Director of human resources jobs in Nevada

Job Description The Director of Human Resources will serve as both a strategic partner and a hands-on leader, responsible for managing the full scope of HR functions at our nutrition manufacturing facility. This role ensures alignment of HR practices with ProCaps' growth objectives and values, while fostering a positive, compliant, and wellness-focused workplace culture. The HR Director will oversee the employee lifecycle, talent acquisition, employee relations, and compliance, while also contributing to strategic initiatives such as workforce planning, culture development, and organizational effectiveness. Competencies: Intelligent, Strategic Thinker and Results-driven Thinker Respected, Inspirational, and Hands-on Leader Excellent Communicator with strong writing and interpersonal skills Analytical, Process-oriented, and Solution-focused Decision Maker Creative and Innovative Problem Solver OTHER ESSENTIAL JOB DUTIES AND RESPONSIBILITIES Strategic HR Leadership & Workforce Planning Partner with senior leadership to align HR strategy with company goals, supporting both corporate and manufacturing operations. Develop workforce plans to meet current and future staffing needs, ensuring proactive recruitment for both manufacturing and office roles. Lead succession planning and organizational development initiatives. Talent Acquisition & Onboarding Oversee full-cycle recruitment, from job postings and screening to interviewing and onboarding. Build effective hiring strategies to attract top talent in a competitive market, with a focus on long-term retention. Strengthen onboarding programs to drive early engagement and employee success. Employee Relations & Culture Act as the primary contact for employee relations issues, ensuring fair, consistent, and timely resolution. Promote a positive workplace culture that reflects ProCaps' values of quality, wellness, and respect. Lead engagement initiatives such as performance recognition programs, wellness initiatives, and team-building activities. Foster a positive, inspired, respectful, success-oriented, collaborative, accountable, and enthusiastic environment within the HR department and across the company. HR Operations, Compliance, Policy & Safety Ensure compliance with local, state, and federal labor laws as well as FDA, OSHA, and other regulatory standards applicable to nutrition manufacturing. Maintain up-to-date HR policies, handbooks, and compliance programs. Partner with the safety team to support workplace health, safety, and environmental initiatives. Ensure HR systems (HRIS, ATS) are accurate, effective, and compliant. Track and analyze key HR metrics (turnover, retention, engagement) and support data-driven decisions. Oversee HR administration, personnel records, and confidential employee data. Training & Development Identify training needs across all levels and oversee learning and development programs. Support leadership development and mentoring for supervisors and managers. Ensure staff receive training on policies, safety, cGMP, and quality standards. Compensation & Benefits Administer competitive compensation, benefits, and performance management programs. Design and implement effective performance appraisal systems to drive high performance. Use HR analytics to support data-driven compensation and retention decisions Requirements MINIMUM JOB QUALIFICATIONS Bachelor's degree in Human Resources, Personnel Management, Business Administration, or a related field (Master's Degree a plus) 10+ years of progressive HR experience, including at least 5 years in a senior leadership role within a manufacturing or regulated environment Strong knowledge of HR best practices, compliance, and employment law. Hands-on experience managing employee relations, talent acquisition, and HR operations. Excellent communication and conflict resolution skills. Forward thinking with strong leadership abilities, excellent analytical and project management skills are required HR certification (SHRM-CP, PHR; SHRM-SCP or SPHR preferred) Proficiency with HRIS, ATS, ERP System and Microsoft Office Suite Ability to balance strategic thinking with a roll-up-your-sleeves approach in a fast-paced Benefits ProCaps provides : A competitive salary! Top-Tier Medical, Dental & Vision Coverage - $0 when you qualify for the Wellness Program! Paid Time Off, Eight (8) Company Holidays 401(k) with Company Match - up to 4.5% 100% Company Life Coverage 100% Short Term Disability Coverage Gym Membership Reimbursement Vitamin Allowance + Discounts Company-Funded Health Savings Account ($1,600/year) Cash Reward Employee Referral Program Pet Insurance Fantastic work environment that focuses on Safety, Quality, Community, and amazing people. We hire top talent and celebrate the ingenuity and tenacity of our team members and leaders!

Lexus of Las Vegas Las Vegas, Nevada Employment Type: Regular Full-Time Pay: $130,000 to $150,000 per year Living Our Values All associates are guided by Our Values. Our Values are the unifying foundation of our companies. We strive to ensure that every decision we make and every action we take demonstrates Our Values. We believe that putting Our Values into practice creates lasting benefits for all of our associates, shareholders, and the communities in which we live. Why Join Us? * Career Growth: Advance your career with opportunities for leadership and personal development. * Culture of Excellence: Be part of a supportive team that values your input and encourages innovation. * Competitive Benefits: Enjoy a comprehensive benefits package that looks after both your professional and personal needs. A Day In The Life The Director of Human Resources serves as the strategic and operational leader of all people-related functions across the Ascent Automotive platform. This role oversees HR strategy, compliance, talent management, and employee engagement to ensure a strong workforce that drives customer satisfaction, operational excellence, and organizational growth. The Director partners with executive leadership and dealership management teams to implement best practices in recruitment, training, performance management, and employee relations. As a Director, Human Resources you will: * Develop and execute HR strategies aligned with the dealership group's business objectives and culture. * Lead all areas of HR including recruitment, onboarding, training, compensation, benefits, employee relations, and compliance. * Partner with General Managers and leaders at each dealership to address workforce planning, staffing needs, and performance management. * Drive initiatives to enhance employee engagement, retention, and career development. * Oversee employee relations issues, investigations, and conflict resolution in a consistent, fair, and compliant manner. * Ensure compliance with federal, state, and local employment laws and regulations (EEO, FLSA, FMLA, OSHA, etc.). * Analyze HR data and metrics to advise leadership on workforce trends, diversity, retention, and areas for improvement. * Collaborate with leadership to create compensation and incentive structures competitive within the automotive retail industry. * Lead the design and delivery of training programs to support sales, service, leadership, and compliance needs. * Manage HR staff and provide coaching and development to support operational excellence across all locations. * Champion a positive workplace culture focused on teamwork, accountability, customer service, and ethical business practices. What We Need From You * Bachelor's Degree in Human Resources, Business Administration, or related field Req and Master's Degree Preferred * 7-9 years of progressive HR leadership experience, preferably in retail, automotive, or multi-location business operations. Proven experience in developing HR strategies, policies, and programs across complex organizations Required * Knowledge of employment laws and human resources policies and procedures. (High proficiency) * Ability to learn and use HR software and other relevant technology. (Medium proficiency) * Knowledge of EEOC and OFCCP laws. (Medium proficiency) * Ability to maintain effective interpersonal relationships. (High proficiency) * In-depth knowledge of various health insurance plans (HMOs and PPOs). (Medium proficiency) * Critical thinking and decision making skills. (High proficiency) * Highly organized and detail-orientated. (Medium proficiency) * Conflict/mediation management skills. (Medium proficiency) * Proficiency with Microsoft Office Suite (Medium proficiency) * Proficient in HRM (e.g., UKG Pro, Cornerstone, etc.) systems. (Medium proficiency) * PHR or SHRM-CP Upon Hire Preferred Physical Requirements The physical requirements described here are representative of those that must be met by an associate to successfully perform the essential functions of the job. While performing the duties of the job, the associate is required on a daily basis to analyze and interpret data, communicate, and remain in a stationary position for a significant amount of the work day and frequently access, input, and retrieve information from the computer and other office productivity devices. The associate is regularly required to move about the office and around the corporate campus. The associate must frequently move up to 10 pounds and occasionally move up to 25 pounds. Travel Requirements * 20% Travel between 3 dealership locations routinely Join Us The Friedkin Group and its affiliates are committed to ensuring equal employment opportunities, including providing reasonable accommodations to individuals with disabilities. If you have a disability and would like to request an accommodation, please contact us at ******************************. We celebrate diversity and are committed to creating an inclusive environment for all associates. We are seeking candidates legally authorized to work in the United States, without Sponsorship.

