Director of human resources jobs in Victorville, CA

Who are we? Trader Joe's is your favorite neighborhood grocery store! With 591 stores nationwide (and growing), we are the place to be. Looking for something delicious and a friendly conversation? At Trader Joe's, you can find both. We love being your first and favorite place to shop. What do we do? Like shopping at Trader Joe's? Then, maybe you'll love working with us. We are looking for an experienced Human Resources Generalist who is searching to do what they'll love! Do you have experience in human resource consulting? Do you love food? If so, read on! We may have the role of a lifetime for you! Trader Joe's is unlike any place you've ever worked. Trust us on that. The qualified Human Resources Generalist has at least 3 years of Human Resources Generalist-related experience and is a raving fan of the Trader Joe's concept. A Bachelor's Degree in Human Resources is required. This role is based in our office in Monrovia, CA. The Human Resources Generalist is responsible for: * Advising Regional VPs and Store Leaders on human resources policies, their interpretation, and application while providing guidance on investigations, disciplinary action and involuntary terminations. * Ensuring the Company's compliance with laws affecting employment. * Overseeing records and documentation for their assigned regions and reviewing internal procedures for efficiency and accuracy. * Assisting with Leave of Absence requests and managing the interactive process under the Americans with Disabilities Act (ADA). * Working with the HR Team to create and communicate best practices. * Working collaboratively with other departments. The Human Resources Generalist is: * Able to manage a high volume of employee relations matters, including investigations, disciplinary action, and involuntary terminations with the utmost confidentiality. * A strong communicator and can build strong partnerships with all levels of leadership. * Experienced with providing ADA accommodations and processing leaves of absence. * Skilled at conducting leadership training and coaching. * A personable and adaptable team player who enjoys collaborating with fellow team members and finds the fun at work. We want to hear from you! We get a lot of resumes; so to help us get to know you better, please submit your resume and cover letter. When creating your cover letter, please answer these questions: * What is your favorite Trader Joe's product and why? * What makes you uniquely qualified for this position? Trader Joe's is an equal opportunity employer and is committed to hiring a diverse Crew.

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. ***This position description does not represent a current opening but may be used to identify candidates with skills and experience for positions within Northrop Grumman that frequently become available. Candidates who express an interest may be considered for future positions at Northrop Grumman.*** At Northrop Grumman we are defining what is possible. The Human Resources team at Northrop Grumman is seeking candidates to join a growing community of committed HR professionals in Falls Church, Virginia. Our HR community is composed of incredible people with diverse thinking who find professional fulfillment in strategic thinking, change management, understanding and advocating for employees, supporting the coaching and development of the leadership team, and solving organizational challenges through our partnership with the business. The selected candidate will have ownership for providing HR Business Partner support to our Corporate Office functional groups. Come be a part of securing our nations freedom and make a difference with the work you do. The Falls Church, Virginia location is the headquarters for Northrop Grumman where you will have an opportunity to work hand in hand with our executive leadership team for the corporation. The HR Business Partner (HRBP) will be responsible for understanding business strategies, vision and challenges and proactively responding with talent strategies, programs, and processes that align with Company and business goals. Candidate should be an outstanding communicator and possess a strong executive presence to be able to build and leverage relationships with senior level leaders. The selected candidate will partner with leadership on the implementation of HR strategy, including employee relations, development and execution of talent goals, implementation of HR initiatives, leadership selections and development and other areas as a Human Resources subject matter expert. The ideal candidate will be able to demonstrate a commitment to ethics and integrity, and the capability to innovate while challenging traditional ways of doing business. **Key Responsibilities:** + Establish intimate understanding of the business, build, and expand relationships with client leadership teams, and create close partnerships across the organization + Serves as a strategic business partner and consultant to internal customers and stakeholders. + Support and partner with HR colleagues in Talent Acquisition, Organization Effectiveness, Compensation, Diversity, Equity, and Inclusion to develop comprehensive workforce plans + Evolve organizational capability in employee engagement, succession planning, and org design + Identify trends, risks, and opportunities within the organization and develop solutions in partnership with functional leadership, COEs, and HR business leadership. + Play a key change management role by reinforcing a culture of growth, innovation and calculated risk taking through the application of human capital strategy, tools and processes. + Organize, prioritize, plan, schedule, and execute concurrent projects and tasks, escalating issues or obtaining additional resources when necessary. + Support and enable leaders to make informed decisions about talent and to hold their organizations accountable for business results. + This position requires extensive senior leadership contact, and the ideal candidate will possess a track record of decision-making skills with the ability to realize results in an environment of ambiguity. + Mitigate risks, identifying compliance issues, and partner with legal counsel + Apply change management processes / tools to develop and implement effective change management strategies and plans that maximize employee adoption, improve organization performance, and increase operational efficiencies **You'll be a great fit if you...** + Possess unwavering ethics and values + Are a strong partner and team player; focused on organizational and team success + Are a strategic thinker - see the big picture and connects the dots + Have a demonstrated ability to drive projects to completion, manage multiple tasks with competing priorities and handle variable workloads + Are curious about culture and talent trends, new and emerging technologies and how to increase adoption and sustainability + Possess strong technical competence across one or more HR disciplines (Compensation, Talent Acquisition, Leadership Development, Talent Management, Organization Design/Development or Employee Relations) + Are an exceptional listener, verbal and written communicator + Are solution-oriented and can balances qualitative and quantitative measures + Have excellent business acumen with a focus on how HR processes and tools accelerate business results **Basic Qualifications for an Associate Human Resources Business Partner:** + Bachelor's degree required plus a minimum of 2 years of experience in HR or related field + Strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change + Ability to provide advanced consulting on and skillful application of HR principles, concepts, policies, and practices to solve business challenges + Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others + Proficient in Microsoft office (Word, Excel, PowerPoint) **Basic Qualifications for a Principal Human Resources Business Partner:** + Master's degree with 3 years of relevant experience, or a Bachelor's degree with 5 years of relevant experience + Strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change + Ability to provide advanced consulting on and skillful application of HR principles, concepts, policies, and practices to solve business challenges + Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others + Proficient in Microsoft office (Word, Excel, PowerPoint) **Preferred Qualifications:** + Preferred degree in Human Resource management, Business, Organization Development, Industrial Organizational Psychology, or related field + Working knowledge of HRIS platforms and technology, with preferred applications experience in Workday + Advanced problem-solving skills and the ability to be flexible and adjust direction when needed + Proven ability to lead cross-functional projects to completion including organizing, planning, scheduling, and following up on all project related items + Ability to analyze data to define the root cause, design practical, creative and/or innovative solutions, and ensure solutions are effectively implemented + Flexible, adaptable, agile, and resilient; ability to work in ambiguous situations + Strong consulting skills; able to dissect the root cause or core problem to diagnose business challenges and the ability to craft effective solutions + Ability to support the business and HR team with minimal task supervision, utilizing relationships to ensure alignment with organizational priorities and proactively sharing best practices for team learning and growth Salary Range: $73,900.00 - $110,900.00Salary Range 2: $91,200.00 - $136,800.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business. The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit *********************************** U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

