Director of human resources jobs in Rome, GA - 51 jobs

Director of Human Resources 💼 Position Type: Full-Time | Day Shift 💰 Salary: $95,000/year 🎓 Education: Bachelor's Degree preferred (Business Administration or related field) 🛫 Travel: Negligible About the Role Ridgeview Institute Smyrna is seeking a dynamic Director of Human Resources to lead HR operations for our facility. This role is pivotal in ensuring a positive employee experience and supporting organizational goals through effective HR strategies. Key Responsibilities Oversee all HR functions including recruitment, onboarding, and personnel record management. Conduct employee orientations and benefits enrollment meetings. Manage insurance and unemployment correspondence, employment verifications, and compliance. Organize employee activities and in-service programs. Qualifications Education: Bachelor's Degree preferred; Associate's Degree or equivalent experience required. Experience: Minimum 2 years in HR, preferably in healthcare or hospital business office. Ability to work occasional overtime and flexible hours. Why Join Us? We offer competitive pay and benefits including: Paid time off Medical, dental, and vision coverage Short-term and long-term disability Life insurance ✅ Apply Now and become part of a team dedicated to excellence in patient care and employee engagement! #HumanResources #HRDirector #HealthcareJobs #HRLeadership #TalentManagement #EmployeeEngagement #Recruitment #HealthcareCareers #HRProfessionals #HRJobs #LeadershipOpportunity #SmyrnaJobs #GeorgiaJobs #HospitalCareers #JoinOurTeam

BENEFITS: Medical, Dental, Vision, 401K AHF Products has an exciting career opportunity for an HR Manager located at our plant in Cartersville, GA. In this role, you will provide day-to-day, strategic, and tactical HR leadership for the Cartersville facility, with responsibility for staffing and workforce planning, employee development and training, performance management, and employee relations. The HR Manager will partner closely with plant leadership and the headquarters HR team to ensure Human Resources strategies and initiatives are closely aligned with the plant's operational objectives and broader business goals. This role will support the development and execution of business strategies through effective HR planning, change management, employee engagement initiatives, organizational design, and overall talent management. The position will also ensure compliance with employment laws and company policies, foster a positive workplace culture, and drive continuous improvement in people-related processes. This position reports directly to the Director, HR Manufacturing, with a strong dotted-line relationship to the Plant Manager. JOB DUTIES: Qualified individuals must have the ability (with or without reasonable accommodation) to perform the following duties: * Lead and direct plant HR activities to support the achievement of plant performance metrics in the areas of Safety, Quality, Delivery, Cost, Productivity & People * Partners closely with business leaders to provide strategic HR thought/organizational leadership; provides recommendations for the development of HR strategies in support of the business strategy * Ensure the execution of key plant HR initiatives and processes to drive continuous improvement in all areas of Human Resources to include organization effectiveness, staffing, labor and employee relations, performance management, training and development, benefits, employment practices and compliance * Guide the Employee Relations strategy and manage overall culture at the plant to maintain a positive employee relations environment * Support organization change and continuous improvement efforts and collaborate with plant leadership to ensure successful change management approaches through effective planning and analysis, communication of change initiatives, full and active leadership support, and employee involvement * Provide counsel and coaching to leaders, managers, and employees on a wide range of personnel matters to promote teamwork and positive employee relations * Track and analyze plant HR metrics to determine root cause and develop and execute action plans to address problem areas * Lead the talent management efforts including plant level recruiting, talent reviews, succession planning, competency development, retention efforts, and development activities across the plant * Leads performance management initiatives including annual goal setting, performance reviews, and compensation reviews * Administers plant disability and leave benefits including assisting employees with leave paperwork, communicating start and end dates to plant leadership, following up on denials, coordinating return to work activities, etc. * Analyzes, benchmarks and reacts, where applicable, to financial, operational and HR metrics to drive results. * Leads the investigation process, analyzing organizational ethics and safety/health issues, consulting on solutions/follow up * Understand and ensure compliance with local, state, and federal laws, rules, regulations, and statutes governing HR processes * Mentors and develops plant HR resource(s) ensuring their ongoing learning and functional excellence. * Ad hoc projects * Other duties as assigned JOB QUALIFICATIONS: * Highschool diploma or GED equivalent * Bachelor's degree in Human Resources, Business Administration or related field or equivalent experience * 3+ years of Human Resources leadership experience preferably in a manufacturing environment * Bilingual in English and Spanish is strongly preferred * Ability to work the occasional off shift to support manufacturing operations * Ability to communicate effectively and influence at all levels of the organization * Strong interpersonal skills and ability to form and develop effective relationships at all organizational levels * Strong problem-solving skills and the ability to be flexible and change directions when needed * Strong organizational skills to handle high volumes of work in a fast-paced, rapidly changing environment while maintaining excellent delivery and quality performance * Proven success working across organizational lines and at multiple levels and success achieving business objectives through personal initiative and energy * Must be able to successfully complete and pass a background check, employment verification and drug screening * Positive and Verifiable Work History * Must follow safety guidelines and wear applicable safety equipment, e.g., safety glasses, side shields, approved safety shoes, and other PPE as needed PREFERRED QUALIFICATIONS: * PHR/SPHR/SHRM-CP/SHRM-SCP certification PHYSICAL DEMANDS: The demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. * Occasionally push, pull, carry and lift 20 - 50lbs * Frequent walking, stretching, bending, stooping, twisting, reaching, grasping and repetitive movements * Must be able to communicate, hear, read, write and comprehend in English MENTAL DEMANDS: The demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. * Think analytically * Make decisions * Develop options and implement solutions * Work with a team * Maintain regular and punctual attendance (consistent with ADA and/or FMLA) * Attention to detail * Communicate effectively * Multitask in a fast-paced environment * Work with a Sense of Urgency AHF PRODUCTS: AHF Products 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. AHF Products is a leading hard surface flooring manufacturer in the USA with a family of trusted brands serving the residential and commercial hardwood, tile, and vinyl flooring markets. With decades of experience in award-winning flooring design, product development, manufacturing, and service, we create quality flooring to last for generations through inspiring designs, innovation, and a deep commitment to outstanding customer service. Our residential flooring brands include Bruce, Armstrong Flooring, Hartco, Robbins, LM Flooring , Capella, HomerWood, Hearthwood, Raintree, Autograph, Emily Morrow Home, tmbr, Crossville, and Crossville Studios. Our commercial brands include Bruce Contract, Hartco Contract, AHF Contract, Armstrong Flooring, Parterre, Crossville and Crossville Studios. Headquartered in Mountville, Pennsylvania, with manufacturing operations across the United States and in Cambodia, AHF Products employs over 3,000 dedicated team members.

About Us Are you ready to transform lives through academic excellence, innovative research, strong community partnerships and economic opportunity? Kennesaw State University is one of the 50 largest public institutions in the country. With growing enrollment and global reach, we continue to expand our institutional influence and prominence beyond the state of Georgia. We offer more than 190 undergraduate, graduate, and doctoral degrees to empower our 47,000 students to become thought leaders, lifelong learners, and informed global citizens. Our entrepreneurial spirit, high-impact research, and Division I athletics draw students from throughout the region and from more than 100 countries across the globe. Our university's vibrant culture, career opportunities, rich benefits, and values of respect, integrity, collaboration, inclusivity, and accountability make us an employer of choice. We are part of the University System of Georgia. We are searching for talented people to join Kennesaw State University in our vision. Come Take Flight at KSU! Location (Primary Location for Job Responsibilities) Our Kennesaw campus is located at 1000 Chastain Road NW, Kennesaw, GA 30144. Our Marietta campus is located at 1100 South Marietta Parkway, Marietta, GA 30060. Job Summary Responsible for executing HR strategy in support of the overall business plan and strategic direction of the university through talent management, performance management, succession planning, change management, training and development and HR technology. Works in partnership with Operations, HR Centers of Excellence and Academic Affairs to provide a high level of service to assigned customers. Coordinates and champions implementation of services, policies and will assist and advise university leaders about HR issues. Provides guidance and leadership to the practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment and ongoing development of a superior workforce. Responsibilities KEY RESPONSIBILITIES: 1. Partners with business unit leadership team to identify, develop and promote programs that meet strategic business objectives 2. Functions as a business advisor to the directors of his/her assigned business unit regarding key organizational and management issues including employee relations 3. Implement programs that effectively communicate and support the university s vision and mission 4. Support organizational effectiveness through proper alignment of people, processes, structure and culture with business strategies 5. Uses Project Management methodologies to drive projects to completion, ensuring projects are completed on time and with high quality. Establish project objectives, timelines, resource needs, and deliverables. Communicate to stakeholders on status of projects 6. Functions as a strategic business advisor to the senior management team of his/her assigned units regarding key organizational and management issues 7. Ensure compliance to university and USG policies/procedures as well as with all applicable laws and government regulations 8. Partners with TAM to address talent acquisition practices and ensures consistent cultural fit; prioritizes open requisitions with TAM team, troubleshoots difficult openings, and assists with application of performance-based recruitment tools 9. Works with HR and operations leaders to assess talent within assigned units and identify gaps and establishes a management succession plan that corresponds to the strategy and objectives of the university 10. Enables high performing teams to succeed through application of performance management tools 11. Works with HR and business unit leadership to develop comprehensive strategic retention plans to meet the system s human capital needs 12. Uses HR technology to provide metrics and measurement tools and analysis to aid senior leadership with strategic decision making and operational management 13. Identifies training needs for business units as well as individual director level coaching needs. Work with Learning and Development to deliver appropriate solutions Required Qualifications Educational Requirements Bachelor's degree from an accredited institution of higher education or an equivalent combination of relevant education and/or experience Required Experience Five (5) years of experience in a progressively responsible, strategic position in Human Resources Preferred Qualifications Additional Preferred Qualifications Current Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) Background in organizational leadership management and change management Background in change management and communication Ability with project management and process improvement Preferred Educational Qualifications Master's degree from an accredited college or university Preferred Experience Experience in higher education setting Experience strategically implementing sophisticated HR related programs and initiatives Experience working with senior leadership to build consensus around HR strategy and tactics Proposed Salary The midpoint of the salary range is $86,600. Offers are based on relevant experience. Comprehensive benefits to include Medical, Dental, Vision, 13 paid holidays, vacation, generous retirement plans, tuition waiver, wellness options, and much more! Visit hr.kennesaw.edu/benefits Knowledge, Skills, & Abilities ABILITIES Able to handle multiple tasks or projects at one time meeting assigned deadlines KNOWLEDGE Strong working knowledge of local, state and federal employment law Familiar with labor legislation SKILLS Excellent interpersonal, initiative, teamwork, problem solving, independent judgment, organization, communication (verbal and written), time management, project management and presentation skills Strong decision making and team management skills Proficient with computer applications and programs associated with the position (i.e. Microsoft Office suite, PeopleSoft) Strong attention to detail and follow up skills Strong customer service skills and phone and e-mail etiquette USG Core Values The University System of Georgia is comprised of our 26 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at ************************************************************************** Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at ************************************************ Equal Employment Opportunity Kennesaw State University is an Equal Employment Opportunity Employer. The University is committed to maintaining a fair and respectful environment for living, work and study. To that end, and in accordance with federal and state law, Board of Regents policy, and University policy, the University prohibits harassment of or discrimination against any person because of race, color, sex (including sexual harassment, pregnancy, and medical conditions related to pregnancy), sexual orientation, gender identity, gender expression, ethnicity or national origin, religion, age, genetic information, disability, or veteran or military status by any member of the KSU Community on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for members of the KSU community. For additional information on this policy, or to file a complaint under the provisions of this policy, students, employees, applicants for employment or admission or other third parties should contact the Office of Institutional Equity at English Building, Suite 225, ****************. Other Information This is a supervisory position. This position does not have any financial responsibilities. This position will not be required to drive. This role is considered a position of trust. This position does not require a purchasing card (P-Card). This position may travel 1% - 24% of the time This position does not require security clearance. Background Check * Standard Enhanced * Education Per the University System of Georgia background check policy, all final candidates will be required to consent to a criminal background investigation. Final candidates may be asked to disclose criminal record history during the initial screening process and prior to a conditional offer of employment. Applicants for positions of trust with screening results which confirm a disqualifying criminal history will be immediately disqualified from employment eligibility. All applicants are required to include professional references as part of their application process. Some positions may require additional job-based screenings such as motor vehicle report, credit check, pre-employment drug screening and/or verification of academic credentials. *****************************************************************************************

