Director of human resources jobs in Lansing, MI - 59 jobs

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.

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 | East Lansing, MI Salary Range: $82,000 - $127,000 depending on experience Are you a detail-oriented professional with a passion for fostering positive workplace environments and driving organizational success? The Pivot Group is dedicated to fostering meaningful relationships and supporting career advancement. We are collaborating with leading companies in East Lansing seeking experienced HR Managers. The Opportunity We are working with companies in East 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 Oversee full-cycle recruitment and onboarding for production, technical, and administrative roles. Manage employee relations, conflict resolution, and disciplinary processes within the manufacturing plant. Develop and implement HR policies and procedures compliant with labor laws and manufacturing standards. Coordinate performance management programs, including reviews, goal setting, and professional development plans for the workforce. Ensure compliance with all health, safety, and environmental regulations (e.g., OSHA) relevant to manufacturing operations. Administer compensation, benefits, and payroll for all plant employees, including hourly wage structures. Drive training and development initiatives to enhance skills, productivity, and safety for the manufacturing workforce. Recommended Qualifications Extensive HR Generalist experience, preferably within a manufacturing or industrial setting. Demonstrated expertise in labor relations, employee engagement, and conflict resolution. Strong understanding of federal and state employment laws, including OSHA regulations. Proven ability to develop and implement talent acquisition and retention strategies for production and skilled trade roles. Experience with HRIS systems and leveraging data for HR decision-making. Bonus Qualifications Experience with Lean Manufacturing or Six Sigma methodologies. Proficiency in HR analytics and data visualization tools. Previous HR experience in a multi-shift or 24/7 operational environment. OSHA 30-hour General Industry certification. Job Titles That Should Apply HR Manager, Human Resources Manager, People Operations Manager, HR Business Partner, Senior HR Manager, Human Capital Manager, Employee Relations Manager, Talent Manager 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.

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

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@meta.com.

**Country:** United States of America ** Onsite **U.S. Citizen, U.S. Person, or Immigration Status Requirements:** U.S. citizenship is required, as only U.S. citizens are authorized to access certain necessary systems. **Security Clearance:** None/Not Required **Pratt & Whitney** is working to once again transform the future of flight-designing, building and servicing engines unlike any the world has ever seen. And because transformation begins from within, we're seeking the people to drive it. So, calling all curious. Come ready to explore and you'll find a place where your talent takes flight-beyond the borders of title, a country or your comfort zone. Bring your passion and commitment and we'll welcome you into a tight-knit team that takes our mission personally. Channel your drive to make a difference into shaping an organization and an industry that's evolving fast to the future. At Pratt & Whitney, the difference you make is on display every day. Just look up. **Are you ready to go beyond?** We have an exciting **onsite** work opportunity for a **Human Resources Partner** ! Currently, we have an incredibly exciting opportunity for an onsite HR Partner in our **Lansing, Michigan** facility, supporting 600+ employees over 5 plants. The hourly workforce is union represented and the position requires someone who is passionate about employee relations. We are seeking a high energy, self-starter to drive key human resources and employee relations initiatives and promote an inspiring culture. If you are ready for a challenge, then we encourage you to apply. This invaluable role requires high energy and desire to learn and develop both personally and professionally. If you want to contribute to as well as learn from an engaging and supportive team, this is the opportunity for you. **What You Will Do:** + Build and maintain effective working relationships with employees and leaders to provide advice and counsel to both on employee-related and organizational matters, serving as an employee advocate and as a coach to employees and leaders. + Partner with leadership to implement and raise awareness about HR programs which support the business goals and produce results in a complex matrix environment. + Implement strategic short and long-term HR initiatives, in partnership with senior HR and local leadership, to drive business results; quantify business results via metrics review. + Address HR-related inquiries from all levels of employees. + Support recruiting and retention strategy, efforts, and programs. + Manage the recruiting and onboarding process for hourly associates. + Assist with administration of the collective bargaining agreement (CBA) including investigations, employee and supervisor inquiries, and disciplinary actions. + Leverage process improvement/lean manufacturing tools and methodology to align with business needs; seek new innovative ways to automate and streamline HR processes. + Conduct internal investigations with the utmost professionalism, discretion, and integrity; suggest appropriate plan of action and resolutions. + Manage the FAA Drug & Alcohol Program for hourly and salary employees. + Drive human resource compliance and ensure standardization and consistency of application of HR and Company practices and policies. + Ensure compliance with all applicable governmental regulations, EH&S policies, and other applicable regulatory requirements. + Assist with site-wide employee engagement initiatives. + Lead and support special projects as assigned. **Qualifications You Must Have:** + Bachelor's degree and 5+ years of experience in a Human Resources role, including Union experience; or an Advanced degree and 3+ years of experience in a Human Resources role, including Union experience + US Citizenship required, due to government contracts **Qualifications We Prefer:** + Bachelor's degree in Human Resources or a related field + MBA/MS/MA in Human Resources or related field + Excellent communications skills (written and verbal) + Successfully managing multiple, and often conflicting priorities, while maintaining positive relationships with customers + Professional maturity and integrity in handling confidential information + Solid background and experience in employee relations + Manufacturing experience preferred + Commitment to positive workplace culture and ethical decision making + Ability to influence without direct supervisory responsibilities + High degree of professional maturity and integrity in handling confidential information is essential + Fluency in Workday and Excel **Learn More & Apply Now:** In addition to transforming the future of flight, we are also transforming how and where we work. We've introduced role types to help you understand how you will operate in our blended work environment. This role is: **Onsite** : Employees who are working in Onsite roles will work primarily onsite. This includes all production and maintenance workers, as they are essential to the development of our engines. Candidates will learn more about role type and current site status throughout the recruiting process. For onsite and hybrid roles, commuting to and from the assigned site is the employee's personal responsibility. **_As part of our commitment to maintaining a secure hiring process, candidates may be asked to attend select steps of the interview process in-person at one of our office locations, regardless of whether the role is designated as on-site, hybrid or remote._** The salary range for this role is 86,800 USD - 165,200 USD. The salary range provided is a good faith estimate representative of all experience levels. RTX considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate's work experience, location, education/training, and key skills. Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, short-term disability, long-term disability, 401(k) match, flexible spending accounts, flexible work schedules, employee assistance program, Employee Scholar Program, parental leave, paid time off, and holidays. Specific benefits are dependent upon the specific business unit as well as whether or not the position is covered by a collective-bargaining agreement. Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement. Payments under these annual programs are not guaranteed and are dependent upon a variety of factors including, but not limited to, individual performance, business unit performance, and/or the company's performance. This role is a U.S.-based role. If the successful candidate resides in a U.S. territory, the appropriate pay structure and benefits will apply. RTX anticipates the application window closing approximately 40 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require RTX to shorten or extend the application window. _RTX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. RTX provides affirmative action in employment for qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act._ **Privacy Policy and Terms:** Click on this link (******************************************************** to read the Policy and Terms Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. 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, age or any other federally protected class.

