Director of human resources jobs in Layton, UT - 100 jobs

Job Description We are looking for a competent and experienced Vice President of Human Resources (VP of HR) to lead, direct, and oversee our company's human resources plans. As a member of the executive leadership team, you will act as a strategic partner, driving organizational effectiveness, talent management, and culture initiatives. Key Responsibilities Strategic Leadership: Develop and implement HR strategies that align with long-term business goals. Talent Strategy: Lead executive-level recruitment, onboarding, and retention strategies to build a high-performing workforce. Culture & Employee Relations: Cultivate a positive, inclusive, and productive workplace environment. Compliance & Risk Management: Ensure compliance with all federal, state, and local labor laws (EEOC, ADA, FMLA, etc.) to minimize risk. Performance & Compensation: Oversee performance management systems, compensation structures, and benefits administration to attract and retain top talent. Change Management: Lead organizational development initiatives and manage company-wide changes. Qualifications Proven experience as a VP of HR or similar senior HR leadership role (typically 10+ years). Deep knowledge of labor laws, HR policies, and industry best practices. Strong leadership, strategic thinking, and problem-solving skills. Excellent interpersonal and communication skills to effectively interface with executives and staff. Experience in organizational development, talent acquisition, and performance management. Bachelor's or Master's degree in HR or Business Administration. Job Posted by ApplicantPro

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.

Location: City/Hybrid/RemoteReports to: CTOInterfaces with: CEO, COO, Professional Services, Engineering, Sales, Marketing, and VendorsWhy AllenComm With over 40 years of excellence in corporate learning innovation, AllenComm has helped Fortune 500 and 1000 organizations transform employee development through award-winning instructional design and technology. Today, we are redefining enterprise learning through AI-driven modernization, strategic partnerships, and data-powered personalization. As our AI Product Director, you will be at the forefront of transformation bridging legacy systems, new technology, and client-centered innovation.About the Role AllenComm is seeking a hands-on AI Product Director to lead the transformation of our HR and Learning & Development (L&D) solutions through AI strategy, implementation, and partnership development. This role sits at the intersection of product innovation, technology integration, and go-to-market enablement.You'll drive modernization of AllenComm's platforms, guide adoption of AI technologies, and collaborate across teams to turn our professional services into scalable, AI-powered enterprise solutions. The ideal candidate blends strategic vision with operational execution-comfortable crafting product roadmaps, experimenting with AI tools, and coordinating across internal and external stakeholders to deliver measurable business value.Key Responsibilities AI Transformation & Legacy Modernization • Lead the evolution of AllenComm's legacy systems into scalable, AI-enabled platforms. • Pilot and implement Microsoft's AI technologies (Copilot, Azure OpenAI, Power Platform) into existing systems, workflows, and client solutions. • Establish frameworks for AI governance, data ethics, compliance, and performance monitoring of AI systems. • Collaborate with engineering and operations to ensure secure, efficient, and sustainable AI infrastructure.Market, Sales, and Competitive Intelligence • Partner with Sales, Marketing, and Client Strategy to translate client feedback, trends, and analytics into actionable product insights. • Conduct ongoing competitive research to identify differentiators, white space opportunities, and potential strategic partners. • Use market and performance data to shape roadmap priorities, value propositions, and pricing models. Partnership Management & Ecosystem Development • Develop and manage partnerships with leading AI technology providers and Microsoft ecosystem partners. •Evaluate and onboard vendors or tools that complement AllenComm's AI product portfolio. •Act as the primary liaison with external AI partners to ensure alignment on product vision and co-development opportunities. Product Leadership & Delivery •Define and communicate a clear product vision, roadmap, and success metrics for AI-driven HR/L&D solutions. • Lead discovery, MVP design, and iterative releases with internal teams and external vendors. • Collaborate cross-functionally to translate services into productized, AI-driven features and solutions that expand AllenComm's market reach. • Report regularly on progress, adoption, and business impact directly to executive leadership.What You'll Bring • 6-8 years of product management experience, with at least 2 years in AI/ML or enterprise SaaS. • Proven experience migrating legacy systems or platforms to AI-driven architectures. • Familiarity with Microsoft AI technologies (Azure OpenAI, Copilot Studio, Power Platform). • Background in HR tech, learning technologies and workforce enablement platforms . • Experience with vendor management, partnership development, and cross-functional collaboration. • Strategic and hands-on leadership style-comfortable moving from vision to execution. • Excellent communication and executive presentation skills.

