Director of human resources jobs in Roswell, GA

Benefits Manager (HR Benefits + Leave Administration) QUIKRETE, a leading producer of packaged products, is seeking a full-time, on-site Benefits Manager as part of our HR team. The ideal candidate will have a strong background in managing benefits programs within the manufacturing sector. This role will be responsible for overseeing the administration, communication, and compliance of our benefits and leave programs, ensuring they meet the needs of our diverse workforce. This is a functional manager role, managing processes and escalation. This is not a people manager role. Key Responsibilities: Ensure compliance with ERISA, ACA, HIPAA, COBRA, and other regulations Auditing of benefits and file feeds for data accuracy Manage file feeds to HR systems Vendor management Escalation management from benefit coordinators, requires strong customer service Liaison between employee and manager, HR, and vendors Ensures the accuracy of all benefits enrollments in the HRIS to provide vendors with accurate eligibility information. Monitor benefit plan utilization, analyze trends, and provide actionable recommendations Manage leave of absence programs (FMLA, STD/LTD, etc.) and ADA accommodations in coordination with HR partners Serve as the subject matter expert for all employee benefit questions and escalations Assists with open enrollment process, including, communications development and distribution, OE system testing, and educational webinars. Oversee all aspects of health, welfare, retirement, and wellness programs Lead open enrollment and partner with vendors, brokers, and internal teams Review and approve vendor invoices Other duties as assigned. Qualifications: Bachelor's degree in Human Resources, Business, or a related discipline 5+ years of benefits administration experience Deep understanding of benefit regulations and compliance requirements including leave requirements and other legal protections afforded by the FMLA, ADA, and other applicable leave laws Strong analytical skills and attention to detail in plan analysis and reporting Excellent communication, vendor management, and project coordination skills Excellent analytical and problem-solving skills Excellent organizational skills and attention to detail Proficient in Microsoft Office software, especially Excel Strong customer service and empathy About us: Founded in 1940 in Columbus, Ohio, The QUIKRETE Companies is the largest manufacturer of packaged concrete and cement mixes in North America, and an innovative leader in the building and home improvement industries. In addition, QUIKRETE offers related products through numerous wholly-owned subsidiaries and operates around 250 facilities in the U.S. alone, allowing for unsurpassed distribution and product depth. Technical centers across the QUIKRETE network also ensure that professionals and DIY consumers alike are provided with the most innovative and highest quality products available on the market. As a family-owned company with 81 years in business, we offer stability. We're investing in new businesses and technologies to ensure sustainable growth for years to come. We offer competitive compensation, Medical, Dental, Vision, HSA, FSA, Supplemental Life and Basic life Insurance, employees discounts, great work environment and an amazing team! Physical Requirements: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at a time.

Lead the Human Resources function for a new U.S. manufacturing site. Build HR infrastructure from the ground up, align global practices to local regulations and culture, and create a high-performance, people-first workplace. Partner closely with plant leadership to drive workforce planning, talent acquisition, employee relations, learning and development, and total rewards-ensuring operational excellence, audit readiness, and strong community relations. RESPONSIBILITIES • Own the unit workforce plan and annual HR budget; monitor spend across hiring, development, engagement, and rewards. • Stand up end-to-end HR operations for a greenfield site: recruiting, onboarding, performance, learning & development, transfers, exits, and benefits administration. • Partner with site leadership to align HR delivery with production, quality, safety, and growth goals; meet agreed SLAs. • Establish positive employee and labor relations; manage grievances, investigations, and (if applicable) union engagement and wage discussions. • Ensure compliance with local, state, and federal employment laws; support customer, regulatory, and third-party audits. • Localize global policies and HR technology; tailor unit-specific HR strategies with plant leaders. • Build relationships with local authorities, community stakeholders, and external partners such as legal, training, and audit firms. • Track HR metrics and dashboards; coach the HR team for accuracy, timeliness, and service quality. • Champion a customer-centric, performance-driven culture with ongoing feedback and recognition. QUALIFICATIONS • Post-graduate degree in Human Resources or related field. • 7-8+ years of progressive HR experience, including business-partner or unit-lead responsibility. • Broad expertise across workforce planning, talent management, employee relations, engagement, organizational development, compensation and benefits, learning & development, and HR operations. • Proven experience building HR capability in manufacturing or multi-shift environments; greenfield start-up exposure preferred. • Strong compliance orientation; experienced with audits and localizing global HR frameworks. • Effective influencer and collaborator with leadership and cross-functional teams. • Analytical, data-driven, and skilled in judgment, discretion, and problem-solving.

Welcome to Warner Bros. Discovery… the stuff dreams are made of. Who We Are… When we say, “the stuff dreams are made of,” we're not just referring to the world of wizards, dragons and superheroes, or even to the wonders of Planet Earth. Behind WBD's vast portfolio of iconic content and beloved brands, are the storytellers bringing our characters to life, the creators bringing them to your living rooms and the dreamers creating what's next… From brilliant creatives, to technology trailblazers, across the globe, WBD offers career defining opportunities, thoughtfully curated benefits, and the tools to explore and grow into your best selves. Here you are supported, here you are celebrated, here you can thrive. Your New Role The Director, Legal, Employment role will serve as a key member of the corporate Employment Legal team supporting the Company's News & Sports business divisions. This role will be advising the Company's management, human resources (People & Culture) and talent negotiations business partners on all employment-related legal matters within News & Sports; overseeing and collaborating with talent business executives, paralegals and other administrative staff on the drafting and advising on employment and talent contracts within News & Sports; and representing the Company on employment litigation matters in partnership with outside counsel and internal litigation counsel when required. Your Role Accountabilities Advise management, People & Culture (P&C), and talent business partners on employment law issues, including restructurings, performance management, policies and procedures interpretation, worker classification, accommodations, wage‑and‑hour, discrimination, harassment and retaliation Oversee and collaborate with the senior employment paralegal role in the drafting and advising of employment and talent contracts for News & Sports Represent the Company on employment litigation matters in partnership with outside counsel and other Company counsel Support and advise on internal investigations of employment‑related and other types of complaints Qualifications & Experience JD from an accredited law school. Admission to Georgia or New York State Bar in good standing; or willingness and qualification to be Registered In‑House Counsel in New York Minimum 8+ years of experience advising on employment law matters, drafting and advising on employment and talent agreements and handling employment litigation cases (both in‑house and at a law firm) Experience in the entertainment industry and within a high‑speed news environment preferred Strong legal knowledge and skills as well as superior critical thinking, analytical, negotiating, drafting, and problem‑solving skills Ability to explain legal concepts, build consensus, think creatively and productively collaborate with stakeholders and clients to address business needs Self‑starter, highly motivated, and able and willing to prioritize work and to effectively address urgent requests from executives and other legal counsel Additional Information On June 9, 2025, Warner Bros. Discovery announced plans to separate into two publicly traded companies, Warner Bros. and Discovery Global, with an expected completion in mid‑2026. For more details, including leadership appointments and information on individual brands, visit our newsroom here ******************************************************************************************************************* Although you will be hired by Warner Bros. Discovery, upon the planned separation in 2026, your employment likely will transition to Discovery Global. During this period of transformation, you'll have an exciting opportunity to lay the foundation at one of the world's premier entertainment brands. How We Get Things Done… This last bit is probably the most important! Here at WBD, our guiding principles are the core values by which we operate and are central to how we get things done. You can find them at ******************************* along with some insights from the team on what they mean and how they show up in their day to day. We hope they resonate with you and look forward to discussing them during your interview. Championing Inclusion at WBD Warner Bros. Discovery embraces the opportunity to build a workforce that reflects a wide array of perspectives, backgrounds and experiences. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law. If you're a qualified candidate with a disability and you require adjustments or accommodations during the job application and/or recruitment process, visit our accessibility page *********************************************** for instructions to submit your request. In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of Warner Bros. Discovery's total compensation package for employees. Pay Range: $154,070.00 - $286,130.00 salary per year. Other rewards may include annual bonuses, short‑ and long‑term incentives, and program‑specific awards. In addition, Warner Bros. Discovery provides a variety of benefits to employees, including health insurance coverage, an employee wellness program, life and disability insurance, a retirement savings plan, paid holidays and sick time and vacation. #J-18808-Ljbffr

