Director of human resources jobs in Rocky Mount, NC - 94 jobs

ATLAS SP Partners is a global investment firm that seeks to provide stable funding and capital markets services to companies seeking innovative and bespoke structured credit and asset-backed finance solutions. ATLAS SP's tenured experts work with clients to determine the best approach to optimize their capital and achieve their goals, across a broad range of capabilities. Our integrated platform encompasses a holistic suite of capabilities, including asset/portfolio advisory solutions, warehouse/acquisition financing solutions, whole loan purchase/sale and securitization/distribution. Our Culture ATLAS SP is “one team” where everyone makes an impact - we grow together, win together, and embrace change together. From advancing the markets to supporting our communities, everything we do serves to make a difference. Our people are industry leaders with a passion for client service, complex problem solving, and innovation. We provide our talent with the pathways to grow professionally and personally in a collaborative and inclusive environment. We're proud to build upon a legacy of excellence anchored in deep expertise and client service across the asset management landscape. Position Overview ATLAS SP is seeking a Vice President, HR Technology to lead and manage technology solutions that enable the Human Resources function. Based in Raleigh, NC, this role will be responsible for ensuring that HR applications and integrations effectively support day-to-day operations, compliance requirements, and the firm's strategic people initiatives. The ideal candidate will be an experienced HR technology professional with a strong understanding of HR processes; including payroll, benefits, onboarding, talent acquisition, performance management, and compliance; and hands-on experience managing and optimizing core HR systems. This individual will partner closely with HR, IT, and Compliance stakeholders to ensure seamless integration, data integrity, and process efficiency across all HR technology platforms. Primary Responsibilities Serve as the primary technology partner to the Human Resources organization, ensuring all HR applications and systems operate efficiently and effectively. Oversee and maintain essential HR platforms collaboratively with our support partners, including Oracle HCM, ADP, Papaya Global, Greenhouse, HireRight, Concur, and e-learning solutions. Oversee integrations between HR systems and internal platforms such as identity management, compliance, and enterprise data systems. Partner with HR leadership to evaluate technology needs, recommend improvements, and drive automation initiatives to enhance employee and manager experiences. Ensure data accuracy, process integrity, and compliance with internal controls and external regulations. Support HR analytics and reporting needs, partnering with Finance and IT teams to deliver reliable data insights. Manage vendor relationships, contracts, and system updates, ensuring timely issue resolution and service excellence. Lead or participate in system implementation projects, upgrades, and process redesigns to support organizational growth. Establish governance and documentation standards for HR systems, integrations, and workflows. Provide user training, knowledge sharing, and ongoing support to HR and business stakeholders. Required Qualification and Experience 7+ years of experience in HR technology roles, with strong functional and technical understanding of HR systems and processes. Hands-on experience with several of the following applications: Oracle HCM (Core HR, Benefits, Payroll, Self-Service) ADP and/or Papaya Global (Payroll and Global Employment Platforms) Greenhouse, HireRight, and Concur eLearning and compliance systems Strong knowledge of HR business processes including onboarding, payroll, benefits administration, performance management, and compliance. Experience managing system integrations and data flows across HR, Finance, and IT environments. Proven ability to troubleshoot system issues, coordinate with vendors, and ensure uptime and user satisfaction. Excellent communication and stakeholder management skills, with the ability to translate business requirements into technical solutions. Bachelor's degree in Information Systems, Human Resources, Computer Science, or a related field. Highly organized, self-motivated, and comfortable working in a fast-paced, collaborative environment. Preferred Qualifications and Experience Experience implementing or managing Oracle HCM Cloud or Workday Familiarity with data privacy, security, and compliance regulations affecting HR data. Exposure to automation tools or reporting platforms (e.g., Power BI, Tableau, Alteryx) used for HR analytics. Experience supporting global HR operations and multi-jurisdictional payroll systems. Track record of delivering process improvements and system enhancements that improve user experience and efficiency. N/A The base salary range for this position is listed above. This position is also eligible for a discretionary annual bonus based on personal, team, and Firm performance. Compensation ranges are based on several factors including job function, level, and geographic location. Final offer amounts are determined by multiple factors including candidate experience and expertise and may vary from the amounts listed here. ATLAS SP is an equal opportunity employer. The firm and its affiliates do not discriminate in employment because of race, color, religion, gender, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other criteria prohibited under controlling federal, state or local law.

At ProMach, we're looking for people who want to shine. You'll have opportunities to take your career in the direction you want. You can be creative. Strategic. Persuasive. Influential. Pro Mach is headquartered near Cincinnati, OH with facilities worldwide. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Do we have your attention? Keep reading. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Does this work interest you? Staffing & Retention Excels at developing and applying creative staffing approaches to find new employees in an efficient and cost-effective manner. Acts a business partner with division leadership to anticipate, define, and execute staffing strategy. Guides the hiring manager in developing the position profile, sourcing/selection process, compensation, and job offer strategy. Provides consultation to division leaders regarding building bench-strength through talent-development and other strategies, applying sound business analysis of benefits and risks. Develops and supports retention plans and methods to counteract clearly identified risks. Employee Development & Relations Actively monitors the organizational capabilities from a business and employee development perspective. Leads the implementation of employee development strategies and supports corporate-wide strategies. Provides specific attention to division's high potential talent and poor performers. Consults with internal resources, as required, and leads inquiries regarding complex employee relations issues with a developed comfort and expertise in legal, risk, compliance, and security. Helps organize company meetings and events at the facilities, including team-building activities to enhance and improve employee morale and productivity. Benefits & Compensation Administration Manages day-to-day benefit administration needs for the employee population. Supports Corporate HR in the oversight of benefit plans and programs. Works with Corporate HR to administer annual compensation, bonus, and commission plans. Ensures job descriptions and compensation programs are updated and maintained. Performance Management & Organization Effectiveness Promotes company's performance management philosophy and methodology to achieve 100% application by all supervisors for all employees. Coaches business leaders and supervisors to influence and align behaviors to optimize employee performance and goal achievement. Leads efforts in improving performance of under-performers. Facilitates organization planning and design with division management. Leads division-level succession planning activities including key position identification and nominating successor candidates. Handles all aspects of successor candidate development including job skill identification and gap analysis and development plan creation and oversight. Manages and implements division-level change, such as policy standards, acquisition integration, process improvements, and application of technology and automation. Compliance & Training Ensures compliance with federal, state and local laws, regulations and orders through application of advanced knowledge and training. Partners with management to ensure that safety policies and training programs are current, practiced and enforced. Analyzes and assesses training and development needs with knowledge of organizational development theory and practices. Delivers highly effective and engaging training through well-developed delivery style. Safety Creates an environment where safety is highly valued and safe behaviors are consistently applied. Works with Plant Management to implement all aspects of the company safety program. Ensures compliance with all OSHA and other Federal, State and Local safety rules and regulations. Assists in the oversight of the safety & training observation program for facilities. Assists Corporate Safety with implementation of company-wide safety programs. Works with Managers and Supervisors to identify root causes of work related injuries and illnesses and implement methods to eliminate causes. What's in it for you? There's no monopoly on good ideas or limits to how far you can advance with our team. We offer an open, communicative environment that fosters individual initiative. We pride ourselves in being a company where people choose to build a career and find professional happiness. In addition to growth opportunities, as a ProMach employee, you receive more than just a paycheck. Total compensation includes your salary, comprehensive medical/dental and well-being programs, as well as life insurance, a generous paid time off program, and a retirement savings plan with a company match. And because we understand the importance of feeling protected, there is no waiting period for benefits - you are eligible on your first day of employment! If this sounds like you, we want to connect! 5+ years of experience in an HR leadership role. Bachelor's degree in human resources or a related field of study. Must deliver results and possess excellent leadership skills. Strong knowledge of federal, state, and local employment laws and regulations. Experience in design, development, and implementation of training programs. Must possess a strong knowledge of Microsoft office suite, including, but not limited to Excel, Powerpoint and Word. Must possess professional written and verbal communication and interpersonal skills. Ability to motivate, inspire confidence, produce quality work within tight timeframes, and simultaneously manage several projects. Ability to participate in and facilitate group meetings with all levels of the organization. Ability to accurately diagnose organizational needs, possesses the political awareness to gain support through the development of a clear strategy and goals, and the ability to produce results. Ability to creatively recruit and maintain an employee population in a challenging geographic location. Pro Mach, Inc. was named to the Inc. 5,000 list of fastest-growing private companies in the U.S. seven times. We continue to introduce innovative products, enter new markets, expand our global presence, and actively acquire new capabilities. We have the rewards, opportunities, and market strengths of a large organization combined with the entrepreneurial culture of a small, fast-paced company. You will enjoy the benefits of working with a growing company that competes globally, with the personal touch and feel of a smaller company where you can make an impact every day. Curious about life at ProMach? Follow us on LinkedIn, Twitter, and Instagram! ProMach is an Equal Opportunity Employer. Pro Mach uses E-Verify to verify the employment eligibility of all new hires to work in the United States. Pro Mach is a drug-free workplace. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

