Director of human resources jobs in Nevada - 106 jobs

M1 Support Services, LP 300 N. Elm Street, Suite 101 Denton, TX 76201 m1services.com Security Administrator / Human Resources Manager Job Posting No 113807 outside bar) to the bottom of the page and click on the "Apply for this position" button. Start Date ASAP Contract F-117A Maint & Logistics Support Salary Range DOE Posting Date 01/13/2026 Union No FLSA Status Exempt Shift Work Possible FT/PT Full-time Relocation No Travel Possible Job Summary: M1 Support Services (M1) is looking for a Security Administrator / Human Resources Manager to manage the security requirements of the program and facilitate human resources (HR) actions with support from M1's home office HR team. Primary responsibilities include but are not limited to the following: * Ensures program is compliant with the Performance Work Statement (PWS), Company Policy, applicable Air Force Instructions (AFIs), and industry standards. * Primarily responsible for ensuring security compliance to include personnel security responsibilities, training, reporting requirements, etc. * Manages the security functions for a Special Access Program (SAP); will work with the corporate Security Manager as part of the M1 Security team. * Performs the duties of the Contractor Program Security Officer (CPSO)/contract Security Manager, overseeing the security program to ensure employee compliance with security procedures, conducting training, briefings, debriefings, and maintaining records. * Verifies and processes security clearance packages through the various government systems to include Defense Information System for Security (DISS), NBIS, etc. Reviews and tracks PSQ's, clearances, upgrades, annual training and more. * Processes Program Access Request (PAR) and Site Access Requests (SAR) requests and schedules briefings and debriefings with the program security office. * Complies with all physical and personnel security requirements. * Secondarily responsible for managing on-site human resource functions including: * Coordinates with Home Office HR Department and Payroll on benefits, time accounting, recruiting, payroll, accounts payable, expense reports and administrative tasks that employees cannot accomplish through company on-line systems. * Coordinates with the Payroll department on time accounting, payroll, accounts payable, expense reports and related administrative tasks. * Coordinates with Home Office HR Department on compensation, benefits, leave, , recruiting, on- boarding new hires, terminations, discipline and administrative tasks * Responds to HR questions and request for assistance from applicants, employees, and management * Responsible for the completion and accuracy of required HR documents and entries into the HRIS * Reviews, tracks, and documents compliance with mandatory training and work assessments. * Applies Company policy and procedures pertaining to the promotion, training, discipline, and termination of employees in coordination with management * Applies Company policy and procedures pertaining to the promotion, training, discipline, and termination of employees. * Demonstrates continuous effort to improve operations and streamline workflow processes. * Develops and sustains a culture of safety, quality compliance, and professionalism. * Position requires complying with unique commuting/travel requirements. Page 2 of 2 * Other duties as assigned. Qualifications and Experience: * High school diploma or GED required. Bachelor's degree desired. * Minimum of 3 years' Human Resources administration experience for DoD service contracts is preferred. * Required 5 years' Security Administration experience working within SAP channels * COMSEC experience desired. * Must speak, read, write, and understand English. * Must be able to obtain/maintain the security clearance level as mandated by the government customer. * Must be reliable, self-motivated, and able to deal with stressful situations and timelines while maintaining a professional and non-confrontational attitude. * Must be able to work days, nights, or weekends as required. Working Conditions: * Position requires complying with unique commuting/travel requirements. * Work environment includes normal office environment, aircraft hangars, aircraft ramps and other military base facilities. M1 Support Services, headquartered in Denton, Texas provides a variety of professional, technical, and maintenance services to the Department of Defense and government agencies. M1 Support Services is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to disability, or veteran status. M1 Support Services offers a comprehensive benefits package including several options for Medical, Dental, Vision, Life and Dependent Life, AD&D, Short-and Long-term Disability. We also offer Flexible Spending Accounts for qualified health and dependent care expenses, as well as a free Employee Assistance Program.

