Director of human resources jobs in Pittsburgh, PA

About us Rural King Farm and Home Store strives to create a positive and rewarding workplace for our associates. We offer opportunities for growth, competitive benefits, a people first environment, and an opportunity to work alongside dedicated associates who share a passion for providing an exceptional experience and service to our rural communities. Whether you are starting an entry-level position or joining with professional experience, Rural King encourages professional growth and provides the necessary resource to help you succeed and grow with us. When you join the Rural King team, you become a contributing member in supporting the needs of and making a difference in the lives of those within the people and communities we serve. How we reward you 401(k) plan that provides a 100% match on the first 3% of your contributions and 50% of the next 2% * Healthcare plans to support your needs * Virtual doctor visits * Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinic's Complex Care Program * 15% Associate Discount * Dave Ramsey's SmartDollar Program (no cost to you!) * Associate Assistance Program * RK Cares Associate Hardship Program * 24/7 Chaplaincy Services What You'll do The Purpose of the Human Resources Lead is to assist with various human resources functions and to provide support to both management and associates at their location. This role plays a vital part in ensuring a positive and productive work environment while upholding company policies and legal compliance. The HR Lead will be responsible for overseeing employment-related activities at the location level, which include but are not limited to staffing, timekeeping, record keeping of performance coaching, benefits administration, and training coordination. Promote positive associate relations through effective communication and fostering a supportive work culture. Play a vital role in shaping the perception of our company and our values. Communicate with professionalism, empathy, and enthusiasm to deliver a positive experience to all. Review applications to assess candidate qualifications and suitability for open positions. Conduct initial phone screenings to evaluate candidate skills, experience, and cultural fit. Coordinate and schedule interviews between candidates and store management, ensuring a smooth and positive candidate experience. Coordinate and facilitate new hire onboarding to provide a smooth and positive new hire experience. Plan and take part in community events to enhance hiring efforts and promote employment opportunities. Coordinate and conduct new associate orientations, ensuring a smooth onboarding experience. Prepare and maintain accurate and up-to-date associate records in the Human Capital Management system, including personal information, attendance, leave management, and all other relevant documentation. Assist with benefits administration and enrollment processes. Coordinate and conduct training sessions on assorted topics, including workplace policies, positions specific training, and associate development. Support performance management processes, aiding with goal setting, performance evaluations, and associate development plans. Serve as a point of contact for associates, addressing inquiries promptly and providing guidance. Assist your HR Business Partner to resolve associate conflicts and disciplinary issues, adhering to company policies and legal requirements. Partner with the Store Support Center Human Resources and the Store Manager with policy, procedure, and initiatives. Maintain associate communication by removing outdated communications and posting current information on RK programs, benefits, schedules, location performance, wellness, safety compliance, and other pertinent information. Oversee the location's safety program including maintaining the accident/incident files, communicating daily safety topics, completing the safety audits, and completing accident reviews. Maintain a strong code of ethics and high degree of confidentiality of information about all company, associate, community, legal, and all other matters. Regularly communicate, both written and verbally, with partners from Store Support Center in a professional manner. Use general office equipment such as telephone, copy machine, fax machine, and computer. May be required to work evenings and weekends. Oversee monthly cash reporting as needed. Maintain office and breakroom supplies. Maintain breakroom and training space standards. Participate in cross-training for flexibility in various departments and responsibilities. Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. Perform other duties as assigned. Supervisory Responsibilities None Essential Qualities for Success At least 2 years of human resources experience or equivalent combination of experience and education. Proficiency with Microsoft Office Suite or related software. Working knowledge of Microsoft Office Suite. Excellent verbal and written communication skills to convey ideas, instructions, and information clearly and concisely. Excellent customer service skills. Demonstrated ability to prioritize tasks, meet deadlines, and maintain a high level of attention to detail. Proven track record of consistently producing error-free work and meeting quality standards. Strong interpersonal skills to build rapport, foster relationships, and collaborate effectively. Proficiency in adapting communication style and tone to effectively interact with individuals from diverse backgrounds and at different levels within the organization. Demonstrate a high level of adaptability in response to changing priorities, unexpected challenges, and evolving business needs. Comfortable navigating computer systems and software to assist customers or manage activities. Possession of a growth mindset, characterized by a belief in the ability to develop talents and intelligence through hard work, dedication, and continuous learning. Physical Requirements Ability to maintain a seated or standing position for extended durations. Ability to lift, push, and/or pull a minimum of 30 pounds repetitively and 31-50 pounds intermittently. Able to navigate and access all facilities. Skill to effectively communicate verbally with others, both in-person and via electronic devices. Close vision for computer-related activities. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, marital status, or any other characteristic protected by law. We use E-Verify to confirm the employment eligibility of all newly hired associates. To learn more about E-Verify, including your rights and responsibilities, please visit *********************