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

Country: United States of America Onsite U.S. Citizen, U.S. Person, or Immigration Status Requirements: U.S. citizenship is required, as only U.S. citizens are authorized to access certain necessary systems. Security Clearance: None/Not Required Pratt & Whitney is working to once again transform the future of flight-designing, building and servicing engines unlike any the world has ever seen. And because transformation begins from within, we're seeking the people to drive it. So, calling all curious. Come ready to explore and you'll find a place where your talent takes flight-beyond the borders of title, a country or your comfort zone. Bring your passion and commitment and we'll welcome you into a tight-knit team that takes our mission personally. Channel your drive to make a difference into shaping an organization and an industry that's evolving fast to the future. At Pratt & Whitney, the difference you make is on display every day. Just look up. Are you ready to go beyond? We have an exciting onsite work opportunity for a Human Resources Partner! Currently, we have an incredibly exciting opportunity for an onsite HR Partner in our Lansing, Michigan facility, supporting 600+ employees over 5 plants. The hourly workforce is union represented and the position requires someone who is passionate about employee relations. We are seeking a high energy, self-starter to drive key human resources and employee relations initiatives and promote an inspiring culture. If you are ready for a challenge, then we encourage you to apply. This invaluable role requires high energy and desire to learn and develop both personally and professionally. If you want to contribute to as well as learn from an engaging and supportive team, this is the opportunity for you. What You Will Do: Build and maintain effective working relationships with employees and leaders to provide advice and counsel to both on employee-related and organizational matters, serving as an employee advocate and as a coach to employees and leaders. Partner with leadership to implement and raise awareness about HR programs which support the business goals and produce results in a complex matrix environment. Implement strategic short and long-term HR initiatives, in partnership with senior HR and local leadership, to drive business results; quantify business results via metrics review. Address HR-related inquiries from all levels of employees. Support recruiting and retention strategy, efforts, and programs. Manage the recruiting and onboarding process for hourly associates. Assist with administration of the collective bargaining agreement (CBA) including investigations, employee and supervisor inquiries, and disciplinary actions. Leverage process improvement/lean manufacturing tools and methodology to align with business needs; seek new innovative ways to automate and streamline HR processes. Conduct internal investigations with the utmost professionalism, discretion, and integrity; suggest appropriate plan of action and resolutions. Manage the FAA Drug & Alcohol Program for hourly and salary employees. Drive human resource compliance and ensure standardization and consistency of application of HR and Company practices and policies. Ensure compliance with all applicable governmental regulations, EH&S policies, and other applicable regulatory requirements. Assist with site-wide employee engagement initiatives. Lead and support special projects as assigned. Qualifications You Must Have: Bachelor's degree and 5+ years of experience in a Human Resources role, including Union experience; or an Advanced degree and 3+ years of experience in a Human Resources role, including Union experience US Citizenship required, due to government contracts Qualifications We Prefer: Bachelor's degree in Human Resources or a related field MBA/MS/MA in Human Resources or related field Excellent communications skills (written and verbal) Successfully managing multiple, and often conflicting priorities, while maintaining positive relationships with customers Professional maturity and integrity in handling confidential information Solid background and experience in employee relations Manufacturing experience preferred Commitment to positive workplace culture and ethical decision making Ability to influence without direct supervisory responsibilities High degree of professional maturity and integrity in handling confidential information is essential Fluency in Workday and Excel Learn More & Apply Now: In addition to transforming the future of flight, we are also transforming how and where we work. We've introduced role types to help you understand how you will operate in our blended work environment. This role is: Onsite: Employees who are working in Onsite roles will work primarily onsite. This includes all production and maintenance workers, as they are essential to the development of our engines. Candidates will learn more about role type and current site status throughout the recruiting process. For onsite and hybrid roles, commuting to and from the assigned site is the employee's personal responsibility. As part of our commitment to maintaining a secure hiring process, candidates may be asked to attend select steps of the interview process in-person at one of our office locations, regardless of whether the role is designated as on-site, hybrid or remote. The salary range for this role is 86,800 USD - 165,200 USD. The salary range provided is a good faith estimate representative of all experience levels. RTX considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate's work experience, location, education/training, and key skills.Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, short-term disability, long-term disability, 401(k) match, flexible spending accounts, flexible work schedules, employee assistance program, Employee Scholar Program, parental leave, paid time off, and holidays. Specific benefits are dependent upon the specific business unit as well as whether or not the position is covered by a collective-bargaining agreement.Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement. Payments under these annual programs are not guaranteed and are dependent upon a variety of factors including, but not limited to, individual performance, business unit performance, and/or the company's performance.This role is a U.S.-based role. If the successful candidate resides in a U.S. territory, the appropriate pay structure and benefits will apply.RTX anticipates the application window closing approximately 40 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require RTX to shorten or extend the application window. RTX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. RTX provides affirmative action in employment for qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act. Privacy Policy and Terms: Click on this link to read the Policy and Terms