Clorox is the place that's committed to growth - for our people and our brands. Guided by our purpose and values, and with people at the center of everything we do, we believe every one of us can make a positive impact on consumers, communities, and teammates. Join our team. #CloroxIsThePlace (**************************************************************************** UpdateUrns=urn%3Ali%3Aactivity%3A**********048001024) **Your role at Clorox:** The Plant Human Resources Manager leads and directs the main responsibilities of the Human Resource (HR) department including employee engagement, talent strategy, plant leadership support, recruiting, administering pay, benefits, and leave, and managing company policies and practices. **In this role, you will:** + Provide support and guidance toleadership team and advise on organizational policy matters and recommend needed changes. + Partner with the leadership teamto understand and execute the plant's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting,and retention. + Serve as a link between management and employees by handling questions, interpreting and administering policies and helping resolve work-related problems. + Maintain records and compilesstatistical reports concerning personnel-related data such as hires, turnover and absenteeism. + Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of plant's policies and practices. + Manage theend-to-end recruitingprocessfor production workers, which may includesourcing,interviewing, and hiring ofqualified job applicants;collaborates with departmental managers to understand skills and competencies required for openings; prepare personnel forecast to project employment needs. + Adviseleadershipteamon non-production recruiting; participate in interviews for non-production plant roles. + Plan, direct, supervise and coordinate work activities of subordinate staff + Create learning and development programs and initiatives that provide internal development opportunities for employees; analyze training needs to design employee development programs. + Handle discipline and termination of employees in accordance with company policy. + Maintain compliance with federal, state, and local employment laws and regulations,andrecommended best practices; review policies and practices to maintain compliance. + Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. + Perform other duties as assigned. **What we look for:** + Bachelor's degree in Human Resourcesor related field; master's degree preferred + 5+ yearsof humanresource management experience within a manufacturing environment + Professional certification (PHR, SHRM-CP, SPHR, SHRM-SCP) preferred + Excellent verbal and written communication skills. + Excellentinterpersonal,influence, and conflictresolution skills. + Excellent organizational skills and attention to detail. + Strong analytical and problem-solving skills. + Ability to prioritize tasksand todelegate themwhen 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 ortheabilityto quickly learnthe organization'sHRIS and talent management systems. **Workplace type:** Onsite **Our values-based culture connects to our purpose and empowers people to be their best, professionally and personally. We serve a diverse consumer base which is why we believe teams that reflect our consumers bring fresh perspectives, drive innovation, and help us stay attuned to the world around us. That's why we foster an inclusive culture where every person can feel respected, valued, and fully able to participate, and ultimately able to thrive.** Learn more (********************************************************************************************************* **.** **[U.S.]Additional Information:** At Clorox, we champion people to be well and thrive, starting with our own people. To help make this possible, we offer comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates' unique needs. This includes robust health plans, a market-leading 401(k) program with a company match, flexible time off benefits (including half-day summer Fridays depending on location), inclusive fertility/adoption benefits, and more. We are committed to fair and equitable pay and are transparent with current and future teammates about our full salary ranges. We use broad salary ranges that reflect the competitive market for similar jobs, provide sufficient opportunity for growth as you gain experience and expand responsibilities, while also allowing for differentiation based on performance. Based on the breadth of our ranges, most new hires will start at Clorox in the first half of the applicable range. Your starting pay will depend on job-related factors, including relevant skills, knowledge, experience and location. The applicable salary range for every role in the U.S. is based on your work location and is aligned to one of three zones according to the cost of labor in your area. -Zone A: $88,700 - $165,900 -Zone B: $81,300 - $152,100 -Zone C: $73,900 - $138,300 All ranges are subject to change in the future. Your recruiter can share more about the specific salary range for your location during the hiring process. This job is also eligible for participation in Clorox's incentive plans, subject to the terms of the applicable plan documents and policies. Please apply directly to our job postings and do not submit your resume to any person via text message. Clorox does not conduct text-based interviews and encourages you to be cautious of anyone posing as a Clorox recruiter via unsolicited texts during these uncertain times. To all recruitment agencies: Clorox (and its brand families) does not accept agency resumes. Please do not forward resumes to Clorox employees, including any members of our leadership team. Clorox is not responsible for any fees related to unsolicited resumes. **Who we are.** We champion people to be well and thrive every single day. We're proud to be in every corner of homes, schools, and offices-making daily life simpler and easier through our beloved brands. Working with us, you'll join a team of passionate problem solvers and relentless innovators fueled by curiosity, growth, and progress. We relish taking on new, interesting challenges that allow our people to collaborate and thrive at work. And most importantly, we care about each other as multifaceted, whole humans. Join us as we reimagine what's possible and work with purpose to make a difference in the world. **This is the place where doing the right thing matters.** Doing the right thing is the compass that guides every decision we make-and we're proud to be globally recognized and awarded for our continuous corporate responsibility efforts. Clorox is a signatory of the United Nations Global Compact and the Ellen MacArthur Foundation's New Plastics Economy Global Commitment. The Clorox Company and its Foundation prioritize giving back to the communities we call home and contribute millions annually in combined cash grants, product donations, and cause-marketing. For more information, visit TheCloroxCompany.com and follow us on social media at @CloroxCo. **Our commitment to diversity, inclusion, and equal employment opportunity.** We seek out and celebrate diverse backgrounds and experiences. We're always looking for fresh perspectives, a desire to bring your best, and a nonstop drive to keep growing and learning. Learn more about our Inclusion, Diversity, Equity, and Allyship (IDEA) journey here (*********************************************** . The Clorox Company and its subsidiaries are an EEO/AA/Minorities/Women/LGBT/Protected Veteran/Disabled employer. Learn more to Know Your Rights (*********************************************************************************************** . Clorox is committed to providing reasonable accommodations for qualified applicants with disabilities and disabled veterans during the hiring and interview process. If you need assistance or accommodations due to a disability, please contact us at ***************** . Please note: this inbox is reserved for individuals with disabilities in need of assistance and is not a means of inquiry about positions/application statuses. The Clorox Company and its subsidiaries are an EEO/AA/ Minorities/Women/LGBT/Protected Veteran/Disabled employer.

TJ Maxx At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You'll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development. Whether you're working in our four global Home Offices, Distribution Centers or Retail Stores-TJ Maxx, Marshalls, Homegoods, Homesense, Sierra, Winners, and TK Maxx, you'll find abundant opportunities to learn, thrive, and make an impact. Come join our TJX family-a Fortune 100 company and the world's leading off-price retailer. Job Description: JOB RESPONSIBIILTIES Supports Associate Relations & Labor Relations by administering and advising all levels of associates on company policies, procedures, union contract administration, grievances, and benefit programs. Facilitates labor management meetings & associate engagement events. Ensures compliance with state, local and federal laws and company policies. Adherence to record compliance, retention and HRIS system tracking. Provides disciplinary action approval. Supports Payroll, Leave of Absence/ADA administration, termination process and exit interviews. Provides counseling and recommends resolution to associate/supervisory union and nonunion issues. Ensures Open Door, diversity and other values related issues are resolved effectively. Conducts interventions, fact-findings and resolves conflicts as they arise. Counsels and provides referral resources for work-life balance. Supports the effective training and development of supervisors and associates on the floor. Conducts new hire orientations as needed. Delivers, monitors, coaches, and guides technical and nontechnical training for Distribution Center Supervisors and non-exempt associates. Provides coaching, facilitates discussions and makes recommendations for non-exempt associates' and D/C Supervisors' development needs. Consults with coach trainers, D/C Supervisors and associates on the floor to follow up on operational issues, such as work methods, productivity and new hire follow-up. REQUIREMENTS Bachelor's degree or equivalent job experience; 2-4 years HR Business Partner / Labor Relations experience Working knowledge of HR/labor laws Proven ability to handle confidential information Prior experience working with a Union required Impeccable verbal and written communications skills, good interpersonal skills Coaching and counseling skills and experience Knowledge of HRIS and Payroll Systems, Kronos and Oracle preferred Flexibility to work varying shifts based on business needs/vacation coverage Bilingual; English and Spanish highly preferred Must be fully relocatable We care about our culture, but we also prioritize your needs! Benefit programs and eligibility terms vary across our global locations. We encourage you to apply to learn more about how our benefits can make a difference for you. This position has a starting salary range of $92,900 to $118,500 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. This position is eligible for an annual incentive as well as long-term incentives. Benefits include Associate discount; 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long-term disability; paid holidays/vacation /sick/bereavement/parental leave; EAP; incentive programs; auto/home insurance discounts; scholarship program; adoption/surrogacy assistance; smoking cessation; child care/cell phone discounts; pet/legal insurance; credit union; referral bonuses. All benefits are subject to applicable plan or program terms (including eligibility terms) and may change from time to time. Contact your TJX representative for more information. In addition to our open door policy and supportive work environment, we also strive to provide a competitive salary and benefits package. TJX considers all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, marital or military status, or based on any individual's status in any group or class protected by applicable federal, state, or local law. TJX also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Address: 4100 East Lone Mountain Rd Location: USA TJ Maxx Distribution Center Las VegasThis position has a starting salary range of $92,900.00 to $118,500.00 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. This position is eligible for an annual incentive as well as long-term incentives.