HR Manager - Hybrid | Marietta, GA Monday-Friday, 8:00 AM - 5:00 PM 3 days in office 2 days remote Blue Harlan is proud to partner with a respected wholesale and distribution company in Smyrna, GA seeking an experienced HR Manager to oversee and strengthen the company's human resources function. This role is ideal for a people-centered leader who brings both strategic insight and hands-on experience in employee relations, compliance, and policy development. The successful candidate will be a trusted advisor to leadership, a resource for employees, and a champion of a positive workplace culture. Key Responsibilities: Lead employee relations efforts by providing guidance, coaching, and support to managers and employees Develop, update, and communicate HR policies and procedures in collaboration with leadership and legal counsel Ensure compliance with federal, state, and local employment laws and company standards Partner with leadership on performance management, corrective action, and workforce planning Conduct and oversee internal investigations with professionalism, fairness, and discretion Provide mentorship and direction to HR team members, promoting efficiency and service excellence Support initiatives that enhance engagement, communication, and employee experience Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification (PHR/SPHR/SHRM) a plus 7+ years of progressive HR experience, including at least 3 years in a management or leadership capacity Strong background in employee relations and policy development Thorough understanding of employment law and HR best practices Proven ability to build strong relationships, exercise sound judgment, and maintain confidentiality Exceptional communication and leadership skills This is a hybrid position based in Smyrna, GA with a Monday-Friday schedule (8:00 AM - 5:00 PM). The company offers a collaborative, people-first culture that values professionalism, integrity, and teamwork. Excellent benefits and an engaging culture!

Global manufacturing company is actively seeking a HR Business Partner - Transformation Project experience MUST to join their team near Duluth, GA. Responsibilities of HR Business Partner - Transformation Project experience MUST Oversee HR department including budget, schedule, staffing, operation goals, etc. Develop HR operations (US and Canada) - Human Resources programs for employees, and manage compliance with labor laws Conduct HR - Human Resources meetings on how to implement new initiatives Oversee scheduling and conducting interviews with applicants Make hiring decisions after completion of interviews and reviews of candidates Create new on-boarding programs to implement for new hires Responsible for employee communication, disciplinary meetings, terminations, and investigations Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance Responsible for consulting legal professionals if necessary Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law Oversee payroll processing, vacation, attendance, FMLA, workers compensation, etc. Oversee all the activities of the HR - Human Resources Department including employee communications, disciplines, Perform other duties as assigned Qualifications of HR Business Partner - Transformation Project experience MUST 7+ years' experience in Human Resources preferably in Manufacturing setting Bachelor's degree in Human Resources, Operations Management, or related field Existing knowledge of labor laws and managing HR functions Strong leadership skills in team environment and skills to bring positive atmosphere to the team Ability to be flexible to work effectively with wide variety of people and to work responsibly and effectively in a multicultural environment Excellent communication (Speaking, Writing, Reading, Listening) and presentation skills Must have valid driver's license with clean driving record Able to travel up to 20% domestic & international Ability to multi-task and perform duties time efficiently Team-worker, Detail-oriented, Responsible, Punctual, Self-motivated Proficient in Microsoft Office suite Activ8 Recruitment & Solutions / Renaissance Resources Inc. has been a trusted leader in North American recruiting for Japanese businesses for over 25 years. We specialize in connecting top talent with companies in the Automotive, Electronics, Food & Beverage, Logistics, Manufacturing, Oil & Gas, Banking & Finance, and Entertainment industries. Our client-focused approach ensures that we understand your unique needs, whether you're a company seeking skilled professionals or a candidate looking for the right career opportunity. By working closely with each individual, we provide tailored solutions that drive success. We screen ALL Candidates to verify the validity of each applicant's provided information. Upon submitting your resume, we will contact only those candidates that we deem qualified for our client. If we do not contact you, we do not see the fit for the position. If we are unable to reach you in a reasonable timeframe, you will be eliminated from the pool of potential candidates. We prioritize direct applicants; third-party resumes may not be reviewed.

Build your Career withan Industry Leader As the global leader of premium labels, MCC helps brands stand out in competitive markets and inspire positive consumer experiences. Backed by over a century of printing experience, MCC is focused on the future by developing consumer-driven innovations and sustainable packaging solutions. Working for our team, you can truly make a difference. We are seeking a forward-thinking Strategic HR Manager Business Partner to lead and support transformative HR initiatives at our facility located in Dawsonville, GA. This high-impact role will serve as a trusted advisor to senior plant leaders, driving organizational effectiveness, talent strategies, and cultural transformation. As a key member of our HR leadership team, you will champion MCC's True Colors-Accountability, Drive for Results, Customer Focus, Innovation, and Team Player-by aligning people strategies with business goals and fostering a high-performance, inclusive culture. Why work at MCC: Compensation: up to $120,000 annually, dependent upon experience Generous benefits package including medical, dental, vision, disability, life insurance and 401(k) Paid Holidays: New Years, Memorial Day, Fourth of July, Labor Day, Thanksgiving, Day after Thanksgiving, Christmas Eve, Christmas Day, plus two floating Holidays Responsibilities: Tactical Functions: Responsible for day-to-day HR operations including payroll processing, attendance and timekeeping management, coordination of new hire orientation and onboarding activities, supporting staffing efforts and ensuring compliance with company policies. Strategic Partnership: Serve as a trusted advisor to senior leaders, aligning HR strategies with business priorities to drive transformation and sustainable engagement. Organizational Design & Talent Strategy: Lead efforts in workforce planning, capability development, and succession planning to build resilient and future-ready teams. Change Leadership: Provide HR leadership for integrations, global expansion, and organizational change, fostering adaptability and innovation. Collaborative Solutions: Partner with HR Centers of Excellence (COEs) to deliver scalable, inclusive, and data-informed solutions across employee relations, talent acquisition, compensation, benefits, and operations. Culture & Engagement: Champion a culture of accountability, inclusion, and continuous improvement, supporting MCC's commitment to health, inclusion, and well-being. Data-Driven Impact: Use analytics to inform decisions, measure outcomes, and continuously refine HR strategies. Leadership Development: Coach and guide leaders through complex challenges, enabling them to lead with integrity, empathy, and purpose. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree or HR certification (e.g., SHRM-CP, PHR) preferred. 10+ years of progressive HR experience, with a strong track record as a strategic HRBP or HR leader. Proven knowledge of HR principles, practices, employment laws and regulations. Experience supporting talent strategies and organizational transformation. Strong business acumen with the ability to connect HR strategy to operational and financial outcomes. Proven ability to lead through ambiguity and drive change in fast-paced environments. Expertise in organizational development, change management, and talent strategy. Exceptional communication, coaching, and relationship-building skills. Proficiency in using HR data and analytics to inform strategy and track results. Proficient with Microsoft Office Suite or related software. Commitment to MCC's True Colors of Accountability, Drive for Results, Customer Focus, Innovation and Team Player. #DAWIND#LI-SD1 For over a century, Multi-Color Corporation (MCC) has crafted premium labels for the world's most iconic and recognizable brands. Our labels elevate emotional connections with consumers and help brands stand out in competitive markets. Honoring our rich history as a market leader, we focus on the future by developing sustainable packaging solutions and consumer-driven innovations. MCC combines global reach with the personalized touch of local service through our network of facilities across 25+ countries. More than 12,000 teammates come together to make our industry-leading work possible and bring our True Colors to life. Join us at MCC, where every product is Labeled with Care. Learn more at ***************** If you need assistance or an accommodation in applying, please contact our Human Resources Department at ...@mcclabel.com. Multi-Color is committed to providing equal employment opportunities and prohibits discrimination based on race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic under applicable law.