ABOUT THIS ROLE At Complete Solaria, human resources (HR) is focused on what people need and how to provide it. We're searching for a qualified Human Resources Manager to coordinate all aspects of HR, encompassing the full employee lifecycle, and ensuring that all policies, procedures and programs are adhered to and maintained across the local geography and disciplines. Particular emphasis is placed around hiring and onboarding, benefits, and ensuring that the organization is in full compliance with applicable laws and regulations. In addition, the position works closely with the Vice President of Human Resources in developing, implementing and evaluating ongoing HR policies, programs, functions and activities. The position also assists with the safety efforts. RESPONSIBILITIES Supervisory · Manages day-to-day HR operations, including hiring and onboarding, and benefits, and off boarding at local site (Salt Lake City). · Provides HR guidance and acts as coach and mentor to local teams and employees. · Works closely and effectively with leadership and teams across departments and geographies · Manages the relationship and services with third party HR vendors & consultants · Provides constructive and timely performance evaluations. · Handles discipline and termination of employees in accordance with company policy General · Plan, direct and supervise all activities relating to the administration and maintenance of payroll and employee benefits programs. Develop, implement and control programs in a manner that ensures cost effectiveness, market competitiveness and internal equity among employees. · Administer benefits programs, including conducting analyses and serving as primary contact with providers (including group health and life), workers' compensation, unemployment and retirement plans. · Assist the VP of HR in the daily administration of other HR services as directed or assigned, including recruitment and selection, promotions, transfers, contract negotiation and administration, affirmative action/EEO compliance, jobfication, performance evaluation, and employee relations in accordance with quality management principles and overall objectives of the organization. · Develop, prepare, generate and analyze ongoing and ad-hoc special reports pertaining to employee personnel information and data, including issues such as benefits costs, staffing levels/deployment, turnover, absenteeism, recruitment, applicant tracking, affirmative action/EEO, compensation, promotions, etc. Effectively utilize the data processing system to obtain, store and analyze pertinent data and information. · Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resource management. Identify trends that could affect organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management, employees and retirees accordingly. · Educates and influences teams and leadership on HR matters affecting employees · Performs other related duties as assigned. SKILLS AND QUALIFICATIONS Bachelor's Degree (or equivalent) in human resources, business or related field A minimum 5 years HR management experience Thorough understanding of multi-state and federal laws and regulations as related to employment. Multi-state experience is required, Global experience is a plus. Excellent communication skills (verbal and written), interpersonal skills, empathy, ethics, and cultural awareness · Strong supervisor, leadership and coaching skills Aptitude for problem-solving and thorough knowledge of HR procedures and policies Attention to detail and analytically driven Multi-tasker, organized, and on top of things. Ability to prioritize and delegate when appropriate. Proficiency in Office 365, Google Suite, Office 365, Adobe Acrobat · Advanced computer skills, including data entry, data processing, communication tools and payroll and human resources software IDEAL CANDIDATE Loves working with people. Able to work in the office Monday - Friday during regular hours. A strong customer service-oriented mentality Enthusiastic with a positive attitude; hardworking and resourceful Independent and takes initiative to make processes more efficient. Excellent time management skills: ability to prioritize and delegate when appropriate to meet deadlines successfully. Provides an essential client service role both internally to our teams and externally to our clients, providing five-star partnership Works well in a team environment, yet proactive and can thrive independently. Individual compensation will vary based on job-related factors, including the skills, qualifications, and experience of the successful candidate as well as business need and geographic location. The successful applicant for this role will be eligible for discretionary bonus, health, vision, dental insurance, Discretionary Time Off and other employee benefits as the company implements. The salary range for this position is $100,000 - $140,000, which represents the low and the high end of what we reasonably expect to pay for this position at the time of posting.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

BYU-Pathway Worldwide's Human Resources team supports the organization's mission, strategy, and educational offerings to nearly 75,000 students in 180 countries, as well as to service missionaries, employees, and partners. The HR Manager serves as the primary human resources partner for assigned Vice President areas, providing strategic consultation and operational support across the employee lifecycle. This role advises leaders on workforce planning, hiring, performance management, compensation, and employee development, while ensuring consistent HR practices, policy alignment, and compliance. Reporting to the HR Director, the HR Manager supports organizational capability and leadership effectiveness across both domestic and global workforce needs, including international hiring and multilingual program support. Through mission-centered talent stewardship, the HR Manager advances the work of BYU-Pathway Worldwide. Required Bachelor's degree in a related field. 6-10 years of progressive HR experience. Advanced knowledge of key HR disciplines (talent acquisition, employee relations, compensation, development). Strong relationship-building, communication, and coaching skills. Ability to exercise sound judgment and navigate sensitive or ambiguous situations. Proficiency with HR systems, reporting, and data analysis. Preferred Master's degree in HR, Business, or related field. Certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Prior experience in HR business partner or advisory roles. Multilingual proficiency (Portuguese preferred; Spanish beneficial). Experience working with global or multi-language teams. Strategic HR Partnership & Workforce Planning (Primary HR Advisor to Assigned VP Areas) Serve as the main HR representative for the assigned Vice President's areas. Consult with leaders on workforce strategy, organizational structure, and team design. Assess future staffing needs and recommend workforce models (FTE, contractor, student, missionary, etc.). Partner on succession planning, headcount forecasting, and talent movement. Represent HR in departmental leadership meetings and planning discussions. Talent Acquisition, Onboarding & Transitions (Full-Cycle Hiring & Integration Support) Lead recruitment strategy and hiring processes for assigned VP areas. Review and validate job descriptions, role design, and compensation alignment. Screen applicants, facilitate interview deliberations, and guide selection decisions. Draft and extend offers, coordinate background checks, and manage hiring compliance. Support onboarding through communication, provisioning coordination, and orientation. Conduct exit interviews, process transitions, and provide turnover insights. Compensation, Benefits & Policy Consultation (Coaching Leaders on Compensation and Policy Application) Advise on salary recommendations, adjustments, and internal equity considerations. Support annual compensation and merit processes. Serve as an escalation point for benefits and leave-related questions. Guide HR policy interpretation, compliance, and procedural requirements. Employee Development, Performance & Relations (Strengthening Leadership Capability and Employee Growth) Support leaders in career development, coaching, and succession conversations. Recommend training, development resources, and institutional programs. Guide managers through performance improvement, expectations setting, and documentation. Support conflict resolution and employee relations in coordination with Legal and HR leadership. Maintain accurate and confidential documentation of performance-related actions. HR Operations, Reporting & Compliance (Operational Accuracy and Data-Informed Decision Support) Maintain accurate personnel and compensation records in HR systems. Prepare HR reporting on headcount, hiring, turnover, and related metrics for assigned areas. Support process improvement, automation, and system efficiency initiatives. Ensure audit readiness, legal compliance, and consistent application of HR policy. Participate in institutional HR projects and cross-functional initiatives. Global Workforce & Multi-Language Program Support (International Hiring & Cross-Cultural Support) Support the expansion of multi-language programs through international hiring efforts. Coordinate with Church HR and external partners to onboard international employees and contractors. Provide HR support that is culturally informed and sensitive to local labor considerations. Multilingual proficiency, especially in Portuguese and Spanish, is highly advantageous.

