Human Resources Manager jobs at dnata

Summary/Objective The Human Resource Coordinator will work within the HR Department to provide first point of contact and guidance for HR inquiries, responding in line with policies and procedures, as well as performing associated administrative activities. Essential Functions/Responsibilities Assist in various HR activities such as employee onboarding, new hire orientation, employee engagement activities & recognition programs. Organize, create, and maintain personnel and training records for HR. Assist with payroll maintenance, data entry, and updating HR SharePoint site. Reviews, tracks, and documents compliance with mandatory and non-mandatory HR training. Assist with routine tasks related to human resource programs including but not limited to recruitment, benefits, leave, payroll, performance and talent management. Assists with employment-related inquiries from applicants, employees, and managers. Performs other duties as assigned. Competencies Detail Oriented - the ability to be thorough and accurate when accomplishing task. Positive Interactions - Must have excellent interpersonal, verbal and written communication and demonstrate the ability to work in a collaborative team environment. Analytical Problem Solver - the ability to collect and analyze information and use that information to resolve problems. Adaptability - Must have the ability to balance competing priorities in a fast-paced work environment. Confidentiality - the ability to collect, analyze, and process sensitive information in a private, secure manner. Required Education and Experience Associate's degree and/or one to two years related experience and/or training preferably in HR. Intermediate - Microsoft Office: Outlook, Word, Excel, PowerPoint Strong administrative skills, including ability to organize and prioritize tasks. Must have strong customer service skills and be approachable and trustworthy. Work Environment This job operates in a professional office environment. Travel: This position does not require travel Supervisory Responsibility This position has no direct supervisory responsibilities. This description has been designed to indicate the general nature and level of work performed by an employee within this position. The actual duties, responsibilities and qualifications may vary based on assignment. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, religion, sex, national origin, disability, veteran status, genetic data or other legally protected status.

HR Business Partner Job Type: Full-time / Exempt / Salaried About The Travel Agency The Travel Agency is a leading cannabis dispensary group in New York City, with locations in Union Square, Downtown Brooklyn, Fifth Avenue, and Soho. Rooted in community impact and social equity, we proudly employ formerly incarcerated individuals and champion BIPOC-, women-, and LGBTQIA-owned brands. Our mission is to blend innovation, education, and sustainability to elevate the cannabis retail experience and create pathways for economic opportunity. Position Overview The HR Business Partner (Employee Relations) serves as a key member of the People Team and acts as the dedicated day-to-day HR partner for two of The Travel Agency's four retail dispensary locations. This role provides frontline HR support, coaching, and operational guidance to store leadership while overseeing all Employee Relations (ER) matters across the entire organization. This HRBP leads complex investigations, drives equitable people practices, mitigates risk, and reinforces a consistent, fair employee experience across all stores. The ideal candidate has strong investigative skills, deep ER experience, and the ability to influence and support leaders in a fast-paced, highly regulated retail environment. Key Responsibilities Day-to-Day HR Support for Assigned Retail Stores Serve as the primary HR partner for two designated dispensary locations, providing on-site and virtual HR guidance, leadership coaching, and employee support. Build strong relationships with Store Directors, Supervisors, and Associates to understand workplace needs, challenges, and opportunities for improvement. Support workforce planning, scheduling practices, hiring alignment, and day-to-day HR activities at assigned stores. Conduct weekly on-site visits to maintain presence, gather insights, and ensure policy and culture consistency. Employee Relations Leadership (Organization-Wide) Own all Employee Relations investigations and case management for the entire organization, including stores not assigned for day-to-day support. Lead complex investigations involving discrimination, harassment, theft, performance issues, workplace conflict, and policy violations. Conduct organization-wide time and attendance investigations, payroll/timekeeping audits, and scheduling equity reviews. Maintain detailed and compliant documentation, ensuring consistent practices across all TTA locations. Partner with HR leadership, Legal, and Operations on escalated ER matters or corrective actions. Compliance, Audits & Risk Mitigation Conduct routine equity audits across all stores related to scheduling, compensation, corrective action, and performance ratings. Audit timekeeping, attendance, and payroll systems (Gusto, When I Work, POS) for accuracy and compliance. Ensure alignment with NYC labor laws, wage and hour regulations, NY Safe & Sick, and cannabis industry regulations. Track ER trends and present actionable insights to HR leadership. Performance, Culture & Employee Experience Support Lattice performance cycles (self-reviews, manager reviews, feedback loops) for assigned stores. Assist managers in creating performance documentation, coaching plans, and corrective actions. Promote culture initiatives, including recognition programs (TTA Cypher), engagement efforts, and DEI-aligned programs. Partner with L&D to reinforce training consistency and support people-development initiatives across all stores. Partnering Across a High-Growth, Union-Aware Environment Provide HR support to leaders navigating union environments, ensuring consistent interpretation of collective bargaining agreements. Assist in addressing employee concerns and supporting grievance-related steps as appropriate. Qualifications 3-5+ years of HR Generalist, Employee Relations, or HRBP experience, preferably in retail, hospitality, cannabis, or other high-volume hourly sectors. Direct experience managing ER investigations in high-volume, multi-unit environments. Strong understanding of New York labor laws and workforce compliance requirements. Experience partnering with store-level leadership teams. Excellent interviewing, documentation, and communication skills. High emotional intelligence and the ability to build trust quickly. Strong judgment and discretion in handling sensitive matters. Ability to work in a fast-paced, rapidly evolving environment. Preferred Qualifications Cannabis retail or other regulated industry experience Experience with HR technology platforms such as Gusto, Lattice, When I Work, or similar. Experience supporting unionized environments. Salary & Work Location Salary: $80,000-$105,000 (commensurate with experience) Work Location: Hybrid - on-site in Manhattan a minimum of 4 days per week to support store teams and organizational ER work. Why This Role Matters This HRBP is instrumental in shaping the employee experience across all TTA locations. By providing dedicated support to two key dispensaries while owning ER across the organization, this role ensures fairness, transparency, and consistency in every aspect of the employee lifecycle-supporting TTA's mission of building a responsible, inclusive, and high-performance workforce.

