Director of human resources jobs in Metairie, LA - 38 jobs

Under the general guidance of the Chief Human Resource Officer, the Associate Director of Human Resources will serve on the HR leadership team, and aide in developing, maintaining, and enhancing Human Resource Management's programs across the LSUHSC -NO campus. This position is responsible for overseeing talent development, talent acquisition and human resource operations. Responsibilities include Performance Management programs, New Employee Orientation, succession planning, employee engagement events, learning experiences, leadership communications and HR campus liaison activities. The position also oversees Talent Acquisition, ensuring that the right talent is attracted to our campus. This position oversees all activities, processes, procedures, policies and events that surround overall talent acquisition on our campus to include, but not be limited to, recruitment events, job postings, interviewing and assistance with candidate selection. The position also manages the day-to-day personnel operations, i.e. directing and overseeing all PeopleSoft operations and data entry for personnel (talent) actions/changes, new hire packet entry, and other operational functions of the university. This position develops internal and external metrics to evaluate the value of operational services provided, supports internal and external audits, and ensures timely resolution of nightly maintenance issues. The position will have a high degree of stakeholder interaction, relationship development with all levels of leadership from schools/divisions, and work closely with all HR internal units, VCAF departments, and Louisiana State Civil Service. This position lead a team by hiring and training assigned staff; identifies and resolves performance issues; provides appropriate leadership and direction and promotes positive morale, creativity and teamwork among staff; evaluates employee performance and sets clear goals and expectations.

We are a leading provider of enterprise work management software and a dynamic, fast growing company with great opportunities and an employee focused company culture. We are an equal opportunity employer and value diversity at our company. We're strongly committed to providing equal employment opportunity for all employees and all applicants for employment. Job Description Why should you join us? Our employees love our salary structure, for this role we offer between $60,000 - $85,000 Its commission based, we give bonus as well! Your health is our happiness. We provide medical insurance. You will travel only Up to 40% of the time What do you have to do, Act Division as a business partner with the local management team to effectively manage the human resources function Administer staffing, training, employee relations, compliance, benefits, and compensation programs Actively be engaged with the implementation of strategic Human Resources initiatives Support multiple business units and have the opportunity to work in a fast paced environment while taking on new challenges Partner with multiple lines of business and help employees continue to grow their career and develop professionally Qualifications You'd fit the best, if: You have 3 - 5 years Union Labor Relations and Contract Negotiations Experience You have 3 - 5 years Strategic HR Partnering experience You have 3 - 5 years experience in HR Employee Engagement You can communicate excellently You have 3 years directly applicable experience as an HR Generalist or a Manager It would also be nice,if: You have SPHR Certification You have an MBA in HR Management You have HR Project Management experience You have Strategic Business Partnering experience We'd love to hear from you! Please reach out to us with your updated resume along with a statement of interest to tell us how interested you are with this job! Additional Information All your information will be kept confidential according to EEO guidelines.

Degan, Blanchard & Nash is a leading insurance defense law firm with over 100 employees across three Louisiana offices. We are seeking a hands-on HR Manager to lead day-to-day HR operations and partner with the Firm Administrator on firm-wide HR strategy, specifically setting HR policies and benefits, running payroll, and administering performance reviews for all support staff. You'll directly manage an HR Coordinator and work closely with the managing partner, practice leads, and admin team to deliver a best-in-class employee experience in a multi-office, professional services environment. Key Responsibilities: Oversee full-cycle recruiting for support roles; collaborate with practice leaders and hiring managers on requisitions, interviewing, selection, and offer processes. Lead structured onboarding and orientation; ensure compliant and professional offboarding. Administer the performance review cycle for all support staff (e.g., legal assistants, paralegals) Lead annual benefits strategy and open enrollment in conjunction with the Firm Administrator and benefits broker; manage eligibility, life events, COBRA, and vendor relationships. Maintain HRIS/ATS data integrity, employee files, and reporting, drive process improvements and automation. Own or oversee end-to-end payroll processing including audits, reconciliations, and coordination with Firm Administrator; ensure accuracy of earnings, deductions, and leave accruals. Advise leadership and managers on HR best practices, change management, and organizational effectiveness. Serve as the primary HR lead for the firm; manage, coach, and develop the HR Coordinator. Partner with the Firm Administrator to set and update HR policies and benefits (medical, dental, vision, 401(k), leave programs) aligned with firm strategy, compliance, and market competitiveness. Serve as a trusted point of contact for employee relations; investigate and resolve issues with fairness and confidentiality. Promote a respectful, high-performance culture grounded in professionalism and legal ethics. Requirements Qualifications: Bachelor's degree in HR, Business, or related field (HR certifications such as SHRM-CP/SHRM-SCP, PHR/SPHR preferred). 5-8+ years of progressive HR experience, including direct ownership of payroll, benefits, and performance management; professional services or law firm experience strongly preferred. Prior experience managing at least one HR team member. Working knowledge of HRIS and payroll systems (e.g. Paylocity, Employee Navigator or similar) and strong Excel/reporting skills. Excellent judgment, discretion, and communication skills; proven ability to influence at all levels and maintain strict confidentiality. Organized, detail-oriented, and comfortable balancing strategic projects with day-to-day operations. Travel to other offices as needed (approx. 15%- 20%). Work Arrangement: 100% In-Person (Onsite) Job Type: Full-time / Fully Onsite Please note that this job description is a general outline of expected duties and responsibilities and is not exhaustive. Actual responsibilities may vary based on individual circumstances and business needs. Benefit Highlights: Life Insurance: We provide $50,000 coverage at no cost to the employee. Long-Term Disability Insurance: Also provided at no cost to the employee. Competitive Medical, Dental and Vision plans through Blue Cross Blue Shield 401(k) Retirement Plan: with an annual discretionary match HSA with Employer Contribution Dependent Care FSA Generous PTO allotment Flexible Work Schedules Additional Supplemental insurances are also available Equal Opportunity Employer: We are committed to diversity and inclusion in the workplace. We are an equal opportunity employer and prohibit discrimination and harassment based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, and training. DBN makes hiring decisions based solely on qualifications, merit, and business needs at the time. We participate in E-Verify and Right to Work to confirm identity and employment eligibility. This position is not open to recruiting agencies. Any resumes sent to this Firm by an agency that was not specifically engaged for this position and does not have a valid agreement on file will become the property of this Firm. We will not be responsible for any fees related to unsolicited resumes.