Aristocrat seeks an outstanding Director for People & Culture Service Operations, responsible for leading the P&C centralized services group in the Americas region. This role provides strategic solutions and mentorship across all service areas and now includes ownership of the employee relations function within the shared services organization. The successful candidate will bring deep operational experience leading people shared services teams, hands-on expertise with systems such as Workday and ServiceNow, and the ability to build scalable service delivery models. They will act as a champion and trusted partner-elevating team capabilities, expanding service excellence, and embedding a culture of continuous improvement. This leader will also strengthen the team's Employee Relations capabilities. They will guide the end-to-end process for handling ER cases and investigations. They will provide mentoring on sensitive workplace matters. What You'll Do * Lead and scale a high-performing HR shared services team that delivers a broad range of operational functions, including employee inquiries, onboarding/offboarding, P&C delivery, benefits administration, employee relations case management and investigations, and other HR services. * Own and coordinate the Employee Relations job function, ensuring all work related to employee relations, including advice and counsel, employee experience, and investigation cases, is developed, tracked, and resolved within the case management system (e.g., ServiceNow) with accuracy, timeliness, and confidentiality. * Deliver the full scope of ER work - from initiation through completion for PIPs, redundancies, disciplinaries, probation, investigations, whistleblower, policies, grievances, and elevated manager support, including advice, counsel, training, and guidance - ensuring consistency, fairness, and compliance with policies and laws. * Coach and level up the team to confidently handle employee life-cycle inquiries, benefit administration, payroll inquiries, and ER-related conversations, including performance counseling, handling discipline, and workplace investigations, while maintaining a strong employee advocacy approach. * Develop short-term and long-range strategies for HR operational objectives; stay informed about evolving trends and regulations, incorporate guidelines, anticipate future needs, and proactively design scalable solutions. * Collaborate closely with HR Business Partners and Legal partners on complex employee relations matters, ensuring alignment with company policies, values, and culture. * Enhance process efficiency and employee experience by using technology for optimization, automation, and self-service solutions. * Define, develop, and report key service metrics for both general HR operations and ER case management to drive continuous improvement and service excellence. * Develop a culture of trust and accountability by developing the team's professional capabilities through training, communication, and change leadership. * Support the Americas region's P&C community, build strong partnerships with leaders, and deliver high-quality operational support with professionalism and emotional intelligence. * Lead, mentor, and develop the team, providing clear goals, feedback, and growth pathways-empowering them to deliver exceptional service and sound employee relations support. What We're Looking For * Bachelor's degree in HR, Business, or a related field; HR certifications (AIHR, HRCI, SHRM, etc.) are valued. * 10+ years of HR experience, with at least 3+ years in leadership roles within Shared Services or Employee Relations. * Proven success leading P&C Shared Services Operations teams and coordinating emergency room case coordination processes using ServiceNow or similar platforms. * Demonstrated experience using Workday as a core HRIS to support P&C operations and employee data management. * Solid understanding of Employee Relations protocols, including investigations, corrective action, and coaching for leaders and employees. * Ability to design and implement operational improvements that balance compliance, emotional intelligence, and business outcomes. * Skilled in leadership, communication, and collaborator management; able to navigate sensitive situations with integrity and discretion. * Highly self-sufficient, analytical, and adaptable; excels in ambiguous and fast-paced environments. * Passionate about improving employee experience through efficient processes, empowered teams, and innovative solutions. * Exceptional written and verbal communication skills with the ability to influence across all levels. * Ability to travel ( Why Aristocrat? Aristocrat is a world leader in gaming content and technology, and a top-tier publisher of free-to-play mobile games. We deliver great performance for our B2B customers and bring joy to the lives of the millions of people who love to play our casino and mobile games. And while we focus on fun, we never forget our responsibilities. We strive to lead the way in responsible gameplay, and to lift the bar in company governance, employee wellbeing and sustainability. We're a diverse business united by shared values and an inspiring mission to bring joy to life through the power of play. We aim to create an environment where individual differences are valued, and all employees have the opportunity to realize their potential. We welcome and encourage applications from all people regardless of age, gender, race, ethnicity, cultural background, disability status or LGBTQ+ identity. EEO M/F/D/V * World Leader in Gaming Entertainment * Robust benefits package * Global career opportunities Our Values * All about the Player * Talent Unleashed * Collective Brilliance * Good Business Good Citizen Travel Expectations None Pay Range $162,400- $215,000 per year Our goal is to pay a market competitive salary focusing near the median of our pay ranges. However, final offers for all positions will be based on several factors such as experience level, education, skills, work location, and internal pay equity. This position offers a comprehensive benefits package, including health, dental, and vision insurance, paid time off, and a 401(k) plan with employer matching, more details available at ************************* Additional Information At this time, we are unable to sponsor work visas for this position. Candidates must be authorized to work in the job posting location for this position on a full-time basis without the need for current or future visa sponsorship.

