Director of human resources jobs in Jacksonville, FL - 44 jobs

As a Human Resources Business Partner supporting our Jacksonville Manufacturing, you'll have the autonomy to drive all people initiatives - from shaping the efficient structure to crafting talent pipelines and executing bold people strategies. Your mission: Champion people development, revolutionize talent pipelines, optimize organizational efficiency, and lead dramatic change management efforts. This high-impact position is laser-focused on driving cultural transformation to crush goals related to people, cost, and customer service. You'll support approximately 200 employees covering 7 Manufacturing lines including dipping cups of sauces, jellies, syrups for our away from home business. Key Responsibilities: Unleash Your Impact Process Mastery: Own and implement critical HR processes: strategic workforce planning, compensation command, organizational effectiveness, relentless process improvement, staffing partnership, and dynamic development opportunities. Talent Architect: Be the force behind talent development; engage with the business to drive audacious staffing plans and proactively manage talent moves like a boss. Culture Catalyst: Embody and amplify Kraft Heinz's mission, values, and initiatives, acting as the ultimate change champion for the facility. Engagement Dynamo: Forge powerful relationships with employees, passionately advocating for their enrichment, engagement, and fierce development. Compliance Guardian: Champion the flawless application of HR systems, policies, and programs, ensuring ironclad compliance with federal and state employment laws. Analytics Guru: Leverage data and analytics to inform brilliant business and talent decisions that move the needle. Lead KPI goal achievement. Strategic Visionary: Evaluate complex business challenges and engineer game-changing solutions. TPM Powerhouse: Lead the People pillar of Total Productive Management (TPM), driving excellence and continuous improvement. Minimum Requirements: 5 Years of Experience as a Human Resources Business Partner supporting employees within a manufacturing, distribution, retail, or hospitality environment. Strong eye for business, project management, and technical proficiency in workplace technology and systems (eg. Workday, Kronos, MS Office Suite, etc) Ability to communicate effectively with senior leadership and other key customers influencing through data and insights Excellent organization and time management skills in a fast-paced environment Strong analytical and problem-solving skills, leading change through others. Adaptability - Maintaining effectiveness in the face of changing priorities and tasks, ability to manage multiple assignments. Nice to Have: Bilingual in Spanish is a Plus Passion for internal career growth opportunities (including availability to relocate in the future) Our Total Rewards philosophy is to provide a meaningful and flexible spectrum of programs that equitably support our diverse workforce and their families and complement Kraft Heinz' strategy and values. New Hire Base Salary Range: $104,200.00 - $130,200.00 Bonus: This position is eligible for a performance-based bonus as provided by the plan terms and governing documents. The compensation offered will take into account internal equity and may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors Benefits: Coverage for employees (and their eligible dependents) through affordable access to healthcare, protection, and saving for the future, we offer plans tailored to meet you and your family's needs. Coverage for benefits will be in accordance with the terms and conditions of the applicable plans and associated governing plan documents. Wellbeing: We offer events, resources, and learning opportunities that inspire a physical, social, emotional, and financial well-being lifestyle for our employees and their families. You'll be able to participate in a variety of benefits and wellbeing programs that may vary by role, country, region, union status, and other employment status factors, for example: Physical - Medical, Prescription Drug, Dental, Vision, Screenings/Assessments Social - Paid Time Off, Company Holidays, Leave of Absence, Flexible Work Arrangements, Recognition, Training Emotional - Employee Assistance Program , Wellbeing Programs, Family Support Programs Financial - 401k, Life, Accidental Death & Dismemberment, Disability Location(s) HPC - Jacksonville Factory Kraft Heinz is an Equal Opportunity Employer - Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes. In order to ensure reasonable accommodation for protected individuals, applicants that require accommodation in the job application process may contact *********************** for assistance.

The HR Business Partner is a core member of the St Augustine plant team, providing support and guidance to plant managers and employees. The Business Partner provides support in many different areas, including recruitment and workforce management strategies; benefits; employee relations; and employee onboarding, development, and retention. This position partners with leaders and collaborates with other human resources professionals offering specialized business knowledge, guidance, analyzing metrics, and resolving employee relations issues. The HRBP works to align HR practices and support with business goals. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. ESSENTIAL JOB FUNCTIONS Consults with line management, providing HR guidance when appropriate. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Manages full-cycle recruitment for the plant, including candidate screening, sourcing, and scheduling; tracks metrics, identifies opportunities; makes recommendations for process improvements. Participates in external recruitment activities/job fairs. Coordinates interviews with department leaders and interview team members. May identify the need to engage with external employee agencies. Supports the development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Provides HR policy guidance and interpretation. Responsible for conducting new hire orientation, to include new hire documentation and education on company policies and practices. Responsible for I-9 Form compliance. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Partners with HR Manager to analyze trends to develop solutions, programs, and policies. Provides site metrics and reporting as required. Provides guidance and input on workforce planning and succession planning. Partners with HR Manager to resolve complex employee relations issues. Conducts effective, thorough, and objective investigations and provides resolutions. Identifies training needs for sites and individual coaching needs. Provides coaching and feedback to employees and leaders where appropriate. Partners with EHS to successfully manage the workers' compensation program. Responds to routine inquiries on benefits, paychecks, and other payroll related matters. Maintains databases and electronic copies of employee records related to payroll, timekeeping, benefits, medical records, terminations, etc. Responsible for processing separations of employment. Other duties as required in support of the department and the company SUPERVISOR RESPONSIBILITIES This position does not have any direct supervisory responsibilities but does serve as a coach and mentor for other employees. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Bachelor's degree in human resources, labor relations, business, or other related field or five (5) years of related experience resolving complex employee relations issues, working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, and performance management. Thorough knowledge of federal and state labor and employment laws. CERTIFICATES, LICENSES, REGISTRATIONS SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential a strong plus. LANGUAGE SKILLS Ability to read, write, speak, and understand English. Proficient written and verbal communication skills. JOB SKILLS Proficient with Microsoft Office Suite (Word, Excel, PowerPoint, Teams, Outlook). Excellent interpersonal and customer service skills. Excellent time management skills with a proven ability to meet deadlines. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to convey a positive and professional image to employees and external contacts. Ability to demonstrate an understanding of key business and mathematical concepts. Ability to lead the application of Amphenol-CIT policy, procedure and within client groups and contacts. Ability to speak effectively in front of groups of managers and employees, and influence stakeholders. Ability to maintain the highly confidential nature of human resources. Ability to work evenings and weekends as the need arises. PHYSICAL DEMANDS While performing the duties of this job, the employee must be able to be stationary for prolonged periods working on a computer. The employee is regularly required to use hands to finger, handle or feel, and talk or hear. The employee frequently is required to reach with hands and arms. The employee is required to stand and walk. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. This is an air-conditioned facility with many pieces of equipment that produce heat. The following are potential items encountered: fumes, dust, noise, hazardous/toxic chemicals, moderate noise level. Appropriate training is provided and documented based on job placement that complies with OSHA and EPA regulations. ENVIRONMENTAL POLICY Amphenol-CIT is dedicated to identifying and reducing the environmental impact of its operations, activities, and products. It is our commitment to comply with all applicable laws and other regulatory requirements concerning the environment. We are committed to preventing pollution and continually improving our environmental performance in all our global operations. This will be achieved through a comprehensive Environmental Management System that provides the framework for setting and reviewing environmental objectives and targets of Amphenol-CIT. PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS • ASTM F-2412-2005, ANSI Z41-1999, or ANSI Z41-1991 rated safety toe shoes in specific areas. • Clear ANSI Z87.1 safety-rated glasses in specific areas. • Hearing protection, in specific locations. • Ability to compile with JSA in specific areas. EXPORT COMPLIANCE DISCLAIMER This position includes access or potential access to ITAR and/or EAR technical data. Therefore, candidates will need to qualify as a US Person which is defined as a US Citizen, or a Permanent Resident (Green Card Holder). TRAVEL Up to 10% travel to other sites; travel may be sporadic. Occasionally required to attend job fairs, trade shows, off-site training, and personal development events.