Job Description Welcome to San Diego International Airport, where our core purpose is to create an exceptional experience for both our community and visitors from around the world. It extends beyond just flights; we embody the vibrant spirit of San Diego itself-sunny, welcoming, and full of life. We are committed to attracting, fostering, and empowering a team of talented individuals who can deliver our strategic goals: Advance Airport Development Transform the Customer Experience Optimize Ongoing Business Cultivate Our Culture Here, culture starts with each of us. Our workplace is shaped by mindsets that guide how we show up for one another: believing the best in people, collaboration, empathy, listening, and thoughtful decision-making. If you are ready to contribute to a team that values meaningful impact and enjoys the journey along the way, we invite you to apply today and help us connect our community to the world. Why You'll Love Working at SAN: Location: The new Airport Authority Administration building, located on the San Diego International Airport campus and near the waterfront, providing stunning views of our runway, San Diego Bay, the Pacific Ocean, and the city skyline. Hybrid Work Schedule: This role follows a hybrid schedule with both on-site and remote work. On-site days are required, based on department needs, to support collaboration and business operations. Remote work flexibility is available on other days as determined by the department. Salary: The hiring salary range for HR Manager, Compensation & Benefits starting at $117,475-$130,528. The full pay range for Accountant is $100,406-$160,650. Benefits: You will enjoy 14 paid holidays, 18 - 33 days of vacation (PTO), parental and child care benefits, salary continuance for family & parental leave, tuition reimbursement, ensure your future with our retirement plan options including our comprehensive pension plan and 457 defined contribution plan. Plus, take advantage of our annual employer-funded Lifestyle Spending Account, designed to support your personal development and growth activities-and much more! Wellness: Take advantage of multiple on-site gyms with regular fitness classes, outdoor working areas, fitness discounts for all levels and goals, monthly fruit deliveries, rewards for volunteer time, financial wellness advisors, and a campus with easy access to some of San Diego's best walking trails. Application Deadline: December 15, 2025. About the Job: The Human Resources department is looking for a Human Resource Manager, Compensation & Benefits with a strong focus on compensation, benefits, and HR Informational Systems to lead and manage key HR processes and projects. This role is perfect for someone who loves working with internal and external partners and has expertise in consultation, process development, and project oversight, specifically in compensation and benefits. In addition to ensuring seamless day-to-day operations and delivering top-notch HR services, this role will also; What You'll Do: Optimize HR Processes: Develop and implement methods and tools to improve total rewards programs, benefits administration, HRIS integrations, onboarding, and employee development programs. Secure Data Management: Ensure employee data is secure and compliant with company policies and privacy regulations. Manage reporting, filings, and outsourcing vendors. Enhance Organizational Effectiveness: Analyze current practices, identify improvement opportunities, and implement strategies to support company goals. Manage Change: Use change management strategies to guide the organization through transitions in structure, processes, or systems with minimal disruption. Share standards, best practices, and innovative approaches. Lead and Coach: Provide leadership and coaching to staff responsible for benefits administration, HRIS systems, and HR operations. Set goals and provide regular performance feedback. Your Very Particular Set of Skill: 1. Leadership & Influencing Skills - Engages and motivates individuals and teams to deliver results by defining work objectives, setting expectations, and recognizing achievements; ensures high productivity and commitment of team members by maintaining effective communication and relationships. 2. Change Management - Identifies and implements available tools, techniques, and behaviors necessary to support change efforts that require the adoption and realization of change to achieve business outcomes and initiatives; adapts to evolving situations and effectively addresses resistances and concerns. 3. Project Management - Accurately assesses project scope, budget, and timeline by determining required process steps and resources needed to achieve defined outcomes and objectives; monitors and verifies task completion and resolves coordination issues to assure efficient, timely completion. 4. Relationship & Interpersonal Skills - Cultivates interpersonal rapport and trust, both up and down, by exhibiting consistency and reliability; demonstrated awareness of others' needs, listens for issues or conflicts and coaches' others to relevant and meaningful solutions. 5. Influence - Communicates and writes proficiently to gain others' support for ideas, proposals, projects, and solutions; articulates clear rationale in discussion of the benefits and drawbacks of various options, is assertive while exhibiting flexibility. 6. Integrity - Exercises diplomacy and discretion in dealing with highly sensitive, complex, and confidential issues and situations. 7. Leveraging Technology - Effectively uses and generates information electronically integrates technology solutions and systems. Requirements What We Are Looking For**: Six years of increasingly responsible human resources experience, with at least two years of experience in a supervisory or program management capacity, and any equivalent combination of education, training, and/or experience. ·Graduation from an accredited four-year college or university with a major in business administration, human resource management, organizational development, or a closely related field. Preferred Education, Certification, and Licenses: Master's degree in business administration, human resource management, organizational development, or a closely related field. SHRM-CP, SHRM-SCP, PHR, SPHR, CBP, CEBS, CCP, or PMP designation. **Lacking some of the skills or experiences we've listed? No worries! Here at the San Diego International Airport, we're on a mission to cultivate a workforce as dynamic and diverse as the community we serve. While certain roles may require specific qualifications, we understand that talent comes in many forms. Some of our positions may not require specific degrees, and we're always open to individuals who bring a willingness to learn and a commitment to excellence. If you think this could be you, we encourage you to apply, and even if this position isn't the right role for you, we will add you to our database to consider for other opportunities in the future that align with your unique knowledge and skills. There's a chance we have the perfect spot for you to land! EEO Statement It is the policy of the San Diego County Regional Airport Authority to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, SDCRAA will provide reasonable accommodations for qualified individuals with disabilities. Physical & Mental Demands Persons with disabilities may be able to perform the essential duties of this class with reasonable accommodation. Reasonable accommodation will be evaluated on an individual basis and depends, in part, on the specific requirements for the job, the limitations related to disability and the ability of the hiring department to accommodate the limitation. If you need any form of accommodation during the recruitment process, please inform the Talent Acquisition Partner (Recruiter). Under California Government Code Sections 3100 - 3109, public employees are designated disaster service workers. The term "public employees" includes all persons employed by the state or any county, city, state agency, or public district. Disaster service workers are required to participate in such disaster service activities as they may be assigned to them by their employer or law.