Primary Duties & Responsibilities Strategic HR Support Maintain an effective level of business literacy about the business unit's financial position, plans, culture, and competition to ensure HR strategies are aligned with overall business objectives. This includes workforce planning and calibration aligned with the Annual Operating Plan (AOP) for the business. Serve as the primary strategic partner to the Optical Solutions business, collaborating closely with the VP of Optical Solutions and senior leadership across regions to design and deliver both strategic and tactical HR solutions that enable business success. Collaborate with leadership teams at various sites to streamline leadership expectations, optimize segment-specific HR strategies, and align budgeting and people engagement initiatives across the Optical Solutions BU. Align business objectives with employee and management needs in the designated business unit to foster a culture of accountability, innovation, and collaboration. Partner with Functional and Site HRBPs and HR Centers of Excellence (COEs) to build and implement strategic HR programs and enterprise-wide initiatives that strengthen workforce capability and engagement. Lead strategic workforce planning efforts, identifying current and future talent gaps, succession risks, and capability needs to ensure the organization has the right talent in place for long-term success. Drive organizational design and development, recommending structure and role enhancements that improve agility, scalability, and collaboration across functions. Act as a trusted advisor to business leaders, providing insight and guidance on people strategy, leadership effectiveness, and culture transformation. Champion change management, partnering with senior leadership to plan, communicate, and embed major business changes that enhance organizational effectiveness. Leverage HR analytics and workforce metrics to deliver data-driven insights that influence business decisions and measure the impact of HR initiatives. Shape and sustain a high-performance culture aligned with company values, fostering employee engagement, inclusion and leadership accountability for people outcomes. Talent Management and Development Consult and support all levels of management to build high-performing, diverse, and inclusive teams that align with business goals. Support and execute talent strategies to attract, develop, reward, and retain key talent. Partner with senior business leaders to design and implement succession and development strategies for critical roles. Participate in and support the employee succession planning process to ensure leadership continuity and readiness. Provide leadership coaching to enhance management capability and employee experience. Data Utilization and Analysis Utilize workforce data and analytics to identify talent trends, opportunities, and risks, and recommend strategic interventions. Collaborate with HR teams to analyze trends and metrics, designing data-informed programs, policies, and solutions that drive organizational performance. Monitor key HR KPIs (turnover, engagement, DEI, performance) and present actionable insights to leadership. Employee Relations and Engagement Partner with management and employees to enhance work relationships, morale, productivity, and retention. Act as a liaison for employees seeking assistance with leave management, HRIS systems, or workplace concerns. Collaborate with Site HR Partners to manage and resolve employee relations issues effectively and equitably. Lead efforts to improve employee engagement and organizational culture, ensuring alignment with company values and business objectives. Talent Acquisition and Onboarding Support full-cycle talent acquisition processes including recruitment, interviewing, selection, and hiring to ensure alignment with talent strategy. Coordinate and enhance new hire orientation and onboarding programs to strengthen engagement and retention. Partner with Shared Services to manage new hire data, job changes, and personnel records accurately and efficiently. Performance Management and Compliance Oversee and coordinate performance management cycles, including reviews, OTR's (org talent reviews), merit increases, and goal-setting to ensure equity and consistency through robust calibration sessions with leaders. Conduct thorough and objective investigations of employee issues and partner with in-house counsel to mitigate legal risk and ensure compliance with all regulations. Develop and maintain succession plans for key positions to safeguard leadership continuity. Ensure HR practices are compliant with company policy, employment law, and ethical standards. General HR Support Provide guidance, support, and direction to the Site HRBP in Saxonburg and other HR partners as needed. Perform other related duties and special projects assigned to support HR and business objectives. Education & Experience Bachelor's degree at a minimum. Master's preferred; preferably in Human Resources Management, or related field. 8+ years of relevant experience or equivalent combination of education and work experience. Working knowledge of multiple human resource disciplines, including compensation practices, talent acquisition, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws PHR/SPHR or HRCI certification preferred. Bachelor's degree required; Master's degree strongly preferred - ideally in Human Resources Management, Business Administration, Organizational Development, or a related field. Minimum of 8+ years of progressive HR leadership experience, with demonstrated success as a strategic business partner in complex, matrixed organizations. Proven working knowledge of multiple HR disciplines, including compensation strategy, talent acquisition, organizational design, employee and labor relations, diversity and inclusion, performance management, and federal and state employment laws. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Lean Six Sigma Green Belt or Black Belt certification preferred; demonstrated ability to apply continuous improvement methodologies to streamline HR processes, enhance efficiency, and drive measurable business outcomes. Strong capability in data analytics, HR metrics interpretation, and translating insights into strategic recommendations that inform leadership decision-making. Exceptional consultative, interpersonal, and influencing skills with the ability to partner effectively with senior executives and cross-functional teams in a global environment. Skills Excellent organizational skills and attention to detail. Ability to retain absolute confidentiality of personnel issues/information. Strong Proficiency with Microsoft Office; especially Excel. Problem solving skills. Familiarity with standard HR concepts, practices, and procedures. Familiarity with HRIS software systems (Oracle Fusion a plus). Excellent time management skills with a proven ability to meet deadlines. Demonstrate knowledge of local employment laws and regulations. Excellent communication (both verbal and written) and interpersonal skills, to include conflict resolution. Proven ability to effectively interact with all levels of the workforce. Working Conditions This position is required to have a regular presence of 5 days a week in the Saxonburg office. Occasional onsite support may ne needed for the off shifts. Travel while rare may be up to 5%. Prolonged periods of sitting at a desk and working on a computer. Minimal lifting up to 20lbs. Safety Requirements All employees are required to attend scheduled training, follow the site EHS procedures and Coherent Corporate EHS standards. This includes the use of proper protective equipment (PPE) as required by the job responsibilities. Managers will ensure that all safety and environmental procedures are followed consistently. They will ensure that risk assessments are performed, proper training, work instructions, required PPE is available, and will monitor compliance. Quality and Environmental Responsibilities Depending on location, this position may be responsible for the execution and maintenance of the ISO 9000, 9001, 14001 and/or other applicable standards that may apply to the relevant roles and responsibilities within the Quality Management System and Environmental Management System. Culture Commitment Ensure adherence to company's values (ICARE) in all aspects of your position at Coherent Corp.: Integrity - Create an Environment of Trust Collaboration - Innovate Through the Sharing of Ideas Accountability - Own the Process and the Outcome Respect - Recognize the Value in Everyone Enthusiasm - Find a Sense of Purpose in Work Coherent Corp. is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. If you need assistance or an accommodation due to a disability, you may contact us at ****************************** .

The Vice President of Human Resources and Compliance plans, directs, and implements policies for all phases of company operations and personnel activities. This position will develop and execute human resources strategy, ensuring continual alignment with the company's mission and core values, and will strive to maintain a positive, equitable, and inclusive workplace culture. The Vice President of Human Resources and Compliance will make strategic recommendations to the Chief Executive Officer, Executive Management, and management teams and provide oversight of the entirety of the employee life cycle, including recruitment and onboarding, performance management, training and development, benefits administration, employee relations, and payroll. This individual will evaluate and make recommendations of benefit programs and compensation structure changes to existing plans. The Vice President of Human Resources and Compliance is also responsible for executing internal auditing processes and assessing program needs to ensure that program compliance objectives and benchmarks are met. This individual will assist the Chief Compliance Officer with all contractual, licensing, and accreditation audit coordination and preparation. Eligibility Requirements To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Must have the ability to manage a 24/7 on-call status. Education and/or Experience Must possess a strong knowledge of employment law, benefits administration, payroll, and recruitment practices. High degree of ethics required. Master's Degree in Human Resources, Business Administration or related field and ten (10) years of related experience required. Five (5) years of progressive human resources experience required. Prior management experience required. HR Certification preferred. Experience working in a criminal justice or human services agency and/or non-profit setting is preferred. Equal Opportunity Employer/Minorities/Female/Protected Veteran/ Individuals with Disabilities

EmTacq specializes in EMployer Talent ACQuisitions, matching the most qualified candidates with the most competitive positions available. We pride ourselves on not just putting bodies in seats, rather matching professionals to their careers. We are headquartered in the Raleigh / Durham, NC area. However, as a recruiting agency we service companies and candidates across the United States. We are your best source for professional, value driven recruitment services. Job Description Seeking an experienced HR professional for one of our top global clients. This role will lead HR compliance and special projects from the Pittsburgh office and will be responsible for driving and coordinating Projects and Compliance through the entire HR community. Extensive experience managing transformation projects (post merger integration), and compliance matters including nondiscrimination testing, plan filings and tax filings, etc. Proficient with SAP HCM Strong understanding of both federal and state HR laws. This role offers a generous compensation package ($140-155K+ plus 15% bonus) as well as tremendous growth potential. Relocation assistance is available. Qualifications A Degree in Human Resources (advanced degree preferred) At least 8-years of HR Management experience in a large global organization with tenure. Additional Information Equal Employment Opportunity Our client is proud to be an equal opportunity/affirmative action employer. They are committed to attracting, retaining and maximizing the performance of a diverse and inclusive workforce. It is their policy to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, creed, religion, national origin, alienage or citizenship status, age, sex, sexual orientation, gender identity or expression, marital or domestic/civil partnership status, disability, veteran status, genetic information or any other basis protected by law.

Job Description Sr. Human Resource Consultant. Keystone is a community of like-minded independent insurance agencies. We strengthen our agencies to safeguard livelihoods, bolster businesses, and fortify communities. As employees, live our core values every day: We reinforce our agency's autonomy; champion quality with the best resources available; help them grow strategically; carve out clarity from the industry's complexity; and keep our eyes open on what trends are important. Individually and collectively, we develop partnerships based on shared goals. The result? Powerful partnerships that generate prosperity for everyone. With Keystone, that's how independence works better together. As we continue to sustain growth and expand our footprint in more areas, Keystone Insurers Group Risk Management Division has an exciting opportunity for a Sr. Human Resource Consultant. The Senior Human Resources Consultant is responsible for providing HR services to clients by serving as an advisor, implementing HR strategies and resolutions to promote organizational effectiveness and legal compliance. The Senior Human Resources Consultant is responsible for providing HR services to clients by serving as an advisor, implementing HR strategies and resolutions to promote organizational effectiveness and legal compliance. Essential Job Functions: Provide guidance to clients on a variety of human resources issues, including but not limited to, hiring and termination practices, performance management, employee discipline, wage and hour issues, unemployment compensation and compliance with the Family Medical Leave Act as well as with the Americans with Disabilities Act. Prepare and present employee and management training on a variety of human resources topics, including but not limited to, harassment, performance management, discipline, termination and leave of absence management. Perform audits of internal human resource processes and policies to ensure compliance with applicable state and federal law Review and draft employee handbooks as well as one off human resource related policies and procedures Provide onsite client Human Resources support to clients as needed Draft blogs related to human resource issues to be posted on the company's website Manage full lifecycle recruiting process, including, posting, sourcing, interviewing and negotiating offers Actively pursue new clients by promoting ECRM to current clients, keystone partner agencies, and businesses. Stay up to date on all state and federal employment laws that affect the company and its clients. Other duties as assigned Knowledge/Skills/Ability: Compensation design and analysis experience preferred High degree of proficiency MS Office Suite, Outlook, Power Point & Internet applications Strong analytical, problem-solving, and presentation skills Excellent verbal and written communication skills Demonstrated collaborative skills and ability to work well within a team Ability to work with and influence senior leadership Specific Education or Experience: Bachelor's Degree in Business Administration, Human Resources Management or related field required 5-7+ years plus progressive Human Resources' Generalist experience, employee relations & employment law experience required 3+ years' experience recruiting across multiples disciples SPHR or PHR Perferred Keystone Insurers Group offers competitive pay and a robust benefits package including: Major medical insurance Health savings account with a company contribution of $750 or $1,500 depending on benefit level Dental and Vision coverage Safe harbor 401(K) with a 3% company contribution and 100% vesting on your first day of eligibility PTO plan starting at 15 days and 8 paid company holidays Keystone Insurers Group, has cultivated a company culture perfect for independent professionals with mutual respect, open communication, transparency, senior management accessibility, training and growth potential. Keystone is an Equal Opportunity Employer.