Champion Your Future with Tarkett Sports! Build your career with a world leader in sports construction and surfacing. We are seeking a Vice President, Human Resources, to lead the Human Resources function for Tarkett Sports North America, reporting to the Chief Human Resources Officer for Tarkett Sports and Tarkett North America. Born from an entrepreneurial spirit and driven to find better solutions, Tarkett Sports challenges the status quo and continues to change the game for athletes and facility owners-pioneering innovations that have reshaped entire industries. Our team is made up of the most experienced and knowledgeable experts in the field. From architectural design and full-scope construction to a comprehensive portfolio of industry-leading sports surfacing solutions, we lead with passion, pride, and purpose. Trusted at every level, from professional stadiums to local community venues, Tarkett Sports is at the surface of over 80,000 installations - highlighted by projects in NFL, CFL, MLS, and at renowned NCAA division I programs. Join the team behind well-known brands like FieldTurf, Beynon Sports, ClassicCourt, GrassMaster, Tarkett Sports Indoor, and Tarkett Sports Construction. What you'll do: The VPHR is responsible for shaping and executing the organization's people strategy in close partnership with senior business leaders. This role balances strategic business alignment with strong HR fundamentals, ensuring scalable systems, consistent processes, and a high-performing, engaged workforce. The VP, HR will lead and develop an extended HR team of approximately 10 professionals and serve as a trusted advisor to leaders across the organization. This role requires strong business acumen, exceptional partnering skills, and the ability to translate strategy into practical, operational HR solutions. Strategic Leadership & Business Partnership Act as a strategic thought partner to senior leaders, aligning people strategy with business objectives and growth plans Translate business strategy into actionable HR initiatives that drive performance, engagement, and organizational effectiveness Provide proactive guidance on workforce planning, organizational design, succession planning, and change management Serve as a trusted advisor to senior leaders, offering data-driven insights and pragmatic HR solutions Diplomacy and an education-forward approach is essential, recognizing that Tarkett Sports is a collection of acquired small business owners with legacy practices who have evolved into a $1B company. With five new acquisitions in 2024-2025 and potentially more in 2026, this role must lead the HR team to build and execute robust, compliant, and non-disruptive integration plans. HR Systems, Processes & Fundamentals Ensure HR fundamentals across all areas, including talent acquisition, performance management, compensation, benefits, employee relations, compliance, and HR operations - identify gaps and build project teams to improve stronger HR fundamentals are put in place. Ensure Workday people data integrity, dashboards, and analytics to drive decision making Lead the evaluation, implementation, and optimization of HR tools and solutions that drive HR efficiency Establish and maintain clear, consistent HR policies and processes including the identification of legal risks or gaps and build plans Ensure compliance with federal, state, and local employment laws and regulations Talent & Culture Champion a high-performance, inclusive, and entrepreneurial culture Partner with leaders to attract, develop, and retain top talent Promote employee engagement and continuous improvement across the organization Improve business performance through talent management, including performance management, succession planning, and workforce planning initiatives to de-risk the business and drive better business outcomes Team Leadership & Development Lead, coach, and develop an extended HR team of approximately 10 professionals Foster collaboration, accountability, and professional growth within the HR function Assess administrative, tactical and strategic HR bodies of work performed by each team members and develop plans to optimize how HR work is executed so roles are realigned as fit-for-purpose Build strong cross-functional partnerships and ensure HR is viewed as a value-added business partner What you need for success: Required Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred) 10+ years of progressive HR leadership experience, including senior-level or executive HR roles Demonstrated experience partnering with executive leaders and influencing business outcomes Strong foundation in HR systems, processes, and operational excellence Proven experience leading and developing a multi-functional HR team Deep knowledge of employment laws and HR best practices Preferred Attributes Ability to build strong, trusting relationships with strong-minded, entrepreneurial leaders while effectively influencing change Ability to demonstrate respect for existing success, navigating resistance with diplomacy, and drive progress through credibility, data, influence, and partnership rather than force Exceptional strategic thinking and business acumen Strong partnering, communication, and stakeholder management skills Ability to balance big-picture strategy with hands-on execution Experience supporting manufacturing, operations, construction or multi-site organizations strongly preferred Blended experience working in large organizations with sophisticated HR systems and processes as well as less mature organizations Location and Travel Hybrid work model: Remote 3-4 days per week AND On-site 1-2 days per week in Calhoun, Georgia Must be based in or willing to commute from the greater Atlanta Metro area Must be willing and able to travel up to 30% to U.S. locations and Montreal, Canada What you can expect: A culture built on teamwork, respect, and entrepreneurial spirit Leadership that invests in your growth and career development Opportunities to take on new challenges, cross-train, and expand your skillset Recognition and rewards for your contributions and achievements A fast-paced, sports-driven environment where your work makes an impact Sound like your kind of team? If you're ready to bring your passion and talent to a company that champions your future, we want to hear from you. Apply now and start your next chapter with a company that plays to win! What We Offer A commitment that Safety is #1 Competitive benefits, pay, and retirement plan options! Career growth, stability, and flexible work arrangements. Responsible Manufacturing - Protecting Our Planet for the Future We utilize renewable energy and a closed loop recycled water process. We are committed to reducing greenhouse emissions and water consumption. We are the only flooring company recognized by the Asthma and Allergy foundation. Who we are: With a history of 140 years, Tarkett is a worldwide leader in innovative flooring and sport surface solutions with 12,000 employees and 34 industrial sites. Offering a wide range of products including vinyl, linoleum, rubber, carpet, wood, laminate, artificial turf, and athletic tracks. The Group serves customers in more than 100 countries across the globe. Committed to change the game with circular economy and to reducing its carbon footprint, the Group has implemented an eco-innovation strategy based on Cradle to Cradle principles, fully aligned with its Tarkett Human-Conscious Design approach. Tarkett is listed on Euronext (Compartment B, ISIN FR0004188670, ticker: TKTT). ********************* Tarkett is an equal opportunity employer. We value diversity in backgrounds and in experiences and promote an inclusive workplace where all employees can perform at their best.