This role is approximately 60% recruiting execution and 40% people programs, systems, and implementation. You will personally execute recruiting while also designing, building, and rolling out scalable people processes. Key ResponsibilitiesRecruiting & Hiring (≈60%) • Own full-cycle recruiting for most non-Director roles • Partner with hiring managers on role definition, intake, and hiring decisions • Manage candidate pipelines, interviews, and offer execution • Support Director+ searches by managing process and administration (search strategy retained by CHRO) • Coordinate with recruiting agencies and enforce work-product standards • Track recruiting metrics and improve candidate experience Recruiting Process & Manager Interview Capability • Design structured recruiting processes that can be followed consistently • Create interview guides, interviewer scorecards, and hiring manager intake templates • Develop and deliver hiring manager interview training • Reduce variability, bias, and execution risk in hiring decisions People Programs, Systems & Implementation (≈40%) • Build and implement onboarding programs beyond administrative tasks • Partner with HR Generalist to operationalize onboarding and lifecycle processes • Review, clean up, and improve HR workflows and system usage (ADP required) • Define what belongs in ADP versus external tools • Create clear, documented HR processes and playbooks • Support performance management and talent review cycles • Lead change management and adoption of new processes What Success Looks Like Within 6-12 months: • Recruiting operates smoothly without daily escalation • Managers are trained and confident interviewers • Interview guides and hiring processes are consistently used • Onboarding is structured and repeatable • ADP workflows support the business instead of creating friction • HR execution errors materially decrease • CHRO is focused on strategy, not daily troubleshooting Experience & Qualifications • 7-10 years of experience in recruiting, HR, or people operations • Direct, hands-on ADP configuration and workflow experience (required) • Proven experience building and implementing recruiting and onboarding programs • Strong project management and change management capability • Experience in professional services, multi-entity, or PE-backed environments preferred

Job DescriptionAbout Us SRV Refrigeration is a growing leader in commercial and industrial refrigeration services, proudly serving six states with a commitment to quality, safety, and innovation. In just three years, we've built a reputation for excellence through teamwork, integrity, and precision. As we continue to expand, we're seeking a knowledgeable and hands-on HR Manager to support our people and our mission. Position OverviewWe're looking for an experienced HR Manager who brings a strong background in employment law, contracts, and compliance-particularly within the skilled trades or construction/refrigeration industries. This individual will lead HR operations across multiple states, ensuring policies align with legal standards while supporting our growing workforce.Responsibilities Oversee full-cycle HR operations including recruiting, onboarding, training, and employee relations. Develop and maintain compliant policies, procedures, and employee handbooks across multi-state operations. Review, draft, and manage employment contracts, subcontractor agreements, and vendor documentation. Advise leadership on labor laws, compliance updates, and risk management. Manage investigations, disciplinary actions, and conflict resolution with professionalism and confidentiality. Partner with management to ensure fair practices and a positive work culture. Collaborate with payroll and accounting teams to ensure accurate recordkeeping and compliance. Monitor changes in state and federal employment law affecting company policies and procedures. Qualifications 5+ years of HR management experience, preferably in construction, refrigeration, or HVAC industries. Strong knowledge of employment law, contracts, and compliance across multiple states. Experience with employee relations, investigations, and workforce planning. Exceptional attention to detail and organizational skills. HR certification (PHR/SPHR or SHRM-CP/SCP) preferred. Excellent communication and interpersonal skills. Benefits Competitive salary based on experience Health, dental, and vision insurance Paid time off and holidays Career growth opportunities within a fast-expanding company Supportive, team-oriented work environment Join SRV Refrigeration If you're an HR professional who thrives in a fast-paced environment and enjoys balancing people, compliance, and growth-we want to hear from you!

Responsible for the management and administration of the Personnel/Human Resources Department supporting the Ogden Plant reporting directly to the Structurals Ogden GM. The objective of this role is to maximize cost effective utilization of division human resources to protect company assets by minimizing potential financial liabilities resulting from legal contingencies through driving the employee full lifecycle experience (staffing, on-boarding, performance management , training, compensation, etc), Medical, Employee Relations, Benefits Administration, Federal and State Law Compliance, Records Retention, and Community Relations. This role will work within the overall Corporate framework to maintain an atmosphere conducive to open communications with the plant and with the other HR plant groups. Promotes and establishes positive employee relations programs within the Division group. Integrates HR planning with plant business planning to assure continuity of work force scheduling and protection of our position with our customer. PRINCIPAL ACCOUNTABILITIES: 1. Organizes, staffs, develops, and manages the Ogden HR administration activities. 2. Oversees recruitiung and screening for non-exempt & exempt positions. Participates in the interviewing process for exempt employees and maintains all necessary confidential files. 3. Supports company benefit programs. Audits all salary increases assuring compensation is to budgeted salary plans. 4. Administers Corporate Affirmative Action Plan. Assures compliance with all Federal, State, and local EEO laws. Coordinates and resolves discrimination charges. 5. Maintains an active community relations posture assuring that PCC is positively reflected in the area. Provides career counseling utilizing all plant and corporate resources available to aid employees in their development process. 6. Facilitates and actively participates in management development programs for supervisors and provides direction for scheduling of other training opportunities within the Division group. Recommends additional training programs and participates in the development of same. 7. Develops, interprets, administers, and supports operating policies in the group. Coordinates decisions with employees as well as other operating facilities. 8. Maintains contact with professional associations and industries. Keeps current with local and national business trends with particular emphasis on new legal developments relative to the HR field which could affect HR operations. 9. Partner with Plant business and HR partners to align company goals and objectives. QUALIFICATIONS: 1. Bachelors degree with major in Human Resources Management, Business, Social Science, or equivalent experience. At least 5 years HR management experience or a generalist managing the HR functions. 2. Ability to work and communicate with all levels of the business and a broad general understanding of the business function. 3. Intensive knowledge of the Human Resource function, emerging HR trends, and familiar with all areas of sound HR management. 4. Knowledge of leadership development program management and practices as well as Human Capital Planning - Talent Management. 5. Knowledge of Staffing processes and execution. 6. Knowledge of Utah state and federal laws and regulations in the areas of wage and hour laws, employment law, and workers' compensation. SPECIAL SKILLS AND PHYSICAL REQUIREMENTS: 1. The Human Resource Manager must have an analytical mind that provides creative solutions to day-to-day problems, and an ability to relate to employees at all levels of the organization. 2. Must possess excellent communication skills, both written and verbal. 3. Must be able to confidently and effectively coach and partner with Sr. Leadership in the plant as well as front line Supervisors. 4. PC skills- Microsoft Word, Excel, Teams and PowerPoint.