Responsibilities of the Head of Human Resources for the US Operations include: • Payroll - Oversees all areas of US payroll processing • Recruiting - Oversees all US-wide recruiting strategies • Compensation - Oversees internal & external compensation offers, analysis for union negotiations, salary survey participation, administering global and local bonus plans • Benefits - Oversees benefits issues delivered via vendors. Oversees government reporting, ERISA committee appeals, analysis for union negotiation strategies. • EEO / Diversity - Functions as US EEO Officer. • HRIS - Provides input into the HRIS global strategy and participates in the development of training materials. • Mobility / Domestic Relocation - Oversees the processing of all US international mobility and domestic relocation activities, including US input into the global mobility strategy. • Separation / Termination - Oversees the analysis of turnover metrics and exit interview process and unemployment vendor management and state appeal processes. Qualifications Candidate must have: - Master's degree in Industrial Relations, Human Resources or related discipline - 15 plus years of progressive experience in the design, development and implementation of world class shared services systems - Experience in an SAP environment and prior experience must include establishing and improving an HR shared services model - Demonstrated capability for setting strategy and leading a change management effort along with experience in continuous improvement and technology upgrades and implementation Additional Information All your information will be kept confidential according to EEO guidelines

Welcome to the intersection of energy and home services. At NRG, we're all about propelling the next generation of leaders forward. We are driven by our passion to create a smarter, cleaner and more connected future. We deliver innovative solutions that make our customers' lives easier-helping them power, protect, and intelligently manage their homes and businesses. To do this, we need creative and talented people to join our company. We offer a dynamic work environment and a unified and inclusive culture. NRG fosters a strong sense of belonging that leads to better collaboration and business performance. Our company programs are designed to help employees develop the skills they need for success now and in the future. In everything we do, we aim to champion our employees and bring value to our customers, investors and society. More information is available at ************ Connect with NRG on Facebook, Instagram, LinkedIn and X. Job Summary: NRG is currently seeking a dynamic Senior Talent Business Partner to support NRG Business (C&I Sales and Market Ops Trading and Analytics groups). The Senior Talent Business Partner is a strategic role that provides expert consultation and guidance to management and employees on all HR related matters to align people strategies with business goals. This includes the following areas: strategic people management, employee relations, employee engagement, HR Projects/Programs and initiatives, compensation, acquisitions, integrations, workforce planning and retention, recruiting, as well as subject matter expertise relative to process improvement, project management, data analysis and reporting. An effective Senior Talent Business Partner will advance the objective of increasing employee, management, and organizational engagement and effectiveness. Essential Duties/Responsibilities: Build strategic relationships with leaders, managers and employees and provide seamless tactical and strategic HR support inclusive of thought leadership on effective solutions supporting both the employee and management. Serve as an advocate and trusted advisor by providing coaching and guidance to management and employees regarding policies, procedures and programs, people strategy, performance and talent development. Drive/improve employee engagement through support of talent review and succession planning initiatives, engagement surveys and development and recognition programs. Partner with L&D to identify training needs and assist the L&D function in aligning training programs with business needs objectives. Support the recruitment process by providing strategic assistance with job descriptions, compensation analysis, approvals, interview training, and interviewing for key roles, etc. Recommend and perform quality control procedures as defined to ensure accurate and compliant records, including records related to promotions, job transfers and new hires. Maintain open position and workforce planning details. Partner with business leaders to confidentially manage and resolve employee relations matters in accordance with company policies, processes, procedures and employment law (as appropriate). Coach Managers to document effectively to improve individual & team performance. Actively manage performance and behavior issues to resolution. Conduct in depth and impartial investigations regarding compliance and employee relations matters as they should arise. Ensure compliance with employment laws/regulations and assess progress against company EEO/Affirmative Action goals and support the company's diversity & inclusion goals. Manage and implement special projects as assigned. Provide positive customer service by responding to employees and managers on HR related questions. Provide reference to HR policies and procedures. Promote employee self-service with available systems and procedures. Prepare reports and analyze data from HR information systems for information reporting and management decision-making. Identify opportunities, take initiative and formulate/develop policies and services to improve the effectiveness of current HR/business processes and practices and make recommendations to business leadership. Minimum Requirements: High School Diploma or GED equivalent Minimum of 5 years of HR business partner experience in a fast-paced, dynamic organization is required. Minimum of 5 years of recent experience analyzing and resolving employee issues, providing advice and counseling to managers and supervisors. Critical skills thinking & problem-solving capabilities High attention to detail is required with a focus on data quality. Ability to manage multiple projects and meet deadlines. Must be organized and able to handle confidential information. Preferred Qualifications: Bachelor's Degree in a related discipline. HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP preferred. Experience working with HR record software preferred, such as SuccessFactors. Experience working in a large utilities or energy company is desirable. Additional Knowledge, Skills and Abilities: Broad and in-depth understanding of employment law and company policies and procedures. Ability to interface with and directly support senior-level leadership. Ability to exercise discretion and independent judgment. Ability to solve problems for clients or research options/recommendations. Demonstrated ability to maintain confidentiality. Exhibition of high ethical standards consistent with NRG's values. Ability to set priorities and to respond to changing demands from multiple sources on short notice. Excellent organizational skills. Excellent communication skills (written and verbal) and strong attention to detail with a focus on data quality. Ability to work independently and as a team member; strong teamwork and collaboration skills. Ability to work with all levels of the Company, from front-line employees to senior leadership. Demonstrated ability to influence others. Ability to handle multiple assignments on a timely basis with a high degree of accuracy. Strong proficiency in Word, PowerPoint, Excel, Outlook, and Teams. Working Conditions: Hybrid position - 3 days per week in office on Mondays, Tuesdays, and Thursdays, 2 days per week remote on Wednesdays and Fridays. Ability to work in an open office environment (sitting, walking, standing, meetings, general computer use). Minimal travel as required by business or project needs. Ability to adapt work schedule to business and department demands. NRG Energy is committed to a drug and alcohol-free workplace. To the extent permitted by law and any applicable collective bargaining agreement, employees are subject to periodic random drug testing, and post-accident and reasonable suspicion drug and alcohol testing. EOE AA M/F/Protected Veteran Status/Disability. Level, Title and/or Salary may be adjusted based on the applicant's experience or skills. EEO is the Law Poster (The poster can be found at ************************************************************************ Official description on file with Talent.

