Director of human resources jobs in Lodi, CA

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The Senior Human Resources Generalist is responsible for providing HR people management and administrative support which includes acting as broker and partner with various People Department functions, including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services to provide solutions to a wide variety of employee questions and concerns. Uses working knowledge of the business to support strategic initiatives in partnership with the HRBPs utilizing the various human resources functions to provide tactical support to line managers WHAT YOU'LL DO: Main point of contact for field and front-line management employees for human resources information and assistance. Handles confidential information in a professional manner, respecting employee privacy while maintaining company confidentiality. Interacts with various levels of management, vendors, employees, and employee dependents. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations). Assists and supports HRBPs in the design, communication, and execution of strategic People department initiatives in support of the business.This will include data analysis, audits, program design, communication, and training delivery. Maintains, and is responsible for, data integrity by either entering any required employee change information (new hires, job changes, terminations, promotions, transfers, etc.). Updates changes to employee files to document personnel actions and to provide information for payroll, benefit carriers, and other internal/external areas. Provides guidance in solving HR-related questions or issues related to comp and benefits, PTO, processes, or policy.Partners with Shared Services as necessary. Investigates and recommends corrective actions to resolve workplace issues or complaints.Partners with HRBPs and/or the Legal department as necessary. Assists with new hire orientation as needed.May include coordinating required paperwork, scheduling, and delivering content. Supports the local college recruitment program initiatives from coordinating events to attending events as a Company representative. Supports the coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, company events,etc. Acts as a liaison with other HR Functions to provide tactical solutions for the business. Handle performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items. Basic knowledge of legal requirements related to day-to-day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absences, return to work, ADA, NLRA, etc. Partners with the legal department and/or HRBPs as needed/required. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys. Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response dependent on topic. The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit. WHAT YOU'LL NEED TO BE SUCCESSFUL: Basic understanding of Labor Law to include both State and Federal statues as well as basic familiarity with the NLRA. Understand basic concepts of risk analysis and management with the ability to exercise judgement in ambiguous situations where clear courses of action may not be present. Basic understanding of compensation philosophies and practices with the ability to recognize issues and apply established programs to address. Basic data analytics and interpretation. Excellent verbal and written communication skills. Strong organizational, record-keeping, and follow- up skills. High level of discretion and interpersonal skills to handle sensitive and confidential personnel matters and documentation Proficient in using a computer and Microsoft Office (Outlook, Word, Excel, etc.); Oracle and SharePoint -Preferred Ability to reconcile and provide benefit guidance Ability to prioritize and manage multiple tasks, changing priorities as necessary Ability to work under time pressure and adapt to changing requirements with a positive attitude Effective oral and written communication skills as required for the position Ability to be self-motivated, proactive and an effective team player Ability to interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others WHAT YOU BRING TO US: Bachelor's degree in HR or related field with 3 years of experience. PHR a plus Can be a combination of education, training, and relevant experience TRAVEL: Up to 0% WORKING CONDITIONS: General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning Noise level is usually low to medium; it can be loud on the jobsite. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law. YOU Matter - Our Benefits ESOP - Employee Stock Ownership 401 K Annual bonus program based upon performance, profitability, and achievement 17 PTO days per year plus 10 paid holidays Medical, Dental, Vision Insurance Term Life, AD&D Insurance, and Voluntary Life Insurance Disability Income Protection Insurance Pre-tax Flexible Spending Plans (Health and Dependent Care) Charitable Giving Match with our Rosendin Foundation Pay Range $80,300.00-$105,400.00 Annual The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education. Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career. Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Description The Director of Employee Experience provides strategic leadership and direct oversight of Human Resources and payroll administration, focusing on creating an exceptional employee experience across the organization. This role combines strategic vision with hands-on execution, driving both people-focused initiatives and operational excellence. The position is responsible for developing and implementing effective HR strategies while ensuring accurate and compliant payroll processing. Reporting to the CFO, this role partners with leadership to support a people-centered culture and operational objectives through excellence in HR service delivery, administrative efficiency, and employee engagement. Essential Job Functions Strategic Leadership & Team Growth Partner with senior leadership to define and execute the Employee Experience strategy in alignment with organizational objectives Advise executives on culture, employee engagement, performance optimization, and change management Lead cultural transformation initiatives that reinforce core values and address organizational challenges Foster an environment of continuous learning and professional growth across administrative teams Culture & Employee Engagement Champion a culture of inclusion, respect, and professional growth, ensuring all employees feel valued, heard, and empowered Design and implement employee engagement initiatives and recognition programs Support leadership in addressing cultural challenges within their teams Human Resources Leadership Develop and execute HR strategies that support organizational goals, enhance employee engagement, and foster a positive workplace culture Contribute to the design of core HR operations, including recruitment, onboarding, benefits administration, performance management, and training programs Create, update, and enforce HR policies and procedures in compliance with employment and labor laws, and organizational objectives Ensure compliance with all relevant employment and labor laws and best practices Team Leadership Directly supervise HR Manager and provide guidance, mentorship, and professional development Build and maintain a high-performing HR team capable of delivering excellent service HR Analytics & Reporting Prepare and analyze HR metrics and reports to inform decision-making and identify trends Track key indicators including turnover, time-to-fill, training completion, and employee satisfaction Support data-driven improvements to HR programs and processes Employee Relations Manage employee relations issues, workplace conflict resolution, and disciplinary processes Promote a respectful, inclusive work environment and serve as a trusted resource for employee concerns Conduct workplace investigations as needed and recommend appropriate actions Performance Management & Professional Development Foster an environment of continuous learning and professional growth across administrative teams Oversee training and professional development programs Support managers in performance management, coaching, and employee development Identify skill gaps and create development opportunities for employees Support succession planning and career pathing initiatives Payroll Administration Oversee all aspects of payroll processing, ensuring accurate and timely compensation Ensure compliance with federal, state, and local regulations and CBA contractual requirements Resolve payroll-related issues and discrepancies promptly and professionally Supervise payroll team and ensure effective operations Collaborate with Accounting and Finance to support budgeting, auditing, and reporting related to payroll expenses Required Knowledge, Skills, and