Job DescriptionAbout TorusTorus is headquartered in Utah and is expanding manufacturing at our 540,000-square-foot facility in Salt Lake City called GigaOne. Our mission is to build the world's first mesh energy infrastructure - built to unite people and communities through resilient, secure, and intelligent power. We design, engineer, manufacture, install, and support our systems end-to-end, standing behind them throughout their lifecycle. Torus systems help reduce costs, lower emissions, and protect facilities from outages, while strengthening the security and reliability of the broader utility grid. Torus is committed to American manufacturing, engineering excellence, and building energy systems that last. At Torus, you will be part of something larger than a single product or technology. Your work will help build energy infrastructure that supports critical systems, industry, and communities for decades to come. We value accountability, collaboration, and clear thinking. We are looking for people who want to solve hard problems and build things that matter. About the Role We are seeking a Human Resources Business Partner to support our technical organization (Flexie), serving as the primary people advisor to leaders across Data, Engineering, Software, Firmware, and Hardware. This role is equal parts strategic partner and hands-on operator. You'll help technical leaders build high-performing teams while ensuring our people practices scale with the complexity of the work. You will translate technical business priorities into clear people plans (org design, workforce planning, performance management, retention), coach leaders through decision-making and team dynamics, and proactively identify people risks before they become issues. This role requires strong judgment, comfort operating in ambiguity, and the ability to build trust with highly technical teams. This role operates as a true HR business partner-translating business goals into people strategies, coaching leaders through growth and change, and ensuring our practices scale as the company evolves. You'll be embedded with your stakeholder groups, balancing day-to-day support with org design, performance, and workforce planning, while also serving as a culture steward who reinforces the standards and behaviors that make us successful. Strong judgment, discretion, and the ability to anticipate people risks are essential. Responsibilities Serve as the primary People Ops advisor to assigned business leaders, providing guidance on people strategy, leadership decisions, and team effectiveness. Translate engineering and product priorities into people plans, including org design, role clarity, leveling, and growth paths. Own KPI reporting for your org(s), ensuring data cleanliness, integrity, and accurate people insights (headcount, attrition, performance, hiring progress, etc.). Partner on headcount planning aligned to roadmaps and forecasts, advising on what/when/why to hire and tradeoffs in capacity planning. Coach technical leaders on performance management philosophy, accountability, feedback, and talent decisions. Support onboarding and offboarding for technical teams, ensuring smooth transitions and strong team continuity. Partner with compensation and benefits stakeholders to ensure equitable, competitive, and consistent compensation practices for technical talent. Provide employee relations support for sensitive issues (conflict, engagement, performance, retention risk) with discretion and sound judgment. Anticipate people risks within the technical organization (burnout, attrition, role ambiguity, misalignment) and recommend proactive interventions. Partner closely with recruiting to improve hiring processes, candidate evaluation, and closing strategy for competitive technical roles. Strengthen manager capability across the technical org through coaching, decision support, and consistent application of People Ops practices. Required Experience 6+ years of People Ops / HRBP experience, supporting corporate or technical teams Proven experience partnering with senior leaders in fast-growing environments Demonstrated success partnering with leaders in engineering, software, hardware, or data environments Strong experience in performance management, talent decisions, and leader coaching Experience supporting onboarding, offboarding, compensation, benefits, and employee relations Working knowledge of compensation practices and how they apply in competitive technical markets Exceptional judgment, discretion, and ability to influence without authority Preferred Experience Experience supporting high-growth teams building complex products (hardware + software a plus) Comfort partnering with leaders in highly technical domains (firmware/hardware/data science) Familiarity with role leveling and career frameworks for engineering functions Experience working closely with executive teams Utah-based with ability to be on-site as needed for key leader support You'll be a great fit if you're excited by solving complex, real-world energy challenges and enjoy work that is fast-paced, ever-evolving, and anything but boring. We're building a mesh-based energy network that improves grid stability and resiliency, which means working at the intersection of hardware, software, and systems thinking. We're a growing team, so the work is dynamic and hands-on. You'll have the opportunity to learn new technologies, take ownership, and make a visible impact quickly. That also means being flexible, pitching in where needed, and approaching the work with a scrappy, can-do mindset. If you enjoy rolling up your sleeves, learning as you go, and working alongside smart, motivated people who care about building something meaningful, you'll thrive here. Our Perks & Benefits Employee Rewards Package including equity 401(k) Retirement Savings Plan Health Benefits Package: Choice between traditional PPO or HSA eligible medical plans; Dental insurance; and Vision insurance Human-centered Paid Time Off (based on employment status) including unlimited discretionary PTO; 10-days paid company holidays; Waiting period-free 100% paid parental leave. Torus paid Life with option to purchase additional coverage Voluntary Short- and Long-Term Disability Insurance Peer Recognition Program Additional DetailsBackground Check All candidates are subject to a background check.Location + Travel The role is based in Utah including hybrid remote with work based in your home office and our Salt Lake City/South Salt Lake warehouses, as needed.Schedule Full-Time, SalariedCompensation $100,000-135,000 (Note: We have the flexibility to hire at different levels, which may impact the corresponding pay range.) Work Authorization Applicants must already have the legal authorization to work in the US without requiring any employer sponsorship.Physical Requirements Regularly operates a computer and other peripheral office equipment such as a printer or mouse. Ability to communicate information so others can understand. Must be able to exchange accurate information in these situations. Maintain regular and reliable attendance, whether working remotely or on-site, with the ability to perform job duties safely and effectively. Proficiency in reading, writing, and speaking English required. When on the production floor, required to don personal protective equipment to include, but not limited to ear protection, gloves, eye protection and/or safety helmet. When on the production floor, ability to observe, detect and respond to audible and visual machine malfunction warnings. Torus is proud to be an Equal Opportunity Employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. E04JI800ab0s408jbv4