First National Bank of America is hiring a Human Resource Manager to join and lead the Human resources team. This role will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices. Responsibilities: Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings Provides leadership level oversight, backup support and training to critical HR functions, including payroll and benefit administration, leave management and talent acquisition Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent Creates learning and development programs and initiatives that provide internal development opportunities for employees Oversee employee disciplinary meetings, terminations, and investigations Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law Qualifications: Excellent verbal and written communication skills Excellent interpersonal, negotiation, and conflict resolution skills Excellent organizational skills and attention to detail Strong analytical and problem-solving skills Ability to prioritize tasks and to delegate them when appropriate Ability to act with integrity, professionalism, and confidentiality Thorough knowledge of employment-related laws and regulations Proficient with Microsoft Office Suite or related software Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems Employee benefits Medical - Multiple plans to choose from including HSA and traditional. Premiums as low as $0.00 Dental - Premiums as low as $0.00 Vision - Low premium Plan Discounted childcare Pet Insurance Paid Time Off (PTO) 401k with employer match Adjustable desks that can be raised or lowered to sit or stand At First National Bank of America , we are looking for exceptional individuals with a "servant's heart" or a natural humility that recognizes the importance of prioritizing others' needs. We celebrate and acknowledge efforts that exceed expectations, whether it's delivering added value to customers or supporting colleagues. Just as interest compounds over time, the little things we do can make a substantial difference. First National Bank of America recognizes that the quality of our people is the foundation for our success. Attracting exceptional individuals who value a challenging work environment that rewards the contributions of its people is the cornerstone of our hiring philosophy. Note: These statements are intended to describe the general nature and level of work involved for this job. It is not an exhaustive list of all responsibilities, duties, and skills required for this job. First National Bank of America uses E-Verify to confirm employment eligibility as per E-Verify guidelines. First National Bank of America is an Equal Opportunity Employer. #LI-Onsite

HR Business Partner - Healthcare Common Sail Investment Group The HR Business Partner (HRBP) is responsible for aligning HR strategies and initiatives with our Home Health and Hospice business objectives, ensuring effective execution of HR processes, and driving organizational success. This role involves employee relations oversight, performance management, consultation, development and facilitation of HR-related training, project management of HR initiatives, and providing general employee lifecycle support. The HRBP acts as a trusted advisor, driving HR solutions that foster employee engagement, retention, and overall business growth. Education, Knowledge, and Skills: * Education: Bachelors degree in Human Resources, Business Administration, or related field. * Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. * Experience: 5-7 years of progressive HR experience, with a focus on employee relations, performance management, and strategic HR consulting. * Experience in Home Health, Hospice, or a healthcare-related field is highly preferred. Essential Responsibilities and Duties: 1. Align HR Initiatives with Business Goals: * Align HR strategies and programs with business objectives and priorities. * Provide ongoing updates on deliverables, metrics, and progress towards HR-related business goals. 2. Policy Guidance and Interpretation: * Provide policy guidance and interpretation to both employees and leadership. * Ensure HR policies, processes, and programs are compliant with legal and regulatory requirements and align with business goals. 3. Employee Relations Oversight and Execution: * Support the business in managing employee relations, including terminations and corrective actions. * Conduct internal investigations related to workplace concerns or violations. 4. Performance Management: * Lead the development and execution of care plans, growth plans, and coaching initiatives * Provide performance management tools and resources to support employee retention and career development. 5. Employee Metrics and Reporting: * Track, report, and analyze employee metrics such as turnover, retention, employee relations trends, workers' compensation, payroll, benefits, and compliance. * Provide actionable insights and trends that help optimize HR programs and business decision-making. 6. HR Training Development and Facilitation: * Develop and deliver HR training based on emerging trends and business needs. * Train the trainer for regional HR teams, ensuring consistent and effective HR practices across locations. 7. ADA/LOA Coaching and Execution: * Provide coaching and support for employees and managers regarding the Americans with Disabilities Act (ADA) and Leave of Absence (LOA) processes. * Ensure compliance with ADA and LOA policies and handle accommodations and leave requests efficiently. 8. Payroll, Compensation, and Benefits Partnership: * Partner with internal teams to manage payroll, compensation, and benefits processes * Ensure that the business is receiving the necessary support from internal teams in these areas. 9. Recognition and Retention Programs: * Oversee recognition and retention programs to foster employee engagement. * Provide support and guidance to the HR team on improving processes and optimizing program effectiveness. 10. Mass Communication Management: * Manage mass communications related to HR topics, ensuring clear, timely, and effective messaging to employees across the organization. 11. Project Management of HR Initiatives: * Lead and manage HR-related projects to improve processes, programs, and employee experiences. * Ensure the successful execution of HR initiatives in alignment with business objectives. 12. General Employee Lifecycle Support: * Oversee all stages of the employee lifecycle, from onboarding to exit interviews, ensuring smooth transitions and alignment with company policies and procedures. Skills: * Strong knowledge of HR laws, policies, and compliance. * Strong understanding of the unique needs and challenges of Home Health and Hospice * Experience with performance management, employee engagement, and retention strategies. * Proficiency in HRIS platforms and MS Office Suite. * Excellent communication, problem-solving, and interpersonal skills. * Ability to manage complex HR projects and handle confidential matters with discretion. Key Competencies: * Strong business acumen and the ability to align HR practices with organizational goals. * Ability to lead and influence at all levels of the organization. * Highly organized with strong time management and prioritization skills. * Excellent verbal and written communication skills, with the ability to communicate complex HR concepts clearly. * Adaptability in dealing with change and ambiguity. * High emotional intelligence and the ability to build strong relationships across various stakeholders. General Working Conditions: This position entails standing for long periods of time. While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required. We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits. If you love serving others, and are looking for an opportunity to thrive, CSIG holdings and our businesses is your destination. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty Equal Opportunity Employer #CSALL