Build your best future with the Johnson Controls team As a global leader in smart, healthy and sustainable buildings, our mission is to reimagine the performance of buildings to serve people, places and the planet. Join a winning team that enables you to build your best future! Our teams are uniquely positioned to support a multitude of industries across the globe. You will have the opportunity to develop yourself through meaningful work projects and learning opportunities. We strive to provide our employees with an experience, focused on supporting their physical, financial, and emotional wellbeing. Become a member of the Johnson Controls family and thrive in an empowering company culture where your voice and ideas will be heard - your next great opportunity is just a few clicks away! What we offer: Competitive salary and bonus plan Paid vacation/holidays/sick time Comprehensive benefits package including 401K, medical, dental, and vision care On the job/cross training opportunities Encouraging and collaborative team environment Dedication to safety through our Zero Harm policy What You Will Do: The Human Resources Manager will lead the execution of HR strategies and services for both employees and managers at our manufacturing facility in Lubbock, Texas. The role is focused on enhancing engagement, productivity, and compliance with company policies. Key responsibilities include: Talent management and workforce planning Employee relations and employee retention Recruitment, selection, and onboarding Execution of corporate HR programs Policy development and adherence to employment legislation HR metrics analysis and continuous improvement How You Will Do It: Support daily HR operations and process improvements Define and implement the unit's talent strategy Collaborate with leadership to plan for human capital needs Cultivate strong relationships across all levels of the organization Advise managers on HR policies, practices, and employment law compliance Coach and mentor leaders to foster development and performance Oversee full-cycle recruitment and identify staffing needs Coordinate performance review cycles and employee communications Address organizational issues including discrimination, discipline, and harassment Act as liaison between management and employees to resolve workplace concerns Analyze HR metrics (e.g., turnover, absenteeism, cost of vacancy) to inform decision-making Prepare and manage the HR department's budget Stay up to date on industry best practices and legislative changes Optimize department workload for workforce efficiency What We Look For: Required University degree in Human Resources Management or related field. 6+ years of HR experience Experience in a manufacturing setting Strong interpersonal and conflict resolution skills Ability to work independently and collaboratively under pressure Effective communication across all levels of the organization Proficient in Microsoft Word, Excel, PowerPoint, and Outlook This is an onsite role at our Lubbock, Texas plant. HIRING SALARY RANGE: $89,000 - $119,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, location and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. For details, please visit the About Us tab on the Johnson Controls Careers site at ***************************************** #LI-Onsite Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, sexual orientation, gender identity, status as a qualified individual with a disability or any other characteristic protected by law. To view more information about your equal opportunity and non-discrimination rights as a candidate, visit EEO is the Law. If you are an individual with a disability and you require an accommodation during the application process, please visit here.

HR Manager Build an Aviation Career You're Proud Of As a Human Resources Manager, you'll have the opportunity to work with one of the largest independent aviation service businesses in the world. StandardAero provides comprehensive services to commercial, military, business aviation, helicopters, and industrial operators. The company has almost 7,000 employees working out of facilities strategically located in the U.S., Canada and internationally and serving customers from over 80 different countries. What you'll do: * Acts as the StandardAero HR Business Partner assigned to the Van Nuys facility which includes approximately 120 non-union employees, managers, and leaders. * Serves as the HR leader at the site reporting to the VP/General Manager. * For client group, takes appropriate action to address and resolve employee relations issues and manage typical HR Generalist activities, to include performance management, staffing, learning and development, compensation planning, reward/recognition and answering employee payroll and benefits questions. * Provide advice, counsel and support for benefits, compliance programs and HR Information Systems to client group. * Administers policies and procedures for employment, placement, termination, and transfer of employees. * Ensures the consistent and equitable application of organization policies and procedures. * Confidentially guides staff and managers through a process of developing answers, solutions, and/or strategies to deal fairly, legally, and effectively with people-related matters. * Advises managers on policies and procedures to ensure adherence to company policies for initiating appraisal, disciplinary and staffing decisions. * Guides management & employees through the performance management and termination processes. * Where required, develops, and conducts training as it relates to staffing and employee relations. * Develop and maintain community/academic relationships to increase exposure/awareness of the StandardAero brand. * Ensures the StandardAero Core Values are promoted and adhered to throughout the group and the company. * Ensure state and federal HR compliance issues are met * Coach and mentor supervisors and leaders to ensure employee development. * Manages hiring and separation procedures. * Ensures job descriptions for every employee position is up-to-date and accurate. Position Requirements: * Must be authorized to work in the US. * 5 years of progressive experience in HR including employee relations, organizational development, HR Policy and procedures, and leading projects * Experience coaching managers and supervisors * Strong integrity with ability to maintain confidentiality and manage highly sensitive information. * Professionalism and diplomacy with all levels of the organization. * Presentation skills and comfort in front of larger groups. * Advanced planning/organizational skills. * Sound reasoning, analysis, conflict resolution and decision-making skills. * Demonstrated ability to apply creativity toward problem solving and process improvement. * Excellent communication skills, both oral and written. * Experience dealing with non-union employee relations matters; preference for candidates who demonstrate experience with maintaining positive employee relations. * Experience with compensation analysis, benefits and payroll, leadership coaching and change management. * Thorough knowledge of employment laws and regulatory environments. * Skilled in Microsoft office products - Word, Excel, PowerPoint, Outlook. Preferred Characteristics: * Bachelor's degree in HR, Organizational Development, or relevant field desirable * PHR or SPHR certifications desirable. Salary: $115,000-145,000 annually, based on experience Benefits that make life better: * Comprehensive Healthcare * 401K with 100% company match; up to 5% vested * Paid Time Off starting on day one * Bonus opportunities * Short- & Long-Term Disability * Life & AD&D Insurance * Learning & Training opportunities Raising the Standard of Excellence since 1911 With over a century of proven excellence, StandardAero has become an industry leader in MRO services and customized solutions in the aerospace field. Our shared values and learning-based culture inspire our team to exceed their potential and power our customers' missions worldwide. With on-the-job training, advancement opportunities, and excellent benefits, StandardAero invites you to experience a fulfilling and meaningful career with us. Inclusivity Is Our Standard It is StandardAero's policy to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex (including transgender status, sexual orientation, and pregnancy) sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Our supportive environment celebrates diversity with no room for harassment or discrimination of any kind. We invite you to bring your authentic self to our team and experience our welcoming culture.