The Senior Human Resources Manager is responsible for the planning and execution of human resource activities within their assigned locations. Works closely with District Managers, Senior Store Managers, Store Managers and Fulfillment Center location leaders. Functions as a broad-based Human Resource Generalist to lead and consult Operations on the development and implementation of HR strategies. Drives engagement, talent development and Human Resources strategies for new and existing locations as assigned. Provides support to the Director of Human Resources to ensure compliance with federal, state and local laws. Ensures alignment and consistency of policies and programs with Duluth's mission, values and leadership principles. Position Details: Work Environment: At Duluth Trading Company, we value face-to-face interactions that foster our culture of learning, creativity, and teamwork. The role is based onsite at our Fulfillment Center in Adairsville, GA. What You'll Do: Support and create talent strategies for assigned retail and fulfillment center locations. This includes talent acquisition, retention, engagement, employee relations, talent development, and HR compliance Oversee new store opening execution as it relates to recruiting plans, staffing models, and managing hiring and onboarding process. Ensure all stores are staffed, trained and ready for scheduled openings Manages employee relations issues and investigations. Partners with the Director of Human Resources and business partners in employment matters to resolve and create solutions that foster a safe and positive work environment. Provides a safe and objective open door for all team members to discuss issues and concerns they may have Assess training needs for assigned locations such as interviewing, hiring, terminations, performance reviews, safety, and anti-harassment. In partnership with the Director of Human Resources, conducts regular gap analysis assessments to determine continuing education needs for employees and field leaders Supports succession planning for assigned locations in an effort to grow the talent pipeline for the future Provides the Director and SVP of Human Resources with regular updates on trends and issues to ensure timely proactive resolutions Partners with outside resources (legal, community partners, and agencies) Other duties as assigned by leadership Participates in proactive team efforts to achieve departmental and company goals Adopt the organization's values in personal work behaviors, decision making, contributions, and interpersonal interactions Contribute to a positive work environment by demonstrating cultural expectations and influencing others to reward performance and value "can do" people, accountability, flexibility, continuous improvement, collaboration, creativity, and fun What We're Looking For: Bachelor's Degree in Bachelor's Degree in Business Administration, Human Resources - Equivalent work experience will be considered 8+ years of experience in a similar role, Retail experience preferred 7+ years of management experience directs and controls the activities of one or more sub-departments and is accountable for staffing decisions Experience and knowledge with applying state and federal laws associated with Human Resources Unwavering integrity and confidentiality with employee and company information Strong critical thinking & analytical skills and a proven track record of identifying and executing strategies that have helped elevate the performance of a business Exceptional interpersonal and written communication skills High level of skill with Microsoft Excel, PowerPoint Word Management of multiple stores/locations Ability to travel up to 50% Authorization to work in the United States without sponsorship Duluth Headquarters Benefits and Perks Our pursuit of a better way isn't just about our products-it's about our people too. That's why our Dam Good Crew enjoys a comprehensive benefits package, designed to support their well-being and success. Multiple Medical plan options Dental & Vision plans Medical and Dependent Care Flexible Spending Accounts Health Savings Account including company contributions Company paid Life Insurance and AD&D Company paid Short-Term Disability Other various voluntary benefits including: Accident, Critical Illness, Hospital Indemnity, Long-Term Disability and Supplemental Life Insurance 401(k) Employer Match Employee Stock Purchase Plan to purchase Duluth Trading Co. stock at a discount Parental Leave Paid holidays: New Year's Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day Paid Time Off: take it as you need it policy for exempt employees Daily pay available 40% Employee Discount Position Compensation Outline Compensation Range: $95,000 - $115,000/year This position is eligible to participate in the company bonus program. Compensation listed is for the full-time position at this specific location and is based on several factors, including experience, and qualifications. Benefits and perks may have eligibility requirements and are subject to change. #LIONSITE The responsibilities outlined in this position description are a guideline for the general duties of the position and are not exhaustive of all duties inherent in the job. Duluth Trading Company is an Equal Opportunity Employer. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions. About Duluth Trading Company: Started in 1989, Duluth Trading Company exists to enable hard-working individuals to take on life with their own two hands. Folks that revel in doing it the hard way and celebrate finding a better way. We seek talented individuals who share these beliefs and are excited to further the Duluth Trading legacy with a digital-first mindset, always moving forward and always innovating. From ingenious Duluth workwear, to comfortably capable Buck Naked Underwear, to outside-embracing AKHG, it's all about the innovative gear and gadgets that equip customers for a more hands-on way of life. Top-notch quality, immersive storytelling, outstanding customer service, and the shared belief that the go-all-in-and-dig-deep spirit exists with everyone are what sets Duluth Trading Co. apart. We seek talented folks looking to be part of a can-do team that's hellbent on helping the world to gear up, get its hands dirty, and do.