Full-time Description The Human Resources Manager oversees the daily operations of the HR department, ensuring compliance with federal, state, and local employment laws with a strong emphasis on California regulations. This position supports the organization's mission and values by managing HR functions including recruitment, employee relations, performance management, compliance, benefits administration, and training for a multi-site medical group environment. DISTINGUISHING CHARACTERISTICS: The HR Manager serves as both a strategic partner and hands-on practitioner. This role requires in-depth knowledge of California employment law, healthcare compliance requirements (HIPAA, OSHA, Title 22), and experience managing HR operations in a clinical or medical office setting. The HR Manager provides guidance to leadership and staff while ensuring consistent application of policies and maintaining a positive, compliant, and high-performing workplace culture. SUPERVISORY RESPONSIBILITIES: None ESSENTIAL JOB DUTIES & RESPONSIBILITIES: The following are exemplary essential job duties and responsibilities and are not intended to represent an all-inclusive listing of related essential functions of the position · Oversee daily HR operations across multiple clinic locations, ensuring compliance with federal and California state labor laws (wage & hour, meal/rest breaks, leaves, pay transparency, etc.). · Advise management and staff on employee relations issues, ensuring consistency and legal compliance in corrective action and conflict resolution. · Support recruitment and onboarding processes, including job posting, candidate screening, background checks, and new-hire orientation. · Administer employee benefits and leaves of absence (FMLA, CFRA, PDL, ADA, WC, and other protected leaves) in compliance with California and federal law. · Manage employee performance review processes, including documentation, coaching, and development plans. · Oversee HRIS data accuracy, personnel file maintenance, and confidentiality in accordance with HIPAA and company policy. · Conduct internal investigations in collaboration with leadership and legal counsel as needed. · Manage workplace safety programs, incident investigations, and OSHA reporting. · Coordinate compliance training (e.g., harassment prevention, HIPAA, safety, DEI). · Participate in policy development and ensure consistent implementation across all locations. · Prepare HR metrics and reports for leadership (turnover, retention, headcount, recruitment timelines, etc.). · Serve as a trusted advisor to staff and management on employee engagement, recognition, and culture initiatives. OTHER WORK AS REQUIRED/REQUESTED May be assigned special project or other assignments and work tasks that are generally within the scope and level of the position, and relative to the need for flexible Company operations. Requirements Education/Training Minimum: Bachelor's degree in Human Resources, Business Administration, or related field required. Preferred: Master's preferred. Experience Minimum: Minimum 5 years of progressive HR experience, including at least 2 years in a management or supervisory capacity, preferably in a healthcare or multi-site clinical environment. License/Certification(s) PHR/SPHR or SHRM-CP/SHRM-SCP preferred Salary Description $75,000 - $95,000 / annual salary

The Human Resources Manager reports directly to the Director of Human Resources & Risk Management with limited direction and provides both direct and indirect supervision to human resources staff. The incumbent is responsible for managing, overseeing, coordinating, and planning a full range of highly responsible complex, advanced and confidential professional human resources functions. These include the development, implementation, and administration of HR programs and services across multiple functional areas. Key responsibilities include overseeing recruitment and selection, classification and compensation, salary administration, employee and labor relations, benefits administration, HRIS, performance management, employee engagement, and training and development. The Human Resources Manager also supervises technical and clerical personnel and serves as the office manager. Position Snapshot/A Day in the Life: The Human Resources Manager with the City of Fontana is fast-paced, hands-on, and central to keeping the organization running smoothly. Reporting directly to the Director of Human Resources & Risk Management, the HR Manager leads a wide range of advanced, confidential, and highly responsible HR functions while providing both direct and indirect supervision to the HR team. Each day brings a balance of strategic planning and operational leadership. The HR Manager oversees recruitment and selection efforts, ensures classification and compensation systems remain competitive and equitable, and guides salary administration with consistency and accuracy. They work closely with employee and labor relations matters-interpreting MOUs, addressing workplace concerns, supporting supervisors, and ensuring due process is followed. The HR Manager also leads benefits administration, partners in the management of HRIS functions, and supports performance management and employee engagement initiatives. Training and development needs are assessed and addressed through practical, forward-thinking solutions. As the division's office manager, the HR Manager ensures the department's daily operations stay organized, efficient, and responsive. Throughout the day, they work in close partnership with the Risk Management team and provide steady, reliable support to the HR Director. This role is suited for someone who can pivot with ease, lead with clarity, and uphold the City's standards of service while managing multiple high-level HR responsibilities. The following functions are typical for this classification. Incumbents may not perform all of the listed functions and/or may be required to perform additional or different functions from those set forth below to address business needs and changing business practices. * Participates in the development, implementation, and management of the Department's new or revised human resources programs, systems, procedures, and methods of operation. * Manages the administration of the employee and labor relations activities, discipline, and grievance processes. * Manages recruitments and selection, screens employment applications, and ensures applicants meet or exceed minimum qualifications; assess, interviews, and evaluates candidates according to qualifications and provides coordination for volunteers. * Develops, curates, and proctors written exams and technical interviews; improves testing methods utilized; collects, monitors, and analyzes testing results. * Manages, supervises, directs, supports, and evaluates clerical and technical staff; provides performance feedback and handles disciplinary actions and terminations. * Establishes and maintains effective working relationships with contractors, consultants, and vendors to support contract negotiation, implementation, and ongoing coordination, with guidance from leadership as needed. * Develops, curates, administers, and coordinates city-wide training programs. * Interprets, clarifies, and develops personnel policies and procedures; responds to requests for information and assistance from employees, management, outside agencies, and the public. * Coordinates assigned activities with those of other departments and outside agencies and organization; responds to requests for information and advises City departments, outside agencies, and the general public on City personnel rules and regulations. * Coordinates, manages, and administers a variety of special programs and departmental projects. * Communicates effectively, both orally and in writing. * Demonstrates initiative and independently manages workload to meet established deadlines with minimal supervision. * Establishes and maintains cooperative working relationships with those contacted in the course of work. * Maintains prompt and regular attendance. * Sound judgment and attention to detail. * Performs any other tasks or functions deemed necessary to the daily operations of the employer; employer reserves the right to modify this job description as necessary. THE ABOVE LIST OF ESSENTIAL FUNCTIONS IS NOT EXHAUSTIVE AND MAY BE SUPPLEMENTED AS NECESSARY BY THE EMPLOYER. WORKING CONDITIONS: Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, and stooping in the performance of daily activities. The position also requires grasping, repetitive hand movement and fine coordination in preparing reports using a computer keyboard. Additionally, the position requires near and far vision when preparing and reading written reports and other work-related documents. Acute hearing is also required when providing phone and counter assistance. A combination of experience and training that would provide the required knowledge and abilities is qualifying. The incumbent must have knowledge and abilities of: Knowledge of: * Principles, methods and procedures utilized in Human Resources management. * Applicable federal and state laws and regulations. * Principles and practices of public personnel administration. * Understanding of organizational policies, procedures, and best practices. * Principles of organization and management. * Statistical concepts and methods. * Principles and practices of budget administration. * Effective supervisory and personnel management practices and procedures. * Effective customer service techniques and principles. Ability to: * Use a personal computer, telephone, and other electronic devices, to access information, complete documentation, and communicate effectively. * Understand and follow both oral and written instructions accurately. * Identify issues, evaluate data, and implement effective solutions (problem solving). * Manage multiple priorities and meet deadlines. * Work collaboratively with others in a team environment. * Make sound decisions in a timely manner. * Manage and resolve conflicts or disagreements constructively. * Supervise, motivate, and train members effectively. * Ability to perform tasks accurately and thoroughly, with a focus on quality. EXPERIENCE AND EDUCATION: A Bachelor's Degree from an accredited college or university in Human Resources Management, Public, or Business Administration or a closely related field AND seven (7) years of increasingly responsible relevant experience in human resources management, strategic planning, budgeting practices, including five (5) years of supervisory experience. Experience in a public agency setting is highly desirable. Master's degree preferred. LICENSES AND/OR CERTIFICATIONS Possession of, and continuously throughout employment, a valid California Class "C" Driver's License or equivalent. Incumbents are required to complete a Statement of Economic Interest Form (700 Form) annually and ethics training bi-annually, pursuant to AB 1234.