Director of Human Resources - Richtech Robotics THE JOB: As the Director of Human Resources, you will lead the people strategy that supports Richtech's mission and growth. You will oversee hiring, compliance, performance systems, and culture development, while also owning strategic workforce planning, executive talent sourcing, and leadership pipeline development. From high-volume hiring to identifying tomorrow's executives, you will shape the future of our team. THE DAY-TO-DAY: * Lead end-to-end recruitment for both general staff and executive-level roles, ensuring each hire aligns with strategic business goals. * Develop and maintain a talent reserve program, proactively mapping future leadership needs and sourcing high-potential candidates before positions open. * Represent Richtech Robotics in industry networking events, job fairs, and academic partnerships to elevate the employer brand and access top-tier talent. * Oversee onboarding and orientation programs that ensure all new hires - from interns to senior directors - integrate quickly and effectively. * Manage performance reviews, promotion tracks, and KPI-linked development programs to support a culture of accountability and growth. * Coordinate with Finance and department leaders on compensation planning, equity benchmarking, and annual raise cycles. * Own HR compliance, internal policies, grievance procedures, and risk mitigation across departments. * Launch and manage programs related to employee engagement, wellness, leadership development, and succession planning. * Track key HR metrics (time to hire, retention, engagement) and report findings to the executive team quarterly. * THE IDEAL CANDIDATE: You think like a business leader and act like a culture builder. You're not just reactive-you shape the team we'll need next year, not just today. You're comfortable discussing KPIs and career paths in the same breath, and you know great people are a company's strongest strategy. QUALIFICATIONS: * 6+ years of HR experience with at least 2 years leading recruitment and organizational strategy * Demonstrated success recruiting for hard-to-fill, senior-level, or technical roles * Familiarity with workforce planning, succession mapping, and leadership development * Deep understanding of labor laws, compliance standards, and HR documentation best practices * Strong experience with modern HRIS systems (e.g., BambooHR, Gusto, ADP) * Bachelor's degree in Human Resources, Organizational Psychology, or related field; PHR or SHRM certification preferred

Director of Human Resources DEPARTMENT: Human Resources REPORTS TO: SVP, Human Resources FLSA STATUS: Salaried LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component - feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking - of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sound like a winning formula for you? Join us! ALLEGIANT STADIUM Located adjacent to the world-famous Las Vegas Strip and home to the Las Vegas Raiders, Allegiant Stadium is an award-winning global events destination. A state-of-the-art, multipurpose venue with a capacity of 65,000, Allegiant Stadium has hosted world-class music artists such as Garth Brooks, The Rolling Stones, Guns N' Roses, Illenium and BTS with more legendary concerts to come. The fully enclosed stadium is also home to the UNLV Rebels football team and has hosted premier sporting events such as the CONCACAF Gold Cup Final, Pac-12 Championship Game, Las Vegas Bowl, and WWE SummerSlam. The venue also hosted the NFL Pro Bowl in 2022 and has hosted Super Bowl LVIII in 2024. Allegiant Stadium is committed to giving back to the community though numerous diversity, inclusion, and community outreach initiatives . THE ROLE The Director, Human Resources is responsible for the overall operation of the human resources function for Allegiant Stadium. This includes aligning HR strategy with the business objectives of the venue. Related activity includes organizational design & development, staffing and resource planning, training, employee relations, strategic compensation/human resources, and HRIS. The Director, Human Resources works closely with Legends | ASM Global and their respective functions/organizations to ensure common and consistent application of human resource initiatives, policies, and practices across all areas of the venue. Essential Duties and Responsibilities Must have Prior labor and union relations experience Align HR strategy with the business objectives of the Business. Consult with business unit management on Human Resources issues. Assess and anticipate HR-related needs of business unit. Communicate needs proactively with to develop integrated solutions. Partner across HR functions to deliver value added service to management and employees that reflect the business objectives of the division. Understand client group business fully to align HR strategy to business objectives. Participate in key meetings with business unit management bringing HR expertise to business/operational discussions. Manage day-to-day paperwork associated with employees, Payroll, and Benefits. Ensuring regulatory compliance of all HR related Functions. Partner with legal department as needed/required. Provide Management with guidance and interpretation on HR Policy. Generate and maintain paperwork for processing new hires, promotions, transfers. Maintain a presence with employees, through attendance at department meetings, events, and games. Ensure recruitment, selection and hiring of employees is made in accordance with approved procedures and that recruitment needs are fulfilled in a timely manner in all departments. Ensure the implementation of an effective and fair strategic approach to equal opportunities and the recognition of diversity across the organization. Drive opportunities to increase the level of diversity in all areas of diversity across the organization. Manage the performance review and merit increase process annually and as needed. Ensure that the necessary human resource administrative procedures are in place and to ensure that adequate and up-to-date records are maintained. Responsible for the integrity, security, and confidentiality of employee data including ensuring compliance of all documents and administering record retention and purging of personnel files. Serve as a liaison between Legends Global corporate office and local employees to implement corporate wide programs and initiatives. Qualifications To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. 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 A minimum education level of a BA/BS Degree (4-year) in Business Administration, Human Resources, or a related area (Advanced Degree Preferred) A minimum of 7 years of related work experience in a supervisory role. Strong knowledge of federal and state laws that affect HR policies and procedures, including EEOC, FLSA, FMLA, ADA, and other regulatory and compliance laws. Excellent customer service skills working with diverse backgrounds. Must possess and exude a positive, team-oriented attitude. Self-starter with a willingness and enthusiasm for taking on additional responsibility. Creative and detail oriented, organized, and capable of meeting established deadlines Independent thinking and problem-solving capabilities Demonstrated knowledge of and success with conflict management and resolution Knowledge of federal, state, and local employee laws and regulations Due to the cyclical nature of the entertainment industry, employees may be required to work varying schedules to reflect the business needs of the company. PHR/SPHR designation preferred. SKILLS AND ABILITIES Ability to read, listen and communicate effectively. Exceptional verbal, written, listening and public relations skills. Demonstrated ability to forge strong, trusting relationships within all levels of management. Ability to multi-task and prioritize projects and tasks while remaining productive and professional. Ability to multi-task in a fast-paced environment Ability to access and accurately input information using a moderately complex computer system. Proficient with Microsoft Word, Excel, and PowerPoint. Superior people skills to provide exceptional service to employees and clients. Able to work with a sense of urgency to perform administrative tasks efficiently. Hours of Work and Travel Requirements Hours are based on a 40-hour workweek. Hours are determined by the needs of the department. Limited land/air travel may be required. COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: Onsite - Allegiant Stadium Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