This position requires ability to obtain and maintain a DoD Secret clearance with an Interim Secret clearance obtained prior to start; U.S. citizenship is required. Why Join the FBM Program? • Directly support the Navy's strategic deterrence mission and safeguard our nation and allies. • Work with cutting edge missile technology on a program that blends a proud heritage with an ambitious future roadmap. • Lead a high impact, site wide human capital function that shapes the workforce that drives this critical capability. The Navy Strategic Programs portfolio is expanding rapidly, and the Fleet Ballistic Missile (FBM) program needs a senior, site level leader who can fuse HR and labor relations into a single, cohesive strategy. Reporting to the FBM Mission Operations HR Manager and partnering with the Resident Director and Deputy Resident Director, and labor relations COE, you will be the primary champion of Lockheed Martin's culture and values at Strategic Weapons Facility Atlantic (SWFLANT). Responsibilities include: • Operational Partnership & Change Leadership - Work hand‑in‑hand with the Resident Director, Deputy Resident Director, and senior managers, and labor relations COE, acting as a trusted advisor to embed HR and Labor Relations considerations into every major operational decision. By co‑creating plans, you will surface workforce impacts early, ensure solutions reflect Lockheed Martin's core values. When initiatives arise, you will lead change‑management efforts developing joint communications, establishing employee‑champion networks, and delivering targeted training to smooth adoption, minimize disruption and preserve productivity while reinforcing a culture of shared ownership, transparency and continuous improvement throughout the site and HR/LR functions. • Integrated HR Labor Relations partner- This role is the primarily responsible for day to day CBA compliance, grievance handling, arbitration preparation and collective‑bargaining negotiations for the union‑represented hourly workforce. In this role, you are responsible for ensuring our labor relations strategies tightly align with the facility's operational mission to keep business‑critical work on schedule while ensuring compliance under the CBA. In addition this role is responsible for maintaining a balanced partnership between production objectives and workforce entitlements that drive proactive labor management practices and accountability. • Strategic Workforce & Culture Stewardship - Champion Lockheed Martin's core values-Do What 's Right, Respect Others, Perform with Excellence-through engagement programs, safety first initiatives. Develop and maintain an HR analytics suite (turnover, absenteeism, labor cost forecasting, clearance metrics) to provide real time insight, quantify talent development ROI, and guide compensation and incentive strategy. • Site HR Leadership Liaison - Serve as the senior HR site lead at SWFLANT and the primary liaison to the FBM Mission Operations HR Manager at SWFPAC. Coordinate HR strategy, align resources, and deliver consistent, high-quality support including talent acquisition, employee relations, compensation, benefits, and compliance for both salaried and union represented staff while fostering professional growth and cross functional collaboration. In this hybrid HRBP/LRBP role you will be a strategic partner embedded in the heart of the nation's deterrence effort, directly influencing the site's ability to meet mission milestones, maintain a safe, compliant workplace, and sustain a motivated, high performing workforce that upholds the FBM program's legacy and future success. Basic Qualifications - Bachelor's degree in Human Resources, Business Administration, Industrial Organizational Psychology, or a closely related field. - Minimum 5 years of progressive HR experience, including at least 2 years of direct labor relations experience. - Excellent verbal and written communication; adept at presenting to senior executives and union leadership. - Proven ability to partner with senior leaders and serve as a trusted advisor on HR and LR matters. - Experience developing and using HR metrics/analytics to inform business decisions. - Willingness to travel occasionally and work extended hours during peak periods or critical events. - Ability to obtain and maintain a DoD Secret clearance with an Interim Secret clearance obtained prior to start; U.S. citizenship is required. Desired skills - Master's degree in Human Resources, Business Administration, Organizational Development, or a related discipline. - Proven ability to partner with senior leaders, influence decisions, and drive cultural change across a complex organization. - HR certifications such as SHRM CP/SHRM SP, PHR/SPHR, or labor relations credentials - Demonstrated expertise in collective bargaining agreement (CBA) administration, grievance handling, arbitration preparation, and contract negotiations. - Strong working knowledge of federal, state, and local labor laws, safety regulations, and government contract compliance requirements. - Prior experience working in a defense, aerospace, or other DoD contract environment, especially with Navy or other military programs. - Direct experience managing a workforce that requires DoD Secret or Top Secret clearances, including coordination with Security & Clearance offices. - Advanced skills with analytics tools (e.g., Power BI, Tableau, HRIS reporting) to build dashboards on turnover, absenteeism, labor cost forecasting, and clearance metrics. Lockheed Martin is an equal opportunity employer. Qualified candidates will be considered without regard to legally protected characteristics. The application window will close in 90 days; applicants are encouraged to apply within 5 - 30 days of the requisition posting date in order to receive optimal consideration. * At Lockheed Martin, we use our passion for purposeful innovation to help keep people safe and solve the world's most complex challenges. Our people are some of the greatest minds in the industry and truly make Lockheed Martin a great place to work. With our employees as our priority, we provide diverse career opportunities designed to propel, develop, and boost agility. Our flexible schedules, competitive pay, and comprehensive benefits enable our employees to live a healthy, fulfilling life at and outside of work. We place an emphasis on empowering our employees by fostering an inclusive environment built upon integrity and corporate responsibility. If this sounds like a culture you connect with, you're invited to apply for this role. Or, if you are unsure whether your experience aligns with the requirements of this position, we encourage you to search on Lockheed Martin Jobs, and apply for roles that align with your qualifications. Other Important Information By applying to this job, you are expressing interest in this position and could be considered for other career opportunities where similar skills and requirements have been identified as a match. Should this match be identified you may be contacted for this and future openings. Ability to work remotely Onsite Full-time: The work associated with this position will be performed onsite at a designated Lockheed Martin facility. Work Schedule Information Lockheed Martin supports a variety of alternate work schedules that provide additional flexibility to our employees. Schedules range from standard 40 hours over a five day work week while others may be condensed. These condensed schedules provide employees with additional time away from the office and are in addition to our Paid Time off benefits. Security Clearance Information This position requires a government security clearance, you must be a US Citizen for consideration. Pay Rate: The annual base salary range for this position in California, Massachusetts, and New York (excluding most major metropolitan areas), Colorado, Hawaii, Illinois, Maryland, Minnesota, New Jersey, Vermont, Washington or Washington DC is $95,000 - $167,440. For states not referenced above, the salary range for this position will reflect the candidate's final work location. Please note that the salary information is a general guideline only. Lockheed Martin considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/ training, key skills as well as market and business considerations when extending an offer. Benefits offered: Medical, Dental, Vision, Life Insurance, Short-Term Disability, Long-Term Disability, 401(k) match, Flexible Spending Accounts, EAP, Education Assistance, Parental Leave, Paid time off, and Holidays. (Washington state applicants only) Non-represented full-time employees: accrue at least 10 hours per month of Paid Time Off (PTO) to be used for incidental absences and other reasons; receive at least 90 hours for holidays. Represented full time employees accrue 6.67 hours of Vacation per month; accrue up to 52 hours of sick leave annually; receive at least 96 hours for holidays. PTO, Vacation, sick leave, and holiday hours are prorated based on start date during the calendar year. This position is incentive plan eligible. Pay Rate: The annual base salary range for this position in most major metropolitan areas in California, Massachusetts, and New York is $109,200 - $189,290. For states not referenced above, the salary range for this position will reflect the candidate's final work location. Please note that the salary information is a general guideline only. Lockheed Martin considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/ training, key skills as well as market and business considerations when extending an offer. Benefits offered: Medical, Dental, Vision, Life Insurance, Short-Term Disability, Long-Term Disability, 401(k) match, Flexible Spending Accounts, EAP, Education Assistance, Parental Leave, Paid time off, and Holidays. This position is incentive plan eligible.

(Remote Role- Must be within a 2-3 Hour distance from Jacksonville, FL, CTI's HQ) At the direction of or with the assistance of the Human Resources Director, the Assistant Director of Human Resources will be responsible for developing and maintaining a dynamic and cohesive workforce with high-performing and highly motivated staff at every position. Additionally, the Assistant Director of Human Resources will help design, plan, and implement human resources programs and policies including staffing, compensation, benefits, employee relations, organizational training and development, and employee services that respond to business conditions and support attainment of CTI goals and objectives. Serves as a member of the Executive team. Tasks: (Remote Role- Must be within a 2-3 Hour distance from Jacksonville, FL, CTI's HQ) Motivate, train and lead the HR team to ensure intellectual capacity is optimized and business efficiency is ensured. Handle employee HR-related questions and helps to resolve work-related problems. Ensure organizational compliance with applicable human resource-related statutes and regulations as well as CTI internal policies and procedures. Design, develop, and administer compensation and benefits systems making recommendations for program revisions or additions as necessary to address changing business conditions and meet company goals. Serve on the Compensation Advisory Board. Assist Talent Acquisition team in designing, developing and administering recruitment strategies and systems within the organization. Maintain and keep current human resource records, including but not limited to personnel files of current and past CTI employees, benefits information, and payroll information, employee relations related situations, and compile statistical reports. Advise managers on HR-related policy matters such as harassment, discrimination and retaliation, etc. Investigate all internal or external complaints and make recommendations to senior management. Work with company attorney on an as needed basis. May represent the organization at all HR-related hearings and investigations. Create and manage HR budgets in accordance with internal procedures, ensuring best value and quality. Assist with the administration of the 401(k) Plan which includes (not all inclusive): enrollments or terminations from plan, internal, annual or IRS audits, and employee or company compliance notifications, and is a member of the 401(k) Investment Committee. Work with the Third-Party Administrator and 401(k) Financial Advisor. Ensure education programs are offered to employees quarterly working with the 401(k) Financial Advisor. Contribute to the development of and accomplishment of the organization-wide business plans and objectives. Facilitate and manage organizational change in response to changing business conditions. Create, administer and oversee the Wellness initiatives for the company. Measure the effectiveness of all HR programs and recommend changes to ensure continuous improvement and responsiveness to business goals. Manage the benefits programs to include the day-day-to-day enrollment to termination of benefits through various insurance portals, open enrollment (includes research of creative plans/options/rates, contract renewals, programming Deltek, employee information sessions, submission of all elections to carriers), and work in partnership with the third-party benefits agents. Work with third party vendor to select the best business insurance plans for the company from various market options. Develop and facilitate management and leadership programs for CTI University. Monitor and submit applications for the annual and local award opportunities (i.e. Hire Vets, Top Workplaces in Jacksonville, Florida Trend Best Places to Work in Florida, Companies with Heart, and various wellness awards). Ensures all HR programs are in harmony with the Leading with Love values. Lead the CTI Teams (Legacy, Creative Crew) in planning and organizing employee events. May be required to participate in the emergency continued operations (COOP) plan, which may include evacuating to an alternate city/state. Other duties as assigned. Requirements (Remote Role- Must be within a 2-3 Hour distance from Jacksonville, FL, CTI's HQ) Travel: This position may require minimal travel. Security Clearance: Employee must undergo a favorable background check through local and national criminal databases and credit check. Education and Experience: A bachelor's degree in HR Management or similar, PHR/SPHR/CCP preferred; 5-10 years of experience in managing the Human Resources function in a hybrid (teleworking and onsite work environment) and working with multi-state employees. Experience working within a senior team required.