We are looking for an experienced Director of Human Resources (HRD) to join our team. Full time What We Do: Aurora Charter Oak Hospital offers compassionate and individualized treatment for mental health and substance use disorders. We believe in a patient-centric approach, where every treatment plan is tailored to meet the specific needs of each person who walks through our doors. What You'll Do: As our HRD, you are seen as a strategic partner to the CEO and work as a team to align HR strategies with the organization's overall business objectives. This is an exciting opportunity to make a meaningful impact on our organization's culture, performance, and success. Responsibilities include: The HR Director oversee all aspects of the human resources department functions including direct staff supervision, benefits and compensation, recruiting, performance management, employee relations, employee health services, HRIS, training, and development. Responsibilities include but not limit to the following: • Interprets facility policy and changes or modifies policies to ensure compliance with laws, regulations, competitive practices, and operational objectives. • Advises and guides management in interpretation and application of personnel policies, statutory regulations and programs to ensure the effective use of human resources is consistent with organization objectives and goals. • Plans, develops, implements the overall salary administration and benefits program • Designs, develops, and implements employee relations program which addresses consistent application of human resources policies, including progressive discipline, termination issues and grievances. • Assess facility's training and development needs to assure compliance with all regulatory requirements. • Directs the design, implementation and evaluation of a broad range of educational programs including orientations, workshops, seminars and conferences. • Establishes and implements policies and procedures for recruitment, selection, placement, and retention. • Assures proper maintenance of files and records concerning employment, including promotions, transfers, and terminations. Requirements • Bachelor's degree in a related field or equivalent in experience and training • Experience in Healthcare setting, hospital preferred • Knowledge of The Joint Commission (TJC) • Knowledge of Title VII, Federal and State employment laws and regulations • 5 years of progressively increasing responsibility in employee relations, compensation, benefits and compliance • Proficiency in HRIS and Microsoft Office Suite • Excellent interpersonal and communication skills • Proactive approach to problem-solving • Ability to handle sensitive information confidentially and professionally. Join us in making a meaningful impact in the lives of those we serve! Aurora Charter Oak Hospital has been delivering Behavioral Health Treatment Services for over 83 years. We are located on 10 acres of beautifully landscaped grounds in Covina, California. Covina is about 22 miles east of downtown Los Angeles, in the San Gabriel Valley, close to 10, 60 and 210 FWY. EEOC Employer. Aurora Charter Oak Hospital does not discriminate against any person on the basis of race, color, national origin, sexual orientation, disability, or age in admission, treatment, or participation in its programs, services and activities, or in employment. We participate in the E-Verify program. Follow the link for additional information. E-Verify: ***************************** Benefits Benefits: 401(k) Dental insurance Employee assistance program Employee discount Flexible spending account Health insurance Health savings account Life insurance Paid time off Vision insurance

The next Director of Human Resources will arrive at Webb during an exciting period of renewal and change. With a relatively new Head of Schools and several recently appointed senior leaders, Webb is redefining systems and practices to meet the needs of a dynamic, mission-driven community. The Director will have the opportunity to build upon a strong foundation of trust and approachability established by the current HR team, while elevating the function to a more strategic level. There is a clear opening for this leader to shape Webb's HR vision for the future by continuing to modernize policies and practices, strengthen recruitment and onboarding, and advance professional development programs that help employees flourish. At the same time, Webb presents challenges that will require thoughtful leadership and collaboration. Faculty and staff bring diverse roles, schedules, and expectations, creating a need for equitable systems that foster belonging and transparency across groups. Employees have voiced particular interest in enhanced communication around benefits, salary structures, and promotion pathways, as well as expanded support for wellness, work-life balance, and staff recognition. Additionally, the HR office must balance high-touch, relationship-centered service with the operational demands of payroll, compliance, and systems management. The new Director will need to be both a strategic partner and a hands-on practitioner able to set vision while rolling up their sleeves to ensure that HR continues to be a trusted, responsive, and future-focused resource for the entire Webb community. The Director of Human Resources reports to the Chief Financial Officer and plays a vital role in fostering a positive, equitable, and forward-looking workplace culture at Webb. Overseeing all aspects of human resources, this leader will manage recruitment, onboarding, employee relations, benefits, compliance, and professional growth initiatives. The Director will partner closely with the Head of School, CFO, senior administrators, and managers across the school to ensure that HR practices are effective, transparent, and aligned with Webb's mission. With both strategic vision and day-to-day execution, the Director will be a trusted resource and advocate for faculty and staff while supporting the operational needs of the institution. Key Responsibilities Strategic Leadership Partner with the CFO and school leaders to shape HR strategies that advance Webb's mission, values, and goals. Serve as a thought partner on workforce planning, organizational design, and talent priorities. Recruitment and Retention Lead inclusive hiring and onboarding processes that attract and retain a diverse, high-caliber workforce. Strengthen employee engagement and recognition to support morale and belonging. Employee Relations and Culture Build trust with faculty and staff; provide guidance on employee relations, performance management, and conflict resolution. Promote a culture of respect, collaboration, and accountability. Professional Growth Partner with leaders to expand professional learning opportunities for staff and faculty. Develop training and resources that build leadership and management capacity. Compensation, Benefits, and Compliance Oversee equitable compensation and benefits programs, ensuring fiscal responsibility and market competitiveness. Ensure compliance with employment laws, independent school standards, and Webb policies. HR Operations and Systems Manage HR systems, data, and records with accuracy, confidentiality, and efficiency. Review and refine policies and processes to improve organizational effectiveness and employee experience. Collaboration and Partnership Work closely with the Business Office on payroll, benefits, and compliance. Partner across departments to advance culture and community initiatives and strengthen communication throughout the community. Education, Experience, and Skills Bachelor's degree in human resources, business administration, organizational development, or a related field; advanced degree or HR certification (e.g., SHRM CP/SCP, PHR/SPHR) preferred. Significant (7-10+ years) progressive HR leadership experience, ideally in California with at least some experience in education, nonprofit, or mission-driven environments. Demonstrated expertise in employee relations, performance management, recruitment, and organizational development. Strong knowledge of CA employment law, compliance requirements, and HR best practices. Experience designing and implementing equitable compensation and benefits programs. Proven ability to build trusting relationships and work collaboratively across all levels of an organization. Excellent communication, facilitation, and conflict-resolution skills; able to foster a culture of respect, inclusion, and accountability. Comfort with HR information systems and data management; ability to streamline processes and ensure confidentiality and accuracy. The ability to think strategically and the judgment and flexibility to balance big picture priorities with day-to-day operational needs. A high degree of professionalism, discretion, and integrity. Personal Characteristics Warm, approachable, and relationship-centered; able to connect authentically with people across roles and backgrounds. A trusted listener and confidante who inspires confidence and fosters openness. Culturally responsive and attuned to issues of equity, inclusion, and belonging. Collaborative by nature, with a team-oriented spirit and a generosity of perspective. Calm, steady, and solutions-focused when navigating conflict or organizational change. Discreet and diplomatic, balancing transparency with respect for confidentiality. Naturally curious and eager to learn from others while also bringing clarity and guidance. Energized by Webb's mission and community life, with a genuine care for the well-being of faculty and staff. Benefits and Compensation The salary range for this position is $145,000 - $165,000 Webb offers: Generous low-cost medical insurance for employees and eligible family members 90% covered by Webb Flexible spending accounts for health and dependent care Tuition remission for children enrolled at Webb Life and long-term disability insurance 6-10% school contribution to TIAA 403(b) based on tenure Generous professional development support Application Requirements and Search Process DRG is conducting this search on behalf of Webb. Interested candidates should submit, as soon as possible, materials including the following: A cover letter indicating why they are particularly interested in and qualified for the position. A current resume. The names, email addresses, and telephone numbers of five references, as well as the relationship of each reference to the candidate. (We will obtain permission from candidates at the finalist stage before contacting references.) Application Status: Accepting Applications Start Date: Flexible with a strong preference for Winter 2026 Jennifer Fleischer, Principal. ************************ Dave Yi, Associate Talent Consultant, ***************** This position description is based upon material provided by The Webb Schools, an equal opportunity employer, who does not discriminate based on perceived or actual race, color, national or ethnic origin, religion, sex, pregnancy (or any related conditions), age, marital status, military or veteran status, medical condition, gender or gender identity/expression, sexual orientation, or any other characteristic protected by state or federal law.