Abilities Education & Experience Bachelor's degree in Human Resources, Organizational Development, or related field required 10 years of progressive HR experience, with at least 5 years in a director/leadership role Certification in SHRM or HRCI, a plus Experience with payroll administration and state employment regulations Proven track record of implementing HR programs and improving HR processes Experience with budget oversight and strategic planning processes preferred Critical Experience Requirements Proven experience in organizational development and implementing strategic change management initiatives A track record of training and developing managers to increase operational efficiency and productivity Demonstrated ability to build and foster positive workplace environments that drive employee engagement Experience mentoring and developing HR managers and teams Strong understanding of California payroll regulations and compliance requirements Substantial experience working with union employee populations and navigating collective bargaining environments Technical Skills Experience with HRIS systems, payroll software, and data analytics preferred Strong knowledge of employment law, HR best practices, and compliance requirements Excellent project management and organizational skills Leadership & Interpersonal Skills Strong business acumen with the ability to align HR strategy with business objectives Skilled in conflict resolution, mediation, and difficult conversations High emotional intelligence and cultural sensitivity Proven ability to build trust and credibility with employees at all levels Excellent written and verbal communication Competencies & Expectations Change Leadership: Drives systematic change that improves effectiveness, culture, and performance HR Expertise: Deep knowledge of HR practices, employment law, and people management Operational Excellence: Ensures efficient, accurate, and compliant HR and payroll operations Employee Advocacy: Balances business needs with fair, equitable treatment of employees Relationship Building: Develops strong partnerships with managers and earns employee trust Clear Communication: Delivers consistent, transparent, and timely information Problem Solving: Addresses complex employee relations issues with sound judgment Team Leadership: Builds and develops high-performing HR and payroll teams Adaptability: Responds effectively to changing business needs and priorities Confidentiality: Maintains highest standards of discretion with sensitive information Collaboration: Works effectively across departments to achieve shared goals Ethical Integrity: Upholds fairness, honesty, and professionalism in all actions Working Conditions Prolonged periods of sitting at a desk and working on a computer Occasional walking through facilities and administrative offices Ability to occasionally lift up to 15 pounds This role requires strong presence, both in person and virtually, to guide teams, implement systems, and promote cultural alignment Hybrid work arrangement available Salary $185-$225K base + 20% yearly bonus + 401k + Insurance + PTO + Vacation + sick days.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Full-time Description HUMAN RESOURCES DIRECTOR - SACRAMENTO THE FIRM Weintraub Tobin is an innovative provider of sophisticated legal services to dynamic businesses and business owners, individuals, emerging companies, and nonprofits. From locations in Sacramento, San Francisco, Los Angeles, Orange County, and San Diego, more than 80 attorneys assist clients throughout California with business and litigation needs, including corporate law, finance and tax law, labor and employment, real estate, intellectual property, entertainment, and digital media. We maintain our leadership position by creating a value-added, trust-based relationship with our clients, supporting our local communities, and developing deep subject-matter expertise. We offer a supportive and collegial environment where individual contributions are recognized and celebrated, and hard work is balanced with personal fulfillment and responsibilities. THE OPPORTUNITY Weintraub Tobin is currently seeking a full-time, experienced Human Resources (HR) Director to join the Firm's leadership team in Sacramento. This role reports directly to the Managing Shareholder and Chief Operating Officer (COO) and supports and collaborates with the Firm's attorneys and staff across all offices. The HR Director will serve as a strategic leader, responsible for mentoring the HR team and overseeing all aspects of human resources - including talent management, employee relations, compliance, compensation, and benefits. The ideal candidate will bring a forward-thinking approach to HR strategy, foster a positive and inclusive workplace culture, and ensure alignment with the Firm's values and business objectives. RESPONSIBILITIES Talent Management Oversee recruitment, onboarding, and integration of new hires. Manage performance review processes and career development programs. Partner with managers and practice group leaders to evaluate staffing needs across departments and practice areas, and ensure teams are effectively staffed and supported to meet operational and strategic objectives. Analyze employee relations trends and help develop proactive retention strategies, solutions, programs, and policies. Employee Relations & Compliance Administer and manage employee leave of absence programs, including FMLA, CFRA, ADA accommodations, and other statutory or Firm-specific leave policies. Serve as a trusted advisor on employee relations matters, conflict resolution, and disciplinary actions. Conduct confidential internal workplace investigations and report facts and findings to the Firm's employment counsel to discuss and recommend remedial action as appropriate. Ensure compliance with all federal, state, and local employment laws, including wage and hour regulations and EEO. Develop, implement, and regularly update Firm-wide HR policies and procedures, including the employee handbook to ensure legal compliance, operational efficiency, and alignment with the Firm's values and strategic goals. Compensation & Benefits Develop, implement, and oversee compensation strategy, salary benchmarking, and annual review process, including salary data report analysis and recommendations to modify existing compensation structure. Oversee the benefits program including health insurance and retirement plans. Evaluate and recommend enhancements to total rewards offerings. Communicate with payroll to integrate employee vacation and/or sick time wages with State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits. HR Operations Provide guidance and mentorship to HR team members, fostering their professional growth and ensuring alignment with the Firm's strategic HR objectives. Lead the HR team in delivering high quality, efficient, and confidential support services. Manage the HRIS systems and ensure accurate recordkeeping and reporting. Requirements QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field. PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred. Minimum 8-10 years of progressive HR experience, with at least 3 years in a leadership role. Prior experience in a law firm or professional services environment highly desirable. Strong knowledge of employment law and HR best practices. Superior interpersonal, communication, and leadership skills. Ability to travel to Firm office locations (˜10% travel expectations). EQUAL EMPLOYMENT OPPORTUNITY The Firm is an equal opportunity employer. It is Firm policy to provide equal opportunities to all qualified individuals regardless of race, color, creed, religion, national origin, sex, age, physical or mental disability, medical condition, marital status, sexual orientation, sexual identity, genetics, veteran status, or any other class protected under federal, state, or local law. This policy applies to all terms and conditions of employment. It is the intent of the Firm to comply with all applicable federal and state laws with respect to fair employment practices. The Firm will provide reasonable accommodation to qualified applicants and employees with a known disability or medical condition or for an employee's religious beliefs provided the accommodation does not cause undue hardship to the Firm. Any applicant or employee with a qualifying disability or medical condition, or a religious practice, that requires an accommodation in order for the employee to perform the essential function of his or her job, should contact the Human Resources to discuss it further so the Firm can determine if a reasonable accommodation exists and can be provided. Salary range: $125,000 - $170,000 NOTE: We are not currently accepting inquiries from recruiters or recruiting agencies. All applications must be submitted directly by the candidates.