Who We Are At KLS Martin, we offer a unique opportunity to contribute to the success of a dynamic and thriving company whose products are used daily across the world to help surgical patients. The KLS Martin Group is a worldwide leader in creating surgical solutions for the craniomaxillofacial and cardiothoracic fields. Surgical innovation is our passion, and we are constantly working with surgeons to improve surgical care for their patients. Our product portfolio includes titanium and resorbable implants for reconstruction, innovative distraction devices to stimulate bone lengthening, over 4,000 surgical instruments, and other surgical products designed specifically for CMF and cardiothoracic surgeons. KLS Martin is an innovative leader in the treatment of CMF deformities and trauma cases. We use Individual Patient Solutions (IPS) by using our proprietary IPS products where CT scans are used to custom design implants that are created specifically for that individual patient. This technology allows our surgeons to provide the best-in-class treatment for their patients. KLS Martin Guiding Principles Established, Privately Held Business Group - Responsive to customers, not shareholders. KLS Martin has manufactured medical products since 1896, and we have sold our products in the United States under the KLS name since 1993. We have always been, and always will be, privately owned. Patient Focus - We design products with the patient in mind - CMF, Thoracic & Hand Product to Table - Integrated planning, design, manufacturing and distribution process Educational Partner - Our primary focus for support is on education Inventory Alliance - Inventory management is critical to patient treatment/outcome Surgical Innovation is Our Passion - More than just a tagline What We Offer We provide full-time employees with a competitive benefits package, including paid parental leave In-house training and professional development opportunities A culture of creativity and innovation by drawing on diverse perspectives and ideas to drive surgical innovation Job Summary The HR Business Partner serves as a strategic and operational partner to employees and leadership, delivering comprehensive HR support across the organization. This role provides consultative guidance on HR programs, policies, and employee relations while independently managing complex processes and initiatives throughout the employee lifecycle. The HRBP plays a key role in driving operational excellence, ensuring compliance, enhancing the employee experience, and maintaining the integrity of HR data and systems. This position is ideal for an experienced HR professional who demonstrates strong judgment, problem-solving skills, and the ability to influence outcomes in a dynamic, collaborative environment. Essential Functions, Duties, and responsibilities Serve as a primary and trusted HR advisor and first point of contact for employees and managers on HR policies, procedures, programs, and employee-related matters, providing accurate, timely, and consistent guidance aligned with business objectives. Lead and oversee onboarding and offboarding processes, ensuring a seamless employee experience, compliance with organizational standards, and effective coordination of orientation, system access, documentation, and exit interviews. Independently manage and advise on employee lifecycle activities, including job changes, promotions, transfers, performance actions, and terminations, partnering with leadership and HR management to ensure consistency and compliance. Ensure the integrity, accuracy, and governance of employee data across HRIS and personnel records; proactively identify and resolve data issues and support audits and reporting requirements. Design, coordinate, and support employee engagement and retention initiatives, partnering with leaders to drive action plans and improve organizational culture and employee experience. Analyze workforce data and HR metrics (e.g., turnover, engagement, headcount, performance trends) and provide insights and recommendations to HR leadership and business stakeholders. Lead and support performance management programs, including goal setting, coaching conversations, calibration, and annual review cycles; provide guidance to managers on performance improvement and development planning. Contribute to the development, interpretation, and implementation of HR policies and procedures, ensuring alignment with legal requirements, best practices, and organizational strategy. Conduct and support employee relations investigations, including fact-finding, documentation, recommendations, and follow-up actions, while maintaining confidentiality and minimizing organizational risk. Partner closely with payroll, benefits, and HR centers of excellence to ensure accurate processing of employee changes, leaves of absence, and benefit administration, resolving complex issues as needed. Serve as the HR liaison for assigned business units, fostering strong relationships with managers and leaders to proactively address workforce needs and challenges. Provide coaching and guidance to employees and managers on HR-related matters, employee relations, performance management, and policy interpretation, ensuring alignment with corporate goals, values, and compliance standards. Support change management initiatives, organizational transitions, and workforce planning efforts to enable business growth and operational effectiveness. Identify opportunities for continuous improvement in HR processes, systems, and service delivery, and lead or support implementation of enhancements. Model confidentiality, sound judgment, and ethical decision-making, serving as a role model for HR professionalism and organizational values. Qualifications Education and Experience Requirements Bachelor's degree in Human Resources, Business Administration, or a related field required. (An equivalent combination of education and experience may be considered.) 5-8 years of progressive Human Resources experience, with increasing responsibility across multiple HR functions. 3+ years in an HR Business Partner, HR Generalist, or similar consultative HR role supporting managers and leadership. Prior experience with HRIS systems and working knowledge of employment laws and HR best practices is a plus. Professional certification (e.g., SHRM-CP or PHR) is a plus but not required. Knowledge, Skills, and Abilities In-depth knowledge of human resources principles, practices, and programs, including employee relations, performance management, talent management, and employee engagement. Strong knowledge of federal, state, and local employment laws and regulations, including but not limited to FLSA, FMLA, ADA, EEO, and wage and hour requirements. Working knowledge of HRIS platforms, data governance, and HR reporting tools. Understanding of organizational development, workforce planning, and change management methodologies. Knowledge of best practices related to policy development, investigations, and risk mitigation. Familiarity with compensation, benefits administration, and payroll processes. Ability to manage multiple priorities, meet deadlines, and drive process improvements. Ability to assess risk, apply sound judgment, and recommend appropriate solutions in complex or sensitive situations. Experience supporting and leading workforce planning, engagement, retention, and organizational change initiatives. Excellent verbal and written communication skills, with the ability to deliver clear, professional, and confidential guidance. Proven ability to independently manage complex employee relations matters, including investigations, performance issues, corrective actions, and policy interpretation. Ability to lead initiatives and influence outcomes without direct authority. Ability to adapt to changing business needs and proactively support organizational objectives. Physical Requirements Sitting for extended periods Extended periods viewing computer screen Reading Speaking Hear/Listen Maintain regular, punctual attendance Repetitive Motions Writing Hazards Normal office environment All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. KLS Martin is a drug-free employer

