Director of human resources jobs in Verona, WI - 59 jobs

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

The DPM Central Operations Deputy Administrator oversees the implementation of statewide human resources program and policy areas(e.g. recruitment and selection, classification and compensation, labor relations, HR Information systems including payroll and benefits administration, equity and inclusion, training and development). This position works closely with the Division Administrator and other HR leaders to identify areas of improvement to help meet strategic planning and goal efforts, and leads and supports HR initiatives and the implementation of HR policies and processes in compliance with State Statutes, Administrative Codes, and WI Handbook Chapters. Specific responsibilities include the following: * Developing, implementing, and administering statewide policies, programs, and strategic plans. * Managing Division operations including directing the development and implementation of programs and initiatives; overseeing and evaluating the effectiveness of service delivery methods, procedures, and staffing levels. * Facilitating effective and efficient communication and feedback across the Division. * Managing and supervising Bureau Directors and designated DPM staff. * Managing and monitoring the Division budget. Please review the Executive Human Resources Manager position description for more details. Salary Information The classification for this position is Executive Human Resources Manager, pay schedule-range 81-01 with an annual salary of $123,011 - $132,475, plus excellent benefits. A two-year Career Executive trial period is required. For current and eligible former State employees, compensation will be set in accordance with the State Compensation Plan effective at time of hire. Job Details Employment will require the selected candidate to pass a background check. The Department of Administration does not sponsor work visas. All persons hired will be required to verify eligibility to work in the United States without sponsorship when completing the I-9 form upon hire. The results from this recruitment may be used to fill future vacancies if they become available. Qualifications Please clearly address the following in your Letter of Qualifications. Minimally qualified applicants must describe experience with all the following: * Managing at least one of the following human resources program areas: 1) employment relations (e.g., performance management, workplace complaints, workplace investigations, etc.) 2) recruitment and staffing 3) compensation 4) classification 5) payroll/benefits administration 6) training and development 7) equity and inclusion 8) wellness/employee assistance * Interpreting and applying human resources laws, rules, policies and/or procedures * Directing the development and/or implementation of human resources policies, programs, and/or systems (e.g. driving key HR best practices and efficiencies, establishing key performance indicators, developing written plans with succinct deliverables and timelines, providing direction and guidance, executing HR strategies, etc.) * Analyzing/monitoring data/metrics to ensure effective implementation of human resources policies, Standard Operating Procedures, and/or programs. * Supervising employees and/or other managers/supervisors (e.g. establishing performance goals and standards, evaluating performance, hiring, assigning work, etc.). In addition to the minimum qualifications above, well-qualified applicants will also have experience with at least some of the following: * Managing two or more human resources program areas. * Directing/leading the development of strategic plans/initiatives for an organization (e.g. redesigning complex HR related programs, leading process improvement initiatives to streamline operations, facilitating organizational change, etc.) * Evaluating the effectiveness of service delivery methods and/or procedures (e.g. analyzing customer satisfaction surveys; determining patterns in service issues or successes; customer outcome tracking; analyzing goal achievement rates; performing process mapping/gap analysis, etc.) * Monitoring projects to ensure they are delivered on time and on or under budget * Supervising other managers/supervisors * Working in the public sector How To Apply The steps to apply online are quick and easy! Your application materials, including your resume and letter of qualifications, are used during our evaluation process to determine your eligibility for further consideration. It is critically important that your application materials clearly describe your experience related to the stated job qualifications. Please review our helpful tips for developing your resume and letter of qualifications and what should be included. Be advised that there will be no opportunity to change your application materials once you have clicked "Submit." The State of Wisconsin is committed to fostering a fair, equitable, and consistent selection process that is based on merit and utilizes sound competitive selection procedures. Current Career Executives or those with reinstatement eligibility to Career Executive status should complete the application process described above by the stated deadline. Submitted materials will be evaluated by a panel of job experts and the most qualified applicants will be invited to participate in the next step of the selection process. Questions related to the job and how to apply can be directed to Olga Bilinson at **************************** or ************. For general wisc.jobs user information and technical assistance, please see the wisc.jobs Frequently Asked Questions page. The State of Wisconsin is committed to providing opportunities to all applicants from all backgrounds. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. We provide reasonable accommodations to qualified applicants and employees with disabilities. The State of Wisconsin offers a special program for qualified veterans with a 30% or greater service-connected disability. If you are a qualified veteran, please visit the Veterans Employment page for application instructions to be considered for the Veterans Non-Competitive Appointment program. Deadline to Apply Application materials must be submitted by 11:59 p.m. on Monday, January 26, 2026.

