Director of human resources jobs in Lansing, MI

This position reports to the Chief Operating Officer and is responsible for directing Human Resource functions and activities across a multi-agency organization. Responsible for insuring that the organization has the right talent and effective mechanisms in place to retain quality staff. Creates a high quality, effective and efficient HR function within the organization.

Job Description HR Manager | Lansing, MI Salary Range: $81,000 - $126,000 depending on experience Are you a seasoned professional with a passion for fostering positive workplace environments and driving organizational success? The Pivot Group is committed to fostering meaningful relationships and supporting community growth. We are collaborating with leading companies in Lansing seeking HR Managers to lead and enhance their operations. The Opportunity We are working with companies in Lansing that are adding HR Managers to their teams. These organizations value quality over speed in hiring. By connecting with us, you position yourself for opportunities that align with what you're looking for. Key Responsibilities Lead full-cycle recruitment and onboarding for diverse manufacturing roles, including production operators, technicians, and engineers. Ensure strict compliance with all federal, state, and local labor laws, including OSHA regulations specific to manufacturing operations. Manage employee relations, including conflict resolution, disciplinary actions, and fostering a positive and productive plant culture. Develop and implement training programs focused on safety, skill development, and operational efficiency for the production workforce. Administer compensation and benefits programs, ensuring competitiveness and alignment with industry standards for manufacturing roles. Oversee performance management processes, providing guidance to plant managers and supervisors on goal setting and employee development. Partner with plant leadership to align HR strategies with operational goals and drive workforce planning initiatives. Recommended Qualifications Minimum of 5 years of progressive HR management experience, with at least 3 years in a manufacturing environment. Proven experience in labor relations, including collective bargaining, grievance resolution, and positive employee relations. Comprehensive knowledge of federal and state employment laws (e.g., FLSA, FMLA, ADA, OSHA) applicable to manufacturing operations. Demonstrated ability to develop and implement effective talent acquisition, development, and retention strategies for skilled and hourly manufacturing roles. Experience in promoting and managing a strong safety culture, including compliance with OSHA regulations and incident management. Bonus Qualifications Experience with Lean Manufacturing or Six Sigma methodologies. SHRM-SCP or SPHR certification. Bilingual proficiency (e.g., Spanish) to support a diverse workforce. Familiarity with ERP systems like SAP or Oracle in an HR context. Job Titles That Should Apply HR Manager, Human Resources Manager, Senior HR Manager, HR Business Partner, People Operations Manager, Director of HR, Head of People, Human Resources Director, People & Culture Manager, HR Lead Why Pivot Group The Pivot Group was founded by manufacturing professionals who've been on both sides of the hiring process. Our clients are strategic-they partner with us because they want real insight into their roles and the people filling them, not a stack of resumes. We focus on match-driven placements built around what actually matters: Commute, Compensation, Culture, and Career trajectory. If you're ready to take the next step in your career and connect with a firm that values fit over speed, we invite you to reach out. The Pivot Group offers resources to support your search-market insights, resume feedback, and interview preparation. As our partnerships grow, we'll reach out with opportunities aligned with your goals. Thank you for considering this approach to career advancement.

At Norstella, our mission is simple: to help our clients bring life-saving therapies to market quicker-and help patients in need.Founded in 2022, but with history going back to 1939, Norstella unites best-in-class brands to help clients navigate the complexities at each step of the drug development life cycle -and get the right treatments to the right patients at the right time. Each organization (Citeline, Evaluate, MMIT, Panalgo, The Dedham Group) delivers must-have answers for critical strategic and commercial decision-making. Together, via our market-leading brands, we help our clients: + Citeline - accelerate the drug development cycle + Evaluate - bring the right drugs to market + MMIT - identify barrier to patient access + Panalgo - turn data into insight faster + The Dedham Group - think strategically for specialty therapeutics By combining the efforts of each organization under Norstella, we can offer an even wider breadth of expertise, cutting-edge data solutions and expert advisory services alongside advanced technologies such as real-world data, machine learning and predictive analytics. As one of the largest global pharma intelligence solution providers, Norstella has a footprint across the globe with teams of experts delivering world class solutions in the USA, UK, The Netherlands, Japan, China and India. **** We are looking for a talented and passionate Senior HR Business Partner to join the Norstella team and support our dynamic Commercial Global organization. This person will be a strategic partner to the business, working with them to develop and implement plans that align with organizational goals to increase effectiveness and efficiency for the Commercial organization. They will work closely with Commercial leadership to advise on all aspects of HR, including talent management, employee development, and other talent initiatives. **Key duties and responsibilities** + Provide global strategic support and expertise to the whole Commercial Business Unit on organizational design, talent management, change management, and workforce planning. + Collaborate with business unit leaders to provide guidance on organizational and people related strategies. + Partner with Commercial Leaders to build and engage high performing teams. + Engage with finance to ensure close alignment on headcount and compensation. + Support growth and organizational changes by partnering with leadership and talent acquisition on hiring needs and strategies. + Collaborate with the talent acquisition team to ensure effective hiring processes. + Identify training and coaching needs for employees and managers within the business unit. + Advise leadership on succession planning across the organization. + Review the sales policies, processes, rewards and recognition schemes to benchmark and implement the best practices. + Manage change initiatives ensuring appropriate communication and support is provided to managers and employees. + Participate and drive the talent review process in collaboration with managers and leadership. + Support and coach managers on performance management techniques including goal setting, performance appraisals and giving feedback. + Align with Talent Management team to roll out people processes around performance management, compensation, development, etc. + Active involvement in supporting and implementing global HR initiatives. + Utilize data and analytics to develop and implement solutions. + Present reports on metrics, trends and other data relevant to HR. + Perform ad-hoc work and special projects as necessary, to support the growth and retention of talent. + Other duties as assigned. **Key requirements** + Bachelor's degree in HR Management, Business Administration or related degree + At least 8 years of HR experience with at least 5 years' experience performing HR Business Partner responsibilities + Prior experience providing HR support to a commercial/sales organization, at a high-growth company + Ability to analyze data, generate insights and provide recommendations + Excellent verbal and written communications skills + Strong working knowledge of local labor laws and HR practices + Strong leadership skills with the ability to influence and engage stakeholders at all levels of the organization + Strong communication and interpersonal skills, with the ability to build relationships at all levels + Dependable, flexible, and adaptable to new Norstella initiatives and needs + Ability to work independently and collaboratively in a fast-paced, multicultural environment + Dedicated to upholding Norstella's high-quality standards and customer service focus + Strong organizational and problem-solving skills with attention to detail **Our guiding principles for success at Norstella** 01: Bold, Passionate, Mission-First 02: Integrity, Truth, Reality 03:Kindness, Empathy, Grace 04:Resilience, Mettle, Perseverance 05: Humility, Gratitude, Learning **Benefits** + Medical and Prescription Drug Benefits + Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA) + Dental & Vision Benefits + Basic Life and AD&D Benefits + 401k Retirement Plan with Company Match + Company Paid Short & Long-Term Disability + Paid Parental Leave + Open Vacation Policy & Company Holidays _The expected base salary for this position ranges from $135,000to$155,000.It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered. In addition to base salary and a competitive benefits package, successful candidates are eligible to receive a discretionary bonus._ _Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law._ _Sometimes the best opportunities are hidden by self-doubt. We disqualify ourselves before we have the opportunity to be considered. Regardless of where you came from, how you identify, or the path that led you here- you are welcome. If you read this job description and feel passion and excitement, we're just as excited about you._ _All legitimate roles with Norstella will be posted on Norstella's job board which is located at norstella.com/careers. If a role is not posted on this job board, a candidate should assume the role is not a legitimate role with Norstella. Norstella is not responsible for an application that may be submitted by or through a third-party and candidates should proceed with extreme caution if a third-party approaches them about an open role with Norstella. Norstella will never ask for anything of value or any type of payment during or as part of any recruitment, interview, or pre-hire onboarding process. If you are aware of or have reason to believe a job posting purportedly for a role with Norstella is fraudulent or otherwise not authorized by Norstella, please contact the Company using the following email address:_ _[email protected]_ _._ Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law.