The Human Resources Specialist is responsible for a variety of Human Resources tasks and projects that require daily interaction with both field and internal associates, as well as corporate management. This position specializes in the administration and compliance responsibilities surrounding employee records, HRIS system management, recruiting, on boarding and off boarding processes, materials, and activities. Responsibilities: Serves as internal Subject Matter Expert in the areas of company employee records, HRIS system administration and new hire and termination employment processes. Ensures correct input of associate data and information into the payroll system for new hires, employment and personal data changes, terminations, etc. Serves as the company primary Point of Contact with the payroll system provider. Works directly with the appropriate Paychex representative(s) to ensure timely implementation of system programming, as needed. Serve as primary Point of Contact for employee recruiting process, new hire onboarding and associated internal processes. Ensures company compliance with required employment documentation, validates the correct employment forms are appropriately activated, and the new hire employment processes are completed accurately and in a timely manner. Communicates with candidates to collect necessary application materials, determine candidate qualifications and cultural fit for open positions. Partners with Hiring Managers to select candidates for hire, confirm offer and acceptance, send new employment paperwork instructions, ensure accurate and timely completion, and verify/process new hire I-9s. Administers company pre-employment background and drug screening processes. Communicates effectively and promptly with Paychex candidates and associates to validate and confirm documentation as required. Collects and files all approvals and documentation for associate salary and pay change requests. Work closely with Paychex staff to regularly validate and reconcile relevant associate data, including pay and status changes, work location, new services, salary withholdings and other pay deductions, FLSA status, title, home address, etc. Develops and produces in-person, email, text, and phone communication with employees to ensure appropriate documentation and materials are completed and submitted in a timely manner. Remains current on federal, state, and local employment-related laws, conducts policy and/or location - specific research as needed, and ensures company is consistent and compliant in its management and enforcement of employee records administration, and new hire documentation and procedures. Consistently looks for opportunities and drives improvements in HR processes and internal customer service. Develops and maintains a solid working knowledge of the HRIS systems. Demonstrates the ability to input and retrieve data and generate reports. Assists with annual reporting and other required documentation and submissions for EEO-1, etc. Takes an active role in the development and documentation of HR processes, procedural documents, and applicable company policies. Work Environment: Environment: Typical office environment. Supervision Received: Works under general supervision. Travel: Minimal. Interpersonal Interaction: Frequent and extensive viewing of computer screens. Frequent in-person, electronic and phone interactions.

Our client is seeking a Finance & HR Manager to lead financial operations, reporting, forecasting, and HR administration. This role partners directly with the CEO and plays a key role in scaling financial systems, improving cash flow, and supporting strategic decision-making across multiple entities. Responsibilities: Own financial reporting, month-end close, budgeting, and forecasting Manage cash flow, working capital, and vendor terms Coordinate tax filings and work with external CPAs and auditors Build financial models and provide executive-level insights Oversee payroll, benefits, and 401(k) administration (Gusto) Improve and document financial processes and internal controls Qualifications: 5+ years in senior finance or accounting roles Strong GAAP knowledge and advanced Excel skills QuickBooks or ERP experience Multi-entity and growth-stage experience preferred CPA, CMA, or MBA a plus

Talent Acquisition Director ***This position is required to be located at our US East Office in Jacksonville, FL.*** Who are we? RF-SMART is a global software company that specializes in mobile inventory solutions for manufacturing, distribution, retail, eCommerce and healthcare companies around the world. What drives us is our mission of transforming our customers and changing lives. We set out to accomplish this day in and day out by living our simple, yet powerful values: Crazy For Our Customers - How are you behaving that delights and surprises our customers? Easy To Do Business With - Do others want to work with you? We Have Your Back - How are you helping others when they need it most? We Fire Bullets Before Cannonballs - What experiments are you running? Ever-Expanding Impact - How are you growing and influencing others? Who are you? You are a change-agent and innovator that is passionate about building a future forward talent acquisition organization. You are a results-oriented person, effective communicator, and someone who has a love for leading a team. You are a creative thinker and one that embraces a challenge. You have a desire to interact with other leaders to establish outside of the box solutions to help propel the growth of our organization by attracting and hiring phenomenal talent. Responsibilities: Develop RF-SMART's talent acquisition strategy to achieve business objectives through effective sourcing, screening, and selection Lead with strong project and change management expertise, engaging cross-functional teams in the design, delivery, and identification of appropriate resources Partner with Hiring Managers on the recruiting process and provide training and education on interviewing techniques, effective networking strategies, and other initiatives to cultivate a strong partnership between Hiring Managers and the Talent Acquisition Team Identify and monitor recruitment metrics to assess recruiting effectiveness and perform trend analysis Establish change management plans to facilitate faster adoption to changes in process, policies, and practices, including key stakeholder management and alignment Identify opportunities to increase efficiencies by leveraging technology, automation, analytics, and other available tools Research and cultivate new and innovative recruiting sources to increase applicant flow and develop a pipeline of talent Promote positive community relations and develop and maintain contacts to promote the RF-SMART brand Provide strategic and operational direction for Talent Acquisition Team Oversee workload and team initiatives, flexing and balancing activity to ensure SLAs are consistently reached Requirements: 10+ years of full lifecycle recruiting background with experience leading and developing talent acquisition teams, planning and implementing talent acquisition strategies, delivering a game-changing candidate and Hiring Manager experience 5+ years managing, developing a team in a high growth environment Bachelor's Degree in a Human Resources/Business-related discipline or equivalent work experience PHR/SHRM-CP designation is strongly encouraged Strong interpersonal, organizational, and critical thinking skills required Confidentiality and discretion in the performance of all duties and responsibilities Time management and time critical prioritization skills Ability to interface effectively with all levels of employees and managers Employer does not sponsor applicants for employment visa status (e.g. H-1B visa status). General Information: The above noted job description is not intended to be an exhaustive list of all duties and responsibilities that may be assigned but rather to give personnel a general sense of the responsibilities and expectations of the job. As the nature of business demands change so, too, may the essential functions of this specific position and/or the skills and abilities required. RF-SMART is an Equal Employment Opportunity (EEO) employer.

Seeking: ServiceNow Experience Design Consultant Who We Are: At Stridepath Consulting, we specialize in transforming employee experiences through ServiceNow's HR platforms. As a dedicated ServiceNow partner, we combine deep platform expertise with a sharp focus on delivering real value for our clients. What sets us apart isn't just what we do, but how we do it: our team lives by the values of T.H.I.S., Team First, Humble, Innovative, and Service-Oriented. We're building a world-class service organization that leads with heart, delivers with precision, and drives meaningful change at scale. We don't just aim to lead; we are the leader in ServiceNow HR solutions. What We're Looking For: We're seeking an Experience Design Consultant to design and deliver best-in-class ServiceNow employee experiences across the ServiceNow platform - primarily within HRSD, with potential expansion into Workforce Service Delivery (WSD) and Health and Safety Service Delivery. In this role, you will shape the look, feel, structure, and usability of ServiceNow Employee Center and Service Portal implementations. You'll define user journeys, structure content, optimize navigation, and serve as a trusted advisor on branding, content strategy, and human-centered design. This position blends design thinking, platform expertise, workshop leadership, and customer enablement. Responsibilities: Develop and lead discovery and design workshops, identify and record requirements, and guide the customer throughout the project lifecycle Facilitate discussions on design alternatives, tradeoffs, and risks Identify implementation and process design considerations to deliver the Customer's ideal employee experience while minimizing technical debt Translate requirements into user stories with clear acceptance criteria, testing and validating feature development to support the configuration team Lead project initiation activities with respect to ServiceNow Portals; develop and/or complete pre-work questionnaires, workshop agendas, and educational content for clients Deliver ‘Art of the Possible' demonstrations of the Employee Center Portal to support project initiation and/or pre-sales efforts Interpret and apply client brand guidelines where needed to produce a consistent experience for the end user. Build repeatable solutions, artifacts, assets, and demo instances using human-centered design principles Mentor team members on design thinking, UX fundamentals, and principles of design concepts Supports the Design Team Director in internal initiatives to improve skills, tools & processes Qualifications: 5+ years experience designing or configuring portals within ServiceNow ( Employee Center, Employee Center Pro, Service Portal, etc. ) 2+ years of experience managing knowledge bases, content strategy, or process documentation Willingness and ability to complete background check and drug testing to work on Federal, State, and Local agency projects Ability to translate client requirements into clear acceptance criteria Excellent written and verbal communication skills Strong meeting facilitation skills and comfort leading design discussions with executive stakeholders Problem-solving skills to determine solutions to user interface challenges Highly organized with exceptional attention to detail Ability to work in a fast-paced, dynamic design process under minimal supervision Familiarity with design/prototyping tools (e.g., Figma, Adobe XD) Understanding of accessibility standards and inclusive design principles Experience conducting or evaluating user research or usability testing Job Details: Location: Remote USA Travel: Up to 15% Annually What We Offer: Competitive Health Benefits 401(K) with a 3% contribution Home Office and Fitness Reimbursement Vacation and Volunteer time World-class co-workers with extensive ServiceNow experience Continuous learning culture Stridepath Consulting is an Equal Employment Opportunity Employer -race/ color/ religion/sex/ sexual orientation/ national origin/age/ disability/ gender identity/veteran status.

