Director of human resources jobs in Racine, WI - 223 jobs

HR & Safety Manager (42020) Our client is an organization in the Milwaukee area looking for an HR & Safety Manager. Our client is looking for someone with related experience, manufacturing industry experience and strong leadership skills. This position offers ownership of HR & Safety strategies, direct impact on company culture and fun events throughout the year! The HR & Safety Manager will be responsible for, but not limited to, the following: RESPONSIBILITIES The HR & Safety Manager is a hands-on leader responsible for overseeing all Human Resources and Workplace Safety functions across the organization. Lead all HR functions including employee relations, talent acquisition, compensation, benefits, payroll oversight, and learning & development Serve as a trusted advisor to leadership and managers on HR policies, employee development, performance management, and organizational effectiveness Manage the full employee lifecycle: recruiting, onboarding, performance reviews, discipline, investigations, terminations, and offboarding Oversee annual performance review processes and develop salary and compensation recommendations Design and implement learning and development programs to support employee growth and leadership development Conduct compensation and benefits analysis to ensure market competitiveness and internal equity Lead talent acquisition efforts for exempt and management-level roles Provide hands-on oversight of payroll processing to ensure accuracy, timeliness, and compliance. Lead OSHA compliance, reporting, training, and workplace safety programs Develop, implement, and continuously improve safety policies and procedures Conduct safety audits, investigations, and corrective action plans The HR & Safety Manager will possess the following: EXPERIENCE REQUIRED Bachelor's degree required. 3+ years of HR management OR 7+ years of progressive HR experience. 2+ years of safety/OSHA experience. Experience in manufacturing industry. Payroll processing experience preferred. Strong leadership skills and ability to “hit the ground running.” Excellent written and verbal communication skills. Equal Opportunity Employer

Aramark Healthcare+ is searching for a Human Resouces Manager in Gleview, IL to support the following locations: Glenbrook and Highland Park Hospitals. As the Human Resources Manager, you will provide HR generalist support for the Aramark Corporate functional staff / Centers of Excellence (COE). This position is also responsible for providing management and administration of several imperative HR processes. COMPENSATION: The salary rate for this position is $75,000.00 to $85,000.00. If both numbers are the same, that is the amount that Aramark expects to offer. This is Aramark's good faith and reasonable estimate of the compensation for this position as of the time of posting. BENEFITS: Aramark offers comprehensive benefit programs and services for eligible employees including medical, dental, vision, and work/life resources. Additional benefits may include retirement savings plans like 401(k) and paid days off such as parental leave and disability coverage. Benefits vary by location and are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works. For more information about Aramark benefits, click here Aramark Careers - Benefits & Compensation There is no predetermined application window for this position, the position will close once a qualified candidate is selected. Qualified applicants with arrest or conviction records will be considered for employment in accordance with all applicable laws, including, but not limited to all applicable Fair Chance Ordinances and Acts. For jobs in San Francisco, this includes the San Francisco Fair Chance Ordinance. Job Responsibilities Issue resolution, follow up and recommendations for corporate COE's including but not limited to: Hotline calls response, investigation and follow, Corrective action/performance management consulting, and Policy interpretation Employee Engagement Initiatives - Engagement Action Plan development and follow-up, corporate engagement and celebration activities point of contact/coordinator Talent Acquisition - corporate Accelerate to Leadership and Step up to Leadership point of contact HR metrics reporting and analysis Benefits and Payroll assistance as needed On-boarding programs and initiatives At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice. Qualifications HR/SPHR certification preferred. Proficiency in all Microsoft Office applications is required. Human Resources planning and organizational development experience desired. Must have a minimum of 3 years of experience in Human Resources Ideal candidates will possess a Bachelor's Degree in Business Administration, Human Resources or the equivalent Employment relations experience including conducting investigations and resolution development required. Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis. Strong analytical skills are required. Ability to train and make presentations will also be required. Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis. Solid understanding of financial and business objectives and analytical/problem solving skills. Organized, with the ability to handle multiple tasks and set priorities in a fast-paced, high-pressure environment. Must take initiative to improve processes as needed Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists About Aramark Our Mission Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About Aramark The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at ***************************** or connect with us on Facebook, Instagram and Twitter. Nearest Major Market: Chicago

LHH Recruitment Solutions has partnered with a growing organization, and they are seeking a motivated Human Resources Manager (Manufacturing) -- IL/WI | Multi‑Site to join their team. This organization has operations in Illinois and Wisconsin and looking for a hands-on HR Manager who enjoys owning the full HR lifecycle in a department‑of‑one environment while partnering closely with site leadership. You will shape policy, elevate culture, and ensure compliance across two facilities-plus provide support to international locations as needed. Why You'll Love This Opportunity: Own it end‑to‑end: Lead the HR function across recruiting, onboarding, employee relations, performance, and offboarding. Build & formalize: Establish scalable HR processes, policies, and an employee handbook tailored to a manufacturing environment. Partner with leaders: Advise on coaching, discipline, and conflict resolution; be a trusted counselor to operations leadership. Be the compliance anchor: Keep the company aligned with federal, Illinois, and Wisconsin employment laws and OSHA requirements. Touch every lever: Payroll and benefits administration (including 401(k)), HR metrics/reporting, audit readiness, and workers' compensation. Grow culture: Support DEI initiatives, safety programs, and training that resonate on the plant floor and in the office. Global collaboration: Coordinate interviews and performance/employee‑relations touchpoints with international teams; when roles require cross‑border collaboration. Key Responsibilities: Lead core HR operations: recruitment strategies for hourly and salaried roles; structured onboarding; performance and talent reviews; thoughtful offboarding. Elevate employee relations: investigate concerns promptly, document thoroughly, recommend fair solutions, and coach leaders on best practices. Keep the company compliant: maintain accurate records/HRIS, I‑9s, and personnel files; align policies with IL/WI statutes; partner with legal counsel as needed. Run payroll & benefits: process payroll accurately; administer benefits, leave programs, open enrollment, and 401(k) plans. (Experience with Paycor or similar platforms is strongly preferred.) Drive safety & training: coordinate OSHA‑aligned safety training, track certifications, and support continuous improvement. Own policy & handbook: draft, update, socialize, and train on policies and site‑specific procedures. Report & prepare: deliver HR metrics, headcount, and trends; prepare for audits; recommend process improvements and technology enhancements. Qualifications and Skills: Bachelor's degree in HR, Business, or related field. Certifications such as PHR or SHRM‑CP are preferred. 5+ years of progressive HR experience-ideally in manufacturing/industrial settings with multi‑site exposure. Working knowledge of Illinois and Wisconsin labor and employment laws, and OSHA standards. Strength in employee relations, investigations, documentation, coaching leaders, and navigating sensitive issues. Payroll/benefits experience; comfort with HRIS and Microsoft Office Suite. (Paycor proficiency is a plus). Organized, credible, and calm under pressure; able to switch from strategic projects to plant‑floor needs in the same hour. Ability to travel between IL/WI locations; occasional coordination with international teams. Compensation Range: $100,000 - $125,000 Benefits Offered: 2 weeks of vacation, paid sick leave where applicable by state law, Medical Insurance, Dental Insurance Vision Insurance, 401K, and Life Insurance. If you are a passionate Human Resources Manager looking for a new and rewarding career, please apply today! You don't want to miss out on this opportunity! LHH is a leader in permanent recruitment-and in the placement of top talent. Our areas of specialty include office administration, customer service, human resources, engineering, and supply chain and logistics. Please feel to check us out and apply for other opportunities if this role isn't a perfect match. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please visit **************************************

The Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. This role ensures that personnel practices reflect WELS's mission and theology while maintaining compliance with applicable federal and state regulations. The Director also provides human resources leadership and policy guidance to the synod's ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. Working collaboratively with the synod's areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. * Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance. * Oversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations. * Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters. * Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council. * Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters. * Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions. * Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator. * Collaborates with the synod's areas of ministry and Financial Services to develop and align the compensation components of the synod's ministry financial plan. * Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee. * Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs. Communicates employee benefits offered to CMM staff. Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools. * Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff. * Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning. * Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible. * Collaborates with Financial Services to ensure accurate payroll data. * Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure. * Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management. * Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training. * Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers. * Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. * Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents. * Develops and manages the budget for the Human Resources department. * Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices. * Supports and advises the Synodical Council, including its Compensation Review Committee. * Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies. * Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices. * Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards. * Performs other duties as assigned in support of the mission and ministry of WELS. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Other duties may be assigned.

Department **Human Resources** Employment Type **Full Time** Have you ever used a self-checkout in at the grocer you frequent? Played the slots at a Las Vegas Casino? Maybe you grabbed a drink from a vending machine or paid to park your car? If you've answered with a resounding "YES", then you've done so with the aid of one of the 10 million devices installed by Crane Payment Innovations (CPI). We make thetechnology that powers your everyday life,enabling more than 4 billion transactions every week in more than 143 currencies worldwide. From cash and coins to cards and mobile, we keep the world of payments moving with smart validation devices and business management software. Headquartered in Malvern, PA, CPI is supported by: >2,500 global associates, 7 manufacturing sites, 12 corporate offices and 30 service branches. **WHAT YOU'LL BE DOING** The HR Business Partner (HRBP) will act as the primary HR partner to the global Service organization, aligning HR strategies with business objectives to drive performance and growth. The HRBP will provide expert HR guidance and support to senior leaders, managers, and associates, ensuring the effective implementation of HR policies, programs, and initiatives across multiple regions. The HR Business Partner will have a direct impact on our Service group, responsible for: + Facilitate robust talent development practices through our Intellectual Capital program. + Provide expert advice and guidance on HR matters, including talent management, employee relations, performance management, and organizational development. + Act as primary point of contact to the Service organization through all aspects of the employee lifecycle. + Provide support and guidance to the Service organization through our people processes and annual cycles. + Collaborate with global HR teams to ensure consistency and alignment of HR practices across regions to deliver best in class service. + Lead and support key HR initiatives, such as workforce planning, succession planning, and performance management. + Analyze HR metrics and data to identify trends and develop solutions to address workforce challenges. + Ensure compliance with company policies and local employment labor laws in all regions. + Champion company values and help foster a culture of diversity, equity, and inclusion within the organization. + Act as a change agent, supporting the organization through periods of transformation and growth. **WHO WE'RE LOOKING FOR** You will bring business acumen and HR experience with well demonstrated success operating in global environments. **Qualifications and Requirements** + Bachelor's degree in human resources, Business Administration, or a related field. + 5+ years of experience in HR, with a focus on business partnering in a global commercial organization. + Strong knowledge of HR best practices and employment laws in multiple regions. + Experience with compensation plan creation, delivery, and tracking. + Excellent communication, collaboration, and influencing skills. + Ability to work effectively in a fast-paced, dynamic environment. + Strong analytical and problem-solving skills. + Experience with HRIS systems and data extraction tools. + Detail oriented and collaborative. + Proficient in Microsoft Office Suite (Excel, Word, PowerPoint, Outlook) with advanced Excel skills, including VLOOKUP, pivot tables, and data analysis. **Personal Attributes** Action Oriented: You display a sense of urgency and are known for being a timely decision maker Analytical Thinker: You need to have insight and enjoy solving problems Creative: You are innovative and resourceful Customer Service Oriented: You possess a drive to serve your "customers" and focus on responding promptly to project team needs Decision-Making Skills: You have a reputation for making quality decisions and sticking to them Facilitator: You are good at negotiating win-win solutions Flexible: You are comfortable wearing many hats and able to shift priorities as needed Comfortable with innovation: You have passion for continuous improvement and are always seeking a better way to do things Good listener: You allow others to express themselves and try to understand others before expressing self Organized: You assemble all necessary materials and information before starting a task Presentation skills: You are confident when speaking to groups and presenting information Team Player: You are approachable, and willing to follow or lead based on the team's need Quality written communication: Your writing is concise and descriptive, and you believe it is necessary to "overcommunicate" project status/updates **WHAT WE'RE OFFERING** We offer an excellent compensation and benefits package, including health, dental, and vision insurance, 401(k) with employer match, and paid time off. If you are an experienced Service Operations leader with proven success in technical field services within the payment solutions, financial, retail, or related industries, then we want to hear from you. Apply today and join CPI's team of payment innovators. Benefits include: + Base salary $100-120K + Defined career growth plans with opportunities to go outside of your "comfort zone" + Medical, dental, & vision insurance + 401K with Company contribution + Life insurance and disability benefits + Community involvement and volunteering events + Opportunities to travel and work at our global sites + Flexible work environment Sound interesting? Come see why we are OneCPI (*********************************** ! **CPI is part of Crane NXT** Crane NXT is a premier industrial technology company that provides proprietary and trusted technology solutions to secure, detect, and authenticate what matters most to its customers. The company is a pioneer in advanced, proprietary micro-optics technology for securing physical products, and its sophisticated electronic equipment and associated software leverages proprietary core capabilities with detection and sensing technologies. Crane NXT has approximately 4,000 employees with global operations and manufacturing facilities in the United States, the United Kingdom, Mexico, Japan, Switzerland, Germany, Sweden, and Malta. For more information, visit ***************** _Crane Payment Innovations is committed to hiring a diverse workforce. Applicants will receive consideration without regard to race, color, religion, sex, gender identity, sexual orientation, age, disability, military status, or national origin or any other characteristic protected under federal, state, or applicable local law._ \#CPI