Graco manufactures and markets premium equipment to move, measure, control, dispense and spray a wide variety of fluid and powder materials. What does that mean? Well, we pump peanut butter into your jar, and the oil in your car. We glue the soles of your shoes, the glass in your windows and the screen on your phone. We spray the finish on your vehicle, coatings on your pills, the paint on your house and texture on your walls. Graco is part of your daily life. Where You'll Work - QED Environmental Systems, a subsidiary of Graco, Inc., located in Dexter, MI QED Environmental Systems is the market-leading provider of environmental technology solutions. We design, manufacture and support solutions for groundwater, soil and gas management and detection applications into environmental, industrial and renewable energy markets worldwide. Since our inception, we have been the leading manufacturer of environmental monitoring and remediation equipment. We offer the best and most diverse product portfolio and solutions to our customers. Ready to join us? The Senior Human Resources Business Partner supports the organization by providing strategic and operational HR advice to managers and employees. This position is responsible for delivering people solutions across a range of HR disciplines, including employee relations, performance management, talent management, and organizational development. The HRBP will partner with managers and employees to drive HR initiatives, help foster a positive organizational culture and drive business performance through our people. What You Will Do at Graco: Business Partnership Serve as the primary HR contact for assigned client group(s), providing guidance on workforce planning, performance management, and employee engagement. Coach managers on setting expectations, providing feedback, and driving high performance and team engagement. Monitor HR metrics and trends to proactively address workforce needs. People Planning & Delivery Facilitate the execution of cyclical processes (compensation, performance management, talent & succession planning, etc.) and prioritized initiatives across the assigned client group(s). Lead initiatives around employee engagement, retention, and recognition to enhance the employee experience. Participate in M&A due diligence and integration activity. Support transition and retention plans, facilitate integration activities. Partner closely with COE teams to continually improve process, programs and initiatives with an HRBP lens on behalf of the HR function. Talent & Org Effectiveness Assist in implementing organizational development strategies, including restructuring, job design, and workforce planning. Advise on change management processes to help the organization navigate through transitions or organizational changes. Support employee engagement initiatives by assessing satisfaction levels and recommending actionable improvements and supporting the business to execute. Partner with leaders and other HR Business Partners to ensure effective talent acquisition strategies are in place for assigned business areas. Employee Relations & Workplace Culture Serve as a key advisor to managers and employees on complex HR issues, offering guidance on conflict resolution and workplace concerns. Promptly investigate, document and resolve employee complaints; provide coaching and facilitation as needed. Advise on disciplinary actions and performance management processes to ensure fair treatment and compliance with company policies and employment law. Consult on local compliance requirements in partnership with HR Operations. Local Program Execution Manage full-cycle recruitment and onboarding for factory employees at the site, while partnering with the corporate Talent Acquisition team to support hiring for non-factory positions. Leverage moderately complex reports and dashboards to measure, manage and analyze people and business performance metrics at location and advise on local people & culture plans. Actively participate and contribute to local safety & wellness-related efforts and outcomes. What You Will Bring to Graco: Bachelor's degree in Human Resources, Business or related fields 5+ years as an HR Business Partner, HR Generalist or Talent Partner Deep business acumen. Able to quickly learn a business and support broader business goals with a people lens Strong ability to influence, build relationships and communicate across all levels of an organization Proven experience managing complex employee relations issues and driving change Excellent problem-solving, analytical, and decision-making skills Ability to work through a problem with limited information and to take a problem or situation to the next steps Strong data analytic skills including strength in using AI, Workday/HRIS systems, MS Excel, PowerPoint Familiarity with and solid experience facilitating talent management processes, such as talent reviews and succession planning Accelerators Experience in the manufacturing industry Experience working in a global, matrix environment Applicants must be legally authorized to work in the United States. This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT). At Graco, you truly make a difference. Your unique talents contribute to our organizational growth and future. Not only do you make a difference, but Graco's culture empowers employees to create their own career path. Whether you choose to advance within your current department or explore new opportunities in different divisions, you have the ability to build your future. Our managers are here to provide support and guidance as you continue to grow within your career. Graco has excellent opportunities available to individuals who want to be part of a fast-moving, growing company that is committed to quality, innovation and solving fluid handling problems for our customers. Graco is proud to be named a Best Place to Work by Fortune Magazine in 2016, 2018, 2019, 2021 & 2022. Graco offers attractive compensation, benefits and career development opportunities. Graco's comprehensive benefits include medical, dental, stock purchase plan, 401(k), tuition reimbursement and more. Our company uses E-Verify to confirm the employment and eligibility of all newly hired employees. To learn more about E-Verify, including your rights and responsibilities, please visit ********************* The base pay range for this position is listed below, exclusive of fringe benefits or other compensation. If you are hired, your final base hourly rate will be determined based on factors such as geographic location, skills, competencies, education, and/or experience. In addition to those factors, we will also consider internal equity of our current employees. Please keep in mind that the range provided is the full base salary range for the role. Hiring at or near the maximum of the range would not be typical to allow for future and continued salary growth. $74,100.00 - $129,600.00

Ready to be pushed beyond what you think you're capable of? At Coinbase, our mission is to increase economic freedom in the world. It's a massive, ambitious opportunity that demands the best of us, every day, as we build the emerging onchain platform - and with it, the future global financial system. To achieve our mission, we're seeking a very specific candidate. We want someone who is passionate about our mission and who believes in the power of crypto and blockchain technology to update the financial system. We want someone who is eager to leave their mark on the world, who relishes the pressure and privilege of working with high caliber colleagues, and who actively seeks feedback to keep leveling up. We want someone who will run towards, not away from, solving the company's hardest problems. Our ******************************** is intense and isn't for everyone. But if you want to build the future alongside others who excel in their disciplines and expect the same from you, there's no better place to be. While many roles at Coinbase are remote-first, we are not remote-only. In-person participation is required throughout the year. Team and company-wide offsites are held multiple times annually to foster collaboration, connection, and alignment. Attendance is expected and fully supported. The HR Business Partner will support one or more functional teams playing a vital role in ensuring the functions they partner with are thriving and executing people programs at scale -- and, most importantly, translating business strategy into people & org strategy over time. As a key member of our People team, you will work closely with functional leaders on engagement, org health, performance management, employee development, diversity, policy, etc. You'll provide proactive guidance and counsel and will have the opportunity to improve and impact every employee's experience at Coinbase. Using data, combined with sound judgment and creativity, you'll directly influence the growth & scale of our organization. We're looking for an innovative person to help us continue to build a best in class team. *What you'll be doing (ie. job duties):* * Work with relevant stakeholders to help spearhead people programs and strategies that enhance our culture -- including performance management, compensation, talent development & feedback, employee engagement & retention, and internal communications. * Partner with functional leaders on org design, planning, and relevant people strategies at scale. * Regularly provide coaching/guidance on skill & professional development, career pathing and leveling, change management, and sensitive people situations. * Identify and advise leaders on the development needs of their teams and functions. * Approach people matters with an eye toward compliance and reducing risks; help build and apply HR policies and manage global employee relations issues. * Analyze trends & use data to develop people's insights and influence change. * Build excellent working relationships across the business and our People Team COEs. *What we look for in you (ie. job requirements):*** * Minimum of 7 years of relevant experience as a HR professional, chief of staff, or consultant. * Solid mindset and ability to create, improve, and execute on people processes and programs with efficient execution. * Proven stakeholder management skills with capability to navigate nuanced and elevated situations with poise and good judgment - separating signal from noise. * Data driven decision making experience or examples of analytical thinking patterns * Demonstrated skills in clear communication and escalation methods. * Comfortability with stepping into feedback conversations throughout all levels of the organization. * Ability to thrive in a fast-paced environment with ever-changing priorities. * Motivation to problem solve in an ambiguous environment. * Reputation for integrity, confidentiality, dedicated work ethic, and desire for ownership & accountability. P72558 *Pay Transparency Notice:* Depending on your work location, the target annual salary for this position can range as detailed below. Full time offers from Coinbase also include bonus eligibility + equity eligibility**+ benefits (including medical, dental, vision and 401(k)). Pay Range: $176,035-$207,100 USD Please be advised that each candidate may submit a maximum of four applications within any 30-day period. We encourage you to carefully evaluate how your skills and interests align with Coinbase's roles before applying. Commitment to Equal Opportunity Coinbase is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sex, gender expression or identity, sexual orientation or any other basis protected by applicable law. Coinbase will also consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state and local law. For US applicants, you may view the *********************************************** in certain locations, as required by law. Coinbase is also committed to providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact us at accommodations*********************************** *Global Data Privacy Notice for Job Candidates and Applicants* Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available ********************************************************** By submitting your application, you are agreeing to our use and processing of your data as required. *AI Disclosure* For select roles, Coinbase is piloting an AI tool based on machine learning technologies to conduct initial screening interviews to qualified applicants. The tool simulates realistic interview scenarios and engages in dynamic conversation. A human recruiter will review your interview responses, provided in the form of a voice recording and/or transcript, to assess them against the qualifications and characteristics outlined in the job description. For select roles, Coinbase is also piloting an AI interview intelligence platform to transcribe and summarize interview notes, allowing our interviewers to fully focus on you as the candidate. *The above pilots are for testing purposes and Coinbase will not use AI to make decisions impacting employment*. To request a reasonable accommodation due to disability, please contact accommodations[at]coinbase.com