Human Resources Manager ( Plant site) To be a proactive business partner in managing all employment, compensation, labor/employee relations, and related training functions. Qualifications Requirements BS Degree in Human Resources or related field with 10 plus years heavy industrial experience in union relations involving collective bargaining, CBA administration, grievance/arbitration resolution, employee discipline, employee communications, policy development, organization planning, employment, compensation and related training. Additional Information All your information will be kept confidential according to EEO guidelines

BYU-Pathway Worldwide's Human Resources team supports the organization's mission, strategy, and educational offerings to nearly 75,000 students in 180 countries, as well as to service missionaries, employees, and partners. The HR Manager serves as the primary human resources partner for assigned Vice President areas, providing strategic consultation and operational support across the employee lifecycle. This role advises leaders on workforce planning, hiring, performance management, compensation, and employee development, while ensuring consistent HR practices, policy alignment, and compliance. Reporting to the HR Director, the HR Manager supports organizational capability and leadership effectiveness across both domestic and global workforce needs, including international hiring and multilingual program support. Through mission-centered talent stewardship, the HR Manager advances the work of BYU-Pathway Worldwide. Required Bachelor's degree in a related field. 6-10 years of progressive HR experience. Advanced knowledge of key HR disciplines (talent acquisition, employee relations, compensation, development). Strong relationship-building, communication, and coaching skills. Ability to exercise sound judgment and navigate sensitive or ambiguous situations. Proficiency with HR systems, reporting, and data analysis. Preferred Master's degree in HR, Business, or related field. Certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Prior experience in HR business partner or advisory roles. Multilingual proficiency (Portuguese preferred; Spanish beneficial). Experience working with global or multi-language teams. Strategic HR Partnership & Workforce Planning (Primary HR Advisor to Assigned VP Areas) Serve as the main HR representative for the assigned Vice President's areas. Consult with leaders on workforce strategy, organizational structure, and team design. Assess future staffing needs and recommend workforce models (FTE, contractor, student, missionary, etc.). Partner on succession planning, headcount forecasting, and talent movement. Represent HR in departmental leadership meetings and planning discussions. Talent Acquisition, Onboarding & Transitions (Full-Cycle Hiring & Integration Support) Lead recruitment strategy and hiring processes for assigned VP areas. Review and validate job descriptions, role design, and compensation alignment. Screen applicants, facilitate interview deliberations, and guide selection decisions. Draft and extend offers, coordinate background checks, and manage hiring compliance. Support onboarding through communication, provisioning coordination, and orientation. Conduct exit interviews, process transitions, and provide turnover insights. Compensation, Benefits & Policy Consultation (Coaching Leaders on Compensation and Policy Application) Advise on salary recommendations, adjustments, and internal equity considerations. Support annual compensation and merit processes. Serve as an escalation point for benefits and leave-related questions. Guide HR policy interpretation, compliance, and procedural requirements. Employee Development, Performance & Relations (Strengthening Leadership Capability and Employee Growth) Support leaders in career development, coaching, and succession conversations. Recommend training, development resources, and institutional programs. Guide managers through performance improvement, expectations setting, and documentation. Support conflict resolution and employee relations in coordination with Legal and HR leadership. Maintain accurate and confidential documentation of performance-related actions. HR Operations, Reporting & Compliance (Operational Accuracy and Data-Informed Decision Support) Maintain accurate personnel and compensation records in HR systems. Prepare HR reporting on headcount, hiring, turnover, and related metrics for assigned areas. Support process improvement, automation, and system efficiency initiatives. Ensure audit readiness, legal compliance, and consistent application of HR policy. Participate in institutional HR projects and cross-functional initiatives. Global Workforce & Multi-Language Program Support (International Hiring & Cross-Cultural Support) Support the expansion of multi-language programs through international hiring efforts. Coordinate with Church HR and external partners to onboard international employees and contractors. Provide HR support that is culturally informed and sensitive to local labor considerations. Multilingual proficiency, especially in Portuguese and Spanish, is highly advantageous.