HR Manager Build an Aviation Career You're Proud Of As a Human Resources Manager, you'll have the opportunity to work with one of the largest independent aviation service businesses in the world. StandardAero provides comprehensive services to commercial, military, business aviation, helicopters, and industrial operators. The company has almost 7,000 employees working out of facilities strategically located in the U.S., Canada and internationally and serving customers from over 80 different countries. What you'll do: Acts as the StandardAero HR Business Partner assigned to the Van Nuys facility which includes approximately 120 non-union employees, managers, and leaders. Serves as the HR leader at the site reporting to the VP/General Manager. For client group, takes appropriate action to address and resolve employee relations issues and manage typical HR Generalist activities, to include performance management, staffing, learning and development, compensation planning, reward/recognition and answering employee payroll and benefits questions. Provide advice, counsel and support for benefits, compliance programs and HR Information Systems to client group. Administers policies and procedures for employment, placement, termination, and transfer of employees. Ensures the consistent and equitable application of organization policies and procedures. Confidentially guides staff and managers through a process of developing answers, solutions, and/or strategies to deal fairly, legally, and effectively with people-related matters. Advises managers on policies and procedures to ensure adherence to company policies for initiating appraisal, disciplinary and staffing decisions. Guides management & employees through the performance management and termination processes. Where required, develops, and conducts training as it relates to staffing and employee relations. Develop and maintain community/academic relationships to increase exposure/awareness of the StandardAero brand. Ensures the StandardAero Core Values are promoted and adhered to throughout the group and the company. Ensure state and federal HR compliance issues are met Coach and mentor supervisors and leaders to ensure employee development. Manages hiring and separation procedures. Ensures job descriptions for every employee position is up-to-date and accurate. Position Requirements: Must be authorized to work in the US. 5 years of progressive experience in HR including employee relations, organizational development, HR Policy and procedures, and leading projects Experience coaching managers and supervisors Strong integrity with ability to maintain confidentiality and manage highly sensitive information. Professionalism and diplomacy with all levels of the organization. Presentation skills and comfort in front of larger groups. Advanced planning/organizational skills. Sound reasoning, analysis, conflict resolution and decision-making skills. Demonstrated ability to apply creativity toward problem solving and process improvement. Excellent communication skills, both oral and written. Experience dealing with non-union employee relations matters; preference for candidates who demonstrate experience with maintaining positive employee relations. Experience with compensation analysis, benefits and payroll, leadership coaching and change management. Thorough knowledge of employment laws and regulatory environments. Skilled in Microsoft office products - Word, Excel, PowerPoint, Outlook. Preferred Characteristics: Bachelor's degree in HR, Organizational Development, or relevant field desirable PHR or SPHR certifications desirable. Salary: $115,000-145,000 annually, based on experience Benefits that make life better: Comprehensive Healthcare 401K with 100% company match; up to 5% vested Paid Time Off starting on day one Bonus opportunities Short- & Long-Term Disability Life & AD&D Insurance Learning & Training opportunities Raising the Standard of Excellence since 1911 With over a century of proven excellence, StandardAero has become an industry leader in MRO services and customized solutions in the aerospace field. Our shared values and learning-based culture inspire our team to exceed their potential and power our customers' missions worldwide. With on-the-job training, advancement opportunities, and excellent benefits, StandardAero invites you to experience a fulfilling and meaningful career with us. Inclusivity Is Our Standard It is StandardAero's policy to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex (including transgender status, sexual orientation, and pregnancy) sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Our supportive environment celebrates diversity with no room for harassment or discrimination of any kind. We invite you to bring your authentic self to our team and experience our welcoming culture.

at The Pasha Group Information for California residents about our collection and use of job applicant personal information can be found here: Privacy Practices The Human Resources Compliance Program Manager collaborates with HR and Payroll management teams to support the implementation, audit, and monitoring of HR and Payroll compliance programs across multiple U.S. entities and states, with a focus on employment law, regulatory risk, and collective bargaining agreement (CBA) management. Primary Objectives Strengthen HR and Payroll compliance through proactive auditing and risk mitigation strategies. Support HR and Payroll process owners in maintaining accurate and current documentation aligned with regulatory requirements. Lead and coordinate projects related to the implementation and renewal of collective bargaining agreements. Partner with Legal and HR stakeholders to align practices with federal, state, and local employment laws across multiple jurisdictions. Duties and Responsibilities Partner with HR and Payroll subject matter experts to develop audit and compliance requirements, reporting, and documentation. Develop and execute audit plans to assess compliance with U.S. federal, state, and local employment regulations across multiple entities and jurisdictions. Conduct internal audits of HR and Payroll systems and processes to validate data integrity and policy adherence. Identify and document operational and compliance risks within HR and Payroll processes and recommend mitigation strategies. Prepare clear and concise audit reports and present findings to HR and business leadership. Track and report on compliance metrics and audit outcomes to inform strategic decision-making. Maintain and update documentation for all active collective bargaining agreements (CBAs). Project manage the implementation of new CBAs and coordinate renewal activities, including business unit alignment and timeline tracking. Monitor changes in employment laws and regulations and collaborate with HR and Legal teams to interpret and apply to HR policies and practices. Lead periodic review and update cycle of employee handbooks and HR forms to reflect regulatory and policy changes. Support the development and delivery of compliance-related training and communications for HR and business leaders. Act as primary point of contact for ISO audits and coordinate document submission and responses. Partner with HR and Payroll process owners to maintain accurate process documentation and control frameworks. Handle sensitive employee data and compliance documentation with discretion and confidentiality. Contribute to cross-functional HR compliance initiatives and special projects as assigned. Collaborate with HR leaders to support continuous improvement of HR compliance programs. Other duties as assigned. 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 Bachelor's degree or equivalent combination of coursework and experience in Human Resources or directly related field required Licenses and Certifications Professional in Human Resources (PHR), SHRM Certified Professional (SHRM-CP), or similar HR certification preferred Work Experience 5+ years of progressive HR and Payroll experience with responsibility for HR compliance required Experience with collectively-bargained employees strongly preferred Experience in a multi-entity environment preferred Required Knowledge, Skills and Abilities Strong working knowledge of U.S. employment laws across multiple states and jurisdictions. Understanding of collective bargaining agreements and union-related HR processes. Ability to communicate effectively at all organizational levels. Strong project management skills with the ability to coordinate cross-functional initiatives. High attention to detail and ability to manage multiple priorities in a dynamic environment. Demonstrated ability to build collaborative relationships and influence outcomes across teams. Self-motivated and able to work well as part of a geographically dispersed management team. Proficiency with enterprise HRIS tools including Applicant Tracking and Timekeeping systems and reporting. Intermediate level proficiency in Microsoft Office Suite including Excel, Word, Outlook, and PowerPoint. Competencies Builds High-Performing Teams Selects, organizes, and motivates colleagues to work together in a committed way to achieve a common mission and ensures a pipeline of talent for the future. Delivers Results Rigorously drives self and others to achieve high levels of individual and organization performance. Engages & Inspires Others Leads with energy, self-confidence and understanding in ways that motivate colleagues to achieve more than they thought possible. Focuses on the Customer & Market Continuously evaluates what is important to the customer/client and develops products or solutions that exceed expectations. Makes Sound Business Decisions Makes timely and well-informed decisions that advance critical priorities, capitalize on new opportunities, and resolve problems. Partners Across Boundaries Works collaboratively and effectively with colleagues throughout the company toward the common good of The Pasha Group. Practices our Values Supports and models The Pasha Way; conduct reflects Excellence, Honesty, Integrity, Innovation and Teamwork. PHYSICAL DEMANDS, WORK ENVIRONMENT, AND TRAVEL Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Hear and speak with sufficient clarity to understand and engage in telephonic information exchange; hear and understand verbal instructions; give and receive information verbally in person or via communication device - Often Walk/travel within office environment, crouch/bend to access floor-level storage - Often Use hands/fingers to operate office equipment, type/complete data input, write - Often Reach with hands, arms; lift, move and manipulate objects weighing up to 20 pounds - Regularly Sight sufficient to read instructions, documents, and screen-based information - Often Use hands/fingers to manipulate and file documents, folders, small objects - Regularly Working Environment This role requires work that may involve the following environmental conditions: Corporate office environment Travel 10% Must be able to travel independently to U.S. locations including Hawaii. Screening Requirements Background Checks Must be fully vaccinated against COVID-19, except as prohibited by law. The information included in this description 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 or exhaustive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. The salary range listed is based on the geographic zone associated with this role: SAN RAFAEL, CA. If you are applying to work from a different location, the salary range may vary to align with the cost of labor and market conditions in that area. For applicants from other zones, we encourage you to reach out to us to confirm the relevant salary range for your specific location. Starting pay will be determined by job-related factors including experience, education, and business needs and may be modified at any time.Zone 1: $110,000 - $120,000 This job is also eligible for participation in an Incentive Plan with a target payout based on eligible compensation and corporate/individual performance goal attainment. Annual Incentive Opportunity: 10% of eligible compensation The Pasha Group family of companies are EOE/AA Employers - Minority/Female/Veteran/Disabled/and other Protected Categories