At Thermo Fisher Scientific, our Mission is to Enable Our Customers to Make the World Healthier, Cleaner and Safer. It is more than just something that fills our days, our work has a purpose. Our work requires passion and creates meaningful outcomes. Our work matters. We are sharing our expertise and technological advancements with customers, helping them make the world a better place - whether they are discovering a cure for cancer, protecting the environment, or making sure our food is safe. Our colleagues share a common set of values - Integrity, Intensity, Innovation, and Involvement. We work together to accelerate research, tackle sophisticated analytical challenges, improve patient diagnostics, drive innovation, and increase laboratory productivity. Location/Division Specific Information The Instrument and Enterprise Services (IES) organization enables Thermo Fisher Scientific's mission by delivering integrated service solutions that keep our customers' instruments and operations running at peak performance. IES combines deep technical expertise with data-driven insights to provide proactive maintenance, digital enablement, and operational excellence across global customer sites. The team plays a critical role in advancing productivity, reliability, and customer satisfaction. Guided by our 4i values, IES continuously evolves to meet the needs of our customers and industries we serve. Location: On-site in Pittsburgh, PA or Morrisville, NC. Relocation assistance is NOT provided. Must be legally authorized to work in the United States without sponsorship. Must be able to pass a comprehensive background check, which includes a drug screening. Position Specific Information: As Senior HR Manager, Services, you will act as a trusted strategic partner, coach, and change agent to our North America business and functional leaders. To achieve this, you will collaborate to develop and translate forward-thinking strategies in the areas of talent management, business transformation, organizational development, performance management, career development, employee relations, diversity, compensation planning, and change leadership into practical HR actions. Key Responsibilities: Translate business and strategic priorities into innovative, data-driven HR initiatives that strengthen talent attraction, development, engagement, and retention in alignment with Thermo Fisher's 4i values. Coach managers on HR policies, performance management, restructuring, and complex employee relations matters to build leadership capability and accountability. Partner with leadership and HR COE's to design and implement enterprise-wide HR programs, policies, and annual talent initiatives. Lead or support organizational change efforts, including restructuring and transformation projects, ensuring alignment with long-term business goals and employee engagement. Harness people analytics, dashboards, and metrics to analyze workforce trends, steer data-informed decision-making, and enhance HR programs and processes. Conduct and resolve employee and labor relations issues in partnership with Employee Relations Drive recruitment and talent acquisition strategies that attract diverse, hard-working talent and ensure equity in hiring and compensation practices. Lead and participate in divisional HR projects that enhance business capability, drive engagement, and build a resilient, high-performance culture. Education Bachelor's degree in HR, Business administrations or a related field required. Master's degree or equivalent experience is acceptable Experience Minimum of 8 years of HR work experience required Validated results working within a matrix and with HR COE partners Knowledge, Skills, Abilities Broad knowledge of human resources practices and HR expertise. Ability to operate with agility and a strong bias for action-able to translate strategy into execution and deliver results in a fast-paced, evolving environment. Proficient critical thinking and analytical skills, regularly turning data into insights and action. Outstanding project management, communication, and presentation skills as well as ability to handle and prioritize workload. Understanding of regional labor and employment laws. Effective consultation skills with the ability to influence leaders. Ability to maintain strict confidentiality and act with a high level of tact and composure. We offer competitive remuneration, annual incentive plan bonus scheme, healthcare, company 401k, and a range of employee benefits! Thermo Fisher Scientific offers employment with an innovative, forward-thinking organization, and outstanding career and development prospects. We offer an exciting company culture that stands for integrity, intensity, involvement, and innovation. Thermo Fisher Scientific is an EEO/Affirmative Action Employer and does not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other legally protected status. We will ensure that individuals with disabilities are provided a reasonable accommodation to participate in the job application or interview process, to perform critical job functions, and to receive other benefits and privileges of employment. Please contact us to request an accommodation.

Shift4 (NYSE: FOUR) is boldly redefining commerce by simplifying complex payments ecosystems across the world. As the leader in commerce-enabling technology, Shift4 powers billions of transactions annually for hundreds of thousands of businesses in virtually every industry. For more information, visit *************** About the Role As the global HR lead for Shift4's Product & Technology division, this role will be responsible for shaping and executing HR strategies that support our high-performing teams across product management, engineering, and technology functions. The ideal candidate is a trusted advisor, strong negotiator, and strategic influencer with experience supporting global tech organizations. Key Responsibilities Strategic HR Leadership Serve as the primary HR leader and advisor to the Chief Product Officer and Technology leadership team, ensuring alignment between business goals and people strategy. Drive organizational design, workforce planning, and talent strategies to support a high-growth, fast-paced environment. Influence and negotiate with senior leadership on HR initiatives, workforce investments, and change management strategies. Work with local Country HR Leaders, HRBPs and COEs globally to execute on people strategy Talent & Leadership Development Design and implement career paths and development frameworks for Product & Technology teams, ensuring clear growth opportunities and skill development. Provide executive coaching to senior leaders, enhancing leadership effectiveness and team dynamics. Drive succession planning, leadership pipeline development, and high-potential programs for key talent. Retention & Engagement Develop strategies to attract, retain, and engage top technical talent in a competitive market. Partner with business leaders to drive culture, engagement, and change management efforts globally. Lead employee listening strategies, leveraging feedback to drive continuous improvement. HR Execution & Global Strategy Partner with COEs to design and deliver compensation, benefits, and workforce strategies tailored for the Product & Technology org. Ensure a consistent, scalable, and global approach to HR while accounting for local market needs. Lead HR transformation initiatives, integrating new tools and processes to support agility and efficiency. What We're Looking For 10+ years of HRBP experience, with at least 5+ years supporting technology organizations. Experience working in fintech, payments, or high-growth tech companies preferred. Proven ability to influence, negotiate, and drive HR strategy at a global level. Strong background in organizational design, leadership coaching, and workforce planning. Ability to thrive in ambiguity, drive change, and execute in a fast-moving environment. Experience leading global HR initiatives across multiple geographies. Strong data-driven approach, with ability to translate insights into action. Why Join Shift4? High-impact role supporting one of the most critical business functions. Opportunity to shape and scale the Product & Technology organization at a leading public fintech company. Direct exposure to C-level leadership and global strategic initiatives. Fast-paced, entrepreneurial culture with a focus on results. If you're an HR leader with deep tech experience, strategic mindset, and a passion for building high-performing teams, we'd love to hear from you! We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

Insight Global's client, a nonprofit organization, is hiring an HR Manager for a full-time, permanent role with a hybrid schedule in Pittsburgh, PA. The ideal candidate will bring expertise in enhancing HR operations, including performance management, SOP development, and departmental efficiency. The HR Manager plays a key role in ensuring compliance with labor laws, leading recruitment and retention efforts, overseeing staff training, and driving employee engagement. This position supports strategic goals while promoting a positive work culture and transparent communication. Reporting to the COO and Director of Administration, the HR Manager also supervises the Training and Development Coordinator and contributes to policy development and performance strategies with a strong equity focus. Core Responsibilities: - Recruitment: Develop hiring strategies, manage job postings, source candidates, and collaborate with hiring teams to meet staffing goals. - Onboarding: Coordinate new hire setup, payroll documentation, policy reviews, and first-week check-ins. - HR Records: Maintain accurate employee files, process payroll updates, and support staff with HR systems. - Training & Development: Assess training needs, deliver HR sessions, support evaluations, and assist with employee satisfaction initiatives. - Employee Relations: Serve as the HR contact for staff concerns, promote morale, resolve conflicts, investigate complaints, and conduct exit interviews. - Special Projects: Provide support to the CEO, COO, and leadership team on ad hoc assignments. We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to ********************.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: **************************************************** Skills and Requirements - Bachelor's degree in Human Resources or a related business field - 5-7+ years of progressive HR experience - Strong knowledge of personnel records and compliance management - Genuine passion and commitment to supporting underserved communities and families - Master's degree and/or HR certification (e.g., SHRM, PHR) - Familiarity with HRIS platforms - Background in public health or nonprofit organizations