WHO WE ARE At KNAPP (pronounced K-NAP, not Nap!), we “Make Complexity Simple” by offering intelligent solutions for digitizing and automating everything from production and distribution to the last mile and stores. We are the customer's value tech chain partner, which means partnering with the customer to create the most value within each link in their supply chain. Leveraging the latest software, AI and Robotics technology, we continue to disrupt the logistics automation industry for the world's industry leaders in grocery, healthcare, retail, e-commerce, apparel & manufacturing. We are a global company with our US headquarters located just North of Atlanta in Kennesaw, GA. KNAPP specializes in automated solutions for both WMS (Warehouse Management Systems) and WCS (Warehouse Control Systems) for B2B (Business to Business) and B2C (Business to Consumer) customers. We are a growing company of over 7,200 employees worldwide and in over 50 countries that is privately held, with 7% of our revenue reinvested in R&D, ensuring a strong and vibrant future! Join us and see how you can help change the world! For more information, visit *************** WHAT YOU GET TO DO The Director HR Operations serves as a key strategic leader within the HR function, responsible for driving operational excellence while aligning HR processes with KNAPP's global and regional business objectives. This role oversees core HR operations-including payroll, compensation and benefits, HRIS administration, and onboarding-while shaping long-term strategies that enhance workforce experience, compliance, and organizational performance. The Director will act as a trusted advisor to senior leadership and play a pivotal role in guiding and developing the HR Operations team to deliver scalable, innovative solutions. Essential Functions and Responsibilities: To perform this job successfully, the individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Strategic Leadership Develop and execute a comprehensive HR operations strategy that supports KNAPP's growth and transformation goals. Partner with VP HR and business leaders to align operational priorities with organizational objectives. Drive digital transformation initiatives within HR operations, leveraging technology for efficiency, scalability, and data-driven decision-making. Operational Excellence Oversee payroll operations ensuring accuracy, timeliness, and compliance across multiple jurisdictions. Design and manage competitive compensation and benefits programs that attract and retain top talent. Ensure robust HRIS governance, reporting, and analytics to enable workforce insights and predictive modeling. Oversee onboarding ensuring a robust and positive experience for new employees. Compliance and Risk Management Lead the maintenance of compliance with global, federal, and state employment laws, regulations, and internal policies. Implement risk mitigation strategies and internal controls for HR processes. Respond to audits or other compliance requirements/requests. Team Development and Leadership Build, mentor, and develop a high-performing HR Operations team, fostering a culture of accountability, collaboration, and continuous improvement. Establish clear performance metrics and career development pathways for team members. Process Innovation Lead continuous improvement initiatives to streamline HR processes and enhance employee experience. Champion automation and self-service solutions to improve efficiency and scalability. Stakeholder Engagement Serve as a key liaison between HR Operations and other business units, ensuring seamless integration of HR services. Provide strategic guidance and operational insights to executive leadership. Perform all other duties as assigned WHAT YOU HAVE Bachelor's degree in HR, Business Administration, or related field; Master's degree a plus. 8+ years of progressive HR experience, including 3+ years in a senior leadership role. Proven expertise in payroll, compensation, benefits, HRIS systems, and onboarding within a global or multi-site organization. Certifications such as CCP, CEBS, or CPP highly preferred. SHRM-SCP/CP or SPHR/PHR a plus. Experience with multi-state payroll required, experience with CA highly preferred, experience with Canada and Mexico a big plus. Experience as an HR Generalist and/or Talent Acquisition Specialist a plus. Strong strategic thinking, analytical, and project management skills. Demonstrated ability to lead and develop teams in a fast-paced, evolving environment. Experience with HR technology platforms required. Experience with ADP WFN and/or SAP SuccessFactors highly preferred. Exceptional communication and influencing skills with the ability to engage stakeholders at all levels. Working Conditions and Environment: Authorization to work in the U.S. Passport or ability to obtain passport Professional office etiquette is required at all times Travel up to 10% required Physical requirements: sitting for long periods of time, standing, walking, climbing a ladder, speaking, visual acuity, finger dexterity, listening, reaching at arm's length, and lifting up to 30 pounds WHAT YOU WILL GET 2 remote days per week Half day Fridays A beautiful new, state-of-the-art, office complex in Kennesaw, GA Industry competitive compensation Great benefits with better than average employer contributions, including health, dental, vision, life insurance, Flexible Spending Accounts, Short & Long Term Disability and more! 401k with a very generous employer match and no vesting! Paid Vacation & Holidays Profit Sharing Paid Parental Leave Subsidized Daycare Tuition Reimbursement Pet Insurance Subsidized food delivery Monthly celebrations Quarterly employee events Corporate Social Responsibility including recycling, sustainability and volunteering KNAPP is an equal opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran, disability status or any other basis protected by law. Due to the safety-sensitive nature of this position, strict adherence to KNAPP's drug-free workplace policy is required. All candidates will be subject to drug-screening in accordance with the policy and will be expected to remain drug-free during their employment. There will be no exception if recreational or medical use of marijuana is permitted in the location of employment and/or residence or if use of marijuana is only during “off-hours.”

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. Overall Purpose The Senior Human Resources Manager is a strategic and hands-on leader responsible for driving HR initiatives that align with business goals, enhance employee engagement, and foster a high-performance culture. This role partners closely with cross-functional teams-including Operations, Engineering, Sales, and other key departments-to deliver impactful HR solutions. This position leans into the business, providing essential support across core HR functions such as Talent and Performance Management, Training and Development, Employee Relations, Compliance, and other foundational areas. The successful candidate will consistently reflect the IDEX Core Values of Team, Trust, and Excellence, and will take ownership of Talent across the organization. Job Responsibilities Serve as a strategic HR business partner to functional leaders, aligning people strategies with business objectives. Champions talent development by supporting initiatives aligned with the Organization Talent Cycle (OTC), including performance management, succession planning, and identifying future talent needs Design and implement training programs that support employee growth and organizational capability. Manage complex employee relations issues, ensuring fair and consistent resolution aligned with company values and legal compliance. Monitor and ensure compliance with federal, state, and local employment laws and regulations. Analyze HR metrics to identify trends and recommend proactive solutions. Support organizational change initiatives and drive continuous improvement in HR processes. Serve as Talent Coach to designated leader fostering a collaborative and growth-oriented environment. May lead or Champion Talent initiatives across the BU Qualifications BS/BA or equivalent in Human Resources, Business Administration, or a related field. 8+ years of progressive HR experience, with a minimum of 4 years in a leadership or HR Business Partner role. Strong understanding of employment law, talent development, and the employee experience life cycle. Proven ability to influence and build relationships across all levels of the organization. Excellent communication, coaching, and problem-solving skills. Experience with HRIS systems and data-driven decision-making. Ability to work independently and remotely with minimal supervision. Willingness and ability to travel up to 30% of the time. Key Competencies: Strategic Thinking - Ability to align HR initiatives with business goals and anticipate future needs. Coaching -Coaches others through guidance, feedback, and support. Change Leadership - Effectively leads and manages organizational change with resilience and adaptability. Judgment & Decision-Making - Demonstrates sound judgment and builds trust and credibility Integrity & Confidentiality - Acts with professionalism, discretion, and ethical Relationship Building - Proven ability to influence and collaborate across all levels of the organization. Resourcefulness - A self-starter with a proactive, can-do attitude who thrives in dynamic environments. Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $110,000.00 - $165,000.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.