Human Resources Generalist - Plant Reports To: Human Resources Manager This is an exciting growth opportunity for a motivated HR professional. The selected candidate will partner closely with the HR Director and have a clear path to grow into the Plant HR Manager role through demonstrated performance and continued development. We are seeking a proactive problem solver and change agent who is energized by helping take Motus to the next level. Our Human Resources Generalist will serve as a trusted partner to employees and leaders alike - engaging teams, motivating others, and developing talent while helping to shape a strong, people-centered culture. The ideal candidate brings high energy, unquestioned integrity, strong attention to detail, and the ability to influence, drive change, and deliver meaningful HR impact in a dynamic manufacturing environment. 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 Minimum 5 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.

In support of Intermountain' s compensation philosophy and pay program, the HR Compensation Manager has accountability of an assigned portfolio as a strategic partner in the creation, development, and administration of appropriate compensation solutions. The following states are currently paused for sourcing new candidates or for new relocation requests from current caregivers: **California, Connecticut, Hawaii, Illinois, New York, Rhode Island, Vermont, Washington** **Monday-Friday 8-5 MT** **This position is primary remote but may be required to come onsite several times a year.** **Looking for candidates who have strong business, financial and economic acumen along with:** + **Progressive experience in compensation, HR consultant/business partner, finance, or related discipline** + **Proven ability to translate analytical findings into actionable business recommendations** + **Strong business acumen, with the ability to understand operational drivers, workforce implications, and financial impact** + **Demonstrated financial and economic acumen, including understanding of cost structures, labor markets, supply/demand dynamics, and budgeting** + **Experience partnering with senior HR leaders and operational leaders to provide guidance, influence decisions, and support strategic planning** + **Strong data analysis skills, including the ability to extract insights, identify trends, and communicate implications clearly** + **Proven ability to work independently, exercise sound judgment, and manage sensitive information with discretion** + **Experience leading or supporting large-scale HR processes or initiatives (e.g., annual increases, incentive cycles, M&A integration, policy rollouts)** + **Experience using AI in the work and someone who** **to model and cost compensation adjustments and pay programs** **Essential Functions** + Support the compensation strategy across a matrixed organization for an assigned portfolio + Act as a strategic partner to HR business partners and directors and business operations leaders to develop and implement compensation solutions, initiatives, goals, and plans with a focus on enhancing and supporting the business + Lead and administer processes and projects such as annual increase and incentive processes, regulatory compliance, merger and acquisitions and integration support, and labor relations support + Impact key performance indicators (KPI's) and help ensure consistency and equity for caregiver pay + Work within the compensation team and cross functionally to lead the compensation function for a portfolio, including market research, job evaluation, policy usage, and pay offers and adjustments + Provide policy and procedure support through training, monitoring and expertise **Skills** + HR Compensation + Financial Acumen + Business Acumen + Economic Acumen + Relationship Management + Strategic Thinking + Data Analysis + Analytical + Communication + Negotiation **Minimum Qualifications** + Experience in Human Resources, Finance, or Accounting + Demonstrated problem solving skills + Demonstrated ability to work independently with all levels of employees and management + Experience in a role requiring effective project management skills, a high degree of accuracy, and sound decision making with limited supervision **Preferred Qualifications** + Bachelor's degree in HR or related field such as business administration. Education must be obtained through an accredited institution. Degree will be verified. + Certified Compensation Professional designation (CCP) + Prior experience working directly with compensation policy and procedures and human resource healthcare experience + Experience in a role with budgeting and finance tracking responsibilities + Advanced working knowledge of electronic spreadsheets, word processing, and HRMS database programs **Physical Requirements** + Interact with others requiring employee to verbally communicate as well as hear and understand spoken information. + Operate computers, telephones, office equipment, and manipulate paper requiring the ability to move fingers and hands. + See and read computer monitors and documents. + Remain sitting or standing for long periods of time to perform work on a computer, telephone, or other equipment. **Location:** Employee Service Center **Work City:** Murray **Work State:** Utah **Scheduled Weekly Hours:** 40 The hourly range for this position is listed below. Actual hourly rate dependent upon experience. $50.97 - $78.69 We care about your well-being - mind, body, and spirit - which is why we provide our caregivers a generous benefits package that covers a wide range of programs to foster a sustainable culture of wellness that encompasses living healthy, happy, secure, connected, and engaged. Learn more about our comprehensive benefits package here (***************************************************** . Intermountain Health is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. At Intermountain Health, we use the artificial intelligence ("AI") platform, HiredScore to improve your job application experience. HiredScore helps match your skills and experiences to the best jobs for you. While HiredScore assists in reviewing applications, all final decisions are made by Intermountain personnel to ensure fairness. We protect your privacy and follow strict data protection rules. Your information is safe and used only for recruitment. Thank you for considering a career with us and experiencing our AI-enhanced recruitment process. All positions subject to close without notice.