About Kerry Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables * As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. * Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. * Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. * Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential * Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. * Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. * Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. * Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration * Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. * As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities * Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills * A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices * Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada * A proven record of working as a highly commercial business partner with executive leadership and line managers * Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships * Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses * Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction * Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise * Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs * Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities * Experience of working with remuneration as a strategic enabler to drive change and transformation * Has ideally played a key role in successfully integrating acquired businesses * Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. * A university degree is required; an advanced degree in business or a related field would be highly desirable * Proven familiarity working in a similarly sized, diverse business with a global footprint. * Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise * 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables + As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. + Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. + Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. + Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential + Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. + Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. + Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. + Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration + Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. + As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities + Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills + A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices + Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada + A proven record of working as a highly commercial business partner with executive leadership and line managers + Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships + Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses + Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction + Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise + Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs + Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities + Experience of working with remuneration as a strategic enabler to drive change and transformation + Has ideally played a key role in successfully integrating acquired businesses + Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. + A university degree is required; an advanced degree in business or a related field would be highly desirable + Proven familiarity working in a similarly sized, diverse business with a global footprint. + Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise + 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://jobs.qcitech.com/jobseeker/Director_of_Human_Resources_J02117426.aspx *You can apply through Indeed using mobile devices with this link. Additional Information

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://jobs.qcitech.com/jobseeker/Director_of_Human_Resources_J02117426.aspx *You can apply through Indeed using mobile devices with this link. Additional Information

Extreme Engineering Solutions (X-ES) is seeking a driven HR professional ready to lead a high-performing HR team responsible for benefits administration, talent acquisition, and general HR operations. The team supports all core HR programs, including recruitment, compensation, benefits, employee relations, and workers' compensation. In this role, you will play a critical part in shaping how HR supports a growing organization by developing your team, strengthening HR processes, and aligning people, structure, and strategy to business goals. This position reports directly to an Executive Leader and partners closely to deliver insights, results, and strategic HR guidance to the Executive Leadership Team. You will serve as a trusted advisor, ensuring HR initiatives drive organizational effectiveness and long-term success. Duties and Responsibilities Oversee specialists in benefits, recruiting, and HR operations, providing guidance, feedback, and mentorship. Ensure the team delivers consistent, compliant, and high-quality HR services aligned with company goals and culture. Assist in handling employee relations matters, including conflict resolution, investigations, and documentation. Evaluate and align the organizational structure and existing role requirements, while identifying necessary new or modified roles. Streamline and document HR workflows, and maintain up-to-date policies that reflect best practices and comply with all federal, state, and local employment laws and company policies. Partner with managers and employees to promote open communication, teamwork, and a positive, solutions-focused environment. Support fair and consistent handling of workplace issues, ensuring professionalism, accuracy, and proper documentation. Collaborate with the Executive Leader and Executive Team to implement HR initiatives, share key insights, and align people strategies with organizational objectives. Oversee hiring, performance management, and professional development of the HR team. Required Qualifications Bachelor's degree in Human Resources, Business, or related field. Minimum of seven (7+) years of Human Resources experience, including exposure to multiple HR functional areas such as recruiting, employee relations, benefits, compliance, etc. Demonstrated ability to lead Human Resources projects, initiatives, or mentoring others. Effective communication skills both in written and verbal presentation with a communication style that is open, credible, and understanding. Computer proficiency and a high level of organization with strong attention to detail. Ability to work both independently and as part of a team, fostering a culture of employee involvement, engagement, and collaboration. Ability to work onsite from our facility located at 9901 Silicon Prairie Parkway in Verona, WI. Desired Qualifications Master's degree in Human Resources, Business Administration, or related field. Prior experience formally managing a Human Resource team is preferred. HR certification (PHR/SPHR or SHRM-CP/SHRM-SCP) preferred. Knowledge of HR management including organizational development, conflict resolution, and relationship management at all levels. Strong understanding of HR management, organizational development, and employee relations. Skilled in conflict resolution, team leadership, and sound business judgment. Excellent planning and organizational abilities with the capacity to delegate effectively. Proven discretion in handling confidential information and sensitive issues. Solid knowledge of HR laws, compliance, and best practices. Experience with HRIS systems (UKG/UltiPro preferred). Familiarity with wellness programs and benefit vendor evaluation. Compensation and Benefits X-ES offers a competitive compensation package and excellent benefits, including: No-deductible, low-copay group health and dental insurance (90% employer paid) Health and wellness benefits coverage eligibility begins on the first of the month following your start date Life insurance and long-term disability insurance (100% employer paid) Paid time off, plus eight paid holidays a year 401(k) employer match up to 4%, subject to plan terms & waiting periods. Roth option is available. Participation in the 100% employee-owned Employee Stock Ownership Plan (ESOP) at no cost to employees X-ES also takes a casual, small-business approach to company culture. At our state-of-the-art office and manufacturing facility located in Madison's growing tech corridor, there's no formal dress code, flexible day shift scheduling, and dedicated personal workspaces. Our employees kick back at regular company events and enjoy lunches from local pizza places and food carts. At X-ES, we strive to offer a comfortable, relaxed environment for our employees to do their best work. About X-ES When “rugged enough” isn't rugged enough for embedded computing systems, industry leaders in the military, aerospace, industrial, and commercial sectors turn to Extreme Engineering Solutions (X-ES). Because we strive to be the premier provider of mission-critical embedded products while delivering exceptional levels of customer and employee satisfaction, we hire strong contributors and give them space to thrive. As a 100% employee-owned company, our employees both drive and directly benefit from our success. Together, we meticulously design and build products that stand up to some of the most extreme conditions on the planet. X-ES is located on the far west side of Madison, WI. The company designs and manufactures rugged embedded computing solutions for a variety of applications. For more information, visit **************** X-ES is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other category protected by law. All X-ES job postings and application procedures are posted in compliance with Section 39.08 of the Madison General Ordinances.