Human Resource Manager (HR) Business Unit: Nuclear- Reuter Stokes Segment: Process Flow Technologies Location: Twinsburg, Ohio Reports To: Vice President of Human Resources Department: Human Resources COMPANY & CULTURE Crane (NYSE: CR) is a leading global provider of mission-critical, highly engineered products and solutions, with differentiated technology, respected brands, and leadership positions in the Process Flow Technologies and Aerospace & Electronics markets. Today, Crane has approximately 7,000 associates in the Americas, Europe, the Middle East, Asia, and Australia, with 2024 net sales of more than $2 billion. Crane Company celebrated our 170th anniversary this year. With strict adherence to the Crane Business System (CBS), Crane is a highly process focused organization. CBS has been, and will continue to be, a critical driver of Crane's consistent execution and long-term success, driving a performance-based culture with a strong focus on accountability and results. Through the years, Crane has excelled in serving its customers, employees, investors, and communities in which they operate by focusing on the following principles: Unwavering commitment to ethics and integrity. The R.T. Crane Resolution written when the company was founded in 1855 is the core upon which our business has been built, "I am resolved to conduct my business in the strictest honesty and fairness, to avoid all deception and trickery, to deal fairly with both customers and competitors, to be liberal and just towards employees and to put my whole mind on the business". Focus on philanthropy. Giving back to the communities in which we operate has been a core part of the Company's identity for over a century, deeply rooted in the values of our founder, R.T. Crane. We believe that success comes with a responsibility to support both employees and the broader community - not just through financial contributions, but also through active engagement and volunteerism. Customer focus. Every day, Crane's associates ensure that they are doing their utmost to solve their customer's most critical process needs. With a high commitment to Quality and On-Time Delivery, we leverage our innovative solutions to solve their most pressing needs. Driving profitable growth, for our customers… our associates… our communities… and our shareholders. A disciplined cadence of execution built on clear objectives and metrics, detailed action plans and a repeatable process to drive execution and profitable growth. Emphasis on continuous improvement in all that we do. We believe there is always an opportunity to become better, and we continuously strive to improve in all facets of our business, eliminating waste, variation, and overburden. Development of our people, who are process focused and thrive on executing strategy and profitable growth through a disciplined cadence of execution. Nothing that we accomplish can be achieved without our outstanding employees. They are an integral part of who we are, and we leverage our Intellectual Capital* (IC) process to foster their growth and development. In June 2025, Crane announced our intent to acquire Precision Sensors & Instrumentation (“PSI”), a leading provider of sensor-based technologies for aerospace, nuclear and process industries, from Baker Hughes. The $1.1 billion acquisition will add roughly $400 million in sales and 1,700 associates to Crane. PSI includes the Panametrics, Druck, and Reuter-Stokes brands that manufacture instrumentation and sensor-based technologies to detect and analyze pressure, flow, gas, moisture, and radiation across various industries, serving customers in more than 90 countries. Crane is so excited for the planned welcome of these brands into our portfolio and the role they will play in continuing to drive profitable growth for the company. OPPORTUNITY This exciting HR Manager opportunity is part of the Reuter-Stokes business that will be integrated into our Crane Nuclear business. With its industry-leading radiation sensing and detection technologies, Reuter-Stokes enhances our offerings for nuclear plant operations and homeland security. Reuter-Stokes is headquartered in Twinsburg, Ohio, where this position is located. The Human Resource Manager will have primary responsibility for the day-to-day human resources tasks, including managing talent needs identification, recruiting, employee relations, compensation and benefits, performance management, training and development, compliance, and recognition. RESPONSIBILITIES Intellectual Capital Crane has a rigorously defined Intellectual Capital (IC) process and cadence. This top HR role will own the IC process for the site and hold managers accountable for Strategy -> Structure -> People approach to achieving culture and talent outcomes. Crane's Intellectual Capital (IC) process covers the entire associate development life cycle, including Talent Recruitment & Onboarding, Associate Development, Performance Management, Compensation Planning & Recognition, and Retirement. The IC Process is underpinned by a comprehensive Intellectual Capital Review which is conducted at multiple points during the year to ensure that associates are being developed for future roles and that the organization is achieving its talent goals. A core responsibility of the role is to lead and manage Twinsburg's IC process to achieve business performance objectives and provide growth and development for our associates. The following highlight the components of IC and HR Manager responsibility: Recruiting, Selection and Onboarding Anticipate future trends and respond to the changing needs of a diversified workforce by creating and implementing innovative tactics to recruit top talent. This position provides hands-on recruiting support for open positions. Master Crane's processes within the HR team and provide on-going reinforcement of Crane's interview process; accountable to ensure leadership understands and properly executes the process, resulting in sound hiring decisions. Support Onboarding and Orientation activities for new hires. Compensation, Benefits and Recognition Ensure accurate market pricing of roles, working with the corporate Compensation team and appropriate external survey sources to ensure fairness. Provide input to offers and salary assessments to ensure competitive and equitable offerings that align with company policies and market trends. Lead the execution of incentive and bonus programs that drive individual and business performance. Drive Health & Wellness plans suitable for location(s.) Ensure meaningful recognition of our associates, whether it be for milestone anniversaries, retirements, or other Business Unit celebrations Performance Management & Development Oversee the training and completion of quality documentation and conversations for both mid-year and year-end performance assessments within the Business Unit. Support and guide managers on performance management issues. Implement and facilitate training and development programs tailored to the needs of the site in conjunction with standard offerings and training requirements for Crane. Ensure appropriate actions are taken when individual performance levels are not achieved or sustained . Intellectual Capital Reviews The HR Manager, with the VP/GM, will run the BU quarterly IC review cadence with their team. They will be responsible for ensuring that the cadence is followed and development plans are well thought out and implemented. These wholistic reviews require preparation of information like: Turnover and Equality metrics, talent requirements, contingent workforce, campus recruiting, as well as critical salaried and hourly information regarding compensation and benefits to market and any other items the VP/GM and VP HR should be aware of. The HR Manager is responsible to teach, coach and train the management team on the processes and provide continual reinforcement. Associate Relations & Compliance Lead investigative work related to policy violations including, but not limited to retaliation, discrimination, harassment, information security, and other work-related matters. This includes creating an investigative plan, conducting interviews, drafting findings, and communicating outcomes with stakeholders. Maintains knowledge of legal requirements and government reporting regulations affecting human resource functions and ensures policies, procedures, and reporting are in compliance. Ensure compliance with employment laws and regulations where the business operates. Adheres to Crane Compliance matters and ensures team members complete the necessary LMS training on time. Lead philanthropic efforts at the site in adherence with Corporate guidelines. Operational Excellence & Growth Work with the VP HR to clearly understand the strategy of the business and execute upon a talent strategy that supports making the right talent decisions to meet its strategic priorities. Advisor to management team, talent related as well as around cost containment opportunities related to human capital expenditures and also challenging the VP/GM and management team on the same, when appropriate. In partnership with VP HR, develop and execute action plans that support the site's overall business goals for profitable growth. Plans include Compensation, Talent Development, Performance Management, Associate Relations, etc. Drives adherence to Crane Business System by enforcing standard work for all processes within the function. Champions Kaizen activity targeted to solve problems and/or for operational efficiency. Holds business participants accountable for actionable results. The HR Manager goes to GEMBA to understand key issues where the work is done vs. managing from their office. Ensures associates are heard and actions taken to improve the work environment. QUALIFICATIONS Minimum 5 years as Human Resource Generalist in the manufacturing environment. Ideal candidate will have broad experience in a variety of HR disciplines, including employee relations, compensation, performance management, talent development, etc.) Excellent communication skills, both written and verbal. Experience applying independent judgment on employee relations issues and working closely and effectively with leadership at different levels of the organization. Excellent interpersonal and influencing skills; ability to quickly establish rapport with others. Understanding of HR-related regulatory requirements (i.e. Age Discrimination Act, FMLA, ADA, FLSA, and state laws.) Good problem-solving skills; ability to exercise sound judgment and make sound decisions based on data, analysis and insights. Demonstrated comfort advising and providing direct feedback to leadership. Experience working in a lean, fast-paced, results-oriented, performance driven culture. Must be results oriented and able to demonstrate sound judgment when balancing the needs of multiple stakeholders. High energy, comfortable performing multifaceted projects with day-to-day activities. Self-starter with a sense of urgency when addressing customer and business concerns. Comfortable presenting to or facilitating discussions with audiences ranging from Business Unit Leadership Team, to a site level, to entire Business Unit as needed Integrity and ethical qualities of the highest standards, in alignment with core Crane values. EDUCATION An undergraduate degree is required; a Master's degree is strongly preferred. This description has been designed to indicate the general nature and level of work being performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Crane Company. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, gender, sexual orientation, general identity, national origin, disability or veteran status.

Job SummaryThe Human Resources Business Partner will be responsible for aligning business objectives with HR strategy, overseeing all activities as it relates to thyssenkrupp Human Resources. This position is responsible for executing all aspects of HR for multiple sites, including employee relations, investigations, performance management, recruiting, compensation, and policy enforcement. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.Job DescriptionJob Title: Human Resources Business Partner Location: Based in Kennesaw, GA but will support Santa Teresa, NM Travel: Up to 25% Language Requirement: Must be bilingual in English and Spanish Why Join Us? At thyssenkrupp, we believe people are the heart of our success. As an HR Business Partner, you'll play a critical role in shaping a positive, inclusive, and high-performing culture. If you're passionate about driving change, building strong relationships, and making an impact, this is your opportunity to shine. What You'll Do Be a Strategic Partner: Analyze workforce trends and metrics to design innovative solutions and policies that drive business success. Lead People Strategies: Create integrated strategies to attract, develop, and retain top talent while supporting organizational growth and transformation. Collaborate with Leaders: Conduct regular meetings with business leaders to share insights, KPIs, and strategic updates. Champion Compliance & Training: Ensure policies are implemented effectively and objectives are met. Resolve Challenges: Manage employee relations issues with professionalism and conduct thorough investigations. Support Talent Lifecycle: Partner with recruiting for a seamless new hire experience and oversee onboarding/offboarding. Guide Development: Advise on performance management, coaching, career development, and succession planning. Build Culture: Work closely with leadership and employees to strengthen relationships, boost morale, and improve retention. And More: Take on additional responsibilities that make a real difference. What You Bring Bachelor's degree in HR, Business Administration, or related field. Minimum 4 years of HR experience in a manufacturing environment Bilingual in English and Spanish. Ability to travel up to 25%. Strong knowledge of employment laws and HR best practices. Expertise in multiple HR disciplines (compensation, employee relations, diversity, recruiting and performance management). Exceptional problem-solving, organizational, and time management skills. Strong communication and presentation abilities. Ability to influence and work at all levels of the organization. Preferred Extras Familiarity with Workday, SAP and compensation systems. SHRM-CP/SCP or PHR/SPHR certification. Ready to make an impact? Join us and help shape the future of our workforce! The above is intended to describe the general content of and requirement for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. Benefits Overview We offer competitive company benefits to eligible positions, such as : Medical, Dental, Vision Insurance Life Insurance and Disability Voluntary Wellness Programs 401(k) and RRSP programs with Company Match Paid Vacation and Holidays Tuition Reimbursement And more! Benefits may vary based on job, country, union role, and/or company segment. Please work with your recruiter or tk representative for applicable benefits information. Disclaimer This is to notify the general public that some individuals/entities are using the thyssenkrupp (“TK”) name, trademark, domain name, and logo without authorization. They are posing as employees, representatives, or agents of TK and its associated/group companies. These individuals/entities are fraudulently offering jobs online through texts, websites, telephone calls, emails, or by issuing fake offer letters. They are also soliciting jobseekers to deposit money in certain bank accounts or providing jobseekers with fraudulent checks to obtain banking information. TK does not ask, solicit, or accept any monies in any form from candidates, job applicants, or potential jobseekers, who have applied to or wish to apply to TK, whether online or otherwise as a pre-employment requirement. TK bears no responsibility for money being deposited/withdrawn therefrom in response to such fake offers. TK does not: 1. Send job offers from free email services like Gmail, Rediffmail, Yahoo mail, etc.; 2. Request payment of any kind from prospective jobseekers or candidates for employment; 3. Authorize anyone to collect money or agree to any monetary arrangement in return for a job at TK; 4. Send checks to job seekers; or 5. Make job offers through third parties. In the event TK uses professional recruitment services through a third party, offers are always made directly by TK and not by any third parties. PLEASE NOTE: 1. TK strongly recommends that potential jobseekers do not respond to such fake solicitations, in any manner; 2. TK will not be responsible to anyone acting on an employment offer that is not directly made by TK; 3. Anyone making an employment offer in return for money is not authorized by TK; and 4. TK reserves the right to take legal action, including criminal action, against such individuals/entities. TK follows a formal recruitment process through its own HR department and applications are evaluated by its HR department through pre-defined processes. Please visit our official careers website at ******************************** to view authentic job openings at TK. If you receive any unauthorized, suspicious, or fraudulent offers or interview calls, please email us at **********************************************. We shall not accept any liability towards the representation made in any fraudulent communication or its consequences, and such fraudulent communication shall not be treated as any kind of offer or representation by TK or its group companies and affiliates.