Seeking Qualified Candidates for HR Manager Under general direction of the CEO, the Human Resources Manager is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of talent acquisition, succession planning, talent management, change management, organizational and performance management, training and development and compensation and benefits. Key Tasks and Responsibilities Manages a strategic recruitment process for all positions including posting, sourcing, selecting, and prescreening candidates; coordinating interviews; and preparing job offers. Conducts background checks and manages on-boarding activities. Assist in managing all health and welfare benefits, including COBRA, FMLA and other leaves of absence, disability, paid-time off, and worker's compensation. Coordinates claims resolution, change reporting, and monitors benefit changes. Provides support to team members with benefit questions or issues. Ensures legal compliance by monitoring and implementing applicable federal and state laws and regulations. Assists in research, development and implementation of human resources policies, procedures, and best practices. Maintains team member and people manager handbooks and written policies. Provides guidance to team members regarding policy interpretation. Provides guidance to managers on performance support and employee relations issues. Maintains Human Resource Information System records, employment files, and other records in compliance with laws, regulations, and best practices. Process Bi-weekly Payroll via ADP Conducts and analyzes exit interviews and provides managers with feedback. Drafts and updates s and conducts compensation research in order to accurately benchmark positions within salary ranges. Responsible for assisting the CEO ensuring succession planning for key positions in the company. Talent Development is also a responsibility of this position. Active member of the Safety Committee, preparing injury reports to present to committee, maintains logs of work related injuries and coordinates with worker's compensation. Ensures a positive work environment and culture for all employees including conducting employee satisfaction surveys. Ensure staff trainings are provided and attended in accordance to CARF Standards, funding sources' and PNLH's expectations. Compiles HR data and metrics. Provides data as needed internally and externally. Performs other duties as assigned. Education and Qualification Requirements Bachelor's degree in Human Resources or related field SHRM Certified Professional (SHRM-CP) or PHR highly preferred Minimum of two years experience in Human Resources in a role. Knowledge of Microsoft Office (Word, Excel, PowerPoint) as well as HRIS software. Be familiar and comfortable with the culture and characteristics of persons with Substance Use Disorders and mental health disorders. Provide a welcoming and accepting environment in which this population and their families can receive services. Empathic towards all employees and able to foster a positive work environment. Be flexible and adaptable to changing work environments. Be able to multi-task. Be confidential and a good listener. Have effective communication skills, both written and verbal Work Environment This job operates in a professional office environment This role routinely uses standard office equipment 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. About Personalized Nursing LIGHT House Personalized Nursing LIGHT House is a premier behavioral health care provider for adults with 34 years of specialized addiction treatment service. We have locations in Plymouth, Canton, Brighton, and Madison Heights. Our mission is to be an innovative and effective behavioral healthcare corporation (utilizing the LIGHT model of care), that strives for excellence clinically as well as administratively. Specifically, our intent is to increase client well being, decrease addiction severity, improve the quality of clients' mental and physical heath and contribute positively to society. All services will integrate substance use disorder, mental health and primary health care treatment in cohesive and client-centered programs. Job Type: Full-time Pay: $55,000 - 68,000 per year Benefits: 401(k) 401(k) matching Dental insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Vision insurance Schedule: 8 hour shift Day shift Monday to Friday Work Location: In person

Plan and direct all activities of the Human Resources Department including, but not limited to, the following: employee recruitment, hiring, evaluation, and termination; payroll; benefits; personnel relations; HR policies and procedures; workers compensation; unemployment; employee leaves, and employee compensation. All such activities are designed and executed in order to meet institutional goals and comply with federal and state laws. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following: Responsible for the management and oversight of the human resources and payroll areas for the University. Supervises employees on a day-to-day basis. Oversee all aspects of employment including job postings, recruiting, hiring, on-boarding, performance evaluations, and off-boarding. Provide leadership for employee benefit programs (e.g. medical, dental, vision, life insurances; STD; LTD; retirement plan; vacation days; holidays; sick leave, and tuition discount benefits), including communication with all employees, annual renewals, open enrollment and design and administration of benefit programs. Work with various plan vendors for COBRA administration, Flexible Spending Accounts and Unemployment claims. Negotiates agreements and ensures compliance. Oversee, review, and audit all employee wage and benefit records on an ongoing basis and provide current, related information for budget purposes. Manage retirement plan including communication with vendors as needed (e.g., relating to employee distributions, employee loans, etc.) Serve on the retirement plan committee. Maintain personnel records and files ensuring that rules concerning confidentiality and retention are followed as they relate to HR and other areas of the organization. Manage annual review and distribution of employee manual. Remain current on University policy and all applicable state and federal laws, regulations, and rules that pertain to HR, and provide leadership and oversight of initiatives (including planning, coordinating, and delivering training; interpreting/explaining rules and regulations to department heads, other employees, and applicants; and monitoring employee conduct) to maintain employee compliance with all University policy and Human Resources-related state and federal rules, regulations, and laws that apply to the University. Manage employee leaves to ensure compliance with University policy and law (e.g., FMLA). Recommend on-going revision to and creation of policies and procedures to effect continual improvements in efficiency of HR-related functions. Collaborate with area VPs and supervisors to offer staff development opportunities. Develop and implement programs that encourage excellent performance and increase retention rates for employees. Counsel employees and supervisors regarding employee relations and problems, as needed. Work with CFO and/or labor attorney to find and effectuate viable solutions to employee issues. Perform in-house investigations and prepare investigative reports. Serves as Title IX representative for employment related concerns. Oversee the selection, hiring, training, organization, and performance of the HR Department staff. Manages the salary compensation program for staff and assist academic affairs in the faculty compensation program. Conduct annual salary surveys and benchmark updates. Maintain records, reports, and logs to conform with federal/state law and regulations (e.g., ERISA including Form 5500 reporting and laws/regulations enforced by the EEOC). Prepare OSHA reporting. Perform other work-related duties as assigned. REPORTING RESPONSIBILITIES Reports directly to the CFO. SUPERVISORY RESPONSIBILITIES Supervise Payroll, Benefits, and Student Employment Office functions and personnel; carry out supervisory responsibilities in accordance with the University's policies and applicable laws. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Individual will exhibit a life and service that is in full accord with the Spring Arbor University Concept and Community Covenant. Proficient in computer applications including Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), SAU CARS, SAU's Portal and Internet applications. Possess high ethical standards, trustworthy, a person of integrity. Well-organized and self-directed, with the ability to manage time in a flexible and efficient manner to meet deadlines and accomplish work in order or priority with attention to detail and accuracy. Able to maintain composure and effectiveness under pressure and in changing conditions; able to accept feedback as it relates to job performance and responsibilities. Must possess good judgment and problem solving, with ability to identify, analyze, and resolve problems in a timely manner with an ability to learn new duties; adjusts to new situations within a reasonable amount of time. Excellent interpersonal skills to handle sensitive and confidential situations. Experience with counseling and interviewing skills. Ability to negotiate conflict and maintain constructive working relationships with people at all levels of the organization. Knowledge of federal, state, and local laws and regulations as it relates to human resources. Understands Policy and Procedure development process and significance in organizational compliance. Ability to use human resource information system (HRIS)/(HRMS) software; Paycor a plus. Knowledge of compensation and benefit administration. Demonstrates excellent customer service with interpersonal, verbal, and written communication skills in a non-judgmental and friendly demeanor with the diverse populations. Excellent time management skills in a setting with potential frequent interruptions; ability to coordinate multiple concurrent projects and perform tasks in an organized and timely manner, with attention to detail. Professional in appearance and demeanor, telephone, and interpersonal communications. Establish and maintain professional working relationships with staff, students, vendors, and community partners. Experience using office equipment, including cellular telephone; desktop telephone/voicemail; copier, fax machine, scanner, printer, computer, and calculator. EDUCATION and/or EXPERIENCE Bachelor's degree from four-year University required. Minimum of 5 years of experience in Human Resources and/or related fields (e.g., payroll or benefits management). SHRM or HRCI Certification, preferred.