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, sexual orientation, age, disability, gender identity, marital or veteran status, or any other protected class.

Job Description Living Our Values All associates are guided by Our Values. Our Values are the unifying foundation of our companies. We strive to ensure that every decision we make and every action we take demonstrates Our Values. We believe that putting Our Values into practice creates lasting benefits for all of our associates, shareholders, and the communities in which we live. Why Join Us? Career Growth: Advance your career with opportunities for leadership and personal development. Culture of Excellence: Be part of a supportive team that values your input and encourages innovation. Competitive Benefits: Enjoy a comprehensive benefits package that looks after both your professional and personal needs. A Day In The Life The Director of Human Resources serves as the strategic and operational leader of all people-related functions across the Ascent Automotive platform. This role oversees HR strategy, compliance, talent management, and employee engagement to ensure a strong workforce that drives customer satisfaction, operational excellence, and organizational growth. The Director partners with executive leadership and dealership management teams to implement best practices in recruitment, training, performance management, and employee relations. As a Director, Human Resources you will: Develop and execute HR strategies aligned with the dealership group's business objectives and culture. Lead all areas of HR including recruitment, onboarding, training, compensation, benefits, employee relations, and compliance. Partner with General Managers and leaders at each dealership to address workforce planning, staffing needs, and performance management. Drive initiatives to enhance employee engagement, retention, and career development. Oversee employee relations issues, investigations, and conflict resolution in a consistent, fair, and compliant manner. Ensure compliance with federal, state, and local employment laws and regulations (EEO, FLSA, FMLA, OSHA, etc.). Analyze HR data and metrics to advise leadership on workforce trends, diversity, retention, and areas for improvement. Collaborate with leadership to create compensation and incentive structures competitive within the automotive retail industry. Lead the design and delivery of training programs to support sales, service, leadership, and compliance needs. Manage HR staff and provide coaching and development to support operational excellence across all locations. Champion a positive workplace culture focused on teamwork, accountability, customer service, and ethical business practices. What We Need From You Bachelor's Degree in Human Resources, Business Administration, or related field Req and Master's Degree Preferred 7-9 years of progressive HR leadership experience, preferably in retail, automotive, or multi-location business operations. Proven experience in developing HR strategies, policies, and programs across complex organizations Required Knowledge of employment laws and human resources policies and procedures. (High proficiency) Ability to learn and use HR software and other relevant technology. (Medium proficiency) Knowledge of EEOC and OFCCP laws. (Medium proficiency) Ability to maintain effective interpersonal relationships. (High proficiency) In-depth knowledge of various health insurance plans (HMOs and PPOs). (Medium proficiency) Critical thinking and decision making skills. (High proficiency) Highly organized and detail-orientated. (Medium proficiency) Conflict/mediation management skills. (Medium proficiency) Proficiency with Microsoft Office Suite (Medium proficiency) Proficient in HRM (e.g., UKG Pro, Cornerstone, etc.) systems. (Medium proficiency) PHR or SHRM-CP Upon Hire Preferred Physical Requirements The physical requirements described here are representative of those that must be met by an associate to successfully perform the essential functions of the job. While performing the duties of the job, the associate is required on a daily basis to analyze and interpret data, communicate, and remain in a stationary position for a significant amount of the work day and frequently access, input, and retrieve information from the computer and other office productivity devices. The associate is regularly required to move about the office and around the corporate campus. The associate must frequently move up to 10 pounds and occasionally move up to 25 pounds. Travel Requirements 20% Travel between 3 dealership locations routinely Join Us The Friedkin Group and its affiliates are committed to ensuring equal employment opportunities, including providing reasonable accommodations to individuals with disabilities. If you have a disability and would like to request an accommodation, please contact us at ******************************. We celebrate diversity and are committed to creating an inclusive environment for all associates. We are seeking candidates legally authorized to work in the United States, without Sponsorship.

Director of Human Resources Richtech Robotics THE JOB: As the Director of Human Resources, you will lead the people strategy that supports Richtechs 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 tomorrows 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. Youre not just reactiveyou shape the team well need next year, not just today. Youre comfortable discussing KPIs and career paths in the same breath, and you know great people are a companys 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) Bachelors degree in Human Resources, Organizational Psychology, or related field; PHR or SHRM certification preferred

