Director of human resources jobs in Oklahoma City, OK - 52 jobs

The Human Resource Generalist plays a key role in fostering an employee-centric, high-performance culture that emphasizes empowerment, quality, and productivity. This position is responsible for developing and executing HR initiatives that support the organization's goals, maintaining accurate employee records, and providing comprehensive support to both corporate and hourly team members. The HR Generalist ensures compliance with employment laws, manages the whole employee lifecycle through HRIS, and contributes to continuous improvement and a strong sense of belonging across the organization. This role requires strong analytical, organizational, and communication skills, as well as the ability to handle sensitive information with professionalism and confidentiality. Responsibilities: Own and manage all HRIS transactions, processes, and documentation for all employee lifecycle events, including salary, reporting structure, position changes, and internal mobility. Oversee employee termination procedures, including conducting exit interviews and coordinating the offboarding process. Partner with HR team members on special projects related to a wide variety of HR initiatives, including compliance, HRIS, policies & procedures, recruitment, and general administration. Provide administrative support with complex employment-related investigations, end-to-end, including conducting intake meetings, background research, investigative interviews, and debrief meetings for workplace investigations for EEO, and/or sensitive employee relations situations such as allegations of discrimination, harassment, Title VII violations, retaliation, misconduct, and hostile work environment determinations. Serve as the first point of contact for supervisors to assess issues without escalating everything to guidance. Intake and document basic investigations, including attendance, policy violations, and conduct matters. Recognize when to escalate issues or concerns appropriately. Assist supervisors with drafting detailed write-ups, SMART action plans, and termination documentation. Coach supervisors on difficult conversations and proper documentation practices. Provide policy guidance where appropriate. Explain decisions and outcomes professionally and empathetically while consistently enforcing company policies. Manage competing priorities with attention to detail while meeting deadlines. Ensure the accuracy of employee data in the HRIS by conducting regular audits and updates. Produce a variety of reports (turnover, EEO1, turnover metrics) that cover employee management, compliance, and organization development. Assist with the administration of employee benefits programs, including health insurance, leave policies, open enrollment, employee communication, and resolving benefits-related issues. Oversee performance review processes and develop strategies for employee growth and retention. Maintain accurate and up-to-date employee records and HR documentation. Ensure compliance with local and national regulations and applicable employment laws, and update policies and procedures when necessary. Build relationships by being boots-on-the-ground with team members and leadership. Support recruiting efforts and engage with community partners to build talent pipelines. Identify business needs proactively and deliver solutions when problems arise. Operate independently while knowing when to seek guidance. Minimum Qualifications: Bachelor's degree in human resources or related field; HR certification (PHR/SPHR or SHRM-CP/SHRM-SCP) is preferred. 3+ years of demonstrated success in an HR support/generalist role Must be located in or able to commute to Oklahoma City for on-site work Strong knowledge of all HR functional areas Strong knowledge of federal, state, and local employment laws, including FLSA, FMLA/ADA processes, and labor law basics Understanding of harassment basics and investigation procedures Experience with HRIS systems (UKG preferred) Demonstrated ability to draft SMART action plans and disciplinary documentation Experience documenting attendance policies and policy violations Excellent analytical, organizational, and communication skills Ability to handle sensitive information with professionalism and confidentiality Ability to balance empathy with policy enforcement Strong attention to detail and ability to manage competing priorities Who is M-D? At M-D Building Products, we're not just redefining industry standards - we're shaping the future of at M-D Building Products, we're not just redefining industry standards - we're pioneering the future of construction solutions. For over a century, our name has been synonymous with excellence in weatherstripping, floor and tile trims, perforated aluminum sheets, digital levels, and caulking solutions. What truly sets us apart is our people - they are the heartbeat of our success. We believe in the potential of every individual to make a meaningful impact. From the factory floor to the boardroom, we cultivate a culture rooted in integrity, innovation, and unwavering commitment. As a trusted leader in the construction industry, we are driven by a passion for continuous improvement and excellence. Benefits: M-D Building Products, Inc. offers a comprehensive benefits package designed to support the health and well-being of our employees. This includes Medical, Dental, and Vision coverage, access to an On-Site Clinic, and Voluntary Life Insurance options. Additionally, we offer a Lab Card Program, Group Term Life & AD&D, Flexible Spending Accounts (FSA) for both healthcare and dependent care, as well as Short-Term and Long-Term Disability coverage. Employees can also take advantage of our 401(K) plan with Company Match, Paid Time Off (PTO), Tuition Reimbursement, and Education & Development programs. We prioritize mental wellness through our Employee Assistance Program (EAP) and offer a range of Voluntary Benefits, including Accident, Critical Illness, and Hospital Indemnity Insurance. At M-D Building Products, Inc., we are committed to providing equal employment opportunities for all employees and applicants. We strictly prohibit discrimination based on race, religion, creed, color, national origin, nationality, citizenship, ancestry, sex, age, marital status, physical or mental disability, affectional or sexual orientation, gender identity, military or veteran status, genetic predisposition, or any other characteristic protected by law.