The Human Resource Manager will be guiding and managing the overall provision of the Human Resource Department by creating structure in services, policies, training, PayScale and programs. He or she delegates the duties and job responsibilities that are required by the senior management team to meet the needs of our workforce management. Primary Responsibilities Maintain the strictest confidentiality at all times on matters pertaining to the company and its associates. Facilitates human resources processes. Administers employee health plan and benefits. Update health benefits in accordance with new hires and terminations. Supervises Human Resource Talent Acquisition Recruiter, Human Resource Office Administrator, and Human Resource Training Specialists. Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Establishes HR Departmental measurements that support the accomplishment of the company's strategic goals Assisting with the evaluation, termination processes and write up forms. Oversees the implementation of Human Resource Program through Human Resource staff and is able to identify opportunities for improvement in troubled areas. Participates in executive, management, and company staff meetings and attends other meetings and seminars. Assisting with additional projects, as assigned. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement. Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees. Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings Leads the development of benefit orientations and other benefits training for employees and their families. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk. Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Requirements Qualifications Strong communication and customer service skills Detail oriented and organized Must be able to identify and resolve problems in a timely manner Preferred Qualifications Bilingual Spanish/English Bachelor's Degree in HR- related field View all jobs at this company

HR DIRECTOR - Oasis Point Rehabilitation Hospital Where Luxury Hospitality Meets Advanced Robotics in Healthcare Oasis Point Rehabilitation Hospital in Hammond, LA is redefining inpatient rehabilitation through the HospiTEL model-a fusion of clinical excellence, advanced robotics, and five-star hospitality. We are searching for a Human Resources Director who is not simply an administrator… but a culture architect, a people champion, and a guardian of the Oasis experience. This role is ideal for someone who understands that culture is not words on a wall-it is behavior, standards, and stewardship, and who can lead teams into a new era of patient care and hospitality. THE ROLE The HR Director will: • Build, protect, and continuously elevate the HospiTEL culture-a standard where service, empathy, accountability, and excellence define every interaction. • Recruit and onboard top-tier nursing, therapy, clinical, and hospitality talent drawn to a mission larger than themselves. • Create HR systems that align employees with the H.E.A.R.T. model (Hospitality, Excellence, Accountability, Reverence, Teamwork). • Strengthen leadership pipelines by training managers to coach, grow, and elevate their teams. • Ensure HR operations run smoothly-policies, corrective action, staffing ratios, employee files, compliance-while maintaining a five-star employee experience. • Support and advise the CEO and Administrator as a strategic thought partner. You must love people, culture, excellence, and systems equally. WHO YOU ARE You are perfect for this role if you: • Thrive in high-energy, fast-moving environments building something new. • Are naturally a culture protector-you guard values, reinforce standards, and never compromise the mission. • Understand that hospitality and healthcare can coexist, and you know how to align people with that vision. • Communicate with clarity, confidence, empathy, and high emotional intelligence. • Are comfortable working directly with the CEO in a transformative season. • Bring professional maturity, wisdom, and the ability to lead through influence, not authority. • Are passionate about building organizations that people are proud to work in. CORE RESPONSIBILITIES Culture & Leadership Development • Teach and reinforce the HospiTEL model across all departments. • Lead manager and supervisor coaching to strengthen leadership at every level. • Conduct culture rounds, experience audits, and employee engagement programs. Recruitment & Retention • Build a robust talent acquisition pipeline for nursing, therapy, hospitality, and support teams. • Create a seamless onboarding experience that reflects five-star hospitality. • Implement retention strategies that reduce turnover and improve morale. HR Operations & Compliance • Maintain HR compliance, employee relations, corrective action, and credentialing. • Implement and monitor performance management and evaluation systems. • Partner with leadership on staffing models, scheduling structures, and workforce planning. Employee Experience • Foster a workplace where people feel valued, respected, and empowered. • Lead initiatives that enhance communication, recognition, and overall satisfaction. TO APPLY Submit your résumé and a short paragraph describing why culture matters to you and how you believe HR can shape the future of healthcare.

About the Job International Manufacturing company seeking experienced Human Resources Manager to oversee two facilities. Must have manufacturing experience with strong employee relations experience with the ability to implement change. Looking for a team player who can contribute to pro-active HR ideas and collaborate with peers in other US facilities. This position involves some travel (20%). Requirements Minimum 8-10 years HR Management experience Minimum 3-5 years Manufacturing experience Union experience ( small union presence in Memphis plant) Strong communication skills Education Requirements Must have minimum BA/BS no exceptions PHR/SPHR is a plus Looking for a strong proactive/progressive HR skills. This position is located in New Orleans, LA, looking for local candidates. Additional Information All your information will be kept confidential according to EEO guidelines.