Jet Excellence is a rapidly expanding private aviation company committed to delivering exceptional service, operational excellence, and a culture rooted in safety and empowered performance. With a growing national footprint and a diverse workforce-including pilots, flight operations, maintenance teams, customer service professionals, and corporate staff-Jet Excellence is building the next generation of high-performance aviation organizations. Website: ********************* Company Size: 150+ employees Position Location: Raleigh, NC Position Overview Jet Excellence is seeking a Human Resources Director to lead and manage all facets of human in a fast-paced, high-regulation aviation environment. This strategic role requires a strategic thinking who can navigate complex workforce needs, compliance requirements, and organizational scaling. The ideal candidate will have experience in aviation, transportation or other high-regulation industries and be capable of overseeing a diverse workforce that includes pilots, flight attendants, sales associates, maintenance personnel, and corporate staff. The Opportunity Shape HR for a High-Growth Business: Join a company redefining luxury air travel and strategically build its HR future. Direct Impact on Strategy: Influence critical decisions on workforce, engagement, talent, and organizational development within a dynamic industry. Lead a Unique, Diverse Workforce: Lead HR across an exciting mix of pilots, technical staff, and corporate professionals in a high-compliance setting. Scope of Responsibilities: Develop and implement HR strategies aligned with business goals and aviation regulatory requirements (e.g., FAA, EASA). Serve as a key advisor to the executive leadership team on workforce planning, organizational development, and talent strategy. Recruitment & Talent Management: Oversee recruitment, selection, and onboarding of pilots, aviation operations staff, and corporate professionals. Lead succession planning, performance management, and career development programs tailored to technical and service-oriented roles. Compliance & Risk Management: Ensure compliance with federal, state, and international labor laws, and FAA aviation-specific HR standards. Maintain up-to-date HR policies, procedures, and employee handbooks in accordance with FAA or relevant aviation authority guidelines. Culture & Employee Engagement: Foster a high-performance, safety-first culture across all departments. Create and promote Fly Alliance specific engagement programs. HR Operations & Analytics: Lead labor optimization and reporting for workforce analytics. Manage HR budgets and vendor relationships (e.g., insurance brokers, background check providers, training vendors). Minimum Candidate Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree is preferred). Minimum 10 years of HR experience, with at least 5 years in a senior HR leadership role. SHRM-SCP, SPHR, or equivalent certification is strongly preferred. Experience in aviation, aerospace, government entities, medical field or a high-compliance, service-based industry required. Strong knowledge of employment law, aviation-specific HR practices, and international workforce dynamics. Exceptional leadership, communication, and crisis management skills. Preferred Skills: Familiarity with FAA Part 91/135 operations and pilot scheduling systems. Experience with union or contractor-based pilot workforces. Proficiency with aviation training and safety management systems (SMS). Benefits: 12 Annual PTO Days 7 Paid Holidays Medical, Dental, Vision Insurance 401k, company matched Jet Excellence, LLC is an equal opportunity employer that provides equal employment opportunities (EEO).

Job DescriptionDescriptionSenior Director, HR Technology Join Align Technology as Senior Director, HR Technology and lead the enterprise-wide modernization of our HR ecosystem. You will set and execute a bold, global digital roadmap that elevates Workday (HRIS), ServiceNow HRSD (knowledge and case management), and our talent acquisition platforms-Pinpoint and Moka-to deliver frictionless, AI enabled candidate and employee experiences end to end. In this highly visible role, you will partner with HR, IT, Finance, and business leaders to architect secure, compliant, and scalable solutions that increase engagement, accelerate operations, and unlock actionable people insights at global scale. If you thrive at the intersection of product strategy, people data, and change leadership, this is your opportunity to shape the next generation of digital HR-transforming how we attract, develop, and support talent while advancing data driven decision making across the function. Key ResponsibilitiesRole expectations • Define and drive the global HR technology roadmap aligned with Align Technology's business strategy and HR transformation goals. • Lead, mentor, and develop high-performing HR Technology teams, including Workday, ServiceNow HRSD, and Pinpoint/Moka experts • Serve as a strategic partner to HR, IT, Finance, and other functional leaders to ensure alignment of systems with enterprise-wide objectives. • Oversee the optimization, administration, and governance of the Workday platform (HCM, Recruiting, Compensation, Talent, Time Tracking, Absence Management) and ServiceNow HR Service Delivery (Knowledge and Case Management). • Evaluate and prioritize enhancement requests, upgrades, and new module implementations across all platforms. • Lead process design, standardization, and continuous improvement efforts across global HR Operations. • Establish and enforce data governance, system security, and compliance protocols in collaboration with IT and compliance teams while facilitating a community of practice to provide guidance and thought leadership for global HR stakeholders. • Drive the adoption of digital tools, automation, and people analytics to enable actionable insights and smarter workforce planning. • Evaluate emerging technologies and vendors to identify and implement future-forward solutions. • Lead complex HR technology projects, including system implementations, integrations, and change initiatives. • Ensure effective change management, stakeholder engagement, training, and communication strategies for all HR technology initiatives. • Manage relationships with strategic software vendors and service providers, challenging the status quo and positioning Align as key customer voice for innovation and co-creation. • Provide day-to-day support for the teams managing operations for Workday, ServiceNow HRSD, Pinpoint, and Moka, ensuring maximum uptime, high performance, and excellent customer service. • Ensure compliance with data privacy, security, and regulatory requirements across all HR systems and platforms. Skills, Knowledge & ExpertiseWhat we're looking for • Experience: 12+ years of progressive experience in HR technology, with at least 5 years in a leadership role. Proven experience managing HRIS (ideally across multiple modules) and recruiting platforms in a global organization. Experience with case and knowledge management platforms is highly desirable. • Skills: Deep expertise in HR systems architecture, data strategy, and digital transformation. Strong understanding of HR processes, compliance requirements, and data governance. Advanced knowledge of AI, automation, and analytics platforms. • Communication: Excellent leadership, interpersonal, and influencing skills. Strong business acumen with the ability to translate strategy into technology solutions. Exceptional communication and storytelling skills to influence across all levels of the organization. • Teamwork: Proven ability to lead cross-functional teams and complex enterprise projects. Ability to work both independently and collaboratively. Complementary skills • Creative, resourceful thinker with a mindset of continuous improvement and innovation. • Strong analytical and problem-solving abilities; proficiency in data analytics and visualization tools (e.g., Power BI). • Program/project management, demand management, resource management, and system life cycle expertise. • Strong character, integrity, and executive presence. • Experience with enterprise application and SaaS implementations, upgrades, enhancements, and operational support procedures.

Pay Grade: Manager 6 First-line manager of personnel, supplies, equipment, and facilities of department. Responsibilities and Duties (*Essential Functions) To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions herein described. * Coordinate all of the instructional and academic activities within the assigned department(s) and subject area(s) * Responsible for keeping the Division Dean informed of the operation of the supervisory unit * Provide leadership and supervision of a managerial team that may consist of associate department heads and program directors with a combined full time faculty count of twenty or more in the respective curriculum area, and/or provides oversight over substantive, multiple disciplines * Represent the department regarding strategic planning issues and assists in the achievement of division goals. * Develop, maintain, and supervise long-range Institutional Effectiveness assessment plans that may include planning, developing, and reporting the program mission, goals, and program/student learning outcomes. * Ensures programs and courses are effectively measuring program and student learning outcomes. Manage curriculum enrollment growth and ensure ongoing development of department program(s). Supervise curriculum/course development and ensures currency of the curriculum. Manage, evaluate, and coordinate departmental course offerings. Lead the development of full-time and adjunct faculty teaching schedules. Participate in articulation initiatives Coordinate and participate in open houses and other student recruitment events. Maintain catalog, website, and brochure accuracy. Supervise program reviews Plan and conduct faculty and student orientation and monthly department meetings. Participate in or create faculty training and/or development. Review and recommend changes in curricula and prepare proposals for new curricula, based on the recommendations of the Associate Department Head, Program Directors, and faculty. Manage advising processes Process degree audits, course substitutions, transcript evaluations, and other like duties. Participate in resolution of faculty and student issues. Develop and implement strategies to promote student persistence and completion of programs. Ensure currency of course syllabi Supervise textbook selection, revision, and periodic reviews. Ensure book orders are placed in a timely manner. Complete an annual applied benchmark project on an individual or group basis Qualifications Knowledge, Skills & Abilities: Innovative, creative, motivated and work well with others Exhibits strong leadership skills Exhibits good interpersonal skills Ability to maintain records accurately and be able to meet deadlines consistently Able to maintain good organizational skills Ability to perform normal duties with minimum supervision Excellent written and verbal communication skills Possesses strong administrative skills Ability to multi-task Requirements: Master's degree in Humanities or related field Two years' post-secondary teaching experience in the discipline to include: History, Humanities, Philosophy, Political Science, or Religion Two years' supervision and/or leadership experience including oversight and mentoring of faculty members Preferences: Five years supervisory experience Experience in a community college Essential Personnel: TBD #IDHP As an equal employment opportunity employer, Wake Tech values our workforce. Wake Tech is committed to reaching students in every part of Wake County and rallying around them to go as far as their dreams, talents and resilience will take them. As an institution of higher education, we are committed to valuing the unique experiences of the Wake Tech community. We strive to be self-reflective of the kind of student body we represent and the culture we are building, and we care deeply about supporting each employee's professional growth.