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

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

is located onsite in Tulsa, OK** WHO ARE WE: BlackHawk Industrial provides you the highest quality industrial products and equipment, offering manufacturing services while creating innovative engineered supply solutions. We truly believe in the importance of the local relationships with the customers we service. Our employees have fun every day exceeding the expectations of our customers, suppliers, and shareholders. We distinguish ourselves as the #1 choice of industrial manufacturers who are in need of Technical Service and Production Savings. We are BIG ENOUGH TO SERVE, and SMALL ENOUGH TO CARE. SUMMARY: T he Senior Director of Human Resources provides tactical and strategic guidance on people and organizational development strategies in support of the business objectives. Leads the organization in the following functional areas: talent acquisition; employee relations; policy interpretation and application, performance and compensation management; talent management; organizational design; employee development initiatives and training. ESSENTIAL DUTIES AND RESPONSIBILITIES: Personally exhibits, recruits and coaches associates consistent with Core Behaviors Responsible for promoting culture of safety Partners with Executive Leadership to develop organizational strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations in line with organization's strategic direction; establishes human resources objectives in line with organizational objectives. Implements human resources strategies by establishing department accountabilities, including talent acquisition, employment processing, compensation, health benefits, training and development, records management, safety and health, employee relations and retention and AA/EEO compliance. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Acts as change agent to organization through process design and approaches that support change and transformation; evaluates issues, patterns, and trends to provide proactive insights for HR solutions and program designs. Manages vendors to ensure services are delivered within contractual agreements; works to maintain professional relationships among various vendors and brokers. Provides day-to-day coaching to leadership on a variety of actions to include: employee relations issues, policy interpretation and application; talent management and development; investigations; and organizational design. Leads annual HR cycle deliverables to include performance management, merit and bonus awards, benefits enrollment, etc. Supervises and develops a team of HR personnel; Coaches and mentors HR team members to ensure continued professional growth in the department. Develops positive partnerships with multiple functional areas to drive results. QUALIFICATIONS: Must have excellent verbal and written communication skills Must be able to communicate in a courteous and professional manner via email, phone or in person Thorough knowledge of human resource management principles and best practices Proven experience as HR Director Must be proficient with basic computer operation and knowledgeable about position- specific programs (Excel in particular) Proficient at analysis and problem solving Strong aptitude for understanding the complex and constantly changing insurance regulations and coverage terms, as well as changes in health care law SUPERVISORY RESPONSIBILITIES : Direct supervisory responsibilities EDUCATION and/or EXPERIENCE: Bachelor's degree or equivalent in Human Resources, Business, Organization Development. 15 plus years of previous experience in a leadership role required Experience with change management and employee communications preferred Experience with a start-up or acquisition oriented company preferred Demonstrated excellence in communications, problem solving skills and process improvement Ability to use independent judgment to solve people and organizational issues Demonstrated ability to stay positive and motivated in a growing, challenging and changing environment Strong coaching and consulting skills with a track record of quickly gaining credibility and partnering collaboratively with business leaders Proven track record of successful partnership with supporting a remote population Ability to interface and influence at all levels of the organization Team player that thrives in fast paced, dynamic environment Travel required-10-15% CERTIFICATES, LICENSES, REGISTRATIONS : PHR or SPHR required WORK ENVIRONMENT: Employee is regularly required to speak and understand English, stand, walk, sit, use hand to finger, handle or feel objects, tools or controls; reach with hands and arms. Employee is required to use computer and other equipment. Employee frequently lifts and/or moves up to _50_ pounds. Specific vision abilities include close vision and the ability to clearly focus vision. PPE REQUIRED: Eye protection, ear protection, and as required by customer, steel-toed shoes and head protection. BENEFITS: Health Insurance BCBS of OK HDHP HSA with Employer match (must meet criteria) Dental and Vision Insurance 401K Plan and Company Match FSA (Full FSA, Limited FSA, and Dependent FSA) Company paid Long Term and Short-Term Disability Company paid basic Life Insurance and AD&D/ Supplemental life and AD&D/Dependent life Ancillary Critical Illness Insurance (Wellness Rider Included) Ancillary Accident Insurance (Wellness Rider Included) Ancillary Hospital Indemnity Employee Assistance Program (EAP) - Includes concierge services and travel assistance. Paid Time Off Holiday Paid Time Off Gym Reimbursement Quarterly Wellness challenge with a chance to will money or prizes Tuition Reimbursement - after 1 year of employment *BlackHawk Industrial is an Equal Opportunity Employer **As part of our BHID policy, we require all potential employees to undergo pre-employment background and drug screening. This is a standard procedure we follow to ensure a safe and productive work environment.

