Director of human resources jobs in Mobile, AL - 1,059 jobs

Who We Are: Crowther Roofing and Cooling's story began in 1974 when Lee J. Crowther relocated from Chicago to Fort Myers, Florida. Seeking a market where he could practice his roofing trade year-round, Lee brought with him years of experience from his family's successful roofing business in Chicago. Family-Operated, Five Generations Strong Today, we are a fifth-generation family-operated business proudly led by Lee S. Crowther as CEO, supported by Kevin Callans, the President. Our company benefits significantly from the involvement of various Crowther family members across all divisions, from upper management and the sheet metal shop to customer service roles. Crowther Roofing and Cooling operates out of four strategic locations in Florida: two in Fort Myers, Sarasota, and Jupiter. Our team comprises over 900 dedicated employees and a robust fleet of 475 service vehicles. As active members of the National Roofing Partners (NRP) and the National Roofing Contractors Association (NRCA), we are a nationally recognized leader in the roofing industry with annual sales nearing $192 million. Crowther Roofing & Cooling is a USA Today and Tampa Bay Top Workplace Recipient. We continually strive to be the Employer of Choice for highly motivated team members who want to succeed in a high-growth environment. We encourage initiative, independence, diversity, and personal career growth. The Role: This position manages, directs, and coordinates the Human Resource policies and programs covering several of the following: labor relations, wage and salary administration, orientation and training, safety and health, benefits, and employee services. This position also manages the recruitment, development, and retention of employees; has knowledge of EEO laws and general human resources concepts. Responsibilities: Management and Department Head Resource: Works very closely with local Management, keeping them informed of all matters in which the company could improve, employee concerns, anticipated issues that could be avoided or items that need to be addressed. Work with Management and Department heads to foster an environment with open communication and fair/consistent treatment for all employees. Coach, mentor and train Management and Department Heads through various methods to help them become a more effective and respected leader. Regulatory and Compliance Responsibilities: Vetting potential candidates, orientation with all Office new hires, and assist, as needed, with safety training of new employees for the field. Responsible for preparing monthly & annual federal reporting requirements, such as Bureau of Labor Statistics census data requests, OSHA 300 logs, etc. Handles all motor vehicle accident coordination between insurance companies and individuals involved. Safety Compliance, Documentation and Training: Participates and documents all OSHA inspections in tandem with the Safety Department. Effectively assist in the Company's defense of any citations received including attendance at any court proceedings. Initiate reporting, tracking, and management of Workers' Compensation claims, and participate in claims reviews, as necessary. Employee Recruitment and Retention: Manages all new employee recruitment, orientation, and training with the assistance of Safety Department and Management depending on the position. Conduct new employee orientations that foster a positive attitude and understanding of the Company, its goals, policies and procedures. Resolve employee-relations issues and participate in decisions relative to corrective action, performance concerns, employee separation, and conflict resolution. Manages situations involving policy interpretation and compliance while remaining neutral. Employee and Employer advocate: Assisting the employee to navigate the policies & procedures while supporting the company initiatives. Helps mediate employee disputes and make recommendations for performance management track where necessary. Leads and mentor's others to ensure consistent application of all such rules and policies. Maintain records of personnel actions, such as hires, promotions, transfers, performance reviews, disciplinary action, reviews terminations and resignations. Facilitate Exit interviews and analyze data. Administers Health Insurance program, ensuring that all eligible employees receive the opportunity to participate; and cobra notifications are made on a timely basis, complying with all federal regulations. Use initiative and judgment in making decisions, keeping with the Company's best interests. Coordinate corporate functions with the assistance of the Marketing Coordinator and Management. Process and report employee complaints and/or grievances in a timely manner while remaining neutral. Must maintain the utmost confidentiality with employee's personal data, HR investigations, employee reviews, etc. Prepare and edit s, employment agreements, employment policies and updating employee handbook(s) as needed. Qualifications Deep understanding of employment law, training managers on compliance and employee entitlement and protections under employment law deep knowledge of Leave Administration and Labor laws PHR Certification Preferred 7-10 years' experience in an HR Manager Role Required Skills Must have excellent communication skills both verbal and written as well as presentation skills. Must be proficient in Microsoft Office Programs, including Word, Excel, PowerPoint, and Outlook. Focused on Details. Maintains a professional demeanor when dealing with stressful situations or difficult personalities, while investigating HR complaints. Teamwork Oriented. The position may operate a variety of office machines (for example copier/scanner/ fax machine/printer/computer). Must have a valid driver's license and insurable driving record for occasional travel. High level of integrity and dependability with a strong sense of urgency. HR is held to higher standards, leading though example for the entire Company and Staff. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Depending on the company's needs, duties, obligations, and activities may change at any time, with or without notice. Equal Opportunity Statement We are committed to diversity and inclusivity.

Sr. Manager, HR- Employee Relations Ocala, FL (or another Pella manufacturing location) The Sr. Manager of Employee Relations & Policy Governance is a critical leadership role with responsibility to oversee all employee relations activities, policies, processes, and procedures. This position will set the strategy for Employee Relations (ER) and support their team in handling workplace concerns and action plans and will provide intervention as necessary. This role will work extensively with people leaders to identify opportunities to proactively and preventatively address common ER issues. Providing guidance and coaching to leaders of all levels to address team member conduct and performance areas is a critical part of this role. This leader will stay attuned to organizational and operational changes across the Company to identify potential ER risks and develop plans to address proactively. At its heart, the focus of this position is about positive team member experiences and retention. It focuses on both individual and collective relationships in the workplace with an increasing emphasis on the connection between people leaders and their team members to form mutual respect, trust, and appreciation. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Employee Relations (ER) Leadership: Manage employee relations processes and procedures to enable effective management, conflict resolution, compliance, and problem solving. Identify fair and objective processes appropriate for employee concerns including overseeing employee fact-finding and ensuring adherence to employee relations policies and practices. Provide strategic support, thought partnership, and coaching to all levels of the company. Oversee the use of effective documentation techniques and ensure maintenance of accurate, confidential records regarding all reported matters and fact-finding documentation. Maintain the highest level of integrity when managing employee relations issues and managing reported matters. Create and manage metrics and reporting for the HR Specialists Team for ER. Utilize insights from metrics to identify trending issues and resolve them. Lead the Employee Relations Specialists team operations and ensure that all services provided meet the expectations of internal and external stakeholders while ensuring that service level agreements (SLAs) are met. Employee Relations (ER) Management: Ensure the ER team is attuned to organizational and operational changes across the company to identify potential employee relations risks and develop plans to address proactively. Conduct, oversee, and/or otherwise assist with employee relation issues to manage employee concerns to identify and implement appropriate employee action and accountability practices. Build functional capability within the ER team to ensure we deliver excellence in ER practices. Equip the ER team to provide guidance and coaching to managers of all levels to address employee conduct and performance. Includes providing guidance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions. Confirm the ER team is operationally efficient to provide timely resolution support. Verify compliant, fair, and consistent review of candidate background check results. Policy Governance: Develop and implement a comprehensive policy governance structure, ensuring that all policies are effectively managed, reviewed, and updated as needed. Lead efforts to align and modernize employment policies across the organization to ensure consistency and compliance. Lead efforts to maximize our E2E processes while partnering with key stakeholders and process owners. Work with cross-functional teams to develop new policies and revise existing ones to reflect contemporary HR practices and industry best practices. Conduct regular policy audits and generate reports to assess policy effectiveness and areas requiring improvement. Maintain a central repository of all policies and related documents, ensuring accessibility and transparency for all stakeholders. Additional Responsibilities: Collaborate closely with the legal team, HR leaders, and key business individuals to align policies with legal requirements and business needs. Ensure ER Specialists Team support assigned business units as needed in the following areas: new hire orientation, policy training, engagement activities, and frontline leadership support. Provide appropriate data to key stakeholders (CoE's, Business HR, and Business Leadership) regarding emerging trends or concerns related to ER cases. SUPERVISORY RESPONSIBILITIES Directly supervises professional team members and/or supervisors of professional team members. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or a related field. At least 8 years of progressive HR experience with a focus on policy development and compliance. Substantial experience with employment law applications, policy creation, and employee relations management. Strong knowledge of employment laws and regulations. Familiarity with contemporary HR practices and industry best practices in policy management. Understanding HR E2E processes and ensuring operational efficiencies and continuous improvement. Exceptional communication, interpersonal, and leadership skills. COMPUTER SKILLS Microsoft applications: Outlook, Word, Excel, and Power Point. Experience with Oracle Fusion HCM or Service Now a plus. CERTIFICATES, LICENSES, REGISTRATIONS PHR or SHRM-CP a plus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