Primary Office Location:626 Washington Place. Pittsburgh, Pennsylvania. 15219.Join our team. Make a difference - for us and for your future. requires a regular in-office presence. Manager of Human Resources Technologies Business Unit: Human Resources Reports to: Director Human Resource Operations Position Overview: This role is responsible for overseeing the strategic and operational management of HR technologies, including but not limited to HRIS, Employee support tools, and analytics platforms. The role requires a strong background in HRIS leadership, a passion for optimization, and a forward-thinking approach to integrating AI and automation into the employee experience. This position supervises a team of HRIS analysts, including senior-level contributors, and partners closely with HR, IT, and business stakeholders to ensure our systems are scalable, secure, and aligned with organizational goals. Primary Responsibilities: Strategic Leadership & Vision: Define and execute the roadmap for HR technology, aligning systems with business strategy and workforce needs. Champion the use of AI, machine learning, and automation to enhance HR operations, data insights, and employee experience. Remain aware and ahead of emerging HR tech trends and evaluate new tools for potential adoption. Team Management & Development: Lead, mentor, and develop a team of HRIS analysts, fostering a culture of collaboration, innovation, and continuous learning. Set performance goals, conduct regular reviews, and support career development within the team. Promote cross-functional knowledge sharing and ensure consistent documentation of processes and standards. Systems Oversight & Optimization: Oversee configuration, maintenance, and enhancement of all HR systems. Ensure data integrity, system security, and compliance across platforms. Oversee the coordination of system upgrades, integrations, and vendor relationships. Analytics & Reporting: Collaborate with internal COEs to drive the development of advanced HR dashboards and analytics tools to support data-driven decision-making. Define a strategy for people analytics to deliver actionable insights on workforce trends. Process Improvement & Automation: Identify opportunities to streamline HR processes through technology and automation. Lead initiatives to reduce manual work, improve data flow, and enhance user experience across HR systems. Stakeholder Engagement: Serve as the primary liaison between HR, IT, Finance, and external vendors for all HR technology matters. Facilitate governance and steering committees to prioritize system enhancements and ensure alignment with enterprise goals. Performs other related duties and projects as assigned. All employees have the responsibility and the accountability to serve as risk managers for their businesses by understanding, reporting, responding to, managing and monitoring the risk they encounter daily as required by F.N.B. Corporation's risk management program. F.N.B. Corporation is committed to achieving superior levels of compliance by adhering to regulatory laws and guidelines. Compliance with regulatory laws and company procedures is a required component of all position descriptions. Minimum Level of Education Required to Perform the Primary Responsibilities of this Position: BA or BS Minimum # of Years of Job Related Experience Required to Perform the Primary Responsibilities of this Position: 7 Skills Required to Perform the Primary Responsibilities of this Position: Excellent project management skills Excellent communication skills, both written and verbal Excellent management skills Excellent organizational, analytical and interpersonal skills Ability to work and multi-task in a fast paced environment MS Excel - Expert Level Detail-oriented MS PowerPoint - Intermediate Level 7+ yrs HR Technology expertise 5+ yrs Workday experience is required Experience with other major HR platforms is preferred but not required (e.g., SAP SuccessFactors, Oracle HCM, ADP, UKG) 5+ yrs in a leadership capacity Licensures/Certifications Required to Perform the Primary Responsibilities of this Position: Additional HRIS credentials preferred but not required Physical Requirements or Work Conditions Beyond Traditional Office Work: N/A Equal Employment Opportunity (EEO): It is the policy of F.N.B. Corporation (FNB) and its affiliates not to discriminate against any employee or applicant for employment because of age, race, color, religion, sex, national origin, disability, veteran status or any other category protected by law. It is also the policy of FNB and its affiliates to employ and advance in employment all persons regardless of their status as individuals with disabilities or veterans, and to base all employment decisions only on valid job requirements. FNB provides all applicants and employees a discrimination and harassment free workplace.

Welcome to the intersection of energy and home services. At NRG, we're all about propelling the next generation of leaders forward. We are driven by our passion to create a smarter, cleaner and more connected future. We deliver innovative solutions that make our customers' lives easier-helping them power, protect, and intelligently manage their homes and businesses. To do this, we need creative and talented people to join our company. We offer a dynamic work environment and a unified and inclusive culture. NRG fosters a strong sense of belonging that leads to better collaboration and business performance. Our company programs are designed to help employees develop the skills they need for success now and in the future. In everything we do, we aim to champion our employees and bring value to our customers, investors and society. More information is available at ************ Connect with NRG on Facebook, Instagram, LinkedIn and X. Job Summary: NRG is currently seeking a dynamic Senior Talent Business Partner to support NRG Business (C&I Sales and Market Ops Trading and Analytics groups). The Senior Talent Business Partner is a strategic role that provides expert consultation and guidance to management and employees on all HR related matters to align people strategies with business goals. This includes the following areas: strategic people management, employee relations, employee engagement, HR Projects/Programs and initiatives, compensation, acquisitions, integrations, workforce planning and retention, recruiting, as well as subject matter expertise relative to process improvement, project management, data analysis and reporting. An effective Senior Talent Business Partner will advance the objective of increasing employee, management, and organizational engagement and effectiveness. Essential Duties/Responsibilities: * Build strategic relationships with leaders, managers and employees and provide seamless tactical and strategic HR support inclusive of thought leadership on effective solutions supporting both the employee and management. * Serve as an advocate and trusted advisor by providing coaching and guidance to management and employees regarding policies, procedures and programs, people strategy, performance and talent development. * Drive/improve employee engagement through support of talent review and succession planning initiatives, engagement surveys and development and recognition programs. * Partner with L&D to identify training needs and assist the L&D function in aligning training programs with business needs objectives. * Support the recruitment process by providing strategic assistance with job descriptions, compensation analysis, approvals, interview training, and interviewing for key roles, etc. * Recommend and perform quality control procedures as defined to ensure accurate and compliant records, including records related to promotions, job transfers and new hires. Maintain open position and workforce planning details. * Partner with business leaders to confidentially manage and resolve employee relations matters in accordance with company policies, processes, procedures and employment law (as appropriate). * Coach Managers to document effectively to improve individual & team performance. Actively manage performance and behavior issues to resolution. * Conduct in depth and impartial investigations regarding compliance and employee relations matters as they should arise. * Ensure compliance with employment laws/regulations and assess progress against company EEO/Affirmative Action goals and support the company's diversity & inclusion goals. * Manage and implement special projects as assigned. * Provide positive customer service by responding to employees and managers on HR related questions. Provide reference to HR policies and procedures. Promote employee self-service with available systems and procedures. * Prepare reports and analyze data from HR information systems for information reporting and management decision-making. * Identify opportunities, take initiative and formulate/develop policies and services to improve the effectiveness of current HR/business processes and practices and make recommendations to business leadership. Minimum Requirements: * High School Diploma or GED equivalent * Minimum of 5 years of HR business partner experience in a fast-paced, dynamic organization is required. * Minimum of 5 years of recent experience analyzing and resolving employee issues, providing advice and counseling to managers and supervisors. * Critical skills thinking & problem-solving capabilities * High attention to detail is required with a focus on data quality. * Ability to manage multiple projects and meet deadlines. * Must be organized and able to handle confidential information. Preferred Qualifications: * Bachelor's Degree in a related discipline. * HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP preferred. * Experience working with HR record software preferred, such as SuccessFactors. * Experience working in a large utilities or energy company is desirable. Additional Knowledge, Skills and Abilities: * Broad and in-depth understanding of employment law and company policies and procedures. * Ability to interface with and directly support senior-level leadership. * Ability to exercise discretion and independent judgment. * Ability to solve problems for clients or research options/recommendations. * Demonstrated ability to maintain confidentiality. * Exhibition of high ethical standards consistent with NRG's values. * Ability to set priorities and to respond to changing demands from multiple sources on short notice. * Excellent organizational skills. * Excellent communication skills (written and verbal) and strong attention to detail with a focus on data quality. * Ability to work independently and as a team member; strong teamwork and collaboration skills. * Ability to work with all levels of the Company, from front-line employees to senior leadership. Demonstrated ability to influence others. * Ability to handle multiple assignments on a timely basis with a high degree of accuracy. * Strong proficiency in Word, PowerPoint, Excel, Outlook, and Teams. Working Conditions: * Hybrid position - 3 days per week in office on Mondays, Tuesdays, and Thursdays, 2 days per week remote on Wednesdays and Fridays. * Ability to work in an open office environment (sitting, walking, standing, meetings, general computer use). * Minimal travel as required by business or project needs. * Ability to adapt work schedule to business and department demands. NRG Energy is committed to a drug and alcohol-free workplace. To the extent permitted by law and any applicable collective bargaining agreement, employees are subject to periodic random drug testing, and post-accident and reasonable suspicion drug and alcohol testing. EOE AA M/F/Protected Veteran Status/Disability. Level, Title and/or Salary may be adjusted based on the applicant's experience or skills. EEO is the Law Poster (The poster can be found at ************************************************************************ Official description on file with Talent. Nearest Major Market: Pittsburgh