About Sara Lee Frozen Bakery: Sara Lee desserts have always stood for incredible flavor and superior value in the frozen food aisle and away from home markets. The Sara Lee Frozen Bakery collection of top brands includes Sara Lee , Chef Pierre , Van's , Bistro Collection , Superior on Main and Cyrus O'Leary's . Sara Lee Frozen Bakery is proud to take these iconic brands into a new era and to continue the evolution that transformed one small Chicago bakery into an American institution. Using carefully sourced ingredients and time-honored recipes, the company is committed to making life's moments a little sweeter, putting its customers first and discovering new ways to make everyone's favorite foods even better. Working for Sara Lee: Our vision is to be the world's most beloved bakery by creating irresistible foods, growing with our customers, and delivering value for all. We will achieve success through collaboration and innovation in an environment where employees feel empowered to execute with speed. We believe that each of us has unique points of difference and experience to offer. We believe that there is always a better way, and we will never be satisfied with status quo. If you have an entrepreneurial spirit, continually seek process improvements and a strong sense of customer service, then this is the right type of environment for you. Summary: We are seeking a Senior Human Resources Manager for our manufacturing facility in Tarboro, NC. Senior Human Resources Leaders at Sara Lee Frozen Bakery possess a strong business mindset and exceptional partnership skills--which they rely upon to develop strategies for an innovative, flexible, and dynamic organization. The Senior HR Manager owns all business partner accountabilities including organizational design, people development, performance management, and engagement and retention for employees. The Senior HR Manager is responsible for leading the site's positive Employee Relations strategy and ensuring a culture of engaged employees. They serve as a critical member of the site leadership team which drives the strategy and direction for the bakery. Key HR priorities for the site include executing the workforce strategy, engaging and developing team members, and building HR capability as a partner to the business. Our Tarboro bakery is a non-union facility with multiple production lines and over 700 employees. The site is an industry leader in delivery of high-quality products with a range of desserts for our foodservice, in-store bakery, and retail businesses. The Senior HR Manager also has enterprise-wide responsibilities across three key areas. 1) They will serve as the HR leader responsible for strategic oversight and delivery of Environmental, Health, and Safety programs and support for all four bakeries. They will lead initiatives that reinforce a safety-first culture across the organization, partnering closely with all bakery site leaders and guiding other HR managers. 2) They will lead best practice sharing and implementation as related to employee engagement and retention initiatives across all bakeries. 3) This leadership position will also be responsible for ensuring coordination and administrative consistency of positive employee relations training and programs across all bakeries. Key Accountabilities: In this role you will provide HR leadership to the site, including: Serve as a member of the site leadership team, partnering with cross functional leaders to drive business performance using business acumen, strong HR knowledge, communications, and change management expertise. Manage the plant HR and EHS department with 5 direct reports (1 Safety Manager, 2 HR Generalists, 1 HR Coordinator, 1 Trainer). Lead key HR initiatives in partnership with the Director, HR Operations in support of all bakery locations including employee engagement, workforce planning, succession planning and staffing. Serve as EHS functional liaison for Manufacturing Operations, providing strategic oversight and leadership of programs and initiatives that reinforce a safety-first culture across the company. Ensure collaboration and consistency of positive employee relations across bakeries through strategic training and programs. Partner with the Plant Manager to develop a high performing site leadership team and engaging leaders at all levels. Provide individual coaching needs and identify training and development needs for teams. Lead HR initiatives in partnership with the corporate HR team (Talent Management, Total Rewards, etc.) Partner with the Operations Leadership Team to provide strategic Employee Relations expertise to achieve desired operational outcomes. Lead culture change as part of a journey to increase manufacturing performance through process improvement. Develop the capability of our plant operators through employee development, process improvement and work system evolution. Education and Experience: Bachelor's degree in human resource management, business, or related area required. Master's in Human Resources/Industrial Relations or MBA preferred. Proven track record of progressive HR skills development and specialty expertise. Experience providing actionable advice to senior leaders based on key business strategies. Must be knowledgeable of best practice HR systems, tools and processes. Demonstrated learning agility. Proficient in employee relations and performance and talent management. Comfortable with abstract concepts. Qualifications: Possesses a minimum of ten (10) years of human resources experience working in progressive, complex and growth-oriented businesses. Minimum of five (5) years as a human resources manager in a manufacturing environment. Deep human resources expertise in all facets of the function with a proven track record in employee relations and all areas of talent management from recruitment, retention, organizational development and training. Advanced knowledge of human resources law and experience managing complex employee relations issues. Demonstrates a positive, results-oriented style and have a successful track record of accomplishments, including successfully driving a high-performance organization. Has a track record in managing and coaching diverse teams. Accustomed to working in an environment with progressive, creative human resources practices. Ability to drive and impact organizational change across multiple locations/sites Must be successful in working cross-functionally in lean, complex and highly matrixed environment. Possesses sensitivity to working with individuals from different cultures. Combines human resources management expertise with well-developed business acumen and demonstrated experience partnering closely with the business they support to drive organizational change and success. Ability to work strategically as well as assuming a hands-on, roll up your sleeves approach. Strong sense of urgency and accountability. Strength in prioritization skills and ability to handle multiple tasks in a fast-paced environment. Effective coaching and influencing skills and well developed analytical skills with financial acumen. Excellent communication skills including verbal presentation and formal written communications. Excellent interpersonal and listening skills and the ability to build effective, collaborative working relationships across an organization. Effective computer skills including Microsoft Word, Excel and PowerPoint. Must be able to utilize these programs independently to analyze data, refine reports, draft communications, and project plans. The successful candidate for the Senior HR Manager position will be a proactive and solutions-oriented individual who possesses high performance standards for themselves and others. They are comfortable digging into the data and details to execute as well as zooming out to plan the big picture. They must have strong personal values and ethics to guide decision-making and influence outcomes. The successful candidate will be an experienced HR and Safety leader with a desire to make an impact and is excited by our company value of “there's always a better way.” Personal Attributes: The Sara Lee Leader is one who: Role Models Integrity - Creates a culture of respect and inclusion, where all team members are empowered to contribute. Masters their Craft - Continually develops their skills and expertise to drive self, team, and company forward. Is intellectually curious, asking questions to inspire a better way. Values Partnerships - Frames the tough issues and works productively through them. Paves the way for their team to build relationships and collaborate effectively. Behaves Like a Business Owner - Perseveres toward a goal, despite obstacles and distraction. Navigates Change - Adapts quickly to address the most critical business needs. Leads the charge around capabilities, processes, and systems. Sara Lee Frozen Bakery provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