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

IGT, where innovation meets entertainment on a global scale! We've recently leveled up-IGT Gaming and Digital have joined forces with Everi, creating a powerhouse in the world of gaming, digital experiences, and fintech solutions. From the casino floor to your mobile screen, we're all about delivering thrilling, responsible, and unforgettable gaming experiences. Whether it's spinning reels, placing bets, or powering secure payments, we bring the fun-backed by serious tech, deep player insights, and a passion for innovation. With a team of over 7,000 and a presence in 100+ countries, we're not just global-we're locally legendary. Our teams work closely with regulators, governments, and partners to ensure we play by the rules while pushing the boundaries of what's possible. If you're ready to bring your talent to a team that's shaping the future of entertainment, your next big move starts here. For more information, please visit *********** or ************** Overview IGT is seeking an experienced interim leader to oversee our People Operations (HR Shared Services/Global People Services and HR Systems) team while we are searching for a permanent leader. This interim opportunity is expected to run at least 90 days, with 30 days advance notice before the opportunity concludes; likely following a successful transition to the permanent leader. This role can be a temporary employee of IGT or a contractor, depending on the preferences of the selected candidate. Work Location: Unlike the full time permanent role, this interim role can be located anywhere in the United States, with occasional travel to Las Vegas, Nevada. What You'll Do: * Lead the Global People Services team across the company, driving excellence in HR processes, transactions, employee service, employee experience, and systems * Consolidate, configure and optimize HR systems across two merged companies, with an emphasis on value and employee self service * Enable greater HR efficiency, HR productivity, and general employee productivity Requirements What You Bring: * Bachelor's degree or equivalent experience * 10+ years of progressive HR shared services and/or HR Information Systems (HRIS) experience, in global, fast-paced, results-oriented environments * Experience setting up and optimizing new HR systems - SuccessFactors and/or ServiceNow strongly preferred * Direct experience leading a scalable HR shared service team and/or HR Information Systems team while reporting to the Head of HR in a global company (minimum 5 countries) with a minimum of 2,500 employees * Direct experience managing global HR employees outside North America * A healthy passion for details, processes, governance and quality * A strategic, change-oriented mindset with a bias for action and the ability to roll up your sleeves * Deep understanding of a combination of employee experience, employee processes/transactions, shared service centers and HR technology in a large, global company * Proven results upskilling teams and increasing HR productivity * M&A and/or transformation experience preferred What's In It For You: * The critical role in a major transformation, where your work will directly influence how we evolve post-merger and with the support of a private equity company * The ability to influence new systems, taking past learnings and using them at IGT to set up HR the right way * A culture that values progress over perfection, where creativity, adaptability, and collaboration are part of how we get things done * Competitive compensation with workplace flexibility #LI-CK1 At IGT, we believe compensation should reflect you-your unique background, skills, experience, and even where you work. That's why our starting compensation range is $7,000-$14,000/week USD. We also follow all local pay laws and collective bargaining agreements, so everything's above board.

Create a healthier, brighter future for pets, pet parents and people! If you want to make a real difference, create an exciting career path, feel welcome to be your whole self and nurture your wellbeing, Petco is the place for you. Our core values capture that spirit as we work to improve lives by doing what's right for pets, people and our planet. * We love all pets like our own * We're the future of the pet industry * We're here to improve lives * We drive outstanding results together * We're welcome as we are Petco is a category-defining health and wellness company focused on improving the lives of pets, pet parents and Petco partners. We are 29,000 strong and operate 1,500+ pet care centers in the U.S., Mexico and Puerto Rico, including 250+ Vetco Total Care hospitals, hundreds of preventive care clinics and eight distribution centers. We're focused on purpose-driven work, and strongly believe what's good for pets, people and our planet is good for Petco. Essential Job Functions: The partner must be able to perform all of the following duties and responsibilities with or without a reasonable accommodation: * Administer, interpret and communicate Human Resources policies and procedures throughout the Main and Regional distributions centers to maintain compliance with all applicable laws and regulations. Determine local policies and practices for Distribution Center associates. * Oversee the payroll and accounts payable functions at the Distribution Center; ensure compliance with governmental regulations. * Oversee recruitment and manage the development and retention of a talented and balanced workforce. * Investigate and resolve employee relations issues. Counsel management on progressive discipline and other employee performance issues. Proactively promote good employee relations. * Provide benefit support including annual open enrollment and resolution of benefit issues. * Administer compensation programs including reviewing and revising job descriptions, monitoring pay plan progression and administering the performance and salary review process. * Administer Distribution Center safety program and workers' compensation issues; ensure compliance with governmental regulations. * Establish Associate training and development needs and implement and coordinate training programs. Education/Experience: * Bachelor's degree required. * 7+ years progressively responsible professional level Human Resources experience. * Excellent interpersonal skills and general working knowledge of employment laws/regulations, compensation administration, training and development, benefits, and health and safety. Note: Current responsibilities are impacted by company and team priorities that may have evolved from what is displayed in the Workday job profile. The description provides general job duties and requirements, but the partner's manager may assign additional responsibilities or tasks depending on business needs. #LI-AT2 #CORP Petco Animal Supplies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or any other protected classification. To translate this webpage to Spanish or other languages on your internet browser click the translate button to the right of your browser address bar. Additional instruction can be found here: ************************************************************************************ Para traducir esta página web al español u otros idiomas en su navegador de Internet, haga clic en el botón de traducción a la derecha de la barra de direcciones de su navegador. Puede encontrar instrucciones adicionales aquí: ************************************************************************************