Job Description 15+ month contract with possible extensions. $64/hr no benefits Onsite and Must hold W2 HR Project Manager Develops and maintains procedures, methods, and techniques that will ensure consistent project management through project controls, project risk identification, escalation and mitigation, project definition, and project design. DUTIES & RESPONSIBILITIES Manages project goals, scope, project controls, project definition, and project design. Coordinates and leads teams in the various functions relating to the planning, review, and execution of projects using generally accepted principles and concepts of project management. Captures quality project requirements and scope changes based upon new or evolving requirements, using established PMO Scope change management processes. Consistently monitors progress to ensure projects are meeting requirements related to deliverables, cost, schedule, quality assurance, and customer satisfaction. Plans, budgets, monitors, and reports on projects using various project management methodologies. Measures project performance using appropriate project management tools. Performs risk management analysis to reduce project risks. Creates and maintains comprehensive project documentation. Communicates effectively to manage relationships between all project teams and stakeholders. Responsible for PMO-based policy and procedural documentation (i.e., SOPs) including all aspects of document and policy lifecycle management. Responsible for research and development, including researching and implementing best-in-class quality assurance tools, standards, methodologies, and processes. Stays abreast of and complies with local, state, and federal legal requirements by studying existing and new legislation. Provides leadership and example in meeting client safety and wellness goals. Performs other job-related duties as assigned. KNOWLEDGE, SKILLS, AND ABILITIES: Knowledge of: Project Management methodologies and best practices, policies, and guidelines. Process Improvement methodologies including DMAIC, Lean, and statistical analysis. Change Management best practices. HR Technologies. Utilization and integration of financial data, corporate scoreboard, and other key performance indicators to support process performance. Skill in: Managing projects from inception to completion. Strong team facilitation skills. Applying process improvement and/or innovation principles to improve or enhance the performance of operations and processes. Using required software including M365 (SharePoint, Teams, Power Apps/BI/Automate, Access, Visio, Excel, Word, PowerPoint, Outlook). Ability to: Assemble and manage project teams. Identify, mitigate, and solve potential risks related to projects. Prioritize tasks and manage time effectively to ensure deadlines are met. Manage project budgets and make informed decisions ensuring projects stay within budget. Understand and resolve external and internal customer issues. Handle conflict and foster collaborative resolutions. Understand, interpret, and apply company policies and procedures. Establish and maintain effective working relationships with stakeholders at all levels. Analyze difficult and complex issues to reach sound, logical, fact-based conclusions and recommendations. Effectively communicate ideas, expectations, and information to project teams and stakeholders. Effectively handle multiple, changing priorities. Operate standard office equipment and software applications. JOB REQUIREMENTS Education: Bachelor's degree in Business Administration, Engineering/Science, Human Resources, or related discipline AND Experience: Six (6) years of progressively responsible experience in project management OR An equivalent combination of education, experience, and/or training. License/Certifications/Registrations: Project Management certification is preferred. Agile Certification is preferred.

Job Title: HR Business Partner II is working from our Distribution Center located in Jacksonville, Florida About Sally Beauty Holdings, Inc. At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon quality products at a value price. Beauty Systems Group, branded as Cosmo Prof or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers. Essential Function The HR Business Partner (HRBP) position is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions and formulates partnerships across their Regional Team to deliver value-added service that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and SBHs financial position, its midrange plans, its culture and its competition. Primary Duties 40% People: Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams. Active on LinkedIn and all digital networking platforms and social networks, possesses a strong network of external candidates to fill positions when required. Assess Field Leaders abilities to determine talent opportunities and their impact on performance. Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers. Assessing development needs from a business perspective and taking ownership for addressing them. Develop and implement tools to drive talent development. Provides guidance and input on business unit restructures, workforce planning and succession planning. Aligning the strategy, structure and culture to maximize the drive for business. Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities. Ensures that the Store Managers engage and develop their teams. Develop and implement tools to drive talent development. Builds strong working relationships with all business partners. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Use insights from the organization to improve talent and business outcomes. Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations. Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building. 30% Brand: Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores. Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor. Develops disciplines that drive behavior so all brand standards are met. Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention. Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions). 15% Safety/Loss Prevention: Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed. Analyzes and utilizes all available reporting. Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides HR policy guidance and interpretation. 15% Operations: Drives the execution of all company processes through training, management, analysis and continuous improvement. Review staffing levels to leverage payroll and overtime. Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS). Analyze and share out reporting on turnover and retention, ER trends, other HR KPIs, and monitor completion of training, performance appraisals and other Thrive programs. Partner with Regional Team on business objectives. Participants in regional meetings and calls regularly. Travel with Regional Director and team frequently to identify strengths and opportunities of the regions execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities. Knowledge, Skills and Abilities Bachelors degree and relevant industry experience. SHRM-CP or SHRM-SCP Certification. Minimum of 8 to 10 years experience resolving complex employee relations issues. 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. Competencies / Attributes Talent Builder Drives all required activities in the talent development process; Interviews, Performance Appraisals, QPRs, and IDPs. Creates a diverse and inclusive team, actively encourages input from others and listens. Team Builder Driver of information sharing and collaboration. Actively demonstrates teamwork/collaboration within SBH. Builds and/or participates in effective teams and values the importance of having diverse thoughts and input from various sources. Can understand the successful outcomes when collaboration occurs. Effective Communicator Is emotionally astute when communicating and authentic to theiwn style/self; embraces EQ/Emotional Intelligence. Shares information in a timely manner, always encourages others to express their views and opinions to develop better outcomes. Results Driver Effective at driving and delivering plans, holds self and team accountable to a high standard to deliver objectives. Effective with time management, always focusing on the right priorities and uses resources wisely to drive the right result. Leads and motivates their team, adjusting strategies and plans where needed, demonstrates GRIT with a determination to succeed Problem Solver Decision Maker. Able to consume relevant data and information to understand business issues and makes recommendations and takes action. Considers the importance and impact of decisions against relevant factors including costs, risks, volume of work and impact on the field leasers and stores. Working Conditions /Physical Requirements Ability to travel 50% or greater. Attend national and regional meetings as necessary. The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated. The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work.

About IEM Industrial Electric Mfg. (IEM) is the largest independent full-line manufacturer of custom power distribution systems in North America. Founded more than 75 years ago in Fremont, California, IEM grew alongside Silicon Valley and today operates over 1.7 million square feet of manufacturing capacity. With $1B+ in annual sales and 10,000+ commissioned projects across technology, data centers, commercial, energy, utilities, healthcare, industrial, and infrastructure markets, IEM continues to deliver exceptional product quality, dependable service, and the flexibility to meet complex technical requirements at scale. POSITION SUMMARY The Human Resources Supervisor is responsible for managing the day-to-day HR operations of their assigned plant. This role supports and partners with plant leadership to implement HR policies, programs, and initiatives in alignment with company objectives and compliance requirements. The HR Supervisor provides guidance on employee relations, staffing, performance management, and compliance with employment laws and regulations. This position reports directly to the Senior Human Resources Manager. Duties include employee relations, handling employee inquiries, and supporting HR Shared Services, benefits administration, onboarding, orientation, employment authorization management, and compliance. ESSENTIAL FUNCTIONS: Oversee daily HR functions and operations at the plant level, ensuring consistent application of company policies and procedures. Partner with plant leadership to support workforce planning, employee engagement, and talent development initiatives. Provide coaching and support to managers and employees on HR-related matters including performance management, conflict resolution, and employee relations. Administer HR programs such as onboarding, orientation, employee recognition, and exit processes. Ensure legal compliance with all federal, state, and local labor laws and regulations. Maintain accurate and up-to-date employee records and HRIS data. Investigate and resolve employee complaints or concerns in a timely and professional manner. Support recruitment efforts by coordinating interviews, job postings, and working with Talent Acquisition as needed. Participate in internal audits and support compliance and safety initiatives. Generate HR reports, metrics, and presentations for company and corporate leadership as required. Promote a positive, inclusive, and safe work environment aligned with company culture and values. Perform other duties and projects assigned by Manager. COMPETENCIES: Ethical Conduct. Communication Proficiency. Attention to Detail. Responsive and Approachable. Organizational and Time Management Skills. Strong Sense of Urgency. EDUCATION AND EXPERIENCE: Bachelor's degree in Human Resources, Business Administration, or related field. 6+ years of HR generalist in a supervisory position, preferably in manufacturing or an industrial setting. Strong knowledge of HR laws, regulations, and best practices. Must be bilingual (English/Spanish). Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Able to work in a collaborative environment and contribute to team goals. Ability to prioritize tasks. Ability to act with integrity, professionalism, and confidentiality. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and associated systems. Familiarity with ADP and/or UKG a plus. PHYSICAL/MENTAL/ENVIRONMENTAL: Physical Demands: Activities: Sitting - 90% Walking/Standing - 10%. Lifting: Must be able to lift up to 15lbs. Vision: Long periods of close work on computer screen. Mental Demands: Interpret, analyze, research, and manage multiple tasks simultaneously. Environment: Climate controlled office space. Why Join IEM At IEM, you'll join a team that powers some of the world's most ambitious projects. We're engineers, makers, and problem-solvers who thrive on tackling complex challenges and delivering solutions that keep industries moving forward. If you're driven, collaborative, and ready to make an impact, we'd love to hear from you. Your creativity and passion can help us achieve great things-come be part of the journey. Learn more about IEM at ********************* We offer comprehensive and competitive benefits package designed to support our employees' well-being, growth, and long-term success. View a snapshot of our benefits at *********************/careers Recruiting Scams Beware of recruiting scams. IEM never charges candidates fees, and all recruiter emails come from ************* address. If you suspect fraudulent activity, do not share personal information and report it to us at iemfg.com/contact Non-Discrimination Statement IEM does not discriminate against any applicant based on any characteristic protected by law. Privacy Information collected and processed as part of your IEM Careers profile, and any job applications you choose to submit is subject to IEM's Workforce Member Privacy Policy.