For over 60 years we have shared stories from across the globe that remind you of a time you cherish, a place you love and people who make you feel at home. We have inspired the home decorator, entertainer and gifter with our unique assortment of products sourced and designed around the world and we continue to be inspired by you. You, your authenticity, impact and distinction drive our success and inspires us to be inclusive, collaborative, open minded, adaptable, honest and respectful. This position is responsible for managing all aspects of the Distribution Center (DC) Human Resources. Primarily responsible for managing employee relations and providing guidance, counsel, and problem-solving alternatives to DC leaders in the areas of staffing and retention, succession planning, performance management issues, corrective actions, performance appraisal process and compliance. Assist the DC leadership team in developing, implementing, and maintaining positive team relations. What You'll Do Promote positive employee engagement to support the distribution center in maximizing and achieving productivity and business goals. Ensure open lines of communication, provide counsel, feedback, and act as facilitator in assisting leaders and staff in successfully resolving conflicts/differences of opinions. Partner with DC leadership team to ensure the consistent, equal, and fair treatment of all employees. Manage and advise on complex HR issues and employee relations matters. Responsible for ensuring consistent applications of employee relations programs, policies, and procedures. Manage and develop onsite HR team. Coach leaders on effective employee management, employee retention, and employee recognition and development techniques. In partnership with Talent Acquisition and Operations team, provide and maintain adequate staffing levels in all operations of the DC. Participate in interviews and conduct pre-hire screening. Facilitate orientation for new employees. Provide innovative HR solutions and process improvement. Coordinate succession planning and administer performance appraisal process, ensuring timely delivery of reviews and processing of associate increases. Provide guidance and assistance to DC leadership team in the handling of corrective actions, staff reductions, and terminations to ensure fairness and alleviate liability to the company. In partnership with corporate benefits team, ensure thorough management of leaves of absence. Conduct investigations, prepare investigative reports and make recommendations to resolve employee issues based on policy, past practice, and legal justifications. Responsible for managing exempt and non-exempt salary administration, maintenance of employee files and compliance of all paperwork (pre-hire/new hire/active/terminated). Assist DC staff in coordinating/organizing employee communication meetings and special events. Other duties as assigned. Work Location: Onsite. You will work out of our Stockton, CA Distribution Center. What You'll Bring Proven Human Resources management experience including mentorship and development of employees to establish positive employee relations, retention and reward programs that align with the company values of authenticity, empowerment, and respect. Experienced in employee relations management and resolution. Proven success with staffing and supporting large hourly employee population. Experience demonstrating the social norms that encourage and promote a culture of mindfulness, diversity, and inclusion. Experience leading, coaching, and developing direct reports and HR teams. Transparency and integrity: acknowledge mistakes; solicit and provide feedback in a timely manner. Minimum of 3-5 years of progressively responsible HR Management. Previous distribution or manufacturing HR background preferred. BA/BS degree preferred, or comparable generalist HR work experience. Knowledge of basic employment law and practices including Workers Compensation and leave of absence laws. PHR or SPHR Certificate preferred. Must be computer literate in MS Word, MS Excel, Power Point and AS400. Strong attention to detail; organizational and interpersonal skills; excellent oral, written communication, and presentation skills. Must have strong boundaries with respect to confidentiality. Perform other duties and special projects assigned. Why We Love It Work life balance is a priority Employee discount to World Market! A fun and supportive work environment where you feel welcome and safe. A culture of inclusion that empowers you to be your best authentic self. Opportunities to make an impact through your passions. Accrued Vacation, Sick Time, and Personal Holidays. Eligible employees offered Medical and Dental Insurance, Vision Coverage, 401(k) Savings Plan, Commuter Benefits, Employee Assistance and more. CA Pay Range is $115,000 - $135,000 annually #LI-LO1 #LI-Onsite Full time and Part time associates are eligible to participate in the Company's 401(k) retirement savings plan after three (3) months of service. Benefits for full-time employment on the first of the month following 30 days of continuous employment include offerings for programs including Medical, Dental, Vision, Prescription Drug, Life Insurance, Flexible Spending, Commuter Benefits and Employee Assistance. If you need reasonable accommodations to complete the on-line application, please contact the Human Resource Department: Phone: ************** Email: ************************* This email address is only to request reasonable accommodation for the application process due to a medical condition. If you do not need a reasonable accommodation for such reason, please use the apply button below to complete an application and upload your resume. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable laws, which depending on your location may include the Fair Credit Reporting Act, the California Fair Chance Act, the Los Angeles County Fair Chance Ordinance for Employers, and the Los Angeles City Fair Chance Act. An Equal Opportunity Employer It is the policy of World Market, LLC. to recruit, hire, train, promote, transfer and compensate our associates and provide all other conditions of employment including Company sponsored events without regard to race, color, creed, religion, national origin, age, sex, gender identity, genetic information, marital status, lawful alien status, sexual orientation, physical or mental disability, citizenship status, veteran status, employment status or any other basis prohibited by applicable law.