We are seeking an experienced Director of People Operations (HR Director) to lead the on-site People & Culture department for a breathtaking Florida resort where exceptional service meets natural splendor. Guests can enjoy a variety of luxury lodging options, golf, and world-class dining, all within minutes of the country's best attractions! You'll help shape and further the culture and work environment for a world-class resort property with potential advancement as the brand expands. Base Salary: $130,000 - $140,000 (commensurate with experience) + 15% bonus, comprehensive health benefits, 401k w/match, generous PTO, and much more! Requirements: Bachelor's degree or equivalent HR management experience 5+ years of Director-level HR leadership Professional HR certification preferred Superior communication and relationship-building capabilities Experience with culture building and implementing diversity, inclusion and equity programs Responsibilities: Champion the People & Culture brand, reinforcing a culture of togetherness, accountability, and engagement Support legal compliance, monitor liabilities, and establish council relationships Partner with leaders to forecast staffing needs, support workforce planning, and improve talent pipelines Support and enhance leadership training and development initiatives aligned with luxury service standards Collaborate on onboarding, orientation, and ongoing learning programs that elevate the Team Member experience Support culture-building initiatives that position the organization as one of the best places to work in the region by conducting opinion culture surveys and action planning If this Director of People Operations looks like the next move for your career, please apply today! *Only qualified applicants will receive a direct response to inquiry

Canela Media is the fastest-growing diverse-owned media & entertainment company. This technology-focused & innovation-driven company is based in the United States and Latin America. Canela.TV is it's standalone AVOD platform, with various content verticals across Original Series & Movies, Music, Kids, Sports and News. The company was founded in 2019 and Canela.TV launched in 2020 reaching significant growth and innovation milestones in its first five years of being in business achieving industry-wide recognition. Overview: Canela is excited to announce an opening for a Head of Human Resources to lead the People function across its U.S. and LATAM operations. Reporting directly to the Global President, you'll be responsible for building operational excellence across our U.S. and LATAM operations (based in Mexico), leading all aspects of the people function, from talent acquisition, onboarding, performance management, organizational effectiveness, compliance, people analytics, total rewards, and employee relations. You will partner closely with the senior leadership team to drive talent strategy, strengthen core people programs, and maintain a consistent and high-quality employee experience at every stage. Our ideal candidate combines operational rigor with strong people instincts. You bring structure to start-up organizations, strengthening HR foundations to ensure that people operations run seamlessly and efficiently - enabling the business to perform at its best. Responsibilities: HR Operations & Compliance Oversee all day-to-day HR operations, including talent acquisition, onboarding, HRIS, compensation and benefits administration, compliance, performance management, and employee relations. Maintain HR systems integrity and reporting dashboards for headcount, turnover, engagement, and compliance. Manage annual headcount and budget for the team and partner with the CFO to develop annual strategic priorities for the business and drives results against established priorities. Partner with Legal (internal and external counsel) and Finance to ensure compliance with employment laws, audits, and policy governance across all locations; research and review new legislation to maintain compliance as well as ensure proper employee notices are updated and posted; maintain various employee legal documentation from hire letters, job change letters and departure documentation for all locations. Responsible for global policy creation and revisions as well as annual acknowledgements for the country-specific offices based on cultural and business alignment and to ensure compliance. Partner with the CFO in overseeing payroll, year-end reporting activities, and payroll tax matters Oversee the HR team to ensure accurate benefit and payroll administration related to employee changes, including onboarding & offboarding processes, job changes/ promotions, accurate employee data/record management Responsible for data accuracy and regular audits to ensure alignment with established guidelines. Business Partnership & Talent Management Partner with the Global President and senior leaders to ensure organizational structures, staffing plans, and workforce data align with business objectives and budgets. Deliver insights through HR metrics and analytics to guide decision-making on headcount, retention, and organizational effectiveness. Manage employee relations matters with professionalism, confidentiality, and balanced judgment; support the HR team in responding to employee questions; evolve self-service and materials to proactively address common questions Responsible for developing and driving talent acquisition and management strategies and processes including best practices by market (US & LATAM) to source, recruit and retain top talent Defines KPI's to measure and improve effectiveness of the recruitment process Drives workforce & succession planning processes Support performance management review process - continuously refine performance management strategy to meet the development needs of the growing team; provide analysis to stakeholders on talent performance within their business units Benefits & Compensation Design and execute compensation and benefits plans for U.S. & Mexico, leveraging market insights and analytics to ensure competitiveness and pay equity. Evaluate plans and make data driven recommendations (job analysis & descriptions, market trends, benchmarks, local industry insights and practice improvements). Oversee annual review processes; evaluate promotion recommendations to ensure they are within the appropriate benchmarks and consistent with company policy. Manage programs and initiatives promoting health, work-life balance, and overall well-being. Employee Experience & Culture Ensure that policies and practices are both compliant and reflective of the company's values and culture - setting the tone for a culture of trust and performance. Drive engagement, development, and recognition programs that enhance connection and retention; assess and promote team culture by identifying desired goals and creating programs (including offsites) to drive progress. Team Management Oversee a team of three professionals in Mexico for HR and Office Management Hiring and developing the team on best practices and new capabilities Qualifications: Minimum of 10 years progressive HR experience; at least five years of HR management experience with demonstrated strength in HR operations, compliance, HRIS, employee relations, and HR program design and execution. Bilingual Spanish and English Bachelor's degree in Human Resources, Business, or related field; advanced degree and/or HR certification a plus. Experience in media/entertainment (ideally digital media) including experience working in companies with entities in U.S. and Latin America; understanding of multicultural markets and talent needs. Strong business acumen, with the ability to influence senior leadership and develop strong working relationships with key internal and external stakeholders Outstanding customer service orientation, interpersonal and communication skills. Proven track record of designing and implementing compensation & benefits programs in multi-country environments; strong foundation in U.S. & LATAM compensation & benefit design and administration (job analysis, market trends, benchmarks, local industry insights and practice improvements) Critical thinking capabilities and broad knowledge and enthusiasm for evolving Human Resource trends: ability to understand the business and internal processes to recommend, communicate, and implement new processes, approaches, policies, practices and procedures across all areas to drive continuous improvement while ensuring effectiveness to the overall employee experience. Skilled in HRIS management (Gusto experience preferred), reporting, and data-driven decision-making. A hands-on, results-oriented and highly collaborative people leader who thrives in a fast-paced environment, leads with clarity and empathy, and views HR not as a back-office function, but as a core partner and business enabler. Experience implementing and managing Talent Management programs & initiatives. Experience in full-cycle recruiting with a proven track record of successful recruitment in a fast-paced environment / start-ups. Experience in creating and implementing Learning & Development programs. Experience establishing surveys and other feedback mechanisms to assess effectiveness of programs/process. Compensation Range: $140,000-$160,000 per year (base salary only). Actual base salary within this range will be determined based on skills, experience, and qualifications. Additional compensation includes discretionary bonus opportunities aligned with objectives. The functions listed are not fixed or unique and may vary according to the needs of the company.