Job Description Rock Energy Cooperative, an MRA Member, is looking for an HR Manager who has experience in Human Resources and working in a union environment. This position is an on-site work opportunity. The Human Resources manager is responsible for the planning, implementation, management and administration and communication of all HR programs and projects for Rock Energy Cooperative. Functions include, but are not limited to, staffing, employee relations, compensation and benefits, labor relations, safety and employee evaluation and development. Work is performed independently under the general supervision of the CEO. This position is 100% on-site. Essential Duties and Responsibilities This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time. Develops, administers, interprets, and maintains personnel policies, programs, and procedures in accordance with applicable state and federal regulations; researches, develops and recommends employment policies; maintains and updates employee handbook. Assures adherence to policies and procedures pertaining to human resources management. Maintains employee files. Advises supervisors, managers, and directors on employee performance issues; manages or conducts employee investigations; and conducts and summarizes exit interviews. Coaches, advises and assists supervisors on performance and disciplinary issues. Regular attendance in the office is an essential part of job. Maintains updated position descriptions. Manages the administration of the cooperative's employee benefit programs including: retirement plans, flexible spending, deferred compensation, and insurance programs. Works with plan administrators to assure comprehensive coverage. Manages the renewal process, change in providers, and open enrollment. Responds to questions and educates employees about benefit issues, and coordinates deductions and leave administration with payroll. Identifies recruiting sources and strategies; creates job postings, supplemental questionnaires, and advertisements; writes interview questions, conducts interviews and testing; recommends candidates for interviewing, checks references, and prepares confirmation and rejection letters. Conducts employee onboarding. Participates in negotiations, resolves grievances, assists and advises the CEO during labor relation negotiations; and advises managers on contract interpretation. Prepares wage and benefit data and proposals for use in negotiations. Oversees Workers' Compensation program, including working with Claims Adjustors and Nurse Case Managers. Manages injury on duty and return to work issues. Participates in safety committee activities. Assists in developing, maintaining, and updating safety policies and/or manual; prepares required OSHA information. Monitors and approves human resource division expenses. Performs all other related duties as requested or assigned. Working occasional extended hours may be required during emergency and other situations. Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree in Human Resources, Business Administration, Communications, or a closely related field; and three to five years of experience Must have experience dealing with unions Demonstrated organizational and communication skills Proficiency in Microsoft Office: Excel, Word, and PowerPoint; Publisher and Adobe Acrobat helpful Ability to learn cooperative software General knowledge of employment law General knowledge of HRIS Certification (IPMA-CP and/or PHR/SPHR) preferred Physical Demands While performing the duties of this job, the employee is frequently required to sit; talk or hear; and use hands to finger, handle, or touch objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work Environment The position is primarily an office-based position with visits to the warehouse and out in the field. The employee occasionally performs work-related travel. Compensation Range $85,000 - $95,000 Rock Energy Cooperative is currently using MRA-The Management Association to assist with its recruiting needs. They are not utilizing the assistance of staffing agencies at this time. If interested in the position, please click "Apply" and submit your resume accordingly. All questions can be directed to Tye.Smith@mranet.org. Thank you! We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter. Powered by JazzHR oLjbHp4Zdr