Why Work for KeHE? * Full-time * Pay Range: $87,230.00/Yr. - $127,897.00/Yr. * Shift Days: , Shift Time: * Benefits on Day 1 * Health/Rx * Dental * Vision * Flexible and health spending accounts (FSA/HSA) * Supplemental life insurance * 401(k) * Paid time off * Paid sick time * Short term & long term disability coverage (STD/LTD) * Employee stock ownership (ESOP) * Holiday pay for company designated holidays Overview At KeHE, we're obsessed with creating solutions, unboxing potential, and serving others - and it all starts with you. As an employee-owned distributor of natural and organic, specialty, and fresh products, we're committed to making a positive impact and scaling our success together. With a culture that fosters development and opportunity, you'll be embarking on a career that's moving forward. When you join KeHE, you're becoming part of a team that is a force for good. Primary Responsibilities The Human Resources Manager will be responsible for supporting the human resources needs of all employees at an assigned facility or region and safeguards confidential company information. The Human Resources Manager responsibilities include employee relations, FMLA and other leaves of absences, workers compensation and safety, learning and development, recruiting, and employee engagement. This person must drive a progressive, proactive, positive employee relations culture and increase levels of engagement, enablement, and retention.As with all positions at KeHE, we expect that all actions will be consistent with KeHE's Mission, Vision and Values. Essential Functions DUTIES, TASKS AND RESPONSIBILITIES: * Manages all human resources materials, including personnel files, new hire forms, I-9s, W-4s, 401k plan, manuals, and other personnel documents to ensure that files are current, confidential, complete, and in compliance with company and government regulations and deadlines. * Disseminates human resources policies, procedures, and programs to ensure that all employees are well informed and work in compliance with policies and regulations. * Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. * Administers the benefit program such as life, health, dental, vision and disability insurance, 401(k) vacation, sick leave, leave of absence, and employee assistance. Reconciles monthly insurance billing. * Manages employee Leave of Absence program and monitors those employees with either beginning or ending LOA's and/or monitor progress during their LOA. * Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations. * Conducts management and employee training necessary to remain in compliance. * Conducts internal workplace investigations, presents facts and ensures proper resolution. * Leverages talent acquisition support to source, screen, and interview candidates for open positions. * Performs new hire employee orientations while leveraging talent acquisition support. * Leverages safety support to administer and manage workers compensation; including reporting and handling claims and collaborating with appropriate parties. * Responsible for all data entry into the HRIS system. * Maintains working relationship with Union officials and adheres to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions. * Represents management in investigating, answering, and settling grievances, by arranging and scheduling grievance hearings between union personnel, supervisor and the Management team. * Responds to all EEOC and/or NLRB charges. * Other duties and projects as assigned. Minimum Requirements, Qualifications, Additional Skills, Aptitude SKILLS, KNOWLEDGE AND ABILITIES: * Contribute and support to the overall goals of the Human Resources Department. * Must have the ability to make recommendation to effective resolve emotional and complex problems or issues, by using judgment that is in consistent with standards, practices, policies, procedures, regulation or government law. * Capability of prioritizing and handling multiple projects simultaneously, under tight time constraints. * Able to work effectively with peers, region and corporate leadership, and the sales force in a productive collaborative environment coupled with the ability to be decisive is needed. * Ability to effectively present information and respond to questions. EDUCATION AND EXPERIENCE: * Bachelor's degree required. * Minimum of five (5) years previous management experience within food service and/or grocery industry. * PHR, SPHR preferred * Knowledge of Microsoft Office and HRIS systems and software required. * Must be proficient with MS Office. * Knowledge employment law and other government compliance regulations required. PHYSICAL REQUIREMENTS: * These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Requisition ID 2025-28140 Equal Employer Opportunity Statement KeHE Distributors provides equal employment opportunities to all employees and applicants for employment and prohibits all forms of discrimination and harassment on the basis of race, color, religion or faith, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training as well as the administration of all Human Resources and Talent Acquisition processes.