Department: Univ Athletics Recreation Adm Salary/Grade: EXS/7 Target hiring range for this position will be between $63,079 - $72,000 per year. Offered salary will be determined by the applicant's education, experience, knowledge, skills and abilities, as well as internal equity and alignment with market data Job Summary: Under the administrative direction of the Senior Associate Director of Recreation, the Associate Director of Business and Human Resources supports the financial, administrative, and human resources operations of the department. This role ensures compliance with university, state, and federal policies while providing efficient oversight of payroll, purchasing, reporting, and HR processes. In addition, this position provides direct supervision and strategic oversight of the Assistant Director of Membership and Customer Experience, ensuring high-quality customer service, membership operations, and front-line staff management. As a member of the Recreation Leadership Team, the Associate Director contributes to departmental strategy, decision-making, and operational planning to advance the mission, vision, and goals of Recreation. * Note: Not all aspects of the job are covered by this job description. * Willingness and ability to work a non-traditional schedule, including evenings, weekends, and holidays as required. * Specific Responsibilities: * Provide strategic oversight of financial operations, including budgeting, purchasing, expense management, and compliance with institutional and departmental financial policies. * Ensure accuracy and integrity of departmental accounting, reporting, and reconciliation processes. * Oversee contractor and vendor payment structures, internal billing, and financial auditing to maintain operational efficiency. * Process staff expense reports, purchase orders, and invoices on a weekly basis. * Reconcile cash, check, credit card payments and internal journal vouchers on a weekly and monthly basis. * Lead HR functions for the department, including temporary staff hiring, wage management, compliance monitoring, and employee record maintenance. * Ensure adherence to university, state, and federal employment policies, including work-study compliance and ERISA requirements. * Serve as a key advisor to managers on HR processes, workforce planning, and policy interpretation. * Supervise and mentor the Assistant Director of Membership and Customer Experience, providing guidance in customer service initiatives, membership operations, and staff development. * Foster a collaborative and inclusive work environment, supporting professional growth and team success. * Contribute to strategic decision-making and goal setting as an active member of the Recreation Leadership Team. * Oversee financial, HR, and operational reporting for institutional, state, and federal requirements. * Develop reports specific to the operational, financial, and risk related needs of the Department. * Conduct audits and ensure compliance with policies related to payroll, Fusion software, Payment Card Industry (PCI) standards, and IRS reporting. * Responsible for adhering to all Department and University policies and procedures, as well as the rules, regulations, bylaws and interpretations of the Big Ten Conference, CSC and the NCAA. * Responsible for adhering to all Department and University continuing education initiatives and required certifications and trainings. * Serve as the secondary manager for Fusion software, ensuring accurate system data, reporting, and operational efficiency. * Report any concerns regarding staff performance, facility conditions, or member experiences in a timely manner directly to the Associate Director of Recreation Facilities and Operations. Miscellaneous Performs other duties as assigned. Minimum Qualifications (Education, Experience, Certifications, Skills) * Successful completion of a full 4-year course of study in an accredited college or university leading to a Bachelor's Degree in Business, Recreation, Physical Education or a related field or higher degree; OR appropriate combination of education and experience. * Minimum 5 years of progressively responsibly leadership and administrative experience in budget management and human resources practices. * Significant experience in accounting principles and procedures, budget management, financial statements, and financial systems, including financial accounting software. * Demonstrated expertise in financial management, HR administration, and operational leadership. * Supervisory experience with the ability to mentor and develop professional staff. * Strong knowledge of HR practices, compliance requirements, and institutional policies. * Proficiency in business management systems, HRIS, and membership/point-of-sale software (Fusion experience preferred). * Excellent organizational, analytical, and interpersonal communication skills. * Ability to work with independence, discretion, and sound judgment in sensitive or complex situations. * Ability to effectively multi-task and prioritize the needs of diverse professional staff within a dynamic, fast paced environment. * Proven ability to build and maintain positive, collaborative relationships with colleagues, campus partners, and community members. * Excellent organizational, analytical, and interpersonal communication skills. * Knowledge of rules and regulations of the NCAA, Big Ten Conference and Northwestern University preferred. * Ability to work cooperatively with others and effectively interact with diverse populations. * Ability to establish engaging relationships within and across racialized and other marginalized communities. * Ability to work cooperatively with others and effectively interact and establish engaging relationships with a wide variety of constituents. Preferred Qualifications: * Knowledge of rules and regulations of the NCAA, CSC, Big Ten Conference and Northwestern University preferred * Master's Degree in Recreation Administration, Sports Management, Business Administration, Higher Education or a related field. * Minimum of 2 years of experience in campus recreation, athletics department, or community recreation operations. Benefits: At Northwestern, we are proud to provide meaningful, competitive, high-quality health care plans, retirement benefits, tuition discounts and more! Visit us at *************************************************** to learn more. Work-Life and Wellness: Northwestern offers comprehensive programs and services to help you and your family navigate life's challenges and opportunities, and adopt and maintain healthy lifestyles. We support flexible work arrangements where possible and programs to help you locate and pay for quality, affordable childcare and senior/adult care. Visit us at ************************************************************* to learn more. Professional Growth & Development: Northwestern supports employee career development in all circumstances whether your workspace is on campus or at home. If you're interested in developing your professional potential or continuing your formal education, we offer a variety of tools and resources. Visit us at *************************************************** to learn more. Northwestern University is an Equal Opportunity Employer and does not discriminate on the basis of protected characteristics, including disability and veteran status. View Northwestern's non-discrimination statement. Job applicants who wish to request an accommodation in the application or hiring process should contact the Office of Civil Rights and Title IX Compliance. View additional information on the accommodations process.

This is where your work makes a difference. At Baxter, we believe every person-regardless of who they are or where they are from-deserves a chance to live a healthy life. It was our founding belief in 1931 and continues to be our guiding principle. We are redefining healthcare delivery to make a greater impact today, tomorrow, and beyond. Our Baxter colleagues are united by our Mission to Save and Sustain Lives. Together, our community is driven by a culture of courage, trust, and collaboration. Every individual is empowered to take ownership and make a meaningful impact. We strive for efficient and effective operations, and we hold each other accountable for delivering exceptional results. Here, you will find more than just a job-you will find purpose and pride. Your role at Baxter: The Manager, Health & Welfare Benefits and Leaves will lead the design, implementation, administration, surveys, and special projects for benefit plans and leave programs for the US and Puerto Rico. The focus of this role will be overseeing leave of absence design and administration. This role will report to the Assoc Director, HR Benefits. What you'll be doing: Responsible for design and administration of the organizations' health and welfare plans and leave programs, including vendor management, data integrity and issue resolution. Ensure compliance of the company's benefit programs, including FMLA, state and local paid leave programs, HIPAA, ACA, Plan 5500 filings, etc. Review and analyze program data, market trends, and business input to identify areas for improvement and recommend plan changes. Lead development and implementation of plan design. Communicate ongoing, changed, and new benefit designs. Manage external vendors, including defining requirements, ensuring the transmittal of accurate and timely data to and from vendors. Monitor benefits to ensure compliance and competitiveness. Monitor day-to-day administration ensuring that benefits are delivered as designed and plan issues are resolved on a timely basis. Resolve employee questions and problems by interpreting benefit policies and procedures. Collaborate with internal and external partners to achieve results. Provide Global Benefits support as needed. Review new/revised benefit plans and benefits proposals in accordance with global benefit guidelines. Maintain broad based knowledge of benefits offered, costs, market practices and legal requirements. Oversee global benefits cost and design database. Provide Mergers, Acquisitions & Divestitures benefits support. What you'll bring: 5+ years of related benefit plan experience. Bachelor's degree in business/HR discipline. Prior benefits, leave and vendor management experience required HCM and Workday experience preferred, but not required Advanced technical knowledge of benefit plans, including ERISA, FMLA, COBRA, and other relevant laws. Strong financial, analytical, and decision-making skills. Critical thinking and business acumen. Strong project management and presentation skills including a history of leading and driving projects to completion. Advanced communication, influencing, relationship management, and negotiation skills. Ability to operate in a global matrix environment. Strong relationship management. Proven ability to build relationships and collaborate across the organization. What you'll bring: 5+ years of related benefit plan experience. Bachelor's degree in business/HR discipline. Prior benefits, leave and vendor management experience required HCM and Workday experience preferred, but not required Baxter is committed to supporting the needs for flexibility in the workplace. We do so through our flexible workplace policy which includes a required minimum number of days a week onsite. This policy provides the benefits of connecting and collaborating in-person in support of our Mission. The flexible workplace policy is subject to local laws and legal requirements. At its discretion, Baxter may decide to adjust, suspend, or discontinue as business needs change. We understand compensation is an important factor as you consider the next step in your career. At Baxter, we are committed to equitable pay for all employees, and we strive to be more transparent with our pay practices. The estimated salary range for this position is $112,000 - $154,000. The estimated range is meant to reflect an anticipated rate range for the position. We may pay more or less than of the anticipated range based upon market data and other factors, all of which are subject to change. Individual pay is based on upon location, skills and expertise, experience, and other relevant factors. Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time. US Benefits at Baxter (except for Puerto Rico) This is where your well-being matters. Baxter offers comprehensive compensation and benefits packages for eligible roles. Our health and well-being benefits include medical and dental coverage that start on day one, as well as insurance coverage for basic life, accident, short-term and long-term disability, and business travel accident insurance. Financial and retirement benefits include the Employee Stock Purchase Plan (ESPP), with the ability to purchase company stock at a discount, and the 401(k) Retirement Savings Plan (RSP), with options for employee contributions and company matching. We also offer Flexible Spending Accounts, educational assistance programs, and time-off benefits such as paid holidays, paid time off ranging from 20 to 35 days based on length of service, family and medical leaves of absence, and paid parental leave. Additional benefits include commuting benefits, the Employee Discount Program, the Employee Assistance Program (EAP), and childcare benefits. Join us and enjoy the competitive compensation and benefits we offer to our employees. For additional information regarding Baxter US Benefits, please speak with your recruiter or visit our Benefits site: Benefits | Baxter Equal Employment Opportunity Baxter is an equal opportunity employer. Baxter evaluates qualified applicants without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity or expression, protected veteran status, disability/handicap status or any other legally protected characteristic. Know Your Rights: Workplace Discrimination is Illegal Reasonable Accommodations Baxter is committed to working with and providing reasonable accommodations to individuals with disabilities globally. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the application or interview process, please click on the link here and let us know the nature of your request along with your contact information. Recruitment Fraud Notice Baxter has discovered incidents of employment scams, where fraudulent parties pose as Baxter employees, recruiters, or other agents, and engage with online job seekers in an attempt to steal personal and/or financial information. To learn how you can protect yourself, review our Recruitment Fraud Notice.

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. **ROLE PURPOSE** As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. **KEY RESPONSIBILITIES** _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership **REQUIRED EXPERIENCE AND CAPABILITIES** + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? **Total Rewards** The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. **Benefits Package** Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** **IDEX is an Equal Opportunity Employer** . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. **Attention Applicants:** If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. **Job Family:** Human Resources **Business Unit:** Corporate

JOIN OUR TEAM AS A DIRECTOR OF HUMAN RESOURCES!! Your Work Matters How will you make a difference? We are seeking a dynamic and experienced Director of Human Resources to lead our HR department and drive our hospital success. In this strategic leadership role, you will oversee all aspects of human resources management, including talent acquisition, employee relations, compliance, and organizational development. If you are a visionary leader with a passion for fostering a positive workplace culture and implementing innovative HR strategies, we invite you to apply and make a meaningful impact with us. The Director of Human Resources is responsible for providing human resources for the facility, which includes recruiting for vacant positions, conducting general employee orientations, maintaining all personnel records and files, conducting employee benefits and savings plus enrollment meetings, responding to insurance and unemployment compensation correspondence, employment verifications and organizing all employee activities and in-services. Provide human resources support to the facility by managing all personnel issues within corporate policies and procedures and all federal and state guidelines. Assist in preparing personnel-related documents for the Joint Commission surveys. Assist in the recruitment of all vacancies Prepare personnel files and maintain personnel records in accordance to facility and Corporate personnel policies and guidelines. Manage FMLA, STD, LTD, OSHA 300 logs, EEOC, Employee Incident, and Worker Comp claims. Conduct criminal and background checks for all new hires. Assist new employees with completion of their personnel packets. Audit personnel files, ensuring all information is current and accurate. Conduct employee benefit orientation, open enrollment meetings, and enroll employees in health insurance and 401 (k) when eligible. Prepare requested reports for Corporate Human Resources Office as requested. Validate licenses of all new employees through the appropriate licensing board. Obtain appropriate paperwork for employee benefit authorizations, and input all Personnel information for new hires and all status changes for current employees. Provide consultation and training to facility management regarding employee relations issues, counseling and termination procedures as required. Ensure the maintenance of an up-to-date wage and salary structure at the facility. Ensure the maintenance of accurate position descriptions for all positions Respond to all employee complaints in a professional manner. Conducting preliminary investigations and unemployment compensation claims. Participate in special projects as assigned by the Assistant Administrator or CEO Organize special employee events and activities. Your Experience Matters What we're looking for: Education: Bachelor's Degree in business administration or related field is preferred; Associate's Degree or equivalent combination of education and experience is required. Experience: A minimum of two (2) years' experience in human resources, preferably in a health care setting; or any combination of education, training or experience in a hospital business office. Additional Requirements: Ability to work occasional overtime and flexible hours as requested. Your Care Matters What we provide for our team: 401(k) + matching Health insurance 100% company-paid life insurance coverage up to 2x your annual salary Vision insurance Dental insurance 100% company-paid long term disability insurance Paid time off Paid holidays Cafeteria on site + discounted meals Employee engagement events Employee assistance program Employee recognition program Free parking What sets us apart: Career & training development opportunities Dynamic and inclusive work environment Engaged management team dedicated to your success A guiding mission and set of values that serve as both our north star and yours, anchoring our collective purpose and aspirations Disclaimer: Benefits are subject to change at the discretion of Lake Behavioral Hospital. Compensation: This is a full-time role, and the expected compensation range for this role is $90,000 salary. We're eager to engage with all qualified candidates, and consideration will be provided to experience and skill level. Join us as our Director of Human Resources. Get to know us Outstanding Care, Compassionate People, Unparalleled Service Discover a fulfilling career at Lake Behavioral Hospital (LBH)! We are a 161-bed acute care facility in Waukegan, IL, and have been providing mental health treatment to the community and Illinois since 2018. We are dedicated to offering services to meet the ever-changing emotional and behavioral healthcare needs of adolescents, adults, and their families. We provide specialized inpatient programs and outpatient services proven to decrease symptoms of mental illness, and we are committed to helping people live healthier lives. Our compassionate and experienced team of psychiatrists, licensed therapists, nurses, and support staff are here to create an atmosphere of health, hope, and healing. Join us in providing exceptional care and contributing to the well-being of individuals and families in need, and be a part of the transformative healthcare experience at Lake Behavioral Hospital. To learn more about LBH, visit us at: *************************************** TOGETHER WE CAN MAKE POSITIVE I.M.P.A.C.T.S. I ndividuals Maintaining Positive Attitude and Commitment To Service ____________________________________________________________ At Lake Behavioral Hospital, we value a diverse, inclusive workforce and provide equal employment opportunities for all applicants and employees. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, gender identity or expression, age, marital status, veteran status, disability status, pregnancy, parental status, genetic information, political affiliation, or any other status protected by the laws or regulations in the locations where we operate. Accommodations are available for applicants with disabilities.

The Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. This role ensures that personnel practices reflect WELS's mission and theology while maintaining compliance with applicable federal and state regulations. The Director also provides human resources leadership and policy guidance to the synod's ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. Working collaboratively with the synod's areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance. Oversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations. Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters. Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council. Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters. Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions. Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator. Collaborates with the synod's areas of ministry and Financial Services to develop and align the compensation components of the synod's ministry financial plan. Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee. Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs. Communicates employee benefits offered to CMM staff. Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools. Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff. Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning. Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible. Collaborates with Financial Services to ensure accurate payroll data. Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure. Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management. Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training. Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers. Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents. Develops and manages the budget for the Human Resources department. Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices. Supports and advises the Synodical Council, including its Compensation Review Committee. Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies. Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices. Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards. Performs other duties as assigned in support of the mission and ministry of WELS. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Other duties may be assigned. Qualifications QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. An active, voting member in the Wisconsin Evangelical Lutheran Synod (WELS) and a deep commitment to the mission, theology, and ministry philosophy of WELS. Strong knowledge of human resources principles and employment law, including federal and state labor regulations, church-employer distinctions, risk management practices, and HR compliance obligations. Demonstrated leadership experience in human resources administration, including the ability to interpret policy, advise senior leaders, manage sensitive personnel matters, and provide sound judgment rooted in Christian stewardship. Proficiency with HRIS systems and strong technical competency with Microsoft Office applications; ability to generate and interpret data for decision-making. Excellent interpersonal and communication skills, including the ability to build trust, provide clear guidance, conduct effective training, and work collaboratively with a wide range of stakeholders across WELS. Strong analytical and problem-solving abilities, with demonstrated experience using data to identify trends, support planning, and recommend improvements. Ability to maintain confidentiality and handle sensitive personnel and compliance matters with discretion, integrity, and sound ethical judgment. Demonstrated ability to design, implement, and improve processes, manage projects, and support organizational effectiveness across multiple ministries and entities. A willingness to pursue continuing education to remain current in the fields of human resources, compliance, ministry administration, and organizational effectiveness. Demonstrated proactive leadership and initiative in developing and implementing appropriate program goals. EDUCATION AND/OR EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or a related field required (master's degree preferred) Minimum of ten (10) years of progressively responsible human resources experience, including significant experience in HR leadership, compliance, oversight, and policy administration. Experience supervising HR staff or leading an HR function required. Experience working in a church, nonprofit, educational, or ministry setting preferred, particularly in environments involving called workers or unique employment structures. Professional HR certification is strongly preferred, such as SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR).

Global Power Components is a privately held, growing manufacturer of UL steel fuel tanks, trailers, large generator enclosures and modular metal enclosures for housing fully equipped electrical distribution and control equipment. As a result of continued growth, we are looking for a motivated HR Director to join our growing team. At Global Power Components, the HR Director is not a policy caretaker - this role is a builder, operator, and strategist who designs the people systems that power a fast-growing manufacturing company. You will own a multi-year HR strategy, turning data, structure, and discipline into a scalable workforce engine aligned to aggressive growth goals. You'll bring order to complexity by standardizing processes, modernizing HR technology, and using metrics to drive continuous improvement. If you thrive where culture, compliance, and execution collide - and want to leave a visible mark on how a company grows - this role was built for you. Responsibilities: HR Strategy & Leadership (build and execute a multi-year HR strategy aligned to GPC's growth goals; advise executive leadership on workforce planning & organizational design; establish HR KPIs, dashboards, and reporting cadence) HR Operations & Systems (organize HR processes, procedures & documentation; oversee HRIS selection, implementation, and maintenance e.g., Workday, Paylocity, ADP, LMS, etc; build and make process improvements to HR procedures, process automation and documentation; formalize and document controlled procedures; conduct internal audits on HR processes and records. Reporting, Metrics & Continuous Improvement (provide weekly/monthly reporting: turnover, retention, headcount, open roles, hiring cycle time, absenteeism, overtime trends; identify root causes of workforce issues and implement corrective improvements; lead continuous improvement of HR processes). Performance Management (design and execute a performance review system for hourly staff and career progression program for salaried staff; coach managers and supervisors on performance documentation and accountability. Compliance & Risk Management (ensure compliance with federal/state employment law, OSHA requirements, FMLA, ADA, EEOC, I-9, recordkeeping, and wage & hour rules; maintain HR policies, handbook, discipline records, and SOPs; oversee audits and risk mitigation processes). Direct the Training & Development team - who owns building & executing the GPC Training Academy for office & manufacturing roles (including LMS systems). Support the Talent Acquisition & Workforce Planning Team - who owns end-to-end recruiting processes for all salaried and hourly positions; manages staffing agencies. Support the Employee Relations Team - who owns reinforcing and maintaining our GPC culture pillars; manages complaints, conflict resolution investigations, writeups, terminations; manages employee compensation & benefits. Support the Training & Development team - who owns building & executing the GPC Training Academy for office & manufacturing roles (including LMS systems). Requirements: Ability to adopt and adapt to the GPC Culture. 10+ years HR experience with 5+ years in a senior HR leadership role (Director or equivalent). Proven ability to build and execute multi-year HR strategies aligned to company growth and operational scale. Demonstrated experience advising executive leadership on workforce planning, organizational design, career progression frameworks and succession planning. Strong people leader with experience directing multiple HR functions and managers (TA, ER, Training, HR Ops) including a 20+ person team. Deep experience designing, standardizing, and documenting HR processes, policies, SOPs, and controlled procedures. Hands-on ownership of HRIS selection, implementation, and optimization (Workday, Paylocity, ADP, LMS platforms). Expert knowledge of federal and state employment laws (FLSA, FMLA, ADA, EEOC, I-9, OSHA, wage & hour). Education & Certifications: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field (required). Master's degree (MBA, MS HR, Organizational Development) strongly preferred. Equal Opportunity Employer/Minorities/Women/Veterans/Disabled Global Power Components is an Equal Opportunity and Affirmative Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