Sr. Manager, HR Process Optimization Location: Weston, FL | Employment Type: Full-Time At DHL eCommerce, our people are the heart of everything we do. Every contribution matters, and together, we make DHL the world's #1 logistics company. We're proud to be Certified as a Great Place to Work and recognized as a Top Employer. Our culture thrives on collaboration, innovation, and a shared commitment to creating an environment where everyone can succeed. When you join us, you're not just building a career, you're joining a team that values your growth, well-being, and work-life balance. About the Role As Sr. Manager, HR Process Optimization, you'll lead strategic initiatives that enhance the Employee and Manager Experience throughout the entire employee life cycle. Your mission? To make HR processes smarter, faster, and more impactful-so our people can focus on what they do best. This role is perfect for a forward-thinking leader who loves solving complex challenges, driving change, and shaping the future of HR operations. What You'll Do: Serve as a trusted advisor within the HR Leadership Team (HRLT), identifying opportunities for continuous improvement. Design and implement strategies to optimize HR processes, aligning them with business objectives. Lead end-to-end process improvement projects, from planning to execution and evaluation. Drive change management initiatives to ensure smooth adoption of new systems and processes. Provide data-driven insights to support critical decisions and major HR programs. Partner across departments to connect HR strategies with broader business goals. Oversee special projects, HRLT workshops, and strategic initiatives. Review and enhance the employee life cycle for efficiency, consistency, and an exceptional experience. Innovate with tools like SmartConnect to streamline HR processes. Manage HR Quality Surveys (HRQS) and analyze results for actionable improvements. Support Top Employer and Great Place to Work certifications by driving engagement and continuous improvement. What You Bring: Bachelor's degree in Business, HR Management, Engineering, or related field (Master's preferred). 8-10 years of experience in project management and process optimization. Strong analytical skills with proficiency in tools like Power BI. First Choice or Six Sigma certification preferred. Exceptional communication, leadership, and change management skills. Ability to influence stakeholders and drive cross-functional collaboration. A passion for creating a seamless, positive experience for employees and managers. Why DHL eCommerce? Competitive compensation and benefits. A culture built on respect, collaboration, and growth. Opportunities to make a real impact on the employee experience. Work with a team that values innovation and continuous improvement. 📩 Apply now and be part of something bigger. Join us and help shape the future of HR at DHL eCommerce. Equal Opportunity Employer - Veterans/Disability

Stansell is seeking a talented HR Generalist in the Odessa region to join our team! Stansell is a rapidly growing, WBE certified, general contractor specializing in commercial construction services across the Southeast United States. We focus on serving clients in the commercial market with emphasis on the following project types: restaurant dining and quick service food. Responsibilities: Administers with all internal HR related inquiries or requests including short- and long-term disability, FMLA, leaves, PTO and other related questions. May assist with constructive and timely performance evaluations. Conduct check ins with new hires and direct supervisors Initiate annual updates on employee handbook and policies. Oversee all administrative tasks for onboarding, new hire orientation, including entering data into HR information systems and auditing for accuracy and compliance. Assist with reference checks and exit interviews Assists HR Manager with employment-related inquiries from employees and supervisors, referring to complex and/or sensitive matters to the appropriate staff. Oversee Health Benefit Open Enrollment, monthly new hire enrollment, and change requests. Work effectively as a team member with other members of staff. Maintains compliance with federal, state, and local employment laws and regulations, and best practices; reviews policies and practices to maintain compliance. Other HR duties as assigned. Exemplify the 4 Pillars of Character, Integrity, Work Ethic , and How We Treat People at Stansell. Qualifications & Requirements: Minimum of 3-5 years of progressive HR experience and a broad HR knowledge Bachelor's degree in human resources and/or SHRM certification. Construction industry a plus. Excellent verbal and written communication skills Meticulous attention to detail, excellent organization and time management skills. Able to multitask and prioritize work. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite. What We Offer: At Stansell Construction, we provide our employees with: Competitive salary. Comprehensive Benefits: Medical, dental, vision, and 401(k) matching, monthly phone allowance, PTO. Short term, long term, accident, critical care, and disability insurance options. Charitable Opportunities: Our charitable committee organizes volunteer events yearly to give back to local communities. Fun Company Events: Team-building activities, social gatherings, and celebrations. Professional Development: Opportunities for training, mentorship, and career advancement. Strong Workplace Culture: A supportive and engaging environment that encourages collaboration, innovation, and continuous improvement. Wellness Program with gym membership. Stansell is an equal opportunity employer and does not discriminate or allow discrimination on the basis of race, color, religion, gender, age, national origin, citizenship, disability, veteran status or any other classification protected by federal, state, or local law.