Develop and implement HR strategies and initiatives aligned with the overall business strategy Bridge management and employee relations by addressing demands, grievances or other issues Manage the recruitment and selection process Support current and future business needs through the development, engagement, motivation and preservation of human capital Develop and monitor overall HR strategies, systems, tactics and procedures across the organization Nurture a positive working environment Oversee and manage a performance appraisal system that drives high performance

Job Details Lansing - Lansing, MI Full Time 4 Year Degree NegligibleDescription The role of the Human Resources Manager is to support the long-term goals of the Board and to foster a collaborative work environment throughout the organization. This position performs a range of administrative functions related to human resource management, benefits, payroll, employee development, marketing, and customer service. This position makes recommendations to the management team for improvements and assists in implementing positive change. Essential Functions: Plans, directs and administers various human resource programs related to the employees, hiring, staffing levels, benefits, payroll, disciplinary actions, wage adjustments, workers' compensation, and safety. Acts as an internal consultant by analyzing and recommending solutions to human resource issues. Writes and revises s. Assists with developing training programs for the company. Ensures employee licenses and certifications are current. Ensures safety protocols are followed at business locations. Develops, reviews and revises HR programs, policies and procedures. Provides advice and counsel to Board, managers, and staff on new policies, programs, and benefits. Represents the department with the Board, related agencies and the public. Performs marketing activities related to hiring. Performs marketing activities related to mass emails, website, and customer service. Participates in professional development sessions or seminars. Performs other related duties as assigned. Competencies: Demonstrates problem-solving, leadership, decision-making, thoroughness, communication, and project management skills. Considerable knowledge of principles and practices of human resource management, dynamics of employee development and professional growth, and training program design and presentation. Working knowledge of state and federal labor laws and regulations. Excellent verbal and written communication skills. Ability to plan, organize and present training activities to diverse employee groups. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Demonstrates an ability to learn new software and teach others. Ability to present information in one-on-one and small group situations to customers, Board, and other employees of the organization. Committed to work safety practices. Exhibits teamwork and collaboration. Ability to write effective and grammatically correct correspondence. Displays ethical conduct. Proficient in utilizing a phone to respond to company-related texts, calls, and emails as well as utilizing a phone app to accurately clock in/out Ability to utilize and understand current scheduling methods (electronic or printed) Proficient in Microsoft Office Suite and other software required by Art Craft Display to perform job duties and record time. Other Duties and Responsibilities: This reflects general details necessary to describe the job's essential functions and the job's level of knowledge and skill typically required. The job description should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, such as working in other areas to cover absences or relief, to equalize peak work, or otherwise balance the workload. Work Environment: This position operates in an office. The noise level in the work environment is low-moderate. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. This position requires the ability to lift and/or carry up to 15 pounds and to sit/stand for extended periods of time. Specific vision abilities required include corrected close and distance vision. Corrected hearing to a normal range is required. Position Type/Expected Hours of Work: The hours of this position are typically M-F, 8 am - 5pm. Some travel may be required, generally within Michigan. This is a salaried position. Qualifications Required Education and Experience: Bachelor's degree in any major 3-5 years of human resources-related experience or training Preferred Education and Experience: 3-5 years of HR related experience. Professional credentials in HR, such as SHRM-SCP, SHRM-CP, or PHR Experience using payroll software and/or HRIS, such as Paycom, is preferred Benefits: Salary commensurate with experience Generous 25% 401K match, only limited by the IRS maximum Comprehensive, low-deductible health, vision, and dental insurance Company provided life/AD&D and LTD Generous PTO accrual Eight paid holidays