We are seeking an Human Resources Manager to lead HRIS strategy, HR operations, compliance, and digital transformation. This highly visible role partners with HR and business leaders to build scalable systems, improve processes, and enhance the employee experience. Key Responsibilities Lead the HR Operations, reporting, and compliance Oversee HR technology systems across HCM, Recruiting, Compensation, Benefits, LMS, Performance, and Talent Management Improve automation, streamline workflows, and reduce manual processes Partner with HR, IT, and business leaders to design and execute HR technology roadmaps Ensure strong data governance, accuracy, and policy compliance Manage payroll/shared services functions, ensuring efficiency and positive employee experience Oversee compliance reporting (EEO -1, I -9 audits, DOL filings, census reports) Drive continuous improvement and operational excellence in people operations Required Qualifications MediClear or equivalent HIPAA compliance certification (required) 2+ years leadership experience managing direct reports or cross -functional teams Strong communication, analytical, and problem -solving skills Bachelor's degree in HR, Business, IT, or related field preferred Ability to manage multiple priorities in a fast -paced environment

Bricolage Academy | New Orleans, LA Bricolage Academy is seeking a dynamic and strategic Human Resources Manager to lead and strengthen our people operations in alignment with our mission, values, and commitment to equity. This role is critical to ensuring that our human capital systems are effective, compliant, and centered on employee growth, satisfaction, and organizational excellence. The Human Resources Manager serves as a key member of the schools leadership team and reports directly to the CEO. This leader will oversee all aspects of human resources, from onboarding and benefits administration to compliance, payroll, and employee relations, while cultivating a positive, inclusive, and high-performing workplace culture. Key Responsibilities Employee Support & Engagement * Serve as the primary point of contact for employee inquiries related to benefits, pay, policies, and employment matters * Design and facilitate a comprehensive, culturally responsive annual new-hire orientation * Support employee development and enhance job satisfaction through responsive HR practices Benefits, Payroll & Compliance * Administer all employee benefits, including health, life/disability, 403(b), pension, and unemployment insurance * Provide training to faculty and staff to ensure understanding and effective use of benefit offerings * Evaluate benefits packages and recommend enhancements aligned to employee needs and organizational capacity * Manage payroll processes and attendance systems * Oversee all labor and employment compliance matters, collaborating with legal counsel as needed * Maintain compliance with federal, state, and local employment laws and reporting requirements (including PEP) Systems, Policy & Workforce Planning * Maintain accurate, confidential employee records and HR systems * Forecast staffing needs and support workforce planning efforts * Manage educator certification processes * Communicate policy updates clearly and ensure consistent implementation * Annually review the Staff Handbook and recommend revisions to the CEO * Design and maintain accountability structures that promote fairness, transparency, and consistency Qualifications & Competencies * Bachelors degree required; Masters degree preferred * Minimum of three (3) years of Human Resources experience, preferably in a nonprofit or education setting * Demonstrated success training and leading teams of adults * Strong working knowledge of labor laws, regulations, and HR best practices * Excellent interpersonal, communication (oral and written), and relationship-building skills * Ability to manage confidential information with discretion and integrity * Strong organizational, time-management, analytical, and problem-solving skills * Experience with budget management and HR systems * Advanced computer literacy * Ability to work both independently and collaboratively Why Bricolage Academy? At Bricolage, we believe people are our greatest asset. This role offers the opportunity to shape systems, culture, and experiences that directly impact staff well-being and student success, while contributing to a mission-driven organization committed to equity and innovation.

About Us At ENFRA, we blend a rich history with a forward-looking vision. With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector. We believe in growth-not just for our business, but for our people. Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow. Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success. Join us to be part of a legacy of excellence and a future of groundbreaking advancements. At ENFRA, stability, innovation, and growth are more than just values-they are the pillars of our continued success. Overview The Corporate HR Business Partner II is responsible for aligning business objectives with employees and management within the corporate business unit. This role formulates partnerships across the HR function to deliver value-added services that support the organizations business objectives. The Corporate HR Business Partner II works closely with HR Operations and HR Shared Services to bridge different HR functional areas. Lastly, HRBP II provides direct support to the VP of HR on a variety of special projects within the Corporate HR function. Responsibilities Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives. Conducts new hire orientations and employee training. Implements performance management strategies as developed by the parent organization. Attends and participates in employee disciplinary meetings, terminations, and investigations. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Administers compensation and benefit programs. Conducts regular meetings with respective business units. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains comprehensive knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the compliance/legal department as needed/required. Provides day-to-day HR guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Performs other related duties as assigned. Performs work under minimal supervision. Handles moderately complex issues and problems, and refers more complex issues to higher-level staff. May provide leadership, coaching, and/or mentoring to a subordinate group.Specific responsibilities include: Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives. Conducts new hire orientations and employee training. Implements performance management strategies as developed by the parent organization. Attends and participates in employee disciplinary meetings, terminations, and investigations. Responds to employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Administers compensation and benefit programs. Conducts regular meetings with respective business units. Manages and resolves complex employee relations issues, conducts effective, thorough and objective investigations. Maintains comprehensive knowledge of legal requirements related to employee management, reducing legal risks and ensuring regulatory compliance. Partners with the compliance/legal department as needed/required. Provides day-to-day HR guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to enhance work relationships, build morale, and improve productivity and retention. Provides HR policy guidance and interpretation. Participates in the evaluation and monitoring of training programs to ensure effectiveness and alignment with business goals. Performs other related duties as assigned. Works under minimal supervision. Handles moderately complex issues and problems, escalating more complex matters as needed. May provide leadership, coaching, and/or mentoring to a subordinate group. HR Liaison between HR Operations and HR Shared Services Specific duties include: Leads or facilitates projects between HR Operations and HR Shared Services by establishing and ensuring alignment, identifying appropriate resources, creating and managing the project plan and driving communication. Meets regularly with HR Operations to ensure divisional alignment on HR processes, policies, and procedures. Creates and revises standard operating procedures (SOPs) to document best practices and precedents. HR Special Projects Lead Duties Specific responsibilities include: Works closely with the VP of HR on special projects, such as planning and assisting in leading the Annual HR Strategy Event, Project Renaissance, HR 6-Month Check-Ins, etc. Leads federal labor law poster management, ensuring appropriate posters and revisions are distributed to offices and job sites. Coordinates monthly meetings between the HR team and Accounting for budget management. Manages the Employee's 1st Program and serves as the liaison between employees and vendors to resolve any issues. Organizes monthly team-building activities for the HR team, such as HR Coffee Talks or HR Lunch and Learns. Creates and shares key documents with the HR team, including the Bernhard Strategic Framework, Benefits Matrix, and HR Organizational Chart. Keeps the HR team informed on initiatives by providing HR Monthly Updates. Qualifications Required Education, Experience, and Qualifications High School Diploma or GED. 5 plus years of experience in Human Resources. Possesses thorough knowledge of most HR subjects (specifically those listed above). Ability and interest to learn autonomously Excellent organizational skills and attention to detail. Possesses a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to foster teamwork. Ability to build collaborative relationships. Strong ability to maintain diplomacy, tact, and confidentiality in all matters. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Excellent verbal, interpersonal, and written communication skills. Willingness to tackle various ongoing projects in a fast-paced environment. Ability to multitask and perform duties outside of the scope of work when necessary. Preferred Education, Experience, and Qualifications Bachelor's degree in Human Resources, Psychology, Business, or related discipline. Certified Human Resource Professional (PHR), Senior Certified Human Resource Professional (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP) credential. Travel Requirements 0-5 % of the time will be spent traveling to job site(s)/office location. Physical/Work Environment Requirements Prolonged periods of sitting at a desk and working on a computer in an office environment. Repeating motions that may include the wrists, hands, and/or fingers. Quiet environment. Light work that includes adjusting and/or moving objects up to 15 pounds. ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.