Job Description Pay:$74,180/year Schedule:Full-time (40 hours/week), Full Year Planning, implementing, and evaluating HR policies, programs, and practices Supervising and directing two Human Resources Generalists Maintaining and enhancing the HR department's effectiveness and service delivery Managing talent acquisition, recruitment, and onboarding processes Handling moderate to complex employee relations issues with consultative approach Overseeing performance management systems and employee communication strategies Ensuring compliance with employment laws, FMLA, and ADA Leading diversity initiatives and ensuring culturally responsive HR practices Managing compensation, benefits, training, and leave administration Developing and delivering effective employee communications Working consultatively with all organizational levels to support mission achievement Requirements Education:Bachelor's degree in HR or related field (or 8 years HR experience in lieu of degree) Certification:Professional in Human Resources (PHR) or ability to obtain within first year required Leadership Experience:2-3 years supervisory experience; prior HR leadership experience required HR Expertise:Talent acquisition, training, employee relations (moderate to complex issues), performance management, employee communication Technical Knowledge:Employment laws, labor relations, benefits plans, FMLA, ADA, Leave of Absence administration Professional Competencies:Excellent consultative skills, multi-tasking in fast-paced environment, independent decision-making, sound judgment Communication:Effective written and verbal communication skills at all organizational levels Diversity:Commitment to diversity initiatives and cultural sensitivity Additional:Experience with low-income, multicultural environments preferred; valid Wisconsin Driver's License with adequate insurance Benefits Health, Dental, and Vision Insurance Generous Paid Time Off Holidays 403(b) Retirement with Company Match After 2 Years Company-Paid Life Insurance and Long-Term Disability Flexible Spending Accounts Public Service Loan Forgiveness Eligible Employer About Us Reach Dane provideshigh-quality early childhood services to over 1,000 underserved children ages 0-5 in Dane County through center based and home visitation programs. Our staff work tirelessly every day to reach the most vulnerable children and families in our community, and the need for our services is growing.The number of infants and toddlers experiencing homelessness enrolled in our programs has tripled over the last four years.Last year, Reach Dane served more homeless children than any other Head Start program in Wisconsin.

As Human Resources Manager, you'll be responsible for shaping and sustaining processes and practices in all areas of HR, including staffing support of production team members, employee onboarding and administering benefits, government compliance, employee communications, company events, and more. You will partner with the Safety Manager, HR Assistant, and the Operations team to drive improvements and implement sound HR practices. This is a hands-on role which requires the ability to think on a strategic level as well as develop strong relationships with employees. Responsibilities: Strategic partner to the Director of Operations and plant leadership team, bringing expertise in HR Build a strong culture within the plant by working with the leadership team and hourly employees to ensure that employees feel valued and engaged Provide hourly staffing support to ensure a stable front line workforce Ensure that all the major HR systems, policies, and programs run efficiently, effectively, and in alignment with the strategic needs of the plant Provide and ensure efficient, day-to-day HR administration and operations Administer employee benefits Support employee engagement and efficiency strategy Oversee administrative support of HR Assistant Required (Basic) Qualifications: Experience working with a diverse and multi-cultural workforce required Bachelor's degree preferred 3-5 years of experience working in Human Resources within a manufacturing environment required - Union experience preferred Previous experience in staffing and building robust teams Proven decision-making skills Excellent written and verbal communication skills Effective interpersonal skills Must possess leadership skills to advise, lead and develop other personnel to accomplish personal, plant and corporate objectives Must be flexible and able to work in a fast-paced environment, with ability to balance multiple tasks and prioritize work Proficiency at software applications, including Microsoft Office, and quick learning of new technology Must be legally authorized to work in the United States without company sponsorship, now or in the future.