Posting Number 70-2024 Position Title Director, Labor Relations Department Human Resources - Dept Employee Group Exempt Status Full-time Starting Salary Range TBD Compensation Details Position Summary Information Position Summary Purpose: The Director, Labor Relations' (Director) primary role is to negotiate and manage labor contracts and facilitate effective communication between college administration and union representatives. Reporting to the Associate Vice President, HR, the Director will serve as the key person for complex employee relations issues and union matters, leading HR-related investigations, advising on managing discipline and grievance matters, and providing leadership and strategy through collective bargaining processes. The Director is responsible for providing daily management of labor relations and employment issues and serves as an expert and advisor to the Associate Vice President, HR in the administration of six (6) labor agreements, including: Faculty; Supervisory and Managerial; Professional Technical; Administrative Support; Maintenance and Operational; and Public Safety Officers. This role plays a critical part in shaping the college's labor strategy, ensuring legal compliance, and fostering positive and productive relationships with all represented employee groups while supporting the college's mission and strategic goals. The Director will communicate regularly with the President, the Executive Cabinet, General Counsel and serve as a member of the Human Resources leadership team. Supervisory Responsibility: This position holds primary supervisory responsibility for a Labor Relations Specialist or Manager and may oversee the work of work-study students and/or temporary employees involved in labor relations projects. Minimum Requirements * Bachelor's degree or higher in Human Resources, Business Administration, or related field. * Familiar with the negotiation process and conflict resolution strategies. * A minimum of 7-10 years of progressive, extensive experience in a labor relations capacity. * Supervisory experience. * Extensive experience of leading contract negotiation and management of multiple labor unions. * Demonstrated experience handling union negotiations, grievance resolution, and arbitration, including presenting cases. * Strong working knowledge of federal and state employment laws, and labor statutes, including the National Labor Relations Act (NLRA). * Exceptional communication, negotiation, and conflict resolution skills. * Proven ability to manage sensitive and high-risk employee relations issues with sound judgment and organizational political acumen. * Experience designing and defining the organization's labor relations strategy that secures business performance and employee engagement while meeting legal requirements. * Prior experience leading a team and supporting professional growth and development. Additional Desirable Qualifications * A Master degree in a relevant field is strongly preferred. Physical Requirements/Working Conditions * Must be able to remain in a stationary position for extended periods of time. * The person in this position needs to move about both inside the office and at other locations where interviews and meetings are conducted. * Frequently operates a computer for extended periods of time. * Frequently communicates with others over the phone and in person; must be able to exchange accurate information in these situations. * Ability to speak clearly and communicate proficiently in English. Work Schedule Full-time; 52 weeks per year. In addition to regular business hours, the person in this position must be able to be flexible around the needs of the College, which includes occasional evening and/or weekend hours. For Detailed Click Here Job Description Additional Information * First consideration given to internal candidates. * Degree must be conferred by either offer date or close of posting * Visa sponsorship is not available * The College is unable to assist with travel and/or relocation expenses. * Selected candidates must submit to a drug test and criminal background check. * The College reserves the right to cancel the search at any time. Application Deadline Open until filled Additional Application Deadline Information The College reserves the right to close the recruitment process once a sufficient applicant pool has been identified. Equal Opportunity Statement As an affirmative action/equal opportunity institution, the College encourages diversity and provides equal opportunity in education, employment, all of its programs, and the use of its facilities. The College does not discriminate in educational or employment opportunities or practices on the basis of race, sex, color, religion, gender, national origin, veteran's status, age, disability unrelated to an individual's ability to perform adequately, sexual orientation, or any other characteristic protected by law. Title IX Coordinator Contact Information: 1401 E. Court St., Prahl College Center (PCC- 2030G), Flint, MI 48503, **************. Title II, ADA, Coordinator Contact Information: 1401 E. Court St., Curtice-Mott Complex (CM-1024), Flint, MI 48503, **************. Section 504 Coordinator Contact Information: 1401 E. Court St., Prahl College Center (PCC- 1130), Flint, MI 48503, **************.