We are considering candidates in Seattle, WA or Redwood Shores, CA in support of our Infrastructure teams. Your focus: making the complex simple-shaping teams, growing talent, and leading change with clarity and speed. You will partner with leaders, turning insights into impact, and helping build a culture where high-performing teams thrive. Reporting to the Senior HR Director, this role will have the opportunity to influence the future of HR within one of Oracle's fastest-growing businesses. As a Senior HR Business Partner in OCI, you will drive the acceleration of business growth and amplification of Oracle's culture through organizational and talent strategies that ensure the right skill sets, organizational structure, and environment to foster high performing teams. To do that, you will develop multi-year organizational and talent strategies, lead organizational change management, spearhead local and global initiatives and maximize impact and scale for the organization. Senior HR Business partners are people champions who accelerate the business through strong business acumen, data-driven recommendations, change leadership skills, and domain expertise. You will partner with c-suite executives to execute the annual talent strategy and people plans. You will collaborate with executives to identify needs, prioritize, and lead efforts to enable employees to do their best work in service to our customers. You will be a people champion, business accelerator, and data-driven change leader. You will operate with speed, agility, and scale to deliver outcomes that will have a lasting impact on the organization and team. You will drive organizational transformation as this role is critical in supporting the growth and success in a highly competitive and fast-paced industry. \#LI-VC7 **Responsibilities** P **RESPONSIBILITIES:** + Serve as a trusted strategic advisor to the executive leadership team by developing strong, proactive, and collaborative working relationships. + Demonstrate a deep understanding of the business/culture to provide vision, strategic leadership, and communication across the organization. + Establish a people strategy for the business, in partnership with HR COE, to elevate culture, improve organizational health and enhance employee engagement. + Drive multi-year organizational and talent strategies, lead organizational change management, and maximize impact and scale through high performing executives and leadership teams. + Creates strategies to build leader capability, and drive implementation of initiatives resulting in broad behavioral shifts. + Lead the adoption of AI-driven HR solutions, automating workflows and enhance decision-making through data insights, modernizing HR practices. + Partner with the business to create the conditions for employee success, so people are ready, willing, and empowered to perform at their best. + Consult with business leaders to create agile, high performing organizations. + Partner closely with regional HR teams to ensure consistent execution of HR strategies across global locations, while adapting to local needs and cultural nuances. + Build reciprocal relationships with various parts of the business, partners, and customers, identify synergies across LOBs and act on opportunities to integrate efforts. + Empower leaders to take ownership of problems, make effective decisions and recognize the broad, systematic implications of problems and issues. + Manage elevated levels of ambiguity effectively and support the resolution of complex problems that cross organizational boundaries. + Create an environment of personal accountability and ownership for problem-solving while securing commitments for change initiatives and addressing any concerns. + Other duties as assigned. **CANDIDATE QUALIFICATIONS:** + 10+ years of Human Resources experience in a business partnering capacity with an emphasis workforce planning, long term vision planning, organization agility and optimization, and executive engagement. + Strong business acumen-demonstrated ability to learn business objectives quickly and influence talent and org decisions that impact business outcomes. + Experience building an annual organizational strategy and talent plan that sets clear talent priorities and actions that result in highly engaged people in the best possible roles, doing their best work. + Strong analytical skills with the ability to take direct ownership of interpreting data and using data to influence decision making. + Experience diagnosing and building leadership team capabilities, at senior levels, with courage and candor. + Experience identifying opportunities to lead change, and experience building these change leadership skills in others. + Demonstrable track record in building trust and credibility between Human Resources and client groups across all levels of an organization. + Must be self-directed and possess the ability to quickly learn and use internal systems and tools. + Background reflecting strong tenure and career progression within a complex, global organization. + Ability to create analytics using Excel (pivot tables, xlookup, charts, etc.) and effectively communicate insights in support of HR business initiatives. + Must be self-directed and able to work independently, as well as in a team environment. + Resourceful in finding solutions; effective at dealing with resistance. + Ability to work in a fast-paced environment on both strategic and tactical levels. + Excellent leadership, interpersonal, verbal, and written communication skills. + Experience working in large global corporation, "High Tech" Industry, navigating and influencing across a technology focused team/organization and changing environment. Experience with purpose driven organizations is beneficial. + Ability to travel as required. Disclaimer: **Certain US customer or client-facing roles may be required to comply with applicable requirements, such as immunization and occupational health mandates.** **Range and benefit information provided in this posting are specific to the stated locations only** US: Hiring Range in USD from: $97,500 to $199,500 per annum. May be eligible for bonus and equity. Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business. Candidates are typically placed into the range based on the preceding factors as well as internal peer equity. Oracle US offers a comprehensive benefits package which includes the following: 1. Medical, dental, and vision insurance, including expert medical opinion 2. Short term disability and long term disability 3. Life insurance and AD&D 4. Supplemental life insurance (Employee/Spouse/Child) 5. Health care and dependent care Flexible Spending Accounts 6. Pre-tax commuter and parking benefits 7. 401(k) Savings and Investment Plan with company match 8. Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation. 9. 11 paid holidays 10. Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours. 11. Paid parental leave 12. Adoption assistance 13. Employee Stock Purchase Plan 14. Financial planning and group legal 15. Voluntary benefits including auto, homeowner and pet insurance The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted. Career Level - IC4 **About Us** As a world leader in cloud solutions, Oracle uses tomorrow's technology to tackle today's challenges. We've partnered with industry-leaders in almost every sector-and continue to thrive after 40+ years of change by operating with integrity. We know that true innovation starts when everyone is empowered to contribute. That's why we're committed to growing an inclusive workforce that promotes opportunities for all. Oracle careers open the door to global opportunities where work-life balance flourishes. We offer competitive benefits based on parity and consistency and support our people with flexible medical, life insurance, and retirement options. We also encourage employees to give back to their communities through our volunteer programs. We're committed to including people with disabilities at all stages of the employment process. If you require accessibility assistance or accommodation for a disability at any point, let us know by emailing accommodation-request_************* or by calling *************** in the United States. Oracle is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans' status, or any other characteristic protected by law. Oracle will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.

**Manager, Human Resources** The HR Manager will serve as a trusted advisor, employee advocate, and compliance champion, overseeing talent acquisition, employee relations, performance management, training and development, and HR policy administration. The role also includes managing one in-house recruiter and supporting operational leadership with workforce planning and organizational development. **Principle Responsibilities** **Strategic HR Partnership** + Act as a consultative partner to the Plant Director and department leaders. + Support organizational development, succession planning, and workforce strategy. + Provide guidance on change management, team dynamics, and performance culture. **Employee Relations & Engagement** + Foster a positive and inclusive workplace culture. + Handle employee relations issues with professionalism and confidentiality. + Proactively address workplace concerns to minimize risk and support employee satisfaction. **Talent Acquisition & Workforce Planning** + Oversee the recruiter and ensure timely, quality hires across skilled trades and professional roles. + Lead recruitment strategies for a competitive labor market with the focus on retention and diversity. + Support apprenticeship and internal mobility programs where applicable. **Safety, Compliance & Culture** + Collaborate with EHS and operations leaders to promote a safety-first culture. + Ensure compliance with federal, state, and local employment laws and regulations. + Partner on audits, investigations, and compliance initiatives. **HR Operations** + Oversee HR policies, practices, and systems, ensuring alignment with corporate and plant needs. + Manage performance review cycles, compensation administration, and employee recognition programs. + Utilize HR metrics and data to drive continuous improvement. **Qualification Requirements** + Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification a plus). + 5+ years of progressive HR experience, including at least 2 years in a manufacturing environment. + Strong knowledge of employment law, safety culture, and workforce development. + Demonstrated experience supporting hourly and salaried workforces. + Proven ability to build relationships, influence leaders, and manage conflict. + Experience with HRIS systems and data-driven decision-making. + Excellent communication, leadership, and problem-solving skills. **Experience/Educational/Training Preferred:** + Background in regulated manufacturing environments. + Experience supporting operations with metal forging, CNC machining, or skilled trades + Knowledge of lean manufacturing principles and continuous improvement culture **Other Requirements** **Work Environment** The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. **Physical Requirements** While performing the duties of this job, the employee could be required to stand. The employee could frequently be required to walk; use hand to finger, handle, or feel; reach with hands and arms and talk or hear. The employee could be required to sit; climb or balance and stoop, kneel, crouch, or crawl. The employee could occasionally lift and or move up to 50 pounds. Specific vision abilities required by the job could include close vision, distance vision, peripheral vision, and ability to adjust focus. **Travel Requirements:** **Equal opportunity employer as to all protected groups, including protected veterans and individuals with disabilities** **Americans with Disabilities Act (ADA):** Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. _The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company._ **Pay Range** $85,000.00 - $110,000.00 / year **Pay Transparency** In order to support the Fair Compensation Strategy by the US Govt., HR Dept., clients are required to adhere to "Pay Transparency Law"; in the impacted states; that have mandated the employers to list the salary ranges in Job advertisements or postings for job opportunities and Job promotions.