At Curaleaf, we're redefining the cannabis industry with a strong commitment to quality, expertise, and innovation. As a leading global cannabis provider, our brands-including Curaleaf, Select, and Grassroots-offer premium products and services in both medical and adult-use markets. Join us at Curaleaf to be part of a high-growth, purpose-driven company that champions corporate social responsibility through our Rooted in Good initiative, supporting community outreach and positive change. Here, you'll have the opportunity to make a meaningful impact, drive innovation, and help shape the future of cannabis. Title: Sr HR Business Partner Location: Western Region (NV & UT) Job Type: Full Time | Exempt What You'll Do: In this role, you will be a strategic partner to both our employees and leadership, fostering a positive workplace culture and ensuring alignment between business objectives and People and Culture initiatives. You will collaborate closely with various departments to provide expert HR guidance, implement policies and procedures, and drive employee engagement. If you are a proactive HR professional with a passion for fostering a supportive work environment and enhancing employee satisfaction, this is the role for you! What You'll Bring: You will have a minimum of 8 years of progressive HRBP experience, and a proven track record of leadership in supporting functional state leaders within retail and manufacturing environments. Your exceptional employee investigation experience as well as the ability to use data & metrics to influence and help business partners make thoughtful decisions will be instrumental in helping build and maintain a strong company culture. If you have labor relations and unions experience, that is a big plus! This role is integral in shaping and implementing HR strategies, policies, and practices that align with our company's mission, vision, and values. Curaleaf Pay Transparency $112,000 - $125,000 USD What We Offer: Career Growth Opportunities Competitive Pay and Benefits Generous PTO and Parental Leave 401(K) Retirement Plan Life/ Disability Insurance Community Involvement Referral Bonuses and Product Discounts Benefits vary by state, role type, and eligibility. Follow us on Social Media: Instagram: @curaleaf.usa Twitter: @Curaleaf_Inc LinkedIn: Curaleaf LinkedIn Curaleaf Holdings, Inc. (TSX: CURA) (OTCQX: CURLF) ("Curaleaf") is a leading international provider of consumer products in cannabis with a mission to enhance lives by cultivating, sharing, and celebrating the power of the plant. As a high-growth cannabis company known for quality, expertise and reliability, the Company, and its brands, including Curaleaf, Select, Grassroots, JAMS, Find and Zero Proof provide industry-leading service, product selection and accessibility across the medical and adult-use markets. Curaleaf International is the largest vertically integrated cannabis company in Europe with a unique supply and distribution network throughout the European market, bringing together pioneering science and research with cutting-edge cultivation, extraction, and production. Home | Curaleaf | Cannabis with Confidence Our Vision: To be the world's leading cannabis company by consistently delivering superior products and services and driving the global acceptance of cannabis. Our Values: Lead and Inspire. Commit to Win. ONE Curaleaf. Driven to Deliver Excellence. Curaleaf is an equal opportunity employer. Curaleaf recruits, employs, trains, compensates, and promotes regardless of race, religion, color, national origin, gender identity, sexual orientation, physical ability, age, veteran status, and other protected status as required by applicable law. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation. Individuals adversely impacted by the war on drugs are encouraged to apply. Current Curaleaf employees should apply for open positions through our Internal Job Board, which can be accessed via the link on The Leaf.

Directs all Human Resources functions for TIMET's Henderson, NV facility. Essential Functions Responsible for strategic leadership of human resources activities to support specific business and organizational objectives. Formulate, develop, recommend, and administer core HR strategies, policies, and procedures to protect and leverage the interests of the company and its employees. Communicate and interpret policies to facilitate a common understanding, acceptance, and consistent application throughout the organization. All labor relations activities including processing of grievances through arbitration, and contract negotiations. Training/coaching of supervisors/managers in the interpretation and administration of the collective bargaining agreements. Facilitate the staffing process to identify optimal recruiting strategies, ensuring top quality candidates with diverse backgrounds in the shortest possible time frames to support business growth and expansion. Ensure regulatory compliance with applicable federal, state, and local requirements related to human resources function, including employment, EEO, ERISA, affirmative action, FMLA, ADA, compensation, benefits, and employee relations. Meet all labor related IRS and Department of Labor requirements. Working with the Corporate Manager Compensation & Benefits, develop, recommend, and administer compensation policies, procedures and programs, including wage and salary analysis, industry and area competitiveness, merit planning, and incentive compensation. Working with the Corporate Manager Compensation and Benefits, administer employee benefit programs, seeking a balance between cost effectiveness and industry competitiveness. Serve as the primary HR interface with managers/supervisors at all levels to ensure appropriate HR support, service and counsel is provided. Develop annual HR plan and budget to support business objectives. Work collaboratively with other HR team members across the corporation to identify corporate and business unit level opportunities to improve business results and create and deliver integrated HR solutions. Assist in the development and implementation of organizational development/design strategies to align with business aspirations and goals. Support and/or implement training/development issues. Establish and maintain an employee communications program to support meaningful information flow. Develop, implement and administer an effective human resources information system (HRIS). Education and Experience Bachelor's degree required. Master's degree or BA in HR/Labor Relations desired. PHR/SPHR certification a plus. Minimum 4-6 years supervisory/management experience in an HR generalist role. Must have previous knowledge/expertise in collective bargaining agreement administration (including preparation for and participation in contract negotiations), grievance investigation and disposition, and corrective action/discipline procedures Special Skills Solid business perspective with a clear understanding of how HR contributes to the bottom line performance of the organization. Proven ability to influence senior management on direction of critical organizational and business issues. Experience in organizational development and change management. Must have the desire for continual learning. Team oriented management style. Demonstrated competence in thinking strategically, analytically, conceptually, and innovatively. Must be able to handle multiple tasks concurrently and work effectively in a fast paced environment with constantly changing priorities. Must have excellent communication (verbal and written), organization, problem resolution, and presentation skills. Strong computer skills, including all MS Office applications, HRIS databases, and automated payroll system. Expert knowledge of applicable employment and HR related laws, including ADA, FMLA, FLSA, and HIPPA.