Job Title: Director of Human Resources Department: Human Resources Reports To: Chief Administrative Officer - Deep Roots Harvest Job Type: Full-Time FLSA Status: Exempt The Director of Human Resources is a strategic and hands-on leadership role responsible for overseeing and executing all aspects of HR and Payroll operations across Deep Roots Harvest's multi-location cannabis operations in Nevada. This role is essential in fostering a positive workplace culture, ensuring legal compliance, and driving operational excellence in employee relations, records management, payroll, benefits, training, and recruitment. The position requires regular travel between locations, including overnight stays. Key Responsibilities Strategic HR Leadership * Align HR strategies with organizational goals and regulatory requirements. * Develop and manage HR and Payroll budgets, including compensation, employee benefits, and training programs. * Lead or directly manage all HR and Payroll functions across multiple Nevada locations. * Supervise HR and Payroll staff, providing coaching, performance management, and professional development. * Serve as a strategic partner to leadership while actively participating in day-to-day HR operations. * Champion the company's core values: Work Ethic, Self-Motivation, Positive Attitude, People Matter, and Strength of Character. Employee Relations & Culture * Build and maintain a positive, inclusive, and high-performance workplace culture. * Foster team cohesion and employee engagement through proactive culture-building initiatives. * Develop and implement strategies to reduce turnover and improve employee satisfaction. * Coach, mentor, and guide department leaders in effective employee management. * Conduct and manage workplace investigations and disciplinary actions with fairness, consistency, and confidentiality. * Build and maintain positive working relationships across all levels of the organization. * Represent the company professionally in all internal and external interactions. Compliance & Legal Oversight * Ensure all HR practices comply with federal and Nevada employment laws, including cannabis-specific employment regulations. * Conduct regular audits of employee records, payroll practices, and HR procedures to ensure accuracy, efficiency, and compliance. * Enforce company policies and regulatory requirements consistently and fairly. * Maintain up-to-date knowledge of employment law and HR best practices. Recruitment & Talent Acquisition * Lead recruitment efforts to attract, hire, and retain top talent across all locations. * Develop and implement effective sourcing strategies and onboarding processes. * Collaborate with department leaders to forecast staffing needs and support workforce planning. Payroll, Benefits & Data Management * Oversee payroll operations to ensure accuracy, timeliness, and compliance. * Manage HRIS and payroll systems, ensuring data integrity and reporting capabilities. * Administer and evaluate employee benefits programs, ensuring competitiveness, compliance, and cost-effectiveness. * Conduct wage and compensation analysis to ensure internal equity and market competitiveness. * Collaborate with Finance and Compliance teams to support audits and reporting needs. Training & Development * Design and implement training programs that support employee growth, compliance, and operational excellence. * Monitor training effectiveness and adjust programs to meet evolving business needs. Technology & Innovation * Leverage modern HR technologies to streamline processes and improve employee experience. * Operate effectively in a Microsoft-based environment, including tools such as Outlook, Teams, Excel, and SharePoint. * Stay current with emerging HR tech trends and lead the adoption of new tools and systems. Other Responsibilities * Perform other duties as assigned. Skills and Abilities * Strong leadership, communication, and interpersonal skills. * Excellent organizational and time management skills. * Ability to manage multiple priorities in a fast-paced, regulated environment. * Ability to maintain confidentiality and handle sensitive information with discretion. * Ability to build effective working relationships and take direction. * Ability to meet deadlines and maintain composure under pressure. * Ability to perform repetitive movements and see and hear sufficiently to perform job duties. * Maintain professional decorum in high-pressure or sensitive situations. * Communicate effectively-both verbally and in writing-with clarity and professionalism. Physical Demands and Working Conditions * Ability to sit or stand for extended periods while working on a computer. * Ability to travel by car or air for multiple days at a time. * Ability to work in environments where exposure to cannabis plants, cannabis products, and odors is common. * Ability to lift up to 25 pounds and perform occasional physical tasks such as bending, twisting, or reaching. Equal Employment Opportunity Statement Deep Roots Harvest is an Equal Opportunity Employer. We are committed to creating a diverse and inclusive workplace and do not discriminate on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, veteran status, or any other protected status under applicable federal, state, or local laws. Experience and Education * Minimum 10 years of progressive Human Resources experience, with at least 5 years in a leadership role. * Demonstrated expertise in employee relations, employment law, payroll, benefits, and recruitment. * Experience managing HR in a multi-site and/or regulated environment is a strong plus. * A Human Resources Management degree or recognized professional certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus. * A combination of education and equivalent experience will be considered. Licensing & Pre-Employment Requirements * Valid Driver's License * Ability to obtain and maintain a Nevada Marijuana Agent Card. * Ability to pass a comprehensive background check and pre-employment drug screening * #ZR

Job Title: Director of Human Resources Department: Corporate Reports to: Chief Financial Officer FLSA Status: Exempt The Director of Human Resources will run the daily functions of the Human Resources (HR) department including payroll administration, benefits administration, and leave administration, and enforcing company policies and practices. Essential Duties and Responsibilities: Reports directly to the Chief Financial Officer and partners closely to address the organization's human resource needs, including benefit programs, employee engagement, wellness initiatives, optimization of HRIS tools, and collaboration with accounting on payroll-related matters. Provides support and guidance to HR team members, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations. Manages the payroll administration process semi-monthly, including verifying accuracy on the payroll registers, verifying proper deductions for employees, and working directly with the payroll provider on any issues Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Manages benefits administration to include new hire enrollment and open enrollment, partners with brokers on communicating legal documents to participants, process QLE's, benefit reconciliations, and strategizing new ways to promote our benefits and wellness programs Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Manage confidential information. The ability to meet attendance schedule with dependability and consistency. Other duties may be assigned at the discretion of Management Supervisory Responsibilities: Recruits, interviews, hires, and trains new staff in the department. Oversees the daily workflow of the department. Handles discipline and termination of employees in accordance with company policy. Requirements for Education and/or Experience: Bachelor's degree in human resources, Business Administration, or related field preferred. A minimum of five years of human resource management experience is preferred. Professional HR certification such as SHRM-CP or PHR preferred. Specialized Knowledge, Skills and Experience: Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. What our employees are saying about us? "Great company to work for! I have a great schedule with great benefits and a 401k plan. would recommend this job to anyone." "There are a lot of opportunities to grow in this company." What are you waiting for? APPLY ALREADY! All offers of employment at DLC Empire are contingent upon clear results of a thorough background check. Background checks will be conducted on all final candidates and on all employees who are promoted, as deemed necessary.

Director of Human Resources DEPARTMENT: Human Resources REPORTS TO: SVP, Human Resources FLSA STATUS: Salaried LEGENDS & ASM GLOBAL Two powerhouse companies have joined forces to redefine excellence in sports, entertainment, and live events. Together, we combine unmatched expertise with a global reach, offering end-to-end solutions - from venue development and event booking to revenue strategy and hospitality. Legends brings a 360-degree, data-driven approach across Global Partnerships, Hospitality, Merchandise, and Attractions, working with top-tier clients to deliver exceptional experiences. ASM Global, the world leader in venue management and live event production, oversees 350+ iconic venues stadiums, arenas, conventions centers and theaters. Our organization is committed to building an inclusive, innovative environment where differences drive solutions that benefit our team members, guests, and partners. Guided by our values of respect, integrity, and accountability, we create a workplace where everyone can succeed. Are you ready to be part of the team that is transforming live entertainment? Join us to make legends happen! 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 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 | ASM 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 Prior labor and union relations experience. 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 & ASM 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:** 1250070BR **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.