About Eos Energy Enterprises Eos Energy Enterprises, Inc. is accelerating the shift to American energy independence with positively ingenious solutions that transform how the world stores power. Our breakthrough Znyth™ aqueous zinc battery was designed to overcome the limitations of conventional lithium-ion technology. It is safe, scalable, efficient, sustainable, manufactured in the U.S., and the core of our innovative systems that today provides utility, industrial, and commercial customers with a proven, reliable energy storage alternative for 3 to 12-hour applications. Eos was founded in 2008 and is headquartered in Edison, New Jersey. For more information about Eos (NASDAQ: EOSE), visit eose.com. Overall Summary: The Sr. HR Business Partner will serve as a strategic partner to leaders across our corporate functions, including Software Engineering, Information Technology, and other enabling teams. This role is responsible for aligning HR strategies with business objectives to drive talent development, organizational performance and employee engagement. The Sr HRBP will act as a trusted advisor, providing thought leadership and actionable solutions across many functional areas, including benefits, employee relations, training, performance management, onboarding, policy implementation, conflict resolution, recruitment/employment and employment law compliance. Location: Onsite in Pittsburgh, Pennsylvania Responsibilities: Work with business leaders to understand business priorities and translate them into the highest impact work. Provide data-driven recommendations that improve performance, retention, and the overall employee experience. Provide proactive HR support and strategic guidance. Communicate HR and Company policy/processes, including compensation and benefits, ensuring management and staff are informed and in compliance. Provide coaching and guidance to managers on employee engagement, career development, and performance improvement. Collaborate with leaders to design and implement organizational changes, including team structure, role design, and change management support. Act as a liaison between employees and leadership, fostering a culture of open communication, collaboration, and innovation. Execute strategic initiatives, including but not limited to: Talent Review, Merit Review, Strategic Workforce Planning, Performance Management, etc. Support organizational design across assigned groups to effectively structure teams, identify support, skill gaps, and partner with leaders on workforce planning. Participate in interviews and collaborate with leaders on hiring decisions, in partnership with the Talent Acquisition team. Collaborate with leaders on training and talent development initiatives, in partnership with the Learning and Development team. Answer employee questions regarding leaves of absence, benefits, and payroll questions, in partnership with the Payroll and Benefits team. Proactively manage and resolve employee relations issues and conduct investigations, as needed. Perform exit interviews for terminated employees. May respond to unemployment claims or represent company at unemployment compensation hearings. Delivers onboarding and orientation programs, as needed, to set new hires up for success. Other duties as assigned. Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. Master's degree or relevant HR certification(s) (PHR/SPHR, SHRM-CP/SCP) preferred. Eight (8+) or more years of progressive HR experience required, including experience supporting corporate functions. Previous experience with software engineering or technology teams strongly preferred. HR Business Partner experience in a bargaining unit environment strongly preferred. HR Business Partner experience in a manufacturing environment preferred. Workday experience preferred. Knowledge, Skills, and Abilities Ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. Excellent analytical, problem-solving, and communication skills with the ability to thrive in fast-paced, evolving environment. Thorough knowledge and understanding of labor and employment laws (e.g., NLRA, FMLA, Title VII, FCRA, ADA, ADEA, FLSA, HIPAA) and other HR concepts. Proficient in MS Office - Excel, Word, PowerPoint. Ability to listen with both empathy and examination. Ability to communicate clearly and influence all levels of the organization, both verbally and in writing as well as presenting. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Strong business and HR acumen, including strong problem-solving skills, critical thinking, and self-initiative. Travel Local Travel Overnight/North America Travel: Less than 10% Working Conditions Office Environment - Must be able to remain in a stationary position 50% of the time and occasionally move about inside the office to access file cabinets, office machinery, etc. Required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. May be required to exert up to 25 pounds of force occasionally to lift, carry, push, pull or otherwise move objects, including the human body.

Join Redstone Presbyterian SeniorCare, a Great Place to Work Certified Organization! Human Resources Manager Full Time Title: Human Resources Manager Status: Full Time Shift: Daylight, 8:00 am - 4:30 pm Location: Chapel Hill What does Redstone offer me? A shared Vision to be Difference Makers and World Changers for our residents, clients and the community. Supportive Team: Enjoy a collaborative and positive work environment with excellent Staff to Resident Ratios. Paid Parental Leave: Supports employees during special life moments such as the birth of a child or placement of a child for adoption or foster care. A Steppingstone to Career Advancement: With our Tuition Reimbursement & Scholarship Programs, our employees pursue their educational goals with financial assistance. We prioritize your growth with ongoing training, development programs, and a culture of learning and mentorship. Employee Recognition & Appreciation: We celebrate your contributions and hard work with appreciation programs and events. The Chance to Join an Organization that Cares: Redstone puts people before tasks. Our team of hard-working professionals value integrity and inclusion. Click Here for a Full List of our Benefits! What will I do as an employee with Redstone? This role's essential duties revolve around comprehensive Human Resources management, with a strong emphasis on recruitment and employee relations. Key responsibilities include: Providing effective leadership by supporting company values and fostering open communication. Developing and executing strategic recruiting plans for all roles, from forecasting needs to managing the full hiring cycle (posting, screening, interviewing, offers, onboarding). Coordinating pre-employment activities like background and reference checks. Enhancing the new hire experience through robust onboarding programs. Managing HR documentation, including job descriptions, performance evaluations, and employee records. Analyzing turnover trends through surveys and exit interviews to inform retention strategies. Developing and implementing HR policies and providing guidance to managers. What do I need for this role with Redstone? Education: A Bachelor's degree in Human Resources, Healthcare Administration, or a related field. Experience: A minimum of 5 years of progressive HR experience, including 3+ years in a supervisory role. Technical Skills: Proficiency in MS Word, Excel, and Access, strong computer skills, and the ability to quickly learn HRIS and ATS systems. Core Competencies: Superior analytical, problem-solving, verbal, and written communication skills. HR & Regulatory Knowledge: Strong understanding of insurance regulations, plan designs, and third-party administration. Familiarity with COBRA, ERISA, FMLA, Workers' Compensation, and related state and federal regulations is also required. HR certification (e.g., PHR, SHRM-CP) is strongly preferred. What makes Redstone unique? Serving Westmoreland County since 1980, Redstone is a name people have grown to know and trust. We offer a full array of services for ages 55+ including Retirement Living, Personal Care, Long Term Care & Rehabilitation, and Redstone@Home Hospice, Home Care & Home Health Services. A non-profit faith-based organization, Redstone employs a philosophy based upon a ministry of caring and treating each resident with respect and dignity. Our collaborative approach modeled by our Leadership reflects our Core Values: Respect, Quality, Truth, Teamwork, Life Balance and Life-Long Learning. We are excited and proud to announce, Redstone Presbyterian SeniorCare is a Great Place to Work Certified Organization! Redstone Presbyterian SeniorCare and its Affiliates is an Equal Opportunity Employer and follows a practice of affirmative action in promoting equal employment opportunity. Redstone Presbyterian SeniorCare and its Affiliates do not discriminate on actions involving recruiting, hiring, training, on-the-job treatment and promotion.