Job DescriptionDirector of Human Resources -Distribution Center As part of our growth strategy, we are seeking a Director Human Resources for our West Coast Distribution Centers. The Director of HR is a strategic leader within the HR team and acts as a true partner within the business. This position assists leaders in optimizing people, strategy, structure, and process, while supporting the Burlington culture and Core Values. The Director partners with business leaders to resolve associate relations issues, with a focus on driving consistency in resolution across the organization. Continuously influences and supports leadership development through coaching and elevation of talent in the organization. The Director of HR will coach, consult, and advise leaders regarding existing Human Resources programs and services. The Director acts as a support partner with HR COE's including HR operations; Talent Acquisition; Compensation; Benefits; and Learning and Development. Acts as the key driver supporting talent management in the areas of succession planning; performance management; employee relations; organizational development, and strategic programs. A Day In The Life: •Positively communicate and demonstrate the company's Core Values by developing trust and respect among peers and associates, building strong teams and partnerships and driving results•Effectively leads the DC HR team consisting of HR Managers, Specialists, and Coordinators•Provide guidance and input regarding HR strategies that support the vision, culture and business needs of the organization•In partnership with business leaders, lead and drive the execution of all HR programs•Act as the key interface between HR functional specialist and DC partners to proactively support and add value in the delivery of business objectives•Build trusting consultative relationships with associates and leaders•Support the business teams in establishing and executing an effective talent strategy (short and long term) and work in partnership with the Talent Acquisition team•Inspire, coach, and influence coaching in the moment culture to effectively improve the quality and frequency of developmental feedback and improve the overall associate experience•Administer and provide coaching to business leaders in managing engagement survey results and developing meaningful and effective action plans to improve engagement results•Drive performance management program by ensuring performance expectations and policy guidelines are being met and are conducted effectively and in a timely manner•Handle various associate relations issues, such as investigating associate complaints, resolving employee conflicts, and advising appropriate action to leadership•Partner with internal and/or external legal counsel to prepare for and/or respond to any legal action or complaints filed by outside agencies; attend mediations, arbitrations, and other court proceedings as needed •Leverage data analysis to proactively identify issues within the business and develop plans to address and minimize disruption•Be innovative and can identify opportunities to move the business forward; works with leaders to develop and execute processes and programs to support growth of the business•Lead a team of 3-4 direct reports and up to 10 indirect reports You'll Come With: •Bachelor's degree•PHR/SPHR certification (preferred)•7+ years HR leadership experience•3+ years retail industry or distribution center experience preferred•Must be able to demonstrate expertise in all aspects of Human Resources Management•Demonstrated ability to positively influence teams, build effective relationships, and possess skills to flex style and interact with associates effectively•Ability to effectively influence all levels of leadership•High level of integrity and the demonstrated ability to handle sensitive and confidential information in a professional manner•Ability to coach, support, and develop•Ability to prioritize challenging demands and manage time effectively in a fast-paced environment, demonstrating a sense of urgency•Strong business acumen•Knowledge of local, state and federal laws and regulations governing employment (EEO, wage and hour, employee benefits, leave policies and practices)•Ability to conduct investigations, train and develop staff and maintain documentation in an organized manner•Must have strong communications and operating instincts, good strategic skills, sound business judgment and the ability to achieve goals by leveraging HR expertise•Ability to utilize tools (Workday) to leverage data•Must be proficient in MS Office applications, including Excel, Word, and Outlook•Ability to travel to assigned local DC buildings daily. Travel to corporate headquarters (East Coast) quarterly. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job DescriptionDescriptionThe Human Resources Manager for UpdatePromise will work with our leadership and manage the HR functions of our company. This individual will be responsible for implementing and managing HR programs, policies, and procedures, while ensuring compliance with local, state, and federal laws. The HR Manager will also play a key role in employee engagement, retention, and talent acquisition. This position reports to the CEO. What exactly are we looking for? An HR Manager who has: Effective Communication: Strong verbal and written skills for communicating with all levels within the organization, including the C-Suite. Leadership: Inspire teams and foster a culture of collaboration and excellence. Adaptability: Thrive in a dynamic environment and proactively address challenges. Conflict Resolution: Proficient in resolving issues and promoting workplace harmony. Development Champion: Committed to company and employee growth. Independence and Initiative: Able to work autonomously and proactively solve challenges. Organization: Efficiently manage diverse HR functions. Expertise: In-depth HR knowledge, including recruitment, benefits, training, and data analysis. What are some things you will be doing? Manage the full-cycle recruiting process, including sourcing, screening, interviewing, and hiring employees Develop and implement HR policies and procedures, ensuring compliance with all applicable laws and regulations Manage employee benefits programs, including health, dental, vision, and retirement plans Develop and conduct training and development programs for employees, including orientation, onboarding, and professional development Provide guidance and support to employees on HR-related issues, including performance management, employee relations, and conflict resolution Maintain accurate and up-to-date employee records, including personnel files, performance evaluations, and disciplinary actions Manage the annual performance review process, ensuring timely completion of reviews and follow-up on any identified issues Develop and implement programs to enhance employee engagement and retention, such as employee recognition and reward programs, and employee surveys Maintain knowledge of current HR trends and best practices, and make recommendations to management on HR-related issues What do we absolutely need from you? Bachelor's degree in Human Resources, Business Administration, or a related field 3+ years of experience in HR management, preferably in a similar sized company Strong knowledge of HR laws and regulations Excellent communication and interpersonal skills Strong analytical and problem-solving skills Ability to work independently and in a team environment Proficiency in Microsoft Office and HR software

Description With a minimum of 5years +The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices. Type: Full-time Pay: $150.00 to $180.00 per YEAR

Work with KevinRoot Medical to create programs relative to hiring, training and promoting employees. Manage programs to improve employer and employee relationships. Responsibilities: Develop personnel record forms Manage disputes and grievances Manage and approve the hiring, training and promotion process Hire qualified employees capable of performing in a business -to -business healthcare system Advise executives with information necessary related to personnel policies and programs We would like to get to know you more. Using Loom.com, please record an introduction video (maximum of two minutes) and tell us more about your passion and experiences. You will be asked to paste the link to the video on the application form. Requirements Bachelor's Degree 5 Years of experience in human resources 2 Years of experience in the healthcare industry Good communication and team working skills Master's Degree preferred Familiarity with the labor market for recruitment in the healthcare industry Familiarity with biomechanics and orthotics preferred

Job DescriptionBenefits: 401(k) Dental insurance Health insurance Paid time off We are seeking an experienced and detail-oriented HR Manager to oversee human resources, office administration, and daily operational activities across our U.S. branches and warehouses. This role requires strong organizational, communication, and multitasking abilities to support the companys growth and ensure compliance with U.S. employment and operational standards. Job Duties: Manage the full-cycle recruitment process, including job posting, interview coordination, offer issuance, and onboarding/offboarding procedures; Maintain employee records, attendance tracking, and performance evaluations; Process payroll through ADP and ensure compliance with multi-state wage and labor regulations; Administer employee benefit programs, including health, dental, vision insurance, and 401(k) plans; Develop and implement HR policies such as the employee handbook, leave policy, and reimbursement policy; Assist with employee visa and immigration matters; Organize and conduct employee training and compliance programs (e.g., harassment prevention); Oversee daily administrative and operational activities, supporting office and warehouse operations across multiple states; Coordinate and renew lease agreements, insurance policies (GL, Umbrella, Workers Compensation, etc.), and vendor contracts; Manage procurement, reimbursement, and payment schedules to ensure timely and accurate cash flow; Liaise with legal counsel, accounting firms, and external service providers to ensure compliance and operational efficiency; Support senior management in business planning, reporting, and process optimization; Draft and review bilingual business correspondence, contracts, and internal administrative documents. Qualifications Bachelors degree or above in Human Resource Management, Business Administration, or a related field preferred; Minimum of 2 years of experience in HR and operations management, preferably in a multi-entity or cross-border business environment; Solid understanding of U.S. labor laws, payroll administration, and employee benefits management; Strong communication and interpersonal skills in both English and Mandarin; Detail-oriented, proactive, and able to handle multiple tasks efficiently; Preferred Qualifications Experience in vendor management, legal coordination, or insurance administration; Familiarity with ADP RUN; Ability to work independently and thrive in a fast-paced, multicultural environment.