What You'll Do: Talent Acquisition: lead efforts to develop a recruiting program that attracts top talent, collaborating with hiring managers to define job scopes, develop sourcing strategies, and ensure a diverse and inclusive hiring approach Policy Development: creates scalable policies and procedures, guided by our core values, to meet the organizations needs Compensation: design and implement competitive and equitable compensation and programs across multiple regions to attract and retain top talent Benefits: maintain a competitive employes benefits program, including active communication and education to employees; and facilitates operational aspects such as coordinating leave of absences Performance Management: implement and enhance performance management systems, including aligned goal setting, performance reviews, bonus and promotion process, and career development plans, fostering a high-performance culture HR Operations: facilitate operational HR aspects such as employee records maintenance, employee org chart maintenance, directing employees to self-service resources, and overseeing compliance with labor laws spanning multiple regions Employee Engagement: drives ongoing feedback loops with employees and managers and provides recommendations to leadership on engagement, retention, and development strategies HR Analytics: collects, measures and communicates data-driven insights to key leader on employee engagement, retention, recruitment strategies, etc. Leadership Development: educates leaders on key resources related to developing and engaging their teams; recruiting, interviewing, and onboarding new employees; and their role in key people processes such as goal setting, performance reviews, merit planning, etc. Employee Relations: supports management by providing advice on employee relations matters and establishes best practices to mitigate risk Training & Development: collaborate with key leadership and people managers to support the development of our workforce. Travel, up to 30%, based on business needs, to support engagement and roundtables for all business units in the local markets with occasional travel outside of market. What You Bring: Minimum of 10+ years of HR-related experience, with at least 3 years in a senior leadership position managing HR in a hyper-growth, innovation-focused company Experience working at technology start-ups; working knowledge of scaling hospitality + technology organizations from start-up to mid-size preferred Experience managing a dispersed workforce preferred Expertise in organizational design, performance management, leadership development, and succession planning Highly effective strategic planning and analytical skills that result in the development and implementation of high impact HR policies, plans and initiatives Proven track record of success in building and developing strong, cross-functional, and high-impact teams Tremendous emotional intelligence--your empathy and great judgment make you a trusted partner to Kaptyn's leaders and colleagues You are an exceptional communicator in both written and verbal interactions; clear, concise, and courageous in giving tough yet supportive feedback when needed to leaders at all levels Ability to carry out change management and alignment with Kaptyn's Mission, Vision, and Values Proficient in creating and managing a budget and implementing metrics to effectively track cost-per-hire, time to fill, sourcing effectiveness, quality of hire, and other recruitment related metrics. Thorough knowledge of federal and state employment laws and current HR business trends and best practices; active membership in professional affiliations; experience with California labor practices preferred Strong understanding of industry trends and best practices, as well as a deep understanding of compliance / regulatory requirements What can we offer? Competitive compensation Medical, dental and vision insurance Company Paid life insurance, short- & long-term disability. Paid Time Off Being part of a bigger mission and improving the experiences and lives of others Diversity Kaptyn is an equal opportunity employer and makes employment decisions on the basis of merit. All employment decisions will be based on business needs, job requirements and individual qualifications. As an Equal Opportunity Employer, Kaptyn prohibits discrimination and harassment.

Job Description Who We Are At Smart City Networks, we don't just support technology; we power the connections that make the biggest events in the country possible. For more than 40 years, we've been the behind-the-scenes tech partner for convention centers, trade shows, and conferences; supporting over 3,000 events annually, from Fortune 500 product launches to global political summits. With a national footprint and a team of more than 250 professionals, our Las Vegas headquarters is home to our customer service, accounting, and technology teams, along with our Network Operations Center (NOC), which provides 24/7 remote monitoring and Internet security services. About the Role We're looking for a strategic and people-focused Director of Human Resources to lead our HR function and drive initiatives that support employee engagement, compliance, and organizational growth. This is a high-impact leadership role that blends strategy with hands-on execution across recruiting, benefits, employee relations, and more. You'll work closely with senior leadership to shape a positive workplace culture, develop HR programs, and ensure our people practices align with business goals. What You'll Do Lead all core HR functions including recruiting, onboarding, training, benefits, compliance, employee relations, and performance management. Manage the Administrative team, including Office Manager, Travel Coordinator, and Front Desk staff. Develop and implement HR policies, programs, and procedures that support company goals and values. Partner with leadership on workforce planning, career pathing, and employee development. Oversee employee engagement initiatives, wellness programs, and recognition efforts. Drive organizational culture initiatives that foster inclusion, innovation, and accountability. Support organizational change efforts including restructuring, policy updates, and communication strategies. Ensure compliance with federal, state, and local employment laws and regulations. Lead and oversee workplace investigations, including allegations of misconduct, policy violations, and employee grievances maintaining detailed documentation. Partner with legal counsel to prepare responses to administrative charges, litigation, and regulatory inquiries. Monitor HR metrics and provide insights to senior leadership. Leverage HRIS and analytics tools to inform decision-making and improve employee experience. Collaborate with Marketing and Recruiting to enhance employer brand and attract top talent. Develop internal communication strategies that promote transparency and engagement. Support diversity, equity, and inclusion efforts across the organization. Lead HR department growth and continuous improvement. Perform additional duties as assigned. What You'll Bring Bachelor's degree in human resources or related field. 5+ years of progressive HR leadership experience. Strong knowledge of employment laws, HRIS systems, and best practices. Proven history of managing sensitive employee relations matters and conducting investigations with discretion and integrity. Experience in responding to legal claims, including drafting position statements, and coordinating with external counsel. Proven ability to lead teams and manage multiple priorities • Excellent communication, interpersonal, and conflict resolution skills. Strategic mindset with a hands-on approach to execution with ability to navigate complex situations and provide risk-mitigating recommendations to leadership. Budget management experience. PHR/SPHR certification preferred. OSHA 10/30 or construction safety experience a plus. What Sets You Apart You're a trusted advisor and empathetic leader. You balance strategic vision with operational execution. You thrive in dynamic environments and lead with integrity. Perks & Benefits We believe in supporting the whole employee; personally, and professionally. Here's what we offer: Medical, dental, and vision insurance Prescription drug coverage Paid time off (PTO) Short- and long-term disability coverage Life and AD&D insurance (basic and voluntary) Flexible Spending Account (FSA) 401(k) retirement plan Tuition reimbursement Employee wellness initiatives Life Assistance Program (LAP) Supplemental accident, critical illness, and hospital care coverage Other Important Details This is an on-site position based at our Las Vegas headquarters. Some travel across the U.S. may be required for site visits, company meetings, and ongoing professional development (approximately 10-15% annually). Employment is contingent upon passing a background check and drug screening. Smart City Networks is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you require accommodations in the application process, please contact us at ************************* or ************. Lead the people; shape the culture; drive the future. Apply today to help build the team that powers the connections behind the scenes.