As an HR Transformation Senior Manager, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping, selling and executing HR transformation projects that integrate digital solutions, automation, process, and organization optimization. You will work closely with clients to improve HR functions, enhancing both business performance and employee satisfaction. This high-visibility role requires strategic thinking, deep expertise in HR transformation, strong client relationships, and effective project delivery. Key Responsibilities: Client Leadership & Relationship Management * Build strong, trusted long-term relationships with senior client stakeholders. * Advise clients on HR operating models, technology, and transformation strategies aligned with business goals. * Build perspectives on how the HR Strategy needs to evolve based on the evolution of the business strategy. * Help clients optimize HR functions for efficiency, scalability, and strategic alignment. HR Transformation Strategy and Value Case * Develop and implement HR transformation strategies that blend traditional HR practices with digital innovations like AI, GenAI, and automation. * Leverage analytics to assess current HR operations and design future-state models with technology-driven solutions to improve talent management, employee engagement, and workforce planning. * Drive HR activity analysis to understand allocations of HR staff time and effort; compare to industry benchmarks and leading practices. Recommend options to optimize HR resource allocation and align with organizational goals. * Work with clients to create HR transformation value cases and roadmaps that align HR with business strategy and deliver measurable outcomes. HR Operating Model and Service Delivery Framework * Design new HR operating models and service delivery frameworks for clients, infusing leading practices from areas such as employee experience, digital HR, shared services, and outsourcing. * Lead HR organization design efforts, articulating interaction models, location strategy, and sizing. Employee Experience & Talent Management * Lead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture. * Use HR technology, process improvement methodologies and data analytics to improve talent acquisition, performance management, and employee well-being. * Design talent management frameworks that integrate automation and AI to optimize workforce planning. HR Technology Evaluation & Selection * Lead the evaluation and selection of HR technologies (e.g., HRIS, AI tools) that fit client needs, culture, and business goals. * Guide clients through the vendor selection process, including creating RFPs and evaluating capabilities. Generative AI & Emerging Technologies * Articulate how organizations should leverage GenAI and other advanced technologies to improve the HR function. * Stay up-to-date on emerging digital HR trends and bring innovative solutions to clients. HR Operations, Shared Services & Outsourcing * Advise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation. * Help clients evaluate sourcing options, driving cost efficiency and quality. * Design and implement HR operating models leveraging these components. Process Optimization & Automation * Lead initiatives to streamline HR processes using automation, AI tools, and data analytics. * Implement intelligent automation solutions to enhance process efficiency, scalability and accuracy. Project Management & Delivery * Lead end-to-end delivery of HR transformation projects, ensuring timely, on-budget, and high-quality outcomes. * Manage cross-functional teams to execute solutions across HR domains. * Integrate new technologies like cloud-based HR systems and AI platforms into existing HR ecosystems. Change Management & Stakeholder Engagement * Guide change management efforts to ensure smooth transitions to new HR processes and technologies. * Facilitate stakeholder engagement, ensuring alignment with key business leaders and fostering buy-in and commitment at all levels of the organization. * Empower clients with the knowledge and tools needed to activate, apply, and sustain transformation initiatives long-term. Business Development & Sales * Lead business development efforts by identifying and generating new HR transformation opportunities, building on strong relationships with prospective clients. * Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR transformation capabilities, ensuring alignment with client needs and expectations. * Support business growth by working closely with senior leadership on strategic business development initiatives, offerings, and cultivating a pipeline of potential opportunities. Practitioner Development, Thought Leadership, and Innovation * Develop and coach practitioners on the functional craft of HR Transformation; support learning programs and training efforts to develop our people. * Contribute to thought leadership on HR transformation trends and emerging areas of interest. * Represent Accenture at industry events and conferences to enhance visibility and reputation. * Foster a culture of innovation and continuous learning within the HR Transformation practice. Qualification Core Skills: Basic Qualifications: * Minimum of 8 years' experience in HR transformation, digital HR, or HR technology consulting, with at least 4 years in a senior managerial or leadership role. * Minimum of 5 years leading large-scale HR transformation projects. * Minimum of 4 years' experience in designing and implementing HR operating models, shared services, and outsourcing strategies. * Minimum of 2 years' experience in the Insurance Industry Bonus Skills: HR Technology Expertise: * In-depth understanding of leading HR platforms (e.g., Workday, SuccessFactors, Oracle HCM) and their role in transforming HR operations and the employee experience. * Expertise in evaluating HRIS, talent management systems, and AI-driven solutions. * Experience managing vendor relationships and technology selection processes. HR Operating Model Design: * Strong understanding of HR operating models, including shared services, outsourcing, and service delivery optimization. * Ability to design and optimize HR operating models that integrate digital tools to drive efficiency and business outcomes. Employee Experience Focus: * Proven experience enhancing employee engagement and well-being through innovative HR strategies and digital solutions. * Ability to design employee-centric HR solutions that align with company culture and business objectives. Project Management & Delivery: * Expertise in managing complex projects from strategy to execution, on time, within budget, and with quality. * Familiar with Agile and Waterfall methodologies and project management tools (e.g., Jira, MS Project). Business Development & Sales: * Skilled in leading business development leadership and building strong client relationships. * Experience writing compelling proposals and presenting to senior leadership to win HR transformation engagements. Thought Leadership & Innovation: * Contributions to industry thought leadership through writing, speaking engagements, and research. * Active participation in industry events to stay current on HR transformation trends. Client Relationship & Stakeholder Management: * Strong interpersonal skills for building trusted relationships with C-suite executives and senior stakeholders. * Ability to influence senior leadership on HR strategy and technology decisions. Consulting & Strategic Thinking: * Ability to think strategically and develop innovative HR solutions that leverage digital technologies. * Excellent written and verbal communication skills, with the ability to translate complex HR transformation concepts into clear, actionable strategies. * Strong business acumen and ability to align HR transformation with organizational goals. Advanced Data Analytics & HR Metrics: * Experience with workforce analytics and creating HR dashboards using tools like Power BI or Tableau. Global & Multinational Experience: * Experience with global clients and knowledge of international HR practices and compliance. Agile & Scrum Certification: * Certification in Agile or Scrum methodologies. Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below. We accept applications on an on-going basis and there is no fixed deadline to apply. Information on benefits is here. Role Location Annual Salary Range California $132,500 to $338,300 Cleveland $122,700 to $270,600 Colorado $132,500 to $292,200 District of Columbia $141,100 to $311,200 Illinois $122,700 to $292,200 Maryland $132,500 to $292,200 Massachusetts $132,500 to $311,200 Minnesota $132,500 to $292,200 New York/New Jersey $122,700 to $338,300 Washington $141,100 to $311,200 Locations

FDH Aero is a trusted global supply chain partner for aerospace and defense companies. With more than 55 years of experience, it specializes in c-class components that include hardware, electrical, chemical, and consumable products and services for global OEM and aftermarket customers. At FDH Aero, we understand that the strength of our brand comes from our people, and our culture empowers every team member to contribute and grow. As a global team, our culture is rooted in five (5) core values that begin with the words “We are” and include: service-first, respectful, amplifiers, open-minded and accountable. FDH Aero is headquartered in Commerce, California, and has operations across the Americas, EMEA and APAC. FDH Aero has locations in 14 countries across the globe, with more than 1,200 best-in-industry employees and over 650,000 square feet of inventory space. For more information, please visit the FDH Aero website. The Sr. Human Resources Generalist will play a key role in driving company growth, engagement, and fostering a best-in-class culture. This role will partner with the HR team and management to carry out responsibilities in talent attraction, retention, workforce optimization; performance and total rewards management, employee productivity, relations; policy interpretation and application; organizational development, coaching, mentoring, and training; and HRIS management. This position requires a data-driven, analytical, and collaborative HR professional who can work effectively across all levels of the organization. The ideal candidate will have a desire to learn global and full-cycle human resources as well as have a deep commitment to wanting to continue to grow their career to the next level. Responsibilities: Drive integrity and accountability for the effective implementation of the annual HR cycle to facilitate value-added delivery, including workforce and talent planning, performance management, and total rewards Administration of the HCM (ADP Workforce Now), ATS, and LMS ensuring data integrity managing workflows, and security access Research and resolve HRIS issues, production support requests, and process flaws Assists with HRIS implementation, configuration, and testing tasks, as requested Helps maintain data integrity in systems by running queries and analyzing data Responsible for leave of absence administration (FMLA, STD, LTD, Parental Leave, etc.) Recommends policy and procedures to effect continual improvements in the efficiency of the HR Department Advises and coaches managers on corporate policies, core values, and programs including employee relations issues Monitors and evaluates employee satisfaction and attrition levels and recommends strategies and employee-focused programs and activities aimed to improve employee engagement and retention Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends, and advances in the profession, professional affiliations, and proactively makes recommendations for change Assists with planning, execution, and communication of Employee Recognition programs Assists in administering compensation plan; conducts wage, salary, and benefits studies, and makes recommendations for new and existing positions Support daily HR tasks required to administer and execute human resource programs including performance and talent management, succession plan, disciplinary matters; disputes and investigations; recognition, and morale; occupational health and safety; and training and development Researching appropriate resources to meet local training and development needs for staff and implementing training solutions with the Human Resources Team. Support performance management process and create learning and development programs and initiatives that provide internal development opportunities for employees Drive change management efforts across assigned organizations, ensuring employee and stakeholder impact are at the forefront of organizational decisions, and that organization changes are planned and thoughtfully implemented with strong process integrity Analyze, report, and use predictive people analytics as evidential reasoning to continuously improve the talent KPIs Identify levers and develop strategies that measurably improve engagement and retention (e.g., talent assessments, engagement surveys, exit surveys) Ability to provide employee relations counseling Performs other duties as needed Qualifications: 5-7 years of experience communicating and implementing HR programs, policies, practices, and processes Ability to lead with a consultative approach and provide guidance and advice when needed Exceptional project and process management skills with a demonstrated track record of delivering high-quality results in a fast-paced, complex, dynamic business environment Thorough knowledge of multi-state employment-related laws and regulations Strong experience in Benefits, ADP Workforce Now, Compensation, Compliance, Onboarding/Offboarding, and Employee Relations, preferred Experience with Microsoft Office Suite (Word, Excel, PowerPoint, Teams) including Outlook Demonstrated a high level of confidentiality Demonstrated strong oral and written communications skills Demonstrated strong interpersonal skills Strong critical thinking and problem-solving skills Highest level of integrity with a proven ability to gain trust from all levels of the organization Demonstrated commitment to inclusion FDH Aero is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.