The Director of Human Resources will provide strong and effective leadership, direction, and professional expertise in all areas of human resources management for the property. This executive will be a strategic business partner to the General Manager, and an integral member of the senior leadership team that establishes the strategic goals and objectives for the property. Oversees the day-to-day operations relating to performance, culture, and employee relations, as well as developing a working partnership with property leaders. The candidate will lead, develop and implement programs that drive employee satisfaction, retention and productivity. Ensure compliance with standardized company programs while continuously growing and sharing best practices. Qualifications: Strong organizational and analytical skills Ability to handle complex and emotional issues Strong administrative and managerial skills required Team building skills required Top-level management of a human resources department in the gaming/hospitality industry or customer service-related field is strongly preferred Demonstrated ability to communicate effectively, both verbal and written Demonstrated ability to deal effectively with employees at all levels Knowledge of State and Federal Employment Laws Ability to manage multiple projects with little to no direction, strong project management skills Exceptional executive presence and integrity Experience in hospitality, retail, entertainment or other consumer-driven service business is required Professional expertise in the development and/or implementation of programs in key areas of human resource management, including organizational and cultural development, performance management, succession planning, talent acquisition and employee engagement Must have experience developing strategies to support, develop and engage a diverse workforce Essential Job Functions: Establish direction and implementation of employee relations and performance strategies, initiatives and tactics for the corporate audience as well as throughout the company Participate with the senior leadership team in the formulation and implementation of business growth and performance strategies Contribute to the short- and long-term strategies of the organization through a review of business requirements, and lead the development of a responsive, integrated human resources program that is in alignment with those requirements Ensures equal employment opportunities and fair application of all policies and procedures, in compliance with all laws and record keeping Works in partnership with the law department as well as property leadership to create, maintain, develop and communicate policies throughout the enterprise Leads Team Member engagement initiatives Facilitates performance calibration process and talent review process Directs a team of HR professionals to oversee day-to-day operations Monitors measurement of Human Resources initiatives including but not limited to turnover, retention, employee opinion and supervisory feedback scores, performance management Acts as a role model and coaches while developing employees using a consistent, approachable demeanor and clearly articulating expectations Coaches and develops supervisor/manager skills in performance management, fair treatment, assists in diagnosing and designing solutions to improve employee service quality Develops and executes organizational and people-related strategies which drive engagement, retention, and exceptional business performance Leads an organization with methods and actions that are ethical and in full compliance with all applicable laws, regulations, and Company policies Acts as a role model to other employees and always presents oneself as a credit to Caesars and encourages others to do the same Adheres to all regulatory, company and department policies and procedures Ability to uphold and demonstrate the highest level of integrity in all situations and recognize standards required by a regulated business Physical, Mental & Environmental Demands: Must be able to work independently. Must be capable of maneuvering for prolonged periods of time. Must be able to read, write, speak and understand English. Must be able to stoop, bend, as well as, maneuver up and down stairs. Must be able to learn and retain locations, operation and repair procedures of this property's mechanical systems, equipment and life safety system. Must be able to tolerate areas containing second hand smoke, dust and bright lights. Harrah's reserves the right to make changes to this whenever necessary. It is our policy to provide equal employment opportunity to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, or marital status. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change, or new ones may be assigned at any time with or without notice. Preference is given to qualified Buena Vista Me-Wuk tribal members and members of other federally recognized tribes. JOB CODE: 219-25

Are you an HR professional that has passion for developing others, championing engagement, and enhancing teamwork? MITER Brands™ is a residential window and door manufacturer that provides a leading portfolio of window and door brands for the new construction and replacement segments. MITER Brands also known as Milgard, MI Windows & Doors and PGTI is one of the nation's largest suppliers of vinyl windows and patio doors, with plants across the country. We are looking for a Sr Human Resources Manager for our Sacramento, CA location. Why work at MITER Brands? In this role you will be a key member of a senior leadership team at one of our largest manufacturing plants, the team member holding this role is expected to Lead and deploy HR strategic initiatives both within the local plant, as well as across the business consistent with the Company's strategic plan. This role will also serve as a Mentor and Coach other HR leaders. Pay Range: $122k - 153k, depending on experience and qualifications Responsibilities Serve as an active member of the local management team providing leadership in the areas of Human Resources policies, procedures, laws, standards, and government regulations, ensuring alignment between the business operations and the HR practices and objectives Lead the Sacramento HR Team (currently consisting of 2 HR Generalists, 1 HR Coordinator) to provide exceptional HR support to approximately 500 valued team members Provide effective communications and development opportunities for your team Build relationships with employees at all levels of the organization and manage a variety of complex HR initiatives Manage change processes within the location ensuring clear understanding of roles & responsibilities Analyze workforce trends, data, and statistics and provide professional guidance to management based on this information Provide coaching to managers and supervisors as needed Assist in the development and implementation of HR policies and procedures. Train functional managers on new policies or procedures Continually improve the effectiveness of local HR programs by developing strategies to improve team member satisfaction and management-team member relations Assist managers with performance management Assist in leadership development at the facility level and engage in succession planning, training, and development Participate in the Safety Committee and play an active role in the roll out of safety policies and training programs Investigate team member concerns in an objective manner and provide recommendations for resolution Oversee all Workers Compensation issues, ensuring proper case management Provide support in the areas of Facility Safety initiatives and OSHA compliance and Workers Comp Management Manage profitable partnerships with our growing and developing Centers of Excellence: Partner with the Talent Acquisition Team to deliver the recruitment and selection of exempt and non-exempt positions for the plant Partner with the Comp & Benefits team to manage escalation of benefits related issues. Oversee benefits enrollment, terminations, 401K, STD, LTD etc. Other duties as assigned Qualifications Bachelor's and/or Masters degree in a relevant field 8 to 10 years HR Generalist experience or an equivalent combination of experience and education to successfully perform the essential functions of the position Experience in a manufacturing environment Experience leading an HR team is preferred Great communication skills, and the ability to work well with manufacturing team members and leaders Knowledge of all aspects of HR including benefits, recruiting, compensation, training, payroll, policies & procedures Collaboration skills working within HR and across multiple functions and teams Knowledge of local, state and federal laws and regulations regarding employment practices Ability to manage and prioritize time efficiently and effectively to complete projects and assignments timely and accurately Superior presentation and analytical skills Demonstrated skills to handle a variety of assignments simultaneously Excellent verbal and written communication skills Ability to use Microsoft Excel, Word, PowerPoint, and Access About Us Our benefits package includes coverage of your health, wealth, and wellness for you and your eligible spouse/dependents. We offer a competitive salary and benefits package, including a 401k with company match and generous paid time off to help you balance your life. Below is a list of benefits you will enjoy while working with our company. Three comprehensive Medical plan options Prescription Dental Vision Company Paid Life Insurance Voluntary Life Insurance Supplemental Hospital Indemnity, Critical Illness, and Accident Insurance Company-paid Short-Term Disability Company-paid Long-Term Disability Paid time off (PTO) and paid Holidays 401k retirement plan with company match Employee Assistance Program Teladoc Legal Insurance Identity Theft Protection Pet Insurance Team Member Discount Program Tuition Reimbursement Yearly Wellness Clinic MITER Brands, also known as MI Windows and Doors, Milgard and PGT Industries are an equal-opportunity employer. The company does not discriminate based on religion, race, creed, color, national origin, sex, age, disability, handicap, veteran status, sexual orientation, genetic information, or any other applicable legally protected category.