Full time in office role. We are seeking a proactive, hands-on HR Manager who thrives in evolving environments and is comfortable building structure. The ideal candidate is a self-starter who can roll up their sleeves, identify process improvements, and implement practical solutions-all while maintaining positive employee relations across the organization. Bilingual (English/Spanish) capability is a significant plus, as the majority of the workforce is Spanish-speaking. This role supports a local business operation that currently functions in a very traditional, manual environment, relying heavily on paper files and Excel spreadsheets. The organization is in the process of integrating with a corporate HRIS, including transitioning payroll, and this role will play a key part in ensuring data accuracy, system alignment, and change adoption. The role will also be responsible for monthly benefit audits, assist with open enrollment, coordinating system audits as necessary, hiring/onboarding, terminations, employee relations, and data integrity. This role will have two direct reports. In addition to direct leadership, this position requires strong coordination and partnership with General Managers across multiple entities, the Finance team, and other internal stakeholders as needed. In office role only Requires at least five years HR Manager experience. Direct report experience Payroll experience.Open enrollment experience.Process Improvement experience.Onboarding experience.

Company Cox Automotive - USA Job Family Group People Solutions Job Profile Sr HR Business Partner Management Level Individual Contributor Flexible Work Option No remote option; must work at a specified Cox location Travel % Yes, 25% of the time Work Shift Day Compensation Compensation includes a base salary of $81,400.00 - $122,000.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Job Description Cox Automotive is currently looking for a Senior Human Resources Business Partner to join our team in Las Vegas, Nevada. This is an onsite position. The Role: The Senior Human Resources Business Partner (“Sr. HRBP”) serves as an influential people partner, advising clients in Manheim Nevada, Manheim Denver, and Manheim Utah. The Sr. HRBP plays a key role in implementing the HR strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent. Work Environment: This role supports local Manheim auctions. As the Sr. HRBP, you will engage with front-line employees, corporate leaders, and location leadership. Success in this role requires comfort in a fast-paced, rapidly changing environment. Providing excellent customer service to employees and collaborating with leadership on strategic direction and initiative implementation is essential. Responsibilities: Deliver full range of People Solutions services for assigned client group and responsible for creating strategies and approaches that align to business objectives. Collaborates with managers and employees on leadership development, performance management, talent management, and employment/labor issues. Work collaboratively with People Strategies Centers of Excellence (Compensation, Talent Development, Employee Service center, etc.), to optimize the effectiveness of the business. Analyze and interpret qualitative and quantitative data (exit interviews, reporting, and employee survey data) to solve problems and drive continuous improvement in the areas of employee engagement and employee satisfaction. Anticipate and respond to changing business needs and serve as a change advocate/agent on companywide strategies and initiatives. Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs that enhance organizational capabilities/ Guides, trains, and directs managers and employees on the implementation of HR policies and processes to ensure appropriate legal (FMLA, ADA, EEOC, etc.) and company compliance, partnering with the Legal and Employee Relations teams as appropriate. Supports and influences leaders in the development of effective organizational designs. Partners with Talent Management and Talent Acquisition teams to ensure people strategies are achieved based on a holistic understanding of our diverse workforce, enabling the attraction, development, and retention of top talent. Work in partnership with leaders to identify the implications of strategic and business plans and other developments. Promote new ways of working to support change and manage risk. Leads annual People Solution activities and programs for assigned client groups to include talent planning review and annual compensation cycle. Champion change and effectively guide business leaders and employees through organizational changes and transformational initiatives. Roll up your sleeves to perform core HR functions, which may include resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, i-9s, performance and discipline, recruiting and hiring. Qualifications: Bachelor's degree in a related field and 4+ years of progressive experience in HR disciplines with a strategic focus. The right candidate could also have a different combination, such as a master's degree and 2 years' experience; a Ph.D. and up to 1 year of experience; or 8 years' experience in a related field. Ability to meet deadlines in a fast-paced work environment. Experience working with, coaching, and influencing Senior people leaders. Leading and managing change through effective use of organizational design and development and business transformation. Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results. Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative. Flexibility to travel approximately 35%. Preferred Qualifications: HR certification such as PHR, SPHR or GPHR. Demonstrated ability to work in a geographically disbursed and matrix organization. Strong Microsoft Excel knowledge and application. Experience supporting designated and dedicated client groups with at least 300+ employees. Drug Testing To be employed in this role, you'll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited. Benefits The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. About Us Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells - or simply uses - cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT or visa sponsorship now or in future.