Job Description HR Manager | Mason, MI Salary Range: $85,000 - $130,000 depending on experience Are you a meticulous professional with a passion for fostering positive workplace environments and driving organizational success? The Pivot Group is dedicated to fostering meaningful relationships and supporting career growth. We are collaborating with companies in Mason seeking experienced HR Managers. The Opportunity We are working with companies in Mason 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 production, skilled trades, and administrative roles, ensuring a robust talent pipeline. Manage employee relations, including conflict resolution, disciplinary actions, grievance procedures, and fostering a positive work environment. Develop and implement HR policies, procedures, and programs to ensure compliance with labor laws, safety regulations (OSHA), and company standards. Oversee performance management processes, including goal setting, performance reviews, and development plans for all manufacturing personnel. Administer compensation and benefits programs, including wage structures, incentive plans, and benefits enrollment specific to the manufacturing workforce. Identify training needs and coordinate development programs for employees, focusing on safety, technical skills, and leadership development. Drive initiatives for employee engagement, retention, and a positive plant culture to reduce turnover. Recommended Qualifications 5+ years of progressive HR experience, with at least 2-3 years specifically in a manufacturing environment. Deep understanding of federal and state labor laws, including specific regulations relevant to manufacturing operations (e.g., OSHA, FMLA). Proven ability to manage employee relations, conflict resolution, and foster a positive culture within a production or plant setting. Experience with talent acquisition, onboarding, and retention strategies for both hourly and salaried manufacturing roles. Demonstrated ability to drive HR initiatives that support operational excellence and business objectives within a manufacturing plant. Bachelor's degree in Human Resources, Business Administration, or a related field. Bonus Qualifications Experience supporting lean manufacturing or continuous improvement initiatives. Familiarity with manufacturing-specific safety regulations (e.g., OSHA). Prior experience managing HR for multi-shift production schedules. Knowledge of workforce planning strategies for fluctuating production demands. Job Titles That Should Apply HR Manager, Human Resources Manager, HR Business Partner, People Operations Manager, Senior HR Manager, Talent & Culture Manager, Employee Relations Manager 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.

Job Description HR Business Partner - Healthcare Common Sail Investment Group The HR Business Partner (HRBP) is responsible for aligning HR strategies and initiatives with our Home Health and Hospice business objectives, ensuring effective execution of HR processes, and driving organizational success. This role involves employee relations oversight, performance management, consultation, development and facilitation of HR-related training, project management of HR initiatives, and providing general employee lifecycle support. The HRBP acts as a trusted advisor, driving HR solutions that foster employee engagement, retention, and overall business growth. Education, Knowledge, and Skills: Education: Bachelor's degree in Human Resources, Business Administration, or related field. Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Experience: 5-7 years of progressive HR experience, with a focus on employee relations, performance management, and strategic HR consulting. Experience in Home Health, Hospice, or a healthcare-related field is highly preferred. Essential Responsibilities and Duties: 1. Align HR Initiatives with Business Goals: Align HR strategies and programs with business objectives and priorities. Provide ongoing updates on deliverables, metrics, and progress towards HR-related business goals. 2. Policy Guidance and Interpretation: Provide policy guidance and interpretation to both employees and leadership. Ensure HR policies, processes, and programs are compliant with legal and regulatory requirements and align with business goals. 3. Employee Relations Oversight and Execution: Support the business in managing employee relations, including terminations and corrective actions. Conduct internal investigations related to workplace concerns or violations. 4. Performance Management: Lead the development and execution of care plans, growth plans, and coaching initiatives Provide performance management tools and resources to support employee retention and career development. 5. Employee Metrics and Reporting: Track, report, and analyze employee metrics such as turnover, retention, employee relations trends, workers' compensation, payroll, benefits, and compliance. Provide actionable insights and trends that help optimize HR programs and business decision-making. 6. HR Training Development and Facilitation: Develop and deliver HR training based on emerging trends and business needs. Train the trainer for regional HR teams, ensuring consistent and effective HR practices across locations. 7. ADA/LOA Coaching and Execution: Provide coaching and support for employees and managers regarding the Americans with Disabilities Act (ADA) and Leave of Absence (LOA) processes. Ensure compliance with ADA and LOA policies and handle accommodations and leave requests efficiently. 8. Payroll, Compensation, and Benefits Partnership: Partner with internal teams to manage payroll, compensation, and benefits processes Ensure that the business is receiving the necessary support from internal teams in these areas. 9. Recognition and Retention Programs: Oversee recognition and retention programs to foster employee engagement. Provide support and guidance to the HR team on improving processes and optimizing program effectiveness. 10. Mass Communication Management: Manage mass communications related to HR topics, ensuring clear, timely, and effective messaging to employees across the organization. 11. Project Management of HR Initiatives: Lead and manage HR-related projects to improve processes, programs, and employee experiences. Ensure the successful execution of HR initiatives in alignment with business objectives. 12. General Employee Lifecycle Support: Oversee all stages of the employee lifecycle, from onboarding to exit interviews, ensuring smooth transitions and alignment with company policies and procedures. Skills: Strong knowledge of HR laws, policies, and compliance. Strong understanding of the unique needs and challenges of Home Health and Hospice Experience with performance management, employee engagement, and retention strategies. Proficiency in HRIS platforms and MS Office Suite. Excellent communication, problem-solving, and interpersonal skills. Ability to manage complex HR projects and handle confidential matters with discretion. Key Competencies: Strong business acumen and the ability to align HR practices with organizational goals. Ability to lead and influence at all levels of the organization. Highly organized with strong time management and prioritization skills. Excellent verbal and written communication skills, with the ability to communicate complex HR concepts clearly. Adaptability in dealing with change and ambiguity. High emotional intelligence and the ability to build strong relationships across various stakeholders. General Working Conditions: This position entails standing for long periods of time. While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required. We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits. If you love serving others, and are looking for an opportunity to thrive, CSIG holdings and our businesses is your destination. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty Equal Opportunity Employer #CSALL