The Human Resources Manager is responsible for all aspect of the region's employee and labor relations to include staffing, compliance and labor management. Leads contract negotiations and ensures adherence to the labor agreement and local policies and processes by all management and employees. Responsibilities: Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes Maintains the work structure by updating job requirements and job descriptions for all positions Handle all aspects of the regional employee and labor relations activities with reporting and coordination with departmental manager Works closely with the HR Team to ensure all policies, practices, procedures, and laws are adhered to by the region's employees and all initiatives are integrated at the local level. Continuously communicates with the region's leadership and employees. All aspects of talent management in the region to include employee engagement, rewards & recognition, succession planning, talent acquisition, and other initiatives to support employees within the region Ensures all policies, procedures, practices, and laws are adhered to by the regions management team and employees Provides guidance and counsel to management and employees regarding company policies, procedures, practices, and applicable laws. Investigates and responds to outside local, provincial, or federal requests regarding employment and or labor related issues Oversees employee engagement activities and assures success Responsible for all regional benefits and compensation programs and teams with corporate to ensure compliance and adherence to company programs and directives Provides training and facilitation to the workforce Oversees appropriate change management activities and ensure success of changes initiatives Leads the regions employee performance management initiatives and activities Consults with the management team to provide guidance on all aspects of human resources management Performs workplace investigations Leads regional employee training and development activities to include assessing needs, identifying programs, providing training and facilitation, and evaluating program success. Provides change management leadership to the region to ensure change initiatives are successful. Requirements: Qualified candidates will have a Bachelor Degree in Business, HR or related field 6+ years Human Resources generalist experience with at least 3 years in a leadership role; manufacturing background preferred Union experience involving grievance handling, lead in contract negotiations Able to work as a peer in a management team while exercising influence over that same team Strong business acumen, consulting, influencing and change management skills Positive and proactive attitude with ability to address issues and implement solutions Ability to work independently and take initiative Excellent facilitation, negotiation and conflict resolution skills Strong organization and prioritization skills in a multi-facility environment Able to travel regularly to locations assigned Fluency in oral and written English

The Human Resources (HR) Learning and Development (L&D) role focuses on enhancing team member skills and knowledge through various training and development programs. Responsibilities include designing, implementing, and evaluating training initiatives, collaborating with leaders across departments, and ensuring programs align with organizational goals. This involves assessing needs, developing development content, delivering training, and tracking effectiveness. The HR L&D Manager plays a crucial role in fostering a culture of continuous learning and development within an organization, ultimately contributing to team member growth, engagement, and organizational success. Essential Functions: Work closely with leaders, to identify L&D needs, align materials/programs, and ensure the successful implementation of training initiatives for new hires. Identify training needs through various methods like performance reviews, surveys, and Team Member/Leader feedback, then analyzing gaps to determine appropriate learning solutions. Create engaging and effective learning experiences, including developing training materials, selecting appropriate delivery methods (e.g., online modules, workshops, coaching), and aligning programs with organizational strategy. Help stakeholders create, organize, and plan, various departmental learning and development orientation and training processes for new hires and their continued growth through 12 months. Participate in ISO audits and ensures training programs comply with organizational quality standards and regulatory requirements, including the documentation and maintenance of audit-ready training records. Develop unique learning and development programs to fulfill team members specific needs to maintain or improve job skills. Develop integrated talent/performance/learning reports, in support of the learning organization, and ensures L&D data is leveraged within the organization. Help create with leader's new hire training procedure manuals, guides, and materials that ensure a positive and impactful learning environment. Leverage Paylocity learning management systems (LMS) and other technologies and material to deliver online training, track progress, and manage learning resources. Maintain records of learning and development activities, retraining requirements, and maintains records and tracks outcomes with leader. Assess training materials prepared by leaders. Measure the effectiveness of L&D programs through various methods (e.g., feedback forms and performance data), and make adjustments to enhance future program/material. Maintain knowledge of the latest trends in learning and development. Cultivate and maintain strong partnerships with training vendors as needed to ensure high-quality service delivery. Maintain record, budget and reports expenses as needed. Performs other related duties as assigned to support overall organization and individual team member development initiatives. Requirements Qualifications: Bachelor's degree in human resources, learning and development, or a related field required. At least six or more years in designing and delivering training and utilizing learning management systems is required. SHRM-CP or SHRM-SCP preferred. Skills Requirements: Excellent verbal and written communication skills. Strong presentation skills. Adept with a variety of multimedia training platforms and methods. Ability to evaluate and research L&D options and alternatives. Ability to create and implement effective training and development. Extremely proficient with Microsoft Office Suite and related program software. Immediate Supervisor: HR Manager Supervisory Responsibilities: None Minimum Physical Expectations The physical demands described here are representative of those that must be met by and team member to successfully perform the essential function of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. If you have any questions, please contact Human Resources. Physical activity that always requires keyboarding, sitting, phone work and filing. Physical activity that always requires extensive time working on a computer. Physical activity sometimes, such as travel and lifting under 25 lbs. Physical activity that sometimes requires and standing, bending, stooping, reaching, climbing, kneeling, and/or twisting through filing. Benefits and Perks We live out our mission, People Matter, through the care and benefits we provide our team. Health, Vision, Dental & More: Competitive insurance coverage including - medical, dental, and vision coverage. Paid Time Off: Full-time team members start at 19 days of PTO and receive “people matter” days for volunteering in your community. Profit Sharing: Bonuses based on meeting company profitability goals. Investment Plan/Budgeting: Investment planning with a variety of options for deferrals and a generous company match. And financial planning tools and training. Tuition Assistance: After three-months of service, Block Imaging will reimburse 50% of the total cost up to a maximum of $1,000 per calendar year, increasing to $2,500 after two years. This education may include college credit courses, continuing education unit courses, seminars and certification tests that are beneficial to both the team member and the organization. Paid Parental Leave: Up to three weeks of paid parental leave following a qualified Family and Medical Leave Act (FMLA) qualified and approved leave. Environment: Casual dress, BBQs, holiday parties, book clubs, lunch-and-learns, and many more community-driven opportunities to bond as a team and grow as an individual. _________________________________________ Why Block Imaging? When the unexpected happens: an injury, an illness, an accident, the healthcare professionals that diagnose and treat these issues need tools they can rely on. That's where Block Imaging comes in. If you're looking to join a team that not only provides a positive work environment, but also creates a real-world impact, the Block Imaging team is worth your consideration. Benefits and Perks We bring our mission-People Matter-to life through the care and benefits we offer our team. Health, Vision, Dental & More: We provide competitive insurance options, including medical, dental, and vision coverage. Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs) offered as both tax-advantaged accounts designed to help individuals save and pay for qualified medical expenses Paid Time Off: Full-time team members accrue 19 days Paid Time Off (PTO) per year, with accrual starting from their first day of employment. In addition, team members receive two “People Matter” days annually for volunteering in your community. Annual Bonus Opportunities: Potential bonus opportunities based on meeting company profitability goals. 401(k) Investment Plan & Budgeting: A retirement investment plan offering a variety of deferral options, a generous discretionary company matching contribution up to 6%, and access to financial planning tools and training. Team Member Perks Program: Offers exclusive discounts, special deals, and other benefits for team members. Tuition Assistance: After three-months of service, Block Imaging will reimburse 50% of the total cost up to a maximum of $1,000 per calendar year, increasing to $2,500 after two years. This education may include college credit courses, continuing education unit courses, seminars and certification tests that are beneficial to both the team member and the organization. Employee Referral Bonus Program: We believe great people know great people! When you refer a candidate who is hired and successfully completes their introductory period, you'll receive a generous referral bonus as a thank-you for helping us grow our talented team. Paid Parental Leave: Paid Parental Leave provisions following a qualified FMLA approved leave. Environment: Whether you work on-site or remotely, you'll be part of a connected, supportive culture where people come first. We believe great work starts with genuine care for one another. We value relationships, learning, and growth, and we create space for meaningful connection across every team and location. At Block Imaging, we strive to make every team member feel supported, valued, and connected to something bigger than themselves. _________________________________________ Block Imaging Parts & Service is an Equal Opportunity Employer The above job definition information has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Job duties and responsibilities are subject to change based on changing business needs and conditions.