Benefits:* Fuel Your Growth with Love's - company funded tuition assistance program * Paid Time Off * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Career Development* Hiring Immediately Welcome to Love's: The HR Business Partner (HRBP) serves as a strategic partner to management teams, aligning business objectives with employees and leadership. This role provides consultation on human resource-related issues, supports organizational goals, and ensures compliance with employment laws and company policies. The HRBP will be aligned with a client group and also manage special projects. Essential Functions: Act as a consultant to senior leaders on HR-related issues and business strategy Serve as an employee champion and change agent, anticipating HR needs Handle complex employee relations matters, including investigations, terminations, counseling, coaching, and documentation Support performance management processes: annual evaluations, goal setting, performance improvement plans, and disciplinary actions Interpret and explain HR policies, procedures, labor laws, and regulations Ensure compliance with FMLA, ADA, EEO, and other federal/state employment laws Advise on organizational policy matters such as equal employment opportunity, harassment allegations, and work-related complaints Provide expertise on employment claims (e.g., unemployment, EEOC) and related investigations Partner with leaders on workforce planning, succession planning, and organizational restructuring Collect and analyze HR metrics (turnover, exit interviews, employee relations data) and develop action plans for improvement Collaborate with HR Centers of Excellence on talent acquisition, development, total rewards, and engagement initiatives Manage progressive disciplinary processes and approvals Recommend policy changes and monitor compliance with labor laws and company standards Actively participate in HR and HRIS projects Qualifications: Education: HS Diploma or equivalent required; Bachelor's in HR or related field strongly preferred Experience: 4-5 years of progressive HR experience in employee relations or HRBP capacity Technical Skills: Proficiency in Microsoft Office and HR-specific software Soft Skills: Strong communication and presentation skills, organizational ability, time management, adaptability, and a proactive mindset Job Location: Love's Corporate Office - Oklahoma City, OK Our Culture: Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. Love's is an Equal Opportunity Employer. Veterans encouraged to apply. Job Category: Corporate

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

The HR Business Partner provides partnership and coaching to facility teams to drive continuous improvement in HR programs while proactively making recommendations for improvements in a manner consistent with the company's mission and values. **_This position will be onsite in our OKC Production facility, but can also work from home one day per week_** . BenefitsOur employees enjoy a generous package of benefits that we are thrilled to provide, and feel is part of what makes us different as an employer. We value our team members, and this is one way we can show it. Benefits include:-PTO, holiday pay and holiday of choice-401(k) match-Life insurance-Short-term disability-Health, dental and vision insurance-Maternity/paternity leave-Health savings account (HSA)-Flex spending accounts (FSA) - health and dependent Position Responsibilities may include, but not limited to + Consult strategically with leaders in areas such as organizational assessment, employee relations, talent acquisition, work force planning and change leadership in order to strengthen overall organizational capability + Partner with the department leaders to build engaged, high performing teams + Encourage people and culture practices that promote retention of key talent + Ensure effectiveness of key HR processes in collaboration with other functional Human Resources leaders + Provide project accountability on assigned HR-specific projects and initiatives + Ensure employee and site compliance with company policies + Coach and partner with managers to resolve complex employee relations issues including performance management, facilitation of formal/informal complaints; partnering with legal partner when necessary + Assist with talent review and succession planning process that identifies top talent, mitigates talent gaps and builds leadership capabilities + Ensure legal compliance by monitoring and implementing applicable federal, state and local HR-related requirements; conducting investigations; maintaining appropriate written records; and capably representing the organization at hearings + Proactively bring solutions to continuously improve HR support to the business around efficiency, process and performance Required Skills and Experience + BA or BS in Human Resources or related field + Minimum of 4+ years of Human Resources related experience + Experience implementing retention strategies focused on key leaders and individuals with core competencies or skills critical to the organization + Ability to influence without direct authority, create and manage large scale change, and influence people at all levels of the organization + Strategic thinker with the ability to manage change and work in ambiguous situations + Must demonstrate the highest level of integrity, ethical behavior and be able to maintain confidential information + Strong analytical skills with excellent attention to detail and proven financial acumen + Strong presentation and communication skills Preferred Skills and Experience + Experience utilizing productivity tools such as Microsoft Office and SharePoint + Knowledge of and experience with HR systems including payroll, timekeeping, etc. + Bilingual (Spanish) + Healthcare or Manufacturing Industry experience Physical Requirements + Repetitive motions that include the wrists, hands and/or fingers + Sedentary work that primarily involves sitting, remaining in a stationary position for prolonged periods + Visual perception to perform job including peripheral vision, depth perception, and the ability to adjust focus **Company Overview** Mom's Meals is a home-delivered meal service providing fully prepared, refrigerated meal solutions direct to homes nationwide for over 25 years. We provide seniors, patients recovering post-discharge and those managing a chronic condition with tailored nutrition solutions to manage their specific needs. If you are passionate about the well-being of others and have a strong sense of community, Mom's Meals could be the place for you! We are a family operated business looking for fun, compassionate, and friendly people who want to make a difference in the lives of others. **EEO** Mom's Meals complies with all applicable federal and state non-discrimination laws. All qualified applicants shall receive consideration for employment without regards to race, religion, national origin, ancestry, color, gender, age, disability, sexual orientation or military status.