The Vice President, Human Resources (U.S. and Canada) is a key HR leadership team member responsible for driving a people-centric strategy across the region. This role ensures we have the right talent, leadership capabilities, and engagement to meet the demands of a dynamic business environment. The VP partners closely with regional and corporate leadership to shape and execute people strategies that accelerate business performance, enhance organizational culture, and enable leadership excellence. Core Responsibilities & Duties: Serve as a strategic partner to operational leadership across the US & Canada. Align People Operations priorities with business objectives, leveraging workforce analytics and talent insights. Provide strategic counsel to Regional leaders and senior operational leaders on complex human capital matters. Lead culture, engagement, and employee experience initiatives that drive engagement, retention, and high performance. Champion and scale leadership development, coaching, and succession planning efforts across the region. Act as the executive escalation point for significant employee relations and organizational challenges. Partner with the Corporate Talent Acquisition team to ensure top talent is acquired efficiently and aligned to business goals. Ensure effective execution of compensation strategies aligned with local markets and company goals. Drive HR compliance, policy consistency, and labor law adherence across diverse geographies Foster cross-functional collaboration with HR Centers of Excellence (CoEs), including Total Rewards, ESG, Talent Development, and HR Technology. Build and lead a high-performing regional People Operations team with a focus on continuous improvement and leadership impact. Represent the voice of the employee in executive discussions and ensure fair and equitable workplace practices. Other duties as assigned Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field (MBA or advanced degree preferred). SPHR, SHRM-SCP or equivalent HR certification strongly preferred. 10+ years of progressive HR or People Operations leadership experience, preferably in logistics, supply chain, or multi-site environments. Proven success as an executive HR partner driving talent strategies across geographically dispersed teams. Strong business acumen and ability to influence at the executive level. Expertise in organizational development, workforce planning, and employee engagement. Deep knowledge of U.S. and Canadian employment laws and regulatory frameworks. Experience managing change and transformation initiatives in complex environments. Ability to travel up to 60% across the U.S. and Canada as business needs require. Bi-lingual (English & Spanish) preferred. Experience working in both union and non-union work environments is preferred Skills: Strategic mindset with operational execution excellence. Strong relationship builder and influencer across all levels of an organization. High emotional intelligence with strong communication and leadership presence. Skilled in HR systems, data-driven decision making, and using analytics to drive results. Experience with coaching, talent development, and succession planning frameworks. Passion for people, culture, and driving business outcomes through talent. Forward Air is an Equal Opportunity employer. #LI-Onsite #LI-AM1

The Vice President, Human Resources (U.S. and Canada) is a key HR leadership team member responsible for driving a people-centric strategy across the region. This role ensures we have the right talent, leadership capabilities, and engagement to meet the demands of a dynamic business environment. The VP partners closely with regional and corporate leadership to shape and execute people strategies that accelerate business performance, enhance organizational culture, and enable leadership excellence. Core Responsibilities & Duties: * Serve as a strategic partner to operational leadership across the US & Canada. * Align People Operations priorities with business objectives, leveraging workforce analytics and talent insights. * Provide strategic counsel to Regional leaders and senior operational leaders on complex human capital matters. * Lead culture, engagement, and employee experience initiatives that drive engagement, retention, and high performance. * Champion and scale leadership development, coaching, and succession planning efforts across the region. * Act as the executive escalation point for significant employee relations and organizational challenges. * Partner with the Corporate Talent Acquisition team to ensure top talent is acquired efficiently and aligned to business goals. * Ensure effective execution of compensation strategies aligned with local markets and company goals. * Drive HR compliance, policy consistency, and labor law adherence across diverse geographies * Foster cross-functional collaboration with HR Centers of Excellence (CoEs), including Total Rewards, ESG, Talent Development, and HR Technology. * Build and lead a high-performing regional People Operations team with a focus on continuous improvement and leadership impact. * Represent the voice of the employee in executive discussions and ensure fair and equitable workplace practices. * Other duties as assigned Qualifications: * Bachelor's degree in Human Resources, Business Administration, or a related field (MBA or advanced degree preferred). * SPHR, SHRM-SCP or equivalent HR certification strongly preferred. * 10+ years of progressive HR or People Operations leadership experience, preferably in logistics, supply chain, or multi-site environments. * Proven success as an executive HR partner driving talent strategies across geographically dispersed teams. * Strong business acumen and ability to influence at the executive level. * Expertise in organizational development, workforce planning, and employee engagement. * Deep knowledge of U.S. and Canadian employment laws and regulatory frameworks. * Experience managing change and transformation initiatives in complex environments. * Ability to travel up to 60% across the U.S. and Canada as business needs require. * Bi-lingual (English & Spanish) preferred. * Experience working in both union and non-union work environments is preferred Skills: * Strategic mindset with operational execution excellence. * Strong relationship builder and influencer across all levels of an organization. * High emotional intelligence with strong communication and leadership presence. * Skilled in HR systems, data-driven decision making, and using analytics to drive results. * Experience with coaching, talent development, and succession planning frameworks. * Passion for people, culture, and driving business outcomes through talent. Forward Air is an Equal Opportunity employer. #LI-Onsite #LI-AM1