Job Title: Human Resources Director Position Type: Full Time, On-Site Job Classification: Exempt Work Days: Monday - Friday Work Hours: 7:30am - 4:00 pm Reports to: CEO Workers Supervised: HR Generalist, HR Coordinator, HR Assistant Job Summary The Human Resources Director is responsible for leading and managing all aspects of Human Resources strategy, policy, and operations at Catholic Charities Ingham, Eaton, and Clinton Counties (CCIEC). This position ensures compliance with employment laws and best practices, supports the organization's mission and Catholic values, and fosters a healthy, inclusive, and high-performing workplace culture. The HR Director oversees recruitment, onboarding, employee relations, benefits administration, compensation, professional development, performance management, and HR compliance across the organization. Key Responsibilities HR Leadership & Strategy Develop and execute a comprehensive Human Resources strategy that aligns with CCIEC's mission, vision, and strategic priorities. Advise the CEO and senior leadership team on HR matters, organizational development, and workforce planning. Lead efforts to promote a positive, mission-aligned organizational culture that supports employee engagement, retention, and performance. Talent Acquisition & Onboarding Oversee the full-cycle recruitment process, ensuring the attraction and hiring of diverse, mission-driven talent. Develop and implement onboarding processes that foster a welcoming and supportive environment for new employees. Monitor staffing levels and workforce needs in collaboration with department directors. Employee Relations & Performance Management Oversee employee relations, conflict resolution, and workplace investigations in a fair, consistent, and legally compliant manner. Lead the development and implementation of performance management systems, employee recognition programs, and professional development opportunities. Promote open communication channels and foster a culture of accountability and respect. Compensation & Benefits Oversee compensation strategy and benefits administration, ensuring competitive and equitable pay practices and benefits offerings. Regularly review compensation structures and benefits packages to attract and retain top talent. Manage relationships with benefits providers and ensure smooth annual open enrollment processes. Policy Development & Compliance Develop and maintain employee handbooks, HR policies, and procedures consistent with employment laws, Catholic values, and best practices. Ensure organizational compliance with federal, state, and local employment laws and regulations. Manage all HR reporting, audits, and documentation requirements. Training & Development Oversee leadership development and staff training programs that build organizational capacity and promote continuous learning. Ensure diversity, equity, inclusion, and belonging initiatives are integrated into employee development effort Qualifications Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. Master's degree or HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) strongly preferred. Experience: Minimum of 8-10 years of progressive human resources experience, with at least 5 years in a senior HR leadership role, preferably in a nonprofit or human services environment. Strong knowledge of HR laws, regulations, and best practices. Proven success in talent management, employee relations, performance management, compensation and benefits, and organizational development. Excellent interpersonal, communication, leadership, and problem-solving skills. Experience working with executive leadership and Boards of Directors on personnel matters. Familiarity with HRIS systems and reporting tools (e.g., ADP, Paycor, Paychex, or similar platforms). Commitment to the mission, vision, and Catholic identity of Catholic Charities Ingham, Eaton, and Clinton. Personal Attributes Anticipated Mission-Driven: Demonstrates a deep commitment to the mission and values of Catholic Charities of Ingham, Eaton, and Clinton Counties, and incorporates them into daily work. Collaborative Team Player: Thrives in a team environment, contributing positively and working effectively with others to achieve shared goals. Solution-Oriented Problem Solver: Proactively identifies challenges and develops practical, innovative solutions to address them. Culturally Sensitive: Demonstrates awareness and respect for the cultural diversity of both colleagues and clients, fostering an inclusive and supportive environment. Integrity: Upholds a strong moral character, consistently doing what is right, and responsibly using time and resources to serve the organization's mission. Work Environment & Physical Demands This position is on-site and may not be eligible for remote work. Attendance at occasional meetings or events outside regular business hours is required. The role involves working with sensitive or potentially traumatic information and direct interaction with individuals or families in crisis. Physical requirements include frequent use of hands for handling objects, tools, or controls; talking, bending, squatting, twisting, climbing, kneeling, reaching, and occasionally lifting or carrying up to 30 pounds. Vision requirements include close-up work, distance vision, and the ability to adjust focus. The work environment may involve varying degrees of physical discomfort and occasional loud noise. Occasional driving, potentially with Clients, during the workday may be needed for operational purposes. Reasonable accommodations will be made to enable individuals with disabilities to perform essential job functions. Comments: This job description is intended to outline the essential functions, general supplementary tasks, and key requirements for successful performance in this role. It is not an exhaustive list of all duties, responsibilities, or qualifications associated with the position. Additional tasks may be assigned, and management reserves the right to modify duties as needed.

Job Details Experienced Battle Creek, MI Full Time 4 Year Degree $70000.00 - $80000.00 Salary/year Human ResourcesDescription Why You Will Love Working With Us! At Pasadena Villa, we are a dynamic, dedicated, and growing team of professionals deeply passionate about providing evidence-based and personalized clinical care for behavioral health conditions. Our team's foundation is client centered care and clinical excellence through our 5-star service commitment - Respect, Accountability, Integrity, Flexibility, Service, and Collaboration. We are committed to our team and our team is committed to our clients! We are seeking a Human Resource Manager to join our team in Battle Creek, MI! Pasadena Villa Great Lakes is a residential psychiatric facility located in Battle Creek, Michigan. Our campus provides a beautiful modern aesthetic in a therapeutic environment, ideal for healing and recovery, including areas for reflection, outdoor walking trails, a pond water feature, and a state-of-the-art wellness and fitness center. What we offer Collaborate environment dedicated to clinical excellence Multiple Career Development Pathways Company Supported Continuing Education & Certification Multiple Health Plan Design Options Available Flexible Dental & Vision Plan Options 100% Company Paid EAP Emotional Well-Being Support 100% Company Paid Critical Illness (with health enrollment plan) 100% Company Paid Life & ADD 401K with Company Match Company-Sponsored HSA, FSA, & DSA Tax Savings Accounts Generous Team Member Referral Program Parental Leave How you will contribute The Human Resources Manager provides tactical day-to-day and strategic human resources support for a residential behavioral healthcare treatment center. The Human Resources Manager provides internal customer service to employees and cultivates cross-functional partnerships. The Human Resources Manager is a key member of the facility leadership team and will have a significant impact on employee engagement, culture development, recognition, safety culture, performance management, and organizational learning and development. Relationships and Contacts Within the organization: Initiates and maintains frequent and close working relationships with facility leaders, facility team members, HR operations and shared services team members. Works closely with network leadership. Outside the organization : Initiates and maintains frequent and close working relationships with human resource vendors, to include third party benefits administrators, HRIS/Payroll, occupational healthcare, and Learning Management Software. Essential Responsibilities Partners with centers of excellence and facility leaders to administer human resource related initiatives. Collaborates with leadership team member to ensure adequate staffing is maintained through proactive talent acquisition. Collaborates with leadership team members to promote employee retention and engagement initiatives. Maintains an up-to-date understanding of facility staffing, recruitment, and support needs. Manages and resolves employee relations issues to include effective, thorough, and objective investigations, as necessary. Coordinates and conducts regular new employee orientation and onboarding in a warm and welcoming manner. Ensures compliance with regulatory and accreditation requirements; to include credentialing and employee file maintenance. Collaborates with managers to ensure timely and appropriate performance management to include performance and competency assessments. Responds to inquiries in a timely manner, escalating items though appropriate channels when necessary. Assists with maintaining HRIS ensuring accuracy and integrity of data and compiles reports as needed. Provides employees with resource access, to include benefits administration. Provides education and support around company policies, to include state/local wage and hour guidelines. Provides learning management system support and assists with the reporting process, ensuring compliance with regulatory and accreditation requirements. Monitors dates for compliance with performance review dates, certifications, license, etc. Coordinates and communicates bi-weekly payroll related items to Payroll Specialist. Maintains accurate and confidential personnel records ensuring compliance with legal and regulatory requirements. Proactively identifies training opportunities and resources for business units and individual coaching needs. Participates in assigning, evaluating and monitoring training programs to ensure success. Additional Responsibilities Acts as a point of customer service for staff on items related to Paycom, Relias, and benefit access. Conducts employment verifications and appropriate background/reference checks in accordance with policy, as needed. Assists with the maintenance, creation, and distribution of HR related forms and communications. Maintains HRIS ensuring accuracy and integrity of data and compiles reports from database. Provides support for the learning management system ensuring compliance with regulatory requirements. Attends meetings as requested. Performs other related duties as required and assigned. Qualifications Education and Experience Requires a bachelor's degree in a related field or equivalent combination of education and experience. 5+ years of Human Resources experience, with PHR/SPHR strongly preferred. Other Requirements Position requires incumbent to have a valid driver's license, vehicle insurance and a clear driving record for the last three years. For cash compensation, we set standard ranges for all U.S based roles based on function, level, and geographic location, benchmarked against companies of similar size within the behavioral healthcare industry. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors, including geographic location as well as candidate experience and expertise, and may vary from the amounts listed above. Pasadena Villa and all affiliated companies provide equal employment opportunities without regard to race, color, creed, ancestry, national origin, ethnicity, sex, gender, sexual orientation, marital status, religion, age, disability, gender identity, genetic information, service in the military, or any other characteristic protected under applicable federal, state, or local law. Equal employment opportunity applies to all terms and conditions of employment. Pasadena Villa reserves the rights to modify, interpret, or apply this in any way the organization desires. This in no way implies that these are the only duties, including essential duties, to be performed by the employee occupying this position. Reasonable accommodations may be made to reasonably accommodate qualified individuals with disabilities. This job description is not an employment contract, implied or otherwise. The employment relationship remains “At-Will.”