Job DescriptionHuman Resources Manager Bricolage Academy | New Orleans, LA Bricolage Academy is seeking a dynamic and strategic Human Resources Manager to lead and strengthen our people operations in alignment with our mission, values, and commitment to equity. This role is critical to ensuring that our human capital systems are effective, compliant, and centered on employee growth, satisfaction, and organizational excellence. The Human Resources Manager serves as a key member of the school's leadership team and reports directly to the CEO. This leader will oversee all aspects of human resources, from onboarding and benefits administration to compliance, payroll, and employee relations, while cultivating a positive, inclusive, and high-performing workplace culture. Key Responsibilities Employee Support & Engagement Serve as the primary point of contact for employee inquiries related to benefits, pay, policies, and employment matters Design and facilitate a comprehensive, culturally responsive annual new-hire orientation Support employee development and enhance job satisfaction through responsive HR practices Benefits, Payroll & Compliance Administer all employee benefits, including health, life/disability, 403(b), pension, and unemployment insurance Provide training to faculty and staff to ensure understanding and effective use of benefit offerings Evaluate benefits packages and recommend enhancements aligned to employee needs and organizational capacity Manage payroll processes and attendance systems Oversee all labor and employment compliance matters, collaborating with legal counsel as needed Maintain compliance with federal, state, and local employment laws and reporting requirements (including PEP) Systems, Policy & Workforce Planning Maintain accurate, confidential employee records and HR systems Forecast staffing needs and support workforce planning efforts Manage educator certification processes Communicate policy updates clearly and ensure consistent implementation Annually review the Staff Handbook and recommend revisions to the CEO Design and maintain accountability structures that promote fairness, transparency, and consistency Qualifications & Competencies Bachelor's degree required; Master's degree preferred Minimum of three (3) years of Human Resources experience, preferably in a nonprofit or education setting Demonstrated success training and leading teams of adults Strong working knowledge of labor laws, regulations, and HR best practices Excellent interpersonal, communication (oral and written), and relationship-building skills Ability to manage confidential information with discretion and integrity Strong organizational, time-management, analytical, and problem-solving skills Experience with budget management and HR systems Advanced computer literacy Ability to work both independently and collaboratively Why Bricolage Academy? At Bricolage, we believe people are our greatest asset. This role offers the opportunity to shape systems, culture, and experiences that directly impact staff well-being and student success, while contributing to a mission-driven organization committed to equity and innovation.