Calspan is the premier independent provider of testing and technology development services, solutions, and systems in the aerospace, defense, and automotive industries. Our diverse skill set and unique testing capabilities help innovators push the limits of technology to transform the future. We're looking for a Director, Human Resources to lead a passionate team and shape the future of our workplace. This onsite opportunity at our Buffalo, NY location is a unique opportunity to positively impact every aspect of the employee experience, strengthen our culture, and ensure that our people strategy drives organizational success. Every single thing we do with our customers and employees is based upon our goal of being selective to join and difficult to leave. We operate with a core set of values centered on inclusiveness, accountability, and innovation. Do you have what it takes to Be Calspan? Responsibilities Core Responsibilities Listed Below - Compensation and position level commensurate with education and experience. The Director, Human Resources, oversees all aspects of the HR function, including employee relations, compensation, benefits, performance management, recruitment, payroll, and compliance. This strategic leader will serve as a trusted advisor to the executive team, cultivating an environment where employees feel valued, supported, and inspired to deliver their best work. Leadership & Culture Lead with integrity and in alignment with Calspan's Core Values. Foster a respectful, inclusive, and high-performing culture where employees thrive. Empower managers and teams to take ownership of results through trust, collaboration, and accountability. Provide clear, constructive feedback and ensure a strong focus on employee development, engagement, and recognition. Talent Strategy & Workforce Planning Partner with business leaders to design and implement forward-thinking workforce plans. Oversee recruiting strategies to attract, develop, and retain high-performing talent. Champion leadership development, succession planning, and organizational effectiveness initiatives that prepare Calspan for the future. Employee Relations & Engagement Lead employee relations strategy and serve as a trusted advisor to leaders and staff on workplace issues. Manage investigations, conflict resolution, and performance challenges with fairness, discretion, and consistency. Implement proactive engagement programs that foster collaboration, promote well-being, and encourage open communication. Ensure employee voices are heard and valued, cultivating an environment of trust and mutual respect. Total Rewards, Compliance & Advisory Oversee the administration of compensation, benefits, and HR policies to ensure competitiveness and compliance. Advise senior management on HR strategy, organizational design, and employment law matters. Partner with leaders to align HR programs with business objectives while maintaining compliance with all applicable federal, state, and local regulations. Qualifications Preferred Education & Experience Bachelor's or Master's degree in Human Resources, Business Administration, or related discipline. Progressive HR experience, including prior management or leadership roles. Or an equivalent combination of education and experience. Preferred Knowledge & Abilities Strong HR leadership with expertise in talent acquisition, retention, and employee relations. Proven success in designing and executing innovative HR and people strategies. Strong understanding of employment laws, compliance requirements, and compensation frameworks. Excellent interpersonal, coaching, and conflict resolution skills. Strategic thinker with exceptional analytical and problem-solving abilities. Skilled in leading organizational change and developing others through mentoring, feedback, and training. Proficiency with HRIS systems and leveraging technology to streamline HR operations. Strong organizational skills with the ability to manage multiple priorities under pressure. Why join Calspan? Be Calspan Culture At Calspan, we promote an environment that empowers employees and encourages innovation. Our management team enables a strong sense of teamwork with each endeavor, where successes are shared and lessons are learned. The company's talent brand, “Be Calspan”, incorporates our company values to Be Inclusive, Accountable, and Innovative and our commitment to drive every individual to - Be Developed, Be Balanced, Be Connected, Be Community and Be Recognized. Our culture promotes a positive atmosphere and competitive can-do method of action. Great Benefits = Happy, Committed Employees Retaining great talent is as important as finding it, so at Calspan, we take our employee value proposition of Be Calspan quite seriously. To us, that means offering competitive compensation, comprehensive benefits, recognition programs and promotional opportunities. Our benefits include: Health Insurance, Health Savings Accounts, Flexible Spending Accounts, Dental Insurance, Vision Insurance, Life Insurance/Accidental Death & Dismemberment, Short-Term/Long-Term Disability, 401(k), Hospital Coverage, Accident Coverage, Life Insurance Policy, Paid-Time Off, Company-paid Holidays, Bereavement Leave, Jury Duty, Military Leave, Employee Assistance Program, Educational Assistance Reimbursement , and Pet Insurance. Calspan 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, disability, or veteran status. Calspan supports safe and drug free workplace through pre-employment background checks and drug testing. The salary range provided is a general guideline. Actual pay will depend on several factors, including, but not limited to, education, experience, training, and other applicable qualifications. Calspan is committed to pay transparency in compliance with applicable state and local laws. All candidates must be eligible to work in the United States. Salary Range (min) USD $130,000.00/Yr. Salary Range (max) USD $180,000.00/Yr.

Director 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.

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.