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

Come join our “Family” and be part of providing healthcare In the Community…For the Community. Carolina Family Health Centers, Inc. provides accessible and affordable health care with excellence…where patients come first. Regardless of an individual's ability to pay or their insurance status, we believe that EVERYONE deserves access to quality health care As a nonprofit, federally qualified health center (FQHC), we strive to meet the needs of our community and breakdown barriers that prevent individuals from seeking health care. Our service offering includes primary medical care, behavioral health, pharmacy and dental services in an integrated model that provides a comprehensive approach to care for our patients. Position Overview The Director of Human Resources (HR) manages day to day Human Resources operations at Carolina Family Health Centers, Inc. in Wilson, NC. This position serves as a focal point for employee relations, recruitment and retention, benefit administration, recordkeeping, and compliance with federal and state employment laws. This position reports to the Chief Operating Officer. THIS POSITION OFFERS A 40-HOUR WORKWEEK, NO WEEKENDS, FULL BENEFITS PACKAGE, 12 PAID HOLIDAYS, BI-WEEKLY PAY. Essential Tasks Benefits: Manage and coordinate all employee health insurance plan(s), open enrollment, and employee questions. Compensation: Manage the Wage/Salary Program by monitoring changes and updates, annually, performing market research, and applying cost of living increases within budget constraints and in accordance with company policy. Compliance: Manage and monitor the Employee Handbook and all human resources policies and procedures. Represent CFHC, Inc. in all unemployment hearings, EEOC actions and/or worker's compensation claims, under the authority of the Chief Executive Officer. Ensure compliance with all federal and state regulations; EEO, ADA, US and NC DOL Record Retention. Employee Relations: Manage the Corrective Action process and participate in corrective action counseling sessions. Coordinate and monitor the conflict resolution process. Manage all employee resignations and terminations. Manage and coordinate the employee Performance Evaluation Process. Recruitment: Manage the sourcing and screening process by reviewing applications and resumes, coordinate and participate in interviews, ensure compliance in obtaining, reviewing, and confirming satisfactory background check and drug screen results for selected candidates, and make all official job offers after obtaining proper approvals. Experience and Education Bachelor's or Master's degree in business, human resources, or related field. Minimum three years of related experience at a management level. Well organized and detail oriented with an ability to multi-task. Excellent time management, organizational, and communication skills. Ability to supervise staff. Professional in Human Resource Management (PHR), Senior Professional in Human Resources Management (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP), preferred. Schedule Monday to Friday 8 AM - 5 PM 8-Hour shift In person Physical Requirements Individuals may need to sit or stand for long periods of time, occasional bending, stooping, lifting including of patients, reaching forward and overhead. May require walking primarily on a level surface for periods throughout the day. Proper lifting techniques and frequent computer work required. Must be able to travel freely in the local area; between clinics, hospitals, health departments, etc. Benefits 401(k) and match AD&D insurance Dental insurance Disability insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Holidays Vision insurance Job Type Full-time License/Certification (one/any preferred) Professional in Human Resource Management (PHR) Senior Professional in Human Resource Management (SPHR) SHRM Certified Professional (SHRM-CP) SHRM Senior Certified Professional Base Pay Overview The starting pay for this position is $85,280 annually. Please keep in mind that actual salary will vary based on various factors such as qualifications, skills, competencies, and proficiency for the role.

Why Choose Us? Novolex is a leading manufacturer of food, beverage, and specialty packaging that supports multiple industries including foodservice, restaurant delivery and carryout, food processing, grocery and retail, and industrial sectors. Novolex manufacturing and sourcing expertise spans a diverse range of substrates including resin, paper, molded fiber, aluminum and more. We provide customers a broad array of stock and customized solutions with 120 product categories, 250 brands and over 39,000 SKUs. Our Sustainability Commitment The Novolex sustainability vision is built upon three pillars: our products, our operations and our people. Each is critically important to our growth and future as a business. These pillars form the foundation of our company-wide commitment to sustainability, helping us achieve our ambitious goals through our wide-ranging initiatives. Located 96 miles southeast of Raleigh Durham airport, Kinston is a city in Lenoir County, North Carolina, with a population of 21,677 as of the 2010 census. It has been the county seat of Lenoir County since its formation in 1791. Kinston is located in the coastal plains region of eastern North Carolina. In 2009, Kinston won the All-America City Award. The plant was built in 1993 with an addition in 1995, manufactures paper cups and cartons, and has approximately 250+ employees. Job Summary: The Human Resource Manager is responsible for serving as the strategic "people" partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: * Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. * Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; * Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; * Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. * Administer best in class HR programs, processes and solutions at the plant level: * Ensure full compliance with all applicable laws, regulations and company policies/procedures; * Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; * Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; * Partner closely with the COE's (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. * Complete investigations in a timely fashion; * Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks. Company Benefits Job Requirements: Education: BS/BA degree with a concentration in Human Resources, Industrial Psychology or Communications is preferred Experience: Minimum of 3 years of experience in a Human Resources leadership role within a manufacturing or industrial environment is required Travel: Occasional; 15% Preferred Skills * Must possess the analytical skills necessary to diagnose trends from HR data sets and link those trends to plant performance; * Strong change management and project management skills; * Experience with driving culture and engagement strategies & initiatives; * Strong talent management experience including the assessment of talent gaps and development of countermeasures designed to close those gaps and strengthen the talent bench; * Familiarity with HR process best practices and experience at driving process improvement; * Effective communicator with strong relationship building skills at every level of the plant from hourly worker to Plant Manager; * Proven success working cross-functionally with an emphasis in coaching and performance management; * High energy, multi-tasking, results oriented people manager with fundamental business acumen and the managerial courage to respectfully challenge the status quo; * Must possess a strategic mindset with a willingness to engage in the tactical level of Plant HR activities as necessary; * Must possess the agility to pivot between complying, advocating, counseling, influencing and directing; * Ability to thrive in ambiguous and fast paced work environments. * Key Competencies: * Safety - Demonstrates a safety first mindset in all situations. * Leadership - A leader who will have instant credibility and is able to motivate, and retain well-qualified individuals of diverse talents, interests, and cultural backgrounds. Must have the leadership presence to energize, drive and lead the teams, and to be a natural center of gravity in the business. * Operations Acumen - Outstanding business judgment and a proven ability to manage effectively in tough situations, balancing intelligent risk with the need to secure the base of the plant business. * Top Talent/Team Development - Has developed a personal coaching/mentoring relationship with teams and delegates key initiatives to accelerate their personal growth. * Learning agility/growth mindset - Demonstrates the ability and willingness to listen and learn. Believes that their own capacities and talents can be improved over time. * Cost Effectiveness - Broad-based process improvement leadership experience in complex businesses is essential. A proven ability to develop, lead, and culturally drive an environment of high productivity and cost effectiveness. Cost savings through improved efficiency is a critical focus area. * Collaborative/Decisive Style - Operates with a management style that encourages and facilitates open dialogue with a wide variety of contributors and stakeholders across the plant. * Critical Thinking - Able to work in uncharted areas. Capable of integrating and processing large amounts of information to address complex issues. Challenges conventional wisdom when required. Intellectually aggressive with a strong end-product orientation. * Interpersonal - Able to quickly establish and maintain excellent interpersonal relationships across all levels of the plant. Creates a team atmosphere with internal staff while achieving key objectives. Maintains positive, professional relationships with external contacts. * Organization - Able to operate independently. Manages time well, follows through on commitments, and pays attention to details. Able to work on several projects simultaneously. * Maturity - Able to provide a good balance of risk taking and judgment. Is assertive and confident. Recognizes when help is needed because of lack of pertinent knowledge. Relies on and delegates to peers and direct reports in an appropriate and productive fashion. * Strategy/Vision - Able to serve as a key strategic partner with Plant leadership team on plant vision and direction. A strategic thinker, capable of thought leadership with respect to people management with the ability to communicate and translate these thoughts into actionable programs. * Ethics - Able to demonstrate unquestionable integrity, credibility, and character. Has demonstrated high moral and ethical behavior. * Results Driven - Ability to focus on plant growth, financial performance, and achievement of established plant targets. * Teamwork & Collaboration - Builds rapport and collaborates effectively across the plant, and fosters an environment of open and transparent communication. * Integrity & Trust - Demonstrates honest, respectful, and trustworthy behaviors when engaging with all employees and stakeholders, and achieves stated work obligations. What You'll Get From Us Benefits With safety as our top priority and a commitment to employee well-being an important focus, we offer comprehensive and competitive benefits that include medical, dental and vision insurance as well as a variety of other well-being resources focused on mental, physical and financial health. Specific benefits and well-being programs may vary depending on where you work. Community Engagement At Novolex, giving back to the local communities that support us is important. Our Focused Giving Program prioritizes support for organizations whose missions promote sustainability initiatives or address food and hunger needs. We also encourage facility level support of activities in the communities where our employees live and work. Training and Development We offer constant opportunities for advancement. From skills development to advanced education programs, training and development programs and courses are available through MyLearning. Programs include company and industry training curricula, support for formal education through the Tuition Reimbursement Program, and a Learning Management System that supports and enhances employee skills at all levels of the organization. Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law. Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact my **********************. Disclaimer: The duties, responsibilities, and requirements presented in this job description are intended to be representative in nature and should not be construed as an exhaustive list. #LI-TM1 #INDSalaried Responsibilities Job Summary: The Human Resource Manager is responsible for serving as the strategic "people" partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: ·Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. ·Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; ·Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; ·Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. ·Administer best in class HR programs, processes and solutions at the plant level: ·Ensure full compliance with all applicable laws, regulations and company policies/procedures; ·Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; ·Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; ·Partner closely with the COE's (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. ·Complete investigations in a timely fashion; ·Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks.