BENEFITS: Medical, Dental, Vision, 401K AHF Products has an exciting career opportunity for an HR Manager located at our plant in Cartersville, GA. In this role, you will provide day-to-day, strategic, and tactical HR leadership for the Cartersville facility, with responsibility for staffing and workforce planning, employee development and training, performance management, and employee relations. The HR Manager will partner closely with plant leadership and the headquarters HR team to ensure Human Resources strategies and initiatives are closely aligned with the plant's operational objectives and broader business goals. This role will support the development and execution of business strategies through effective HR planning, change management, employee engagement initiatives, organizational design, and overall talent management. The position will also ensure compliance with employment laws and company policies, foster a positive workplace culture, and drive continuous improvement in people-related processes. This position reports directly to the Director, HR Manufacturing, with a strong dotted-line relationship to the Plant Manager. JOB DUTIES: Qualified individuals must have the ability (with or without reasonable accommodation) to perform the following duties: Lead and direct plant HR activities to support the achievement of plant performance metrics in the areas of Safety, Quality, Delivery, Cost, Productivity & People Partners closely with business leaders to provide strategic HR thought/organizational leadership; provides recommendations for the development of HR strategies in support of the business strategy Ensure the execution of key plant HR initiatives and processes to drive continuous improvement in all areas of Human Resources to include organization effectiveness, staffing, labor and employee relations, performance management, training and development, benefits, employment practices and compliance Guide the Employee Relations strategy and manage overall culture at the plant to maintain a positive employee relations environment Support organization change and continuous improvement efforts and collaborate with plant leadership to ensure successful change management approaches through effective planning and analysis, communication of change initiatives, full and active leadership support, and employee involvement Provide counsel and coaching to leaders, managers, and employees on a wide range of personnel matters to promote teamwork and positive employee relations Track and analyze plant HR metrics to determine root cause and develop and execute action plans to address problem areas Lead the talent management efforts including plant level recruiting, talent reviews, succession planning, competency development, retention efforts, and development activities across the plant Leads performance management initiatives including annual goal setting, performance reviews, and compensation reviews Administers plant disability and leave benefits including assisting employees with leave paperwork, communicating start and end dates to plant leadership, following up on denials, coordinating return to work activities, etc. Analyzes, benchmarks and reacts, where applicable, to financial, operational and HR metrics to drive results. Leads the investigation process, analyzing organizational ethics and safety/health issues, consulting on solutions/follow up Understand and ensure compliance with local, state, and federal laws, rules, regulations, and statutes governing HR processes Mentors and develops plant HR resource(s) ensuring their ongoing learning and functional excellence. Ad hoc projects Other duties as assigned JOB QUALIFICATIONS: Highschool diploma or GED equivalent Bachelor's degree in Human Resources, Business Administration or related field or equivalent experience 3+ years of Human Resources leadership experience preferably in a manufacturing environment Bilingual in English and Spanish is strongly preferred Ability to work the occasional off shift to support manufacturing operations Ability to communicate effectively and influence at all levels of the organization Strong interpersonal skills and ability to form and develop effective relationships at all organizational levels Strong problem-solving skills and the ability to be flexible and change directions when needed Strong organizational skills to handle high volumes of work in a fast-paced, rapidly changing environment while maintaining excellent delivery and quality performance Proven success working across organizational lines and at multiple levels and success achieving business objectives through personal initiative and energy Must be able to successfully complete and pass a background check, employment verification and drug screening Positive and Verifiable Work History Must follow safety guidelines and wear applicable safety equipment, e.g., safety glasses, side shields, approved safety shoes, and other PPE as needed PREFERRED QUALIFICATIONS: PHR/SPHR/SHRM-CP/SHRM-SCP certification PHYSICAL DEMANDS: The demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Occasionally push, pull, carry and lift 20 - 50lbs Frequent walking, stretching, bending, stooping, twisting, reaching, grasping and repetitive movements Must be able to communicate, hear, read, write and comprehend in English MENTAL DEMANDS: The demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Think analytically Make decisions Develop options and implement solutions Work with a team Maintain regular and punctual attendance (consistent with ADA and/or FMLA) Attention to detail Communicate effectively Multitask in a fast-paced environment Work with a Sense of Urgency AHF PRODUCTS: AHF Products 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. AHF Products is a leading hard surface flooring manufacturer in the USA with a family of trusted brands serving the residential and commercial hardwood, tile, and vinyl flooring markets. With decades of experience in award-winning flooring design, product development, manufacturing, and service, we create quality flooring to last for generations through inspiring designs, innovation, and a deep commitment to outstanding customer service. Our residential flooring brands include Bruce , Armstrong Flooring™, Hartco , Robbins , LM Flooring , Capella , HomerWood , Hearthwood , Raintree , Autograph , Emily Morrow Home , tmbr , Crossville , and Crossville Studios . Our commercial brands include Bruce Contract™, Hartco Contract™, AHF Contract , Armstrong Flooring, Parterre , Crossville and Crossville Studios . Headquartered in Mountville, Pennsylvania, with manufacturing operations across the United States and in Cambodia, AHF Products employs over 3,000 dedicated team members.

Job Description The Company: Our client is not just a leading mechanical contractor in Carrollton; they are the architects of innovation and excellence in the construction industry. Their success is anchored in the talent and dedication of their team, and we are seeking a visionary Strategic HR Manager to join their ranks and elevate their workforce strategy to new heights. The Opportunity: Are you a forward-thinking HR leader with a passion for shaping organizational success? As our Strategic HR Manager, you will play a pivotal role in crafting and executing long-term HR strategies that align seamlessly with our client's ambitious goals. This is your opportunity to make a transformative impact by cultivating a culture of excellence and innovation. Key Responsibilities: Proactive Leadership: Envision future growth and organizational needs, driving strategic hiring and talent management initiatives that propel us forward. Collaborative Partnership: Work hand-in-hand with leaders and stakeholders to ensure we have the right talent in the right roles, fostering a cohesive and high-performing team. Innovative Problem-Solving: Tackle complex workforce challenges head-on, from resolving interdepartmental conflicts to enhancing talent retention strategies. Data-Driven Insights: Leverage HR metrics and analytics to inform strategic decisions, uncovering opportunities for continuous improvement. Strategic HR Management Includes: Mastering talent management and workforce planning Designing impactful learning and development programs Implementing robust performance management systems Crafting employee engagement initiatives that resonate What You'll Achieve: Cultivate a thriving culture of excellence and innovation that inspires our team. Enhance our organizational resilience and competitive edge in the marketplace. Significantly reduce turnover rates while elevating employee satisfaction and engagement. Why Join? Our client celebrates the contributions of their team and is deeply committed to your professional growth and development. If you are ready to elevate your HR career and make a lasting impact in our organization, we invite you to connect with us! Apply Now: Please apply here or contact us ************************** for a confidential conversation. This is an opportunity to be a driving force in shaping a brighter future through strategic HR leadership! #HRLeadership #StrategicHR #JoinOurVision #ConstructionExecs #ConstructionExecutiveCareers

Job Description HR-Total Rewards & Recognition Mgr-exp. req. w/HR programs About the Role We are seeking an experienced Total Reward & Recognition Manager to lead and evolve total rewards, compensation, and recognition programs for a mid-sized organization. This role blends strategic design with advanced experience in developing incentives related to total rewards and recognition programs (must have for this role). Strong presentation skills to influence senior leadership Key Responsibilities Design, implement, and manage reward, recognition, and total compensation programs aligned with business strategy Develop and manage employee recognition programs that drive engagement, performance, and retention Analyze data toidentifytrends, anomalies, risks, and cost drivers; prepare executive-ready summaries and presentations Partner with HR/Compensation, Finance, and senior leadership on total rewards strategy and decision-making Manage external vendors related to compensation surveys and recognition platforms Required Qualifications 7-10+ years of experience in compensation, total rewards, or recognition program leadership Bachelor's degree in Human Resources, Business Administration, Finance, or related field (Master'sor certification preferred) Experiencedesigning, developing, and implementing incentive and employee engagement programs. Deep knowledge of compensation design, incentive plans, and recognition frameworks Excellent presentation and communication skills with executive-level stakeholders Highly detail-oriented with strong project management and organizational skills Preferred Qualifications Experience managing or implementing digital recognition platforms Benefits strategy or cost-analysis experience as part of a total rewards function HR certifications such as CCP, CEBS, SHRM-SCP, or SPHR Experience with HRIS, compensation planning tools, or analytics platforms (Power BI, Tableau) What We Offer Competitive base salary with annual incentive opportunity Comprehensive benefits package (medical, dental, vision, life, disability) 401(k) with company match Paid time off and paid holidays Professional development and certification support Opportunity to influence organizational culture through rewards and recognition strategy