Position Title:Director HR Business Partners - Corporate Services - On-site OKCDepartment:Human ResourcesJob Description: General Description: The Director HR Business Partner (HRBP) will embrace the shared responsibility required for leading Strategic People and Culture initiatives, champion the “OU Health Way” to serve as a cultural anchor to consistency delivery high employee engagement, ensure there is requisite top talent to meet our organizational needs, and will be driven by relentless focus on excellence. Primarily responsible for serving as a strategic partner with executive/senior leaders to build organizational capability through influencing and guiding the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts. Viewed as a leader and expert in all functional areas of Human Resources with an emphasis on performance management, transformation and change management, talent management, employee relations, and organizational development. Responsible for operational success, strategic alignment and integration of activities with other HR and organizational functions. Leads a team of HR Business Partners and is fully accountable for the success of the designated function or department. Essential Responsibilities: Responsibilities listed in this section are core to the position. Inability to perform these responsibilities with or without an accommodation may result in disqualification from the position. Develops and implements strategy for the HRBP team's service delivery, setting and maintaining a roadmap for team development that supports the needs of the organization. Cultivates and motivates direct/indirect reports through coaching, mentoring, and by providing regular and meaningful feedback. Distribute work among team members (including self, this role will also execute project deliverables), set expectations, drive accountability, and deliver projects with excellence. Forges strong relationships across the organization by listening, understanding needs, defining shared objectives, proactively consulting, and collaborating to meet organizational goals. Partners with various stakeholders establish programs to ensure the effectiveness of people strategies, appropriate use of resources, performance against goals, and effectiveness of the team and to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results. Anticipate and identify people-related risks and develop plans and actions to mitigate risks and address matters. Identifies, collects, and interprets quality data that informs human capital decision making. Communicates, and acts on, information and insight from relevant data (including metrics, visualizations, and analytics). Use an analytical, data-driven approach to proactively work with business leaders and HR team members to consistency deliver results. Develops and leads planning, design, implementation, communication and delivery of the company's HR initiatives. Provides policy interpretation and ensures the business is compliant with OUH policies and procedures. General Responsibilities: Performs other duties as assigned. Minimum Qualifications: Education: Bachelor's Degree required. Master's degree preferred. Experience: At least 5 years of progressive human resources experience required. 5 to 7 years of progressive leadership experience required. Healthcare experience preferred. License(s)/Certification(s)/Registration(s) Required: Relevant senior level HR certification required within 1 year (ex. SHRM-SCP; HRCI-SPHR). Knowledge, Skills & Abilities: Strong business acumen and proven record working with, influencing, and coaching diverse stakeholders and translating complex information across functions and distributed teams. Extensive knowledge and experience in core HR processes (e.g., employee relations, workforce planning, compensation, full-cycle recruitment, learning, payroll and benefits administration, and compliance). Track record of effectively handling complex issues, and addressing sensitive information and difficult situations with tact, discretion, and confidentiality. Highly organized with the ability to prioritize and manage numerous projects with competing priorities. Excellent interpersonal skills including persuasive communication, collaboration and influencing. Adjusts thinking and behavior to resiliently face change and uses experience to fuel growth. Embraces failure as a learning opportunity for themselves and others. Enables the process of change and transition while helping others deal with the effects of change. Develops internal and external professional, trusting relationships. Purposefully develops networks to build value through collaboration. Creates to an environment in which all employees feel a sense of belonging, valued for their differences and empowered to participate and contribute freely. Uses critical thinking to evaluate problems, gather information, understand causes, and identify best possible solutions. Invests time in planning, discovery, and reflection to drive better decisions and more efficient implementations. Current OU Health Employees - Please click HERE to login.OU Health is an equal opportunity employer. We offer a comprehensive benefits package, including PTO, 401(k), medical and dental plans, and many more. We know that a total benefits and compensation package, designed to meet your specific needs both inside and outside of the work environment, create peace of mind for you and your family.

HR Business Partner (HRBP) - Construction / Building Materials Mill Creek Lumber & Supply Company | Multi-site HR | Employee Relations | Talent Support Mill Creek Lumber & Supply Company has proudly served the construction and building materials industry since 1934. We're growing - and we're adding a high-impact HR Business Partner (HRBP) to our HR Operations team to help drive consistency, strengthen leadership capability, and support employees across multiple locations. If you're an HR professional who thrives in the field, enjoys solving real-world people challenges, and can partner confidently with leaders to improve culture and performance - this is your kind of role. Why this role stands out As our HR Business Partner, you'll be more than a policy expert - you'll be a trusted advisor, employee champion, and change agent. You'll support leaders through the full employee lifecycle, help strengthen frontline leadership, and bring practical HR solutions that make our teams better. This is a high-visibility, multi-site HRBP position where you'll spend time at our locations building relationships and helping leaders succeed. What You'll Do (Key Responsibilities) Workforce Planning & HR Operations * Partner with leadership on workforce planning, staffing levels, and organizational needs * Identify skill gaps and help create solutions to strengthen team capability * Provide HR policy guidance, interpretation, and day-to-day support for leaders * Maintain compliance and knowledge of employment laws and best practices * Support performance management efforts and location consistency * Assist with HR process improvements and recommend updates to policies/procedures * Coordinate with Talent Acquisition to keep job descriptions accurate and up to date * Support initiatives such as salary planning, manpower goals, and employee data tracking * Ensure accurate employee information is entered into the HRIS Employee Relations & Investigations * Lead and support employee relations matters across locations * Conduct thorough, fair, and objective workplace investigations * Coach supervisors on performance concerns, corrective action, and conflict resolution * Improve morale, communication, retention, and team effectiveness through proactive partnership * Assist with benefits-related questions and employee support, especially during open enrollment * Help coordinate employee programs/events such as health fairs, banquets, and team gatherings Talent Acquisition & Onboarding Support * Partner with Talent Acquisition to support hiring efforts (sourcing, screening, interviews) * Help deliver smooth onboarding experience and assist with offer communication as needed * Conduct new hire orientation, including I-9/W-4 completion, policy review, and benefits introduction * Participate in career fairs and represent Mill Creek as an employer of choice * Conduct exit interviews and use feedback to improve retention and engagement Other duties or projects as assignee