Manages Human Resource activities for Critical Infrastructure Commercial group to include the administration and coordination of staffing, compensation, benefits, training, etc. This position ensures that management practices comply with corporate policies and state and federal employment law. This position Includes managing a staff of human resources professionals in line with the following duties: * Develops, recommends and administers Human Resources policies and procedures to support business unit, and company philosophy, culture and strategic goals. Advises and counsels all levels of management and employees regarding interpretation and application of policies, and procedures. * Manages Human Resources practices to ensure compliance with applicable laws and policy in coordination with the Division Human Resources and Corporate Human Resources departments. Oversees the administration of the performance management and base compensation programs and procedures for the unit as outlined by corporate procedure. Identifies current compensation trends in the marketplace. * Manages the recruitment and hiring practices to ensure compliance with applicable laws and policy. Forecasts and analyzes workforce planning data and, executes staffing strategy in conjunction with Intel and corporate objectives. * Ensures proper administration and dissemination of information related to onboarding new hires to include all required new hire paperwork, employee benefits enrollment including healthcare, 401k, retirement planning, etc. Ensures accurate processing of all documents necessary for implementation of the various benefits programs and maintenance of records as required for compliance with ERISA, COBRA, E-Verify and other applicable regulations. * Ensures that managers and employees are provided with guidance and training on employee relations issues. Advises management on employment law and company policies and procedures. Coordinates employee training sessions and guidance meetings. * Manages the investigation of employee complaints and disputes; recommends and implements disciplinary action. Works with Corporate legal counsel as appropriate. * Manages the training and certification program in compliance with program and corporate requirements. * Selects and hires Human Resources personnel. Trains and evaluates employees to enhance their performance, development and work product. Addresses performance issues and makes recommendations for personnel actions. Motivates and rewards employees including providing salary increases, bonuses and promotions within allocated budgets and company guidelines. Qualifications: * Bachelor's degree in Human Resources or related field plus five years of relevant experience * Demonstrated experience in providing leadership and guidance to a diverse, geographically dispersed client base. * Demonstrated experience in assessing and resolving a variety of employee relations issues. * Proficiency with Microsoft office professional software and ability to easily adapt to new systems * Excellent communication skills, working knowledge of integrated software applications and organizational skills are required. * Experience working in a manufacturing environment. * Strong knowledge of employment laws and regulations. * Demonstrated experience in recruiting, hiring, and developing employees. * HR Certification preferred. Note: The duties and responsibilities as described above are not intended to be all inclusive. As necessary, the Sr Manager Human Resources may assign additional duties and responsibilities provided the work is in the recognized jurisdiction of the position and can safely be accomplished. Compensation Details: $95,000-$110,000 The compensation range or hourly rate listed for this position is provided as a good-faith estimate of what the company intends to offer for this role at the time this posting was issued. Actual compensation may vary based on factors such as job responsibilities, education, experience, skills, internal equity, market data, applicable collective bargaining agreements, and relevant laws. Benefits Overview: Our health and welfare benefits are designed to support you and your priorities. Offerings include: * Health, dental, and vision insurance * Paid time off and holidays * Retirement benefits (including 401(k) matching) * Educational reimbursement * Parental leave * Employee stock purchase plan * Tax-saving options * Disability and life insurance * Pet insurance Note: Benefits may vary based on employment type, location, and applicable agreements. Positions governed by a Collective Bargaining Agreement (CBA), the McNamara-O'Hara Service Contract Act (SCA), or other employment contracts may include different provisions/benefits. Original Posting: 01/27/2026 - Until Filled Amentum anticipates this job requisition will remain open for at least three days, with a closing date no earlier than three days after the original posting. This timeline may change based on business needs. Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters.

The HR Manager serves as the primary HR partner for the Wilson Warbirds, aligning HR policies and procedures with organizational goals. This role collaborates with executive leadership, people managers, and staff to deliver comprehensive HR support across talent acquisition, onboarding, employee relations, benefits administration, HRIS management, learning and development, culture and engagement, and compliance. Core duties for this role include, but are not limited to: Support leadership through strategic collaboration on workforce planning, employee engagement, talent development, and employee relations. Manage payroll operations. Lead full-cycle recruiting (front office, seasonal, and baseball operations). Administer the end-to-end hiring process including job descriptions, manage applicant tracking system, postings, interview coordination, background checks, offer letters, and pre-employment requirements. Own new hire onboarding and transitions (promotions, transfers). Coordinate orientation, new hire paperwork, I-9, IT/access setup, and cross-functional readiness to ensure an exceptional employee experience. Serve as point of contact for employee relations issues; investigate and resolve employee issues on a timely basis; coordinate investigations with supervisors as needed; carry out any employee relations initiatives. Facilitate onboarding and continuous learning initiatives. Manage learning platforms and partner with stakeholders to align training programs with business needs. Lead the facilitation of the Internship Program including the planning and executing of events and building supplemental learning. Lead the Wilson Warbirds employee benefits program including annual planning and open enrollment, eligibility and life-event administration, vendor/broker coordination, employee education, and compliance. Administer leave programs (FMLA/STD/LTD/ASA interactive process) in coordination with third-party administrators. Maintain accurate documentation and timely communication with employees and leaders. Serve as HRIS lead for the Wilson Warbirds including owning data integrity, security role requests, business process routing, audits, and worker/position data changes. Drive the coordination and execution of culture and employee recognition initiatives. Ensure compliance with federal, state, and local employment regulations and with league policies and reporting. Maintain required postings and records along with coordinating audits. Conduct exit interviews to gather actionable insights that enhance employee engagement and organizational effectiveness. Respond to inquiries regarding verifications of employment, unemployment claims, and information requests in a timely, service-minded manner. Oversee audits for form I-9, background checks, and onboarding. Maintain systems to reflect accurate users. Support employee communication channels (i.e. newsletters) to ensure employees receive important information in a timely manner. Support the maintenance of accurate, up-to-date human resource information system and paper records of transactions needed throughout the employee life cycle. This includes supporting seasonal roster set-up and end-of-season activities. The ideal candidate will have a Bachelor's degree from four-year college or university; and three to five years related experience and/or training; or equivalent combination of education and experience. HR Generalist or Business Partner experience in sports/entertainment is a plus. Certification in SHRM is desirable but not required. Bilingual is a plus. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel and talk or hear. The employee is frequently required to reach with hands and arms. The employee is occasionally required to stand; walk; sit and stoop, kneel, crouch, or crawl. The employee must occasionally lift and /or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus. Work Hours Business hours are Monday - Friday 9 am - 5pm, however, additional hours may be required on weekends, evenings and some holidays. Our Pitch You come here to make a difference. We are a purpose-led organization, focused on building an inclusive and engaging culture that fosters excellence, collaboration and ingenuity. We strive to be a model employer and cultivator of talent, empowering our teams to drive innovation through the inclusion of diverse thoughts, ideas and perspectives. We operate at the highest standard of excellence, investing in the development of our staff across all levels and embracing differences through a culture of respect and understanding. For more information about our Crew, other benefits and insight into our Club culture please visit our Careers Page.

Job Title: Human Resources Manager The Human Resources Manager leads the Human Resources department by managing key areas of daily HR operations, including recruitment, onboarding, employee relations, performance management, compensation and benefits administration, health and safety, claims management, training and compliance to applicable legislation. The Human Resources Manager provides guidance and interpretation on employment law, and oversees the creation of company policies, programs and procedures. Responsibilities Advise managers on employee relations, the interpretation of company policies and procedures and compliance with applicable Employment Standards and Human Rights legislation. Identify, evaluate, and resolve employee relations issues alongside management and supervisors. Manage the full cycle recruitment process, including job postings, screening candidates, interviewing, making hiring recommendations, preparing offers and onboarding new hires. Champion employee development and succession planning and deliver company-wide programs related to employee growth and development. Mentor and coach direct reports and assist management with mentoring and coaching employees on their teams. Claims Management, including STD, LTD, Workers Compensation and the Early and Safe Return to Work Program. Prepare reports and recommend procedures to reduce absenteeism, turnover, and work-related injuries. Maintain employee morale by planning and organizing employee engagement activities. Conduct investigations and make recommendations to resolve employee issues while maintaining confidentiality. Conduct employee disciplinary meetings and terminations in line with company policies and represent organization during hearings. Other duties as assigned Academic/Educational Requirements Degree or diploma in Human Resources, Business Administration or equivalent expertise gained through professional experience, training, or certifications. HR designation or certification is preferred. Required Skills/Experience Excellent verbal and written communication skills; able to communicate with people at all levels of the organization. Five to seven years' experience in a previous human resources role. Experience in manufacturing is preferred. Ability to develop strong relationships with managers, supervisors and employees. Knowledge of relevant legislation including the Human Rights Code and the Occupational Health and Safety Act. Excellent decision-making skills with the ability to form and defend independent judgement and the ability to influence others. Ability to manage changes in priorities, work on diverse tasks, and adapt to evolving organizational needs. Proficient in computer applications such as Microsoft Word, Excel, PowerPoint, and Outlook. Experience with human resources information systems (such as ORACLE). Participate in continuous learning to maintain current knowledge of employment legislation and industry best practices. Prior experience in a manufacturing environment would be considered an asset. What Linamar Has to Offer Competitive Compensation Employee Benefits package includes but not limited to Medical, Dental & Vision etc. Opportunities for career advancement. Community based outreach supporting both local and global initiatives and charities. Discounts for local vendors and events, including auto supplier discounts. About Us Linamar Corporation is a Canadian-founded global manufacturer, renowned for its advanced engineering and innovative product development across diverse industries and markets. Our journey started in 1966 under the visionary leadership of our founder, and today, we remain committed to cultivating a culture of innovation and collaboration. With access to state-of-the-art tools and resources, you'll have the opportunity to make a meaningful impact alongside a team of driven and passionate professionals. Join us and be part of a company where innovation, collaboration, and growth are at the heart of everything we do. Linamar Corporation is an equal opportunity employer and encourages diversity in the workplace without regard to any basis protected by applicable federal, state, or local law. Linamar Corporation encourages applications from all qualified individuals and will reasonably accommodate applicants throughout all stages of the recruitment and selection process upon request. #LI-MG1

The HR Manager serves as the primary HR partner for the Wilson Warbirds, aligning HR policies and procedures with organizational goals. This role collaborates with executive leadership, people managers, and staff to deliver comprehensive HR support across talent acquisition, onboarding, employee relations, benefits administration, HRIS management, learning and development, culture and engagement, and compliance. Core duties for this role include, but are not limited to: Support leadership through strategic collaboration on workforce planning, employee engagement, talent development, and employee relations. Manage payroll operations. Lead full-cycle recruiting (front office, seasonal, and baseball operations). Administer the end-to-end hiring process including job descriptions, manage applicant tracking system, postings, interview coordination, background checks, offer letters, and pre-employment requirements. Own new hire onboarding and transitions (promotions, transfers). Coordinate orientation, new hire paperwork, I-9, IT/access setup, and cross-functional readiness to ensure an exceptional employee experience. Serve as point of contact for employee relations issues; investigate and resolve employee issues on a timely basis; coordinate investigations with supervisors as needed; carry out any employee relations initiatives. Facilitate onboarding and continuous learning initiatives. Manage learning platforms and partner with stakeholders to align training programs with business needs. Lead the facilitation of the Internship Program including the planning and executing of events and building supplemental learning. Lead the Wilson Warbirds employee benefits program including annual planning and open enrollment, eligibility and life-event administration, vendor/broker coordination, employee education, and compliance. Administer leave programs (FMLA/STD/LTD/ASA interactive process) in coordination with third-party administrators. Maintain accurate documentation and timely communication with employees and leaders. Serve as HRIS lead for the Wilson Warbirds including owning data integrity, security role requests, business process routing, audits, and worker/position data changes. Drive the coordination and execution of culture and employee recognition initiatives. Ensure compliance with federal, state, and local employment regulations and with league policies and reporting. Maintain required postings and records along with coordinating audits. Conduct exit interviews to gather actionable insights that enhance employee engagement and organizational effectiveness. Respond to inquiries regarding verifications of employment, unemployment claims, and information requests in a timely, service-minded manner. Oversee audits for form I-9, background checks, and onboarding. Maintain systems to reflect accurate users. Support employee communication channels (i.e. newsletters) to ensure employees receive important information in a timely manner. Support the maintenance of accurate, up-to-date human resource information system and paper records of transactions needed throughout the employee life cycle. This includes supporting seasonal roster set-up and end-of-season activities. The ideal candidate will have a Bachelor's degree from four-year college or university; and three to five years related experience and/or training; or equivalent combination of education and experience. HR Generalist or Business Partner experience in sports/entertainment is a plus. Certification in SHRM is desirable but not required. Bilingual is a plus. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel and talk or hear. The employee is frequently required to reach with hands and arms. The employee is occasionally required to stand; walk; sit and stoop, kneel, crouch, or crawl. The employee must occasionally lift and /or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus. Work Hours Business hours are Monday - Friday 9 am - 5pm, however, additional hours may be required on weekends, evenings and some holidays. Our Pitch You come here to make a difference. We are a purpose-led organization, focused on building an inclusive and engaging culture that fosters excellence, collaboration and ingenuity. We strive to be a model employer and cultivator of talent, empowering our teams to drive innovation through the inclusion of diverse thoughts, ideas and perspectives. We operate at the highest standard of excellence, investing in the development of our staff across all levels and embracing differences through a culture of respect and understanding. For more information about our Crew, other benefits and insight into our Club culture please visit our Careers Page.

A confidential healthcare organization is seeking a strategic Human Resources Manager to lead organizational culture, talent strategy, and workforce engagement. This executive role will partner with senior leadership to shape workplace initiatives, drive HR operations, and support a high -performing team. Key Responsibilities Provide strategic human resources and talent guidance to executive leadership. Build and sustain a culture of engagement and operational excellence. Lead the facility HR team in delivering strategic and operational support. Analyze business challenges and deploy targeted HR interventions. Collaborate with regional HR leaders and Centers of Excellence to enhance enterprise -wide HR programs. Oversee deployment of talent development and engagement programs. Support organizational performance, quality, and compliance initiatives. Lead local employee and community engagement efforts. Required Qualifications Active VantageClear MediClear HIPAA certificate or equivalent HIPAA compliance credential required. Bachelor's degree preferred. Minimum 2 years of HR leadership experience Strong strategic leadership and organizational development skills. Proven ability to build partnerships, influence stakeholders, and drive results. Preferred Qualifications PHR or SPHR certification. Experience leading HR functions in healthcare. Strong working knowledge of compliance, workforce engagement, and talent strategy. Benefits Competitive executive compensation package. Comprehensive health, dental, vision, life, and disability coverage. 401(k) with match and retirement readiness programs. Paid time off and paid family leave. Employee assistance and wellness programs. Professional development opportunities.

HR Recruiting Service is a national staffing company specializing in permanent full time placements and contract hires. The Human Resources Manager is a strategic Human Resources professional who understands operations and its many requirements. Using your strong communication and relationship skills, you can effectively assess talent, create employee development plans and spearhead their implementation. You understand the financials, can go from a meeting with the leadership team planning future strategy to hosting a pizza lunch-and-learn with employees. You must stay current with local, state and federal laws, rules, regulations and statutes governing equal employment opportunity practices. Job Description: * Ensure both internal and external pipeline of management candidates to meet the demands of projected growth * Maintaining legal and company standards as it relates to hiring and employment practices including but not limited to: hiring, development, coaching for improvement, terminations, and documentation * Coaches and advises the leadership team on performance management issues such as hiring, associate performance, career and personal development, resolving associate concerns, and termination (i.e. leadership development) * Investigates associate complaints and disputes (i.e. employee relations) * Solves routine problems in HR; takes initiative to modify procedures and processes as appropriate * Partners in the facilitation of People Planning to evaluate internal candidates and identify high potential associates * Conducts field visits, interviews, and exit interviews to understand opportunities for improved retention * Conducts/facilitates local training and development sessions as needed * Follows up consistently with new hires to ensure adequate and proper training. * Analyzes local labor market and identifies special market dynamics to develop sourcing and hiring tactics, ensures all hiring decision makers abide to the Company hiring objectives. Currently the company is 150 people and will be quickly expanding to 300. * Maintenance of the work structure by updating job requirements and descriptions for all positions Qualifications A bachelor's degree in Human Resources or related field, masters degree a plus. Over five years of experience in human resources with increasing supervisory responsibilities. Thorough knowledge of laws affecting human resources administration. Demonstrated management and organizational skills. Positive Employee Relations experience Additional InformationAll your information will be kept confidential according to EEO guidelines.