This is a full-time position. 2nd Shift - Days and hours of work are Monday through Thursday, 2:30 p.m. to11:30 p.m. and Friday 12:00 p.m. to 9:00 p.m. Stellar Energy provides state-of-the-art solutions customers build in for optimized energy performance now; and in the preparation for the energy needs of tomorrow. In business for 25 years, we've delivered added energy efficiency and capacity to customers in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Hyperscale deployment at the best possible speed to first megawatt. All delivered with the lower emissions required to support our partners' unique sustainability objectives. Stellar Energy specializes in a wide range of engineering and manufacturing solutions within the energy sector including turbine inlet air chilling, central utility plants, district cooling, combined heat & power systems, thermal energy storage, inlet air heating, data center chilling, and inlet air chilling for LNG facilities. Additionally, our expertise extends to start-up & commissioning, system health analysis, services, and training. Our in-house team of skilled engineers and dedicated tradespeople are the reason we are the global leader in customized solutions. Stellar Energy strives to add value to today's energy infrastructure, achieving secure, affordable, and sustainable energy that will help to create a responsible energy economy. Summary As the 2nd shift Human Resources Business Partner (HRBP) you will be working closely with leaders across the business to support and drive HR initiatives. Our team achieves results by being innovative, driven, collaborative, and trustworthy. This role is both hands-on and strategic, providing expertise in employee relations, workforce planning, performance management, employee retention, coaching/development, and conflict management. This position requires working second shift and overseeing HR operations across two locations: Imeson and Normandy. The ideal candidate must be flexible, adaptable, and able to provide HR support across multiple shifts and sites while ensuring consistency in policies and procedures. The HRBP also plans, develops, recommends, and implements human resources activities, policies, procedures, and programs for an organization, assisting upper management as requested. This position requires an extremely perceptive person who can relate to individuals at all levels within the organization. Essential Functions Responsible for effectively identifying, investigating, and resolving employee relations issues. Manages activities relating to staffing, employee education and training, management development, employee relations, benefits administration, and salary administration. Ensures workplace accidents are investigated and prepares reports for insurance carrier. Prepares reports and recommends procedures to reduce absenteeism and turnover. Manages and monitors employee programs. Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of insurance coverage, and personnel transactions, such as hires, promotions, transfers, and terminations. Administers pre-employment tests to applicants. Counsels and aids employees, and all levels of management, in employee or management issues relating to promotion, termination or disciplinary action. Manages and tracks all employee disciplinary action. Reviews employee performance evaluations to ensure integrity of the evaluation system and manages the monthly performance improvement program at the manufacturing facility. Monitors tardy and absenteeism reports and ensures proper documentation is issued on employees who have excessive tardiness or absenteeism problems. Report's vacation, sick, personal day and holiday use to payroll and scheduling. Maintains and distributes report of same. Monitors employee eligibility for benefits plans. Reviews benefits with employees and processes enrollment, cancellation, or changes. Writes separation notices for employees separating with cause and oversees exit interviews to determine reasons behind separations. Required Education and Experience 3 to 5 years of human resources management experience. Proficient in Microsoft Office. Preferred Education and Experience PHR or SHRM-CP certification. ADP Workforce Now. A bachelor's degree in human resources or equivalent experience.

The ideal candidate will have experience in all areas related to the human resources field. They should be comfortable onboarding new candidates and collecting necessary background information as well as assisting employees while at work. This candidate should work closely with management in order to provide training for employees and establish ways to increase employee engagement. Responsibilities Research and analyze employee trends to understand ways to increase employee engagement and retention Maintain in-depth knowledge of legal standards and reduce risks related to daily management of employees Assist management in conflict resolution Set standards for ethics, values and culture of company Onboard new employees and manage immigration documents, taxes and benefits packages Employee Relations and workforce optimization Qualifications Bachelor's degree 2 - 3 years of experience in HR or related field Strong organization, communication and conflict resolution skills Demonstrated ability to handle sensitive HR related issues Proficient in Microsoft Office suite Must be Bilingual-Spanish

At Tenneco, we don't follow industry standards; we set them, and we don't settle for being best-in-class because we hustle to be better than best-in-class. Whether it's our Core Values - radical candor, simplify, organizational velocity, tenacious execution and win - or our Get Stuff Done (GSD) mindset, we're determined to become the most trusted partner and best manufacturer and distributor to the transportation industry. With a product portfolio as expansive as it is innovative, an obsessive commitment to quality and excellence, and a global presence, we're all about getting stuff done, so we can win. How do we make it happen? Through the Tenneco Way. Fueled by our Core Values, a winning mindset and a relentless commitment to excellence, the Tenneco Way is how we win. It's what keeps Team Tenneco bold, driven, and unapologetically focused on pushing past limits and redefining success. Here, you'll work alongside a team of relentless problem-solvers who are committed to making a tangible impact. If you're ready to break boundaries, deliver results, and enjoy the ride along the way, you'll thrive here. SUMMARY OF POSITION: Tenneco is looking for HR Supervisor for our Athens, AL manufacturing facility. The HR Supervisor oversees the Human Resource departmental functions to attain the organization's goals. Responsible for managing recruitment, human resource development, communications, wages and benefits, safety and environmental support, worker's compensation, training, and employee involvement facilitation. Have a demonstrated ability and is highly effective in creating a vision that supports positive team member relations environment. PRINCIPAL ACCOUNTABILITIES: Coach and consult team members and leaders on critical HR processes as needed in areas such as staffing initiatives, onboarding, performance management, development planning, rewards planning and policy interpretation. Serve as a local extension to align corporate business strategies to ensure desired outcomes are met. Provide recommendations on day-to-day problems and issues. Serve as a subject matter in employee relations to conduct investigations and lead cases to effective closure; advise managers on appropriate corrective actions. Understand and comply with all current plant policies and procedures. Recommend revisions to policies and practices to align with best practice and communicate accordingly throughout the Plant. Ensure compliance with all federal, state, and local employment laws Drive the alignment and execution of key people strategies that attract, train and retain employees to support the organization's short- and long-term business goals. Review trends and key people metrics. Address improvement opportunities at the plant or technical center. Provide strong communication about key business strategies, policy updates and leadership messages. Create and drive change management plans to drive major changes at the site level. Develop and lead training and development initiatives. Participates in developing department goals, objectives, and systems. Reinforce and support talent development and succession action plans in partnership with the site Leadership team. Responsible for recruiting and staffing needs including contract, full-time, salaried, and hourly positions. Act as a business partner to location's management team and other departments. Manage the coordination and execution of workforce planning for the location. Other HR duties as requested MINIMUM EDUCATION REQUIREMENTS: Bachelor's degree with 3 - 5 years of experience in Human Resources. Prefer master's degree in human resources or other related field combined with a PHR or SPHR Certificate. MINIMUM EXPERIENCE REQUIREMENTS: 3 - 5 years of experience in a manufacturing or industrial environment. Must have strong day-to-day coaching experience and interaction with Plant Manager. Exposure to the day-to-day operations of an HR department including but not limited to employment practices, policy administration, disciplinary process, and FMLA administration. Equal opportunity employer as to all protected groups, including protected veterans and individuals with disabilities