Job Details Rainbow Office - Las Vegas, NV Full Time $95000.00 - $115000.00 SalaryDescription The Talent Success Manager is a hands-on leader responsible for supporting employee success across the full talent lifecycle. This role assists in overseeing key HR functions, including Payroll, Benefits, Recruitment, Training & Development, and New Hire Orientation, ensuring alignment with organizational goals and a seamless employee experience. This role partners with leadership to attract, retain, and support talent. The Talent Success Manager plays a critical role in shaping a high-performance culture through thoughtful strategy, compliance, data-driven decision-making, and a people-first mindset. This individual must demonstrate substantial experience managing a team, administering employee benefits, and leading employee relations efforts, including complex investigations and sensitive workplace issues. Key Responsibilities Leadership & Strategy Manage HR team members across HR, Recruitment, and Training & Development Lead HR initiatives to boost employee engagement, improve retention, and elevate overall satisfaction across benefits, recruitment, employee relations, investigations, onboarding, and training. Act as a business partner to leadership, providing insights and guidance on workforce planning, compliance, and talent development. Provide guidance and coaching to managers on performance issues, policy interpretation, and conflict resolution. Deliver and facilitate HR training for new hires, including onboarding sessions, compliance training, and company culture integration. Oversee the administration and tracking of monthly, 90-day, and annual performance reviews to ensure timely completion and ensure alignment with our Talent Management philosophy. Manage relationships with third-party HR vendors and outsourcing partners, ensuring service levels are met, contracts are up to date, and vendor performance aligns with organizational goals. Benefits Administration Manage benefits strategy and administration, including vendor relationships, open enrollment, and employee education. Ensure accurate and timely processing of benefits, including medical, dental, vision, 401(k), and life insurance. Oversee all leave of absence cases, including ADA, FMLA, STD, and personal leaves, ensuring compliance with applicable laws and internal policies. Employee Relations & Compliance Maintain up-to-date knowledge of employment laws and HR best practices. Conduct internal investigations related to employee complaints, EEO claims, and workplace concerns, ensuring timely and thorough resolution. Maintain documentation and ensure consistent application of policies and disciplinary action. Ensure compliance with all regulatory requirements related to payroll, benefits, and HR policies. Respond to audits and inquiries from external agencies as needed. HRIS & Data Management Run reports and oversee HRIS data accuracy, supporting leadership with workforce analytics, headcount, turnover, and compliance metrics. Support HR system optimization and ensure employee records are appropriately maintained. Serve as the primary point of contact for all Paycom processes, including workflow management, system troubleshooting, reporting, and user support. Competencies Integrity Consistently demonstrates ethical behavior. Addresses minor ethical issues independently. Ensures confidentiality and privacy in various situations. Communication / Collaboration Communicates effectively in various settings. Collaborates well with team members to achieve common goals. Tailors messages to different audiences and situations. Critical Thinking / Problem Solving Analyzes problems independently and develops effective solutions. Uses creative thinking to address more complex issues. Evaluates the effectiveness of solutions and makes necessary adjustments. Conflict Resolution Addresses conflicts independently and impartially. Mediates effectively between parties to reach resolutions. Uses advanced conflict resolution strategies. Developing Others / Empowerment Actively supports the development of team members. Provides regular feedback and opportunities for growth. Encourages initiative and empowers others to take on new challenges. Required Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 7+ years of progressive HR experience, with at least 2 years in a leadership or supervisory role. 7+ years working with HRIS systems (e.g., Paycom, ADP, Workday). Proven experience in benefits administration, employee relations, conducting investigations, and ADA/FMLA/LOA management. Deep knowledge of employment law, HR compliance, and industry best practices. Excellent interpersonal, leadership, and communication skills. Preferred Qualifications HR certification (e.g., SHRM-CP, PHR). Experience in a multi-state or national organization. Qualifications Anderson Business Advisors has been awarded the Top Places to Work honor by the Las Vegas Business Review Journal 5 years in a row! Anderson Business Advisors is an award-winning workplace -- voted Top Places to Work in 2020, 2021, 2022, 2023, and 2024 by the Las Vegas Business Review Journal, as well as Intuit's Firm of the Future award in 2020. Anderson Business Advisors is growing at a phenomenal rate, and we owe this success to our dynamic team, our commitment to excellent service, and our valued clients. Serving investors and small business owners nationally since 1999, Anderson Business Advisors is the nation's premier asset protection and tax planning firm. With a focus on providing excellent service, Anderson Business Advisors brings attorneys, CPAs, and other professionals under one roof to empower our clients to protect themselves and their investments from the growing legal and tax threats of an increasingly complex world. At Anderson Business Advisors, we're looking for friendly, driven, and passionate individuals to help us continue our mission as we empower investors and business owners to preserve and protect their wealth, find financial freedom, and create a legacy for their loved ones and communities. We support our team with ongoing training and professional development while providing internal advancement opportunities for driven team members who want to grow within Anderson as they succeed professionally and personally. Anderson Advisors offers robust benefits including: Embrace flexibility with a hybrid work schedule that balances remote and in-office work seamlessly. Kickstart your journey with a robust onboarding program that equips you with in-depth knowledge about our organization, services, and products. Prioritize your health with comprehensive medical, dental, vision, and short-term disability coverage-all provided at no cost to you. Plan for the future with a 401(k) matching program, starting at 4% after just 3 months of employment. Recharge and rejuvenate with generous paid time off, including 16 days in the first year and 21 days after one year of employment, in addition to 8 paid company holidays. Stay active with a $35 monthly gym membership subsidy. Please note that a full background check, drug screen, internet, and social media search are required for employment.

