts as a strategic advisor to site leadership on all HR-related matters. * Partner with business leaders, HR Business Partners, and Centers of Excellence to strategically implement initiatives to drive business strategy and improve organizational capability. * Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline. * Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) as well as help management transition through our HR transformation into a Shared Services model. * Partners with key stakeholders to drive regular HR processes including annual salary planning, performance reviews, talent development, investigations, and succession planning. * Acts as a trusted advisor to all ~350 employees and management at the site. Conducts regular roundtables in partnership with plant leadership, identifies key trends to improve working relationships, build morale and increase productivity and retention. * Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives. * Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization. * Participate and/or lead projects and special initiatives within and outside the HR function as assigned. * Develops direct reports via stretch assignments and coaching to help grow skillsets. Knowledge, Skills, Abilities * Progressive experience as a strategic HR business partner. * Comfortable with complexity, ambiguity, and the ability to managing change while also leading others through change. * Experience in transforming the HR function or working in an HR Shared Services model is beneficial, but not required. * Demonstrated experience driving HR strategy in the following areas: performance management, employee engagement and retention, staffing, compensation, diversity/inclusion, leadership coaching and development and succession planning. * Developing HR goals and priorities that align to business priorities and supporting leaders to ensure business success. Partnering with leaders to hold their employees / teams accountable. * Proficient in technology and comfortable with data analysis. * Experience working in a large matrix organization is preferred. * Ability to understand and think strategically while managing and delivering on short-term goals. * Strong communication skills both verbal and written, and the ability to work across the organization and interact/influence/negotiate effectively at all levels. * Must have the ability to maintain the highest degree of integrity and confidentiality. Qualifications: * Bachelor's degree in human resources or related field. Master's degree or MBA preferred. * Recommend 5+ years of applicable experience in a large manufacturing facility, preferably with 3+ years partnering with the plant and other senior leaders. * Bilingual in Spanish is required. * Experience with lean manufacturing concepts, Six Sigma certification, SQDCI, etc. preferred. #LI-KC1 About JELD-WEN Holding, Inc. JELD-WEN Holding, Inc. (NYSE: JELD) is a leading global designer, manufacturer and distributor of high-performance interior and exterior doors, windows and related building products serving the new construction and repair and remodeling sectors. Based in Charlotte, North Carolina, the company operates across North America and Europe. Our associates are dedicated to bringing beauty and security to the spaces that touch our lives through our market-leading product brands across the world. The JELD-WEN family of brands includes JELD-WEN worldwide, LaCantina and VPI in North America, and Swedoor and DANA in Europe. For more information, visit corporate.JELD-WEN.com or follow LinkedIn. JELD-WEN has been named by Forbes as one of 'America's Best Employers' and by Newsweek as one of the 'World's Most Trustworthy Companies'. What We Offer Investing in People is one of our Core Values, we strive to attract & retain great people! As such, JELD-WEN offers competitive compensation & benefits packages. As a global organization, specific benefits may vary, however typically including medical & dental, generous leave policies, retirement program, etc. JELD-WEN is an equal employment opportunity employer and does not tolerate discrimination, harassment, and/or retaliation based on individuals' physical traits, beliefs, and/or other characteristics that are protected under applicable laws. JELD-WEN does not accept unsolicited resumes from headhunters, recruitment agencies, or fee-based recruitment services.

Job DescriptionDescription: What You'll Be Doing The Human Resources Business Partner (HRBP) serves as a strategic advisor and collaborative partner to leaders and team members across Bank Iowa. This role is instrumental in aligning people strategies with business goals, fostering a people-centered culture, and driving engagement, performance, and compliance. The HRBP delivers high-quality service and guidance across key HR functions including employee relations, performance management, recruitment, onboarding, development, and change management. Partners with leaders to develop and execute people strategies aligned with Bank Iowa's goals and values. Provides day-to-day HR guidance and coaching to leaders on performance management, career development, and disciplinary actions. Assists Talent Management Specialist with recruitment process, including but not limited to requisition & candidate management in application tracking system, interviewing, preparing offer letters and communicating background check results. Identifies training and development needs and communicate them to the appropriate people leader and HR Director. Ensures compliance with employment laws, regulations, and internal policies. Leads and supports change initiatives with clear communication and optimism. The HR Business Partner is generally scheduled to work between the hours of 8:00 AM and 5:00 PM Monday through Friday, hours can be flexible depending on need. Requirements: Skills/Experience You'll Need Bachelor's degree in Human Resources, Business Administration, or related field; or equivalent experience. At least 2 years of professional human resources experience, preferably in a business partner role. PHR/SPHR certification preferred. Experience with all Microsoft Office Suite products, especially strong Excel skills. Strong knowledge in State (IA) and Federal employment laws and HR best practices. Proven ability to influence, coach, and build credibility with leaders at all levels. Excellent communication skills, specifically small and large group presentation; problem-solving, and interpersonal skills. What you'll love about us Our team members love working here, and the prevailing reason is this: our people. In addition to the great team you will be a part of, here are some of the other reasons why our team members love working here: A competitive financial package we want you to bring your best so in addition to your compensation, every team member receives a bonus opportunity, a generous 401k match, and discretionary profit sharing. Robust benefits and wellness - we are proud to offer health, dental and vision insurance as well as a wellness program designed to help drive down your premiums for benefits-eligible team members. Our wellness initiatives promote positive change and allow our team members to think big. Blending work and life - As a people-centered organization, each team member is provided a generous PTO bank. Bank Iowa team members receive 11 paid observed holidays, 100% paid parental leave, an opportunity for sabbatical leave, generous bereavement, and an employee assistance program designed to support team members throughout various stages in their lives. Continued learning opportunities - Bank Iowa enables great things and supports team member development at every stage of your career. Our development approach focuses on your innate talents and developing those into areas of strengths. Learning experiences are available in formal & informal training settings, as well as, on-the-job training. Development programs are available in-person and online. Our tuition reimbursement program is available to support formal education programs. Community Involvement - Our team members are active members of their communities and people-centered. Bank Iowa aspires to be a center of influence in each of the 22 communities we are located in. In addition to company-sponsored volunteer opportunities, we offer paid volunteer time off (VTO), which allows team members to give their time to organizations they care about, without having to use PTO. Recognition - Bank Iowa is proud of our team members who “Live our Values”. Our peer nominated recognition program presented annually, recognizes and celebrates team members who exemplified our values from the past year. Our People-Centered Culture At Bank Iowa our purpose is to Empower People, Inspire Success and Foster Growth. Bank Iowa is one of the leading independent Ag banks and the second-largest family-owned bank in the state of Iowa. Our bank family consists of team members and clients throughout Iowa who we serve in our 22 communities. At Bank Iowa, we're proud to put people first, and we value our team members as much as our clients. We support team member development by focusing on their innate talents and developing those into areas of strength. We offer an environment where people care about each other like family. If you're looking for a career with colleagues who have the opportunity to bring their best, think big, and enable great things, Bank Iowa is the place for you. Bank Iowa is an equal opportunity employer with a passion for creating an inclusive environment where all people are truly welcomed, valued and respected - for all of who they are - regardless of differences. All applicants will be considered for employment without regard to age, race, color, sex, pregnancy, sexual orientation, gender identity, military service, national origin, religion, physical or mental disability, genetic information, or any other classifications protected by applicable federal, state or local laws.