Description can be found here: ********************* adp. com/mascsr/default/mdf/recruitment/recruitment. html?cid=c6c51bd2-4822-48ce-b5f9-3afcd854c69f&cc Id=19000101_000001&job Id=9**********33_1

What you can expect! Find joy in serving others with IEHP! We welcome you to join us in “healing and inspiring the human spirit” and to pivot from a “job” opportunity to an authentic experience! Reporting to the Chief People Officer, the Director of Talent Acquisition is a cross-functional, highly collaborative role, overseeing the Talent Acquisition team. The Director upholds IEHP's Mission, Vision, and Values by growing and developing a comprehensive and candidate-centric talent function serving all levels of IEHP with a focus on talent sourcing and acquisition, in order to build an effective and inspired workforce. The Director of Talent Acquisition is responsible for leading, administering, and optimizing the Talent Acquisition program, focused on meeting the growing needs of IEHP. This includes the managing and providing of services and best practices related to sourcing, recruitment, applicant tracking, selection, offer negotiation, hiring, and onboarding. Commitment to Quality: The IEHP Team is committed to incorporate IEHP's Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation. Additional Benefits IEHP is not only committed to healing and inspiring the human spirit of our Members, but we also aim to match our team members with the same energy by providing prime benefits and more. Competitive salary State of the art fitness center on-site Medical Insurance with Dental and Vision Life, short-term, and long-term disability options Career advancement opportunities and professional development Wellness programs that promote a healthy work-life balance Flexible Spending Account - Health Care/Childcare CalPERS retirement 457(b) option with a contribution match Paid life insurance for employees Pet care insurance Key Responsibilities Design, implement, and maintain the appropriate structure, processes, tools, communication, systems, coaching, and training necessary to scale and support a world-class Talent Acquisition team. Lead the research, development, implementation, and refinement of strategy and best practices to optimize IEHP's overall Talent Acquisition function and enable IEHP to achieve its present and future hiring goals. Cultivate, elevate, network with, and influence strong relationships with internal and external leaders, community partners, and industry subject matter experts to further IEHP's Talent Acquisition objectives. Remain informed with a thorough understanding of current and future hiring needs and priorities in order to translate them into practical talent acquisition strategies. Collaborate with internal partners to inform and implement employer branding strategies to refine and promote IEHP's employee value proposition as the organization evolves. Champion the implementation of approaches that improve Talent Acquisition processes, tools, communications, and outcomes. Promoting an environment of creativity, inclusivity, and innovation focused on useable Talent Acquisition improvements, as well as breakthroughs that supports IEHP's mission and furthers its vision. Serve as primary Talent Acquisition consultant to all members of the Executive team to drive talent acquisition excellence across the organization. Professionally represent IEHP Talent Acquisition as a Brand Ambassador at public, private and/or IEHP sponsored networking and industry events, career fairs, conferences, and related workshops, both on and off-site. Enhance alignment and synergy between HR, IT, Facilities, and L&D to ensure a smooth and successful best-in-class onboarding experience for every new hire, every time. Drive equitable inclusion efforts to ensure IEHP is employing qualified and diverse talent while maintaining an exceptional candidate experience for every candidate, every time. Maintain responsibility for all legal and regulatory compliance of recruiting policies and practices. Perform any other duties as required to ensure Health Plan operations and department business needs are successful. Qualifications Education & Requirement Seven plus (7+) years of hands-on full cycle recruiting and sourcing experience across a wide range of disciplines. Five plus (5+) years leading a Human Resources and/or Talent Acquisition team. Strong management experience with a successful track record of building, inspiring and managing a Talent Acquisition team. Experience with various HR databases, Applicant Tracking Systems (ATS) and Customer Relationship Management Systems (CRMs). Experience leading in a fast-paced environment utilizing flexible leadership approaches and styles. Experience contacting high-potential prospects through media/non-media platforms, including comfortability with targeted cold calling. Experience developing collaborative internal relationships across multiple departments and levels. Experience in building, cultivating, engaging with, and sustaining a meaningful professional network of industry experts and community partners. Proven success working in a high-volume performance-driven environment Bachelor's degree in Marketing, Human Resources, Business, or related field from an accredited institution required In lieu of the required degree, a minimum of four (4) years of additional relevant work experience is required for this position. This experience is in addition to the minimum years listed above Master's degree in related field from an accredited institution preferred Required: SHRM/HRCI Professional HR Certification Preferred: AIRS Recruiter Academy Key Qualifications Valid California Driver's License preferred Deep understanding and ability to use data to drive performance, find efficiencies and diagnose issues within processes and teams. Familiarity with enterprise-wide Talent Acquisition processes, and experience working in a result measured environment. Possesses a strong equity lens, with a focus on equitable decision-making Strong communicator, collaborative mentality, and natural influencing skills. Strong organizational skills. Must have strong critical thinking, verbal, and written communication skills. Skilled at establishing quick and meaningful connections with others. Exceptional communication and interpersonal skills with a demonstrated ability to communicate effectively across various levels. Strong communicator, collaborative mentality, and natural influencing skills High attention to detail and accuracy. Exceptional follow-through to track all outstanding tasks and ensure these are completed timely. Results-oriented. Ability to maintain relentlessly high standards and to meet deadlines. A natural networker and influencer. Ability to work both independently and with a team. Able to work within a highly dynamic culture, comfortable with ambiguity and rapidly shifting priorities. Innovative mind-set with a focus on streamlining processes and enhancing best practices. Highly organized, detail-oriented, and able to meet tight deadlines. Ability to work with individuals from all backgrounds to achieve goals. Able to maintain confidential information Start your journey towards a thriving future with IEHP and apply TODAY! Work Model Location This position is on a hybrid work schedule. (Monday & Friday - remote, Tuesday - Thursday onsite in Rancho Cucamonga, CA.) Pay Range USD $169,312.00 - USD $232,793.60 /Yr.

Job Description Chief Human Resources Officer (CHRO) Department: Human Resources Reports to: Executive Leadership Team The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision-making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict-resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi-site or multi-hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. SPHR/SHRM-SCP certification preferred.