at The Pasha Group Information for California residents about our collection and use of job applicant personal information can be found here: Privacy Practices Now Hiring: Human Resources Consultant - Shape People Strategies at The Pasha Group At The Pasha Group, we don't just move freight, we move industries, communities, and progress forward. For over 75 years, we've been a trusted leader in global transportation and supply chain services, delivering with precision, innovation, and integrity. We're seeking a proactive and collaborative Human Resources Consultant to partner with managers, leaders, and employees across the enterprise. In this role, you'll deliver best-practice HR consultation, support employee engagement, guide performance and development, and ensure consistent and compliant HR practices that strengthen both people and business results. Your Role: HR Expertise in Action Providing guidance, solutions, and strategies that drive employee success. Employee & Manager Consultation - Advise leaders on HR matters including performance management, corrective actions, terminations, and employee development. Employee Engagement & Culture - Identify opportunities to enhance engagement, promote a values-driven culture, and support succession planning initiatives. Employee Relations & Compliance - Guide managers through disciplinary actions, review performance improvement plans, and ensure compliance with employment laws, policies, and practices. Issue Resolution - Monitor and address open issues, conduct investigations of complaints, and drive timely, fair outcomes. HR Program Support - Deliver training, communication, and implementation of HR programs within assigned business units. Data & Documentation - Maintain accurate employee records, safeguard confidentiality, and leverage HRIS tools to support workflows, audits, and reporting. What You Bring: Strategic HR Capability The knowledge and skills influence people and strengthen performance. Education & Experience Bachelor's degree in Human Resources or related field, or equivalent combination of coursework and experience. 3+ years in an HR Generalist or HR Business Partner role. Experience with unionized employees or multi-employer environments preferred. Certifications TWIC credential required. PHR, SHRM-CP, or equivalent certification preferred. Skills & Knowledge Broad knowledge of HR functional areas including employee relations, engagement, training, compliance, performance management, and succession planning. Strong communication and presentation skills to support leaders and employees at all levels. Working knowledge of federal, state, and local employment regulations. HRIS experience, preferably with UKG/UltiPro. Microsoft Office proficiency (Word & Outlook - Intermediate; Excel & PowerPoint - Basic). Fluency in Spanish preferred. Why Build Your Career at Pasha?As an HR Consultant, you'll play a pivotal role in shaping employee experiences and supporting a culture built on Excellence, Honesty & Integrity, Innovation, and Teamwork. You'll partner with leaders to drive engagement, retention, and performance while helping employees thrive. With exposure to diverse business units and complex HR challenges, this role offers the opportunity to develop your expertise while making a lasting impact. Ready to bring your HR expertise to a company that's moving industries forward? Apply today to become our next Human Resources Consultant-and make your mark on the future of work at The Pasha Group. Travel20% Must be able to travel independently to U.S. locations including Hawaii. Screening Requirements Background Checks Must be fully vaccinated against COVID-19, except as prohibited by law. The information included in this description 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 or exhaustive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. The salary range listed is based on the geographic zone associated with this role: San Rafael, CA. If you are applying to work from a different location, the salary range may vary to align with the cost of labor and market conditions in that area. For applicants from other zones, we encourage you to reach out to us to confirm the relevant salary range for your specific location. Starting pay will be determined by job-related factors including experience, education, and business needs and may be modified at any time. Zone 1: $95,000 - $115,000 The Pasha Group family of companies are EOE/AA Employer Minority/Female/Veteran/Disabled/and other Protected Categories The Pasha Group family of companies are EOE/AA Employers - Minority/Female/Veteran/Disabled/and other Protected Categories

TITLE Manager, Job Classification & Pay Structure Performs responsible administrative work in the development and administration of the staff job classification and pay structures. Responsibilities include evaluating, designing, and maintaining staff job classification systems and pay structures, as well as Oracle Cloud components. Work is performed independently under limited supervision and performance evaluation is based upon completion of assignments and results obtained. The performance evaluation is conducted through the performance evaluation system and in accordance with the University Policies & Procedures. ORGANIZATIONAL RELATIONSHIPS Reports to: Executive Director, Human Resources Supervises: Compensation Specialist ESSENTIAL DUTIES - May include, but not limited to the following: Answers policy and practice questions for area of responsibility. Maintains and updates the staff job evaluation and pay structure system to ensure accuracy, consistency, and alignment with organizational standards. Analyzes staff position and reclassification requests by reviewing job duties, scope, qualifications, and organizational impact to determine appropriate classification. Analyzes pay for new staff positions, promotions, and transfers in accordance with organizational policies and job classification/pay structure guidelines. Analyzes requests for above-based starting salary level for promotions and job offers and makes recommendations based on employee qualifications, pay structure and internal equity. Analyzes positions to determine exempt or non-exempt status in accordance with the Fair Labor Standards Act (FLSA). Assigns positions to appropriate employment status (classified, professional or administrative) in accordance with established classification guidelines. Evaluates job duties to identify essential and non-essential functions as defined by the Americans with Disabilities Act (ADA) and organizational standards. Maintains current s for all staff positions. Develops and delivers training programs and presentations related to area of responsibility. Reviews and approves/disapproves Oracle Cloud assignment transactions as applicable. Maintains a staff pay plan. Conducts and participates in salary surveys. Performs staff market review and provides cost reports to Finance & Administration. Develops and maintains the HR Job Classification & Pay Structure website. Responsible for building new positions and new departments in Oracle Cloud. Reviews staff requisitions forms for verification of salary and position. Tests and confirms newly installed Oracle patches for impact on functionality in system. Responsible for the Supplemental Task Payments (individual compensation payments) and approvals. Responsible for processing the Compensation Hiring Exception Form (CHEF). Responsible for creating new faculty positions in Oracle Cloud in coordination with Budget. Plans, manages, and implements the University's merit program in collaboration with other Human Resources personnel and key University departments. Oversees the administration of the University's merit plans within Oracle Cloud. Responsible for the development of policies and procedures under area of responsibility and may assist with Human Resources related policies Responsible for maintaining TWU Campus Stats. Prepares the Holiday Schedule according to the State Legislature and University Policy 05.410 Holiday Schedule and Eligibility and submits draft to University Leadership for approval. Sets goals for area of responsibility. Participates in HR projects as requested. Responsible for establishing job standards for subordinate staff and effectively evaluating staff under charge. The performance evaluation is conducted through the performance evaluation system and in accordance with the University Policies & Procedures. ADDITIONAL DUTIES Performs other duties as requested. EDUCATION Bachelor's degree in Human Resource Management or related field preferred. PHR/SPHR certification preferred. EXPERIENCE Five years of experience in job classification, compensation design, and pay structure administration in a human resources office or a related field. REQUIREMENT Regular and reliable attendance at the University during regular scheduled days and work hours is an essential function of this position. All employees share the responsibility of maintaining information security and privacy requirements within the university by adhering to Federal and State regulations, and TWU Policies & Procedures. KNOWLEDGE, SKILLS, AND ABILITIES - The following are essential: Ability to plan, direct, and evaluate a complex operation, using human resources time, funds, and other resources for the accomplishment of long-term and short-term goals of the institution. Ability to establish and maintain effective work relationships with students, faculty, staff, and the public. Ability to provide administrative guidance within area of responsibility, providing direct training and supervision as needed. Ability to apply budgetary and fiscal planning techniques within financial constraints. Ability to organize work effectively, conceptualize and prioritize objectives and exercise independent judgment based on an understanding of organizational policies and activities. Ability to integrate resources, policies, and information for the determination of procedures, solutions, and other outcomes. Ability to communicate effectively -orally, by phone, in person, and in writing. Ability to use a personal computer and other office equipment, including related university software and email. PHYSICAL DEMANDS The physical demands described in the Essential Duties and below are representative of those that must be met by an employee to successfully perform the essential duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties. The employee may be required to travel. WORK ENVIRONMENT All employees are responsible for maintaining an environment that is free from discrimination, intimidation, harassment, including sexual harassment. Work is normally performed in a typical interior work environment. SAFETY TWU promotes a safe working environment. Employees are responsible for completing assigned tasks safely and efficiently, and supervisors are responsible for creating and maintaining a safe work environment. Employees must report any unsafe work conditions or practices, as well as any near-miss incidents, to their supervisor and Risk Management. Supervisors and employees should ensure that injury/accident reports are submitted to the Office of Human Resources and Risk Management within 24 hours of the incident. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. Texas Woman's University, an AA/EEO employer, provides equal opportunity to all employees and applicants for employment and prohibits discrimination on the basis of race, color, national origin, religion, gender, age, disability, veteran status, sexual orientation, or any other legally protected category, class or characteristic. All offers of employment will be contingent on the candidate's ability to provide documents which establish proof of identity and eligibility to work in the United States. Positions at Texas Woman's University deemed security-sensitive require background checks and verification of all academic credentials. If you are a male between the age of 18 and 25, federal law requires that you must be registered with the U.S. Selective Service System, unless you meet certain exemptions under Selective Service law. Under HB 558, enacted by the 76th Texas State Legislature, if you are currently of the age and gender requiring registration with Selective Service, but knowingly and willfully fail to do so, you are ineligible for employment with an agency in any branch of Texas state government. For additional information regarding registration or status, you can contact the Selective Service System at ************ or ************