The Human Resources Business Partner is responsible for being a strategic business partner to Highspring's Managed Services business unit. They will provide support to both US and global employees by overseeing HR systems, navigating employee relations, ensuring compliance with global regulations, and engaging with employees to help fulfill Highspring's employer value proposition. Essential Job Functions: To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Your Impact Serve as a trusted advisor to leaders across Managed Services, providing guidance on organizational design, workforce planning, and leadership effectiveness. Provide performance management guidance to leadership (e.g. coaching, counseling, career development, disciplinary actions); focus on improving work relationships, building morale, and creating retention. Create processes and solutions in partnership with leadership which support a positive employee environment through effective communications, policies, and practices. Manage and resolve employee relations issues. Conduct effective, thorough, and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Identify strategies to increase employee performance and change readiness while designing metrics to track the effectiveness of programs. Analyze trends and metrics on turnover in partnership with HR leaders. Collaborate with HR leaders on strategic and operational HR projects and programs. The above statements describe the general nature and level of work only. They are not an exhaustive list of all required responsibilities, duties, and skills. Other duties may be added, or this description amended at any time. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. Desired Competencies: Accountability - Holding self and others accountable to meet commitments. Collaborative - Partners and connects with others to achieve shared goals or objectives, seeking input and inspiring others to value the same, building trust with each collaborative interaction. Customer Focus - Builds strong relationships and delivers customer-centric solutions. Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity. Develops and Coaches Others - Utilizing effective coaching skills, asks appropriate questions and provides relevant guidance to help others find the solutions within and outside of themselves. Action Oriented - Embracing new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Communicates Effectively - Develops and delivers written and verbal communication that conveys clear understanding of different audiences and their levels of comprehension. Active listener to ensure clear understanding. Decision Quality - Making good and timely decisions that keep the organization moving forward. Your Experience 5 - 7 years experience in Human Resources supporting global employees HR Certification preferred Bachelor's degree required, preferred degree in Human Resources Proficient with Microsoft Office Proficient with or ability to learn HRIS system Location: Remote or hybrid for candidates near a Highspring or Vaco by Highspring office. Must be based in the Eastern or Central Time Zone. Travel Requirements: Less than 5% Physical Demands: The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this position: Frequent: Sitting, walking, eye/hand/foot coordination and repetitive motion Occasional: Standing and bending Infrequent: Lifting up to 10 pounds

Segula Technologies is a global engineering and consulting firm specializing in innovative solutions across industries such as aerospace, automotive, energy, rail, and life sciences. Founded in 1985 and headquartered in France, Segula operates in over 30 countries, driving technological advancements, improving industrial performance, and supporting clients throughout the product lifecycle. With expertise in design, manufacturing, testing, and project management, Segula helps businesses tackle complex engineering challenges while fostering innovation and sustainability. Job Description This position is a temporary (contract) position with no specific time period but could be extended or shortened as needed. Contractors are employed by Segula Technologies and placed on assignment to Airbus in America. In this role you will be a strategic HR Business Partner for the Business. Prepare and support the execution of business plans by translating the needs of the business into appropriate HR solutions, contributing actively to the optimization of the Business performance. Meet the Team: Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience. Your Working Environment: The Airbus Aerosystems Kinston facility sits at the forefront of aerospace manufacturing, specializing in the production of large, advanced composite aerostructures. Our team builds critical components for the state-of-the-art Airbus A350 XWB, including the composite center fuselage and wing spar. Your Challenges: Act as a strategic business partner: 30% Anticipate and influence HR related needs by maintaining a comprehensive understanding of business objectives, strategies, challenges. Provide optimal balance of support and advocacy to business and employees. Identify potential risk areas/future issues and deescalates conflict whenever possible. Actively engages and suggests improvements to initiatives that help promote a positive corporate culture. Ensure full compliance with relevant legal matters protecting the interests of the business and employees. Explain HR policies, processes and push for standard solutions, while taking into consideration specific needs. Provide optimal balance of support and advocacy to business and employees. Delivering high quality, customer-focused service: 25% Champion and demonstrate a high level of personal integrity and ethics. Lead meaningful career coaching, including following through with professional development goals Advise and support on internal mobility opportunities. Apply consequential management guidelines when appropriate. Actively engage and listen to employees, responding appropriately and in a timely manner projects, planning and programs. Implementing Region Wide HR projects, programs and processes: 25% Understand, drive, promote and monitor the implementation of HR policies and related processes in line with the strategy. Simplify the complex process and procedures to reduce administrative actions. Promote, master and apply new information technology tools to HR work & share best practices within HR. Lead specialist process improvements and projects as identified. Facilitate training in order to effectively communicate new processes and procedures. Participates in cross functional and divisional initiatives within the HR community to ensure communications and collaboration on projects, planning and programs. Change Management 15% Lead innovation and creative problem solving to champion change management initiatives. Anticipate potential resistances to change taking the work culture and business environment into consideration. Create connections between people to get feedback and generate buy in. Other duties as assigned 5% Qualifications Bachelor's degree in a relevant field or combination of education and appropriate work experience. 6+ years of progressive HR experience in a CoE or generalist role. Ability to challenge and influence the business taking the human aspect of change into account. Experience working in a multi-functional international environment Demonstrated ability to manage stakeholder expectations. Working knowledge of federal, state and local employment law, and HR regulations, Demonstrated success working in a complex, matrix organization, Experience coaching employees as part of their professional development. Experience handling difficult employee relations issues. Experience in Aerospace (preferred) Ability to travel up to 10% Domestic and International Required Communication Skills Fluent written and spoken English Written, presentation and oral communication, interpersonal and consultative skills, as well as effective result-oriented problem solving skills. Required Technical Systems Proficiency Experience with HRIS tools like ADP, Workday or SAP Experience with Google Suite Additional Information Here's a heads-up of the upcoming steps: Phone Interview with Recruiter: We'll begin with an introductory call to discuss your background and interest in the role. Please make sure to add your correct phone number. You will hear from us soon. Interview with the Hiring Manager Offer Letter : We´ll extend you an offer and start the onboarding process. Background Check & DOT Drug Screen: This step involves conducting a comprehensive background check, which includes reviewing criminal history, and other relevant records. Additionally, a Department of Transportation (DOT) drug screening will be carried out to ensure compliance with federal regulations for safety-sensitive positions You start your next challenge! Segula offers a comprehensive benefits package to all Full-Time Employees. New Hires are eligible for benefits on the 1st day of employment. Medical ,Dental and Vision coverage Employee life insurance Short & Long-Term Disability Voluntary Term Life, AD&D, & Critical Illness 401(K) with a Segula match

At ProMach, we're looking for people who want to shine. You'll have opportunities to take your career in the direction you want. You can be creative. Strategic. Persuasive. Influential. Pro Mach is headquartered near Cincinnati, OH with facilities worldwide. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Do we have your attention? Keep reading. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Does this work interest you? Staffing & Retention * Excels at developing and applying creative staffing approaches to find new employees in an efficient and cost-effective manner. * Acts a business partner with division leadership to anticipate, define, and execute staffing strategy. * Guides the hiring manager in developing the position profile, sourcing/selection process, compensation, and job offer strategy. * Provides consultation to division leaders regarding building bench-strength through talent-development and other strategies, applying sound business analysis of benefits and risks. * Develops and supports retention plans and methods to counteract clearly identified risks. Employee Development & Relations * Actively monitors the organizational capabilities from a business and employee development perspective. * Leads the implementation of employee development strategies and supports corporate-wide strategies. * Provides specific attention to division's high potential talent and poor performers. * Consults with internal resources, as required, and leads inquiries regarding complex employee relations issues with a developed comfort and expertise in legal, risk, compliance, and security. * Helps organize company meetings and events at the facilities, including team-building activities to enhance and improve employee morale and productivity. Benefits & Compensation Administration * Manages day-to-day benefit administration needs for the employee population. * Supports Corporate HR in the oversight of benefit plans and programs. * Works with Corporate HR to administer annual compensation, bonus, and commission plans. * Ensures job descriptions and compensation programs are updated and maintained. Performance Management & Organization Effectiveness * Promotes company's performance management philosophy and methodology to achieve 100% application by all supervisors for all employees. * Coaches business leaders and supervisors to influence and align behaviors to optimize employee performance and goal achievement. * Leads efforts in improving performance of under-performers. * Facilitates organization planning and design with division management. * Leads division-level succession planning activities including key position identification and nominating successor candidates. * Handles all aspects of successor candidate development including job skill identification and gap analysis and development plan creation and oversight. * Manages and implements division-level change, such as policy standards, acquisition integration, process improvements, and application of technology and automation. Compliance & Training * Ensures compliance with federal, state and local laws, regulations and orders through application of advanced knowledge and training. * Partners with management to ensure that safety policies and training programs are current, practiced and enforced. * Analyzes and assesses training and development needs with knowledge of organizational development theory and practices. * Delivers highly effective and engaging training through well-developed delivery style. Safety * Creates an environment where safety is highly valued and safe behaviors are consistently applied. * Works with Plant Management to implement all aspects of the company safety program. * Ensures compliance with all OSHA and other Federal, State and Local safety rules and regulations. * Assists in the oversight of the safety & training observation program for facilities. * Assists Corporate Safety with implementation of company-wide safety programs. * Works with Managers and Supervisors to identify root causes of work related injuries and illnesses and implement methods to eliminate causes. What's in it for you? There's no monopoly on good ideas or limits to how far you can advance with our team. We offer an open, communicative environment that fosters individual initiative. We pride ourselves in being a company where people choose to build a career and find professional happiness. In addition to growth opportunities, as a ProMach employee, you receive more than just a paycheck. Total compensation includes your salary, comprehensive medical/dental and well-being programs, as well as life insurance, a generous paid time off program, and a retirement savings plan with a company match. And because we understand the importance of feeling protected, there is no waiting period for benefits - you are eligible on your first day of employment! If this sounds like you, we want to connect! * 5+ years of experience in an HR leadership role. * Bachelor's degree in human resources or a related field of study. * Must deliver results and possess excellent leadership skills. * Strong knowledge of federal, state, and local employment laws and regulations. * Experience in design, development, and implementation of training programs. * Must possess a strong knowledge of Microsoft office suite, including, but not limited to Excel, Powerpoint and Word. * Must possess professional written and verbal communication and interpersonal skills. * Ability to motivate, inspire confidence, produce quality work within tight timeframes, and simultaneously manage several projects. * Ability to participate in and facilitate group meetings with all levels of the organization. * Ability to accurately diagnose organizational needs, possesses the political awareness to gain support through the development of a clear strategy and goals, and the ability to produce results. * Ability to creatively recruit and maintain an employee population in a challenging geographic location. Pro Mach, Inc. was named to the Inc. 5,000 list of fastest-growing private companies in the U.S. seven times. We continue to introduce innovative products, enter new markets, expand our global presence, and actively acquire new capabilities. We have the rewards, opportunities, and market strengths of a large organization combined with the entrepreneurial culture of a small, fast-paced company. You will enjoy the benefits of working with a growing company that competes globally, with the personal touch and feel of a smaller company where you can make an impact every day. Curious about life at ProMach? Follow us on LinkedIn, Twitter, and Instagram! ProMach is an Equal Opportunity Employer. Pro Mach uses E-Verify to verify the employment eligibility of all new hires to work in the United States. Pro Mach is a drug-free workplace. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