Position: Unifi seeks an experienced labor relations professional to join its growing legal team to provide collective-bargaining and general labor relations guidance and assistance to Unifi's operators and professionals throughout the country. The position is part of the Legal Department and reports directly to the Associate General Counsel, Labor & Employment, but the position will interact frequently with members of the Human Resources and Finance Departments. The position will also collaborate with multiple operational leaders on strategic labor matters. The position must use knowledge, experience, and skills in labor relations to address and resolve highly complex issues in accordance with Unifi's policies and labor relations mission. The position requires excellent analytical skills, written and oral communication skills, and the ability to effectively interface with internal and external stakeholders and clients. Building and maintaining strong professional relationships with union personnel is a must. The Unifi team administers approximately 45 labor agreements covering 12,000 employees across the country for Unifi and its affiliated entities. Responsibilities Lead collective bargaining agreement (CBA) negotiations and develop comprehensive labor strategies that align with business objectives and company strategy. Strategic and thorough preparation for bargaining, including establishing bargaining goals and objectives, and identifying the issues to be covered, the anticipated points of concern, the language goals and parameters, required decision-making authority, and the balance between management rights and employee rights. Contribute to the development of model contract language that can be included in labor agreements. Work independently with local management to ensure that negotiation objectives comply with strategic goals and applicable laws and regulations. Apply advanced understanding of labor relations concepts to pursue Unifi's objectives and long-range strategy during informal negotiations and at the bargaining table. Assist with contract implementation following execution of negotiated agreement and other approved policy changes as necessary. Provide expert policy and contract guidance to Company representatives to ensure local compliance with strategic goals set forth in policies and as achieved through contract negotiations. Interpret, administer, and ensure compliance with highly complex collective bargaining agreements, providing guidance to site leaders and HR professionals on contract provisions, policies, and procedures. Advise Unifi managers and HR professionals on labor relations implications relating to complex individual and company-wide issues and courses of action. Prepare and deliver training to ensure positive employee relations at non-union locations, reinforcing Company values and best practices. Obtain working understanding of commitments made at the bargaining table in the achievement of strategic objectives and incorporate into training materials and compliance analysis. Provide guidance and support to site leaders during periods of potential union organizing, ensuring full compliance with the National Labor Relations Act (NLRA). Manage grievance and arbitration proceedings to ensure resolution and alignment with Company standards and labor agreements. Establish and maintain on-going rapport with union leadership to understand contract application concerns and ensure early resolution when possible. Comprehend union strategic objectives and work with unions to determine possible harmonization into Unifi strategies. Work in a highly collaborative manner with diverse client groups across the Company, external contacts, and members of Unifi management at all levels on various issues. Advise Unifi colleagues on requests for information and other projects and topics. Initiate appropriate action and coordination to resolve significant, escalated, or exceptional policy issues. Promote internal and external organizational teamwork using collaborative problem-solving skills. Provide clear and timely implementation of documents for represented employees that meet the operational needs of the Company. Lead and/or participate on teams to address issues as appropriate. Develop and maintain familiarity with market and HR trends and recommend changes to policies and programs. Work with the HR team and internal/external counsel, assisting in all labor relations activity. Qualifications & Skills 5+ years of labor relations/union experience Advanced knowledge of the Railway Labor Act (RLA) and National Labor Relations Act (NLRA), as well as the principles and techniques of labor negotiations Excellent written and oral communication skills that will be reflected in contract negotiations, contract drafting, management training, responding to union information requests, and union grievances. Advanced understanding of the collective bargaining process and collective bargaining agreement administration, including but not limited to grievance and arbitration, and negotiations. The ability to work independently and with minimal supervision on multiple projects at one time. Must be able to advise, lead, and collaborate with company stakeholders, internal and external attorneys, and union contacts to develop and execute agreements. What We Offer Competitive compensation and benefits package, including 401k matching and flight benefits with Delta Air Lines. Opportunity to play a central role in shaping the labor relations function of a fast-growing, industry-leading aviation services company. Collaborative and mission-driven corporate culture.

Job DescriptionEssential Duties and Responsibilities: Provide support to an organization of 140 employees+ using knowledge of talent acquisition, compensation, benefits, and employee relations Support Mud Pie's corporate and warehouse employees with general human resources questions related to, but not inclusive of, payroll, compensation, policies and benefits Work alongside leadership teams, to provide insightful problem-solving, hands-on guidance, and direct support for employee/personnel matters Act as a liaison between employees and management to promote open communication, engagement and a positive work environment Lead employee engagement initiatives and company-wide events that strengthen culture and retention Process bi-weekly payroll Oversee FMLA, short-term and long-term disability, worker's comp, etc. Oversee the full recruitment lifecycle, including job postings, resume screening, interviews, candidate selection, and onboarding for both corporate and warehouse roles Attend local university career fairs annually to attract top talent Work alongside leadership on effective performance management, feedback and corrective actions Oversee offboarding, including separation conversations, exit interviews, system access removal, benefit terminations, etc. Administer employee benefit programs, including health, 401(k), disability, and leave; manage annual openenrollment and qualifying life event changes Conducting regular audits of payroll, benefits, and other HR programs/policies, and recommending corrective actions and documenting SOPs Manage accurate and confidential HR records, files, systems Partner with multiple external vendors Assist third party IT vendor with onsite troubleshooting, etc. Manage and develop HR Assistant & Office Manager, leading by example Other ad hoc tasks and projects as assigned Requirements: Bachelor's degree in Human Resources, Business Administration, or related field 5+ years of Human Resources experience preferred Proven ability to build relationships influence at all levels, and manage multiple priorities in a dynamic environment Exceptional communication, problem solving, and organizational skills Ability to maintain flexibility and a positive attitude under pressure and in ambiguous situations Knowledge of regulatory and legal requirements Proficient in Microsoft Office (Word, Excel, PowerPoint) Proficiency with Human Capital Management systems (experience with Paycom is a plus) Ability to maintain confidentiality of sensitive personal, corporate and financial information at all times Self-directs and works independently with minimal supervision Powered by JazzHR vY3uJ3LMc7

Salary Range: $185,000+ Pay Grade: 33 FLSA Status: Exempt Purpose of Classification: The purpose of this classification is to plan, organize, direct, manage, administer and evaluate the countywide human resource-related function. Essential Functions: The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Manages, directs, and evaluates assigned staff; oversees employee work schedules to ensure adequate coverage and control; approves/processes employee concerns and problems and counsels or disciplines as appropriate; ensures that department works effectively within budget allocation; assists with or completes employee performance appraisals; directs work; acts as a liaison between employees and County administrators and elected officials; and trains staff in operations, policies, and procedures. Organizes, prioritizes, and assigns work; prioritizes and schedules work activities in order to meet objectives; ensures subordinates have proper resources needed to complete the assigned work; monitors status of work in progress and inspects completed work; collaborates with assigned staff to assist with complex situations and provides technical expertise; submits progress and activity reports to County administrators and elected officials. Oversees and directs the administration of countywide human resource function; develops and communicates new policies and revises existing policies, and procedures to be effective, transparent, and legally defensible; ensures fair and consistent application of policies, procedures and practices; advises Chief Executive Officer, Chief Operating Officer, Board of Commissioners, and department/agency heads regarding human resource practices and issues; conducts internal investigations; and resolves and recommends solutions to sensitive human resources issues. Develops short- and long-term goals, plans, and objectives for the department; researches and assesses current and future human resource needs to support the department's strategic plan as assigned; and makes appropriate recommendations. Ensures compliance with all personnel laws and ordinances; assimilates and disseminates information on changes in laws and regulations; analyzes impact of changes on County policies and procedures; creates and implements compliance processes or procedures; responds to internal and external requests for information regarding local, state and federal personnel laws and ordinances; and ensures human resource information systems meet operating, legal and compliance standards. Develops and implements guidelines for employee actions, such as hires, promotions, transfers and terminations, etc.; directs recruiting and selecting processes that attract top talent; prepares, analyzes and revises class specs; directs screenings, interviews, background and reference checks; makes hiring and firing decisions and recommendations, and maintains related documentation; and manages the performance review process. Directs and implements a total compensation program that includes salary and non-salary rewards and employee appreciation events to attract and retain top talent; oversees salary surveys and recommends measures to maintain competitive salary structure to the administration based on available resources; analyzes compensation trends; and directs performance evaluation program and revises as necessary; and pursues proactive measures to retain talent as resources are available. Directs, conducts and/or implements training programs to ensure compliance with regulations policies, or laws; orient new employees; increase employee effectiveness, and promote a culture of engagement/wellness, including physical and mental fitness to perform assigned job duties; facilitate employee communication, and other training; and employee rewards and recognition activities to communicate and reinforce County business strategies, operational and financial needs and incentivize employees to excellence; develops annual training calendar; and conducts and/or coordinates training events with outside vendors to encourage continuous job-related employee development at all levels in the County. Oversees administrative hearing process for employee adverse actions; implements decisions rendered by hearing officers; maintains hearing meeting minutes; develops appeal hearings calendar and performs related activities; and conducts prehearing conferences to determine case facts and mediate resolutions. Develops, implements, and administers department budget; monitors expenditures to comply with established budgetary parameters; and prepares and submits invoices. Attends various meetings, serves on committees, and makes presentations or speeches as needed; and represents the County in all personnel-related matters involving employee organizations. Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends and advances in the profession, professional affiliations, and attends workshops. Develops and evaluates performance metrics to align with strategic priorities, highlight potential problems and determine corrective actions, develop strategies, and incentivize staff performance; and coordinates with department managers and other County employees to discuss metrics data and formulate goals and priorities. Minimum Qualifications: Bachelor's degree Human Resources, Public Administration, or related field required (Master's degree preferred); twelve years of progressively responsible experience in human resource management, with five years of senior management experience for a comparably sized organization, or as a director for a smaller organization; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Specific License Certifications: One of the following certifications is required: PHR, SPHR, SHRM-CP, SHRM-SCP, PSHRA-CP, PSHRA-SCP or CCP (Certified Compensation Professional).