Title - Human Resources Business Partner/Manager II Region: Shelton, CT or Miami, FL Ready for a fresh, new career? Look no further because one of the world's most iconic brands can help you get there. Why Join Us? At Subway, "better" is baked into our DNA. We are a brand that believes in continued improvement ... in our lives, our businesses, and our planet. From the handshake that started our very first sandwich shop to earning our position as one of the world's leading restaurant brands, we've always embraced change and the path ahead. And today, we're making better living way easier. Our purpose is more than the food we serve in our restaurants. It's centered on fueling healthy businesses and healthier lives. It is one of the most exciting times to join the Subway team and contribute to our transformational journey. About the Role: The Human Resources Business Partner/Manager position is responsible for managing all aspects of people practices and processes within the business unit. Under the guidance of the HR Director, the HR Manager is the first point of contact for business leaders, Vice President & below, and partners with them to ensure the speed, efficiency and effectiveness of HR practices and resources to enable strategy execution and the fulfillment of critical business objectives. The position serves as a consultant to the business unit leaders and employees on Human Resources related topics and works to ensure the timely execution and resolution of HR matters. The Human Resources Business Partner/Manager is expected to assess and anticipate HR-related needs in each business unit. Proactive communication with Human Resources and the business is essential for success. This position fosters partnerships across the HR function to deliver value-added service to leadership and employees that reflects the business objectives of the organization. Responsibilities: Human Resources Oversight: Partner with Director/Human Resources Business Partner in executing HR initiatives that are aligned with and enable execution on critical business objectives. As first point of contact for client groups, ensure delivery of professional HR operations with efficient processes throughout the employment lifecycle. Support the Director in implementing HR policies/procedures/programs across the assigned business units. Respond to daily employee inquiries regarding policies & procedures. In partnership with Director, review & analyze trends and metrics in order to make adjustments, where/when needed leveraging the HRIS system and other HR assets, as needed. Employee Relations: Under direction of Director/Human Resources Business Partner, research and provide recommendations for complex employee relations issues through effective, thorough, and objective investigations. Counsel and educate managers and employees. Collaborate with Director/Human Resources Business Partner and legal counsel on relevant issues as needed. Ensure the implementation & adherence of employee action/coaching plans. Engagement & Employee Experience: In partnership with the Director, support monitoring, collecting data and input, and reporting on the organization's pulse and overall 'health'. Assist in identifying opportunities to strengthen teams and culture. Actively support the execution of HR initiatives that drive and support the organization's culture, operations, and business objectives. Foster an energizing employee experience and a positive work environment. Talent Acquisition: Support aspects of the recruitment process, as directed by Talent Acquisition and Director/Human Resources Business Partner. Collaborate with the Talent Acquisition team, and business, on approved replacement and new position requisitions. Responsibilities could range from sourcing to onboarding, including but not limited to, initial CV screenings, coordinating candidate onsite/remote interviews with Subway employees, offer management, HRIS administration, and oversight of new hire onboarding actions. Talent Management: Partner with Director/Human Resources Business Partner to assist in executing the annual Talent Management cycle deliverables. Generate necessary reports and work with the appropriate functions to ensure adherence to guidelines, timelines, and deliverables associated with the performance management process. Qualifications: Bachelor's degree, Business, Organizational Behavior, Human Resources, General Studies or another related field. Master's degree in human resources management or MBA preferred. 3+ years progressive HR experience within a Multi-National Company environment, including working knowledge of multiple human resource disciplines such as recruitment, employee relations, compensation practices, performance management, and respective employment laws of region. Previous HR Business Partner, Manager, Senior HR Generalist, preferred. Excellent written and oral communication and presentation skills required. Communicates at all levels in organization. Strong technical and analytical attitude, hands on experience in utilizing HRIS systems (Ceridian) and proficiency in MS Office. Enjoys working in a fast-paced environment. Serve as an approachable, trusted coach and advisor to employees and managers on HR related topics. Additional Human Resources certifications (PHR, SPHR) a plus. Fluency in English language required, with additional fluency in Spanish, preferred. Ability and willingness to travel within the region and U.S. as required (10% - 25%). What do we Offer? Insurance Plans (Medical/Life) Pension/401K/RSP (country specific) Competitive Bonus Mobility Allowance Tuition Reimbursement Company Holidays Volunteering time And Many More..... Actual pay is determined based on several job-related factors including skills, education, training, credentials, qualifications, scope and complexity of role responsibilities, geographic location, performance, and working conditions.

Must-Haves: Advanced Excel skills, including pivot tables, V lookups, formulas, and data visualization. Strong analytical and problem-solving skills. Proven track record of working in HR or operations Experience with Smartsheet or other process/project documentation tools. Ability to create clear and compelling presentations (PowerPoint or similar). Excellent organizational and communication skills. Ability to work independently and manage multiple priorities in a fast-paced environment. Plusses: Prior experience in HR projects or HRIS implementations. Familiarity with HR systems; experience with UKG and/or Workday Knowledge of survey design and analysis. Strong attention to detail and ability to maintain confidentiality. Day-to-Day: Our client is a large health system in the NE Florida region. They are seeking a detail-oriented and highly analytical resource to support special projects within the HR department. As a HR Data Cordinator, you will play a critical part in process improvement initiatives, documentation, and data analysis as the orgnaizton transitions from UKG to Workday. Key responsiblities will include include but are not limited to managing and maintaining accurate employee information within HRIS system, handling data entry, quality checks, reporting, event coordination, and ensuring data integrity for the human resources department. The ideal candidate will have strong analytical skills, advanced Excel proficiency, including V-look-ups/pivot tables, and experience in process mapping and documentation.

Job Title: Vice President of Human Resources Department: HR Reports To: Chief People Officer/Chief of Staff Type: Full-Time FLSA: Exempt Vice President of Human Resources Job Summary The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Supervisory Responsibilities Provides guidance and leadership to the human resources/office team. Strong supervisory and leadership skills. Duties/Responsibilities Strategic Leadership Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Drafts and implements the organization's staffing budget and the budget for the human resource department. Global Compliance & Operations Dual-Region Compliance: Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT). Cross-Cultural Integration: Champion a unified company culture that bridges the US and Brazil offices. Global Talent Acquisition: Oversee recruitment strategies for both regions, managing cross-border hiring complexities. Operational Efficiency: Establish standard operating procedures (SOPs) for non-technical workflows, procurement, travel policies, and vendor management. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Facilities & Safety Real Estate & Leasing: Serve as the primary point of contact for property management, lease negotiations, and space planning in both the US and Brazil. Physical Safety: Oversee maintenance, security, and cleanliness of company buildings, meeting OSHA and NR standards. Workplace Experience: Design and maintain a physical work environment that boosts productivity and employee well-being. Required Skills/Abilities Excellent verbal and written communication, interpersonal, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field required. At least 10 years of human resource management experience is required. 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 communicate effectively via video conferencing (camera on/off as required) and utilize digital collaboration tools for prolonged periods.