Are you a Senior HR manager seeking a role in Utah or Ohio? This may be an opportunity perfect for you! This Corporation develops, manufactures, and markets specialty ingredients that improve and enhance the health and well-being of life on the planet, providing state-of-the-art solutions and the finest quality products for a range of industries worldwide. Our corporate headquarters is located in New Jersey and we have a broad network of sales offices, manufacturing sites, and R&D centers, primarily located in the US and Europe. This publicly traded company has annual revenues over $900 million and a market cap exceeding $4.0 billion. The company consists of three business segments: Human Nutrition & Health; Animal Nutrition & Health; and Specialty Products. We employ over 1,400 people worldwide who are engaged in diverse activities, committed to developing the company into global market leadership positions. POSITION SUMMARY: The Sr. Human Resources Business Partner will be responsible for leading and supporting the people strategy at our Ohio and Utah manufacturing sites along with the Ohio and UT Regional business office. This position will provide day to day support to the sites and have leadership responsibility in organizational design, recruitment, employee relations, training and development and talent management. This position directly reports to the Sr. HR Manager for Integrated Supply Chain and partners closely with the business. ESSENTIAL FUNCTIONS: Partners with site leadership to develop and implement HR strategies and initiatives aligned with overall business and segment strategy. Partners with corporate leadership to support the UT Regional business office. Identify and be proactive on resource needs, recruitment, selection and onboarding processes. Partner with talent acquisition team on exempt hiring and owns hourly recruitment. Conducts orientation programs for new employees. Partner with site on overall employee relations. Handling investigations, partnering with legal when needed and recommending corrective action, any disciplinary processes Support current and future business needs through development, engagement, retention. Develops, proposes and administers approved wage and salary programs including job analysis; job descriptions; job evaluation. Enhance overall communication across the sites. Utilize data analytics to drive key decision making. Analyzes hiring, turnover, retention, talent management trends and make recommendations for improvement. Partner with business to assess training and development needs for the plant/region. Ensure implementation of needed training. Partner with other HRBP's across the network, work on organization wide projects and focus on continuous improvement. Drive annual performance review process to ensure reviews are completed timely and accurately. Discusses performance with leadership team as a means of identifying future growth potential and supporting succession planning process. Responsible for assuring that the business segment is in compliance with laws relative to wages and hours, employee relations, employee benefits, employment opportunities and other related employment laws; acts as consultant within the corporation in interpreting the administration of the laws; seeks assistance from Corporate HR Director and legal counsel as appropriate. Performs other related duties. REQUIREMENTS: BS degree in Human Resources or its equivalent. At least five years of human resources experience. Certification is preferred. Work onsite at the Plant locations. Up to 25% travel between the Ohio or Utah Sites. Excelling in cross functional team environment. Excellent leadership skills Sound knowledge of labor laws and regulations Requires strong verbal and written communication skills, as well as effective presentation skills to be able to communicate effectively and professionally with all level of employees. Must be comfortable working in a manufacturing plant setting and walking the production floor, interacting with all levels of employees. BS degree in Human Resources or its equivalent. • At least five years of human resources experience Compensation Base Salary - USD $90,000 to $110,000 Full-time Benefits - Full Relocation Assistance Available - Possible for ideal candidate

The isolved HR Consultant is responsible for identifying, evaluating, and resolving HR related issues for customers and provide support to customer projects. HR Consultants are the backbone of the department, performing most customers' deliverables. Enhanced knowledge of isolved functionality is required. Level II is dependent upon ability to take on more complex projects, heightened communication and time management skills, and department need. Core Job Duties * Manage a queue of inquiries/requests/projects in support of the Defined HR team/clients. * Provides client support advising on HR topics received via on‐demand phone and email support. * Know when to escalate complex situations to HR Business Partners or Senior HR Consultants. * Identify legal and governmental reporting regulations affecting HR practices and ensuring that customer policies, procedures and processes are in compliance. * Maintain working knowledge of multi‐state employment law compliance to best serve all isolved clients. * Draft customer position descriptions and employee handbooks; participate in client meetings for same. * Support clients and/or HR Business Partners on projects such as HR compliance audit for Elite customers, FLSA and Independent Contractor Analyses, etc. * Communicates efficiently and effectively with all stakeholders over the phone, via email, using Microsoft Teams, etc. * Maintain total confidentiality with customer and company information. * Work toward continuous quality improvement. * Stay current with changing technology, including software programs. * Uphold, support, and promote all company policies and procedures. Minimum Qualifications * Proficient in multi‐jurisdictional HR compliance. * Proven effective oral and written communications skills. * Strong skills in using Microsoft Office applications (particularly Excel and Word) and Adobe Flyer. * Have excellent customer service and relationship‐building skills. Be professional and approachable, with the ability to provide quality customer service to multiple diverse work groups. * Have strong time management skills. Able to handle multiple priorities simultaneously. Must be able to handle disruptions without allowing them to affect delivery of quality and timely services. * Be detail‐oriented, accurate, organized, and proficient in professional communications. * Be a self‐starter and collect and analyze data, as well as problem solve in a fast‐paced environment. * Bachelor's degree (B. A.) from four‐year college or university; and a minimum of two (2) years' related HR Generalist experience and/or training for HR Consultant I and three (3) to five (5) years related HR Generalist experience and/or training for HR Consultant II; or equivalent combination of education and experience. * PHR and/or SHRM‐CP - strongly desired. * Typically requires a minimum of 6+ years of related experience. About isolved isolved is an employee experience leader, providing intuitive, people-first HCM (Human Capital Management) technology. Our solutions are delivered directly or through our partner network to more than five million employees and 145,000 employers - who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, seamlessly connects and manages the employee journey across talent management, HR & payroll, workforce management and engagement management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow. For more information, visit ******************* EEO Statement isolved is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. isolved is a progressive and open-minded meritocracy. If you are smart and good at what you do, come as you are. Disability Accommodation Visit ************************** for more information regarding our incredible culture and focus on our employee experience. Visit ************************* for a comprehensive list of our employee total rewards offerings. 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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions outlined above.