Founded in 1904, ESAB Corporation is a premier narrowly diversified global leader in connected fabrication technology and gas control solutions. Our rich history of innovative products, workflow solutions, and business system, ESAB Business Excellence, enables our purpose of Shaping the World We Imagine. We're looking to hire a talented HR Manager based in Hanover, PA. Reporting to the HR Director, NAM Operations with a dotted line to the Plant Manager, the HR Manager will support approximately 250 union and non-union associates across 2 facilities in Hanover, and 3 distribution centers throughout the U.S. This position will act as a dynamic change agent to provide HR leadership and support for all HR activities in a 3-shift environment. This key position serves as a valuable member of the site Leadership Team. Primary Duties * Partner with leaders and associates to ensure professional HR support for all HR topics. * Build capability of local teams with appropriate tools and knowledge to effectively execute HR processes (i.e., performance management, succession planning, career management, development, etc.). * Maintain positive labor relations with the various bargaining unions, including contract negotiations and managing the daily application of the contract to work rules and practices. * With guidance from HR leadership and Legal, engage in the grievance process up to and including arbitration. * Implement and manage Corporate HR Initiatives (i.e., engagement, training, talent review, performance management, development, etc.). * Lead associate engagement activities and motivate associates at all levels to achieve desired results (i.e., High Performance Organization). * Manage for short- and long-term disability programs including FMLA, and Worker's Compensation as needed for local associates. * Collaborate with US-based colleagues to establish and implement consistent practices, processes, and metrics in support of the HR strategy and goals. * Participate in HR reviews and audits and implement required actions. * Conduct investigations, report findings, and follow up with needed actions as appropriate. * Effectively manage payroll and benefits processing and maintain complaint personnel files. * Work with Total Rewards to proactively manage job evaluation, plant compensation policies and programs or compensation market benchmarking. * Responsible local labor law adherence (i.e., minimum wage, working hours, labor agreement(s), etc.) according to standards Qualifications * Fluent in English (read, write, speak) * Bachelor's degree in Human Resources or related discipline; PHR/SPHR certification is a plus. * 5+ years Human Resource management experience; manufacturing experience required. * Union negotiations skills and prior experience successfully resolving grievances strongly preferred. * Must be able to work with confidential and sensitive associate data. * Must be willing to work nights and weekends (including some holidays) as needed to ensure union timekeeping is processed in a timely manner. * Thrives in a fast-paced environment where s/he can have a positive impact on change. * Exercises good decision-making and judgment. * Excellent Microsoft products skills (Outlook-Word-Excel-Access-PowerPoint). * Must be able to flex schedule to support multi-shift facility. Working Conditions * Remains in a stationary position 50% of the time and involves additional physical demands such as ascending/descending stairs, walking stooping and standing. * Must wear Personal Protective Equipment 'PPE' when working/visiting manufacturing areas. * Constantly operates a computer and other office productivity machinery including but not limited to printer, tablets, cell phones. * Flexibility to travel overnight. (10% or less, infrequently) Position Available Due to Internal Promotion

Primary Office Location: 626 Washington Place. Pittsburgh, Pennsylvania. 15219. Join our team. Make a difference - for us and for your future. Senior Human Resources Business Partner Business Unit: Human Resources Reports to: Group Human Resources Business Partner Position Overview: This role leads strategic HR initiatives across the employee lifecycle, including talent strategy, organizational design, employee relations, and performance management. It brings a consultative mindset to partner with senior leaders to influence decision making and align workforce planning and engagement with evolving business needs, ensuring consistency, compliance, and cultural impact. Success requires deep HR expertise, a high level of strategic agility, and data-driven decision-making to influence outcomes and support sustainable organizational effectiveness. Primary Responsibilities: Business Partnering: A strategic advisor to senior leaders, leveraging HR expertise and organizational insight to guide talent deployment and decision-making. Aligns workforce capabilities with business needs through targeted assessment, development, and design. Identifies engagement drivers and cultural dynamics, coaching leaders to build resilient, high-performing teams and lead through change. Employee Relations: Leads high complexity ER matters including employee interviews, investigations, coaching, conflict resolution and formal corrective actions. Provides guidance & leverages influencing skills to support HR compliance aimed at fair, effective and consistent policy administration. Mitigating risk by balancing legal compliance, reputational risk, & organizational values. Talent Management & Development: Partners with leaders to drive effective performance management through feedback, coaching, and recognition. Assesses talent to identify skill gaps and growth opportunities, enabling targeted development. Leads long-range talent strategies that support agility & innovation, aligning workforce plans with future capability needs to build resilient, future-ready teams. Organizational Development & Workforce Planning: Advises leaders on workforce architecture that supports long-term business goals. Leads initiatives in scalable team design, and career pathing to align talent with evolving needs. Uses data-driven insights to guide staffing & role clarity while anticipating future demands. Designs agile organizational models that drive performance & enable growth. Corporate HR Liaison: Partners across HR on talent acquisition, benefits, payroll, compensation, HRIS, metrics, & training to ensure cohesive delivery of programs aligned with business strategy. Contributes to enterprise-wide initiatives with a strategic lens on design and change management. Provides feedback to enhance execution & mentors HR peers to build a high-impact, business-focused HR team. Personal Development & Teamwork: Maintains a forward-looking approach by tracking workforce trends, regulatory changes, and industry innovations to inform strategic HR practices. Participates in project teams with an enterprise impact in either a leadership or member role. Acts as a connector across HR functions. Provides guidance and mentorship for HRBPs and backup support to Group HRBP. Performs other related duties and projects as assigned. All employees have the responsibility and the accountability to serve as risk managers for their businesses by understanding, reporting, responding to, managing and monitoring the risk they encounter daily as required by F.N.B. Corporation's risk management program. F.N.B. Corporation is committed to achieving superior levels of compliance by adhering to regulatory laws and guidelines. Compliance with regulatory laws and company procedures is a required component of all position descriptions. Minimum Level of Education Required to Perform the Primary Responsibilities of this Position: BA or BS Minimum # of Years of Job Related Experience Required to Perform the Primary Responsibilities of this Position: 5 Skills Required to Perform the Primary Responsibilities of this Position: Excellent communication skills, both written and verbal Ability to work and multi-task in a fast paced environment Excellent customer service skills Excellent organizational, analytical and interpersonal skills Ability to use a personal computer and job-related software MS Word - Basic Level MS Excel - Basic Level MS PowerPoint - Basic Level Knowledge of HR related policies, employment law, government regulations and HRIS systems and the ability to apply this knowledge to resolve problems in an effective manner Flexibility to travel Licensures/Certifications Required to Perform the Primary Responsibilities of this Position: Valid Drivers License Physical Requirements or Work Conditions Beyond Traditional Office Work: Frequent driving (car, van, truck) Equal Employment Opportunity (EEO): It is the policy of F.N.B. Corporation (FNB) and its affiliates not to discriminate against any employee or applicant for employment because of age, race, color, religion, sex, national origin, disability, veteran status or any other category protected by law. It is also the policy of FNB and its affiliates to employ and advance in employment all persons regardless of their status as individuals with disabilities or veterans, and to base all employment decisions only on valid job requirements. FNB provides all applicants and employees a discrimination and harassment free workplace.