Who We Are: From Georgia. For Georgia. Since 1914 Yancey Bros. Co. has proudly served as the authorized Caterpillar equipment dealer for Georgia, providing our customers with the highest quality sales, parts and service. From Caterpillar heavy and compact construction equipment to on-highway trucks, we remain committed to learning more about our customers, offering equipment and support to keep up with their changing needs. This all starts with our greatest asset…our employees. What You Will Be Doing: As the Regional HR Business Partner, you will be responsible for providing human resources consultation to a designated business unit or to various businesses within a specified geographic location. This role requires a strong understanding of generally accepted human resources processes, specific Company policies and procedures, and a solid working knowledge of the business to provide HR support and guidance to managers and employees. You will be responsible for the execution of defined HR strategies to support the Company's goal of providing an outstanding Employee Experience through analyzing trends, resolving HR issues that may involve complex people dynamics, and working with managers to positively impact employee retention. You will also act as a liaison with other HR functions and may deliver employee orientations, assist with onboarding, leadership training, performance management, communication, employee relations, and other employee engagement initiatives. Primary Responsibilities: Serve as an internal consultant to business leaders and employees on human resources-related matters. Support the business, individually or through others, by delivering services such as new employee orientations and onboarding, leadership training, performance management, communications, employee relations, and other employee engagement initiatives. Advise managers on counseling and coaching opportunities with employees, recognizing when complex situations may require coordination with other internal departments. Reinforce the company's strategy by supporting its Vision, Mission, values, and helping ensure consistent employee communication is delivered throughout the area of responsibility. May assist with facilitating and supporting career planning. Responsible for working with managers to follow-up on “Voice of Yancey” survey results and action items. Proactively engages as a partner with the Safety team and with managers and employees to support and advance the Company's safety programs and training. Ensures compliance with local, state and federal employment laws and regulations. Partners with other HR functions to attract top talent, support open enrollment, annual performance reviews, merit cycles, and bonus plan administration, and supports the Company's wellness initiatives. Who We Are Looking For: To be successful in this position you should have strong interpersonal and communication skills, advanced problem solving capabilities, and an understanding of employment regulations. Experience with classroom facilitation, innovation and vision, and strong accountability will also be required. Education/Experience: Bachelor's Degree from a four-year college or university or related equivalent experience. Required Qualifications/Skills: Must be eighteen years of age or older Must pass the Drug Test Must pass Background Check Must pass pre-employment tests if applicable Must be able to work a flexible schedule and ability to travel between branches Must have demonstrated ability to maintain sensitive and confidential information Strong ability to communicate effectively at all levels of the organization Ability to collaborate across various departmental functions Class and meeting facilitation Coaching and talent development Strong accountability and initiative Advanced problem-solving capabilities and conflict resolution skills Team player with ability to drive results through influence Deep understanding of Federal and State level employment regulations Computer and office technology proficiency Preferred Qualifications: 5 years of relevant human resource and leadership work experience Track record of influencing various levels of leadership without authority Supervisory experience and multi-unit experience Success Competencies: Develops Talent- Develops others as individuals and leaders. Provides basic coaching, feedback, and guidance to improve performance and aligns employee goals with group and organization goals. Decision Quality- Makes reasonable and timely decisions under difficult and/or urgent circumstances that address root causes of problems. Gathers and analyzes relevant information from several sources and necessary persons. Builds consensus around recommendations, especially when conflict exists. Assists others in problem solving and decision making. Follows up on results and provides feedback for analysis. Plans & Aligns- Stays focused on plans but makes adjustments when changes or unexpected events occur. Aligns own group's work with the activities of other workgroups. Ensures that plans address the main risks and provide appropriate contingencies. Looks to the future and determines the main resources required to accomplish goals; takes adequate steps to obtain them. Manages Conflict- Settles differences in opinion involving self and others in productive ways with minimal noise. Considers the perspectives of others and approaches objectively, defending own opinion, flexing to another's, or suggesting some combination of both as appropriate. Drives Engagement- Drives to do one's best; encourages others to do so. Makes group members feel as though their contributions are important. Invites input and shares ownership and visibility. Structures work so it aligns with employees' goals and motivators. Drives Results- Has a track record of exceeding individual and group goals successfully despite obstacles and setbacks. Guides, encourages, and motivates others to drive towards individual and group desired results. Consistently measures against projected results to adjust pace for delivery that meets or exceeds time and resource expectations. Collaborates- Partners with others across groups or areas as expected. Effectively represents and balances own and collective interests when collaborating with others. Credits others for contributions and accomplishments. Communicates Effectively- Presents information in a clear, concise, honest, and logical manner. Communicates effectively across mediums with peers and those somewhat more senior in business and technical areas. Uses active listening in understanding message content and point of view; clarifies as needed. Takes non-verbal messages into account. Manages Ambiguity- Demonstrates openness to change and seeks guidance on how to adapt. Responds effectively when faced with a problem that has no clear solution. Handles transitions or changing circumstances appropriately. Seeks to resolve ambiguity and make progress despite a lack of clarity. Values: At Yancey Bros. Co, we are always looking to add people to our team who share our core values: Safety: We value the lives and health of our team and customers above all else. Integrity: We are ethical and trustworthy, demonstrate respect for others, and communicate truthfully and promptly. Teamwork: We work as one across our organization for the benefit of our customers. Excellence: We strive to be the best, continuously improving our customers' experience and the solutions we provide. Sense of Urgency: We respond quickly to customer needs and hold ourselves accountable for results. Ideal candidates will demonstrate the following values: Acting in a safe manner Exhibiting honesty and integrity Acting in a fair and ethical manner Team mentality Delivering quality results Embraces change / improvement Exhibiting superior customer service skills Exhibiting pride and ownership Working with a sense of urgency Exhibiting a winning attitude What We Offer: Yancey Bros Co offers a full benefits package that includes aggressive compensation levels, technician tool allowances, full medical, vision and dental coverage, employee wellness programs, paid vacations and more. Competitive Pay Structure Compensation: Competitive Pay Individual Bonus Opportunities Available 401k Plan Strong Company Match Employee Profit Sharing Financial Wellness Coaching Employee Wellness Program Medical, Vision, Dental Insurance Prescription Drug Coverage Health Savings Accounts Short & Long Term Disability Group Life Insurance Personal Time Off Paid Holidays Paid Sick Leave Career Development Ongoing Training Advancement Opportunities

The Senior HR Business Partner (HRBP) position will partner with leaders of business units to drive high performance teams and engagement. Using data-driven insights and analytics, exceptional listening skills, and a strong business acumen, the HRBP will understand the business needs of the designated business unit and translate those needs into a talent management strategy. The HRBP will coach leaders on people-related matters, and is responsible for the full scope of HR partnership, such as talent management, performance management, and development of retention strategies. As a trusted advisor, this role will help empower leaders to take ownership of problems and make effective decisions that support the organization's growth and promote a positive and engaged culture. The HRBP will work closely with functional experts in HR Operations (Talent Acquisition, Compensation, Benefits, etc.) to ensure that HR strategy is aligned with business strategy. This position will work a hybrid schedule reporting 3 days per week in our Kennesaw, GA office. Responsibilities Imagine a day where you're at the heart of the action, partnering with business leaders to tackle challenges, drive performance, and unlock the potential of their teams through strategic coaching and data-driven insights. From shaping talent strategies and succession plans to resolving complex employee relations issues, you're constantly making an impact-empowering leaders, strengthening culture, and ensuring the organization's success with a thriving, engaged workforce. Strategic Partnerships & Business Impact: Serve as a trusted advisor to assigned business unit leaders by developing strong, proactive, and collaborative working relationships. Partner with assigned business unit(s) and ensure a deep understanding of business strategy, challenges, and employee satisfaction, success, and retention drivers. Build a culture of collaboration not only in support of assigned business unit(s), but also with HR Operations functions (Talent Acquisition, Compensation, Benefits, etc.) Data-Driven Performance & Culture Enhancement: Use data-driven insights and analysis to generate solutions to improve performance, retention, employee experience, and overall culture. Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions), and management/resolution of complex employee relations issues Leadership Development & Talent Building: Provide timely, effective coaching to business leaders, assisting in the development of strong leadership skills. Lead succession planning and talent development strategies, identifying critical roles and preparing potential talent and pipelines Organizational Planning & Growth Strategies: Provide guidance and input on business unit restructures and workforce planning. Identify training needs for business units and individual executive coaching needs; participate in evaluation and monitoring of training programs to ensure success HR Excellence & Compliance Management: Champion strong execution of company-wide HR strategies and programs while providing the voice of the business unit. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provide HR policy guidance and interpretation #LI-SH7 Qualifications Minimum of 7 Years of HR experience in a business partner capacity, driving HR initiatives and programs that align with business objectives Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws Experience working in an engineering services, consulting, or other professional services organization which has a focus on utilization targets and billable hours strongly preferred Bachelor's Degree required; MBA or equivalent advanced degree preferred PHR, SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment Additional Skills / Abilities Exceptional interpersonal and communication skills to collaborate effectively with key stakeholders Strong leadership, influencing, and presentation skills Excellent organizational skills and attention to detail Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors Excellent time management skills with a proven ability to meet deadlines Strong analytical and problem-solving skills Proficient with Microsoft Office Suite or related software Additional Information About ENERCON: At Enercon Services, Inc. (ENERCON), we're driven by our people-and we're proud to offer rewarding careers in a culture of excellence. We provide a comprehensive benefits package and professional development opportunities that support your long-term growth. What We Offer: Enjoy full benefits for you and your dependents starting day one, no waiting period Flexible work arrangements, including hybrid and alternative schedules 401(k) with employer matching Tuition reimbursement Professional Engineer (PE) license support and incentives Want to see the full picture? Click HERE to see our Comprehensive Benefits Salary Range Information: If a salary range is listed, it reflects the typical range for this full-time position based on the role, level, and location. Individual compensation within the range will be determined by factors such as work location, relevant experience, job-related skills, and education or training. Eligibility to Work: Candidates must be legally eligible to work in the US without requiring current or future sponsorship. Ability to pass a pre-employment and random drug and alcohol screenings, ENERCON and client specific background checks, and annual motor vehicle record (MVR) according to company and client policies. Equal Opportunity Employer: ENERCON does not discriminate in employment opportunities or practices based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by law. Connect with Us: *************** | LinkedIn