Join Delta Dental of Oklahoma, the leading dental benefits provider in the State of Oklahoma. Looking for someone that wants to make a difference. will work 40 hours per week. Equal Opportunity Employer - Minority/Female/Disability/Veteran JOB SUMMARY: The Human Resource Generalist will administer Human Resource (HR) functions which will include recruiting and interviewing staff, orientation, benefit administration, FMLA and other leave administration, administering COBRA qualifying events, job description maintenance, and administering the Performance Review and Performance Improvement Plan (PIP). Will also be responsible for Human Resources Information System (HRIS) input and other administrative/clerical duties. QUALIFICATIONS: Bachelor's degree in Business, Human Resources or equivalent combination of education and experience Minimum 2 years recruiting experience and considerable skill in interviewing techniques. Must be confident using and recommending recruiting tools (Advertisements, LinkedIn, Resume Books, Monster, Career Builder, Facebook, etc.) Minimum 2 year Human Resources Generalist experience ADDITIONAL QUALIFICATIONS FOR CONSIDERATION: PHR or SHRM-CP certifications a plus

About Canoo Canoo's mission is to bring EVs to everyone and build a world-class team to deploy this sustainable mobility revolution. We have developed breakthrough electric vehicles that are reinventing the automotive landscape with pioneering technologies, award-winning designs, and a unique business model that spans all owners in the full lifecycle of the vehicle. Canoo is starting production and is distinguished by its pioneering and experienced team of technologists, engineers, and designers. With offices around the country, the company is scaling quickly and seeking candidates who love to challenge themselves, are motivated by purpose, and possess a strong desire to get things done. Job Purpose The HR Generalist is responsible for completing a variety of tasks to support the daily operations of the HR people operations function. Duties include providing administrative support to the functional area and replies to employee inquiries. The ultimate goal is to ensure the HR department's operations are running smoothly and effectively to deliver maximum value to the organization. Responsibilities Submit updates and file documents in HRIS for employee files to reflect data changes, such as manager changes, department changes, title changes Create supporting confirmation letters for employee changes Update HR Portal to reflect newest HR updates; manage emails in the HR email box Complete domestic and international on-boarding activities such as new hire orientation, create new hire profiles in UKG for employees and contractor, create JIRA tickets, other on-boarding tasks Complete background checks and I-9 verifications Answer employee questions and communicate Company policies and procedures Complete off-boarding tasks including UKG updates, prepare and disseminate termination documents, conduct exit interviews, create JIRA tickets, manager contractor end dates, other off-boarding tasks Sending employee HR communications Draft HR documents and policies Document processes and make efficiency improvements Experience with LOA and WC Required Experience Bachelor's degree in Business Administration, Organization Development, Psychology, or equivalent experience 3+ years' experience in a HR business-operations Effective communication and demonstrated experience working with confidential information Ability to work with minimal direction while delivering quickly and accurately in a fast-paced, undefined environment with changing priorities Demonstrated agility and flexibility to complete multiple tasks with changing priorities in an undefined environment Proficiency in Microsoft Office suite Preferred Experience Proficiency in UKG HRIS system Related HR certifications, e.g., SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP) Automotive and/or technology company experience Multi-disciplined HR focus areas of experience in a fast-paced environment What's Cool About Working Here... Meaningful, challenging work that will redefine automotive landscape and make EVs available to everyone Comprehensive Health Insurance Equity Compensation Flexible Paid Time Off Casual workplace with an unbelievable feeling of energy Canoo is an equal opportunity-affirmative action employer and considers all qualified applicants for employment based on business needs, job requirements and individual qualifications, without regard to race, color, religion, sex, age, disability, sexual orientation, gender identity or expression, marital status, past or present military service or any other status protected by the laws or regulations in the locations where we operate. Any unsolicited resumes or candidate profiles submitted in response to our job posting shall be considered the property of Canoo Inc. and its subsidiaries and are not subject to payment of referral or placement fees if any such candidate is later hired by Canoo unless you have a signed written agreement in place with us which covers the applicable job posting.

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

Job Posting Title Human Resources Programs Mgr Agency 650 DEPARTMENT OF VETERANS AFFAIRS Supervisory Organization ODVA - Central Office Job Posting End Date Refer to the date listed at the top of this posting, if available. Continuous if date is blank. Note: Applications will be accepted until 11:59 PM on the day prior to the posting end date above. Estimated Appointment End Date (Continuous if Blank) Full/Part-Time Full time Job Type Regular Compensation Job Description Human Resources Manager This position is for a Human Resources Manager for the Oklahoma Department of Veterans Affairs - Norman Veterans Home. Norman Veterans Home 1776 E. Robinson Street Norman, OK Annual Salary: $63,824.99 Basic Purpose Positions in this job family are assigned responsibilities involving planning, supervising, directing and coordinating human resources management, development, or training programs in a state agency or institution or assisting in the direction of human resources management or training activities. This includes overall responsibility for all phases of a human resources management, development or training programs including the application of laws and rules concerning state employees and applicants, direction or supervision of assigned staff and coordination of program activities with other programs and activities. Some positions may be assigned responsibility for directing a major phase of a large program or assisting in directing a comprehensive human resources or staff development program as an assistant division director or comparable position. Typical Functions Directs human resources, staff development, or training activities in all phases of an agency human resources management or development program or plans, organizes or directs a major phase of a comprehensive human resources management or training program of considerable size and scope. Interprets and applies laws and rules concerning human resources management, personnel administration, or staff development to a variety of human resources matters including classification, selection and recruitment, compensation, staff development and training, employee benefit programs and employee transactions and records. Directs or conducts classification studies, job audits, and other actions to identify duties and responsibilities assigned to positions and employees; makes recommendations concerning job classifications, changes in organization structure and other matters. Directs or completes activities related to recruitment, grievance management, employee relations, adverse actions, compensation, employee selection, human resources development and other personnel matters; advises agency officials and employees of Merit Rules and agency policies concerning employee and applicant actions. Coordinates or conducts activities related to complaints or appeals concerning violations of the Oklahoma Personnel Act or Merit Rules of Personnel Administration such as investigations, training, alternative dispute resolution, grievance management, progressive discipline and administrative hearings. Represents the agency to other state agencies, the Legislature, employee groups and other organizations in matters pertaining to human resources management or personnel administration. Participates in preparation of agency budget and budget work programs; develops agency or division policies and procedures in accordance with applicable laws and rules. Level Descriptor At this level employees are assigned responsibilities involving the direction of a human resources management, staff development, or training program which is large in size and scope. This may include those with 700 or more FTE, a human resources staff of more than six FTE, a patient/client census of more than 700 and responsibilities for integration of human resource management or development program activities between a large number of units. Positions assigned responsibility for a major phase of a comprehensive human resources management, development, or training program or for the direction of a major agency division having responsibility for statewide application of human resources management or training policies and procedures may also be included in this level. Education and Experience Education and Experience requirements at this level consist of a bachelor's degree plus four years of professional level experience in human resource management or development and two additional years of professional administrative or supervisory experience in human resource management or staff development and training; or an equivalent combination of education and experience, substituting one additional year of professional or technical public sector human resources management experience for each year of the required education: or an equivalent combination of education and experience, substituting the possession of a master's degree in public administration, human resources or a closely related field for one year of the required experience. Knowledge, Skills, Abilities, and Competencies Knowledge, Skills, and Abilities required at this level include knowledge of human resources management, staff development, or training policies and procedures; of the Oklahoma Personnel Act and the Merit Rules for Personnel Administration; of affirmative action and equal opportunity guidelines and procedures; of federal laws and regulations concerning human resources management, and employment practices; of the structure and functions of governmental organizations; of interviewing and investigative techniques; of business communications; of the legislative process; and of supervisory principles and practices. Ability is required to plan, direct and coordinate the activities of others; to interpret, analyze and resolve administrative and human resources management or staff development problems; to communicate effectively, both orally and in writing; to organize and conduct several projects simultaneously; and to analyze complex situations and adopt an appropriate course of action. Special Requirements This position has been designated as exempt from the civil service rules established by the Civil Service and Human Capital Modernization Act. Equal Opportunity Employment The State of Oklahoma is an equal opportunity employer and does not discriminate on the basis of genetic information, race, religion, color, sex, age, national origin, or disability. Current active State of Oklahoma employees must apply for open positions internally through the Workday Jobs Hub. If you are needing any extra assistance or have any questions relating to a job you have applied for, please click the link below and find the agency for which you applied for additional information: Agency Contact