Human Resources Generalist - Recruitment Specialist Job Type: Full-Time | On-Site Are you an experienced HR Generalist with a passion for recruiting and talent acquisition? We're looking for a dynamic professional to join our team and lead the full-cycle recruitment process while supporting core HR functions such as employee relations, HRIS management, compliance, and reporting. This role is perfect for an HR professional who wants to grow their career, gain broad HR experience, and make an impact in a fast-paced environment. What You'll Do Manage full-cycle recruiting: sourcing, screening, interviewing, and onboarding. Develop and post job descriptions on Indeed, LinkedIn, Glassdoor, and other platforms. Build and maintain strong employer branding strategies. Partner with hiring managers to define job requirements and improve hiring processes. Conduct interviews (phone, video, and in-person) and guide managers through selection. Prepare and present job offers, including salary negotiations. Track key HR metrics: time-to-hire, source of hire, and time-to-fill. Ensure compliance with federal, state, and local employment laws. Handle employee inquiries and support HR operations including benefits administration, onboarding, and HR documentation. What We're Looking For Bachelor's degree in Human Resources or related field. 3+ years of HR Generalist experience with strong recruitment expertise. Knowledge of HR compliance, employment laws, and best practices. Proficiency in Microsoft Office Suite and HRIS systems. Excellent communication, organizational, and problem-solving skills. Ability to maintain confidentiality and act with professionalism. Leadership or mentoring experience is a plus. Why Join Us? Opportunity to grow your HR career in a collaborative environment. Work on diverse HR projects beyond recruitment. Competitive compensation and benefits. NDM Hospitality is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Job Description Idea Recruitment is searching for a Bilingual HR Generalist that is willing to work a hybrid type schedule. Creating people policies and procedures. Setting up learning and development programs to meet the needs of the organization. Designing organizational structures with business leaders. Using HR information systems to gather people data and insights. Blend core HR knowledge (recruitment, comp & benefits, compliance) with strong soft skills (communication, problem-solving, empathy) and tech proficiency (HRIS, data analysis), enabling them to manage the full employee lifecycle, handle sensitive issues, and align HR strategy with business goals, requiring adaptability, ethics, and project management for diverse duties like onboarding, performance, and employee relations. Talent Acquisition: Recruiting, interviewing, hiring, and managing the onboarding/offboarding process (orientation, exit interviews). Employee Relations: Advising on policies, handling grievances, resolving conflicts, conducting investigations, and fostering a positive environment. Compensation & Benefits: Administering pay, benefits (health, retirement), processing payroll (as backup), and managing leave. Training & Development: Identifying needs, organizing workshops, and supporting employee growth. Compliance & Records: Ensuring adherence to labor laws, maintaining HRIS data, managing personnel files, and handling I-9s/terminations. Performance Management: Assisting with evaluations, feedback, and goal setting. #IND1

**Company Information** Headquartered in St. Augustine, FL, with offices and manufacturing facilities all around the globe, Amphenol CIT is one of the world's leading designers and manufacturers of high-performance wire, cable, and medical devices. We provide complete interconnect solutions to industries like Aerospace, Military & Defense Electronics, Space, Medical, Test & Measurement, and Industrial. Our talented team of employees worldwide helps bring movies to your seat on airplanes, deliver mission-critical information from drones to the command office, transfer heart rhythm to paper, route communications from space, connect power to downhill oil drills, and get planes back in the air faster. At Amphenol CIT, we make the amazing possible. Take the next step to become an integral part of our team by applying today and kickstart your journey with us. **SUMMARY** The HR Business Partner is a core member of the St Augustine plant team, providing support and guidance to plant managers and employees. The Business Partner provides support in many different areas, including recruitment and workforce management strategies; benefits; employee relations; and employee onboarding, development, and retention. This position partners with leaders and collaborates with other human resources professionals offering specialized business knowledge, guidance, analyzing metrics, and resolving employee relations issues. The HRBP works to align HR practices and support with business goals. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. **ESSENTIAL JOB FUNCTIONS** + Consults with line management, providing HR guidance when appropriate. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Manages full-cycle recruitment for the plant, including candidate screening, sourcing, and scheduling; tracks metrics, identifies opportunities; makes recommendations for process improvements. Participates in external recruitment activities/job fairs. Coordinates interviews with department leaders and interview team members. May identify the need to engage with external employee agencies. + Supports the development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. + Provides HR policy guidance and interpretation. + Responsible for conducting new hire orientation, to include new hire documentation and education on company policies and practices. Responsible for I-9 Form compliance. + Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). + Partners with HR Manager to analyze trends to develop solutions, programs, and policies. Provides site metrics and reporting as required. + Provides guidance and input on workforce planning and succession planning. + Partners with HR Manager to resolve complex employee relations issues. Conducts effective, thorough, and objective investigations and provides resolutions. + Identifies training needs for sites and individual coaching needs. Provides coaching and feedback to employees and leaders where appropriate. + Partners with EHS to successfully manage the workers' compensation program. + Responds to routine inquiries on benefits, paychecks, and other payroll related matters. + Maintains databases and electronic copies of employee records related to payroll, timekeeping, benefits, medical records, terminations, etc. + Responsible for processing separations of employment. + Other duties as required in support of the department and the company **SUPERVISOR RESPONSIBILITIES** This position does not have any direct supervisory responsibilities but does serve as a coach and mentor for other employees. **QUALIFICATIONS** To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. **EDUCATION and/or EXPERIENCE** + Bachelor's degree in human resources, labor relations, business, or other related field or five (5) years of related experience resolving complex employee relations issues, working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, and performance management. + Thorough knowledge of federal and state labor and employment laws. **CERTIFICATES, LICENSES, REGISTRATIONS** SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential a strong plus. **LANGUAGE SKILLS** + Ability to read, write, speak, and understand English. + Proficient written and verbal communication skills. **JOB SKILLS** + Proficient with Microsoft Office Suite (Word, Excel, PowerPoint, Teams, Outlook). + Excellent interpersonal and customer service skills. + Excellent time management skills with a proven ability to meet deadlines. + Excellent organizational skills and attention to detail. + Strong analytical and problem-solving skills. + Ability to convey a positive and professional image to employees and external contacts. + Ability to demonstrate an understanding of key business and mathematical concepts. + Ability to lead the application of Amphenol-CIT policy, procedure and within client groups and contacts. + Ability to speak effectively in front of groups of managers and employees, and influence stakeholders. + Ability to maintain the highly confidential nature of human resources. + Ability to work evenings and weekends as the need arises. **PHYSICAL DEMANDS** While performing the duties of this job, the employee must be able to be stationary for prolonged periods working on a computer. The employee is regularly required to use hands to finger, handle or feel, and talk or hear. The employee frequently is required to reach with hands and arms. The employee is required to stand and walk. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. **WORK ENVIRONMENT** The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. _This is an air-conditioned facility with many pieces of equipment that produce heat. The following are potential items encountered: fumes, dust, noise, hazardous/toxic chemicals, moderate noise level. Appropriate training is provided and documented based on job placement that complies with OSHA and EPA regulations._ **ENVIRONMENTAL POLICY** Amphenol-CIT is dedicated to identifying and reducing the environmental impact of its operations, activities, and products. It is our commitment to comply with all applicable laws and other regulatory requirements concerning the environment. We are committed to preventing pollution and continually improving our environmental performance in all our global operations. This will be achieved through a comprehensive Environmental Management System that provides the framework for setting and reviewing environmental objectives and targets of Amphenol-CIT. **PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS** **-** ASTM F-2412-2005, ANSI Z41-1999, or ANSI Z41-1991 rated safety toe shoes in specific areas. - Clear ANSI Z87.1 safety-rated glasses in specific areas. - Hearing protection, in specific locations. - Ability to compile with JSA in specific areas. **EXPORT COMPLIANCE DISCLAIMER** This position includes access or potential access to ITAR and/or EAR technical data. Therefore, candidates will need to qualify as a US Person which is defined as a US Citizen, or a Permanent Resident (Green Card Holder). **TRAVEL** Up to 10% travel to other sites; travel may be sporadic. Occasionally required to attend job fairs, trade shows, off-site training, and personal development events. AMPHENOL CIT RESERVES THE RIGHT TO MODIFY, INTERPRET, OR APPLY THIS IN ANY WAY THE COMPANY DESIRES. THIS IN NO WAY IMPLIES THAT THESE ARE THE ONLY DUTIES, INCLUDING ESSENTIAL DUTIES, TO BE PERFORMED BY THE EMPLOYEE OCCUPYING THIS POSITION. THIS JOB DESCRIPTION IS NOT AN EMPLOYMENT CONTRACT, IMPLIED OR OTHERWISE. THE EMPLOYMENT RELATIONSHIP REMAINS "AT-WILL." THE AFOREMENTIONED JOB REQUIREMENTS ARE SUBJECT TO CHANGE TO REASONABLY ACCOMMODATE QUALIFIED DISABLED INDIVIDUALS. Amphenol CIT is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. For more information regarding EEOC requirements please visit **************************************************************** ***************************************************************************************************** Due to the nature of our business, the candidate must be able to legally work in the United States; we are unable to provide sponsorship. Position requires candidate to be a U.S. person as defined in ITAR, 22 CFR 120.15 (U.S. Citizenship or Resident Alien Status) and defined by 8 U.S.C. 1101(a) (20). Amphenol CIT participates in the United States Department of Homeland Security E-Verify program. The E-Verify program is a web-based employment eligibility verification system for newly hired employees operated by the U.S. Citizenship and Immigration Services. Any candidate that needs an accommodation or assistance with the application process should contact HR at ******************************** **Job Details** **Pay Type** **Salary**