Acuity Inc. (NYSE: AYI) is a market-leading industrial technology company. We use technology to solve problems in spaces, light and more things to come. Through our two business segments, Acuity Brands Lighting (ABL) and Acuity Intelligent Spaces (AIS), we design, manufacture, and bring to market products and services that make a valuable difference in people's lives. We achieve growth through the development of innovative new products and services, including lighting, lighting controls, building management solutions, and an audio, video and control platform. We focus on customer outcomes and drive growth and productivity to increase market share and deliver superior returns. We look to aggressively deploy capital to grow the business and to enter attractive new verticals. Acuity Inc. is based in Atlanta, Georgia, with operations across North America, Europe and Asia. The Company is powered by approximately 13,000 dedicated and talented associates. Visit us at ****************** Work location: * This position may be based anywhere in the United States and includes travel as part of the responsibilities. Job Summary We are seeking a Director, Human Resources Business Partner (HRBP) to support our Supply Chain organization, with a focus on Distribution and Sourcing functions. Reporting to the Vice President of Human Resources, this role will serve as a trusted advisor to supply chain leaders, providing strategic HR partnership while also ensuring effective execution of people programs across a large, complex, and distributed workforce. The Director HRBP will bring deep labor relations expertise and a strong track record in hourly workforce development, ensuring that our distribution centers and sourcing teams have the talent, culture, and organizational effectiveness needed to deliver on business goals. This leader will manage and develop a Senior HR Manager who supports day-to-day HR needs, while personally driving talent strategies, workforce planning, and leadership capability. This is a hybrid role and candidates must be based in the Atlanta or Chicago market. Key Tasks & Responsibilities (Essential Functions) Strategic HR Partnership * Partner with senior supply chain leaders to align people strategy with business objectives in Distribution and Sourcing * Provide insights on workforce trends, labor dynamics, and organizational effectiveness to influence decision-making * Lead organizational design initiatives to optimize structures, roles, and capabilities for scale and efficiency Labor & Associate Relations (in partnership with ARLR COE) * Collaborate with the Associate & Labor Relations COE to shape and execute labor strategies, ensuring alignment with business needs * Influence leaders on employee relations approaches, escalation protocols, and proactive labor risk management * Build manager capability in handling employee relations and fostering a positive workplace culture Hourly Workforce Development * Drive initiatives to attract, retain, and develop hourly talent across distribution centers and sourcing functions * Partner with leaders to design career pathways, training programs, and engagement strategies tailored to frontline employees * Champion Workplace culture and engagement programs Talent & Leadership Development * Lead workforce planning, succession planning, and talent reviews for supply chain functions * Coach and leaders to build leadership capability and manager effectiveness to create a high-performance culture * Partner with HR Centers of Expertise (COEs) to deliver enterprise programs (performance management, talent strategies, total rewards, manager effectiveness, and associate development) in a way that is relevant to supply chain needs Team Leadership * Manage and develop a Senior HR Manager, ensuring strong execution of day-to-day HR support * Provide mentorship, guidance, and career development opportunities to build HR team capability Skills and Minimum Experience Required Qualifications: * Bachelor's degree required; advanced degree or HR certification preferred * Located in the Atlanta or Chicago area * 10+ years of progressive HR experience, with at least 5 years in a business partner or HR leadership role supporting supply chain, manufacturing, or distribution * Proven labor relations expertise, including union negotiations, associate relations, and compliance * Experience designing and executing hourly workforce development programs * Strong organizational design, workforce planning, and change management skills * Demonstrated ability to influence and coach leaders at multiple levels * Financial and business acumen with the ability to connect people strategy to operational outcomes * Excellent communication, relationship-building, and data-driven decision-making skills * Proficiency in Microsoft Office Suite and HRIS systems * This role will travel >20-30% The range for this position is $135,500.00 to $243,900.00. Placement within this range may vary, depending on the applicant's experience and geographic location. Acuity offers generous benefits including health care, dental coverage, vision plans, 401K benefits, and commissions/incentive compensation depending on the role. For a list of our benefits, click here. We value diversity and are an equal opportunity employer. All qualified applicants will be considered for employment without regards to race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, covered veteran status, protected genetic information, or any other characteristic protected by law. Please click here and here for more information. Accommodation for Applicants with Disabilities: As an equal opportunity employer, Acuity Inc. is committed to providing reasonable accommodations in its application process for qualified individuals with disabilities and disabled veterans. If you have difficulty using our online system due to a disability and need an accommodation, you may contact us at **************, select option 4. Please clearly indicate what type of accommodation you are requesting and for what requisition. Any unsolicited resumes sent to Acuity Inc. from a third party, such as an Agency recruiter, including unsolicited resumes sent to an Acuity Inc. mailing address, fax machine or email address, directly to Acuity Inc. employees, or to Acuity Inc. resume database will be considered Acuity Inc. property. Acuity Inc. will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Acuity Inc. will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor, but does not have the appropriate approvals to be engaged on a search. E-Verify Participation Poster e-verify.gov eeoc.gov Nearest Major Market: Atlanta Job Segment: Supply Chain, HR Manager, Human Resources Director, Labor Relations, Employee Relations, Operations, Human Resources