Why Bally's? Bally's Corporation (NYSE: BALY) is a global casino-entertainment company with a growing omni-channel presence. Bally's owns and operates 19 casinos across 11 states, along with a golf course in New York and a horse racetrack in Colorado, and holds OSB licenses in 13 jurisdictions in North America. The acquisition of Aspers Casino in Newcastle, UK, expands its international reach. It also owns Bally Bet, a first-in-class sports betting platform, Bally Casino, a growing iCasino platform, Bally's Interactive International division (formerly Gamesys Group), a leading global interactive gaming operator, and a significant economic stake in Intralot S.A. (ATSE: INLOT), a global lottery management and services business. With 11,500 employees, its casino operations include approximately 17,700 slot machines, 630 table games, and 3,950 hotel rooms. Bally's also has rights to developable land in Las Vegas at the site of the former Tropicana Las Vegas. The Role: The HR Manager will oversee all aspects of human resources, including employee relations, talent acquisition team member engagement, and customer service Responsibilities: Responsible for supervising and managing members of HR staff. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives. Identifies and develops strategies for turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness and performance management issues. Manages and resolve employee and/or labor relations issues. Conducts effective, thorough and objective investigations in cases of complaints, harassment, employee concerns or EEOC issues. Assist with establishing and managing monthly budget reconciliations, P&L review, and approving departmental purchasing. Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results with operational departments, to include understanding the organizational structure and need of each area. Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations and internal policy/procedure. Maintains current knowledge of HR policies, programs, laws and regulations and ensure full compliance with all State regulations Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of department customer service goals. Responsible for ensuring the compliance with all regulatory compliance within area of responsibility and reporting potential issues to Executive Management / GM. Maintains strict confidentiality in all departmental and company matters Supervisory Responsibilities: Responsible for staff development and training programs. Responsible for rewards and recognition program to maximize employee engagement. Evaluates team members within department and delivers constructive feedback to employees in regards to performance. Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs. Determines work procedures and expedites workflow. Responsible for employee performance (disciplining, coaching, counseling). Qualifications: Bachelor's degree (B.A./B.S.) in human resources management or related field from four year college or university; minimum four years' experience in human resources, with a minimum of two years at a leadership level or equivalent combination of education and experience. PHR or SPHR professional certification preferred. Must have excellent organizational and written and verbal communication skills. Proficient in Microsoft Office Products (Word, Excel, Outlook, Teams) Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner. What's in it for you: Competitive Salary with annual performance reviews Comprehensive health coverage plan that includes medical, dental, and vision 401(K)/ Company Match Employee Stock Purchase Plan Access Perks and Childcare discounts Target Salary Range: ($80,000 - $90,000 DOE) Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Why Bally's? Bally's Corporation (NYSE: BALY) is a global casino-entertainment company with a growing omni-channel presence. Bally's owns and operates 19 casinos across 11 states, along with a golf course in New York and a horse racetrack in Colorado, and holds OSB licenses in 13 jurisdictions in North America. The acquisition of Aspers Casino in Newcastle, UK, expands its international reach. It also owns Bally Bet, a first-in-class sports betting platform, Bally Casino, a growing iCasino platform, Bally's Interactive International division (formerly Gamesys Group), a leading global interactive gaming operator, and a significant economic stake in Intralot S.A. (ATSE: INLOT), a global lottery management and services business. With 11,500 employees, its casino operations include approximately 17,700 slot machines, 630 table games, and 3,950 hotel rooms. Bally's also has rights to developable land in Las Vegas at the site of the former Tropicana Las Vegas. The Role: The HR Manager will oversee all aspects of human resources, including employee relations, talent acquisition team member engagement, and customer service Responsibilities: * Responsible for supervising and managing members of HR staff. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives. * Identifies and develops strategies for turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness and performance management issues. * Manages and resolve employee and/or labor relations issues. Conducts effective, thorough and objective investigations in cases of complaints, harassment, employee concerns or EEOC issues. * Assist with establishing and managing monthly budget reconciliations, P&L review, and approving departmental purchasing. * Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results with operational departments, to include understanding the organizational structure and need of each area. * Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations and internal policy/procedure. * Maintains current knowledge of HR policies, programs, laws and regulations and ensure full compliance with all State regulations * Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of department customer service goals. * Responsible for ensuring the compliance with all regulatory compliance within area of responsibility and reporting potential issues to Executive Management / GM. * Maintains strict confidentiality in all departmental and company matters Supervisory Responsibilities: * Responsible for staff development and training programs. * Responsible for rewards and recognition program to maximize employee engagement. * Evaluates team members within department and delivers constructive feedback to employees in regards to performance. * Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs. * Determines work procedures and expedites workflow. * Responsible for employee performance (disciplining, coaching, counseling). Qualifications: * Bachelor's degree (B.A./B.S.) in human resources management or related field from four year college or university; minimum four years' experience in human resources, with a minimum of two years at a leadership level or equivalent combination of education and experience. * PHR or SPHR professional certification preferred. * Must have excellent organizational and written and verbal communication skills. * Proficient in Microsoft Office Products (Word, Excel, Outlook, Teams) * Ability to write reports, business correspondence, and procedure manuals. * Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. * Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner. What's in it for you: * Competitive Salary with annual performance reviews * Comprehensive health coverage plan that includes medical, dental, and vision * 401(K)/ Company Match * Employee Stock Purchase Plan * Access Perks and Childcare discounts Target Salary Range: ($80,000 - $90,000 DOE) Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

About the job Our Client, the Conglomerate in the Hospitality, Gaming, Food & Beverage, Digital Services is seeking a dynamic and forward-thinking Human Resources Business Partner to serve as a strategic advisor and trusted partner to senior leaders across our multifaceted operations. The HRBP will play a key role in shaping people strategy, driving high-performance teams, and fostering an agile, inclusive, and innovative culture. Responsibilities Strategic Partnership: Act as a consultative partner to department leaders, aligning HR strategies with business goals and operational needs. Talent Strategy & Workforce Development: Lead workforce planning, identify skill gaps, support succession planning, and partner with learning/development teams for leadership and internal mobility programs. Employee Relations & Risk Mitigation: Advise on complex employee relations issues, guide investigations, resolve conflicts, and ensure regulatory compliance. Performance Management & Rewards: Support the design of compensation and benefits strategies. Leverage performance data to align rewards with business objectives. Data-Driven Decision Making: Use people analytics to deliver insights on workforce trends. Drive HR technology optimization and champion new tools for talent management. Leadership & Cross-Functional Collaboration: Serve as a key HR team member, mentoring others and integrating people strategies into business planning. Requirements Bachelor's degree in Human Resources, Business, Organizational Development, or related field (or equivalent experience). HR certification (PHR, SHRM-CP, or equivalent) preferred. 7+ years' progressive HR experience, including at least 3 years in an HRBP or Senior Generalist role across multiple industry sectors. Experience supporting fast-paced, multi-unit operations. Deep knowledge of employment compliance and HR operations; Nevada labor laws a plus. Proven ability to coach, influence, and collaborate with senior stakeholders. Excellent communication, interpersonal, and conflict-resolution skills. Strong proficiency with HRIS platforms and workforce data analysis. Must be flexible to support a 24/7 operational environment. Bilingual in English and Spanish required. Must be at least 21 years of age, local to Las Vegas or open to relocation, and able to pass background/drug screening. Location: Full-time, on-site in Las Vegas. Local travel between properties is required. Benefits: Medical, dental, vision, basic life insurance, short-term disability, accident/hospital/critical illness combo plan, free on-site parking, paid time off, paid holidays, 401k. Moneyline Group LLC is an equal opportunity employer. We consider all applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