Stafford Rosenbaum LLP is seeking a Human Resources Manager to oversee HR functions at our firm. The position is responsible for the overall planning, organizing, and execution of human resources activities and functions at Stafford Rosenbaum LLP including recruitment, hiring, training and retaining attorneys and staff. The successful candidate will maintain knowledge of trends, best practices, compensation/benefits, regulatory changes, and compliance with federal, state, and local employment laws. Responsibilities include working with our benefit broker on annual open enrollment, executing the process through our HRIS, Paylocity. Additionally, responsible for managing and executing our annual evaluation processes for staff and associates. Position works closely with practice team leaders on staffing needs, managing the recruitment process for open positions and managing onboarding of new attorneys and staff. The HR Manager provides support to the Managing Partner, Director of Administration and Board of Directors on HR items that are complex, requiring necessity to work with counsel as need be. Requirements Bachelor's degree in Human Resources, Business Administration, Communications or related areas or equivalent on-the-job experience A minimum of three years of human resources and management experience, preferably in a law firm or professional services environment. Excellent oral and written communication skills with ability to exercise courtesy, diplomacy and tact. Ability to utilize a broad range of technology and applications including Paylocity or other HRIS, Microsoft Office Suite products and law firm specific timekeeping and document management system. SHRM or HRCI certification is desirable. Travel between our two offices is required. This is an exciting opportunity to join a historic, respected law firm with an impressive 145-year history of providing exceptional legal services to communities, businesses, nonprofits, and individuals! To find out more about us, visit www.staffordlaw.com. To submit your resume, please visit our careers site at www.staffordlaw.com/careers.

Work with the best! Per Mar Security, an industry leader in providing integrated security solutions, is seeking hardworking motivated people. Established in 1953, Per Mar Security Services is the largest, family-owned, full-service security company in the Midwest with more than 2,600 team members, operating in 25 branch locations. The company provides full-service security solutions for homes and businesses including security officer services, smart home automation, burglar and fire alarms, access control, security cameras, alarm monitoring, investigative services and background checks. Job Skills / Requirements * We put you through all of the necessary training! In this role, you will: * Stand guard at the security officer post, directing visitors, issuing access badges, and providing escorts as necessary. * Log visitor data and other basic reports in the security computer system. * Conduct foot patrols in accordance with post orders. * Respond to alarms and emergencies as directed in post orders. * Look for and report potential safety hazards. * Wear and maintain appropriate personal protective equipment (PPE) as outlined for the position and follow all PPE policies and procedures. * Follow all client site-specific duties, as required and outlined in post-orders. * Work additional hours when necessary - fill open shifts, as needed. * Adhere to the highest standards of ethical business conduct and compliance by acting lawfully, ethically, honestly and professionally in the performance of their jobs at all times as well as be in compliance with company policy and procedures as it relates to their job function. * Assume responsibility for understanding and complying with Per Mar Security Services attendance expectations. * Maintain a positive work atmosphere by interacting with the Per Mar Security Services internal/external customers (including, but not limited to: current customers, prospective customers, clients, vendors, co-workers, supervisors and management) in a mutually respectful manner regardless of race, colour, religion, gender, national origin, age, disability, veteran status, sexual orientation and all other protected classes. #MLWK Education Requirements (All) High School Diploma/GEDCertification Requirements (All) Private Security LicenseAdditional Information / BenefitsBenefits: Medical Insurance, Life Insurance, Dental Insurance, Vision Insurance, Paid Vacation, Paid Sick Days, Paid Holidays, Short Term Disability, Long Term Disability, 401K/403b PlanScreening Requirements: Drug Screen, Criminal Background Check, Finger Printing