Job Description The Director of Organizational Culture and Human Resources (HRD), reporting directly to the CEO/Library Director, is a strategic leader responsible for driving the vision, direction, and execution of all Human Resources functions. This role involves developing and implementing comprehensive HR strategies, policies, and programs that align with organizational goals. The Director will lead key functions, including talent acquisition and development, benefits and compensation management, employee relations, compliance, and HR systems management, ensuring the HR department serves as a critical partner to the organization. Primary Duties and Responsibilities: Establish strategic plans, goals, and objectives for the HR department aligning with the organization's mission and goals. Oversee daily operations of the HR department and HR functions for the organization. Provide direct supervision for two positions: HR Generalist and Payroll Coordinator. Drive staff engagement efforts by designing and implementing initiatives that strengthens communication, build trust, and enhance a positive workplace culture. Direct professional development and training for organizational needs and growth. Lead, mentor, and empower the HR team to drive results, continuously develop skills, and foster a high-performing, cohesive unit. Partner with executive leadership to develop the organization's strategic and annual departmental work plans, ensuring alignment and integration with business needs. Serve as the primary compliance officer for HR-related matters, conducting thorough audits, investigating policy violations, and managing risk safety, and regulatory filings in accordance with all applicable laws and regulations. Create, implement, and enforce HR policies to ensure clarity, consistency, and compliance across the organization. Oversee the administration and optimization of employee benefits, including health and welfare plans, 403(b) plan management, and employee wellness programs; negotiate with brokers to secure competitive offerings. Meticulous management of HRIS systems, ensuring data integrity, efficient workflows, and successful implementation of new systems or upgrades. Own the end-to-end talent acquisition process, from workforce planning and recruitment to onboarding and retention strategies; develop and implement performance management frameworks to drive accountability and continuous improvement. Analyze, develop, and manage compensation programs to ensure competitive, equitable, and performance-driven compensation strategies. Educational/Training Requirements: Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field. 8 - 9 years of progressive HR experience, including 3 - 4 years in a supervisory or leadership capacity. Proven experience in strategic planning, organizational development, and HR policy implementation. Demonstrated ability to lead HR operations in a complex, dynamic environment. Strong knowledge of U.S. and Georgia employment laws, labor regulations, and compliance standards. Master's degree or professional HR certification (e.g., SHRM-SCP, SPHR). Experience: 8 - 9 years of progressive HR experience, including 3 - 4 years in a supervisory/ leadership. Experience working in academic libraries. Knowledge, Skills and Abilities: Excellent written and verbal communicator. Highly detail oriented and deadline driven. Ability to set priorities, embrace and drive change initiatives, and to use collaborative and inclusive leadership skills. Knowledge of current and emerging trends in HR, talent acquisition, workforce management, employee benefits, and payroll. Ability to effectively and responsibly manage resources and budgets. Awareness of emerging developments, trends, issues in higher education.

Who We Are At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. The Role The Director, HR Information Systems will provide operational excellence and strategic, proactive support of the delivery and execution of Kyndryl's HR technical strategy. This position will be leading or involved in managing complex, people-centered HR Transformation programs to include the transformation of Workday capabilities, Service Now enhancements and Payroll transformation. In this role, you will have the opportunity to participate in other work within the HR Transformation team's responsibility, including digital transformation, special projects, and employment-related programs. Additionally, you will have the opportunity to: * Lead a team of Product Owners and have individual accountability for Owning & communicating product vision for Workday, Service Now, and other HR Tools across the HR functional areas to define, recommend, prioritize, and implement solutions aligning to strategic goals. * Work closely with stakeholders and internal technology partners and include industry best practices to architect technology solutions needed to drive alignment of business needs and lead discussions to arrive at mutually agreeable solution options and integrations. * Establish project management discipline and governance processes to support initiatives end to end from project planning through testing to delivery to ensure a successful end-user experience for all new deployments and on-going maintenance of Workday and integrations. * Work with technical resources to maintain platform health and look for continuous improvement options, as well as assist with troubleshooting/resolution of escalated product issues. * Create and maintain product and release requirements backlog. Work with the global process owners to negotiate and prioritize enhancements rolled out to the organization as well as continue to monitor the security, efficiency and effectiveness of the Workday solution when compared to Kyndryl's strategic vision for operations, risk, controls, and security profile. * Build and maintain a strong working relationship with the HR Centers of Excellence leadership to which you are assigned and other business leaders. * Align business priorities and make trade-off decisions across multiple collaborator concerns. Balance priorities between strategic new development against ongoing production support. * Coordinate and lead testing efforts while contributing to the employee experience with end-user focus, collaboration, and transparency * Recognize available options and select the appropriate course of action for continuous improvement of solutions and delivery processes with the highest business value. Proactively identify, resolve, or bring up issues, concerns, and impediments to get the project developed with efficiency and maximum effectiveness * Act as the conduit between Technology and business partners to keep the project moving. * Provide final sign-off for projects. Serve as an escalation resource for Tier 2 & 3 issues. Your Future at Kyndryl Every position at Kyndryl offers a way forward to grow your career, from Junior Administrator to Architect. We have training and upskilling programs that you find anywhere else, including hands-on experience, learning opportunities, and the change to certify in all four major platforms. One of the benefits of Kyndryl is that we work with customers in a variety of industries, from banking to retail. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. Who You Are You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. Required Skills, Experience and Circumstances: * Minimum of 10 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. * 7+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. * 5+ years leading Consulting teams focused on Systems Implementation. * Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. * Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. * Project Management experience with focus on design, facilitating development, testing and delivery. * Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. * A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. * Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. * Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team * Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas What We Offer: * Competitive salary and benefits package. * Opportunities for professional growth and development. * A dynamic and inclusive work environment. * The chance to work with a leading global IT services company. Compensation The compensation range for the position in the U.S. is $150,720 to $286,200 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $165,720 to $343,560 Colorado: $150,720 to $286,200 New York City: $180,720 to $343,560 Washington: $165,720 to $314,880 Washington DC: $165,720 to $314,880 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Know Your Rights: Workplace Discrimination is Illegal Pay Transparency Nondiscrimination Provision Being You Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. What You Can Expect With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. Get Referred! If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address.

Kennesaw, GA (on-site role) | Full-Time | Start Date: January 2026 Are you passionate about building strong teams, supporting people, and shaping a positive workplace culture? We're looking for a Director of Human Resources to join our leadership team in Kennesaw, GA. This is a hands-on role where you'll work closely with employees and leaders at all levels to help our people - and our business - thrive. Our home office is in Kennesaw, GA and we have a satellite office in Atlanta (Ravinia Drive). This position can be based in either location. What You'll Do As our HR Director, you'll be the go-to resource for all things people and culture. You'll: Oversee the full HR spectrum: compensation, benefits, employee relations, development, compliance, payroll, recruitment and HRIS. Partner with leaders to create an engaging, supportive environment where employees can do their best work. Support employees across multiple states, ensuring consistency while respecting local needs. Provide coaching and guidance to managers and team members, helping them grow and succeed. Ensure compliance with employment laws while streamlining processes to be efficient and people-friendly. What We're Looking For Bachelor's degree in HR, Business, or a related field. Senior-level HR certification (SHRM-SCP or SPHR required). At least 8 years of progressive HR experience, ideally with multi-state responsibilities. A hands-on leader with broad HR knowledge and very strong technical expertise. Someone with sharp attention to detail who also keeps the bigger picture in focus. A communicator and problem-solver who values relationships and collaboration. Why You'll Love Working Here We're a mid-sized company where people really matter. You won't just be setting policy - you'll be making a direct impact every day by supporting employees and helping our teams succeed. We value collaboration, accountability, and continuous growth - and we're looking for someone who shares those values.

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.”