Job Details RENO OPERATIONS CENTER (ROC) - Reno, NV Full Time 4 Year Degree Human ResourcesDescription At Greater Nevada, our passion is helping more people Live Greater, including our members, communities, and each other. With pride, we strive to make a difference in the lives of our members and the communities they live in through financial inclusion, education, and empowerment. Why? Simply because we believe that together, we Live Greater. To do this, we practice C.A.R.E. with our Values: We Care Genuinely. We build relationships because we know that we are Greater Together. We Stay Trustworthy as we serve our communities. "Be Bright" rings in our ears as we find custom solutions that meet our members' needs. We Inspire One Another, our members, and our communities to re-imagine what Living Greater can be. In every moment, we Enjoy the Experience. It's what has made the last 70 years greater and what we carry into the future as we continue to serve. These values have guided us to become the largest Nevada-based credit union to touch the lives of more than 88,500 members and thousands upon thousands of people through our community and philanthropic work. If you're enthusiastic, collaborative, and ready to make an impact, we'd love to meet you! About The Position: The Human Resources (HR) Manager is responsible for leading and supporting core HR functions across the organization, with a strong emphasis on employee relations, talent acquisition, leave administration, multi-state legal compliance, and performance management. This role partners closely with leadership and employees to foster a fair, inclusive, and high-performing work environment. The HR Manager ensures that all HR policies and practices align with organizational goals and comply with federal, state, and local employment laws and regulations. What You'll Be Doing Ensures the Company's treatment of employees is consistent with its core business values and objectives. Partners with both senior business stakeholders and HR teams to develop and implement Employee Relations best practices and programs. Investigates and resolves complex or critical employee relations issues in a timely and effective manner. Collates and analyzes employee feedback across all levels on a regular basis and revising people programs and policies to generate more positive outcomes. Participates in and/or leading projects focused on continuous improvement. Identify, analyzes, and implement solutions in partnership with leaders for complex and highly sensitive ER issues. Works with HR Generalist to perform all tasks with detail, accurate, and complete investigation documentation; including issue confirmation, interview notes, investigation summaries, and investigation results. Analyzes trends in partnership with the Vice President of People Resources to develop solutions, programs, and policy recommendations. Ensures leave compliance oversight of the Human Resource Generalist and will provide manages leave administration. (FMLA, ADA). Ensures compliance in state and federal laws are being followed, incorporates legal guidance as needed. (Multi State employment law administration). Oversees creating EEOC, Safety and other pertinent trainings modules and materials to the organization in partnership with the Vice President of People Resources. Creates training materials for leaders and leads the People teams Greater Beginnings presentation. Oversees Workers comp process Lead the performance management process, including goal setting, annual reviews, and performance improvement plans (PIPs) or corrective actions. Provide oversight of full-cycle recruitment process of GNCU for exempt and non-exempt. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. Experience: Minimum of 5 years of progressive HR experience with at least 2 years in HR management with responsibilities in employee relations, recruitment, and leave administration. Knowledge: Strong understanding of federal and multi-state employment laws (e.g., FMLA, ADA, FLSA, Title VII, state-specific regulations). Demonstrated experience managing complex employee relations issues and conducting workplace investigations. Proven success in managing recruiting strategies across a variety of job levels and functions. 5 years of Familiarity with HRIS and ATS systems. Skills & Competencies Tech savvy Action oriented Communicates effectively Strategic thinking, operational execution, and interpersonal agility to manage sensitive HR issues with discretion and integrity. Work independently to organize and prioritize tasks, manage time to meet deadlines, analyze requests, understand issues, and develop appropriate solutions. Understand simple and complex compliance matters, when applicable, to meet the statutory and regulatory requirements of assigned areas of responsibility. Communicate clearly and concisely via an appropriate level of verbal, written, and presentation skills. Also, possess the ability to read, comprehend and explain applicable documentation. Proficiently utilize a computer and the software applicable to this position. Ability to develop business cases that inform, persuade, and inspire action. Possess the ability to accurately perform basic arithmetic operations and calculations as appropriate for your position. Possess and maintain broad knowledge of the job functions required in the positions you directly supervise. Physical Demands While performing the duties of your job, you may regularly be required to sit and use a keyboard, multiple monitors, mouse, and telephone (including repetitive motions with hands, fingers, arms, etc.) for extended periods of time. You may also frequently be required to stand, walk, and reach with hands and arms, bend, and kneel. You may occasionally be required to lift and/or move up to 40 pounds. Anything above 40 pounds requires a team lift. Location and Travel Requirements Greater Nevada Credit Union's Reno Operation Center (Hybrid Role) 9790 Gateway Drive Reno, NV United States Located in an idyllic small community in beautiful Northern Nevada Compensation & Benefits $105,000 - $150,000 per year Compensation is dependent on experience Medical, dental, and vision plans, where we cover 90% of employee costs and about 75% of the costs for their dependents Health Savings Account contributions Supplemental insurance and life insurance plans Paid time off, including vacation and sick time, 12 annual paid holidays, 2 floating holidays, 1 floating wellness day and sabbatical leave after every seven years of employment Paid time to volunteer and make a contribution to the community Employee product and service discounts Greater Nevada is an Equal Opportunity Employer Employment at Greater Nevada is based solely on a person's merit and qualifications directly related to professional competence. Greater Nevada prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Job Description When life gets hard, we make it easier! Libra Solutions helps overcome the burdens created by slow-moving legal processes. Combining technical innovation and financial strength, we help speed cumbersome workflows and ease financial barriers for our customers. And our companies are leaders in their industries! Oasis Financial is the largest and most recognized national brand in consumer legal funding. Oasis helps consumers awaiting legal settlements to move forward with their lives. MoveDocs is a personal injury solutions platform that integrates and streamlines medical, financial, and professional services for personal injury cases. Our mission is to improve outcomes for plaintiffs, accelerate settlements for attorneys, and ensure timely payment for providers. We are proud of our mission and passionate about applying technology to the challenge of making healthcare more accessible. We also are the leading inheritance funding provider through Probate Advance, helping heirs access their inheritance immediately, without the lengthy process of probate. Together, under the Libra Solutions banner, we have relationships with over 40,000 attorneys and over 7,000 healthcare providers nationwide, which gives us an amazing platform to service our customers. The Senior HR Generalist plays a key role in supporting the delivery of high-quality HR services across the employee lifecycle, with a focus on employee relations, employee experience, and enabling a performance-based culture. This role works closely with employees and leaders to ensure HR programs are executed consistently and in alignment with business needs. As a trusted partner to the business, the Senior HR Generalist helps shape team effectiveness by driving performance conversations, supporting workforce planning, and reinforcing accountability. This individual takes ownership of local HR execution, anticipating needs, identifying opportunities for improvement and ensuring alignment with company values. The Senior HR Generalist also provides leadership and oversight to an Office Coordinator, ensuring office operations run smoothly and reflect a positive employee experience. Partner with leaders to understand business needs and support team effectiveness; guide coaching conversations and support performance-based outcomes across the employee lifecycle; from onboarding and engagement to development, compensation, and offboarding. Enhance employee experience by simplifying HR processes and enabling intuitive, self-service access to HR resources, making support more accessible and consistent. Interpret and act on people data (e.g., engagement survey results, turnover trends, performance metrics) to identify opportunities, measure effectiveness, and drive meaningful change. Evaluate and refine HR policies, tools, and communications to promote clarity and ensure consistent execution across compensation, performance, and development programs. Serve as a primary point of contact for employees and leaders, providing guidance and support across HR programs and practices. Collaborate with internal HR partners to ensure alignment and continuity across broader HR initiatives and service delivery, including compensation cycles, engagement surveys, and talent reviews. Analyze case trends, recurring issues, and process gaps to inform recommendations and drive continuous improvement using data insights to inform decisions and measure impact. Partner with key stakeholders to resolve complex employee issues and improve service delivery workflows. Build and maintain employee-facing resources, including knowledge bases and process documentation. Ensure data integrity and compliance with internal controls, employment laws, and confidentiality standards. Handle sensitive employee data and interactions with the utmost confidentiality and professionalism. Develop, implement, and cultivate positive employee experiences through the organization of events, communications, and recognition programs. Provide oversight and direction to an Office Coordinator, ensuring office operations contribute to a professional working environment. Requirements 4+ years of progressive HR experience; Bachelor's Degree preferred. Strong working knowledge of employee relations, performance management, and HR program execution. Proven ability to work independently while building strong partnerships across teams and functions. Demonstrated sound judgment, discretion, and professionalism in supporting employees and leaders. Highly detail-oriented with excellent communication and strong organizational and analytical skills. Proactive and resourceful, with the ability to anticipate needs, solve problems, and drive process improvements. Comfortable leveraging data and tools to inform decisions, streamline processes, and improve service delivery. Experience overseeing office operations or administrative team members preferred. Experience with HRIS platforms (ADP preferred). Proficient in Microsoft Office Suite. Working knowledge of state and federal employment and labor law. Benefits Libra Solutions offers competitive compensation (salary and bonus), medical, dental, vision, and life insurance, flexible spending account, 401k with company match, and paid time off.