Job Description Human Resources Manager Food and Beverage Manufacturing | Union Environment Salary: $80,000 to $100,000 base, depending on qualifications Bonus: Up to 7% of annual salary based on company profitability and plant performance benchmarks Location: Clyman, WI Relocation: Available for the right candidate Employment Type: Full-time, exempt Role Overview We are seeking an experienced Human Resources Manager to lead plant-level HR operations at a high-volume, unionized food and beverage manufacturing facility. This role partners closely with plant leadership to ensure legal compliance, support a seasonal production workforce, and maintain positive labor relations. The facility produces bean salads, beets, gravies, onions, potatoes, red cabbage, and tomato-based products and operates with a strong emphasis on safety, quality, and employee engagement. This is a hands-on HR leadership role with regular presence on the production floor. Key Responsibilities Lead implementation and administration of HR policies and procedures at the plant level Serve as the primary HR contact for a unionized workforce, including contract interpretation and labor relations support Ensure compliance with all federal, state, local, and labor regulations Manage full-cycle recruiting for hourly and salaried manufacturing roles Partner with plant leadership on workforce planning, staffing, and retention strategies Administer employee benefits, leave programs, and payroll coordination Oversee safety programs, workers' compensation, and related documentation Conduct new hire orientation and required HR and compliance training Maintain accurate employee records and personnel files Support performance management, employee relations, and investigations Lead affirmative action and EEO compliance activities Conduct wage surveys, exit interviews, and disciplinary documentation as needed Maintain a visible and approachable HR presence on the production floor Required Qualifications 2 to 5 years of HR experience in manufacturing, food and beverage, CPG, or similar environment Union plant experience strongly preferred Prior production or plant-based HR experience required Working knowledge of labor contracts, employee relations, and grievance processes Experience supporting hourly manufacturing workforces Strong understanding of employment law and HR compliance Excellent communication skills, written and verbal Ability to handle confidential information with sound judgment Strong organizational and time management skills Proficient with Microsoft Office and HRIS systems Bilingual skills highly preferred Education Bachelor's degree preferred or equivalent combination of education and relevant HR experience Work Environment Combination of office and manufacturing floor presence Exposure to typical food manufacturing conditions including temperature variation, noise, and PPE requirements Regular interaction with production, maintenance, quality, and leadership teams Shift Schedule This facility operates on a seasonal production model: Production Season (May to November): 10-hour day shifts Flexible start times One alternating weekend day every other week Off-Season (November to May): 8-hour day shifts Flexible start times No nights, weekends, or holidays Benefits Overview The company offers a comprehensive benefits package, including: Medical insurance with multiple plan options Dental and vision coverage Health Savings Account with employer contribution for eligible plans Flexible Spending Accounts for healthcare and dependent care Employer-paid basic life insurance with supplemental options available Company-paid short-term disability base plan with buy-up options Long-term disability coverage options 401(k) retirement plan with automatic enrollment and employer match after eligibility Paid time off with immediate PTO bank upon hire 10 paid holidays annually Employee Assistance Program and additional voluntary benefits

The Director of Mergers & Acquisitions at URUS will play a critical role in shaping the company's inorganic growth agenda by partnering closely with senior leadership and our private equity sponsor (CVC) to evaluate, execute, and integrate strategic transactions. This position requires exceptional analytical rigor, financial modeling expertise, and the ability to provide objective insights that influence high-stakes decisions in a dynamic, global environment. Reporting to the CFO, the M&A Director will be a key contributor to the development and execution of URUS's growth strategy. This leader will combine advanced modeling capabilities with strategic thinking, simplifying complex analyses for diverse stakeholders and ensuring disciplined, fact-based decision-making. The role offers a unique opportunity to blend analytical depth with strategic influence in a global, growth-oriented business. Primary Responsibilities M&A Execution & Analysis * Partner with the CFO, senior leadership, and CVC to identify and evaluate acquisition targets, partnerships, and divestitures - aligned with URUS's strategic objectives. * Lead rigorous financial modeling and valuation analyses (DCF, comparables, precedent transactions) to assess deal economics, synergies, capital requirements and risk scenarios. * Provide objective, data-driven recommendations to leadership and the Board. Transaction Management * Own and drive end-to-end deal processes, including due diligence, negotiations, and closing. * Coordinate and lead cross-functional teams (Finance, Legal, Operations, People) to ensure seamless execution and timely decision making. * Manage relationships with external advisors and investment banks to optimize deal structures. Integration Planning * Develop and oversee integration frameworks and executive plans to capture synergies, minimize disruption and accelerate value creation. * Partner with business leaders to align acquired entities with URUS standards, governance and culture. * Establish and track post-close performance metrics and ensure value realization. Strategic Partnership * Serve as a key liaison with CVC, ensuring alignment on priorities, deal structures, and value creation. * Contribute to development and refinement URUS's inorganic growth strategy through objective analysis and insights. * Support portfolio reviews and strategic planning discussions with the sponsor and leadership team. Leadership & Collaboration * Present clear, concise, and compelling analyses to senior executives and the Board, translating complex analyses into actionable insights. * Build and foster strong relationships across the organization to proactively embed M&A considerations into planning. * Mentor and develop team members, building and strengthening internal M&A capabilities and establishing best practices across URUS. * This role reports to the URUS CFO * This role is preferably based in Madison, WI with expectations for frequent travel to the US and global retail countries. REQUIREMENTS: * Bachelor's degree required; MBA or equivalent preferred. * 10 years of progressive experience in M&A, corporate development, or senior finance leadership roles with significant transaction exposure. * Proven expertise in financial modeling, valuation, and scenario analysis. * Strong strategic thinking and ability to evaluate opportunities objectively. * Demonstrated success in leading complex transactions in a multinational environment. * Exceptional communication skills - can distill complex analyses into actionable insights. * High executive presence and ability to influence at senior levels. * Willingness to travel globally as needed. As a holding company with cooperative and private ownership, URUS is a family of businesses at the heart of the dairy and beef industry - Alta Genetics, GENEX, Genetics Australia, Leachman Cattle, Jetstream, PEAK, SCCL, Trans Ova Genetics and VAS. Each organization has its unique identity, products, and services. These companies work globally to provide cutting-edge dairy and beef genetics, customized reproductive services to maximize conceptions, dairy management information to take producers to the frontline of progressive dairy farming, and an array of products and services to help bovines reach their full genetic potential. URUS has 9 brands in 17 retail countries and employs nearly 2,800 people globally.