Who are we? From our corporate headquarters near Atlanta, Georgia to operations in eight countries (the Dominican Republic, China, Hong Kong, Vietnam, India, the Netherlands, UK, USA), GRI-Alleset is a privately held company which focuses on the design, development and manufacturing of disposable medical supplies. We pride ourselves on developing strong customer relationships, driving new product innovation while adapting to ever-changing global market demands. To learn more about our company, visit us at ******************** Position Summary The Director of Human Resources is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. This includes overseeing talent acquisition, employee relations, performance management, compensation and benefits, compliance, training and development, and organizational culture. The Director of HR serves as a strategic partner to senior leadership, ensuring that HR initiatives align with company goals and promote a positive, high-performing workplace. Key Responsibilities Strategic Leadership Develop and implement HR strategies aligned with the organization's mission, vision, and long-term goals. Partner with executive leadership to drive organizational effectiveness and workforce planning. Provide insight and recommendations on HR trends, best practices, and policies. Talent Management Oversee recruitment, selection, onboarding, and retention strategies. Implement succession planning and leadership development programs Employee Relations Foster a positive and inclusive workplace culture. Oversee employee engagement, conflict resolution, and disciplinary actions. Ensure consistent application of HR policies and procedures. Compensation and Benefits Design and manage competitive compensation and benefits programs. Conduct market analysis to ensure pay equity and competitiveness. Oversee payroll and benefits administration compliance. Compliance and Risk Management Ensure compliance with all federal, state, and local employment laws and regulations. Maintain and update HR policies and employee handbooks. Manage HR audits, investigations, and risk mitigation strategies. Training and Development Lead employee training programs focused on leadership, compliance, and professional development. Support continuous learning initiatives that enhance employee performance and engagement. HR Operations Oversee HR systems, analytics, and reporting. Manage HR budget and vendor relationships. Optimize processes for efficiency and scalability. Other duties as required. Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred. Experience: Minimum of 10 years of progressive HR experience, including at least 5 years in a leadership role. Skills: Strong strategic thinking and leadership abilities. Excellent communication, interpersonal, and negotiation skills. Deep understanding of employment law, HR technology, and organizational design. Proven experience driving organizational change and culture initiatives. Core Competencies Strategic and business acumen Leadership and influence Integrity and ethical practice Results-driven mindset Collaboration and teamwork Change management expertise Work Environment: Our work environment is casual and fun, but we also work hard. Teammate Benefits: Medical, supplemental gap, dental, vision insurance and 401(k) Development opportunities to grow your career with a global company EOE/M/F/D/V

The Human Resources Director is responsible for directing the activities of the Human Resources Department. The Human Resources Director administers a broad range of human resource management functions City-wide, including: employee relations, staffing and recruitment, compensation, employee benefits, policy and procedure development, training and development, performance management and maintenance of personnel records. Essential Duties and Responsibilities: The following duties are normal for this position. The omission of a specific statement from the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Manages recruitment and selection process for all city positions. Supports management by providing human resources advice, counsel, and decisions. Prepares special studies and reports at the request of the City Manager. Consults with legal counsel as appropriate on personnel matters. Prepares the budget for Human Resources. Formulates and reviews the city's policies, procedures, and practices on personnel matters (The Employee Handbook). Maintains knowledge of industry trends and employment legislation and ensures city's compliance. Resolves inquiries from employees and department heads regarding benefits programs. Assists local insurance broker in bidding insurance. Maintains confidentiality of work-related issues and City information. Point of contact for wellness and employee engagement initiatives. Maintains personnel files and archives documents in accordance with the retention schedule. Manages the new hire process to include: application tracking, preparing offer letters, preparing employee benefits and new hire packets, setting up drug screenings, orientations, and routing paperwork for background checks. Maintains the PTO donation bank. Handles all FMLA leave requests. Submits payment of Human Resources invoices. Assists employees with retirement and disability requests. Creates and maintains policies and classes for sexual harassment, Family Medical Leave Act (FMLA), and discrimination. Completes and/or receives employee action forms from department heads to create/update/change employee records, such as appointments, terminations, pay changes, promotions, demotions, and transfers. Completes requests for verification of employment. Processes changes in employee insurance coverage. Manages open enrollment. Processes all terminations and ensures that all necessary paperwork is completed, such as separation notices and requests for funds from pension if not vested. Processes termination of insurance coverage for terminated/retired employees or ineligible dependents. Administers Consolidated Omnibus Budget Reconciliation Act (COBRA) plans as necessary. Processes notices of death of covered employees, retirees, vested retirees and/or dependents. Administers the workers' compensation plans, files all forms, and follows up on each individual case; maintains worker's compensation log of all injuries reported/suffered by city employees. Administers liability, automobile, and property insurance by submitting necessary forms to the insurance company and maintaining files. Coordinates all employee benefits, including short-term and long-term disability, health/dental/vision insurance, flexible spending accounts, employee assistance programs, and life insurance. Investigates and resolves issues and discrepancies regarding plans. Verifies/audits all insurance invoices. Submits changes to providers as needed. Conducts wage and benefit surveys to analyze and evaluate pay rates and benefits based on external market conditions. Performs other related duties as assigned. Desired Skills and Qualifications: Extensive knowledge of all laws and regulations as they pertain to employment and benefits, for example: ADA, FMLA, At-Will Employment, FLSA, Equal Employment, Child Labor, COBRA, etc. Working knowledge of MS Office suite. Skilled in the use of a computer, and basic office equipment (phone, fax, copier, etc.). Ability to effectively evaluate personnel. Ability to communicate clearly and concisely, in both oral and written form. Must be able to work effectively with the Mayor, City Council and professional staff members in City government. Must be able to function effectively in a work environment in which the employee is exposed to significant public scrutiny and be able to adequately and effectively address public questions and concerns as well as interact with members of the community. Ability to advise and influence at all levels of the organization. Experience creating and delivering training programs. Leadership and supervisory experience preferred. At least 3 years professional experience in Human Resources, preferably in government. Experience using governmental software preferred. Mental and Physical Requirements: Ability to exert moderate, though not constant physical effort, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (12-20 pounds). Ability to communicate orally and to perceive and discriminate colors or shades of colors, sounds, taste, odor, depth, texture, and visual cues or signals. Performance of essential functions may require exposure to dirt, dust, pollen, odors, wetness, humidity, rain, fumes, smoke, temperature and noise extremes, hazardous materials, fire, unsafe structures, heights, confined spaces, machinery, vibrations, electric currents, traffic hazards, bright/dim lights, toxic agents, explosives, water hazards, disease, pathogenic substances, or rude/irate customers. In compliance with the Americans with Disabilities Act, or other applicable law, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the City. Other Requirements: Must be eighteen (18) years of age or older. Bachelor's degree from an accredited college in Human Resources Management, Business Administration, Public Administration, or related field. Master's degree preferred. SHRM, PHR, and/or CHRM certification preferred. Must possess and maintain a valid Georgia driver's license. Must be able to work various shifts, including nights, weekends, and holidays. Ability to pass a pre-employment background investigation, to include but not limited to, a drug screening and an oral interview. Must be bondable. At-Will Employment: This classification specification does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the position change. Employment with the City of Doraville is at-will in accordance with Georgia law.