Job Description Job Title: HR Business Partner Department: Human Resources Reports to: HR Manager Reporting to the HR Manager the HR Business Partner formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. ESSENTIAL DUTIES & RESPONSIBILITIES Functional Responsibilities Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions) Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention Provides HR policy guidance and interpretation Supports resolving employee relations issues. Conducts effective, thorough, and objective investigations Provides support on HRIS utilization and data management Creates detailed reports from HR data sets and systems Supports maintenance of HRIS infrastructure Assists international employees with expatriate assignments Assists with work visas for international projects and support overall mobility of employees Provides guidance and input on business unit restructures, workforce planning and succession planning Supports onboarding and offboarding Helps Identify training needs for business units and individual coaching needs Supports build of new training programs and provides subject matter expertise on HR related training Participates in the evaluation and monitoring of training programs to ensure success Supports HR Manager in assigned HR initiatives Conducts regular meetings with respective business units Consult with management, providing HR guidance when appropriate Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies Performs other related duties as assigned Health & Safety Work in compliance with all Health and Safety rules and regulations for Cementation Incorporate Health and Safety considerations in all functions and daily activities of the position Monitor work environment for health and safety hazards or infractions and reports the same to Health and Safety Department Keep work area clean and free of clutter Use proper equipment for the job, i.e. stepladder vs. chair Stakeholder Focus Provide professional interactions with Cementation USA and its subsidiaries. internal and external stakeholders. Establishing and maintaining key stakeholder relationships is a critical requirement of this role. Travel Requirements This position will be required to travel semi regularly when required. A valid US Passport and authorization to travel internationally is a benefit. QUALIFICATIONS Education and Experience Bachelor's degree in Human Resources, Business, or related field required 7+ years of HR experience required 5+ years of experience in resolving complex HR issues required Strong understanding of US labor laws required Advanced math and Excel skills are required. Experience with integrating artificial intelligence into HR business practices is an asset Experience with compensation modelling and analysis and market pricing is an asset. Experience in the mining industry is an asset Bilingual - Fluent in Spanish is an asset Strong understanding of state labor laws in California, Utah, Nevada, Arizona, South Carolina, Idaho, and Colorado Strong understanding of international labor laws in Mexico and Chile is an asset Certificate(s), License(s), Registration(s) SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred Skills, Knowledge, & Abilities Strong interpersonal and communication skills Excellent conflict resolution skills Manage confidential communications and information Excellent organizational skills demonstrated and attention to detail, particularly relating to numerical analysis and written communication, editing and proofreading skills. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors Excellent time management skills with a proven ability to meet deadlines Extensive knowledge and experience working with HRIS systems including data management and data integration Strong analytical and problem-solving skills Proficient with Microsoft Office Suite, Adobe Pro, or related software Strong work ethic and positive team attitude High level of confidentiality Cementation is an Equal Opportunity Employer.

Our Company Changing the world through digital experiences is what Adobe's all about. We give everyone-from emerging artists to global brands-everything they need to design and deliver exceptional digital experiences! We're passionate about empowering people to create beautiful and powerful images, videos, and apps, and transform how companies interact with customers across every screen. We're on a mission to hire the very best and are committed to creating exceptional employee experiences where everyone is respected and has access to equal opportunity. We realize that new ideas can come from everywhere in the organization, and we know the next big idea could be yours! The opportunity We are looking for exceptional talent to serve as HR Business Partners to help us on our mission to change the world through digital experiences.Our HR Business Partners are on the front lines every day making things happen across the organization so that we can continue to transform how people and brands tell their stories. We work together as One Team, embrace our differences, and have fun along the way. This is not an easy job but if you're up for some challenging and meaningful work that impacts our customers, our communities, and everyone who experiences our products, this is absolutely the coolest HR job on the planet.In this position you with work with senior leaders in the Enterprise Engineering Organization. This position will partner with leaders across Engineering, Product Management and Program Management.What you'll do Serve as a trusted business partner and coach to senior leaders in the organization Work on big problems from critical organizational and people issues to identifying and developing our key leadership talent to culture and change management Ensure the implementation of the optimal organization design to enable the leadership team and the organization to scale Lead Employee Experience for the teams you support - you are the “Chief People Officer” for your business Instill a culture that resonates with Adobe's values of Create the Future, Own the Outcome, Raise the Bar, and Be Genuine Be a leader throughout Adobe - speak up, keep it real, and agitate when necessary Speak “business” more than “HR” lingo What you need to succeed A positive, can-do, attitude with a willingness to roll up your sleeves Ability to establish relationships at all levels of the organization Understand our business and how what you do will help us accelerate Adobe's growth Creativity in your DNA- this is Adobe after all. We love to challenge the status quo, especially in HR! Strong leadership and influencing skills Brainpower - Adobe is packed with super-smart people When you think you are done, make it better. Be you! Being someone else all day is just plain exhausting. Ability to remain flexible and agile in an ever-changing environment along with a willingness to always be learning BA/BS degree (that is a “Bachelor of Science”) or equivalent practical experience Sense of humor helps - ability to laugh at yourself is important especially in the world of HR 😊 A burning passion to want to accomplish what most people might call “unreasonable expectations” Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $161,900 -- $305,950 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process. At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP). In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award. State-Specific Notices: California: Fair Chance Ordinances Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and “fair chance” ordinances. Colorado: Application Window Notice If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs. Massachusetts: Massachusetts Legal Notice It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other applicable characteristics protected by law. Learn more. Adobe aims to make Adobe.com accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call **************.

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.