Job Description Lead, HR Business Partner We are looking for an HR Business Partner to partner closely with store leaders to deliver proactive HR support that aligns with business goals and enhances the teammate experience. Location: Onsite | Hybrid, West Covina, CA, US Partner closely with store leaders to deliver proactive HR support that aligns with business goals and enhances the teammate experience. Provide expert guidance on employee relations, performance management, organizational development, and workforce planning. Champion our values and culture by fostering an inclusive, respectful, and engaging work environment. Collaborate with HR Centers of Excellence (COEs) to implement enterprise-wide initiatives in talent development, compensation, benefits, and DEI. Analyze HR data and trends to identify opportunities for continuous improvement and operational impact. Ensure compliance with California labor laws and company policies, serving as a subject matter expert on regional employment practices. Support change management efforts and lead initiatives that drive teammate engagement and retention. Support change management efforts and lead initiatives that drive teammate engagement and retention. Oversee headcount management and partner with our Recruitment Process Outsourcing (RPO) team to ensure timely and effective staffing across the region. Less Common Requirements HR certification (PHR, SPHR, SHRM-CP/SHRM-SCP). Required Skills 8 years of related experience with a bachelors degree or 6 years of related experience with a masters degree. Prior exposure to multi-unit/location retail environments. Managing multiple sites Strong working knowledge of State and Federal employment law and HR best practices. Exceptional communication, coaching, and problem-solving skills. Willingness to travel regionally up to 50% as needed to stores, region or division meetings, and company sponsored events. Ability to cover the region has 109 locations and the majority is in Southern CA and 18 in Las Vegas. The furthest north store is in Santa Barbara and there are stores down to Chula Vista. Current or prior experience supporting large teammate population 1000+ Knowledgeable in California Labor compliance Preferred or Nice-to-have Skills Bilingual in Spanish is preferred to support diverse teammate populations across the region. HR certification (PHR, SPHR, SHRM-CP/SHRM-SCP). Experience with union environments and labor relations. Years of Experience: 8 years of experience in HRBP, Human resources Industry Experience: Retail would be preferred Education Requirements: Must have bachelor's degree

The Human Resources Business Partner (HRBP) collaborates with their assigned client groups to determine, develop, and customize tools to meet department objectives. This position provides HR generalist support and leads key aspects of HR functions, with an emphasis on full-cycle recruitment and talent acquisition strategies, while also supporting organizational development, legal compliance, employee relations (including engagement and retention), on-boarding, and compensation administration. This role proactively evaluates and creates efficient HR administrative processes by applying continuous improvement measures and methods. The HRBP analyzes proposed changes in methods and recommends, plans for, and implements system and process improvements to enhance both recruitment effectiveness and overall HR operations. ESSENTIAL FUNCTIONS: The following are the fundamental duties and responsibilities of this position which the incumbent must be able to perform to fulfill the purpose and requirements of this position. Responsible for managing the full recruitment cycle across the organization, partnering with managers to source candidates, participate in interviews, and support offer negotiation and onboarding. Partner with hiring managers to recommend effective recruitment strategies to attract and hire top talent and provides full-cycle recruitment. Support the development and implementation of action plans to increase employee engagement, satisfaction, and retention. Advocate to drive diversity awareness, inclusion, and company culture. Participate in presentations and focus groups/listening sessions as needed to share information, gather feedback, or provide training and education on policies. Responsible for conducting internal investigations and recommending appropriate action and resolution. Demonstrate working knowledge of Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Workers' Compensation (WC), and collaborates with HR Generalist to support employees. Identify professional development needs for organization and participates in the evaluation of training programs. Consistently demonstrate basic knowledge of legal requirements related to day-to-day management of employees, to reduce legal risks and ensure compliance with state, federal and administrative employment laws. Routinely review employee data reports for assigned department or service line and report findings and observations to HR Manager for appropriate action. Partner with the HR team to understand and address trends related to turnover, compliance with training initiatives and adherence to the employment "life cycle" events such as performance assessments, annual enrollment, wellness activities, etc. Contribute to the development of HR strategic goals. Partner HR team to consistently apply and administer HR practices, policies, and procedures across the organization. Routinely conduct "culture checks" with employees and managers to identify opportunities to improve HR services and assist with service line operational strategies; ensuring inefficiencies or obstacles are minimized and eliminated. Assist the HR Manager and CHRO to collect and analyze data needed to advocate for organizational needs. Collaborate with HR team to develop, present and inform the organization on key initiatives (new training, benefits, etc.). Support organizational initiatives. Support, review, and audit any change transactions in HRIS system. Collect and analyze exit interview survey data and produces summary reports and trending analysis, reviewing with appropriate management to implement change, when needed. Other Duties: Conduct similar duties deemed fit for the proper execution of duties, and duties as assigned. Work Schedule: The regular hours for this full-time position are 8:00 a.m. to 5:00 p.m., Monday through Friday. Actual schedule to be discussed with candidate selected for position. Option to work hybrid (some onsite and some from home) available. May be required to work holiday, weekend, and/or evening hours. Regular hours may vary due to needs of the organization or business unit. QUALIFICATIONS: Unless otherwise stated, the following qualifications are required to perform the essential functions of this position, or the individual must demonstrate how the essential functions will be performed (with or without reasonable accommodation) using other qualifications not listed below. Education and Experience: A bachelor's degree and 3-4 years of related work experience, or a combination of 7-10 years of relevant training and work experience. Knowledge, Skills, and Abilities: Exceptional customer service skills. Strong skills to follow issues and projects through to completion. Strong attention to detail and accuracy. Proven ability to utilize web applications and HRIS systems. Proven effective, accurate and clear communication with proficient verbal, written, and reading skills in business English. Strong interpersonal and consultative skills with individuals at all levels of an organization. Proficient computer skills including advanced skills with Microsoft Word, Excel, Outlook, Access, Teams, and PowerPoint, HRIS databases, electronic timekeeping, and cloud-based storage systems. Able to quickly learn and train others to use new computer technology. Able to manage all activities and highly confidential information with discretion, good judgment, courtesy, patience, and tact. Able to effectively define and prioritize realistic and specific goals and objectives. Able to manage multiple projects and tasks simultaneously to meet deadlines and satisfy expectations. Able to independently research and resolve problems, respond to others in a timely manner. Able to work effectively both independently and as a collaborative member with a high standard of integrity and ethics Ability and interest in supporting the strategic vision and annual goals of the department and organization. Proven ability to analyze and conceptualize complex issues and consequences to achieve positive results. Preferred Qualifications: A master's degree in management, human resources, or related field. PHR/SPHR and/or SHRM-CP/SHRM-SCP. Experience working in higher education. Experience working with unions is highly desirable. Working knowledge with HRIS and Time Tracking System. COMPENSATION: Pay: The pay range for this position is $6,666.67 to $7,500 per month. Benefits: This position is eligible for our employment benefits package including: medical, dental, vision, 10% retirement contributions after one year (no matching required), group life insurance, generous time off, professional development funds, discounts for mobile plans, software, and entertainment, access to fitness facilities, and more! PHYSICAL REQUIREMENTS: Sedentary work that primary involves sitting and standing: ☒ Constantly ☐ Frequently ☐ Occasionally ☐ Never Active work that primary involves standing and walking: ☐ Constantly ☒ Frequently ☐ Occasionally ☐ Never Light work that involves moving objects weighing up to 10 pounds: ☐ Constantly ☐ Frequently ☒ Occasionally ☐ Never Medium work that includes moving objects weighing up to 25 pounds: ☐ Constantly ☐ Frequently ☒ Occasionally ☐ Never Medium work that includes moving objects weighing up to 40 pounds: ☐ Constantly ☐ Frequently ☐ Occasionally ☒ Never Heavy work that includes moving objects weighing up to 50 pounds: ☐ Constantly ☐ Frequently ☐ Occasionally ☒ Never Operate a computer or other work requiring repetitive movement of wrists, hands, & fingers: ☒ Constantly ☐ Frequently ☐ Occasionally ☐ Never Operate a street legal golf cart, a company automobile, or other heavy machinery: ☐ Constantly ☐ Frequently ☐ Occasionally ☒ Never Read or write electronic or printed materials: ☒ Constantly ☐ Frequently ☐ Occasionally ☐ Never Communicate verbally in person, by phone or another device: ☐ Constantly ☒ Frequently ☐ Occasionally ☐ Never Moving body into different positions to work down low, overhead, or outward: ☐ Constantly ☐ Frequently ☐ Occasionally ☒ Never Work involving climbing ladders, stairs, scaffolding, or similar: ☐ Constantly ☐ Frequently ☐ Occasionally ☒ Never Work in various environments including low, high, tight, low-ventilation, or confined spaces: ☐ Constantly ☐ Frequently ☐ Occasionally ☐ Never Work indoors in climate-controlled spaces: ☐ Constantly ☒ Frequently ☐ Occasionally ☐ Never Work outdoors in various weather conditions: ☐ Constantly ☐ Frequently ☐ Occasionally ☒ Never Work in a noisy environment: ☐ Constantly ☐ Frequently ☒ Occasionally ☐ Never Disclaimer: This has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this position. When duties and responsibilities change and develop, The Claremont Colleges Services will review this and make changes of business necessity. TCCS reserves the right to modify job duties or assign additional duties as needed. ADA/OSHA: This job description defines the essential job duties of this position. The Claremont Colleges Services expects that employees hired for this position can perform the essential functions of this job without imposing risk of substantial harm to the health or safety of themselves or others. It may also include marginal functions, generally defined within Title I of the Americans with Disabilities Act (ADA) and the Occupational Safety and Health Administration (OSHA). Equal Opportunity Employer: TCCS is an equal opportunity employer. TCCS managers make employment decisions on the basis of merit, with the aim of having the best available person in every job. TCCS prohibits discrimination based on all characteristics protected by federal, state, or local law or ordinance or regulation. TCCS also prohibits discrimination based on the perception that anyone has any of these characteristics or is associated with a person who has or is perceived as having any of these characteristics. All such discrimination is unlawful.