Groundworks is seeking a talented Human Resources Business Partner to join our tribe in Fairfield, San Jose, or Riverside, CA! The Human Resources Business Partner (HRBP) is responsible for aligning business objectives with employees and leaders in designated business units. The position creates 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 a high degree of business acumen, understands financial and workforce drivers, cultural influences, and operational discipline required to deliver annual and long-term goals. Job Responsibilities Ensure the HR people strategy is executed to deliver expected business and people results. * Lead workforce initiatives that drive business growth and ensure the company has the right talent in the right place at the right time. * Lead change initiatives including workforce development, succession management, performance management, and organization design. * Work cross-functionally across the company to identify opportunities to accelerate workforce development and business growth while identifying and removing barriers to success. * Lead initiatives to develop a diverse workforce that appropriately represents the markets we serve. * Consult with business leaders to identify ways to enhance the employee experience, improve business processes, and increase operational effectiveness by leveraging the necessary resources of the HR Shared Services team. * Offer thought leadership regarding organizational and people-related strategy and execution. * Ability to identify and articulate gaps or opportunities in people, processes, and/or technology to drive innovation. * Provide performance management guidance to business leaders through coaching, counseling, career development, and disciplinary actions when necessary. * Work closely with leaders and employees to increase workforce productivity, engagement, and employee retention. * Deploy programs and initiatives designed by support functions. * Maintain in-depth knowledge of legal requirements related to management of employees, reducing legal risks, and ensuring regulatory compliance Minimum Requirements * Bachelor's degree in a related field or equivalent experience required. * Minimum of seven years' experience in HR discipline, or general business consulting experience, or business leadership. * Extensive knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. * Multi-site location customer support experience is preferred. * Strong analytical and Advanced skills with Microsoft Office Suite. * Ability to work in a fast-paced corporate and/or distributed branch environment Working conditions Work is typically performed in an office setting, with occasional travel to field locations as needed up to 10% of the time. This role may be allowed up to one (1) remote day per week. Physical Requirements Ability to sit, stand, and walk for extended periods during the workday. Ability to occasionally lift and move objects weighing up to 15 pounds. Manual dexterity to operate standard office equipment such as a keyboard, mouse, phone, and copier. Visual and auditory ability to read and interpret information and communicate effectively with others. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Requirements * Full-time * Hybrid in Fairfield, San Jose, or Riverside, CA What we provide for our employees * Competitive base compensation ($150,000-$170,000) with lucrative bonus potential * Equity ownership in the nation's largest and fastest growing foundation repair and water management company * The best-in-class training programs * Advanced leadership training opportunities * Benefits include Medical, Dental, Optical, Long/Short Term Disability, Life insurance, 401(k) with a company match after applicable waiting periods * Paid time off including 6 holidays after applicable waiting period Groundworks is the leading provider of Foundation Repair, Crawl Space Encapsulation, Basement Waterproofing, and Concrete Lifting & Stabilization. With locations across the USA and Canada, Groundworks is the leading foundation solutions and water management company in North America! Recognized as a Top Workplaces USA company and offering employee ownership for everyone, we're building something that just can't be replicated. And we're on a mission to change an industry like never before! We're unique here at Groundworks. We are all connected through the same vision, mission, and values, and we are stronger together. We're proud to be the Groundworks Tribe! Our highly trained teams have decades of experience delivering innovative solutions, unmatched quality, and industry-leading warranties, helping homeowners everywhere protect and repair their most valuable asset - their home. When customers choose a local Groundworks company, they can feel confident they're hiring the trusted local experts who will ensure the job's done right. When you choose Groundworks, you'll join thousands of Tribemates who are making history.

Job Description: - Note travel requirements in the Requirements section below. Compensation: Base range 110k - 120k, car provision, 20% annual bonus potential, health/dental/vision benefits, 401k. Recruitment will remain open continuously until filled -Apply early! Applications received by December, 19th 2025. will be part of the first review. Company Overview Performing over 80 million locates annually, USIC is the most trusted name in underground utility damage prevention. USIC also provides a full suite of utility services throughout North America. Our Mission: to deliver quality, efficient, safe, and innovative solutions to protect our partners' infrastructure and critical assets. Our Culture is known as Living the SAFE-LIFE: Protecting Infrastructure, Protecting Our Communities, Protecting Ourselves. Summary The Field Human Resources Manager serves as a strategic business partner to assigned field operations leaders and is the expert resource in areas such as talent development, workforce and succession planning, and conflict resolution. In addition to supporting the implementation of HR-related processes and programs that impact USIC, this individual is responsible for providing proactive, employee-focused HR solutions that align with business priorities, to improve organizational performance in their assigned coverage area. Our ideal candidate will be knowledgeable, creative, and passionate about supporting the employee experience. This role will have an engaging and participatory role in the field with regular visits to locations throughout the coverage area and co-travels with field personnel. This is a great opportunity to join our growing company as we expand our Human Resources team! Responsibilities Develop a consultative partnership with field leaders and provide guidance in a variety of areas, including employee engagement, performance management, talent development, conflict resolution, and policy interpretation/application Maintains knowledge of ongoing business challenges, opportunities, strategic direction, industry, and competitive environment. Uses HR and business information to consult with senior leaders and other functional leadership to develop appropriate HR strategies and solutions that will allow USIC to retain high performing individuals and strengthen overall organizational performance Identifies opportunities and provides leadership throughout the change process to encourage a positive culture of personal growth, innovation, and accountability Works with senior leaders to plan and execute all leadership-related processes, including workforce planning, career development, talent reviews and succession planning, and compensation calibration Works with field leaders and recruiting partners to help attract high potential talent and mitigate turnover disruption. Collaborates with Recruiting to assist with job fairs and hiring events as needed and help coach Hiring Managers regarding selection process best practices Collaborates with Corporate HR, Training, and field leadership to ensure consistent employee onboarding and ongoing skill development training throughout the coverage area Consult with managers on pay-related decisions, including merit increases, incentive recommendations, career-related competitive pay, or other adjustments Analyzes current internal and external compensation trends to make recommendations to management to ensure the alignment of rewards to performance and that USIC remains competitive in local markets Advises management on strategies designed to maintain consistent treatment and compliance with employment laws Provides guidance to designated HR Generalist on daily employee relations issues, intervening on especially complex situations, and executing fair and objective investigations when necessary Participates as a collaborative team member with other HRBPs/HR Managers to provide consistent and professional service to all stakeholders Prepares presentation materials for training sessions and conducts leader training sessions as needed Role is expected to have a participatory role with regular visits to locations throughout coverage area and co-travels with field personnel Participates in special projects or perform other duties as requested Requirements Bachelor's degree in Human Resources, Business Management, or related field preferred. PHR, SPHR, or SHRM certification preferred Minimum of 5 years strategic HR or OD experience required. Ability to do overnight travel 25-50% of the time, and comfortability with another 20-30% of your time being day trip travel (50-75% total travel) Possesses established leadership skills and can develop productive and influential partnerships, network, and communicate effectively with a variety of contacts, including field employees, senior leadership, and outside business associates Ability to thrive and remain flexible in a fast-paced, ever-changing, high-pressure environment while navigating a multi-site, decentralized organization with little oversight Ability to identify and provide solutions to core issues quickly while putting structure around ambiguity Ability to use reporting to analyze data, identify and quantify key HR/employment trends, and provide data-driven recommendations to influence decision-making Possesses strong negotiation, conflict management, and investigative skills. Knowledgeable of applicable employment laws and HR practices/procedures and can remain objective and fact-driven Possesses strong interpersonal and communication skills. Exercises diplomacy, influences and presents ideas in a business, yet user-friendly language Possesses strong and effective change management skills that foster personal and professional growth, champions innovation and accountability, and advances the capabilities of a high-performing team Adept at taking initiative, handling multiple assignments, and meeting deadlines through strong organization and management skills Proficient in using core MS Office Suite products and experience with using HRIS/HRM systems We are an Equal Opportunity Employer. Veterans are encouraged to apply.