_This position is remote and can be based anywhere within the US. Candidates must be able to work EST or CST business hours._ **_What Product Pricing contributes to Cardinal Health_** Revenue Management is responsible for developing, communicating, and leading the execution of market strategy and profitability optimization through pricing and value-capture activities at both the strategic and tactical levels. The group uses modeling, analytics, and econometrics to create pricing strategies for our products and services. Product Pricing is responsible for managing price for all dynamically-priced products or services, including setting pricing structure by contract or customer segment and establishing catalog pricings for complex or new-to-Cardinal products and services. This job family also engages in key acquisitions to assess pricing approach and build enhancements which can be delivered post-close. **_Responsibilities_** + Demonstrates knowledge and experience with pricing processes, systems, and controls and implements as necessary. + Prepares, manipulates and extracts data and information from multiple internal and external sources and leverages to develop and execute pricing strategies + Communicates effectively regarding profit opportunities and key pricing insights. + Develops, communicates and monitors price recommendations and guardrails for Presource products by performing pricing analysis or leveraging and synthesizing analytics of internal and external intelligence. + Manages a team of 2 pricing professionals and ensures annual objectives are achieved via a variety of pricing initiatives + Support the Presource RFP and contract negotiation processes for GPO and IDN customers through development of kit pricing models, component pricing and contractual T&Cs **_Qualifications_** + 4-8 years of experience, preferred + Bachelor's degree in related field, or equivalent work experience, preferred + SAP experience preferred + SQL experience preferred + Advanced Excel modeling experience preferred **_What is expected of you and others at this level_** + Coordinates and supervises the daily activities of operations or business staff + Administers and exercises policies and procedures + Ensures employees operate within guidelines + Decisions have a direct impact to work unit operations and customers + Frequently interacts with subordinates, customers, and peer groups at various management levels + Interactions normally involve information exchange and basic problem resolution **Anticipated salary range:** $80,900 - $125,000 **Bonus eligible:** No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close:** **11/28/2025** *if interested in opportunity, please submit application as soon as possible. _** The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Hi, thanks for checking out our job board! If you're an entrepreneurial-minded builder who loves to work with great people to solve wicked problems that have a meaningful impact, read on to see if this position might be a good fit for you! Out client is a well-established software company with approximately 120 employees and scaling fast. This role is pivotal in managing their day-to-day HR activities and contributing to their broader HR strategies. The HR Generalist will work closely with the VP of People Operations to ensure HR practices are aligned with the company's business objectives and foster a positive work environment. This position is ideal for someone passionate about HR, eager to take on a variety of responsibilities, and skilled in navigating the complexities of HR management in a dynamic, growing company.What You'll Do Administer payroll, benefits, and other HR programs, ensuring accuracy, compliance, and employee satisfaction. Assist in the development and implementation of HR policies and procedures, maintaining compliance with applicable labor laws. Manage the full employee lifecycle, from recruitment and onboarding to performance management and offboarding, ensuring a smooth and engaging experience for all employees. Serve as a point of contact for employee inquiries, providing guidance and support on HR-related matters. Collaborate with the VP of People Operations and external consultants on strategic HR initiatives, including organizational development and workforce planning. Contribute to the cultivation of a strong company culture, promoting values, diversity, and inclusion within the workplace. Coordinate with department managers to identify training needs and develop tailored development programs to enhance employee skills and career progression. What You'll Bring 3+ years of experience in an HR role, with a broad understanding of HR functions and best practices. Proficiency in HRIS and payroll systems, preferably ADP Workforce Now. Strong interpersonal and communication skills, with the ability to engage effectively with employees at all levels. Demonstrated ability to manage multiple priorities in a fast-paced environment. Knowledge of federal, state, and local employment laws and regulations. PHR or SPHR certification preferred $70,000 - $80,000 a year About Zero21As recruiters helping to build the next generation of industry disruptors, we are committed to expanding the startup ecosystem so that exceptional talent from diverse communities can gain greater access to more early stage companies. We work only with equal opportunity employers who welcome candidates from underrepresented, underestimated, and traditionally overlooked communities to further diversity, equity, and inclusion in the next cohort of industry-disrupting unicorns. To all recruitment agencies: Zero21 does not accept agency resumes. Please do not forward resumes to our jobs alias or our team members. Zero21 is not responsible for any fees related to unsolicited resumes. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

HUMAN RESOURCES GENERALIST Spicer Group is seeking an energetic and highly motivated Human Resources Generalist to join our Human Resources team at our East Lansing, St. Johns, or Bingham Farms office. This is a unique opportunity that requires an individual with eye for creativity, continuous improvement, and genuine employee interaction. Responsibilities require customary and regular exercise of discretion, independent judgment, and initiative. THE COMPANY Spicer Group is a multi-disciplinary engineering, surveying, and planning company. With offices in Michigan, Ohio, and Georgia, Spicer Group continues to expand its geographic footprint. We are committed to providing our teams with corporate support throughout these offices in order to create an engaged and high-performing staff. Spicer Group prides itself on our core values of commitment to growth, great client relationships, excellent services and solutions, maintaining a team environment, and having integrity in all we do. We are seeking a candidate who will strive to uphold these values. Spicer Group, Inc. offers a comprehensive benefits package that reflects our respect and commitment for our employees, their contributions, professional goals, and personal goals. This includes, but is not limited to: Competitive Pay Health, Dental, and Vision Insurance Options 401(k)-match program Paid Holidays Sick and Vacation Days Profit Sharing Tuition Reimbursement Professional Development Excellent Working Conditions Work-Life Balance Fitness Reimbursement KEY RESPONSIBILITIES Oversees new employee orientations, and onboarding and offboarding procedures and checklists Assists with the implementation and maintenance of employee databases Assists in the development and implementation of in-house trainings: supervisory, safety, project management, technical, and other trainings requested by management or recommended as per state and federal guidelines Assists with renewals of professional licensure registrations for employees as requested Tracks and creates NCEES accounts for employees as requested Administers and reports the company Affirmative Action Program, EEO-1 annual report, and Vets 4212 annual reporting, and maintains other records, reports, and logs to satisfy EEO regulations in compliance with local, state, and federal regulations Serves as a source of information for internal employees and external inquiries on the firm regarding human resources (HR) policy and practices Assists in the development of programs, policies, procedures, and controls regarding employment Provides counsel and guidelines to employees on issues related to employee relations, job classifications, compensation, and career development Develops, maintains, and conducts training on the annual performance evaluation program; maintains all records electronically and revises the process as needed Records and forms management associated with company policies and programs Assists in the administration of day-to-day HR activities related to personnel administration, research, and general office coordination Serves as the HR point-of-contact for the organization regarding HR projects and HR technology Coordinates employee social events, appreciation, fundraising, and special projects as needed Prepares and creates reports as needed Participates in and/or presents at employee staff meetings and other relevant meetings or trainings Attends meetings, conferences, and training sessions for further personal professional development Participates in various company committees and program boards related to the employee experience and culture May engage in public relations activities such as representing the company before community groups, professional societies, etc. This position requires you to be in office 5 days per week, flexibility is available depending on business needs. The omission of a specific duty or responsibility does not preclude assigning duties not listed herein if such duties and responsibilities are a reasonable assignment to the position. POSITION REQUIREMENTS Bachelor's degree in Human Resources Management or similar related field preferred, or experience equivalent Professional HR certification (e.g., PHR, SPHR, SHRM-SCP, SHRM-CP, etc.) preferred Proficient in using Microsoft Office Suite (Excel, Word, PowerPoint, etc.) Comprehensive knowledge of employment-related laws and regulations Strong proficiency in creating and leading presentations, workshops, and group discussions NON-TECHNICAL/SOFT SKILLS Excellent interpersonal, negotiation, and conflict-resolution skills at all organizational levels Ability to inspire, influence, and lead others Ability to work independently with minimal oversight Commitment to ethical practices, leadership principles, and equal opportunity Ability to manage confidential and sensitive information appropriately Excellent verbal and written communication skills Ability to work and think effectively through ambiguous situations Possesses empathy and high emotional intelligence FOR MORE INFORMATION For more information regarding our firm and/or this position, please visit the Spicer Group website at ******************** EOE/M/F/Vet/Disabled