Job Description Together We Build - Partnership, Innovation, Excellence, and Safety At Kelso Industries, 3,500+ employees across 30 companies work together to deliver exceptional HVAC, mechanical, plumbing, refrigeration, and electrical solutions nationwide. Join us to grow your career, make an impact, and be part of a team where innovation, excellence, and safety come first. Recruiter Notice: We respectfully ask external recruiters and staffing agencies not to submit candidates. We only accept direct applications. Mullins Mechanical is a leader in industrial and large commercial mechanical, plumbing, and HVAC construction projects across manufacturing facilities, automotive plants, chemical processing sites, data centers, warehouses, and other large industrial environments. As a self-performing specialty contractor, we deliver excellence in design-build solutions, process and utility piping, HVAC systems, plumbing, equipment installation and rigging, metal fabrication, plant maintenance, and relocation. As our organization continues to grow, we are evolving our Human Resources function to better support scaling operations, talent development, and organizational culture. We are seeking an experienced and forward-thinking Human Resources Manager who will serve as a strategic business partner to leadership, provide guidance through complex employee matters, and lead the continued development of HR processes, people, and systems. This role will lead the HR team and play a critical role in shaping the employee experience, strengthening organizational capability, and supporting our leaders. Key Responsibilities Strategic HR Leadership Partner with executive and operational leadership to align HR programs, workforce planning, and talent strategies with business goals. Lead and develop the HR team, ensuring effectiveness, service delivery, and continued professional growth. Analyze HR metrics, turnover data, market trends, and workforce planning needs to drive decision-making and improvements. Talent Development & Culture Build and manage scalable performance management, career development, mentorship, and leadership development programs. Foster a culture rooted in accountability, safety, teamwork, and professional growth. Oversee employee engagement strategies including recognition programs, communication practices, and organizational development initiatives. Employee Relations Serve as the primary resource for complex employee relations issues, investigations, conflict resolution, disciplinary actions, and performance challenges. Provide coaching and HR advisory support to supervisors and management to build leadership capability. Ensure fair, consistent, and legally compliant employment practices across the organization. Compliance & HR Operations Ensure compliance with all federal, state, and local employment laws including ADA, FMLA, FLSA, I-9, EEO, COBRA, USERRA, workers' compensation, and other regulatory requirements.. Lead HRIS optimization, process improvement initiatives, and digitalization strategies to enhance efficiency. Additional Oversight Support payroll and workers' compensation processes as needed. Oversee annual employee communications, open enrollment, policy updates, and employee-facing programs and events. Qualifications: 5+ years of progressive HR experience, including people leadership and strategic partnership responsibilities; experience in construction, industrial, or manufacturing environment strongly preferred. Bachelor's degree in HR, Business Administration, or a related field required; advanced degree preferred. HR certification (PHR, SHRM-CP or above) strongly preferred. Demonstrated success building HR processes, systems, and programs in a growing or evolving organization. Strong expertise in employee relations, leadership coaching, organizational development, and compliance. Working knowledge of HRIS software; experience with ADP preferred. Excellent communication, influence, and relationship-building skills at all levels of the organization. Highly organized, action-oriented, and capable of balancing both strategy and execution. Ability to manage confidential information with sound judgment and professionalism. Occasional travel to job sites or regional offices as needed. Work Location: Mullins Mechanical office located in Carrollton, Georgia. Salary: Compensation commensurate with experience. Why Join Kelso Industries? Join us and be part of a team dedicated to creating efficient, sustainable, and high-performance environments that make a lasting impact across the industrial, commercial, and institutional sectors. Here you will experience: Growth Opportunities: Develop new skills, take on exciting challenges, and advance your career in meaningful ways. Company Culture: You'll thrive in an environment that supports your growth, values your contributions, and makes work fulfilling and enjoyable. Impact: Your work directly contributes to meaningful outcomes, allowing you to see the difference you make and feel a sense of purpose every day. Competitive Compensation & Benefits: You'll be rewarded fairly for your contributions while enjoying perks that enhance your financial security, health, and overall well-being. Kelso Industries celebrates diversity and is committed to creating an inclusive environment for all employees. We do not discriminate in any aspect of employment based on race, color, religion, national origin, ancestry, gender, sexual orientation, gender identity and/or expression, age, veteran status, disability, or any other characteristic protected by federal, state, or local employment discrimination laws where Kelso does business

WinShape Foundation is a Biblically-based Christian non-profit organization that seeks to glorify God by creating transformational, Christ-centered experiences for people in every stage of life. We do this through five core ministries that each use scriptural truth to offer summer camp, foster care, team and leader development, college student discipleship, and marriage enrichment. To view our full Statement of Faith, click here. We are seeking a collaborative and resourceful HR Business Partner who brings sound judgment, strong discernment, and a heart for serving staff. This role supports all levels of the Foundation, from front-line staff to senior leaders, and requires the ability to tailor communication and approach based on the unique needs of each area. The ideal candidate is a strategic HR generalist who looks beyond tasks to understand the bigger picture and proactively offers insight, guidance, and solutions. This individual is comfortable navigating a wide range of HR connection points, including compensation, benefits, talent acquisition, and employee relations, and knows how to leverage resources effectively to support leaders and teams. This role is based in the greater Rome, Georgia area. Reports to: Senior Director, Human Resources Responsibilities Communicates regularly with Human Resources leaders and key partners to keep them informed of sensitive matters. Performance Management: Guides leaders on performance development, coaching feedback, fair evaluations, and addresses concerns consistently to foster high-performing teams. Employee Relations: Navigates employee issues, ensuring fair treatment, legal compliance, and alignment with company culture. Reinforce policies and initiatives in support of equitable, civil, and lawful practices. Change Management: Leads or supports organizational change initiatives, ensuring smooth transitions and staff engagement. Identify opportunities to proactively align leaders at the conception and throughout plans involving staff changes. Culture and Engagement: Supports efforts to cultivate a positive workplace culture through initiatives that support diversity, equity, belonging, and togetherness. Identify opportunities to increase employee participation and improve experience across ministry areas. Strategic Partnering: Collaborates with department heads and senior leaders to understand business needs and craft human resource solutions that support organizational objectives. Assess proposals to prepare strategies that are constructive towards supporting business plans. Workforce Planning: Provides agency for talent management, succession planning, and workforce strategy to secure qualified talent or plan to reskill team members. Travel between Rome and Atlanta, GA campuses as needed in support of initiatives and to foster relationships. Long-distance and overnight travel may be required. Performs other duties as assigned. Qualifications Education: Bachelor's degree in human resources, industrial psychology, business administration, or related field required. Master's degree in human resources or business administration preferred. Certification: Professional HR certification preferred (SHRM-CP/SHRM-SCP or PHR/SPHR), or a commitment to earn certification within 15 months of starting the position. Availability: Required to work onsite in the greater Rome, Georgia area as needed, up to 3 to 5 days per week, with more frequent onsite time initially to support relationship building and cultural acclimation. May be expected to travel to Altanta 2+ times per month as needed Must live 60 miles or less from the assigned job location (Rome, GA), and 150 miles or less from the Support Center (Atlanta) Qualifications: Minimum of 3 years of combined experience serving as an HR Business Partner and or in a strategic HR generalist capacity 1-3 years of progressive experience in multiple HR areas of function 1-3 years serving as an HR collaborator and support partner to internal clients 1-3 years handling investigations and advising leaders on sensitive employee matters 1-3 years of operating knowledge and application of employment laws and compliance requirements Skillsets: Practice in managing employee relations, difficult conversations, and influential communications Business acumen and understanding of company operations Ability to influence others and communicate effectively across audiences Strategic problem-solving and decision-making Practice continued learning and maintain professional certification(s) Trustworthy and confidential with sensitive information Solid understanding of HR functions (e.g., employee relations, talent management, compensation, performance management, and organizational development) Familiarity and application of employment laws and compliance requirements Location: Rome, Georgia FLSA Status: Regular Full-Time Exempt

Benefits: 401(k) matching Dental insurance Free food & snacks Health insurance Paid time off Vision insurance We are a boutique size fast paced law firm looking for a HR generalist. This position does involve travel between both of our locations. We have an office in Marietta and Douglasville, so if you cannot travel to both, please do not apply. Key responsibilities Recruitment and onboarding: Manage the hiring process, from creating job descriptions to conducting interviews and onboarding new hires. Employee relations: Act as a point of contact for employee concerns, mediate conflicts, conduct investigations, and help maintain a positive workplace culture. Performance and development: Assist with performance evaluations, provide feedback, set goals, and coordinate training and development programs to support employee growth. Compensation and benefits: Administer benefits like health insurance and retirement plans, process payroll, and help with compensation-related decisions. Compliance and policy: Ensure the company adheres to labor laws and regulations, enforce company policies, and handle issues related to employee records and documentation. Requirements Must have a minimum of 5 years experience as a HR generalist Must be able to travel between Douglasville and Marietta Expected to be well versed on Georgia Labor laws and ensure the company is compliant Salary The salary range is from $55,000 to $65,000 annually based on experience