Head of People - US Work Mode: On-site, 5 days a week Reports to: Chief Executive Officer (CEO) Employment Type: Full-time At Beewise, we're on a mission to save the most important pollinators on Earth-bees-and we're the only company on the planet doing it at scale. We've developed the world's first autonomous beekeeping platform, combining cutting-edge AI, precision robotics, and a deep respect for nature to radically transform how pollination and colony care are done. Our solution actively protects bees from climate change, disease, and other modern threats-bringing about a meaningful, measurable impact on biodiversity and food security. We're not just a tech company. We're a movement-and we're growing fast. Our U.S. team currently includes approximately 55 passionate individuals (15 in the office and 40 in the field), with plans to significantly grow in the coming years-multiplying our employee count as we expand our impact across agriculture and the environment. Role Overview Beewise is seeking a strategic and hands-on Head of People (U.S.) to lead all HR functions for our U.S. operations-including recruitment. You'll be based at our HQ in San Ramon, CA, where the team works on-site five days a week. This position reports directly to the CEO and is the most senior HR role in the U.S., responsible for shaping a healthy, scalable, compliant, and people-first environment for both our office and field-based teams. You will oversee all aspects of HR, acting as an HRBP for the management team and leading initiatives across employee experience, benefits, payroll, performance cycles, and compliance. You'll also manage our lead recruiter, who handles all recruiting efforts. This is a rare opportunity to build and own the HR roadmap of a fast-scaling, mission-driven startup with a unique team structure-spanning technologists, beekeepers, sales professionals, and operators. Key Responsibilities Strategic Leadership & Team Growth Work closely with the CEO and executive team to align people strategy with business goals Design scalable systems for the entire employee lifecycle, from onboarding and performance management to retention and organizational development Use HR metrics and data to track health indicators and drive continuous improvement Employee Experience & Culture Champion a strong, inclusive, and values-aligned company culture across roles and locations Design and lead employee engagement, welfare, and recognition initiatives Act as a trusted advisor and point of contact for all employee relations matters HR Operations & Compliance Maintain and evolve policies, procedures, and handbooks in accordance with federal, state, and local regulations Oversee HRIS systems and employee records Ensure ongoing legal compliance for both office-based and field roles across multiple states Payroll, Benefits & Compensation Oversee payroll processes in coordination with Finance Manage and optimize health insurance, PTO, 401(k), and other benefit plans Provide strategic guidance on compensation structures and equity planning Team Management Manage the U.S. lead recruiter, ensuring alignment between hiring, onboarding, and long-term HR strategy Partner with operations leaders to address the unique needs of field employees across regions What We're Looking For Required 3+ years in a startup environment (sub-200 employees) in a senior HRBP or Head of People capacity Proven experience leading an HR department, including people strategy and day-to-day operations Comfortable being the sole HR leader or working within a lean HR team Deep knowledge of multi-state labor laws, especially in California Experience supporting non-tech workforces (e.g., technicians, field operators, sales teams) Excellent communication and interpersonal skills-empathetic, clear, and engaging Highly data-driven, with the ability to translate insights into action Strong organizational, prioritization, and decision-making skills Desired Skills Experience in agri-tech, robotics, climate tech, or similarly mission-driven operational startups Background supporting both desk-based and mobile/field teams Spanish language skills Familiarity with tools like TriNet, Gusto, HiBob, Justworks, BambooHR, or similar Why Join Us? Shape the future of HR at a company making a global ecological impact Be part of a tight-knit, collaborative, and visionary leadership team Enjoy a high-autonomy role with a clear mission and room to grow Join an organization where technology meets purpose-every day Compensation Range: $180,000 - $210,000 per year We offer a comprehensive benefits package including health, dental, vision, 401(k) with match, flexible time off, and more

Agilent is a global leader in life sciences, diagnostics, and applied chemical markets, empowering discoveries that improve the quality of life. We are seeking a dynamic and strategic Human Resources Business Partner (HRBP) to support our Americas Service/Agilent CrossLab Group leadership teams within our Commercial Organization. This is a high-impact role for an experienced HR professional ready to shape the future of our workforce. Position Summary As an HRBP at Agilent, you will work closely with the Americas Service/Agilent CrossLab Group senior leaders to drive business success through architecting talent strategies, elevating leadership capabilities, and crafting organization designs that deliver exceptional customer experiences. Key Responsibilities Serve as a strategic advisor to senior leaders providing guidance on organizational design, workforce planning, employee engagement, and change management in line with the business strategy. As a coach and trusted advisor, help leadership build high performing teams and shape the employee experience Drive, recommend, and at times manage creative strategies to address retention, employee engagement, leadership development, and capability building Partner with leaders to drive and/or lead HR initiatives including organizational diagnostics, performance management, talent reviews, and succession planning Bring data driven insights to shape people strategies and influence decisions. Leverage data and analytics to identify trends and proactively address opportunities for continuous improvements Act as a change leader, partnering with senior leaders to drive adoption of new ways of working. Champion a collaborative, high-performance culture Collaborate with HR Centers of Excellence (CoEs) and HR Shared Services to ensure seamless delivery of HR solutions Partner with talent acquisition to fill critical leadership roles Lead or contribute to HR projects focused on transformation, talent, and culture i.e., represent business priorities to HR program teams and support the design of HR solutions As an HR team member located at the Folsom site, may be required to partner on local planning and implementation of HR activities e.g., M&A integration, employee relations, organizational change Ensure compliance with local labor laws and HR policies #LI-TH1 Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. Master's degree or MBA preferred. 8+ years of progressive HR experience, with at least 4 years in an HRBP or strategic HR role. Experience partnering with Senior Leaders in Sales, Customer Service preferred HR Certification a plus Experience working in a fast-paced, matrixed environment. Multinational company experience a plus Proven ability to build strong relationships, influence at all levels of the organization, and effectively partner with HR Centers of Excellence, HR Services and other stakeholders to deliver business results Strong business acumen and ability to translate business strategy into people strategy Exceptional interpersonal, communication, coaching, and facilitation skills Experience with M&A integration and transformation initiatives is highly desirable. Demonstrated ability to lead through ambiguity and manage competing, often complex, priorities. Impeccable judgement and ability to balance the needs of the business, managers, and employees Proven ability to operate with autonomy and discretion and use sound judgement in all situations Strong knowledge of employment laws and HR best practices Ability to travel (10% or less) as needed to foster connections with leaders and teams Core Competencies Strategic Thinking & Innovation - Anticipates business needs and generates innovative solutions. Business & Financial Acumen - Understands market dynamics and financial drivers. HR Expertise - Deep knowledge of HR practices, legal frameworks, and service delivery models. Influential Leadership - Builds trust and influences across cultures and organizational levels. Analytical Mindset - Uses data and insights to inform decisions and measure impact. Leadership Coaching - Provides strategic guidance and coaching to senior leaders. Consulting Agility - Adapts quickly to changing business needs and provides tailored HR support. Change Management - Leads and supports change initiatives. Organizational Agility - Navigates complex organizational dynamics to drive outcomes. Additional Details This job has a full time weekly schedule. Applications for this job will be accepted until at least September 24, 2025 or until the job is no longer posted.The full-time equivalent pay range for this position is $117,272.00 - $183,238.00/yr plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: ************************************* Agilent Technologies, Inc. is an Equal Employment Opportunity and merit-based employer that values individuals of all backgrounds at all levels. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, religion or religious creed, color, gender, gender identity, gender expression, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military or veteran status, protected veteran status, or any other basis protected by federal, state, local law, ordinance, or regulation and will not be discriminated against on these bases. Agilent Technologies, Inc., is committed to creating and maintaining an inclusive in the workplace where everyone is welcome, and strives to support candidates with disabilities. If you have a disability and need assistance with any part of the application or interview process or have questions about workplace accessibility, please email job_******************* or contact ***************. For more information about equal employment opportunity protections, please visit *************************************** Required: 10% of the TimeShift: DayDuration: No End DateJob Function: HR

Job title: Jr. Human Resources Consultant Reports to: Director of Consulting Services Classification: Non-Exempt, Full-time **Applicants not currently . Summary: Silvers HR, part of The Larkin Company, is seeking a motivated and talented Junior Human Resources Consultant to join our dynamic team. The successful candidate will collaborate with experienced HR professionals and contribute to various aspects of HR consulting projects, including employee relations, performance management, wage and hour compliance, leave of absence guidance, and management skills training. This role presents an excellent opportunity to develop your skills and expertise within a supportive and engaging work environment. Silvers HR has been a trusted partner for over two decades, providing top-tier human resources consulting services to a diverse array of clients throughout California. Our team of experienced professionals is dedicated to delivering customized, credible solutions that prioritize our clients' HR needs. At Silvers HR, we take pride in our commitment to excellence and our deep understanding of the unique challenges faced by businesses in California. Our wide range of services include employee relations counseling, HR policy development, management training, employee assessments, and much more. As a member of our dynamic team, you'll have the opportunity to work alongside industry experts and contribute to the ongoing success of our clients. We foster a supportive and collaborative work environment where your professional growth and development are encouraged. Join Silvers HR and become part of a respected and established company that has been making a difference in the HR consulting industry for over 20 years. Essential Job Duties and Responsibilities Provide guidance and industry expertise to clients on the full spectrum of HR functions, such as employee relations, wage and hour compliance, performance management, and management skills training. Offer consultation to clients on employee relations issues, leave of absence programs, employee handbook policies, and employee performance management, researching best practices and making relevant recommendations. Coach clients on effectively interpreting and enforcing employment and wage and hour laws, policies, and procedures, ensuring compliance. Develop and review documents, letters, and policies for clients to communicate their practices and policies, ensuring compliance with state and federal regulations. Assist in performing HR Practices Reviews to assess clients' HR practices and identify areas for improvement, offering tailored training and resources. Facilitate the creation of customized employee handbooks using the Silvers HR template, ensuring alignment with clients' unique business needs. Develop a deep understanding of clients' business models and statuses to provide personalized advice on employment activities. Efficiently organize and manage client work plans, deliverables, and timelines, maintaining strong relationships with client management at all levels. Contribute to the Silvers HR Newsletter publication by researching and writing articles on relevant HR topics. Generate timely and accurate reports, including client activities and work status updates. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. Professional certification in HR (SPHR, PHR, PHRca, or SHRM-SCP or SHRM-CP) is preferred but not required. Minimum 3 years, preferably 5 years, of Human Resources experience, focusing on California employment laws and regulations, recruiting, employee relations, onboarding/offboarding, training and/or performance management. Ability to research and provide guidance on basic HR issues. Excellent communication both verbal and written, interpersonal, and presentation skills. Strong analytical, problem-solving, and decision-making abilities. Familiarity with HR software and technology tools. Ability to prioritize tasks and manage multiple projects simultaneously. Exceptional written communication skills, demonstrating the capacity to articulate ideas, concepts, and information clearly, concisely, and accurately. This includes creating well-structured documents, such as reports, proposals, and correspondence, while maintaining proper grammar, punctuation, and style. Requirements Employee Relations Experience: Minimum of 2-3 years of hands-on experience in employee relations. Proven ability to provide employers with strategic advice and recommendations on complex HR matters, with sound judgment on when to escalate issues to ensure appropriate support and resolution. Employment Law Expertise: Knowledge of federal and California employment laws, including leaves of absence, wage and hour, and ADA/FEHA. Ability to interpret and apply legal regulations accurately. Policy Development: Experience in developing HR policies and handbooks that align with employment laws and best practices. Research and Analysis: Strong research skills to analyze California employment laws and practices, presenting clients with various options and their respective pros and cons. Training Experience Preferred: Experience in conducting harassment prevention training (AB 1825/SB1343) and developing/conducting supervisory/management training programs. Investigation Skills: Experience conducting internal workplace investigations, demonstrating professionalism, objectivity, and confidentiality. Technology Proficiency: Comfort in using technology and HR-related software. Advanced spreadsheeting skills are essential for data analysis and reporting. Recruitment Experience: Background in talent acquisition, particularly in sourcing and hiring HR professionals. Travel: Ability to travel within Northern California, with a focus on the Sacramento area. Access to reliable transportation is a must. Communication Skills: Exceptional communication skills with the ability to maintain confidentiality and navigate sensitive situations with tact and diplomacy. Collaboration: A strong team player who can work effectively in both independent and collaborative environments. Adaptability: Proven ability to thrive in ambiguous situations, make informed decisions, and manage change effectively. Flexibility: ability to change course on occasion with regards to schedules and projects based on client needs. Virtual Team Experience: Prior experience working within a virtual team, demonstrating maturity, confidentiality, and strong organizational skills. Microsoft