A Smarter Career Choice Because the internet is now the heartbeat of our homes and an essential tool for business, it should run without interruption or stress. IQ Fiber was created to offer 100% fiber-optic high-speed internet, transparent pricing, and attentive customer service to deliver a Smarter internet experience. As part of our rapidly growing team, your contributions will directly impact our success. Your work matters here. We're looking for energetic, collaborative, and customer-focused talent with the ability to proactively move our business forward. In return, you'll find a place where your voice matters. You'll find a team that works hard and has fun. And, if you're like us, you'll know you made a Smarter career choice. Position Summary: Are you passionate about human resources and thrive in a fast-paced, dynamic environment? IQ Fiber is seeking an experienced, energetic, and engagement-driven HR generalist to join our team! As a Human Resources Generalist, you'll partner with department leaders to provide strategic human-centered HR support, while managing various operational tasks and contributing to the implementation of our full-cycle HR strategy. Your responsibilities will include implementing and maintaining HR programs aligned with company values that support each department in fostering a positive, productive, engaging, and fun work environment. *This is an on-site role, working in the office Monday through Friday, at our Southpoint location. * Key Responsibilities: Partner with department leaders to identify and implement strategies that enhance work relationships, productivity, and employee retention. Support the full recruitment lifecycle, collaborating with hiring teams to attract and secure qualified candidates from job posting through offer extension. Execute the organization's comprehensive HR strategies in collaboration with HR leadership, including talent acquisition, retention, compensation, benefits, and development initiatives. Provide targeted coaching to managers on effective leadership practices, performance management, and team development strategies. Conduct workforce trend analysis to deliver data-driven recommendations that improve team effectiveness and organizational outcomes. Collaborate with department leaders to develop and facilitate training programs that address specific departmental needs while supporting broader company objectives. Implement engagement initiatives based on industry best practices and workplace trends to foster a positive employee experience. Oversee performance management processes that align with departmental goals, emphasizing timely feedback and effective coaching conversations. Provide guidance and support to management and employees on HR policies, procedures, and best practices. Assist with enhancing and developing employee lifecycle processes, including recruitment, onboarding, performance management, and offboarding. Assist with the development and execution of strategies and activities that promote our positive work culture and enhance the employee experience. Monitor compliance with HR policies and regulations and develop/recommend improvements as needed. Manage HRIS/ATS systems, conduct regular audits, and ensure accurate data inputs. Support the HR Services Specialist as a backup for all operational processes. Stay updated on industry trends and HR best practices through professional development. Uphold the company values and foster a fun and inclusive work environment. Other duties as assigned. Qualifications: Bachelor's degree in business, Human Resources, or a related field Progressive experience in HR, with a minimum of 3 years in an HR Generalist role Recent work experience in a full scope human resources role, including business partner responsibilities Strong passion for employee engagement and fostering a positive work culture Proven experience utilizing critical thinking skills to analyze, enhance, and develop successful HR procedures Proven experience partnering with people leaders and providing thoughtful and effective workplace solutions to complex matters Experience with benefits and payroll administration, and the understanding and deployment of a wide range of HR principles, best practices, and processes Excellent communication and presentation skills, with the ability to effectively engage with employees, leadership, and external vendors Demonstrated ability to handle sensitive and confidential HR matters with sound judgment, problem-solving, and decision-making skills Ability to work in a high-growth, fast-paced work environment Highly organized with great attention to detail and the ability to work independently Strong interpersonal, negotiation, active listening, and conflict-resolution skills Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time, with or without notice. IQ Fiber is an Affirmative Action and Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status, and will not be discriminated against on the basis of disability. Powered by JazzHR km7K3h5Xr6

The Employee Relations Manager will play a strategic role in building positive employee relations by fostering open communication, fairness, and engagement. This position will manage simple to complex employee relations matters focusing on compliance with Company policies, multi-state and federal employment laws, and associated regulations. This role will have a direct hand in the architecture of future people practices and policies aimed at driving a positive, thriving, and high performing environment for our Team Members by providing policy development, training, coaching, and process-improvements. This role requires strong interpersonal and conflict resolution skills, a true passion for people, along with a deep understanding of employment laws and regulations. What you have already achieved: (Requirements) Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Leadership or a related field. Relevant experience may be considered in lieu of. 8+ years progressive, hands-on experience in employee relations, investigations, and compliance roles. Thorough knowledge of multi-state employment-related laws with strong background supporting a non-exempt, geographically dispersed workforce. Exceptional investigative and research skills (including interviewing, documentation, and analysis), sound judgement, and a proactive approach to identifying and mitigating risk. Ability to make recommendations to effectively resolve emotional and complex problems or issues consistent with standards, practices, policies, procedures, regulation or government law. Must have strong conflict resolution and mediation skills. Ability to act with integrity, professionalism, and confidentiality. Excellent written and verbal communication skills and the ability to collaborate effectively with stakeholders across various organizational levels. Demonstrated conceptual, analytical, and problem-solving skills. Excellent time management and organization skills, with the proven ability to juggle and reprioritize based on business demands and priorities. Self-starter with a high sense of initiative and a proven ability to effectively work in ambiguous environments and support continuous organizational improvement. Ability to work autonomously, while remaining aligned with HR strategies and business objectives. Prior experience with HRIS systems with proficiency with Google Drive and ADP Workforce Now a plus. PHR/SPHR is preferred. What you are great at: (Responsibilities) Guide Managers on effective leadership, communication, and people management to prevent issues before they arise. Conduct thorough, impartial investigations into employee complaints, misconduct, and grievances focusing on fair resolution and trust-building. Mediate disputes, guiding the disciplinary processes as appropriate. Ensure investigations are conducted thoroughly, objectively, and in compliance with Company policies and applicable employment laws and that the treatment of Team Members is fair, consistent, respectful and aligned with Company values and policies. Proactively and consistently communicate case status and other updates as required. Facilitate prompt and effective resolution of workplace concerns through leading and managing complex and sensitive workplace investigations. Apply deep expertise to develop and execute recommendations for appropriate employment actions through collaboration with People Operations Team, Legal, and appropriate business leaders, ensuring consistency and fairness. Provide recommendations and assistance on appropriate corrective actions, coaching, discipline, training, or policy changes following investigations. Act as a Performance & Development Partner, coaching managers through fair performance improvement processes and any relevant coaching or disciplinary actions. Maintain thorough, detailed records of all complaints and investigations by documenting investigation processes, key findings, timelines, conclusions, and outcomes. Analyze case notes and prepare comprehensive executive summaries aimed at supporting decision-making and risk mitigation strategies. Train and advise Managers and Team Members on effective employee management, communication, policy application, and legal compliance. Prepare and distribute reporting highlighting key metrics such as case closure rates, turnover trends, risk patterns and exit survey insights with associated recommendations and solutions. Conduct audits and assessments to evaluate potential risk areas and recommend improvements to minimize legal exposure. Assist with annual engagement surveys and pulse surveys, formulating appropriate response and action plans. Establish and manage stay interviews, exit surveys, pulse surveys, and focus groups to gather authentic employee voice. Ensure consistent application of company policies and procedures across all departments. Stay current with federal, state, and local employment laws and regulations to ensure organizational compliance and conduct regular reviews of the employee handbook and related literature. Serve as the primary point of contact for employee questions related to handbook policies. Collaborate with Senior People Operations Leadership and Legal to ensure policies reflect current legal requirements and risk management considerations. Develop job aides and training materials aimed at effective and compliance employee management. Manage performance management systems and structures and find opportunities for expansion and improvement. Work with the Experience team to assist with design and implementation of relevant recognition, wellness, and appreciation programs based on feedback. Manage and deploy HR special projects and initiatives as assigned. What you're motivated by: Making an impact. Whether it's the residents who call our Thriving Communities home, the investors who trust us to be stewards of their capital, or the sponsors we work with to 10x their business, everything we do is about making an impact. Challenges. You see roadblocks as opportunities and are proactive in finding solutions. Growth. We've been named to the Inc. 5000 as one of the Fastest-Growing Private Companies in America for thirteen consecutive years. Who We Are What We Do In One Sentence: We finance the building of Thriving Communities. Our Mission: We are changing the nation through the building of Thriving Communities. We are the leader in funding the building of Thriving Communities centered in safe, attainable housing. Our Purpose: To passionately make an extraordinary impact by transforming lives and building Thriving Communities. Our Big, Hairy, Audacious Goal (BHAG): To positively impact and transform 10 million lives by funding the building of 5,000 Thriving Communities, becoming one of America's 100 largest private companies. Our Culture: We work hard, marching towards ambitious goals driven by a purpose that's bigger than ourselves. We are impact-driven, seeking to make a difference not just on the affordable housing crisis but also in the lives of our employees, investors, and partners. We are disciplined, following our exclusive Elite Execution System to develop personally and professionally. We strive to Live Fully, finding fulfillment in all areas of our lives. Our Core Values: Driven For Greatness: We are driven by the pursuit of knowledge and the paramount importance of a growth mindset, cultivating greatness both personally and professionally. Living Fully: We prioritize living fully with a dedication to achieving optimal health in all aspects of life: faith, family, friends, freedom, fun , fulfillment, fitness, and finance. We are intentional with our time, integrating the 8fs of our life to achieve our goals & God's goals. Grit: We have the endurance and unshakable commitment necessary to achieve our visionary long-term goals. Community: We elevate the greater good over individual interests, magnifying our impact and cultivating thriving relationships with investors, sponsors, residents, and our colleagues. Authenticity: We are true to ourselves and others, steadfast in our beliefs and values. We hold ourselves and others accountable, fostering open dialogue to propel growth. Prepared to Win: We apply discipline to our thoughts and our actions, which leads us to put forth consistent effort and commitment doing the important proactive work despite the urgent priorities we face each day. We plan to win, and are prepared for volatility and challenges. Kingdom Impact: We share God's love and transformative power through our labor, serving everyone in God's likeness. The world will know God more through our work and how we do it. Twenty-Mile March: We march towards clear, well-defined goals and objectives with unwavering focus, constantly evaluating our performance and course correcting as needed. Stewardship: We are guided by our commitments to those who trust us with their capital, their communities, and their careers. Servant Leadership: We lead with high standards & deep devotion. We display as humble confidence as we build deep relationships and trust. We show the way through the forest, empowering growth, accountability, and a founder's mentality, with team members regularly asking “What else can I do to achieve the desired results?” Benefits and Perks: Unlimited PTO, health/dental/vision/life insurance, 401(k) matching, parental leave, adoption services reimbursement/learning/educational incentives, Volunteer Time Off, well-being programs, company events, self improvement/productivity tools, & the incredible feeling of making a difference. Equal Opportunity Employer: DLP is a committed Equal Opportunity Employer. If you are a qualified individual with a disability and require assistance in searching for a position or submitting an application, please contact HR at ***************** . Offers of employment are conditional upon satisfactory completion of pre-employment background verification (including E-Verify ). California applicants can view our California Data Privacy Policy here . #LI-CL1 #LI-Onsite