FLSA Status Exempt Reports To Executive Director / Chief Operating Officer The Human Resources Manager is responsible for leading and executing all HR functions for a multi-state caregiver staffing agency supporting clinical and non-clinical caregivers (CNAs, HHAs, PCAs, RNs, LPNs, and support staff). This role serves as a strategic and operational HR partner, ensuring compliance with state and federal labor laws, healthcare regulatory requirements, credentialing standards, and staffing-specific workforce demands. The HR Manager will oversee employee relations, compliance, onboarding, credentialing coordination, performance management, policy administration, HRIS optimization, and leadership coaching while supporting rapid hiring cycles, high-volume onboarding, and retention initiatives across Louisiana, Mississippi, and Tennessee. Essential Duties & Responsibilities Strategic HR Leadership ● Serve as the primary HR advisor to executive leadership on workforce strategy, compliance risk, and organizational planning. ● Develop and implement HR programs aligned with operational growth, caregiver retention, and client compliance requirements. ● Support expansion initiatives, including new branch launches or state registrations. Compliance & Regulatory Oversight ● Ensure compliance with federal employment laws (FLSA, FMLA, ADA, Title VII, HIPAA, OSHA). ● Maintain state-specific compliance for Louisiana, Mississippi, and Tennessee, including: ● Wage and hour requirements ● Background screening and drug testing standards ● Caregiver licensure and registry requirements ● Joint Commission or client credentialing expectations (if applicable) ● Oversee I-9 compliance, E-Verify (where applicable), and audit readiness. ● Lead investigations and resolution of employee relations issues, disciplinary actions, and terminations. Talent Acquisition & Workforce Management ● Partner with recruiting teams to support high-volume caregiver hiring and rapid onboarding. ● Ensure compliant onboarding processes for W-2 and contingent caregiver staff. ● Support workforce scheduling models and dormancy/inactive status processes consistent with staffing best practices. Employee Relations & Performance Management ● Manage performance management frameworks, corrective action processes, and assist in termination decisions. ● Coach leaders and supervisors on employee relations, documentation, and progressive discipline. ● Lead conflict resolution and ensure consistent application of policies across states. HRIS & Data Management ● Own HRIS administration and optimization (e.g., iSolved, or similar platforms). ● Maintain accurate employee records, credential tracking, and compliance documentation. ● Generate HR metrics and reports related to turnover, compliance, onboarding timelines, and workforce trends. Policy Development & Training ● Draft, update, and enforce HR policies, handbooks, SOPs, and caregiver acknowledgements. ● Develop and deliver manager training on HR compliance, documentation, and employee relations. ● Ensure policies reflect multi-state requirements and caregiver-specific operations.

Description We are looking for an experienced Senior Human Resources Manager to lead and oversee HR operations for our business unit in Houma, Louisiana. In this role, you will collaborate closely with leadership to align HR initiatives with organizational goals while fostering a positive and compliant workplace culture. This position requires a strategic mindset and the ability to manage diverse HR functions, including recruitment, compliance, employee relations, and training. Responsibilities: - Lead the development and implementation of HR strategies that align with the company's objectives and support business unit goals. - Partner with leadership to identify opportunities for advancing organizational priorities and enhancing workforce engagement. - Oversee day-to-day HR operations, including recruitment, onboarding, employee retention, and performance management. - Ensure compliance with labor laws, internal policies, and industry-specific regulations, including offshore requirements. - Maintain accurate and confidential employee records using the company's HRIS system. - Advise management on employment-related matters such as disciplinary actions, investigations, and terminations. - Develop and manage workforce training programs to enhance skills and ensure alignment with company culture. - Coordinate employee engagement initiatives to promote a supportive and collaborative work environment. - Conduct internal and client-required audits, ensuring all compliance reporting is completed accurately. - Collaborate with cross-functional teams to address organizational needs and maintain HR best practices. Requirements - Bachelor's degree in Human Resources or related study, SHRM-CP or PHR certifications highly valued. - Proven expertise in HR management, including employee relations, talent acquisition, and compliance. - Strong knowledge of labor laws, regulations, and industry-specific requirements. - Experience administering HRIS systems and maintaining confidential employee records. - Demonstrated ability to develop and implement workforce training and engagement programs. - Excellent communication and leadership skills to effectively collaborate with management and employees. - Ability to manage audits and compliance reporting with accuracy and attention to detail. - Strategic mindset with experience aligning HR initiatives to business goals. - Familiarity with offshore regulatory requirements and training programs is a plus. For confidential consideration, contact Hayley Euper at 504-383-0704 or apply today. Thank you for your interest in Robert Half! Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles. Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app (https://www.roberthalf.com/us/en/mobile-app) and get 1-tap apply, notifications of AI-matched jobs, and much more. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information. © 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use (https://www.roberthalf.com/us/en/terms) and Privacy Notice (https://www.roberthalf.com/us/en/privacy) .

Position OverviewIf you are passionate about shaping organizational culture, driving HR transformation, and rolling up your sleeves to tackle both strategic and hands-on challenges, join the Burlington Stores team as a Regional Human Resources Manager! In this pivotal role, you'll act as a strategic HR business partner and trusted advisor to regional and store leadership, blending data-driven insights with practical expertise to design and execute innovative people strategies. From associate advocacy to developing leaders and fostering a culture of inclusion, you'll influence key decisions that enhance organizational effectiveness and ensure Burlington's continued growth. This position is ideal for a dynamic HR professional ready to navigate the complexities of a fast-paced, multi-location environment while delivering impactful results. If you thrive in a role that demands both strategic vision and a hands-on approach, we'd love to hear from you!A Day in the Life Strategic Influence: Act as a trusted advisor to regional and store leadership, leveraging data-driven insights to inform decisions on workforce strategy, organizational effectiveness, and talent initiatives. Leadership Alignment: Coach and guide leaders at all levels to ensure alignment with Burlington's Core Values, fostering a culture of trust, accountability, and performance excellence. People Strategy Execution: Collaborate with leadership to design and implement forward-thinking talent strategies that drive recruitment, retention, and succession planning, ensuring the right talent is in place to achieve business objectives from field-level to leadership positions. HR Transformation: Drive organizational evolution by contributing to HR transformation initiatives and aligning stakeholders around a shared vision. Deliver strategic communication and actionable insights that foster adaptability, resilience, and long-term growth. Associate Relations and Risk Mitigation: Resolve complex employee relations matters with a strategic mindset, balancing business priorities with employee advocacy. Partner with internal and external legal counsel to manage compliance, mitigate risk, and represent the organization in legal proceedings. Courageous Leadership: Exhibit the courage to make difficult decisions, provide honest feedback, and challenge the status quo to drive positive change and uphold Burlington's Core Values. Lead by example in navigating complex situations with confidence and integrity. Workforce Optimization: Drive performance management initiatives that enhance team effectiveness, including conducting performance reviews, delivering actionable feedback, and creating professional development plans. Associate Support: Serve as a strategic resource to field team members by providing guidance on workplace matters and fostering an environment that supports associate success, well-being, and empowerment. Diversity, Equity, and Inclusion: Champion DE&I efforts to create an inclusive environment that celebrates diversity and leverages the strengths of a varied workforce. You'll Come With Education: Bachelor's degree in HR, Business, or a related field or a combination of education and experience; PHR/SPHR certification is a plus. Strategic HR Expertise: 7+ years of progressive HR experience, including HR business partnership, employee relations, and talent management. Experience in retail HR is highly preferred. Leadership Influence: Demonstrated ability to coach, influence, and align senior leaders and store teams around organizational goals and values. Change Management Proficiency: Proven track record of leading through ambiguity and implementing strategies to successfully manage organizational change. Legal and Regulatory Knowledge: Strong understanding of employment laws and regulations, including but not limited to wage and hour compliance, leave policies, and equal employment practices. Ability to interpret and apply legal standards to minimize risk and ensure compliance. Technology and Data Proficiency: Proficiency in HRIS and ATS systems (e.g., Workday, iCIMS, Paradox), with strong analytical and data interpretation skills. Interpersonal and Communications Excellence: Exceptional communication, problem-solving, and relationship-building skills. Regional Presence: Must travel throughout the region to build strong relationships with store teams, provide hands-on support, and maintain an active, visible leadership presence. Come join our team. You're going to like it here! You will enjoy competitive wages, flexible hours, and an associate discount. Burlington's benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan. We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location. -

Louisiana Supreme Court - Judicial Administrator's Office The Louisiana Supreme Court's Judicial Administrator's Office is seeking a Human Resources Manager to contribute to our team performing a broad range of HR duties, including handling recruitment and hiring as assigned, employee relations, compensation, training, and compliance. This position reports to the Deputy Judicial Administrator of Human Resources and plays a critical role in ensuring the Court's HR practices support organizational excellence. Key Responsibilities Lead the interview, selection, and onboarding process for new employees for assigned departments. Analyze and administer position classifications, pay plans, and compensation strategies. Assist in developing and implementing HR policies, procedures, and training programs. Advise managers and employees on employee relations, disciplinary actions, conflict resolution, and performance management. Provide guidance on leave administration and compliance with employment laws. Support payroll operations and HRIS administration. Collaborate with leadership to foster a positive, inclusive, and productive workplace culture. This is a hands-on, working manager role. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. Minimum of five (5) years of progressively responsible HR experience, with a strong generalist background. Knowledge of HRIS systems and proficiency in Microsoft Office Suite. Excellent oral and written communication skills, with the ability to work effectively with employees and officials at all levels. Professional certification (PHR/SPHR/SHRM-CP/SHRM-SCP) is a plus. Compensation & Benefits Competitive salary, commensurate with experience. Comprehensive benefits package including health, dental, life insurance, and state retirement plan. Paid parking in the French Quarter. Supportive and professional work environment. Additional Information • Must successfully pass a background check. • This position is located on-site in New Orleans, Louisiana. How to Apply Click to apply: ********************************************************* EOE - M/F/V/D

Thank you for your interest in our company! To apply, click on the button above. You will be required to create an account (or sign in with an existing account). Your account will provide you access to your application information. The email address used in establishing your account will be used to correspond with you throughout the application process. Please be sure and check the spam folder. You may review, modify, or update your information by visiting and logging into your account. JOB FUNCTION / SUMMARY: The HR Business Partner provides tactical and strategic consultation to assigned business unit leaders on talent management strategies in support of business objectives. This role supports HR programs and processes within the assigned business unit including talent, performance, compensation, organization design and development, various assessments, and talent planning as well as other key initiatives. Serving as a liaison to the HR Centers of Expertise (COEs), including Talent Acquisition, Learning & Development, Total Rewards, and Talent Management, the HR Business Partner assesses and anticipates HR-related needs of the business units and seeks to develop integrated solutions. ESSENTIAL DUTIES & RESPONSIBILITIES: Deliver value-added services to business unit management to identify and align the talent and business needs of their assigned business units. Partner with business unit management and HR COEs to provide expert consultation on talent management solutions including talent acquisition and development, succession planning, organizational design and development, workforce planning, compensation, performance management, and associate engagement in support of business objectives. Embrace the HR Operating Model by proactively and effectively collaborating with HR COEs to positively influence outcomes and provide integrated solutions for assigned business units. Support annual, routine, and ad-hoc HR processes within assigned business units. Ensure proper hand-off to HR Service Center or HR COEs as appropriate. Work directly with business unit leadership to diagnose and analyze current and future talent needs, including workforce planning, development opportunities, as well as attraction and retention strategies. Facilitate organizational change on complex change efforts, i.e. major efficiency and process/performance improvement projects. Advise on organizational structure to keep aligned the business demands. Facilitate the Non-Executive Talent Review to include succession planning in assigned business units. Partner with senior managers to identify and advise on and support the development of high potentials. Provide succession management support, including coaching, facilitation and providing feedback. Partner closely with Talent Acquisition to ensure equity and progression of top talent. Partner with business unit leadership and HR COEs to execute annual, recurring, and ad-hoc performance and compensation review processes. Provide consultation on compensation recommendations, with a focus on pay for performance ensuring consistency with the Company's compensation philosophy and compensation administration framework. Collaborate with HR COEs to proactively manage performance and/or compensation concerns and/or issues. Collaborate with business unit leadership and HR COEs to assess and identify policy and/or training needs and solutions, post implementation integration activities and effectiveness measures. Coordinate with HR COEs to best support any unique business training needs. Provide ongoing support to identify development opportunities. Assist in the development of goals and objectives that are consistent with those of the organization and business unit and monitor success as well as reassess for opportunities. Other duties as assigned. SUPERVISORY RESPONSIBILITIES: This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department. MINIMUM REQUIRED EDUCATION, EXPERIENCE & KNOWLEDGE: Bachelor's degree in HR or related field (or equivalent working experience or training) required. A minimum of 3 years of related experience. Relevant HR generalist experience working with leaders in a large, corporate environment is preferred. Financial Services experience preferred. Working knowledge of multiple disciplines within HR as well as general business acumen is required. PHR or SHRM-CP certification preferred. Strong client focus with outstanding judgment, critical thinking, and analytical skills. Strong interpersonal, negotiation, verbal and written communication, and presentation and facilitation skills. Excellent problem-solving skills to coordinate various HR functions and to respond to changes in the regulatory arena. Ability to interact well with all organizational levels. Ability to handle conflict from varying parties, up to and including senior management. Ability to use all Microsoft Office products including Word, Excel, Power Point, and Outlook. Travel throughout footprint required, as needed. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS: Ability to work under stress and meet deadlines. Ability to operate related equipment to perform the essential job functions. Ability to read and interpret a document if required to perform the essential job functions. Ability to travel if required to perform the essential job functions. Ability to lift/move/carry approximately 10 pounds if required to perform the essential job functions. If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an “undue hardship” then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement. Equal Opportunity/Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.

JOB TITLE: Human Resources Business Partner Are you ready to revolutionize the world of HR with a dash of excitement? As recipients of New Orleans City Business Best Places to Work award for the last two years we're on the hunt for a dynamic HR Business Partner to join our Professional Employer Organization (PEO) team, and we want someone who is not just committed but brings a whole new meaning to client-focused and customer service excellence. And did we mention FUN? If you're not ready to bring the fun, please stop reading...seriously, close this tab. WHO WE ARE: We're not your average PEO. We're a team of HR experts who believe in adding a bit of flair to the workplace. Our mission? To make HR the heartbeat of every organization, and we need a stellar HR Business Partner to help us grow our team and help our clients prosper! THE GIG: As our HR Business Partner Extraordinaire, you'll be the life of the HR party, the guru of all things people-related, and the go-to person for turning HR challenges into opportunities for joy. You'll be the maestro orchestrating the HR symphony for our clients, ensuring that their experience with us is nothing short of spectacular. PAY: While we wish our capacity to compensate our employees was open ended, unfortunately that is not the case. This is an hourly role paying around $25-$31 an hour. If that is within your desired range, please continue reading! KEY RESPONSIBILITIES: * Be the human touch point for our clients, understanding their needs, dreams, and maybe even their favorite ice cream flavor. * Develop and maintain relationships that are stronger than your morning coffee - and trust us, we really love our coffee. * Provide top-notch HR advice and support, delivered with a side of enthusiasm and a sprinkle of wit. * Work closely with our clients to implement HR best practices and make their workplace a haven of happiness. THE IDEAL CANDIDATE * Commitment Level: You're more committed than a dog with a bone, and you won't rest until our clients are doing the happy dance. * Client-Focused: You're not just client-focused; you're client-obsessed. You understand their needs better than they do. * Customer Service Excellence: You're the superhero of customer service - faster than a speeding ticket, more powerful than a "reply all" email, and able to leap tall stacks of paperwork in a single bound. * FUN Quotient: If "fun" were an Olympic sport, you'd be the gold medalist. You bring joy to every meeting, and your laughter is contagious. WHY YOU SHOULD APPLY: * Join a team that takes fun as seriously as they take HR (which is saying a lot). * Make a real impact on businesses and people's lives while having a blast. * Enjoy a workplace where creativity and innovation are as welcome as a winning lottery ticket. * Outstanding benefits package including the option for free employee health insurance! EDUCATION AND EXPERIENCE * A minimum of three years of human resource management experience is preferred. * Bachelor's degree in Human Resources, Business Administration, or related field required. * SHRM-CP or SHRM-SCP highly desired. HOW TO APPLY: Send us your resume and a cover letter that showcases your commitment, client-focused awesomeness, and most importantly, your fun side. Bonus points if your cover letter makes us snort-laugh. Remember, if you're not committed, client-focused, excellent at customer service, and fun, this role isn't for you. Seriously. We mean it. We're looking for the next HR superhero that this our clients want to work with. Disclaimer: Dance moves may be required during the interview process. Don't say we didn't warn you. Successful completion of pre-employment drug test and criminal background check required; don't blame us we have to do what we have to do to keep our clients information secure.