Office Suite Proficiency: High-level proficiency in using Microsoft Office tools (Word, Excel, Outlook, PowerPoint) for reporting, presentations, and documentation. Judgment and Escalation: Excellent judgment to assess situations and determine when other experts or legal counsel should be consulted. Work Environment and Physical Requirements: Remote and On-site Work: the Jr. HR Consultant will primarily work a hybrid schedule working remotely and in our Roseville office and must also be flexible to work from clients' offices as needed. Travel: Local travel is required, including attending in-person meetings at the main office. Access to reliable transportation is necessary. Communication: Excellent verbal communication skills are essential, as the Consultant will frequently engage in phone and in-person discussions. Workstation Setup: The Consultant must be comfortable with extended periods of sitting and utilizing keyboard and computer equipment. Physical Tasks: Occasional physical tasks may include standing, walking, reaching, balancing, climbing, stooping, kneeling, crouching, or crawling. Vision: Close vision abilities are required for driving and reading detailed documents. Lifting: The Consultant should be able to lift and carry objects up to 25 pounds occasionally. Hours: This is a full-time Jr. HR Consultant position and will be classified as non-exempt. Hours will be from 8:00 am to 5:00 pm Monday through Friday. Pay: $35.00 to $45.00 per hour, depending on experience. Benefits: Please see our website for a list of all our wonderful benefits ************************************* Join our team and contribute your expertise in shaping the future of HR practices for our valued clients! Silvers HR is an EOE employer. Interested candidates who meet the qualifications above are encouraged to apply with a resume and cover letter to ********************** Salary Description $35.00 - $45.00 per hour

Located in Kailua, Adventist Health Castle has been one of the area's leading healthcare providers since 1963. We are comprised of a 160-bed hospital, eight medical offices, home care services, urgent cares and a vast scope of services located throughout O'ahu. In 2017, Adventist Health Castle was recognized with the Malcolm Baldrige National Quality Award, the nation's highest presidential honor for performance excellence. O'ahu is known for its ideal climate, diverse culture and picturesque landscape. The allure of Castle's laid-back lifestyle is complimented by its close-knit and proud community. Job Summary: Serves as a strategic advisor to business leaders, combining deep HR expertise with a strong business acumen, and may be responsible for leading other team members as assigned. This role is pivotal in managing complex employee relations, driving engagement, and supporting talent development and workforce planning. Partners with managers to align HR strategies with overall business objectives. Job Requirements: Education and Work Experience: * Bachelor's or Master's degree in Human Resources, Business, or a related field (or equivalent experience) : Required * Five to Seven years of progressive HR experience, ideally within the healthcare sector. Internal candidates with less experience may be considered based on demonstrated performance, potential, and alignment with role expectations, subject to review and approval by the Network HR Director and CHRO. : Required * Verifiable experience in successful and impactful coaching, advising, and consulting with leaders on organizational issues and employee challenges.: Required Licenses/Certifications: * Society for Human Resource Management Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certification: Preferred Essential Functions: * Acts as a strategic partner to managers by providing HR consultation and guidance. Performs champion shaping and nurturing workplace culture and engagement strategies that align to organization mission and values and foster an environment of belonging. * Provides strategic guidance to all levels of leadership as directed by Sr. HRBP or Network HR Director. Partners with network HR teams to foster collaboration and alignment across the network. * Leads and manages complex employee relations issues and investigations ensuring fair and consistent outcomes aligned with legal requirements, policies and procedures, and values. * Develops and implements initiatives to drive employee engagement and talent development. Supports workforce planning and succession planning efforts. Analyzes HR metrics and provides actionable recommendations to senior leadership. * Ensures compliance with employment laws and mitigate HR-related risks through collaboration with legal and compliance teams. * Performs other job-related duties as assigned. Organizational Requirements: Adventist Health is committed to the safety and wellbeing of our associates and patients. Therefore, we require that all associates receive all required vaccinations as a condition of employment and annually thereafter, where applicable. Medical and religious exemptions may apply. Adventist Health participates in E-Verify. Visit ******************************************** for more information about E-Verify. By choosing to apply, you acknowledge that you have accessed and read the E-Verify Participation and Right to Work notices and understand the contents therein.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

We're looking for a Director of Talent Acquisition to lead Ridgeline's high-performing talent acquisition function. You'll manage a team driving recruiting strategy, operational excellence, and a best-in-class candidate experience. This is a highly visible leadership role partnering closely with executives and hiring managers across the company to scale our teams thoughtfully and effectively. At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions, not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. What You'll Do: Lead, coach, and develop a growing team of recruiters and recruiting support staff. Design and execute Ridgeline's talent acquisition strategy globally to meet hiring goals across all functions. Partner with senior leadership to understand business priorities, workforce plans, and evolving talent needs. Optimize recruiting operations, leveraging data and technology to improve efficiency, consistency, and equity in hiring. Be a critical stakeholder in implementation and ongoing administration of Workday Recruiting. Champion diversity, equity, and inclusion by embedding inclusive hiring practices and ensuring diverse candidate pipelines. Refine and enhance employer branding, partnering with Marketing and People teams to elevate Ridgeline's presence in key talent markets. Analyze and report on key recruiting metrics, providing insights and recommendations to drive continuous improvement. Manage vendor relationships and evaluate tools, systems, and partners that support recruiting excellence. Be on point to recruit executive level or high profile roles as needed. What We Look For: 12+ years of recruiting experience including recruiting internationally 4+ years experience in people management or recruiting leadership role Proven success leading high-performing recruiting teams in a fast-paced, high-growth environment (preferably in tech or SaaS) Familiarity with Google Workspace, Slack, and ATS tools like Greenhouse and Workday Excellent communication, influencing, and stakeholder management skills Deep commitment to building inclusive, equitable hiring processes Willingness to learn and leverage AI tools like ChatGPT to streamline tasks and communication Strategic thinker who can operate both at a 10,000-foot view and in the details when needed An aptitude for problem solving Ability to communicate effectively Serious interest in having fun at work About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement. Please review the Ridgeline Applicant Privacy Statement in full to understand our privacy practices and contact us with any questions: ************************************************************ Compensation and Benefits The typical starting salary range for new hires in this role is listed below. In select locations (including, the San Francisco Bay Area, CA, and the New York City Metro Area), an alternate range may apply as specified below. The typical starting salary range for this role in the select locations listed above is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid