Director of human resources jobs in Rocklin, CA

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The Senior Human Resources Generalist is responsible for providing HR people management and administrative support which includes acting as broker and partner with various People Department functions, including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services to provide solutions to a wide variety of employee questions and concerns. Uses working knowledge of the business to support strategic initiatives in partnership with the HRBPs utilizing the various human resources functions to provide tactical support to line managers WHAT YOU'LL DO: Main point of contact for field and front-line management employees for human resources information and assistance. Handles confidential information in a professional manner, respecting employee privacy while maintaining company confidentiality. Interacts with various levels of management, vendors, employees, and employee dependents. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations). Assists and supports HRBPs in the design, communication, and execution of strategic People department initiatives in support of the business.This will include data analysis, audits, program design, communication, and training delivery. Maintains, and is responsible for, data integrity by either entering any required employee change information (new hires, job changes, terminations, promotions, transfers, etc.). Updates changes to employee files to document personnel actions and to provide information for payroll, benefit carriers, and other internal/external areas. Provides guidance in solving HR-related questions or issues related to comp and benefits, PTO, processes, or policy.Partners with Shared Services as necessary. Investigates and recommends corrective actions to resolve workplace issues or complaints.Partners with HRBPs and/or the Legal department as necessary. Assists with new hire orientation as needed.May include coordinating required paperwork, scheduling, and delivering content. Supports the local college recruitment program initiatives from coordinating events to attending events as a Company representative. Supports the coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, company events,etc. Acts as a liaison with other HR Functions to provide tactical solutions for the business. Handle performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items. Basic knowledge of legal requirements related to day-to-day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absences, return to work, ADA, NLRA, etc. Partners with the legal department and/or HRBPs as needed/required. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys. Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response dependent on topic. The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit. WHAT YOU'LL NEED TO BE SUCCESSFUL: Basic understanding of Labor Law to include both State and Federal statues as well as basic familiarity with the NLRA. Understand basic concepts of risk analysis and management with the ability to exercise judgement in ambiguous situations where clear courses of action may not be present. Basic understanding of compensation philosophies and practices with the ability to recognize issues and apply established programs to address. Basic data analytics and interpretation. Excellent verbal and written communication skills. Strong organizational, record-keeping, and follow- up skills. High level of discretion and interpersonal skills to handle sensitive and confidential personnel matters and documentation Proficient in using a computer and Microsoft Office (Outlook, Word, Excel, etc.); Oracle and SharePoint -Preferred Ability to reconcile and provide benefit guidance Ability to prioritize and manage multiple tasks, changing priorities as necessary Ability to work under time pressure and adapt to changing requirements with a positive attitude Effective oral and written communication skills as required for the position Ability to be self-motivated, proactive and an effective team player Ability to interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others WHAT YOU BRING TO US: Bachelor's degree in HR or related field with 3 years of experience. PHR a plus Can be a combination of education, training, and relevant experience TRAVEL: Up to 0% WORKING CONDITIONS: General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning Noise level is usually low to medium; it can be loud on the jobsite. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law. YOU Matter - Our Benefits ESOP - Employee Stock Ownership 401 K Annual bonus program based upon performance, profitability, and achievement 17 PTO days per year plus 10 paid holidays Medical, Dental, Vision Insurance Term Life, AD&D Insurance, and Voluntary Life Insurance Disability Income Protection Insurance Pre-tax Flexible Spending Plans (Health and Dependent Care) Charitable Giving Match with our Rosendin Foundation Pay Range $80,300.00-$105,400.00 Annual The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education. Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career. Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

Are you an HR professional that has passion for developing others, championing engagement, and enhancing teamwork? MITER Brands™ is a residential window and door manufacturer that provides a leading portfolio of window and door brands for the new construction and replacement segments. MITER Brands also known as Milgard, MI Windows & Doors and PGTI is one of the nation's largest suppliers of vinyl windows and patio doors, with plants across the country. We are looking for a Sr Human Resources Manager for our Sacramento, CA location. Why work at MITER Brands? In this role you will be a key member of a senior leadership team at one of our largest manufacturing plants, the team member holding this role is expected to Lead and deploy HR strategic initiatives both within the local plant, as well as across the business consistent with the Company's strategic plan. This role will also serve as a Mentor and Coach other HR leaders. Pay Range: $122k - 153k, depending on experience and qualifications Responsibilities Serve as an active member of the local management team providing leadership in the areas of Human Resources policies, procedures, laws, standards, and government regulations, ensuring alignment between the business operations and the HR practices and objectives Lead the Sacramento HR Team (currently consisting of 2 HR Generalists, 1 HR Coordinator) to provide exceptional HR support to approximately 500 valued team members Provide effective communications and development opportunities for your team Build relationships with employees at all levels of the organization and manage a variety of complex HR initiatives Manage change processes within the location ensuring clear understanding of roles & responsibilities Analyze workforce trends, data, and statistics and provide professional guidance to management based on this information Provide coaching to managers and supervisors as needed Assist in the development and implementation of HR policies and procedures. Train functional managers on new policies or procedures Continually improve the effectiveness of local HR programs by developing strategies to improve team member satisfaction and management-team member relations Assist managers with performance management Assist in leadership development at the facility level and engage in succession planning, training, and development Participate in the Safety Committee and play an active role in the roll out of safety policies and training programs Investigate team member concerns in an objective manner and provide recommendations for resolution Oversee all Workers Compensation issues, ensuring proper case management Provide support in the areas of Facility Safety initiatives and OSHA compliance and Workers Comp Management Manage profitable partnerships with our growing and developing Centers of Excellence: Partner with the Talent Acquisition Team to deliver the recruitment and selection of exempt and non-exempt positions for the plant Partner with the Comp & Benefits team to manage escalation of benefits related issues. Oversee benefits enrollment, terminations, 401K, STD, LTD etc. Other duties as assigned Qualifications Bachelor's and/or Masters degree in a relevant field 8 to 10 years HR Generalist experience or an equivalent combination of experience and education to successfully perform the essential functions of the position Experience in a manufacturing environment Experience leading an HR team is preferred Great communication skills, and the ability to work well with manufacturing team members and leaders Knowledge of all aspects of HR including benefits, recruiting, compensation, training, payroll, policies & procedures Collaboration skills working within HR and across multiple functions and teams Knowledge of local, state and federal laws and regulations regarding employment practices Ability to manage and prioritize time efficiently and effectively to complete projects and assignments timely and accurately Superior presentation and analytical skills Demonstrated skills to handle a variety of assignments simultaneously Excellent verbal and written communication skills Ability to use Microsoft Excel, Word, PowerPoint, and Access About Us Our benefits package includes coverage of your health, wealth, and wellness for you and your eligible spouse/dependents. We offer a competitive salary and benefits package, including a 401k with company match and generous paid time off to help you balance your life. Below is a list of benefits you will enjoy while working with our company. Three comprehensive Medical plan options Prescription Dental Vision Company Paid Life Insurance Voluntary Life Insurance Supplemental Hospital Indemnity, Critical Illness, and Accident Insurance Company-paid Short-Term Disability Company-paid Long-Term Disability Paid time off (PTO) and paid Holidays 401k retirement plan with company match Employee Assistance Program Teladoc Legal Insurance Identity Theft Protection Pet Insurance Team Member Discount Program Tuition Reimbursement Yearly Wellness Clinic MITER Brands, also known as MI Windows and Doors, Milgard and PGT Industries are an equal-opportunity employer. The company does not discriminate based on religion, race, creed, color, national origin, sex, age, disability, handicap, veteran status, sexual orientation, genetic information, or any other applicable legally protected category.

Full-time Description HUMAN RESOURCES DIRECTOR - SACRAMENTO THE FIRM Weintraub Tobin is an innovative provider of sophisticated legal services to dynamic businesses and business owners, individuals, emerging companies, and nonprofits. From locations in Sacramento, San Francisco, Los Angeles, Orange County, and San Diego, more than 80 attorneys assist clients throughout California with business and litigation needs, including corporate law, finance and tax law, labor and employment, real estate, intellectual property, entertainment, and digital media. We maintain our leadership position by creating a value-added, trust-based relationship with our clients, supporting our local communities, and developing deep subject-matter expertise. We offer a supportive and collegial environment where individual contributions are recognized and celebrated, and hard work is balanced with personal fulfillment and responsibilities. THE OPPORTUNITY Weintraub Tobin is currently seeking a full-time, experienced Human Resources (HR) Director to join the Firm's leadership team in Sacramento. This role reports directly to the Managing Shareholder and Chief Operating Officer (COO) and supports and collaborates with the Firm's attorneys and staff across all offices. The HR Director will serve as a strategic leader, responsible for mentoring the HR team and overseeing all aspects of human resources - including talent management, employee relations, compliance, compensation, and benefits. The ideal candidate will bring a forward-thinking approach to HR strategy, foster a positive and inclusive workplace culture, and ensure alignment with the Firm's values and business objectives. RESPONSIBILITIES Talent Management Oversee recruitment, onboarding, and integration of new hires. Manage performance review processes and career development programs. Partner with managers and practice group leaders to evaluate staffing needs across departments and practice areas, and ensure teams are effectively staffed and supported to meet operational and strategic objectives. Analyze employee relations trends and help develop proactive retention strategies, solutions, programs, and policies. Employee Relations & Compliance Administer and manage employee leave of absence programs, including FMLA, CFRA, ADA accommodations, and other statutory or Firm-specific leave policies. Serve as a trusted advisor on employee relations matters, conflict resolution, and disciplinary actions. Conduct confidential internal workplace investigations and report facts and findings to the Firm's employment counsel to discuss and recommend remedial action as appropriate. Ensure compliance with all federal, state, and local employment laws, including wage and hour regulations and EEO. Develop, implement, and regularly update Firm-wide HR policies and procedures, including the employee handbook to ensure legal compliance, operational efficiency, and alignment with the Firm's values and strategic goals. Compensation & Benefits Develop, implement, and oversee compensation strategy, salary benchmarking, and annual review process, including salary data report analysis and recommendations to modify existing compensation structure. Oversee the benefits program including health insurance and retirement plans. Evaluate and recommend enhancements to total rewards offerings. Communicate with payroll to integrate employee vacation and/or sick time wages with State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits. HR Operations Provide guidance and mentorship to HR team members, fostering their professional growth and ensuring alignment with the Firm's strategic HR objectives. Lead the HR team in delivering high quality, efficient, and confidential support services. Manage the HRIS systems and ensure accurate recordkeeping and reporting. Requirements QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field. PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred. Minimum 8-10 years of progressive HR experience, with at least 3 years in a leadership role. Prior experience in a law firm or professional services environment highly desirable. Strong knowledge of employment law and HR best practices. Superior interpersonal, communication, and leadership skills. Ability to travel to Firm office locations (˜10% travel expectations). EQUAL EMPLOYMENT OPPORTUNITY The Firm is an equal opportunity employer. It is Firm policy to provide equal opportunities to all qualified individuals regardless of race, color, creed, religion, national origin, sex, age, physical or mental disability, medical condition, marital status, sexual orientation, sexual identity, genetics, veteran status, or any other class protected under federal, state, or local law. This policy applies to all terms and conditions of employment. It is the intent of the Firm to comply with all applicable federal and state laws with respect to fair employment practices. The Firm will provide reasonable accommodation to qualified applicants and employees with a known disability or medical condition or for an employee's religious beliefs provided the accommodation does not cause undue hardship to the Firm. Any applicant or employee with a qualifying disability or medical condition, or a religious practice, that requires an accommodation in order for the employee to perform the essential function of his or her job, should contact the Human Resources to discuss it further so the Firm can determine if a reasonable accommodation exists and can be provided. Salary range: $125,000 - $170,000 NOTE: We are not currently accepting inquiries from recruiters or recruiting agencies. All applications must be submitted directly by the candidates.

Agilent is a global leader in life sciences, diagnostics, and applied chemical markets, empowering discoveries that improve the quality of life. We are seeking a dynamic and strategic Human Resources Business Partner (HRBP) to support our Americas Service/Agilent CrossLab Group leadership teams within our Commercial Organization. This is a high-impact role for an experienced HR professional ready to shape the future of our workforce. Position Summary As an HRBP at Agilent, you will work closely with the Americas Service/Agilent CrossLab Group senior leaders to drive business success through architecting talent strategies, elevating leadership capabilities, and crafting organization designs that deliver exceptional customer experiences. Key Responsibilities Serve as a strategic advisor to senior leaders providing guidance on organizational design, workforce planning, employee engagement, and change management in line with the business strategy. As a coach and trusted advisor, help leadership build high performing teams and shape the employee experience Drive, recommend, and at times manage creative strategies to address retention, employee engagement, leadership development, and capability building Partner with leaders to drive and/or lead HR initiatives including organizational diagnostics, performance management, talent reviews, and succession planning Bring data driven insights to shape people strategies and influence decisions. Leverage data and analytics to identify trends and proactively address opportunities for continuous improvements Act as a change leader, partnering with senior leaders to drive adoption of new ways of working. Champion a collaborative, high-performance culture Collaborate with HR Centers of Excellence (CoEs) and HR Shared Services to ensure seamless delivery of HR solutions Partner with talent acquisition to fill critical leadership roles Lead or contribute to HR projects focused on transformation, talent, and culture i.e., represent business priorities to HR program teams and support the design of HR solutions As an HR team member located at the Folsom site, may be required to partner on local planning and implementation of HR activities e.g., M&A integration, employee relations, organizational change Ensure compliance with local labor laws and HR policies #LI-TH1 Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. Master's degree or MBA preferred. 8+ years of progressive HR experience, with at least 4 years in an HRBP or strategic HR role. Experience partnering with Senior Leaders in Sales, Customer Service preferred HR Certification a plus Experience working in a fast-paced, matrixed environment. Multinational company experience a plus Proven ability to build strong relationships, influence at all levels of the organization, and effectively partner with HR Centers of Excellence, HR Services and other stakeholders to deliver business results Strong business acumen and ability to translate business strategy into people strategy Exceptional interpersonal, communication, coaching, and facilitation skills Experience with M&A integration and transformation initiatives is highly desirable. Demonstrated ability to lead through ambiguity and manage competing, often complex, priorities. Impeccable judgement and ability to balance the needs of the business, managers, and employees Proven ability to operate with autonomy and discretion and use sound judgement in all situations Strong knowledge of employment laws and HR best practices Ability to travel (10% or less) as needed to foster connections with leaders and teams Core Competencies Strategic Thinking & Innovation - Anticipates business needs and generates innovative solutions. Business & Financial Acumen - Understands market dynamics and financial drivers. HR Expertise - Deep knowledge of HR practices, legal frameworks, and service delivery models. Influential Leadership - Builds trust and influences across cultures and organizational levels. Analytical Mindset - Uses data and insights to inform decisions and measure impact. Leadership Coaching - Provides strategic guidance and coaching to senior leaders. Consulting Agility - Adapts quickly to changing business needs and provides tailored HR support. Change Management - Leads and supports change initiatives. Organizational Agility - Navigates complex organizational dynamics to drive outcomes. Additional Details This job has a full time weekly schedule. Applications for this job will be accepted until at least September 24, 2025 or until the job is no longer posted.The full-time equivalent pay range for this position is $117,272.00 - $183,238.00/yr plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: ************************************* Agilent Technologies, Inc. is an Equal Employment Opportunity and merit-based employer that values individuals of all backgrounds at all levels. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, religion or religious creed, color, gender, gender identity, gender expression, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military or veteran status, protected veteran status, or any other basis protected by federal, state, local law, ordinance, or regulation and will not be discriminated against on these bases. Agilent Technologies, Inc., is committed to creating and maintaining an inclusive in the workplace where everyone is welcome, and strives to support candidates with disabilities. If you have a disability and need assistance with any part of the application or interview process or have questions about workplace accessibility, please email job_******************* or contact ***************. For more information about equal employment opportunity protections, please visit *************************************** Required: 10% of the TimeShift: DayDuration: No End DateJob Function: HR

Job Description: - Note travel requirements in the Requirements section below. Compensation: Base range 110k - 120k, car provision, 20% annual bonus potential, health/dental/vision benefits, 401k. Recruitment will remain open continuously until filled -Apply early! Applications received by December, 19th 2025. will be part of the first review. Company Overview Performing over 80 million locates annually, USIC is the most trusted name in underground utility damage prevention. USIC also provides a full suite of utility services throughout North America. Our Mission: to deliver quality, efficient, safe, and innovative solutions to protect our partners' infrastructure and critical assets. Our Culture is known as Living the SAFE-LIFE: Protecting Infrastructure, Protecting Our Communities, Protecting Ourselves. Summary The Field Human Resources Manager serves as a strategic business partner to assigned field operations leaders and is the expert resource in areas such as talent development, workforce and succession planning, and conflict resolution. In addition to supporting the implementation of HR-related processes and programs that impact USIC, this individual is responsible for providing proactive, employee-focused HR solutions that align with business priorities, to improve organizational performance in their assigned coverage area. Our ideal candidate will be knowledgeable, creative, and passionate about supporting the employee experience. This role will have an engaging and participatory role in the field with regular visits to locations throughout the coverage area and co-travels with field personnel. This is a great opportunity to join our growing company as we expand our Human Resources team! Responsibilities Develop a consultative partnership with field leaders and provide guidance in a variety of areas, including employee engagement, performance management, talent development, conflict resolution, and policy interpretation/application Maintains knowledge of ongoing business challenges, opportunities, strategic direction, industry, and competitive environment. Uses HR and business information to consult with senior leaders and other functional leadership to develop appropriate HR strategies and solutions that will allow USIC to retain high performing individuals and strengthen overall organizational performance Identifies opportunities and provides leadership throughout the change process to encourage a positive culture of personal growth, innovation, and accountability Works with senior leaders to plan and execute all leadership-related processes, including workforce planning, career development, talent reviews and succession planning, and compensation calibration Works with field leaders and recruiting partners to help attract high potential talent and mitigate turnover disruption. Collaborates with Recruiting to assist with job fairs and hiring events as needed and help coach Hiring Managers regarding selection process best practices Collaborates with Corporate HR, Training, and field leadership to ensure consistent employee onboarding and ongoing skill development training throughout the coverage area Consult with managers on pay-related decisions, including merit increases, incentive recommendations, career-related competitive pay, or other adjustments Analyzes current internal and external compensation trends to make recommendations to management to ensure the alignment of rewards to performance and that USIC remains competitive in local markets Advises management on strategies designed to maintain consistent treatment and compliance with employment laws Provides guidance to designated HR Generalist on daily employee relations issues, intervening on especially complex situations, and executing fair and objective investigations when necessary Participates as a collaborative team member with other HRBPs/HR Managers to provide consistent and professional service to all stakeholders Prepares presentation materials for training sessions and conducts leader training sessions as needed Role is expected to have a participatory role with regular visits to locations throughout coverage area and co-travels with field personnel Participates in special projects or perform other duties as requested Requirements Bachelor's degree in Human Resources, Business Management, or related field preferred. PHR, SPHR, or SHRM certification preferred Minimum of 5 years strategic HR or OD experience required. Ability to do overnight travel 25-50% of the time, and comfortability with another 20-30% of your time being day trip travel (50-75% total travel) Possesses established leadership skills and can develop productive and influential partnerships, network, and communicate effectively with a variety of contacts, including field employees, senior leadership, and outside business associates Ability to thrive and remain flexible in a fast-paced, ever-changing, high-pressure environment while navigating a multi-site, decentralized organization with little oversight Ability to identify and provide solutions to core issues quickly while putting structure around ambiguity Ability to use reporting to analyze data, identify and quantify key HR/employment trends, and provide data-driven recommendations to influence decision-making Possesses strong negotiation, conflict management, and investigative skills. Knowledgeable of applicable employment laws and HR practices/procedures and can remain objective and fact-driven Possesses strong interpersonal and communication skills. Exercises diplomacy, influences and presents ideas in a business, yet user-friendly language Possesses strong and effective change management skills that foster personal and professional growth, champions innovation and accountability, and advances the capabilities of a high-performing team Adept at taking initiative, handling multiple assignments, and meeting deadlines through strong organization and management skills Proficient in using core MS Office Suite products and experience with using HRIS/HRM systems We are an Equal Opportunity Employer. Veterans are encouraged to apply.

Job title: Jr. Human Resources Consultant Reports to: Director of Consulting Services Classification: Non-Exempt, Full-time **Applicants not currently . Summary: Silvers HR, part of The Larkin Company, is seeking a motivated and talented Junior Human Resources Consultant to join our dynamic team. The successful candidate will collaborate with experienced HR professionals and contribute to various aspects of HR consulting projects, including employee relations, performance management, wage and hour compliance, leave of absence guidance, and management skills training. This role presents an excellent opportunity to develop your skills and expertise within a supportive and engaging work environment. Silvers HR has been a trusted partner for over two decades, providing top-tier human resources consulting services to a diverse array of clients throughout California. Our team of experienced professionals is dedicated to delivering customized, credible solutions that prioritize our clients' HR needs. At Silvers HR, we take pride in our commitment to excellence and our deep understanding of the unique challenges faced by businesses in California. Our wide range of services include employee relations counseling, HR policy development, management training, employee assessments, and much more. As a member of our dynamic team, you'll have the opportunity to work alongside industry experts and contribute to the ongoing success of our clients. We foster a supportive and collaborative work environment where your professional growth and development are encouraged. Join Silvers HR and become part of a respected and established company that has been making a difference in the HR consulting industry for over 20 years. Essential Job Duties and Responsibilities Provide guidance and industry expertise to clients on the full spectrum of HR functions, such as employee relations, wage and hour compliance, performance management, and management skills training. Offer consultation to clients on employee relations issues, leave of absence programs, employee handbook policies, and employee performance management, researching best practices and making relevant recommendations. Coach clients on effectively interpreting and enforcing employment and wage and hour laws, policies, and procedures, ensuring compliance. Develop and review documents, letters, and policies for clients to communicate their practices and policies, ensuring compliance with state and federal regulations. Assist in performing HR Practices Reviews to assess clients' HR practices and identify areas for improvement, offering tailored training and resources. Facilitate the creation of customized employee handbooks using the Silvers HR template, ensuring alignment with clients' unique business needs. Develop a deep understanding of clients' business models and statuses to provide personalized advice on employment activities. Efficiently organize and manage client work plans, deliverables, and timelines, maintaining strong relationships with client management at all levels. Contribute to the Silvers HR Newsletter publication by researching and writing articles on relevant HR topics. Generate timely and accurate reports, including client activities and work status updates. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. Professional certification in HR (SPHR, PHR, PHRca, or SHRM-SCP or SHRM-CP) is preferred but not required. Minimum 3 years, preferably 5 years, of Human Resources experience, focusing on California employment laws and regulations, recruiting, employee relations, onboarding/offboarding, training and/or performance management. Ability to research and provide guidance on basic HR issues. Excellent communication both verbal and written, interpersonal, and presentation skills. Strong analytical, problem-solving, and decision-making abilities. Familiarity with HR software and technology tools. Ability to prioritize tasks and manage multiple projects simultaneously. Exceptional written communication skills, demonstrating the capacity to articulate ideas, concepts, and information clearly, concisely, and accurately. This includes creating well-structured documents, such as reports, proposals, and correspondence, while maintaining proper grammar, punctuation, and style. Requirements Employee Relations Experience: Minimum of 2-3 years of hands-on experience in employee relations. Proven ability to provide employers with strategic advice and recommendations on complex HR matters, with sound judgment on when to escalate issues to ensure appropriate support and resolution. Employment Law Expertise: Knowledge of federal and California employment laws, including leaves of absence, wage and hour, and ADA/FEHA. Ability to interpret and apply legal regulations accurately. Policy Development: Experience in developing HR policies and handbooks that align with employment laws and best practices. Research and Analysis: Strong research skills to analyze California employment laws and practices, presenting clients with various options and their respective pros and cons. Training Experience Preferred: Experience in conducting harassment prevention training (AB 1825/SB1343) and developing/conducting supervisory/management training programs. Investigation Skills: Experience conducting internal workplace investigations, demonstrating professionalism, objectivity, and confidentiality. Technology Proficiency: Comfort in using technology and HR-related software. Advanced spreadsheeting skills are essential for data analysis and reporting. Recruitment Experience: Background in talent acquisition, particularly in sourcing and hiring HR professionals. Travel: Ability to travel within Northern California, with a focus on the Sacramento area. Access to reliable transportation is a must. Communication Skills: Exceptional communication skills with the ability to maintain confidentiality and navigate sensitive situations with tact and diplomacy. Collaboration: A strong team player who can work effectively in both independent and collaborative environments. Adaptability: Proven ability to thrive in ambiguous situations, make informed decisions, and manage change effectively. Flexibility: ability to change course on occasion with regards to schedules and projects based on client needs. Virtual Team Experience: Prior experience working within a virtual team, demonstrating maturity, confidentiality, and strong organizational skills. Microsoft Office Suite Proficiency: High-level proficiency in using Microsoft Office tools (Word, Excel, Outlook, PowerPoint) for reporting, presentations, and documentation. Judgment and Escalation: Excellent judgment to assess situations and determine when other experts or legal counsel should be consulted. Work Environment and Physical Requirements: Remote and On-site Work: the Jr. HR Consultant will primarily work a hybrid schedule working remotely and in our Roseville office and must also be flexible to work from clients' offices as needed. Travel: Local travel is required, including attending in-person meetings at the main office. Access to reliable transportation is necessary. Communication: Excellent verbal communication skills are essential, as the Consultant will frequently engage in phone and in-person discussions. Workstation Setup: The Consultant must be comfortable with extended periods of sitting and utilizing keyboard and computer equipment. Physical Tasks: Occasional physical tasks may include standing, walking, reaching, balancing, climbing, stooping, kneeling, crouching, or crawling. Vision: Close vision abilities are required for driving and reading detailed documents. Lifting: The Consultant should be able to lift and carry objects up to 25 pounds occasionally. Hours: This is a full-time Jr. HR Consultant position and will be classified as non-exempt. Hours will be from 8:00 am to 5:00 pm Monday through Friday. Pay: $35.00 to $45.00 per hour, depending on experience. Benefits: Please see our website for a list of all our wonderful benefits ************************************* Join our team and contribute your expertise in shaping the future of HR practices for our valued clients! Silvers HR is an EOE employer. Interested candidates who meet the qualifications above are encouraged to apply with a resume and cover letter to ********************** Salary Description $35.00 - $45.00 per hour

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

The Director of Human Resources will provide strong and effective leadership, direction, and professional expertise in all areas of human resources management for the property. This executive will be a strategic business partner to the General Manager, and an integral member of the senior leadership team that establishes the strategic goals and objectives for the property. Oversees the day-to-day operations relating to performance, culture, and employee relations, as well as developing a working partnership with property leaders. The candidate will lead, develop and implement programs that drive employee satisfaction, retention and productivity. Ensure compliance with standardized company programs while continuously growing and sharing best practices. Qualifications: Strong organizational and analytical skills Ability to handle complex and emotional issues Strong administrative and managerial skills required Team building skills required Top-level management of a human resources department in the gaming/hospitality industry or customer service-related field is strongly preferred Demonstrated ability to communicate effectively, both verbal and written Demonstrated ability to deal effectively with employees at all levels Knowledge of State and Federal Employment Laws Ability to manage multiple projects with little to no direction, strong project management skills Exceptional executive presence and integrity Experience in hospitality, retail, entertainment or other consumer-driven service business is required Professional expertise in the development and/or implementation of programs in key areas of human resource management, including organizational and cultural development, performance management, succession planning, talent acquisition and employee engagement Must have experience developing strategies to support, develop and engage a diverse workforce Essential Job Functions: Establish direction and implementation of employee relations and performance strategies, initiatives and tactics for the corporate audience as well as throughout the company Participate with the senior leadership team in the formulation and implementation of business growth and performance strategies Contribute to the short- and long-term strategies of the organization through a review of business requirements, and lead the development of a responsive, integrated human resources program that is in alignment with those requirements Ensures equal employment opportunities and fair application of all policies and procedures, in compliance with all laws and record keeping Works in partnership with the law department as well as property leadership to create, maintain, develop and communicate policies throughout the enterprise Leads Team Member engagement initiatives Facilitates performance calibration process and talent review process Directs a team of HR professionals to oversee day-to-day operations Monitors measurement of Human Resources initiatives including but not limited to turnover, retention, employee opinion and supervisory feedback scores, performance management Acts as a role model and coaches while developing employees using a consistent, approachable demeanor and clearly articulating expectations Coaches and develops supervisor/manager skills in performance management, fair treatment, assists in diagnosing and designing solutions to improve employee service quality Develops and executes organizational and people-related strategies which drive engagement, retention, and exceptional business performance Leads an organization with methods and actions that are ethical and in full compliance with all applicable laws, regulations, and Company policies Acts as a role model to other employees and always presents oneself as a credit to Caesars and encourages others to do the same Adheres to all regulatory, company and department policies and procedures Ability to uphold and demonstrate the highest level of integrity in all situations and recognize standards required by a regulated business Physical, Mental & Environmental Demands: Must be able to work independently. Must be capable of maneuvering for prolonged periods of time. Must be able to read, write, speak and understand English. Must be able to stoop, bend, as well as, maneuver up and down stairs. Must be able to learn and retain locations, operation and repair procedures of this property's mechanical systems, equipment and life safety system. Must be able to tolerate areas containing second hand smoke, dust and bright lights. Harrah's reserves the right to make changes to this whenever necessary. It is our policy to provide equal employment opportunity to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, or marital status. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change, or new ones may be assigned at any time with or without notice. Preference is given to qualified Buena Vista Me-Wuk tribal members and members of other federally recognized tribes. JOB CODE: 219-25

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Job Title: Senior Manager, Human Resources The Senior Manager, Human Resources will serve as a strategic business partner to the manufacturing plant leadership team. This role provides leadership, guidance, and support in all aspects of HR. The Senior Manager is responsible for building a high-performance culture, driving employee engagement, and aligning human resources initiatives with operational goals. Key Responsibilities: Partner with site operations leaders to design and implement proactive employee relations programs that foster positive morale and engagement. Develop and execute innovative, cost-effective strategies to attract, hire, and retain top talent across all levels of the organization. Lead staffing and recruitment activities, including manpower planning, full-cycle recruiting for salaried staff, and direct hiring for production team members. Manage all aspects of onboarding, including background checks, drug screenings, offer letters, new hire paperwork, and orientation. Maintain HR systems and databases, ensuring accurate payroll and employee records. Oversee employee leaves of absence, unemployment claims, and policy compliance. Conduct investigations and provide guidance to management on issue resolution. Lead training and development initiatives, including performance reviews, succession planning, technical training for skilled roles, and leadership development in partnership with the Corporate L&OD team. Administer corrective action processes in a fair and consistent manner aligned with company values. Partner with Corporate HR on communications, compensation, benefits, and policy development to ensure consistency and compliance. Manage local compensation programs, including performance appraisals, wage rate administration, and annual increase recommendations. Support employee benefits administration, responding to inquiries and assisting staff and supervisors. Collaborate with corporate and cross-site HR teams on projects and initiatives as needed. Provide leadership to HR staff, including coaching, performance reviews, and career development. Organize and oversee employee engagement and recognition events. Qualifications: Education & Certifications: Bachelor's degree in Human Resources, Industrial Relations, or a related field required. Experience: 10+ years of progressive HR experience, including at least 3 years in a supervisory or management role. Experience working in a manufacturing environment required. Strong background in HRIS systems; Workday experience preferred. Demonstrated project management skills. Knowledge, Skills & Abilities: Strong proficiency with Microsoft Office Suite; computer literacy required. Bilingual in English and Spanish highly preferred but not mandatory. Thorough knowledge of federal and California state HR laws and regulations. Proven ability to manage multiple priorities in a fast-paced, deadline-driven environment. Strong interpersonal skills with the ability to handle sensitive and confidential matters with discretion. Skilled at conflict resolution, coaching, and delivering difficult messages effectively. Strategic thinker with a passion for continuous improvement in HR processes and organizational development. Service-oriented with a collaborative mindset and a focus on building strong business partnerships. Supervisory Responsibilities: This position has direct supervisory responsibility and will oversee HR staff. Duties include hiring, coaching, performance management, professional development, and making recommendations on staffing and disciplinary actions.

Located in Kailua, Adventist Health Castle has been one of the area's leading healthcare providers since 1963. We are comprised of a 160-bed hospital, eight medical offices, home care services, urgent cares and a vast scope of services located throughout O'ahu. In 2017, Adventist Health Castle was recognized with the Malcolm Baldrige National Quality Award, the nation's highest presidential honor for performance excellence. O'ahu is known for its ideal climate, diverse culture and picturesque landscape. The allure of Castle's laid-back lifestyle is complimented by its close-knit and proud community. Job Summary: Serves as a strategic advisor to business leaders, combining deep HR expertise with a strong business acumen, and may be responsible for leading other team members as assigned. This role is pivotal in managing complex employee relations, driving engagement, and supporting talent development and workforce planning. Partners with managers to align HR strategies with overall business objectives. Job Requirements: Education and Work Experience: * Bachelor's or Master's degree in Human Resources, Business, or a related field (or equivalent experience) : Required * Five to Seven years of progressive HR experience, ideally within the healthcare sector. Internal candidates with less experience may be considered based on demonstrated performance, potential, and alignment with role expectations, subject to review and approval by the Network HR Director and CHRO. : Required * Verifiable experience in successful and impactful coaching, advising, and consulting with leaders on organizational issues and employee challenges.: Required Licenses/Certifications: * Society for Human Resource Management Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certification: Preferred Essential Functions: * Acts as a strategic partner to managers by providing HR consultation and guidance. Performs champion shaping and nurturing workplace culture and engagement strategies that align to organization mission and values and foster an environment of belonging. * Provides strategic guidance to all levels of leadership as directed by Sr. HRBP or Network HR Director. Partners with network HR teams to foster collaboration and alignment across the network. * Leads and manages complex employee relations issues and investigations ensuring fair and consistent outcomes aligned with legal requirements, policies and procedures, and values. * Develops and implements initiatives to drive employee engagement and talent development. Supports workforce planning and succession planning efforts. Analyzes HR metrics and provides actionable recommendations to senior leadership. * Ensures compliance with employment laws and mitigate HR-related risks through collaboration with legal and compliance teams. * Performs other job-related duties as assigned. Organizational Requirements: Adventist Health is committed to the safety and wellbeing of our associates and patients. Therefore, we require that all associates receive all required vaccinations as a condition of employment and annually thereafter, where applicable. Medical and religious exemptions may apply. Adventist Health participates in E-Verify. Visit ******************************************** for more information about E-Verify. By choosing to apply, you acknowledge that you have accessed and read the E-Verify Participation and Right to Work notices and understand the contents therein.

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