Sara Lee desserts have always stood for incredible flavor and superior value in the frozen food aisle and away from home markets. The Sara Lee Frozen Bakery collection of top brands includes Sara Lee , Chef Pierre , Van's , Bistro Collection , Superior on Main and Cyrus O'Leary's . Sara Lee Frozen Bakery is proud to take these iconic brands into a new era and to continue the evolution that transformed one small Chicago bakery into an American institution. Using carefully sourced ingredients and time-honored recipes, the company is committed to making life's moments a little sweeter, putting its customers first and discovering new ways to make everyone's favorite foods even better. Working for Sara Lee: Our vision is to be the world's most beloved bakery by creating irresistible foods, growing with our customers, and delivering value for all. We will achieve success through collaboration and innovation in an environment where employees feel empowered to execute with speed. We believe that each of us has unique points of difference and experience to offer. We believe that there is always a better way, and we will never be satisfied with status quo. If you have an entrepreneurial spirit, continually seek process improvements and a strong sense of customer service, then this is the right type of environment for you. Summary: We are seeking a Senior Human Resources Manager for our manufacturing facility in Tarboro, NC. Senior Human Resources Leaders at Sara Lee Frozen Bakery possess a strong business mindset and exceptional partnership skills--which they rely upon to develop strategies for an innovative, flexible, and dynamic organization. The Senior HR Manager owns all business partner accountabilities including organizational design, people development, performance management, and engagement and retention for employees. The Senior HR Manager is responsible for leading the site's positive Employee Relations strategy and ensuring a culture of engaged employees. They serve as a critical member of the site leadership team which drives the strategy and direction for the bakery. Key HR priorities for the site include executing the workforce strategy, engaging and developing team members, and building HR capability as a partner to the business. Our Tarboro bakery is a non-union facility with multiple production lines and over 700 employees. The site is an industry leader in delivery of high-quality products with a range of desserts for our foodservice, in-store bakery, and retail businesses. The Senior HR Manager also has enterprise-wide responsibilities across three key areas. 1) They will serve as the HR leader responsible for strategic oversight and delivery of Environmental, Health, and Safety programs and support for all four bakeries. They will lead initiatives that reinforce a safety-first culture across the organization, partnering closely with all bakery site leaders and guiding other HR managers. 2) They will lead best practice sharing and implementation as related to employee engagement and retention initiatives across all bakeries. 3) This leadership position will also be responsible for ensuring coordination and administrative consistency of positive employee relations training and programs across all bakeries. Key Accountabilities: In this role you will provide HR leadership to the site, including: Serve as a member of the site leadership team, partnering with cross functional leaders to drive business performance using business acumen, strong HR knowledge, communications, and change management expertise. Manage the plant HR and EHS department with 5 direct reports (1 Safety Manager, 2 HR Generalists, 1 HR Coordinator, 1 Trainer). Lead key HR initiatives in partnership with the Director, HR Operations in support of all bakery locations including employee engagement, workforce planning, succession planning and staffing. Serve as EHS functional liaison for Manufacturing Operations, providing strategic oversight and leadership of programs and initiatives that reinforce a safety-first culture across the company. Ensure collaboration and consistency of positive employee relations across bakeries through strategic training and programs. Partner with the Plant Manager to develop a high performing site leadership team and engaging leaders at all levels. Provide individual coaching needs and identify training and development needs for teams. Lead HR initiatives in partnership with the corporate HR team (Talent Management, Total Rewards, etc.) Partner with the Operations Leadership Team to provide strategic Employee Relations expertise to achieve desired operational outcomes. Lead culture change as part of a journey to increase manufacturing performance through process improvement. Develop the capability of our plant operators through employee development, process improvement and work system evolution. Education and Experience: Bachelor's degree in human resource management, business, or related area required. Master's in Human Resources/Industrial Relations or MBA preferred. Proven track record of progressive HR skills development and specialty expertise. Experience providing actionable advice to senior leaders based on key business strategies. Must be knowledgeable of best practice HR systems, tools and processes. Demonstrated learning agility. Proficient in employee relations and performance and talent management. Comfortable with abstract concepts. Qualifications: Possesses a minimum of ten (10) years of human resources experience working in progressive, complex and growth-oriented businesses. Minimum of five (5) years as a human resources manager in a manufacturing environment. Deep human resources expertise in all facets of the function with a proven track record in employee relations and all areas of talent management from recruitment, retention, organizational development and training. Advanced knowledge of human resources law and experience managing complex employee relations issues. Demonstrates a positive, results-oriented style and have a successful track record of accomplishments, including successfully driving a high-performance organization. Has a track record in managing and coaching diverse teams. Accustomed to working in an environment with progressive, creative human resources practices. Ability to drive and impact organizational change across multiple locations/sites Must be successful in working cross-functionally in lean, complex and highly matrixed environment. Possesses sensitivity to working with individuals from different cultures. Combines human resources management expertise with well-developed business acumen and demonstrated experience partnering closely with the business they support to drive organizational change and success. Ability to work strategically as well as assuming a hands-on, roll up your sleeves approach. Strong sense of urgency and accountability. Strength in prioritization skills and ability to handle multiple tasks in a fast-paced environment. Effective coaching and influencing skills and well developed analytical skills with financial acumen. Excellent communication skills including verbal presentation and formal written communications. Excellent interpersonal and listening skills and the ability to build effective, collaborative working relationships across an organization. Effective computer skills including Microsoft Word, Excel and PowerPoint. Must be able to utilize these programs independently to analyze data, refine reports, draft communications, and project plans. The successful candidate for the Senior HR Manager position will be a proactive and solutions-oriented individual who possesses high performance standards for themselves and others. They are comfortable digging into the data and details to execute as well as zooming out to plan the big picture. They must have strong personal values and ethics to guide decision-making and influence outcomes. The successful candidate will be an experienced HR and Safety leader with a desire to make an impact and is excited by our company value of “there's always a better way.” Personal Attributes: The Sara Lee Leader is one who: Role Models Integrity - Creates a culture of respect and inclusion, where all team members are empowered to contribute. Masters their Craft - Continually develops their skills and expertise to drive self, team, and company forward. Is intellectually curious, asking questions to inspire a better way. Values Partnerships - Frames the tough issues and works productively through them. Paves the way for their team to build relationships and collaborate effectively. Behaves Like a Business Owner - Perseveres toward a goal, despite obstacles and distraction. Navigates Change - Adapts quickly to address the most critical business needs. Leads the charge around capabilities, processes, and systems. Sara Lee Frozen Bakery provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.