**Interviews:** **Panel Interviews through Teams Meeting; 45 minutes approx..** + **Interviews will be scheduled between 7:00 AM - 9:30 AM CST as this role is a crossover with Poland and Italy Team and will allow managers from these countries to participate accordingly.** **Daily Work Schedule Expectations - 7:00 am to 3:30 pm Central Time, Monday to Friday** **Top 3 - 5 Skills Needed for each role** 1. Italian language speaking in a professional business environment 2. Polish language speaking in a professional business environment 3. HR experience, preferably in a call center type environment 4. Customer Service experience - Fluent in Italian that can be used in a business environment - Fluent in Polish that can be used in a business environment Be sure they are strong interpersonal, collaborate and team building spirits as this is what the team looks for overall in addition to the skill sets listed below. Looking for energetic, hungry individuals, open to learning and able to take initiate; asking questions as needed; ownership of the role. **Job Description** HR Connect is the name for our central HR and Payroll support and services focused on providing excellent customer experience as a primary principle. Service Centers based in Illinois, Tokyo, Singapore, and Krakow are dedicated to support our FTE Employees and Managers with their administrative and operational needs. This role would be based out of North Chicago, Illinois and have responsibility for Poland and Italy as part of our Europe, Middle East and Africa team. This role is responsible for routine customer experience inquiries related to the Service catalog (e.g., HR, Payroll, Benefits, Talent etc.) and provides Employee and Manager self-service support. This role opens tickets / cases and answers HR customer questions through the assistance of standard screens, scripts, and developed procedures for inquiry resolution. **Responsibilities:** - Answers general questions and redirects misplaced calls - Leverages procedures, policy manuals, knowledge databases, other reference materials, etc. to answer employee and manager inquiries and resolving employee and manager HR transactions - Guides HR Employee Self-Service and Manager Self-Service transactions - Executes select HR related transactions (e.g., data changes) or appropriately escalates issues as needed - Inputs data into Workday to transact on customer requests - Escalates Employee and Manager inquiries to Tier II Functional Specialists when specific, in-depth functional knowledge is required - Works closely with local Business Human resources partners to resolve cases and continually process improve -Documents all employee inquiries, issues, and transactions in case management tools as required (i.e. Service NOW and Workday) -Participates in continuous improvement workshops and projects as requested -Participates in ad hoc projects as required **Qualification Requirements:** - Fluent in Italian that can be used in a business environment - Fluent in Polish that can be used in a business environment - High School Diploma or GED Equivalent. -1+ years' experience within Human Resources. -1+ years' experience in customer service. **Preferred qualifications:** -Strong customer service and interpersonal skills -Familiar with HR service and processes as well as HRIS tools and systems -Able to navigate computerized data entry systems and other relevant applications -Able to follow standard procedures and processes -Able to escalate issues timely to the right group -Ability to handle confidential and sensitive information **About US Tech Solutions:** US Tech Solutions is a global staff augmentation firm providing a wide range of talent on-demand and total workforce solutions. To know more about US Tech Solutions, please visit ************************ US Tech Solutions is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! **Summary:** Directs the organization's compensation, benefits and HR operations functions.Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. **Essential Functions:** + Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. + Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. + Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). + Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. + Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. + Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. + Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. + Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. + Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. + Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. + Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. + Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. + Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. + Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. + Other duties as assigned. **Required Education, Experience, and Skills:** + Accredited Bachelor's Degree + 10+ years of experience in benefits and compensation programs (Total Rewards Programs) + 5+ yearsdemonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution + 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development + Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) + Clear, precise and effective verbal and written communication and presentation skills + Results driven with ability to operate independently and proactively + Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance + Strong working knowledge of Microsoft Office Suite + Ability to drive multiple projects simultaneously with regularly adjusting priorities **Preferred Education, Experience, and Skills:** + Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance + Demonstrated experience with overseeing or managing HR operations, systems and tools. + Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations + Knowledge in financial/business analysis techniques highly desirable + Industry certifications (CCP, CEBS, SPHR, PHR, etc.) + Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll **Travel:** + Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $200,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on ourcareer site (***************************************************************************************************************** . Applications accepted on an ongoing basis. **Why Lundbeck** Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on theU.S. career site (***************************************************************************************************************** . _Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit theU.S. career site (*********************************************************************** ._ _Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates inE-Verify (****************************************************************************************************************************** ._ **About Lundbeck** At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real. **About Lundbeck** At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real.

At Citizens Bank we help people, businesses, and communities achieve financial success to build a better future. We hope you will consider joining our team. We are seeking a full time Human Resources Manager to join our Human Resources team. Manage all HR operations for the Bank. Ensure benefits, HR programs and policies are efficient, effective and in compliance with applicable employment laws. Duties and Responsibilities: Manage all areas of HR including Staffing, payroll, benefits, employee relations, performance management programs, and recruiting. Conduct HR staff performance reviews. Review Benefit plan documents for accuracy and gain an understanding of plan design details. Assist Benefit Administrator in distribution of materials and benefit communications to employees, working with Benefit vendors as necessary. Ensure HR processes and policies are in line with current employment legislation. Review practices regularly for compliance and update accordingly. Change/Develop new HR policies/programs and streamline processes where possible based on business needs. Employee relations and problem solving with managers. Ensure clear, thorough employee communications (forms, announcements, policies) from HR department. Ensure all job descriptions are up to date and compliant with all local, state, and federal regulations Manage and maintain the HR system (ADP) and other technologies used by the department, manage upgrades, training, security, and procedures that ensure data integrity. Create/run reports. Assure a well-trained, efficient HR staff, using open communications and fostering a team environment. Any other duties as assigned. Requirements: Bachelor's degree preferred ADP experience preferred 3-5 years HR experience required Effective verbal and written communication skills High degree of confidentiality Proficient computer skills (Word, Excel, e-mail, and HR system management experience is required) Critical Competencies: Accuracy Confidentiality Communication ****Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities**** Our company is an equal opportunity/affirmative action employer. Applicants can learn more about their rights by viewing the federal EEO poster at ********************************************************************************************

A key influencer of Regal Rexnord's short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. Reporting to the Chief Digital and Information Officer (CDIO) and functionally to the Corporate VP of Human Resources will serve as a key business partner to the CDIO and senior leadership team. Serve as an important member of the CDIO's leadership team, contributing to the function's strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the function's global human resources function and defining, developing and implementing strategic HR initiatives to influence the function's impact on the Regal enterprise. Responsible for leveraging their experience to manage and execute the IT function's full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion. The IT function consists of 600 associates and spans across the globe. The primary regional sites include: Grafton, WI, Hyderabad, India, Manila, Philippines, Shanghai, China and Juarez, Mexico. Will partner will local country HR leaders to achieve outcomes. This HR Director also serves as a key partner to the Corporate VP of HR. Responsible for providing insights, guidance and expertise that aids in the development of corporate and enterprise HR initiatives and priorities; and provides leadership in the effective implementation and desired outcomes/KPIs for their IT function. Acts as a liaison on HR matters between the IT function and Corporate HR function. Responsibilities Workforce Planning Conducts workforce planning based on the IT function's strategy, leverages data and analytics to identify priorities. Develops talent acquisition plans that encompasses the global IT organization. Specifically leads all US recruitment, selection and onboarding activities. Collaborates with local country HR and IT leaders on their local recruitment and onboarding activities. Manages the immigration and work authorization needs of the IT function. Assesses needs and draws connections across the IT function; identifies implications from a talent, structure and skills requirements. Develops and maintains a competency inventory of the skills, technology and experiences of the global IT function. Anticipates future skills and technology needs for the IT function. Contributes to the organizational design and restructuring plans to optimize global IT resource allocation. Talent Management/Leadership Development/Diversity & Inclusion Develops and leads the IT talent management initiatives to establish career ladders that lead to a pipeline of diverse IT leadership talent. Leverages talent across the global function (facilitator) to identify opportunities for developing future IT leadership talent. Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the CDIO and IT leadership team. Manages the talent review and succession planning process; provides expertise and guidance to the CDIO and IT leadership team. Implements actions to create a highly engaged, high performing, and inclusive work environment across the function. Demonstrates the use of 80/20, continuous improvement to deliver results aligned with the IT function and Regal Rexnord's enterprise HR strategy, including KPIs. Functional Expertise Based on previous HR Business Partner experience, is able to provide hands-on coaching to a “C-suite” executive (CDIO) and IT leaders on all talent matters. Ensures strong leadership capabilities are present within the IT leadership team in the selection, development and evaluation of IT talent. Experienced to resolve daily or complex employee relations investigations and resolution of major issues. Key advisor and coach to the function's IT leaders on appropriate HR practices and policies; insures implementation and compliance. Identifies opportunities to simplify processes and enhance value of HR to the IT function. Professional Experience/Qualifications The successful candidate will have proven experience as a HR business partner and in developing collaborative relationships across all levels of a function. This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. Be able to employ forward thinking and have the ability to expeditiously execute global projects and programs. Bachelor's degree required in Human Resources, Organizational Effectiveness or related field. Master's degree highly preferred. 10+ years HR business partner experience; preferably within a global environment. Experience managing and developing other HR professionals. Demonstrated track record of partnering with a senior leader to develop and implement talent strategies that produce measurable outcomes and drive business results. Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence. Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnord's 80/20 principles. Demonstrated ability to develop strong partnerships and influence resources outside one's direct responsibility. Ability to travel up to 20% domestically and globally. Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization. Benefits Medical, Dental, Vision and Prescription Drug Coverage Spending accounts (HSA, Health Care FSA and Dependent Care FSA) Paid Time Off and Holidays 401k Retirement Plan with Matching Employer Contributions Life and Accidental Death & Dismemberment (AD&D) Insurance Paid Leaves Tuition Assistance About Regal Rexnord Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools. The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture. Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com. Equal Employment Opportunity Statement Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email ***************************. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail ***************************. Equal Employment Opportunity Posters Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.

Under the direction of the Talent Business Partner, you will support our Sales organization to drive HR initiatives and key people strategies aligned to HR and business objectives. As a Senior HR Generalist, you will help to forecast, identify, build, and implement proactive talent solutions that align with business goals. The Senior HR Generalist supports with Organizational Development, Workforce Planning, Cyclical Talent Initiatives, and uses business acumen along with their human resources expertise to build strategic partnerships. This role will own the performance management process for the broader Sales organization. If you thrive in a changing environment and have a continuous improvement mindset, this opportunity is for you! You'll be DISRUPTIVE through these duties and responsibilities: Business Partnership: Demonstrates enterprise-wide financial, regulatory and compliance principals and consistently apply those principals to Talent processes, policies, and initiatives Provides coaching to business leadership and day to day guidance, counsel, and support to assigned leadership across the Sales organization to support ongoing talent initiatives Partners and collaborates with business leaders cross-functionally and Talent COEs to develop appropriate talent plans to build bench strength for organizational transformation utilizing talent data analytics and insights Engages key stakeholders and influences senior leadership to align talent to business strategies Employee Relations & Compliance: Supports the performance management cycle for the Sales organization including complex situations involving involuntary terminations and associated risks Coaches leadership on the performance management cycle and provides guidance on disciplinary actions Maintains positive employee relations by creating a responsive, open environment, where employees feel safe to speak up Serves as a Talent subject matter expert in partnership with our compliance team in relevant labor laws, legal rulings, and regulations with ability to consult and coach leaders on complex Talent issues Conducts and documents internal investigations as well as formal employee complaints Facilitate the off-boarding process for both voluntary and involuntary terminations Analyze Exit Survey data in partnership with Business Partner to provide insights and feedback Employee Experience: Provide support for Employee Experience programs (i.e., engagement survey, skip level meetings, exit interviews, stay interviews, action planning, roundtable sessions, and leader accountability) Use data and analytics to gain insight into employee feedback, provide personalized and relevant experiences, as well as development opportunities Cultivate an inclusive and supportive working environment for all employees Provide Program Support to Talent Management in the following areas: Annual Performance Review Process Annual Merit Cycle Strategic Talent and Org Review Succession Planning Internal Mobility Performance Management The TOOLS you'll bring with you: Bachelor's degree in human resources, business administration, or a related field 2-3+ years of experience in employee relations and/or HR support role High attention to detail with proven ability to manage complex employee documentation, track action items, and ensure accuracy across HR processes Excellent verbal, written and interpersonal communication skills Ability to handle sensitive and confidential information with discretion Other TOOLS we prefer you to have: Proficient background in employee relations/performance management Proficiency in Workday and Microsoft Office Suite Strong understanding of HR principles, practices, and employment laws, the Talent Management lifecycle and employee retention strategies PHR or SPHR We provide these great perks and benefits: Robust health, dental and vision insurance plans Generous 401 (K) savings plan Education assistance On-site wellness, fitness center, food, and coffee service · And many more, check out our benefits site HERE. Milwaukee Tool is an equal opportunity employer.

HOW TO APPLY: . Vice President of Human Resources Operations Attach: Cover Letter/ Resume Salary Range : $ 95,000/ Year- $ 100,000/ Year depending on years of Experience PURPOSE: The Vice President of HR Operations is responsible for providing strategic leadership and operational oversight for the Human Resources department, ensuring that HR systems, processes, compliance functions, and service delivery are efficient, consistent, and aligned with organizational goals. This role oversees core HR operational areas including employee relations, benefits and compensation administration, payroll and reporting, and HR coordination/compliance. The VP partners with the CHRO and senior leadership to strengthen operational excellence, regulatory compliance, and the overall employee experience while supporting Little City's mission and values. ESSENTIAL DUTIES AND RESPONSIBILITIES: The list of essential duties and responsibilities is intended to represent the tasks to be performed. The omission of an essential function does not preclude management from assigning duties not listed herein if such duties are a logical assignment to the position. 1. Leads the strategic development, implementation, and continuous improvement of HR operational systems, processes, and service delivery models. 2. Provides direct oversight and leadership to: o Human Resources Coordinator o Employee Relations Specialist* o Compensation & Benefits Specialist o Payroll & Reporting Coordinator (Part-Time) o Other positions may be added as the organization expands 3. Oversees HRIS management, system updates, audits, data accuracy, and reporting requirements. 4. Ensures regulatory compliance across all HR functions, including but not limited to DCFS requirements, PACE, background checks, payroll taxes, FLSA, FMLA, ADA, Workers' Compensation, OSHA reporting, unemployment claims, and agency documentation standards. 5. Directs the administration and compliance of employee benefits programs, compensation structures, internal equity, leave of absence processes, and Workers' Compensation in collaboration with the Compensation & Benefits Specialist. 6. Oversees employee relations practices including investigations, disciplinary processes, grievances, union-related activities, and performance-related interventions, providing guidance on highly sensitive or complex issues. 7. Consults with employment attorneys regarding union matters, high-risk employee relations issues, and complex legal concerns to ensure organizational compliance and mitigate risk. 8. Develops and maintains strong, collaborative partnerships with union leadership to support positive labor-management relationships. 9. Co-leads collective bargaining sessions with union representatives, ensuring preparedness, strategic consistency, and alignment with organizational goals. 10. Leads the development and maintenance of HR policies, procedures, and documentation standards to ensure alignment with legal requirements and organizational needs. 11. Partners with Finance to coordinate payroll reporting, annual audits, and compensation planning. 12. Ensures consistency and quality of HR service delivery to all internal departments, setting service standards, monitoring performance metrics, and implementing process improvements. 13. Develops and implements HR reporting frameworks, dashboards, and analytics to support strategic decision-making and workforce planning. 14. Provides leadership, coaching, and professional development to HR team members to promote departmental effectiveness, collaboration, accountability, and continuous improvement. 15. Partners with the CHRO and senior leadership to support agency-wide HR initiatives, organizational changes, and long-term strategic planning. 16. Partners with the CHRO to cultivate and manage strategic relationships with external vendors, third-party administrators, brokers, and trade associations to support HR operational effectiveness. 17. Maintains the highest level of confidentiality and professionalism in managing employee information and sensitive HR matters. 18. Successfully completes all required Little City training, re-training, and any additional training as mandated by agency policies and practices. 19. Performs other duties or special projects as assigned by the CHRO. Little City offers competitive salaries and benefits for eligible employees such as medical, dental, and vision insurance, short-term and long-term disability, 401(k) and Roth 401(k) retirement plans with employer match, Flexible Spending Accounts ( FSA), life insurance, critical illness, hospital indemnity, paid holidays, paid time off (vacation, personal, and sick time), and an employee assistance program. Qualifications MINIMUM QUALIFICATIONS: Bachelor's degree required; Master's degree preferred. At least 10 years of progressive Human Resources leadership experience with significant responsibility for HR operations, compliance, payroll, benefits administration, and employee relations, required. Experience leading multi-disciplinary HR teams in a complex, multi-site or nonprofit environment strongly preferred. Must have strong interpersonal, leadership, highly detailed orientated, and analytical skills with the ability to manage confidential information with discretion. Experience with HRIS systems, preferably Paycom. PHYSICAL REQUIREMENTS & WORK ENVIRONMENT: While performing the duties of this job, the employee is subject to prolonged periods of sitting; frequently walks, stands, grasps, lifts, holds, or feels objects; and occasionally stoops, kneels, crouches, or crawls. Extended use of a computer and keyboard is required. Manual and finger dexterity and eye-hand coordination are necessary when working with office equipment. The employee must be able to assist and support up to 25 pounds on a recurring basis. Corrected vision and hearing within normal range are required, as is the ability to operate general office equipment. No occupational exposure to blood or bodily fluids (Category I). Work is performed in a typical office environment. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Disclaimer: The intent of this job description is to provide a representative level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.

Human Resources Generalist Salary: $65,000-$85,000 Why Join Our Client as an HR Generalist? Be a Trusted HR Partner: Step into a key role where your voice matters. You'll support a people-focused organization that values a positive, collaborative workplace. Broad HR Exposure: Work across the full HR lifecycle - talent acquisition, onboarding, employee relations, benefits administration, compliance, and culture-building. Opportunity for Growth: Gain meaningful experience with the ability to expand your responsibilities and grow your HR career within a supportive environment. Competitive Compensation & Benefits: Enjoy a strong total rewards package designed to support work-life balance, stability, and professional wellbeing. Flexibility & Bonus Potential: Benefit from a flexible day-to-day structure and opportunities to earn additional incentive compensation. Key Responsibilities Talent Acquisition & Onboarding: Lead recruitment, interviewing, onboarding, and offboarding processes to ensure a smooth and positive employee experience. HR Operations: Manage day-to-day HR responsibilities including benefits administration, leave of absence tracking, compensation support, and compliance with policies and regulations. Training & Development: Assist in career pathing initiatives, identify skill gaps, and help coordinate employee training and development programs. HR Reporting & Analytics: Maintain HR data integrity, prepare reports, and use analytics to inform decision-making and support continuous improvement across the organization. Qualifications Experience administering key benefits programs, including: 401(k) Medical Dental Experience supporting open enrollment processes Hands-on involvement with recruitment, interviewing, and candidate management Strong communication, organizational, and problem-solving skills #LI-AE1 #LI-Onsite

LHH Recruitment Solutions has partnered with a growing organization, and they are seeking a motivated Human Resources Generalist to join their team. You will support multiple plant locations across North America. This is your chance to step into a role where every day brings new challenges and opportunities to drive positive change. Key Responsibilities: Be the HR Partner for Manufacturing Sites: Support several plant locations, acting as the frontline resource for employees and managers on all HR matters. Full Cycle Recruitment: Manage open requisitions, partner with site leaders to understand talent needs, and drive recruitment strategies. Oversee offer letters, onboarding, and agency relationships. Employee Relations: Serve as the go-to for employee relations, investigations, and conflict resolution. Advise managers on best practices and ensure a positive workplace culture. HR Administration: Handle FMLA, Worker's Comp, disability, and other leaves. Manage employee reviews, pay increases, bonus requests, and HR reporting. Data & Reporting: Gather, analyze, and present HR data to identify trends and support business decisions. Project Leadership: Lead and participate in HR projects that support site operations and continuous improvement. Multi-Site Support: Flex to the needs of different locations, traveling as needed to provide hands-on support. Process Improvement: Identify opportunities to streamline processes and enhance the employee experience. Qualifications and Skills: Bachelor's Degree required. Minimum 2+ years of HR experience in a manufacturing or plant environment, with a focus on employee relations and recruitment. Multi-site experience highly valued. Proficient in Excel, PowerPoint, and HRIS (experience with ADP Workforce Now and SAP SuccessFactors a plus). Personable, resilient, and confident-able to push back when needed and build strong relationships at all levels. Organized, motivated, and ready to own your role. Thrive in a high-volume and ever changing environment. Able to prioritize and pivot as needed. Willingness to travel up to 20% to support sites across the U.S. and Canada. Compensation Range: $65,000 - $80,000 + 7% Bonus Benefits Offered: 3 weeks of vacation, paid sick leave where applicable by state law, Medical Insurance, Dental Insurance Vision Insurance, 401K, and Life Insurance. If you are a passionate Human Resources Generalist looking for a new and rewarding career, please apply today! You don't want to miss out on this opportunity! LHH is a leader in permanent recruitment-and in the placement of top talent. Our areas of specialty include office administration, customer service, human resources, engineering, and supply chain and logistics. Please feel to check us out and apply for other opportunities if this role isn't a perfect match. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please visit **************************************