at GVW Group, LLC GVW Group is a dynamic private investment and industrial holding company dedicated since 1993 to growing and starting businesses. We take an entrepreneurial approach to building value for our scalable early-stage, high-growth, and mid-sized operating companies by providing strategic expertise and resources. Along the way, we have expanded globally into diverse industries ranging from manufacturing to technology, distribution, big data, engineering, and energy efficiency. Summary: As Vice President of Human Resources, you will help shape and execute the people strategy across GVW Group and its portfolio of businesses. You'll support the design and implementation of modern HR programs that strengthen organizational performance, culture, engagement, and talent management, balancing strategic foresight with hands-on execution.This is a pivotal role for a dynamic, results-oriented HR leader who can help guide a growing, diverse, and entrepreneurial workforce through continuous transformation. Key Responsibilities: Strategic Leadership & Culture Help shape and execute the people strategy that aligns with GVW's mission, growth goals, and customer-first values. Partner with the Chairman and business leaders to integrate core values into organizational systems, processes, and decisions. Serve as a trusted advisor and thought partner on organizational design, change management, and leadership development. Help establish a culture of accountability, collaboration, and high performance across all levels of the organization. Talent & Organization Development Support strategies for workforce planning, recruitment, and employer branding to attract top-tier, mission-aligned talent. Help design and implement leadership development, mentoring, and succession planning programs that build long-term bench strength. Partner with leaders on performance management, employee engagement, and coaching for results. Collaborate with business leaders to help establish organizational structures that enable operational excellence and customer impact. HR Operations & Compliance Support HR operations, policies, and compliance (FMLA, ADA, FLSA, EEO, ACA, etc.) across multi-state operations. Help establish effective employee relations, investigations, and corrective action processes with fairness, rigor, and speed. Manage and interpret HR systems, analytics, and metrics to provide actionable insights on workforce trends and opportunities. Ensure consistent application of policies and employment practices across all sites and entities. Employee Experience & Engagement Help develop communication strategies that promote transparency, clarity, and alignment. Support the employee lifecycle, from onboarding through offboarding, ensuring every touchpoint reflects GVW's values and purpose. Contribute to training and development programs that foster continuous learning and personal growth. AI, Digital Transformation & Workforce Innovation Help lead the adoption of AI and data-driven tools within HR to enhance decision-making, hiring accuracy, and employee experience. Support the integration of AI-enabled learning, performance, and workforce analytics to improve productivity and engagement. Collaborate with technology and operations leaders to help future-proof the workforce through upskilling and digital readiness. Promote the responsible and ethical use of AI in HR processes, ensuring fairness and transparency. Requirements: Qualifications: Bachelor's degree in Human Resources, Business, or a related field; Master's preferred. 10+ years in progressive HR leadership roles, with at least 5 years in a senior management capacity. Proven success helping lead HR for complex, multi-site organizations-preferably within manufacturing or industrial sectors. Strong understanding of modern HR practices, organizational design, and talent development. Experience using AI, automation, or people analytics to strengthen talent and performance initiatives. SHRM-CP, SHRM-SCP, or similar certification preferred. Excellent interpersonal, coaching, and communication skills. High comfort with ambiguity, speed, and hands-on execution. Skills: You are a creative, collaborative, and decisive HR leader who thrives in a fast-paced, entrepreneurial environment. You have the strategic depth to support people transformation and the operational acumen to execute effectively. Who You Are Character: Integrity, humility, loyalty, and zero tolerance for internal politics. Proactive: You're a self-starter who helps drive meaningful change. Results-Driven: You focus on impact and execution. Enterprising: You think differently, adapt quickly, and thrive in unstructured environments. Collaborative: You build trust and believe in partnership, between employees, leaders, and customers. Globally Minded: You understand complex businesses and diverse workforces. Urgent: You move fast with focus, efficiency, and accountability. Work Environment: Full-time on-site based in our Miami, FL office. Physical Requirements: Capable of wearing task specific personal protective equipment which may include safety shoes, safety glasses, and ear protection. Capable of meeting OSHA standards for manual lifting guidelines: < 50lbs While performing the duties of this job it is required to stand, walk, use hands, and reach with hands or arms for job activity. Ability to stand and/or walk for extended periods. Legal and Compliance Statements At-Will Employment: This does not create a contract of employment, nor does it alter the at-will employment relationship. Employment with the company is voluntary and may be terminated at will by either the employee or the company, with or without cause, and with or without notice. Job Duties Disclaimer: The duties and responsibilities outlined here are representative but not exhaustive of the tasks that the employee may be required to perform. Management reserves the right to modify, add, or remove duties and to assign other tasks as necessary to meet business needs. Equal Employment Opportunity: Autocar is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or any other characteristic protected by law. Compliance with Laws and Policies: The employee must adhere to all federal, state, and local employment laws and regulations, as well as all company policies and procedures. Reasonable Accommodations (ADA Compliance): Autocar complies with the Americans with Disabilities Act (ADA) and provides reasonable accommodations to qualified individuals with disabilities. Employees who require assistance or accommodations should contact Human Resources. Confidentiality and Data Protection: Employees are expected to maintain the confidentiality of sensitive information and comply with company policies regarding data protection and proprietary information, in accordance with applicable laws. Non-Exhaustive List of Duties: This job description is not intended to be an exhaustive list of all responsibilities or qualifications associated with the position.

YAZOO COUNTY SCHOOL DISTRICT JOB DESCRIPTION School Safety Officer TITLE OF SUPERVISOR: Superintendent/Safety Director/Police Chief/SchoolAdministrator GENERAL RESPONSIBILITIES: To perform a wide variety of security enforcement activities specifically related to the school environment during the school year.

Security Date Available: 11/05/2025 Description: THIS INSTITUTION IS AN EQUAL OPPORTUNITY PROVIDER.

Job Description Responsibilities: The Director of Human Resources is primarily responsible for overseeing all aspects of Human Resources including but not limited to compensation, benefits administration, talent acquisition, and employee relations. S/He will promote a safe and welcoming working environment to achieve maximum guest satisfaction. The Human Resources Manager will work with department heads, inspectors, and the General Manager to ensure maximum efficiency. Physical Requirements: Must be able to sit/stand for long periods of time. Must be able to lift/carry 25lbs. Job Functions: Maintain complete knowledge of and comply with all departmental policies/service procedures/standards. Anticipate team members' needs and respond promptly Maintain positive guest relations at all times. Plan, develop, and monitor policies and goals to maximize team member productivity and efficiency while minimizing turnover. Maintain accurate and complete team member personnel files including, but not limited to: Orientation and training Performance appraisals Promotions and pay raises Leaves of absence, sick time PAF's Emergency and home addresses and phone numbers Disciplinary documents Terminations Remain current with existing and new developments in human resource laws, regulations, policies, programs, and procedures. Advise and inform management on all aspects of human resources management. Ensure compliance with state and federal regulations. Accurately prepare, maintain, and distribute payroll. Maintains utmost confidentiality in all matters pertaining to payroll, team member records, investigations and grievances. Monitors and controls unemployment claims. Manages all Workers' Compensation claims and files. Administers and tracks FMLA and leave of absence status for all team members in accordance with state and federal laws. Conducts team member benefit briefings. Establishes and conducts new team member orientation. Prepares team member separation notices and related documentation. Conducts exit interviews to determine reasons behind separations. Manages terminated team member personnel files. Adhere to hotel requirements for guest/team member accidents or injuries and in emergency situations. Job Requirements: High school diploma or equivalent Human Resources experience preferred in hotel environment Must be a United States citizen or possess a valid work permit Must be able to read, write, and speak English Must have exceptional communication skills Must be able to accurately follow instructions, both verbally and written Must have basic computer skills including Microsoft Office Must be detailed orientated and work well under pressure Must be able to work in a fast-paced environment Must be professional in appearance and demeanor Must have the ability to deal effectively and interact well with team members Must have the ability to resolve problems/conflicts in a diplomatic and tactful manner Possess strong motivational, organizational and verbal communication skills.