The Director of Mergers & Acquisitions at URUS will play a critical role in shaping the company's inorganic growth agenda by partnering closely with senior leadership and our private equity sponsor (CVC) to evaluate, execute, and integrate strategic transactions. This position requires exceptional analytical rigor, financial modeling expertise, and the ability to provide objective insights that influence high-stakes decisions in a dynamic, global environment. Reporting to the CFO, the M&A Director will be a key contributor to the development and execution of URUS's growth strategy. This leader will combine advanced modeling capabilities with strategic thinking, simplifying complex analyses for diverse stakeholders and ensuring disciplined, fact-based decision-making. The role offers a unique opportunity to blend analytical depth with strategic influence in a global, growth-oriented business. Primary Responsibilities M&A Execution & Analysis Partner with the CFO, senior leadership, and CVC to identify and evaluate acquisition targets, partnerships, and divestitures - aligned with URUS's strategic objectives. Lead rigorous financial modeling and valuation analyses (DCF, comparables, precedent transactions) to assess deal economics, synergies, capital requirements and risk scenarios. Provide objective, data-driven recommendations to leadership and the Board. Transaction Management Own and drive end-to-end deal processes, including due diligence, negotiations, and closing. Coordinate and lead cross-functional teams (Finance, Legal, Operations, People) to ensure seamless execution and timely decision making. Manage relationships with external advisors and investment banks to optimize deal structures. Integration Planning Develop and oversee integration frameworks and executive plans to capture synergies, minimize disruption and accelerate value creation. Partner with business leaders to align acquired entities with URUS standards, governance and culture. Establish and track post-close performance metrics and ensure value realization. Strategic Partnership Serve as a key liaison with CVC, ensuring alignment on priorities, deal structures, and value creation. Contribute to development and refinement URUS's inorganic growth strategy through objective analysis and insights. Support portfolio reviews and strategic planning discussions with the sponsor and leadership team. Leadership & Collaboration Present clear, concise, and compelling analyses to senior executives and the Board, translating complex analyses into actionable insights. Build and foster strong relationships across the organization to proactively embed M&A considerations into planning. Mentor and develop team members, building and strengthening internal M&A capabilities and establishing best practices across URUS. This role reports to the URUS CFO This role is preferably based in Madison, WI with expectations for frequent travel to the US and global retail countries. REQUIREMENTS: Bachelor's degree required; MBA or equivalent preferred. 10 years of progressive experience in M&A, corporate development, or senior finance leadership roles with significant transaction exposure. Proven expertise in financial modeling, valuation, and scenario analysis. Strong strategic thinking and ability to evaluate opportunities objectively. Demonstrated success in leading complex transactions in a multinational environment. Exceptional communication skills - can distill complex analyses into actionable insights. High executive presence and ability to influence at senior levels. Willingness to travel globally as needed.