Human Resources Generalist - Plant Reports To: Human Resources Manager We have an exciting opportunity for a problem solver, a change agent who is excited about taking Motus to the NEXT level. Our Human Resources Generalist will be a employee engager, team motivator, and people developer! A successful candidate will have a high level of energy, integrity, be detail-oriented, and the ability to create change. Key Responsibilities: * Perform full-cycle hourly recruiting; screening, interviewing, hiring, onboarding, etc. * Manage HRIS employee changes, performance management and safety activities. * Administration of FMLA and processing of disability paperwork * Support management team * Assist with open enrollment, and assist team members with benefit-related issues and concerns * Assist with HR compliance items and administrative tasks * Assist in event planning and employee engagement activities * Assist with employee relations issues including disciplines and possible terminations Minimum Required Skills and Experience: * Bachelor's Degree - HR or business degree preferred * At least 1-2 years of HR experience preferred * Ability to learn HRIS system * Basic understanding of labor laws * Ability to work in teams and autonomously when required Who We Are Motus Integrated Technologies is a dynamic, half-billion-dollar global leader in manufacturing high-quality headliners, interior trim, and fiber solution products for the automotive industry. Headquartered in Holland, Michigan, Motus operates advanced manufacturing facilities across North America (U.S. and Mexico) and maintains a global presence with 12 locations. Motus is part of the Atlas Holdings portfolio, an industrial holding company based in Greenwich, Connecticut. Motus offers a vibrant working environment where innovation and forward-thinking are at the forefront of what we do. If you are eager to contribute to our legacy and drive meaningful change, we would love to hear from you. Motus is an Equal Opportunity Employer. Notice to Agency and Search Firm Representatives: Please note that Motus is not accepting unsolicited resumes from agencies/search firms for this role. Resumes submitted to a Motus Team Member by a third-party agency without a valid written & signed search agreement between Motus and said third-party agency, will become sole property of Motus. No fee will be paid if a candidate is hired as a result of an unsolicited agency or search firm referral.

The Human Resources Generalist is responsible for Human Resources Department functions for the Head Start and Early Head Start Programs of Capital Area Community Services, Inc. and reports to the Head Start Program Director coordinated with the agency Human Resources Director. This a fast-paced full time position. The salary for the position is $61,000 - $69,000 depending on degree and experience. We offer a comprehensive benefits package including retirement plan contribution match. The office location is 101 E Willow, Lansing MI 48906. Attaching a resume to your online application is required to be considered for the position. Qualifications Proven employee recruiting experience. Two years of HR experience including extensive use of a Human Resources Information System and I-Solved or similar Applicant Tracking System. Extensive experience with and knowledge of FMLA Administration. Bachelor's or Master's degree in Human Resources or closely related field. 2 years experience using intermediate level Microsoft Word and Excel, plus advanced business writing skills. Proper grammar, spelling, and business etiquette. Position Duties/Responsibilities Recruits candidates for the Head Start and Early Head Start Programs' open positions. Posts jobs and oversees applicant flow to attract candidate. Checks references and schedules pre-employment requirements such as physical, drug screen, and fingerprinting. Conducts new hire orientation, coordinating sessions with the professional development (training) team. Maintains involvement with Staff Wellness initiatives, data, and reports. Initiates employee status change forms when changes occur (position, pay rate, location, leave status, separations, etc.) Attends Program Administration Meetings and shares relevant information with associated staff. Supports Head Start Program supervisors and managers with staff corrective action and improvement plans. Coordinates, monitors, and tracks leave of absence requests. Submits and assists with workers compensation claims. May provide training to directors, managers, and supervisors, including Interviewing protocol, FMLA, Performance Evaluations, and Corrective Actions. Facilitates the employee exit process. Maintains compliance with federal, state, and local employment laws and regulations and recommends best practices. Follows all Head Start Program Performance Standards and Michigan Child Care Licensing Regulations. Adheres to CACS, Inc. policies and procedures. Maintains knowledge of trends, regulatory changes, and new technologies in Human Resources, talent management, and employment law. Assists with other duties as requested by Head Start Program Director and/or agency Human Resources Director when additional work is necessary to fulfill the obligations of the program.

It's fun to work in a company where people truly believe in what they are doing! The Labor Relations Generalist supports the HR function at our manufacturing facilities by managing labor relations activities, ensuring compliance with collective bargaining agreements, and fostering positive employee-management relationships. This role is critical to maintaining workforce stability, minimizing disputes, and supporting operational efficiency. Essential Duties and Responsibilities: Labor Relations Support Assist in negotiating and administering collective bargaining agreements. Interpret and advise management on contract provisions. Handle grievances, disputes, and disciplinary actions in line with union agreements. Maintain positive relationships with union representatives and employees. Union Avoidance Strategies Partner with senior leadership to develop proactive employee relations programs that reduce the likelihood of union organizing. Train managers and supervisors on effective communication, fair treatment, and compliance practices that foster trust and engagement. Monitor workplace climate and employee concerns to identify early warning signs of union activity. Implement policies and initiatives that strengthen direct employer-employee relationships, emphasizing open-door communication and responsiveness. Ensure all union avoidance activities comply with labor laws and ethical standards. Grievance & Dispute Management Administer grievance procedures, including investigation, documentation, and resolution. Partner with union representatives to address issues proactively. Prepare for arbitration or mediation when necessary. Employee Relations & Engagement Foster effective management/union relations to support a positive workplace culture. Conduct workplace investigations (EEOC, harassment, disciplinary matters). Support attendance programs and disciplinary processes. Coaching & Support for Leaders Advise supervisors on labor relations practices. Provide training on conflict resolution, contract interpretation, and employee engagement. Support lean manufacturing initiatives through workforce alignment. Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field. 2-5 years of HR or labor relations experience, preferably in a manufacturing environment. Strong knowledge of labor laws, collective bargaining agreements, and grievance procedures. Come Be Part Of A Mission that Matters! From inside the farm gate to our dinner plates, Neogen protects the world's food supply. Through a variety of animal healthcare products, to food safety solutions for dangerous bacteria, allergens, toxins, drug residues and much more, Neogen is there - and you can be too.