HR & Administration Generalist GORUCK is a mission-driven company dedicated to delivering top-quality products, leading impactful events, and fostering strong communities. We are looking for a dynamic and detail-oriented HR & Administration Generalist to manage HR functions and administration. The ideal candidate is a proactive team player with excellent communication skills. We are not just a company, but people who enjoy getting outside, pushing boundaries, and empowering real world communities in service to something greater than themselves. WHAT YOU'LL DO Talent & Recruitment Own the recruiting process from posting to offer - source candidates, schedule interviews, and partner with hiring managers. Review resumes, conduct initial screenings, and represent GORUCK's values in every candidate interaction. Draft offer letters and coordinate approvals with the VP of Finance & Administration. Onboarding & Departures Run the new hire onboarding process - from asset setup and introductions to required training (ADA). Welcome new teammates and help them integrate into GORUCK's culture of excellence. Manage off-boarding activities with professionalism and care to ensure smooth transitions. People Operations Keep HR and organizational documents up to date (handbooks, org charts, policies, digital files). Oversee the performance review cycle - track timelines, collect feedback, and support managers. Administer employee benefits, including enrollments, changes, and updates. Maintain accurate and confidential employee records. Facilitate compliance reporting for workers compensation. Manage broker relationships and requirements for commercial insurance policies. Culture & Engagement Plan and execute employee recognition programs and milestone celebrations. Coordinate company-wide engagement activities - from team meetings to holiday events. Partner with leadership to create clear, consistent internal communication. Be the go-to resource for employees - approachable, responsive, and always ready to help. QUALIFICATIONS Bachelor's degree in human resource management, business administration or similar field 2+ years of human resources generalist experience, including working understanding of human resource principles, practices and procedures Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy. Must maintain strict confidentiality at all times Experience with Google Suite (Sheets, Docs, Slides, Forms, etc.) Highly organized with an intense attention to detail Tenacious and highly resourceful - no problem is unsolvable Takes initiative and is a decision maker Able to fit into the work harder, play hardest GORUCK culture WHY GORUCK GORUCK-sponsored medical, dental, vision, life and disability insurance plans 401(k) Retirement savings plan Unlimited vacation policy, work hard and take time when you need it Six company holidays annually Unlimited, free entry to GORUCK events Always Look Cool with deep discounts on GORUCK gear

Seeking: ServiceNow HR Technical Consultant (Remote) Who We Are: At Stridepath Consulting, we specialize in transforming employee experiences through ServiceNow's HR platforms. As a dedicated ServiceNow partner, we combine deep platform expertise with a sharp focus on delivering real value for our clients. What sets us apart isn't just what we do, but how we do it: our team lives by the values of T.H.I.S., Team First, Humble, Innovative, and Service-Oriented. We're building a world-class service organization that leads with heart, delivers with precision, and drives meaningful change at scale. We don't just aim to lead, we are the leader in ServiceNow HR solutions. What We're Looking For: The Technical Consultant (TC) is a key member of our project teams who designs, develops, tests, and deploys solutions for our customers. The TC understands the need to leverage their knowledge of what works and what doesn't work to lead customers to scalable, robust solutions. We are looking for someone with willingness and ability to complete background checks and drug testing to work on Federal, State, and Local agency projects. TCs bring magic to our solutions! Be the One to: Participate in ServiceNow Development projects to configure, develop, test and deploys ServiceNow applications Independently document configurations, reports, and development work Assist our customers with executing testing scenarios and plans Educate customers on ServiceNow products and solutions by delivering effective demonstrations Maintain certifications, knowledge of new features with each release, and commit to continuous learning Participate in story grooming and pointing sessions and ensure your understanding of requirements and point stories Participate in stand ups and provide solution guidance to the project team Participate in Release Plan activities Participate in cut over planning, develop, and implement release plan for solution components Participate in Knowledge Transfer sessions with customers Supports TC initiatives throughout the organization Seek learning opportunities to develop integration skills Develop the skills required to configure and or develop advanced ServiceNow features (ie Portal, Integrations, AI, etc) Attend and participate in design workshops and design activities to help shape requirements Write well designed, testable, efficient code Participate in peer review testing and provide test steps used during peer review Support Project Managers by documenting Risks, Issues, Decisions, Actions, and Changes in the RIDAC log What You Need: 2+ years of Professional Services Experience 2+ years of Direct ServiceNow Experience ServiceNow HRSD product experience is a MUST Willing to obtain Public Trust Clearance Have or obtain ServiceNow CSA Certification within 6 months Have or obtain ServiceNow CIS-HR Certification within 6 months Ability to travel up to 15% to customer locations nationally BS Degree or equivalent work experience First-class communication and presentation skills Strong interpersonal skills, customer-centric attitude Intellectual curiosity and willingness to learn every day What We Offer: Competitive Health Benefits 401(K) with a 3% contribution Home Office and Fitness Reimbursements Vacation and Volunteer Benefits World Class co-workers with extensive ServiceNow experience Continuous learning culture ServiceNow Consulting is an Equal Employment Opportunity Employer -race/ color/ religion/sex/ sexual orientation/ national origin/age/ disability/ gender identity/veteran status.