About Us Georgia Highlands College is a multi-campus, state college member of the University System of Georgia. Founded in 1970 as Floyd Junior College, it now serves more than 6,000 students in Northwest Georgia and Northeast Alabama across its five locations in Rome, Cartersville, Marietta, and Dallas. GHC currently offers over 30 areas of study with associate degree and bachelor's degree options both in the classroom and online. We are a growing and progressive institution with opportunities for great employees to grow in a fast-paced and challenging work environment that encourages employee wellness and overall success. Our combined efforts at GHC have led to numerous awards, honors, and countless stories of success for students and employees. This includes our most recent honor of being recognized as one of the semifinalists for the 2023 Aspen Prize for Community College Excellence. Job Summary The Human Resources Business Partner is responsible for the daily functions of the Human Resources (HR) department. This position administers and executes human resources programs and acts as an all-purpose resource for employees and management. Responsibilities include administration of compensation, benefits, recruitment, onboarding, offboarding, leaves of absence, employee relations, and compliance with policies and employment laws. The business partner is responsible for an assigned client group. Responsibilities * Supports and promotes the college's mission, vision, and values while ensuring compliance with institutional, state, and federal regulations * Responds to employment inquiries from applicants, employees, and management referring complex and/or sensitive matters to the appropriate staff member RECRUITMENT/STAFFING * Facilitates and manages the full-cycle recruitment process to hire qualified job applicants * Collaborates with department managers to understand the skills and competencies required for the open position in order to create or revise job description including compensation * Verifies management approval to fill a vacancy including position data (budget/compensation) prior to posting/advertising the open position * Initiates training of the Search Committee and hiring Manager in the recruitment process; serves as a consultant to the committee * Initiates reference checks for the selected candidate * Extends employment offer letter to the selected candidate as requested by the hiring manager * Initiates background checks, drug screens, and onboarding packets for new employees * Schedules onboarding meeting for I-9 form completion with selected candidate * Verifies and updates new employee data in HRIS Employee Onboarding - Facilitates new hire orientation * Guides employee through the hire orientation process ensuring all necessary documents are complete and internal systems are updated with employee's data specifically for payroll and benefits purposes * Meets with the employee to complete the I-9 form process within three (3) days of the date of hire Employee Offboarding - Manages all terminations, resignations, and retirements * Gathers appropriate documentation to support the termination, scheduling exit meeting, and completing exit documents to process system updates for the exiting employee * COMPENSATION/PERFORMANCE MANAGEMENT * Monitors pay grades/compensation for consistency and compliance with the GHC Compensation Plan * Supports employees and managers with the performance review process BENEFITS ADMINISTRATION * Assists employees with questions/concerns regarding enrollment in benefit plans, retirement plans, and accrued leave * Participates in Annual Employee Benefits Fair(s) * Provides consultation on existing system and institution policies and guidelines; researches and develops new policies, procedures, guidelines and processes related to area assigned EMPLOYEE RELATIONS/ RETENTION * Assists with employee recognition programs * Assists employees and/or managers with various employment concerns/issues * Serves as a mediator for workplace conflicts, grievances, disciplinary actions, and performance reviews * Participates in employee disciplinary process including investigation and meeting with employee for corrective actions including verbal and written warnings, performance improvement plans, and terminations * Monitors USG Ethics dashboard and assigns GHC reported concerns to appropriate persons to complete ethics complaint(s) * Serves as project lead for the annual USG Ethics week (usually in November) * Supports Ethics initiatives year round POLICY & COMPLIANCE * Communicates USG and GHC policies and ensures the institution adheres to policies * Maintains compliance with federal, state, and local employment laws and regulations, recommends best practices, and reviews institution policies and practices to maintain compliance TRAINING & DEVELOPMENT * Assists with development and delivery of training programs to develop job skills for new and existing employees * Monitors completion of required USG and GHC training for compliance e.g. Ethics, Title IX, safety, etc. GENERAL ADMINISTRATIVE DUTIES * Maintains records and uses HR data to assist the workforce planning and other strategies * Utilizes resources to remain current on all areas of federal, state and USG policies, regulations, and laws * Participates as HR team member on various projects * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in Human Resources, talent management, and employment law * Performs other duties as assigned Required Qualifications * Bachelor's degree in Human Resources, Business Administration, or a related field is required * At least one (1) year of Human Resources management experience * Possession of or ability to readily obtain a valid driver's license for the type of vehicle or equipment operated Proposed Salary Commensurate with experience Required Documents to Attach * Cover Letter * Resume * Unofficial Transcripts Knowledge, Skills, & Abilities * Excellent client relations skills and the ability to interact with all levels of staff and faculty * Knowledge of benefit and compensation administration, talent acquisition and development, performance management and learning and development; specialist expertise in one or more of these areas * Considerable knowledge of Human Resource principles and best practices * Thorough understanding of employment laws * Effective interpersonal, negotiation, and conflict resolution abilities * Proficiency in Microsoft Office and HRIS systems and payroll platforms * Strong verbal and written communication skills * Analytical thinking and problem-solving capabilities * Ability to maintain confidentiality and act with professionalism * Excellent organization and time management skills for handling sensitive matters * Ability to multitask * Strong problem-solving skills Apply Before Date Applications will be accepted until filled. Contact Information For more information or questions about a job posting, please contact Human Resources by email at ******************. For technical support, please contact the Shared Services Center at ************** or *********************. USG Core Values The University System of Georgia is comprised of our 26 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at ************************************************************************** Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at ************************************************ Conditions of Employment Offers of employment are contingent upon completion of a background investigation including a criminal background check demonstrating your eligibility for employment with Georgia Highlands College, as determined by Georgia Highlands College in its sole discretion, confirmation of the credentials and employment history reflected in your application materials and, if applicable, a satisfactory credit check. Offers are made expressly subject to the applicable federal and state laws, to the statutes, rules and regulations of this institution and to the Bylaws and Policies of the Board of Regents (BOR) of the University System of Georgia (USG), which are available for your inspection upon request. Equal Employment Opportunity Georgia Highlands College 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.

The Company: Our client is not just a leading mechanical contractor in Carrollton; they are the architects of innovation and excellence in the construction industry. Their success is anchored in the talent and dedication of their team, and we are seeking a visionary Strategic HR Manager to join their ranks and elevate their workforce strategy to new heights. The Opportunity: Are you a forward-thinking HR leader with a passion for shaping organizational success? As our Strategic HR Manager, you will play a pivotal role in crafting and executing long-term HR strategies that align seamlessly with our client's ambitious goals. This is your opportunity to make a transformative impact by cultivating a culture of excellence and innovation. Key Responsibilities: Proactive Leadership: Envision future growth and organizational needs, driving strategic hiring and talent management initiatives that propel us forward. Collaborative Partnership: Work hand-in-hand with leaders and stakeholders to ensure we have the right talent in the right roles, fostering a cohesive and high-performing team. Innovative Problem-Solving: Tackle complex workforce challenges head-on, from resolving interdepartmental conflicts to enhancing talent retention strategies. Data-Driven Insights: Leverage HR metrics and analytics to inform strategic decisions, uncovering opportunities for continuous improvement. Strategic HR Management Includes: Mastering talent management and workforce planning Designing impactful learning and development programs Implementing robust performance management systems Crafting employee engagement initiatives that resonate What You'll Achieve: Cultivate a thriving culture of excellence and innovation that inspires our team. Enhance our organizational resilience and competitive edge in the marketplace. Significantly reduce turnover rates while elevating employee satisfaction and engagement. Why Join? Our client celebrates the contributions of their team and is deeply committed to your professional growth and development. If you are ready to elevate your HR career and make a lasting impact in our organization, we invite you to connect with us! Apply Now: Please apply here or contact us ************************** for a confidential conversation. This is an opportunity to be a driving force in shaping a brighter future through strategic HR leadership! #HRLeadership #StrategicHR #JoinOurVision #ConstructionExecs #ConstructionExecutiveCareers

Job Description Together We Build - Partnership, Innovation, Excellence, and Safety At Kelso Industries, 3,500+ employees across 30 companies work together to deliver exceptional HVAC, mechanical, plumbing, refrigeration, and electrical solutions nationwide. Join us to grow your career, make an impact, and be part of a team where innovation, excellence, and safety come first. Recruiter Notice: We respectfully ask external recruiters and staffing agencies not to submit candidates. We only accept direct applications. Mullins Mechanical is a leader in industrial and large commercial mechanical, plumbing, and HVAC construction projects across manufacturing facilities, automotive plants, chemical processing sites, data centers, warehouses, and other large industrial environments. As a self-performing specialty contractor, we deliver excellence in design-build solutions, process and utility piping, HVAC systems, plumbing, equipment installation and rigging, metal fabrication, plant maintenance, and relocation. As our organization continues to grow, we are evolving our Human Resources function to better support scaling operations, talent development, and organizational culture. We are seeking an experienced and forward-thinking Human Resources Manager who will serve as a strategic business partner to leadership, provide guidance through complex employee matters, and lead the continued development of HR processes, people, and systems. This role will lead the HR team and play a critical role in shaping the employee experience, strengthening organizational capability, and supporting our leaders. Key Responsibilities Strategic HR Leadership Partner with executive and operational leadership to align HR programs, workforce planning, and talent strategies with business goals. Lead and develop the HR team, ensuring effectiveness, service delivery, and continued professional growth. Analyze HR metrics, turnover data, market trends, and workforce planning needs to drive decision-making and improvements. Talent Development & Culture Build and manage scalable performance management, career development, mentorship, and leadership development programs. Foster a culture rooted in accountability, safety, teamwork, and professional growth. Oversee employee engagement strategies including recognition programs, communication practices, and organizational development initiatives. Employee Relations Serve as the primary resource for complex employee relations issues, investigations, conflict resolution, disciplinary actions, and performance challenges. Provide coaching and HR advisory support to supervisors and management to build leadership capability. Ensure fair, consistent, and legally compliant employment practices across the organization. Compliance & HR Operations Ensure compliance with all federal, state, and local employment laws including ADA, FMLA, FLSA, I-9, EEO, COBRA, USERRA, workers' compensation, and other regulatory requirements.. Lead HRIS optimization, process improvement initiatives, and digitalization strategies to enhance efficiency. Additional Oversight Support payroll and workers' compensation processes as needed. Oversee annual employee communications, open enrollment, policy updates, and employee-facing programs and events. Qualifications: 5+ years of progressive HR experience, including people leadership and strategic partnership responsibilities; experience in construction, industrial, or manufacturing environment strongly preferred. Bachelor's degree in HR, Business Administration, or a related field required; advanced degree preferred. HR certification (PHR, SHRM-CP or above) strongly preferred. Demonstrated success building HR processes, systems, and programs in a growing or evolving organization. Strong expertise in employee relations, leadership coaching, organizational development, and compliance. Working knowledge of HRIS software; experience with ADP preferred. Excellent communication, influence, and relationship-building skills at all levels of the organization. Highly organized, action-oriented, and capable of balancing both strategy and execution. Ability to manage confidential information with sound judgment and professionalism. Occasional travel to job sites or regional offices as needed. Work Location: Mullins Mechanical office located in Carrollton, Georgia. Salary: Compensation commensurate with experience. Why Join Kelso Industries? Join us and be part of a team dedicated to creating efficient, sustainable, and high-performance environments that make a lasting impact across the industrial, commercial, and institutional sectors. Here you will experience: Growth Opportunities: Develop new skills, take on exciting challenges, and advance your career in meaningful ways. Company Culture: You'll thrive in an environment that supports your growth, values your contributions, and makes work fulfilling and enjoyable. Impact: Your work directly contributes to meaningful outcomes, allowing you to see the difference you make and feel a sense of purpose every day. Competitive Compensation & Benefits: You'll be rewarded fairly for your contributions while enjoying perks that enhance your financial security, health, and overall well-being. Kelso Industries celebrates diversity and is committed to creating an inclusive environment for all employees. We do not discriminate in any aspect of employment based on race, color, religion, national origin, ancestry, gender, sexual orientation, gender identity and/or expression, age, veteran status, disability, or any other characteristic protected by federal, state, or local employment discrimination laws where Kelso does business