Security Date Available: 11/05/2025

Provides leadership and vision to ensure effective operations of HRM units that include employment, employment based visa processing, compensation (including salary administration and job evaluation), benefits, learning and development, employee data services, performance management, employee relations, organization development, workers compensation, employee assistance program, wellness program, drug testing and background screening programs, new hire orientation and onboarding programs, and areas of ethics\compliance related to state and federal laws, IHL Board policies and procedures, and university policies and procedures. Salary Grade: 21 Please see Staff Compensation Structure or Skilled Crafts and Service Maintenance Compensation Schedule for salary ranges. For salary grade UC, these positions are "Unclassified" and salary ranges are determined by the hiring department. Essential Duties and Responsibilities: 1. Provides leadership and vision to ensure effective operations of HRM units that include employment, employment based visa processing, compensation (including salary administration and job evaluation), benefits, learning and development, employee data services, performance management, employee relations, organization development, workers compensation, employee assistance program, wellness program, drug testing and background screening programs, new hire orientation and onboarding programs, and areas of ethics\compliance related to state and federal laws, IHL Board policies and procedures, and university policies and procedures. 2. Develops and manages a budget, ensuring fiscal compliance and internal controls. 3. Oversees and manages the work of reporting staff and encourages their ongoing development. 4. Leads the development of department goals, objectives and systems. 5. Establishes measurements that support the accomplishment of strategic goals. 6. Develop and administer programs to align staff with university goals and objectives. 7. Coordinates with the University's Office of Compliance and Integrity to ensure compliance with Title VII, Title IX, the Americans with Disabilities Act, and other federal laws related to equal employment opportunity and provides training for employees on these topics. 8. Partners with the Office of General Counsel to provide responses to related regulatory issues and the development and interpretation of policies, procedures, and regulations. 9. Collaborates with administrators assuring adherence to all applicable federal laws and regulations, and University policies, standards and procedures are compliance. 10. Responsible for advising senior officers on all aspects of human resources administration. Consults with, advises, and offers coaching, training, tools, and resources to campus leaders to achieve defined goals and improve effectiveness. 11. Leads a proactive recruiting program using state-of-the-art technology and establishes a framework including policies, procedures and resources to actively recruit and retain a talented workforce. Develop policies and practices and create a safe, inclusive workforce. 12. Leads or mentors the establishment, documentation, and standardization of cross-departmental human resources processes and those internal to units using a variety of technologies. 13. Responsible for a training and development program that addresses training needs, including new employee orientation and onboarding, management development, measurement of training impact, a system of professional development for all staff, and management of a performance management system, including recognition. 14. Provides proactive consultation on organizational design/planning. 15. Partners with ITS to fully utilize technology and create efficient and effective business practices in the design and delivery of services; establishes clear metrics to enhance the generation of management and data reporting. 16. Manages an effective compensation system, policies, and procedures; includes salary administration and job evaluation. 17. Directs the administration of insurance, retirement, and other benefits programs; evaluates and develops recommendations for improvements to faculty and staff employer-sponsored benefit programs. 18. Responsible for employment contract administration. 19. Responsible for ensuring the University's obligations to verify and maintain work authorization is in compliance with federal and state law, including employment-based visa processing; I-9 and E-Verify programs. 20. Responsible for the timely submission of IHL Board Reports. 21. Serves on University level committees as appointed. 22. Performs related duties as required. Minimum Qualifications: Bachelor's degree in Human Resources, Business, or related field and 7+ years of progressive human resources experience, including experience as a senior HR director or executive in a complex organization. Preferred Qualifications: SPHR/PHR Certification. Master's degree in Human Resources, Business, or related field and additional experience in an institution of higher education. Knowledge, Skills, and Abilities: 1. Working knowledge of the regulatory environment affecting human resources in higher education, including federal and state equal opportunity employment laws, OFCCP mandates, ADA, FLSA, FMLA, E-Verify, Immigration Reform and Control Act (I-9), etc. 2. Working knowledge of compensation, employee relations, and experience with HR programs and services. 3. Excellent oral and written communication skills and interpersonal and coaching skills. 4. Demonstrated ability to establish and maintain effective working relationships at all levels. 5. Demonstrated ability to lead and develop staff members. Well-developed team building experience and experience managing people, providing feedback, reviewing performance, and mentoring others actively. 6. Demonstrated problem solving and conflict resolution skills. Ability to handle complex and sometimes highly charged situations and problems. 7. Demonstrated critical thinking skills with the ability to solve problems by gathering data and drawing valid conclusions. Excellent organizational skills. 8. Creative problem solver with demonstrated success as a transformational leader. 9. Demonstrated record of innovation in policy and program delivery, progressive management responsibility and technical expertise in HR 10. Experience in strategic planning that moves the HR organization tangibly forward. 11. Knowledge of human resource issues impacting large, complex organizations 12. Ability to work cooperatively with University leaders, provide leadership, and build consensus on HR compliance priorities University-wide, and to enhance internal compliance awareness and adherence to regulations, rules, and policies. 13. Excellent computer skills. Working Conditions and Physical Effort No unusual physical requirements. Requires no heavy lifting, and nearly all work is performed in a comfortable indoor facility. Externally imposed deadlines; set and revised beyond one's control; interruptions influence priorities; difficult to anticipate nature or volume of work with certainty beyond a few days; meeting of deadlines and coordination of unrelated activities are key to position; may involve conflict-resolution or similar interactions involving emotional issues or stress on a regular basis. Job frequently requires walking, sitting, talking, hearing, handling objects with hands, and lifting up to 25 pounds. Job occasionally requires standing, reaching, climbing or balancing, stooping/kneeling/crouching/crawling, and lifting up to 10 pounds. Vision requirements: Ability to see information in print and/or electronically. Instructions for Applying: Link to apply: *********************************** All applicants must apply online at *********************** and attach a cover letter, current resume, and the complete contact information for at least three professional references. Equal Employment Opportunity Statement: Mississippi State University is an equal opportunity institution. Discrimination is prohibited in university employment, programs or activities based on race, color, ethnicity, sex, pregnancy, religion, national origin, disability, age, sexual orientation, genetic information, status as a U.S. veteran, or any other status to the extent protected by applicable law. Questions about equal opportunity programs or compliance should be directed to the Office of Civil Rights Compliance, 231 Famous Maroon Band Street, P.O. 6044, Mississippi State, MS 39762, **************. What do I do if I need an accommodation? In compliance with the ADA Amendments Act (ADA), if you have a disability and would like to request an accommodation in order to apply for a position with Mississippi State University, please contact the Department of Human Resources Management at tel: ************** or *******************. If you have any questions regarding this policy, contact the Department of Human Resources Management at ************** or *******************. Upon request, sections of this job listing are available in large print, and readers are available to assist the visually impaired.