Department: Human Resources Reports To: General Manager Benefits: Medical, Dental, Vision, STD, Thrift, Life Insurance Shift (if applicable): Monday- Friday business day hours. May have to travel 5% or less of the time. Position Overview The Human Resources Manager (plant) may be responsible for, but is not limited to, the following: providing support to the organization by overseeing recruitment, employee relations, benefits, training, and compliance with labor laws. Acts as a crucial link between management and staff to align HR strategies with company goals and boosts productivity. Key Responsibilities Partners with the leadership team and Corporate Office HR team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Provides support and guidance to HR coordinator, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as assessing reasonable accommodations, investing allegations of wrongdoing, and discharge. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings. Creates learning and development programs and initiatives that provide internal development opportunities for employees. Oversee employee corrective action meetings, discharges, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. Required Qualifications Bachelor's degree in human resources, business administration, or related field; Or equivalent on-the-job experience in Human Resources of four years, or more. High school diploma, or equivalent. Preferred Qualifications Professional Human Resources Certifications (PHR/SHRM). Previous human resources management experience. Required Skills/Abilities: Ability to work without direct supervision. Excellent verbal and written communication skills. Excellent leadership, interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Proficient with Microsoft Office Suite. Thorough knowledge of employment-related laws and regulations. Required Soft Skills: Ability to act with integrity, professionalism, and confidentiality. Coachable and willing to learn. Ability to quickly learn the organization's systems. Proficient with and enjoys detailed work. Competency Analytical skills for data interpretation. Strategic thinking to develop training plans and reports. Strong communication skills for collaborating with various locations and personnel. Working Conditions (S)he will be required to sit and stand for long periods of time. Will be required to lift and move large amounts of paperwork (boxes of files). Will be required to stoop, bend, and reach above the head and below the knees to file and retrieve data. Must have the ability to travel for multiple days. Travel is estimated at less than 5%. May require overtime hours. About Prairie Farms - “Farmer Owned. Locally Produced. Since 1938.” We are a farmer-owned cooperative. This means we are owned and operated by over 800+ farm families who are critical members of society. They have selflessly taken on the tremendous task of producing nutritious, high-quality milk for a growing population, which requires being on the job 24/7, 365 days a year. We have represented American agriculture since our founding in 1938. Many of our dairy farms are operated by several generations of family members with roots dating back to the 1800s. On average, each farm milks around 120 cows and everyone pitches in to keep them happy and healthy - which means around-the-clock care! Our Mission: To produce dairy products of the highest quality To conduct our business with professional integrity To exceed expectations of our customers and consumers To support our communities in a positive, sustainable manner To deliver exceptional patronage to our network of farm families To simply “do right” for our farm families, employees, and communities EEO Statement Prairie Farms Dairy, Inc. is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.

The Human Resource Generalist will run the daily functions of the Human Resource (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices. Supervisory Responsibilities: May oversee the scheduling, assignments, and daily workflow of subordinate staff in the department. May assist with constructive and timely performance evaluations. Duties/Responsibilities: Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. Implements new hire orientation and employee recognition programs. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. At least one year of human resource management experience preferred. SHRM-CP a plus. Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at the organization's facilities.

The HR Generalist I administers various human resources plans, programs and procedures for the organization; the recruitment and selection process including s, recruitment measurement definitions, regular measurement reporting. Partnering with management to recommend solutions to improve work relationships, build morale, increase productivity and retention.# Administers employee health, wellness and retirement plans. Acts as liaison between employees and insurance providers. Resolves benefit related problems, ensures effective utilization of plans and positive employee relations. Provides administrative support to human resources department as needed (e.g. correspondence generation, record keeping, file maintenance, HRIS entry). Ensures plans are administered in accordance with federal and state regulations. #Performs other HR generalist duties as assigned. Education: Associate Degree in Human Resource Management or related field required. Certificate in Human Resources plus one year of human resources experience in lieu of degree. SHRM-CP or PHR is a plus. Experience: At least one year of experience in human resources experience. Experience in healthcare human resources is a plus. Knowledge, Skills, and Abilities: 1. Strong computer skills and familiarity with Microsoft Office Suite. 2. Ability to work independently or in a group setting on a broad variety of projects. 3. Ability to handle multiple tasks simultaneously. 4. Excellent presentation, communication and organizational skills. 5. High level of interpersonal skills and ethics to handle sensitive and confidential situations and documentation. Ability to maintain a high level of confidentiality. 6. Forward thinking with a positive attitude and the ability to identify opportunities for improvement and handle detailed, precise record keeping. 7. Strong organizational skills and communication skills. 8. Good listening skills, alert, analytic ability, problem solving ability, sound judgment, initiative, creativity, and patience. #This role is structured around a four (4) day work week, supporting work-life balance while meeting organizational needs. The HR Generalist I administers various human resources plans, programs and procedures for the organization; the recruitment and selection process including job descriptions, recruitment measurement definitions, regular measurement reporting. Partnering with management to recommend solutions to improve work relationships, build morale, increase productivity and retention. Administers employee health, wellness and retirement plans. Acts as liaison between employees and insurance providers. Resolves benefit related problems, ensures effective utilization of plans and positive employee relations. Provides administrative support to human resources department as needed (e.g. correspondence generation, record keeping, file maintenance, HRIS entry). Ensures plans are administered in accordance with federal and state regulations. Performs other HR generalist duties as assigned. Education: Associate Degree in Human Resource Management or related field required. Certificate in Human Resources plus one year of human resources experience in lieu of degree. SHRM-CP or PHR is a plus. Experience: At least one year of experience in human resources experience. Experience in healthcare human resources is a plus. Knowledge, Skills, and Abilities: 1. Strong computer skills and familiarity with Microsoft Office Suite. 2. Ability to work independently or in a group setting on a broad variety of projects. 3. Ability to handle multiple tasks simultaneously. 4. Excellent presentation, communication and organizational skills. 5. High level of interpersonal skills and ethics to handle sensitive and confidential situations and documentation. Ability to maintain a high level of confidentiality. 6. Forward thinking with a positive attitude and the ability to identify opportunities for improvement and handle detailed, precise record keeping. 7. Strong organizational skills and communication skills. 8. Good listening skills, alert, analytic ability, problem solving ability, sound judgment, initiative, creativity, and patience. This role is structured around a four (4) day work week, supporting work-life balance while meeting organizational needs.