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. 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: ************************************************************************************

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.

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, 50% of the time Work Shift Day Compensation Compensation includes a base salary of $79,400.00 - $119,000.00. 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 50%. 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.

Senior Staff / Principal HR Business Partner, Go-to-Market Are you a strategic partner who thrives on empowering leaders and teams to scale effectively? Do you bring a deep understanding of Go-to-Market dynamics and a passion for building high-performing, values-driven organizations? Are you excited to leverage data, technology, and coaching to shape a future-ready workforce and culture? If so, we invite you to be a part of our innovative team. As a Senior Staff / Principal HR Business Partner at Ridgeline, you'll serve as a critical advisor to our Go-to-Market (GTM) leadership team across Sales, Marketing, Customer Success, and Product Strategy. This highly visible role blends strategy and execution, influencing everything from organizational design and workforce planning to leadership development and performance culture. You'll craft people strategies that directly support scalable growth and innovation-and you'll be empowered to leverage the latest tools, including AI platforms like ChatGPT, to amplify impact and efficiency across the function. *NOTE: This role may be hired at a Senior Staff level or a Principal Level.* 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. The impact you will have Serve as a trusted strategic advisor to GTM and executive leaders, aligning people strategies with business goals. Design and implement scalable organizational structures, workforce strategies, and talent roadmaps through cross-functional alignment and influence. Coach executives and senior leaders to elevate their leadership effectiveness, impact, and organizational health. Lead cross-functional initiatives to build leadership capability and drive talent planning across GTM. Partner with Finance, GTM Operations, and HR to shape compensation and incentive programs that balance competitiveness, accountability, and fiscal discipline. Apply data, analytics, and AI-driven insights to inform people decisions, identify organizational opportunities, and measure program outcomes. Navigate and resolve complex employee relations matters with integrity and alignment to Ridgeline values Drive a culture of accountability, feedback, and inclusion to promote team clarity and engagement. Mentor other HR team members and model Ridgeline's culture of continuous learning, collaboration, and resilience. Stay informed on HR and technology trends (including AI) and translate insights into actionable strategies that enhance GTM effectiveness and innovation. What we look for 10-12+ years of HR Business Partner experience, ideally in high-growth, customer-facing tech environments. Demonstrated success advising executive leadership and shaping people strategy in GTM functions. Strong background in organizational design, talent planning, leadership development, and change management. Analytical mindset with the ability to translate insights into strategic people programs. Skilled at influencing cross-functional stakeholders with clarity and empathy. Exceptional communication and coaching skills. High comfort with ambiguity and a proactive, ownership-driven mindset. Experience with or curiosity about using AI tools and people analytics to scale impact. Experience leading HR initiatives during a period of GTM hypergrowth Bonus Familiarity with investment management or enterprise SaaS business models 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 Compensation and Benefits The typical starting salary range for new hires in this role is listed below. This role may be hired at a Senior Staff Level or Principal level depending on candidate skill, experience and qualifications The typical starting salary range for this role at the Senior Staff Level is: $170,000 - $190,000. The typical starting salary range for this role at the Principal Level 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