Seeking Qualified Candidates for HR Manager Under general direction of the CEO, the Human Resources Manager is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of talent acquisition, succession planning, talent management, change management, organizational and performance management, training and development and compensation and benefits. Key Tasks and Responsibilities Manages a strategic recruitment process for all positions including posting, sourcing, selecting, and prescreening candidates; coordinating interviews; and preparing job offers. Conducts background checks and manages on-boarding activities. Assist in managing all health and welfare benefits, including COBRA, FMLA and other leaves of absence, disability, paid-time off, and worker's compensation. Coordinates claims resolution, change reporting, and monitors benefit changes. Provides support to team members with benefit questions or issues. Ensures legal compliance by monitoring and implementing applicable federal and state laws and regulations. Assists in research, development and implementation of human resources policies, procedures, and best practices. Maintains team member and people manager handbooks and written policies. Provides guidance to team members regarding policy interpretation. Provides guidance to managers on performance support and employee relations issues. Maintains Human Resource Information System records, employment files, and other records in compliance with laws, regulations, and best practices. Process Bi-weekly Payroll via ADP Conducts and analyzes exit interviews and provides managers with feedback. Drafts and updates s and conducts compensation research in order to accurately benchmark positions within salary ranges. Responsible for assisting the CEO ensuring succession planning for key positions in the company. Talent Development is also a responsibility of this position. Active member of the Safety Committee, preparing injury reports to present to committee, maintains logs of work related injuries and coordinates with worker's compensation. Ensures a positive work environment and culture for all employees including conducting employee satisfaction surveys. Ensure staff trainings are provided and attended in accordance to CARF Standards, funding sources' and PNLH's expectations. Compiles HR data and metrics. Provides data as needed internally and externally. Performs other duties as assigned. Education and Qualification Requirements Bachelor's degree in Human Resources or related field SHRM Certified Professional (SHRM-CP) or PHR highly preferred Minimum of two years experience in Human Resources in a role. Knowledge of Microsoft Office (Word, Excel, PowerPoint) as well as HRIS software. Be familiar and comfortable with the culture and characteristics of persons with Substance Use Disorders and mental health disorders. Provide a welcoming and accepting environment in which this population and their families can receive services. Empathic towards all employees and able to foster a positive work environment. Be flexible and adaptable to changing work environments. Be able to multi-task. Be confidential and a good listener. Have effective communication skills, both written and verbal Work Environment This job operates in a professional office environment This role routinely uses standard office equipment 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. About Personalized Nursing LIGHT House Personalized Nursing LIGHT House is a premier behavioral health care provider for adults with 34 years of specialized addiction treatment service. We have locations in Plymouth, Canton, Brighton, and Madison Heights. Our mission is to be an innovative and effective behavioral healthcare corporation (utilizing the LIGHT model of care), that strives for excellence clinically as well as administratively. Specifically, our intent is to increase client well being, decrease addiction severity, improve the quality of clients' mental and physical heath and contribute positively to society. All services will integrate substance use disorder, mental health and primary health care treatment in cohesive and client-centered programs. Job Type: Full-time Pay: $55,000 - 68,000 per year Benefits: 401(k) 401(k) matching Dental insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Vision insurance Schedule: 8 hour shift Day shift Monday to Friday Work Location: In person

Purpose: The Director, Labor Relations' (Director) primary role is to negotiate and manage labor contracts and facilitate effective communication between college administration and union representatives. Reporting to the Associate Vice President, HR, the Director will serve as the key person for complex employee relations issues and union matters, leading HR-related investigations, advising on managing discipline and grievance matters, and providing leadership and strategy through collective bargaining processes. The Director is responsible for providing daily management of labor relations and employment issues and serves as an expert and advisor to the Associate Vice President, HR in the administration of six (6) labor agreements, including: Faculty; Supervisory and Managerial; Professional Technical; Administrative Support; Maintenance and Operational; and Public Safety Officers. This role plays a critical part in shaping the college's labor strategy, ensuring legal compliance, and fostering positive and productive relationships with all represented employee groups while supporting the college's mission and strategic goals. The Director will communicate regularly with the President, the Executive Cabinet, General Counsel and serve as a member of the Human Resources leadership team. Supervisory Responsibility: This position holds primary supervisory responsibility for a Labor Relations Specialist or Manager and may oversee the work of work-study students and/or temporary employees involved in labor relations projects. Minimum Requirements Bachelor's degree or higher in Human Resources, Business Administration, or related field. Familiar with the negotiation process and conflict resolution strategies. A minimum of 7-10 years of progressive, extensive experience in a labor relations capacity. Supervisory experience. Extensive experience of leading contract negotiation and management of multiple labor unions. Demonstrated experience handling union negotiations, grievance resolution, and arbitration, including presenting cases. Strong working knowledge of federal and state employment laws, and labor statutes, including the National Labor Relations Act ( NLRA ). Exceptional communication, negotiation, and conflict resolution skills. Proven ability to manage sensitive and high-risk employee relations issues with sound judgment and organizational political acumen. Experience designing and defining the organization's labor relations strategy that secures business performance and employee engagement while meeting legal requirements. Prior experience leading a team and supporting professional growth and development. Work Schedule Full-time; 52 weeks per year. In addition to regular business hours, the person in this position must be able to be flexible around the needs of the College, which includes occasional evening and/or weekend hours.