Our HR business partners are creative problem solvers, relationship builders, and strategic partners who understand the intricate dynamics of the teams they support. We're seeking a seasoned human resources professional to be an integral part of our team of recruiters and HR business partners who support efforts across multiple lines of our business. You will partner with business leadership to implement change, influence talent management, and increase division performance as well as improve the employee experience for colleagues. We're looking for a driven individual who wants to add value, solve problems, and impact our company culture. Esri has a Relocation Assistance Program and can provide support with relocating to the Redlands area for this position. Responsibilities Drive results. Design and lead equitable and inclusive talent management, workforce planning, retention, and job and organizational design practices. Partner with talent acquisition to ensure delivery of a coordinated recruitment efforts that achieve workforce planning goals and builds diverse teams. Support full-cycle recruitment as needed, most frequently to fill high-priority, high-impact positions. Be an expert. Stay connected to the competitive landscape, including compensation and employment brand trends, and recommend strategic changes within the division. Serve as a consultative thought partner to leadership to align business needs with talent management objectives. Proactively manage and resolve employee relations and mitigate legal risk. Influence change. Provide expert guidance to business leaders on coaching, change management, and career development. Further define and implement strategic programs such as onboarding, career pathing, and leadership development to align the workforce and achieve company goals. Collaborate with stakeholders. Participate in and lead key meetings with business leaders and the HR team. Collaborate with business leaders to interpret business needs and identify talent priorities. Build strong partnerships with HR specialists in the areas of employee relations, organizational development and training, and compliance. Solve problems. Leverage your project management skills to identify opportunities and suggest creative solutions to improve results. Solicit and analyze employee feedback to identify opportunities for training, new skill acquisition, and advancement of workforce. Requirements 2+ years of professional experience in a similar position or supporting similar HR generalist responsibilities Outstanding creativity, maturity, flexibility, and sound judgment in complex situations Demonstrated track record of building successful relationships and partnerships at all organizational levels Ability to work proactively and help build systemic processes and methods in all areas of human resources Excellent communication (written and verbal), interpersonal and leadership skills Proven conflict resolution and negotiation skills, with the ability to manage diverse perspectives and achieve consensus Ability to make data-driven decisions, leveraging analytics to inform business strategies and improve outcomes Knowledge of ADA, EEO, FMLA, Title VII, and wage and hour laws and benefits Bachelor's in human resources, business, marketing, or communications Recommended Qualifications MBA or Master's in human resources, communications, industrial psychology, or marketing HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) Experience in an information technology company during a time of high growth Experience leveraging ATS analytics and reporting #LI-LW1 #LI-Onsite

Job Description We are looking for an experienced Director of Human Resources (HRD) to join our team. Full time What We Do: Aurora Charter Oak Hospital offers compassionate and individualized treatment for mental health and substance use disorders. We believe in a patient-centric approach, where every treatment plan is tailored to meet the specific needs of each person who walks through our doors. What You'll Do: As our HRD, you are seen as a strategic partner to the CEO and work as a team to align HR strategies with the organization's overall business objectives. This is an exciting opportunity to make a meaningful impact on our organization's culture, performance, and success. Responsibilities include: The HR Director oversee all aspects of the human resources department functions including direct staff supervision, benefits and compensation, recruiting, performance management, employee relations, employee health services, HRIS, training, and development. Responsibilities include but not limit to the following: •Interprets facility policy and changes or modifies policies to ensure compliance with laws, regulations, competitive practices, and operational objectives. •Advises and guides management in interpretation and application of personnel policies, statutory regulations and programs to ensure the effective use of human resources is consistent with organization objectives and goals. •Plans, develops, implements the overall salary administration and benefits program •Designs, develops, and implements employee relations program which addresses consistent application of human resources policies, including progressive discipline, termination issues and grievances. •Assess facility's training and development needs to assure compliance with all regulatory requirements. •Directs the design, implementation and evaluation of a broad range of educational programs including orientations, workshops, seminars and conferences. •Establishes and implements policies and procedures for recruitment, selection, placement, and retention. •Assures proper maintenance of files and records concerning employment, including promotions, transfers, and terminations. Requirements • Bachelor's degree in a related field or equivalent in experience and training •Experience in Healthcare setting, hospital preferred •Knowledge of The Joint Commission (TJC) •Knowledge of Title VII, Federal and State employment laws and regulations •5 years of progressively increasing responsibility in employee relations, compensation, benefits and compliance •Proficiency in HRIS and Microsoft Office Suite •Excellent interpersonal and communication skills •Proactive approach to problem-solving •Ability to handle sensitive information confidentially and professionally. Join us in making a meaningful impact in the lives of those we serve! Aurora Charter Oak Hospital has been delivering Behavioral Health Treatment Services for over 83 years. We are located on 10 acres of beautifully landscaped grounds in Covina, California. Covina is about 22 miles east of downtown Los Angeles, in the San Gabriel Valley, close to 10, 60 and 210 FWY. EEOC Employer. Aurora Charter Oak Hospital does not discriminate against any person on the basis of race, color, national origin, sexual orientation, disability, or age in admission, treatment, or participation in its programs, services and activities, or in employment. We participate in the E-Verify program. Follow the link for additional information. E-Verify: ***************************** Benefits Benefits: 401(k) Dental insurance Employee assistance program Employee discount Flexible spending account Health insurance Health savings account Life insurance Paid time off Vision insurance