LOCATION: On-Site in office Only (No Remote Work Option) Job Type: Full-Time Department: Human Resources VertiSource HR is seeking an experienced Senior Human Resources Business Partner (Sr. HRBP) to join our dynamic team! This role requires a strategic and hands-on HR professional who can thrive in a fast-paced, client-focused environment. You will serve as a key liaison between leadership, internal employees, and client organizations by providing expert HR guidance and support across multiple disciplines. The Sr. HRBP will be responsible for a full spectrum of HR functions including but not limited to: employee relations, performance management, recruiting, onboarding, training and development, workers' compensation, benefits administration, employment law compliance, and policy development. The role requires the ability to navigate complex employee issues, maintain compliance across multiple states, and deliver exceptional client service. Key Responsibilities Provide end-to-end HR support to both VertiSource HR internal teams and external Clients. Deliver guidance on employment law compliance across multiple states including AZ, CA, CO, ID, NV, UT, TX, and WA. Interpret and communicate federal and state employment regulations, policies, and best practices to clients and employees. Administer and manage workers' compensation programs, claims, and relationships with clients and third-party administrators. Ensure occupational safety and health compliance; deliver relevant safety training. Assist in managing affirmative action programs and complete annual EEO-1 reporting. Handle all aspects of employee relations including investigations, conflict resolution, disciplinary actions, and documentation. Lead responses to unemployment claims, provide supporting documentation, submit appeals, and attend hearings as needed. Deliver engaging and compliant training programs to internal and external audiences (e.g., harassment prevention, management development, compliance). Partner with clients to develop job descriptions and conduct job analysis. Create and manage recruiting processes including job postings, resume screening, and interview scheduling. Support benefits and 401(k) plan administration, changes, and compliance reporting. Process HR-related administrative tasks such as employment verifications, garnishments, court orders, and unemployment paperwork. Maintain organized and secure HR and client personnel files. Collaborate with team members on various projects and other duties as assigned. Required Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or related field (preferred). Experience: 5-7 years of comprehensive HR experience, including direct client interaction. 3+ years of experience with Microsoft Office Suite (Excel, Word, Outlook). Prior experience supporting HR functions across multiple states strongly preferred. Experience with HRIS/payroll systems (e.g., ADP, Paychex, etc.). Prior experience with high-volume, multi-client environments preferred. Skills & Competencies Human Resources Expertise - In-depth understanding of employment law, HR functions, and industry practices. Problem Solving & Analytical Skills - Ability to analyze issues and develop effective solutions. Project Management - Able to lead and execute multiple HR initiatives. Time Management - Highly organized and able to prioritize tasks effectively. Communication Proficiency - Excellent written and verbal communication skills. Client Focus - Strong commitment to providing high-quality service. Ethical Conduct - Maintains the highest level of integrity and confidentiality. Accountability - Takes ownership and follows through on commitments. Work Environment Primarily office-based; however, travel to client sites in various industries and locations is required. May be exposed to diverse worksite conditions depending on client industries. Physical Demands Must be able to remain in a stationary position for extended periods (computer use). Regularly required to talk, hear, and see clearly. Occasionally required to walk, climb stairs, bend, stoop, kneel, and reach. Must have the ability to travel to client sites as needed. Compensation & Benefits VertiSource HR offers a competitive compensation package that includes: Medical, Dental, and Vision Insurance Paid Time Off (PTO) Employee Assistance Program (EAP) Safe Harbor 401(k) with Employer Match Professional Development Opportunities Equal Opportunity Employer VertiSource HR is proud to be an Equal Opportunity Employer. We are committed to a workplace free from discrimination and embrace diversity in all forms. We consider all qualified applicants without regard to race, color, religion, gender, national origin, age, disability, sexual orientation, gender identity, military or veteran status, or any other legally protected status. If you're a passionate HR professional who thrives in a collaborative, multi-client environment, we encourage you to apply and join our dedicated team at VertiSource HR!

BYU-Pathway Worldwide's Human Resources team supports the organization's mission, strategy, and educational offerings to nearly 75,000 students in 180 countries, as well as to service missionaries, employees, and partners. The HR Manager serves as the primary human resources partner for assigned Vice President areas, providing strategic consultation and operational support across the employee lifecycle. This role advises leaders on workforce planning, hiring, performance management, compensation, and employee development, while ensuring consistent HR practices, policy alignment, and compliance. Reporting to the HR Director, the HR Manager supports organizational capability and leadership effectiveness across both domestic and global workforce needs, including international hiring and multilingual program support. Through mission-centered talent stewardship, the HR Manager advances the work of BYU-Pathway Worldwide. Required Bachelor's degree in a related field. 6-10 years of progressive HR experience. Advanced knowledge of key HR disciplines (talent acquisition, employee relations, compensation, development). Strong relationship-building, communication, and coaching skills. Ability to exercise sound judgment and navigate sensitive or ambiguous situations. Proficiency with HR systems, reporting, and data analysis. Preferred Master's degree in HR, Business, or related field. Certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Prior experience in HR business partner or advisory roles. Multilingual proficiency (Portuguese preferred; Spanish beneficial). Experience working with global or multi-language teams. Strategic HR Partnership & Workforce Planning (Primary HR Advisor to Assigned VP Areas) Serve as the main HR representative for the assigned Vice President's areas. Consult with leaders on workforce strategy, organizational structure, and team design. Assess future staffing needs and recommend workforce models (FTE, contractor, student, missionary, etc.). Partner on succession planning, headcount forecasting, and talent movement. Represent HR in departmental leadership meetings and planning discussions. Talent Acquisition, Onboarding & Transitions (Full-Cycle Hiring & Integration Support) Lead recruitment strategy and hiring processes for assigned VP areas. Review and validate job descriptions, role design, and compensation alignment. Screen applicants, facilitate interview deliberations, and guide selection decisions. Draft and extend offers, coordinate background checks, and manage hiring compliance. Support onboarding through communication, provisioning coordination, and orientation. Conduct exit interviews, process transitions, and provide turnover insights. Compensation, Benefits & Policy Consultation (Coaching Leaders on Compensation and Policy Application) Advise on salary recommendations, adjustments, and internal equity considerations. Support annual compensation and merit processes. Serve as an escalation point for benefits and leave-related questions. Guide HR policy interpretation, compliance, and procedural requirements. Employee Development, Performance & Relations (Strengthening Leadership Capability and Employee Growth) Support leaders in career development, coaching, and succession conversations. Recommend training, development resources, and institutional programs. Guide managers through performance improvement, expectations setting, and documentation. Support conflict resolution and employee relations in coordination with Legal and HR leadership. Maintain accurate and confidential documentation of performance-related actions. HR Operations, Reporting & Compliance (Operational Accuracy and Data-Informed Decision Support) Maintain accurate personnel and compensation records in HR systems. Prepare HR reporting on headcount, hiring, turnover, and related metrics for assigned areas. Support process improvement, automation, and system efficiency initiatives. Ensure audit readiness, legal compliance, and consistent application of HR policy. Participate in institutional HR projects and cross-functional initiatives. Global Workforce & Multi-Language Program Support (International Hiring & Cross-Cultural Support) Support the expansion of multi-language programs through international hiring efforts. Coordinate with Church HR and external partners to onboard international employees and contractors. Provide HR support that is culturally informed and sensitive to local labor considerations. Multilingual proficiency, especially in Portuguese and Spanish, is highly advantageous.