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

Company Cox Automotive - USA Job Family Group People Solutions Job Profile Sr HR Business Partner Management Level Individual Contributor Flexible Work Option No remote option; must work at a specified Cox location Travel % Yes, 25% of the time Work Shift Day Compensation Compensation includes a base salary of $81,400.00 - $122,000.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Job Description Cox Automotive is currently looking for a Senior Human Resources Business Partner to join our team in Las Vegas, Nevada. This is an onsite position. The Role: The Senior Human Resources Business Partner ("Sr. HRBP") serves as an influential people partner, advising clients in Manheim Nevada, Manheim Denver, and Manheim Utah. The Sr. HRBP plays a key role in implementing the HR strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent. Work Environment: This role supports local Manheim auctions. As the Sr. HRBP, you will engage with front-line employees, corporate leaders, and location leadership. Success in this role requires comfort in a fast-paced, rapidly changing environment. Providing excellent customer service to employees and collaborating with leadership on strategic direction and initiative implementation is essential. Responsibilities: * Deliver full range of People Solutions services for assigned client group and responsible for creating strategies and approaches that align to business objectives. * Collaborates with managers and employees on leadership development, performance management, talent management, and employment/labor issues. * Work collaboratively with People Strategies Centers of Excellence (Compensation, Talent Development, Employee Service center, etc.), to optimize the effectiveness of the business. * Analyze and interpret qualitative and quantitative data (exit interviews, reporting, and employee survey data) to solve problems and drive continuous improvement in the areas of employee engagement and employee satisfaction. * Anticipate and respond to changing business needs and serve as a change advocate/agent on companywide strategies and initiatives. * Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs that enhance organizational capabilities/ * Guides, trains, and directs managers and employees on the implementation of HR policies and processes to ensure appropriate legal (FMLA, ADA, EEOC, etc.) and company compliance, partnering with the Legal and Employee Relations teams as appropriate. * Supports and influences leaders in the development of effective organizational designs. * Partners with Talent Management and Talent Acquisition teams to ensure people strategies are achieved based on a holistic understanding of our diverse workforce, enabling the attraction, development, and retention of top talent. * Work in partnership with leaders to identify the implications of strategic and business plans and other developments. Promote new ways of working to support change and manage risk. * Leads annual People Solution activities and programs for assigned client groups to include talent planning review and annual compensation cycle. * Champion change and effectively guide business leaders and employees through organizational changes and transformational initiatives. * Roll up your sleeves to perform core HR functions, which may include resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, i-9s, performance and discipline, recruiting and hiring. Qualifications: * Bachelor's degree in a related field and 4+ years of progressive experience in HR disciplines with a strategic focus. The right candidate could also have a different combination, such as a master's degree and 2 years' experience; a Ph.D. and up to 1 year of experience; or 8 years' experience in a related field. * Ability to meet deadlines in a fast-paced work environment. * Experience working with, coaching, and influencing Senior people leaders. * Leading and managing change through effective use of organizational design and development and business transformation. * Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results. * Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative. * Flexibility to travel approximately 35%. Preferred Qualifications: * HR certification such as PHR, SPHR or GPHR. * Demonstrated ability to work in a geographically disbursed and matrix organization. * Strong Microsoft Excel knowledge and application. * Experience supporting designated and dedicated client groups with at least 300+ employees. Drug Testing To be employed in this role, you'll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited. Benefits The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. About Us Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells - or simply uses - cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship. Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT or visa sponsorship now or in future.

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

IGT, where innovation meets entertainment on a global scale! We've recently leveled up-IGT Gaming and Digital have joined forces with Everi, creating a powerhouse in the world of gaming, digital experiences, and fintech solutions. From the casino floor to your mobile screen, we're all about delivering thrilling, responsible, and unforgettable gaming experiences. Whether it's spinning reels, placing bets, or powering secure payments, we bring the fun-backed by serious tech, deep player insights, and a passion for innovation. With a team of over 7,000 and a presence in 100+ countries, we're not just global-we're locally legendary. Our teams work closely with regulators, governments, and partners to ensure we play by the rules while pushing the boundaries of what's possible. If you're ready to bring your talent to a team that's shaping the future of entertainment, your next big move starts here. For more information, please visit *********** or ************** Overview IGT is seeking an experienced interim leader to oversee our People Operations (HR Shared Services/Global People Services and HR Systems) team while we are searching for a permanent leader. This interim opportunity is expected to run at least 90 days, with 30 days advance notice before the opportunity concludes; likely following a successful transition to the permanent leader. This role can be a temporary employee of IGT or a contractor, depending on the preferences of the selected candidate. Work Location: Unlike the full time permanent role, this interim role can be located anywhere in the United States, with occasional travel to Las Vegas, Nevada. What You'll Do: * Lead the Global People Services team across the company, driving excellence in HR processes, transactions, employee service, employee experience, and systems * Consolidate, configure and optimize HR systems across two merged companies, with an emphasis on value and employee self service * Enable greater HR efficiency, HR productivity, and general employee productivity Requirements What You Bring: * Bachelor's degree or equivalent experience * 10+ years of progressive HR shared services and/or HR Information Systems (HRIS) experience, in global, fast-paced, results-oriented environments * Experience setting up and optimizing new HR systems - SuccessFactors and/or ServiceNow strongly preferred * Direct experience leading a scalable HR shared service team and/or HR Information Systems team while reporting to the Head of HR in a global company (minimum 5 countries) with a minimum of 2,500 employees * Direct experience managing global HR employees outside North America * A healthy passion for details, processes, governance and quality * A strategic, change-oriented mindset with a bias for action and the ability to roll up your sleeves * Deep understanding of a combination of employee experience, employee processes/transactions, shared service centers and HR technology in a large, global company * Proven results upskilling teams and increasing HR productivity * M&A and/or transformation experience preferred What's In It For You: * The critical role in a major transformation, where your work will directly influence how we evolve post-merger and with the support of a private equity company * The ability to influence new systems, taking past learnings and using them at IGT to set up HR the right way * A culture that values progress over perfection, where creativity, adaptability, and collaboration are part of how we get things done * Competitive compensation with workplace flexibility #LI-CK1 At IGT, we believe compensation should reflect you-your unique background, skills, experience, and even where you work. That's why our starting compensation range is $7,000-$14,000/week USD. We also follow all local pay laws and collective bargaining agreements, so everything's above board.