The Human Resource Generalist plays a key role in fostering an employee-centric, high-performance culture that emphasizes empowerment, quality, and productivity. This position is responsible for developing and executing HR initiatives that support the organization's goals, maintaining accurate employee records, and providing comprehensive support to both corporate and hourly team members. The HR Generalist ensures compliance with employment laws, manages the whole employee lifecycle through HRIS, and contributes to continuous improvement and a strong sense of belonging across the organization. This role requires strong analytical, organizational, and communication skills, as well as the ability to handle sensitive information with professionalism and confidentiality. Responsibilities: * Own and manage all HRIS transactions, processes, and documentation for all employee lifecycle events, including salary, reporting structure, position changes, and internal mobility. * Oversee employee termination procedures, including conducting exit interviews and coordinating the offboarding process. * Partner with HR team members on special projects related to a wide variety of HR initiatives, including compliance, HRIS, policies & procedures, recruitment, and general administration. * Provide administrative support with complex employment-related investigations, end-to-end, including conducting intake meetings, background research, investigative interviews, and debrief meetings for workplace investigations for EEO, and/or sensitive employee relations situations such as allegations of discrimination, harassment, Title VII violations, retaliation, misconduct, and hostile work environment determinations. * Serve as the first point of contact for supervisors to assess issues without escalating everything to guidance. Intake and document basic investigations, including attendance, policy violations, and conduct matters. Recognize when to escalate issues or concerns appropriately. * Assist supervisors with drafting detailed write-ups, SMART action plans, and termination documentation. * Coach supervisors on difficult conversations and proper documentation practices. Provide policy guidance where appropriate. * Explain decisions and outcomes professionally and empathetically while consistently enforcing company policies. Manage competing priorities with attention to detail while meeting deadlines. * Ensure the accuracy of employee data in the HRIS by conducting regular audits and updates. * Produce a variety of reports (turnover, EEO1, turnover metrics) that cover employee management, compliance, and organization development. * Assist with the administration of employee benefits programs, including health insurance, leave policies, open enrollment, employee communication, and resolving benefits-related issues. * Oversee performance review processes and develop strategies for employee growth and retention. * Maintain accurate and up-to-date employee records and HR documentation. * Ensure compliance with local and national regulations and applicable employment laws, and update policies and procedures when necessary. * Build relationships by being boots-on-the-ground with team members and leadership. Support recruiting efforts and engage with community partners to build talent pipelines. * Identify business needs proactively and deliver solutions when problems arise. Operate independently while knowing when to seek guidance. Minimum Qualifications: * Bachelor's degree in human resources or related field; HR certification (PHR/SPHR or SHRM-CP/SHRM-SCP) is preferred. * 3+ years of demonstrated success in an HR support/generalist role * Must be located in or able to commute to Oklahoma City for on-site work * Strong knowledge of all HR functional areas * Strong knowledge of federal, state, and local employment laws, including FLSA, FMLA/ADA processes, and labor law basics * Understanding of harassment basics and investigation procedures * Experience with HRIS systems (UKG preferred) * Demonstrated ability to draft SMART action plans and disciplinary documentation * Experience documenting attendance policies and policy violations * Excellent analytical, organizational, and communication skills * Ability to handle sensitive information with professionalism and confidentiality * Ability to balance empathy with policy enforcement * Strong attention to detail and ability to manage competing priorities Who is M-D? At M-D Building Products, we're not just redefining industry standards - we're shaping the future of at M-D Building Products, we're not just redefining industry standards - we're pioneering the future of construction solutions. For over a century, our name has been synonymous with excellence in weatherstripping, floor and tile trims, perforated aluminum sheets, digital levels, and caulking solutions. What truly sets us apart is our people - they are the heartbeat of our success. We believe in the potential of every individual to make a meaningful impact. From the factory floor to the boardroom, we cultivate a culture rooted in integrity, innovation, and unwavering commitment. As a trusted leader in the construction industry, we are driven by a passion for continuous improvement and excellence. Benefits: M-D Building Products, Inc. offers a comprehensive benefits package designed to support the health and well-being of our employees. This includes Medical, Dental, and Vision coverage, access to an On-Site Clinic, and Voluntary Life Insurance options. Additionally, we offer a Lab Card Program, Group Term Life & AD&D, Flexible Spending Accounts (FSA) for both healthcare and dependent care, as well as Short-Term and Long-Term Disability coverage. Employees can also take advantage of our 401(K) plan with Company Match, Paid Time Off (PTO), Tuition Reimbursement, and Education & Development programs. We prioritize mental wellness through our Employee Assistance Program (EAP) and offer a range of Voluntary Benefits, including Accident, Critical Illness, and Hospital Indemnity Insurance. At M-D Building Products, Inc., we are committed to providing equal employment opportunities for all employees and applicants. We strictly prohibit discrimination based on race, religion, creed, color, national origin, nationality, citizenship, ancestry, sex, age, marital status, physical or mental disability, affectional or sexual orientation, gender identity, military or veteran status, genetic predisposition, or any other characteristic protected by law.