The Mission At Christian Care Ministry we believe that Christians can, and should, share in one another's burdens. Through the use of Medi-Share , a healthcare sharing ministry for Christians, we cultivate that belief. The Team Everyone at Christian Care Ministry is in agreement with our Statement of Faith, which outlines our core beliefs. Although we aren't perfect people, we are serving our perfect God to the best of our ability. The Job The Chief Human Resources /Administrative Officer (CAO) is responsible for the management of Christian Care Ministry's Human Resources (HR) team, including staff training and development; the Facilities team; and leads the Spiritual Development team to include the Chapel Committee and oversight of the Chaplain functions. This role develops, implements, and aligns HR, and training and development programs with business objectives, serving as a strategic partner and member of the executive management team while supporting employees in their day-to-day human resources needs. This role also has responsibility over all CCM facilities, ensuring strategic utilization in alignment with strategic objectives of all physical locations. Lastly, in support of maintaining a strong culture, this role oversees the regular production of weekly Chapels/Town Halls and the chaplain functions across Christian Care Ministry. The CAO will be responsible for designing and finalizing policies, contributing to business strategy, developing plans and programs that align with the organization's overall strategic objectives, forecasting talent needs and addressing talent gaps, orchestrating learning skills and career development of the workforce, overseeing employee orientation, education, training, leadership development, employee and labor relations, affirmative action compliance, employee-related policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance; facilities and capacity planning, and lease negotiations in conjunction with the Chief Financial Officer and Chief Legal Officer. The CAO provides strategic leadership by articulating HR and facilities needs and plans to the executive management team and the Board of Directors. Education and/or Experience BS/BA in Business or Human Resources/Relations degree from an accredited college/university required , MBA or MA/MS in human resources or related field strongly preferred 10-15 years of human resources experience, with at least five years of executive HR experience in the Insurance, Finance, Healthcare or related industries required SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification strongly preferred Essential Job Duties & Responsibilities Work effectively to advise and influence the CEO and the executive management team, ensuring buy-in to key decisions, agreement on strategic direction, and alignment of cross-functional resources and activities Bring an analytical approach to continue building Christian Care Ministry, while aligning CCM's people and facilities strategies with broader business objectives Oversee the production of weekly Town Halls and Chapels Provide indirect management oversight to the internally focused role of chaplain(s) Partner with leadership to develop and implement HR strategies that support the goals and objectives of the business. While focusing on critical skills and roles needed for the future, identify top talent, development opportunities, and succession plans Serve as a member and leader within the executive team, providing business insight as well as helping to develop and lead talent strategies, leadership development programs and strategies, and long-term employee career growth initiatives Lead the team that provides strategic HR support for organizational development decisions, employee relations functions, total reward strategies, and talent acquisition Support leadership in developing the workplace culture and driving employee engagement by implementing employee engagement and feedback systems Serve as a change agent, demonstrating the ability to influence, negotiate, and gain buy-in at all levels within the organization Act as coach/consultant to senior leaders on HR-related issues as well as serve as employee advocate Develop and lead the successful implementation of HR programs Measure and report on HR programs compared to relevant benchmarking to ensure that Christian Care Ministry's programs are competitive Evaluate staffing and compensation models and make strategic recommendations regarding current and future organizational talent needs Steward the HR budget and ensure HR and facilities resources and people are aligned to meet business needs Oversee the financial budgeting and staffing levels of the HR and facilities functional teams Lead continuous improvement initiatives across the HR functions Oversee facility management operations Ensure health and safety of organization Contribute to the exercise and expression of Christian Care Ministry's Christian beliefs All other duties as assigned Essential Skills & Abilities Fluency and breadth of experience across the variety of HR disciplines Knowledge and understanding of facilities management principles, along with real estate lease negotiations Excellent interpersonal skills and the ability to effectively communicate at all levels Proven ability to develop strong relationships and partner with internal stakeholders to develop strategies and execute with excellence Self-starter with strong management and leadership skills Demonstrated business acumen Skilled in leading the selection, acquisition, launch, and integration of HR technology platforms to guide operational and strategic initiatives Strong presentation, listening, and speaking skills Proven experience designing and implementing compensation policies Strong metrics and analytics experience Spiritual, Professional, & Ethical Conduct Spiritual Maturity, in full agreement with CCM's Statement of Faith and Conduct & Character statements, with a Christian testimony and lifestyle which includes living a moral life based on the Word of God, submitting to governing authorities, and being an active member of a local church. Conduct, exhibits the fruit of the Spirit: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control (Gal 5:22-23). Exemplifies biblical standards for spiritual leadership (1 Tim 3:1-12; Titus 1:6-9) Deeply rooted in the Word, able to demonstrate its teachings on an individual level as well as in small group settings, Bible studies, etc. Demonstrates ethical character and good moral judgement, self-control, and truthfulness Not addicted to alcohol or any lifestyles that negatively affect one's judgment A faithful husband/wife, a good manager of his or her own children and own household Free from the love of money / greed, demonstrated by generosity to the church and to others, and by lifestyle Core Competencies/Demonstrable Behaviors Business Insight Interpreting external business content Decoding customer expectations Co-crafting a strategic agenda Balances Stakeholders Earning trust through results Influencing/relating to others Improving through self-awareness Plans and Aligns Building our leadership brand Improving human capital performance through workforce planning and analytics Shaping organizations & communications practices Driving performance Situational Adaptability/Change Champion Ability to implement sustaining change Effective change management skill Adapt approach in real time to match shifting demands Drives Vision and Purpose Ability to cascade vision and purpose that motivates others to action Aligning strategy, culture, practices & behavior Creating a meaningful work environment Supervisory Responsibilities This job has supervisory responsibilities. Oversite of 25+ employees. Incentives & Benefits We work hard to serve our Medi-Share Members, but know we can only do that if we invest in our employees professionally, financially, physically, socially, and spiritually. We purposefully invest in our employees so that our employees can invest in others. For full-time employees working 30 hours or more, some of our benefits include, but are not limited to: • 100% paid Medical for employees/99% for family • Generous employer Health Savings Account (HSA) contributions • Employer-paid Life Insurance (3x salary) and Long-term Disability Insurance • 6 weeks of paid parental leave (for both mom and dad) • Dental - two plans to choose from • Vision • Short-term Disability • Accident, Critical Illness, Hospital Indemnity • 401(k) - up to 4% match on ROTH or Traditional contributions • Generous paid-time off and 11 paid holidays • Wellness plan including Financial, Occupational, Mental/Spiritual, and Physical health incentives up to $50/mo • Employee Assistance Program including no cost, in-person mental health visits and employee discounts • Monetary Anniversary Awards Program • Monetary Birthday Awards