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

Rock Energy Cooperative, an MRA Member, is looking for an HR Manager who has experience in Human Resources and working in a union environment. This position is an on-site work opportunity. The Human Resources manager is responsible for the planning, implementation, management and administration and communication of all HR programs and projects for Rock Energy Cooperative. Functions include, but are not limited to, staffing, employee relations, compensation and benefits, labor relations, safety and employee evaluation and development. Work is performed independently under the general supervision of the CEO. This position is 100% on-site. Essential Duties and Responsibilities This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time. Develops, administers, interprets, and maintains personnel policies, programs, and procedures in accordance with applicable state and federal regulations; researches, develops and recommends employment policies; maintains and updates employee handbook. Assures adherence to policies and procedures pertaining to human resources management. Maintains employee files. Advises supervisors, managers, and directors on employee performance issues; manages or conducts employee investigations; and conducts and summarizes exit interviews. Coaches, advises and assists supervisors on performance and disciplinary issues. Regular attendance in the office is an essential part of job. Maintains updated position descriptions. Manages the administration of the cooperative's employee benefit programs including: retirement plans, flexible spending, deferred compensation, and insurance programs. Works with plan administrators to assure comprehensive coverage. Manages the renewal process, change in providers, and open enrollment. Responds to questions and educates employees about benefit issues, and coordinates deductions and leave administration with payroll. Identifies recruiting sources and strategies; creates job postings, supplemental questionnaires, and advertisements; writes interview questions, conducts interviews and testing; recommends candidates for interviewing, checks references, and prepares confirmation and rejection letters. Conducts employee onboarding. Participates in negotiations, resolves grievances, assists and advises the CEO during labor relation negotiations; and advises managers on contract interpretation. Prepares wage and benefit data and proposals for use in negotiations. Oversees Workers' Compensation program, including working with Claims Adjustors and Nurse Case Managers. Manages injury on duty and return to work issues. Participates in safety committee activities. Assists in developing, maintaining, and updating safety policies and/or manual; prepares required OSHA information. Monitors and approves human resource division expenses. Performs all other related duties as requested or assigned. Working occasional extended hours may be required during emergency and other situations. Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree in Human Resources, Business Administration, Communications, or a closely related field; and three to five years of experience Must have experience dealing with unions Demonstrated organizational and communication skills Proficiency in Microsoft Office: Excel, Word, and PowerPoint; Publisher and Adobe Acrobat helpful Ability to learn cooperative software General knowledge of employment law General knowledge of HRIS Certification (IPMA-CP and/or PHR/SPHR) preferred Physical Demands While performing the duties of this job, the employee is frequently required to sit; talk or hear; and use hands to finger, handle, or touch objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work Environment The position is primarily an office-based position with visits to the warehouse and out in the field. The employee occasionally performs work-related travel. Compensation Range $85,000 - $95,000 Rock Energy Cooperative is currently using MRA-The Management Association to assist with its recruiting needs. They are not utilizing the assistance of staffing agencies at this time. If interested in the position, please click "Apply" and submit your resume accordingly. All questions can be directed to [email protected]. Thank you! We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

$19.50/hr FT Security Officer Needed in Mazomanie · We put you through all of the necessary training! In this role, you will: - Stand guard at the security officer post, directing visitors, issuing access badges, and providing escorts as necessary. - Log visitor data and other basic reports in the security computer system. - Conduct foot patrols in accordance with post orders. - Respond to alarms and emergencies as directed in post orders. - Look for and report potential safety hazards. - Wear and maintain appropriate personal protective equipment (PPE) as outlined for the position and follow all PPE policies and procedures. - Follow all client site-specific duties, as required and outlined in post-orders. - Work additional hours when necessary - fill open shifts, as needed. - Adhere to the highest standards of ethical business conduct and compliance by acting lawfully, ethically, honestly and professionally in the performance of their jobs at all times as well as be in compliance with company policy and procedures as it relates to their job function. - Assume responsibility for understanding and complying with Per Mar Security Services attendance expectations. - Maintain a positive work atmosphere by interacting with the Per Mar Security Services internal/external customers (including, but not limited to: current customers, prospective customers, clients, vendors, co-workers, supervisors and management) in a mutually respectful manner regardless of race, colour, religion, gender, national origin, age, disability, veteran status, sexual orientation and all other protected classes. #MLWK