Job DescriptionSenior Human Resources Generalist Location: Shawnee, OK | Type: Full-Time | Industry: Manufacturing Target Salary: 70K + depending on experience Why This Opportunity Stands Out Work directly alongside an HR Director with meaningful influence on HR strategy and execution Hands-on role with visibility across the business and real impact on employees and leaders Stable manufacturing environment that values strong HR partnership and accountability What You'll Be Doing Partner closely with leadership to support employee relations, compliance, engagement, and workforce needs Manage core HR operations including benefits support, onboarding, reporting, and daily employee inquiries Analyze HR data and improve processes while staying actively involved in day-to-day HR work What We're Looking For 5+ years of HR generalist experience in a manufacturing or plant-based environment Strong knowledge of employment laws, employee relations, and HR compliance Ability to operate at both a strategic and hands-on level with minimal oversight Equal Employment Opportunity

We Are Bosch. At Bosch, we shape the future by inventing high-quality technologies and services that spark enthusiasm and enrich people's lives. Our areas of activity are every bit as diverse as our outstanding Bosch teams around the world. Their creativity is the key to innovation through connected living, mobility, or industry. Let's grow together, enjoy more, and inspire each other. Work #LikeABosch Reinvent yourself: At Bosch, you will evolve Discover new directions: At Bosch, you will find your place Balance your life: At Bosch, your job matches your lifestyle Celebrate success: At Bosch, we celebrate you Be yourself: At Bosch, we value values Shape tomorrow: At Bosch, you change lives Job Description We are seeking a skilled and dedicated Human Resource (HR) Generalist to join our team in Norman, Oklahoma. As an HR Generalist, you will play a crucial role in supporting various human resources functions and contributing to the overall success of our organization. Provide guidance to employees and managers on HR policies, procedures, and best practices Administer employee benefit programs and assist with open enrollment Maintain accurate and up-to-date employee records in the HRIS Collaborate with leadership to develop and implement HR strategies that support business goals Conduct new hire orientations and coordinate employee training programs Support talent management initiatives, including performance management, succession planning, and employee development Analyze HR metrics and data to identify trends and make data-driven recommendations Manage employee relations issues and conduct investigations when necessary Develop and implement HR programs to enhance employee engagement and retention Ensure compliance with federal, state, and local employment laws and regulations Collaborate with payroll to ensure accurate and timely processing of employee compensation Establish and document policy and HR best practices Qualifications Required Qualifications: Bachelor's degree Human Resources, Business Administration, or related field 3+ years of HR experience Experience in HRIS and HR analytics tools Preferred Qualifications: PHR or SHRM-CP certification preferred Strong communication and interpersonal skills with the ability to build relationships at all levels of the organization Strong analytical and problem-solving abilities Exceptional organizational skills and attention to detail In-depth knowledge of federal and state employment laws and regulations Ability to maintain confidentiality and handle sensitive information with discretion Strong time management skills and ability to prioritize multiple tasks Adaptability to changing priorities and deadlines in a fast-paced environment Conflict resolution and mediation skills Project management skills with the ability to manage multiple priorities Understanding of HR best practices and industry trends Additional Information Equal Opportunity Employer, including disability / veterans *Bosch adheres to Federal, State, and Local laws regarding drug-testing. Employment is contingent upon the successful completion of a drug screen and background check. Candidates who have been offered the position must pass both screenings before their start date. Your well-being matters at Bosch! We offer a competitive compensation and a benefits package designed to empower you in every area of your life. This includes premium health coverage, a 401(k) with generous matching, resources for financial planning and goal setting, ample paid time off, parental leave, and comprehensive life and disability protection. We're investing in your success!

Benefits: 401(k) 401(k) matching Bonus based on performance Dental insurance Flexible schedule Free food & snacks Health insurance Opportunity for advancement Paid time off Training & development Vision insurance Job SummaryWe are seeking a Corporate Negotiations specialist to join our team. In this position, you will curate long term relationships with business partners to ensure the most beneficial exchange of products or services for the company or it's clients. By learning and utilizing the techniques of considered marketing, sales and persuasion, you will have the opportunity to learn how to engage in corporate negotiations and create lasting relationships and sponsorships. If you are reliable, hard-working, willing to learn and energetic, we want to hear from you! Responsibilities Write grants to apply for funding from government, businesses and non-profit organizations Obtain corporate support via initiatives, donations, grants and sponsorships Answer client inquiries via phone and email and perform other administrative tasks Form relationships with business owners and decision makers Meet with clients to discuss and contract exchange of goods and/or services Communicate and perform in various hybrid working environments, including promotional events Generating physical or electronic reports daily or weekly to submit to management Using training and other resources to turn potential clients into customers Collaborating ro refine and personalize marketing, promotional, sales, and other pitches Attending conferences or trade shows to access development for growth as a marketing professional Updating client information in various information databases or documents Forecasting, handling and delivering funds raised in cash or money order form Attending developmental or strategic meetings daily or weekly Continuing to learn and grow by attending optional teaching and training seminars at the Company's cost Coordinating with your team and your manager on daily/weekly/monthly/yearly goals Managing a team of people Minimum Qualifications: Excellent Communication Skills Willingness to Learn Strong Work Ethic Commitment to Personal Success Self-Motivation High Energy/Enthusiasm Solution-Focused Career/Growth Oriented Preferred Qualifications Bachelor's in Mass Communication, Marketing, Business Management, or Communication Studies Previous experience in sales, B2B marketing, or corporate relations Understanding of marketing techniques, concepts, and terminology Proficient in creative and technical writing skills Experience using non-profit resources like GrantHub, GrantStation, and CyberGrants FrontDoor Strong problem-solving skills and ability to work well in a fast-paced environment Experience leading small teams and groups Experience working independently Excellent time management/organization High-volume F2F communication experience Physical ability to remain standing and walking for extended periods Compensation: $30,000.00 - $36,000.00 per year CMTD Solutions is a full-service marketing company that specializes in using a broad diversity of marketing strategies like web design, advertising, social media marketing, promotional events and business-to-business communication to design and implement full-scale marketing campaigns for non-profits."