The Director of HR Operations & Transformation is a senior HR leader responsible for modernizing and scaling people operations to deliver seamless employee experiences, operational excellence, and business impact. This role oversees HR Technology (including but not limited to workforce management, recruiting, HCM, and talent systems), Payroll, HR Reporting & Analytics, and HR Operations' service delivery. The Director will set the transformation roadmap, drive process innovation, and ensure compliance, while leading a high-performing team that supports both current and future organizational needs. What You'll Do: HR Operations & Service Delivery Provide strategic direction and daily oversight of Payroll, HR Technology, HR Reporting & Analytics, and HR Operations (shared services). Ensure accurate, timely, and compliant payroll processing across multiple jurisdictions. Deliver consistent, people-centered HR service through Tier 1 employee support, policy guidance, and routine HR transactions. Standardize HR policies, workflows, and SLAs to ensure efficiency and accountability. Establish and track KPIs/SLAs to measure service delivery, quality, and employee experience. Transformation & Continuous Improvement: Lead strategic HR transformation initiatives, including process redesign, technology enablement, and service model modernization. Drive ongoing initiatives such as workforce management system implementation and optimization of Workday HCM. Champion automation, digitization, and self-service solutions to improve scalability and employee empowerment. Apply continuous improvement methodologies to streamline workflows and elevate HR service delivery. Lead change management efforts, including stakeholder engagement, communications, training, and adoption strategies. HR Technology & Data Analytics: Own the HR technology ecosystem, ensuring systems are optimized, integrated, and aligned with business needs. Safeguard HR data integrity, security, and governance; ensure compliance with internal and external standards and requirements. Deliver actionable workforce analytics and dashboards to enable data-driven decision-making. Partner with business partners (including but not limited to; IT, Accounting, and Operations) to integrate HR data with enterprise systems for end-to-end insights and planning. Compliance & Risk Management: In partnership with the HR Compliance Manager, ensure HR and payroll operations comply with all labor laws, tax regulations, and internal controls. Proactively identify and mitigate operational and compliance risks; maintain documentation, reporting, and governance standards. Leadership & Collaboration: Build, lead, and develop a collaborative, high-performing team focused on accountability, service excellence, and innovation. Partner with HR COEs, HRBPs, and business leaders to align HR operations and technology solutions with organizational strategy. Serve as a trusted advisor to HR leadership and stakeholders on operational performance, transformation progress, and compliance risks. What We're Looking For: Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR leadership, with depth in HR operations, payroll, HR technology, and transformation. Proven success leading HR transformation initiatives (systems, process, shared services optimization). Expertise with HR technologies and platforms (Workday preferred; ADP, UKG, or similar a plus). Strong analytical skills, with ability to translate HR data into actionable business insights. Skilled in strategic planning, program management, operational excellence, change leadership, and cross-functional collaboration. Exceptional communication, stakeholder management, and leadership capabilities. Success Profile The successful candidate will be: A strategic operator who balances efficiency with employee experience, aligning HR operations to business goals. A change leader who drives transformation and brings stakeholders along with clarity and confidence. A data-driven thinker who leverages insights to influence HR and business outcomes. A service-minded leader who builds trust, develops talent, and fosters a culture of accountability, respect, and continuous improvement. Fueled by Growth, Driven by You At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go. To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages. All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. Responsibilities: HR Operations & Service Delivery Provide strategic direction and daily oversight of Payroll, HR Technology, HR Reporting & Analytics, and HR Operations (shared services). Ensure accurate, timely, and compliant payroll processing across multiple jurisdictions. Deliver consistent, people-centered HR service through Tier 1 employee support, policy guidance, and routine HR transactions. Standardize HR policies, workflows, and SLAs to ensure efficiency and accountability. Establish and track KPIs/SLAs to measure service delivery, quality, and employee experience. Transformation & Continuous Improvement Lead strategic HR transformation initiatives, including process redesign, technology enablement, and service model modernization. Drive ongoing initiatives such as workforce management system implementation and optimization of Workday HCM. Champion automation, digitization, and self-service solutions to improve scalability and employee empowerment. Apply continuous improvement methodologies to streamline workflows and elevate HR service delivery. Lead change management efforts, including stakeholder engagement, communications, training, and adoption strategies. HR Technology & Data Analytics Own the HR technology ecosystem, ensuring systems are optimized, integrated, and aligned with business needs. Safeguard HR data integrity, security, and governance; ensure compliance with internal and external standards and requirements. Deliver actionable workforce analytics and dashboards to enable data-driven decision-making. Partner with business partners (including but not limited to; IT, Accounting, and Operations) to integrate HR data with enterprise systems for end-to-end insights and planning. Compliance & Risk Management In partnership with the HR Compliance Manager, ensure HR and payroll operations comply with all labor laws, tax regulations, and internal controls. Proactively identify and mitigate operational and compliance risks; maintain documentation, reporting, and governance standards. Leadership & Collaboration Build, lead, and develop a collaborative, high-performing team focused on accountability, service excellence, and innovation. Partner with HR COEs, HRBPs, and business leaders to align HR operations and technology solutions with organizational strategy. Serve as a trusted advisor to HR leadership and stakeholders on operational performance, transformation progress, and compliance risks. Qualifications: Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR leadership, with depth in HR operations, payroll, HR technology, and transformation. Proven success leading HR transformation initiatives (systems, process, shared services optimization). Expertise with HR technologies and platforms (Workday preferred; ADP, UKG, or similar a plus). Strong analytical skills, with ability to translate HR data into actionable business insights. Skilled in strategic planning, program management, operational excellence, change leadership, and cross-functional collaboration. Exceptional communication, stakeholder management, and leadership capabilities. Success Profile The successful candidate will be: A strategic operator who balances efficiency with employee experience, aligning HR operations to business goals. A change leader who drives transformation and brings stakeholders along with clarity and confidence. A data-driven thinker who leverages insights to influence HR and business outcomes. A service-minded leader who builds trust, develops talent, and fosters a culture of accountability, respect, and continuous improvement. All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

Job Description Innovative Outsourcing is excited to partner with a top-tier, growth-focused financial services firm on a search for their next Chief Human Resources Officer (CHRO). Headquartered in the Atlanta area, with over 50 locations and a national footprint, the firm is a multi-generational industry leader built on principles of client and team-centric leadership. They are experiencing rapid scaling and are consistently recognized as a "Best Places to Work," frequently appearing on national lists of fastest-growing companies. Position Summary: The Chief Human Resources Officer (CHRO) is a critical executive leader responsible for crafting, scaling, and executing the enterprise-wide people strategy. As a trusted advisor to the Executive Leadership Team (ELT), the CHRO oversees all aspects of human capital management, including organizational design, talent acquisition, leadership development, culture, total rewards, and compliance. This role ensures all people practices align with the firm's mission, core values, and aggressive growth strategy, while maintaining full compliance with federal, state, and industry-specific regulations (e.g., SEC/FINRA, DoL, EEOC, FLSA). Key Areas of Responsibility: Strategic Leadership and Organizational Development Partner with the ELT to design and execute a people strategy that successfully supports rapid organic growth and strategic acquisitions. Ensure the organizational structure remains scalable, efficient, and compliant across all business lines (e.g., advisory, operations, corporate functions). Serve as a primary advisor in Merger & Acquisition (M&A) integration, including cultural alignment, retention planning, compensation harmonization, and effective communication strategies. Cultivate and champion an engaged, performance-driven culture anchored in the firm's defined Core Values. Talent Management & Leadership Development Lead and execute robust succession planning processes for advisory, corporate, and branch operations leadership roles. Develop and oversee scalable leadership development programs, professional pathways, and internal promotion frameworks. Manage comprehensive performance management systems, including goal setting, professional development plans (PDPs), and executive-level feedback cycles. Ensure fair, consistent, and legally sound handling of all employee relations matters, corrective action, and performance improvement initiatives. Culture, Engagement, and DEIB Champion Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives, ensuring equitable practices across all HR functions, including recruitment, compensation, and advancement. Guide the HR function in developing innovative employee engagement, recognition, and rewards programs. Act as the cultural steward of the firm, reinforcing the defined employee experience across all offices nationwide. Total Rewards and Compensation Strategy Oversee competitive and compliant compensation structures for all employee groups, including complex payout grids, bonus pools, and executive agreements. Ensure rigorous compliance with all federal and state wage and hour laws (FLSA, overtime classifications, etc.). Manage highly competitive health, retirement, equity, and executive compensation plans to ensure market competitiveness and cost-effectiveness. Lead annual salary and incentive review cycles, utilizing sophisticated market benchmarking and a focus on pay equity. Risk, Compliance, and Policy Governance Maintain current and compliant HR polici