Pittsburgh CLO is a not-for-profit cultural organization dedicated to the preservation, creation and promotion of the American musical theater art form, the furnishing of arts education and providing outreach and meaningful community service opportunities in Western Pennsylvania and throughout the United States. The Pittsburgh CLO, hailed as one of the nation's premier regional theaters, is seeking a bright, organized, self-starter to serve as the Human Resources Manager. Reporting to the Director of Finance & Administration, you will guide leadership with strategic direction, execute our people-first initiatives, provide internal customer support and drive HR functional excellence. Our efforts both on and off stage are all in support of our commitment to the mission: “the celebration of musical theater.” If you have a strong passion for the arts, we want to hear from you! What you'll do: Manage the talent acquisition process including hiring, on-boarding and off-boarding for all staff positions and ensuring an equitable and inclusive process. Partner with hiring managers to review, analyze and clarify hiring needs and develop appropriate recruiting strategies to support those needs. Conduct reference checks and extend job offers, in partnership with hiring managers. Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Review s on an annual and as-needed basis and offer guidance to managers to maintain accurate and relevant job descriptions and job requirements. Champion a unified “people-first” workplace culture through engagement, motivation and optimization of human capital. Engage with managers on the disciplinary process, performance management, review of and compliance with all policies and procedures. Assist with implementing leadership development opportunities and offer recommendations for retaining top talent. Responsible for management and attending meetings of the HR Committee of the Board of Trustees. Research, develop, recommend, and execute creative strategies to drive Diversity, Equity, Accessibility & Inclusion (DEAI) initiatives throughout the organization. Participate in Diversity, Equity, Accessibility & Inclusion (DEAI), Executive, Full Board, and Annual board meetings. Coordinate and lead training for all CLO constituents (staff, seasonal employees, artistic contractors, and volunteers) on CLO Policies and Procedures and Code of Ethics compliance. Partner with the Director of Finance & Administration to facilitate resolution of employee relations issues. Maintain personnel records and employee documentation in accordance with legal standards. Manage and administer the company benefits programs and annual open enrollment process. Administer unemployment and workmen's compensation claims. Participate in the workplace Safety Committee. Maintain and update the CLO Code of Ethics, Employee Handbook and various policies in compliance with federal, state, and local employment laws and regulations. Review policies and recommended best practice. Support the Executive Producer, CEO, and Senior Staff as needed with other tasks and projects which advance the goals of the organization, its departments and entities. What you'll need: Bachelor's degree in Human Resources, Business Administration, or related field required with a minimum 1-2 years' experience in a robust HR Generalist role 3-5 years in a HR Management role strongly preferred HR Certification strongly desired (employer assistance may be considered) Excellent verbal and written communication skills Excellent interpersonal, negotiation, and conflict resolution skills. Ability to act with integrity, professionalism and confidentiality at all times Strong organizational skills with keen attention to detail, excellent analytical and problem-solving skills 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 Strong commitment to Diversity, Equity, Inclusion, and Accessibility work Engaged in and inspired by Musical Theater What we offer: Compensation starting at $50,000 commensurate with experience. Full-time, exempt position with a dynamic organization and engaged team. Full employer-paid benefits package (health, vision, dental, and life) and employee assistance program; Voluntary additional life, LTD, critical illness, and accident insurance available. 403(b), 401(a), FSA, PTO, and select paid holidays. Perks include free tuition for CLO Academy classes and free tickets to CLO productions It is the continuing policy of Pittsburgh CLO to afford equal employment opportunity to qualified individuals regardless of their race, color, religion or belief, age, sex, gender identity or expression, national origin, ancestry, sexual orientation, physical or mental disability, veteran status, or family or parental status and to conform to all applicable laws and regulations to that regard. This policy of equal employment opportunity comprehends all aspects of the employment relationship, including application and initial employment, promotion and transfer, administration, and the application of service, retirement, seniority and employee benefit policies.

About us Rural King Farm and Home Store strives to create a positive and rewarding workplace for our associates. We offer opportunities for growth, competitive benefits, a people first environment, and an opportunity to work alongside dedicated associates who share a passion for providing an exceptional experience and service to our rural communities. Whether you are starting an entry-level position or joining with professional experience, Rural King encourages professional growth and provides the necessary resource to help you succeed and grow with us. When you join the Rural King team, you become a contributing member in supporting the needs of and making a difference in the lives of those within the people and communities we serve. How we reward you 401(k) plan that provides a 100% match on the first 3% of your contributions and 50% of the next 2% * Healthcare plans to support your needs * Virtual doctor visits * Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinic's Complex Care Program * 15% Associate Discount * Dave Ramsey's SmartDollar Program (no cost to you!) * Associate Assistance Program * RK Cares Associate Hardship Program * 24/7 Chaplaincy Services What You'll do The Purpose of the Human Resources Lead is to assist with various human resources functions and to provide support to both management and associates at their location. This role plays a vital part in ensuring a positive and productive work environment while upholding company policies and legal compliance. The HR Lead will be responsible for overseeing employment-related activities at the location level, which include but are not limited to staffing, timekeeping, record keeping of performance coaching, benefits administration, and training coordination. Promote positive associate relations through effective communication and fostering a supportive work culture. Play a vital role in shaping the perception of our company and our values. Communicate with professionalism, empathy, and enthusiasm to deliver a positive experience to all. Review applications to assess candidate qualifications and suitability for open positions. Conduct initial phone screenings to evaluate candidate skills, experience, and cultural fit. Coordinate and schedule interviews between candidates and store management, ensuring a smooth and positive candidate experience. Coordinate and facilitate new hire onboarding to provide a smooth and positive new hire experience. Plan and take part in community events to enhance hiring efforts and promote employment opportunities. Coordinate and conduct new associate orientations, ensuring a smooth onboarding experience. Prepare and maintain accurate and up-to-date associate records in the Human Capital Management system, including personal information, attendance, leave management, and all other relevant documentation. Assist with benefits administration and enrollment processes. Coordinate and conduct training sessions on assorted topics, including workplace policies, positions specific training, and associate development. Support performance management processes, aiding with goal setting, performance evaluations, and associate development plans. Serve as a point of contact for associates, addressing inquiries promptly and providing guidance. Assist your HR Business Partner to resolve associate conflicts and disciplinary issues, adhering to company policies and legal requirements. Partner with the Store Support Center Human Resources and the Store Manager with policy, procedure, and initiatives. Maintain associate communication by removing outdated communications and posting current information on RK programs, benefits, schedules, location performance, wellness, safety compliance, and other pertinent information. Oversee the location's safety program including maintaining the accident/incident files, communicating daily safety topics, completing the safety audits, and completing accident reviews. Maintain a strong code of ethics and high degree of confidentiality of information about all company, associate, community, legal, and all other matters. Regularly communicate, both written and verbally, with partners from Store Support Center in a professional manner. Use general office equipment such as telephone, copy machine, fax machine, and computer. May be required to work evenings and weekends. Oversee monthly cash reporting as needed. Maintain office and breakroom supplies. Maintain breakroom and training space standards. Participate in cross-training for flexibility in various departments and responsibilities. Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. Perform other duties as assigned. Supervisory Responsibilities None Essential Qualities for Success At least 2 years of human resources experience or equivalent combination of experience and education. Proficiency with Microsoft Office Suite or related software. Working knowledge of Microsoft Office Suite. Excellent verbal and written communication skills to convey ideas, instructions, and information clearly and concisely. Excellent customer service skills. Demonstrated ability to prioritize tasks, meet deadlines, and maintain a high level of attention to detail. Proven track record of consistently producing error-free work and meeting quality standards. Strong interpersonal skills to build rapport, foster relationships, and collaborate effectively. Proficiency in adapting communication style and tone to effectively interact with individuals from diverse backgrounds and at different levels within the organization. Demonstrate a high level of adaptability in response to changing priorities, unexpected challenges, and evolving business needs. Comfortable navigating computer systems and software to assist customers or manage activities. Possession of a growth mindset, characterized by a belief in the ability to develop talents and intelligence through hard work, dedication, and continuous learning. Physical Requirements Ability to maintain a seated or standing position for extended durations. Ability to lift, push, and/or pull a minimum of 30 pounds repetitively and 31-50 pounds intermittently. Able to navigate and access all facilities. Skill to effectively communicate verbally with others, both in-person and via electronic devices. Close vision for computer-related activities. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, marital status, or any other characteristic protected by law. We use E-Verify to confirm the employment eligibility of all newly hired associates. To learn more about E-Verify, including your rights and responsibilities, please visit *********************

The Vice President of Human Resources and Compliance plans, directs, and implements policies for all phases of company operations and personnel activities. This position will develop and execute human resources strategy, ensuring continual alignment with the company's mission and core values, and will strive to maintain a positive, equitable, and inclusive workplace culture. The Vice President of Human Resources and Compliance will make strategic recommendations to the Chief Executive Officer, Executive Management, and management teams and provide oversight of the entirety of the employee life cycle, including recruitment and onboarding, performance management, training and development, benefits administration, employee relations, and payroll. This individual will evaluate and make recommendations of benefit programs and compensation structure changes to existing plans. The Vice President of Human Resources and Compliance is also responsible for executing internal auditing processes and assessing program needs to ensure that program compliance objectives and benchmarks are met. This individual will assist the Chief Compliance Officer with all contractual, licensing, and accreditation audit coordination and preparation.