The Alameda-Contra Costa Transit District (AC Transit) is seeking a collaborative, forward-thinking Director of Human Resources (HR) to lead its HR department during a transformative period for the organization. This role offers a unique opportunity to enhance core HR functions, strengthen internal customer service, and position the HR department as a positive, reliable partner for one of the nation's leading transit agencies. The Director oversees five division managers and a $1 million dollar budget, and serves as a key strategic partner to the Executive Director of Human Resources, executive leadership, and labor representatives. They will guide key functional areas including Talent Acquisition, Classification and Compensation, Benefits Administration, and Leave Management. The ideal candidate has broad public sector HR expertise, an understanding of labor relations, and a steady, people-centered leadership style that builds trust, fosters collaboration, and effectively gains buy-in to support organizational change. This classification is differentiated from the Executive Director in that the latter has overall responsibility for all functions of the Human Resources Department. This classification is differentiated from the Human Resources Manager in that the Director is responsible for short and long-term direction and management of multiple services and operational units within the Human Resources department. This is an at-will unrepresented classification. This is an excellent opportunity to work for the largest bus agency in California, make a difference in our local community, and promote AC Transit as a great employer of the East Bay. In addition to working with some of the best in the business, AC Transit also has an excellent benefits package that includes pension, medical, dental and vision coverage, flexible spending, and 457 savings plan. Representative Functions * Provides leadership to assigned units; selects, trains, motivates, and directs department personnel; evaluates, and reviews work for acceptability, and conformance with department standards; conducts performance evaluations; works with employees on performance issues provides constructive feedback on performance and behaviors; implements discipline and termination procedures; responds to staff questions and concerns. * Develops, directs, and oversees the implementation of strategies, goals, objectives, policies, procedures and work standards for the assigned area within the Human Resources department. * Through subordinate levels of supervision, develops, directs, and coordinates the overall work plan of the assigned work unit(s); contributes to the department's service quality through the development and implementation of policies and procedures to meet legal requirements, District needs, and strategic objectives; continuously monitors and evaluates the efficiency, and effectiveness of service delivery methods and procedures; assesses and monitors the distribution of work, support systems, and internal reporting relationships; identifies opportunities for improvement; directs the implementation of change. * Manages, develops, and administers the assigned unit's annual budget; directs the forecast of additional funds needed for initiatives, projects, staffing, equipment, materials, and supplies; directs the monitoring of, and approves expenditures; directs and implements adjustments, as needed. * Works closely with the Executive Director of Human Resources, and other District management staff regarding the development and implementation of long- and short-term strategies for the delivery of effective human resources programs District-wide. * Acts as representative in negotiating activities and the administration of collective bargaining agreements; provides guidance to staff in grievance matters. * Directs the activities of assigned units and areas of Human Resources, including but not limited to: recruitment and selection, classification and compensation, HRIS, employee benefits, employee relations, labor relations, learning and development, leave management, organizational development, employment records, etc. activities for regular and temporary District staff. * Directs the conduct of analytical studies; develops and reviews reports of findings, alternatives, and recommendations. * Represents Human Resources programs and activities with the Board of Directors, other departments, elected officials, and outside agencies; coordinates assigned activities with those of other departments and outside agencies and organizations as needed. * Directs, and provides leadership for all project management activities; directs the management of innovation and technology research, development, conversion, installation, and maintenance projects. * Stays abreast of changing laws, regulations and procedures of human resources best practices and regulatory compliance requirements; communicates business implications, and impact to all key stakeholders including: the Board of Directors, executive management, other District staff, and various public and private entities. * May represent the department and the Executive Director in their absence. * Performs related duties as required. Minimum Qualifications Education: Equivalent to a bachelor's degree from an accredited college or university in with major coursework in human resources management, public or business administration, or a related field. Experience: Eight (8) years of recent and verifiable, professional level experience in human resources, employment law, and/or labor relations including three (3) years in a supervisory/management capacity. Additional years of experience may be substituted for required education on a year-for-year basis. Additional education, such as a graduate degree in one of the above disciplines from an accredited college or university, may be substituted for experience on a year-for-year basis. Additional Information Physical Requirements:Must maintain the physical condition necessary to: (1) perform tasks in an office setting operating a personal computer, keyboards, and other peripheral equipment; and (2) possess physical mobility in order to direct or conduct field studies, and attend external meetings and events. THIS POSITION IS UNREPRESENTED AT WILL The Selection Process:The Human Resources department must receive a completed online application by the filling date. If this recruitment is "Continuous," it may be closed at any time without notice. Applications will be screened for job related qualifications, and those candidates who best meeting the qualifications listed on this Job Announcement will be invited to participate in an examination process that may include written, oral and/or performance segments. Current District employees must have satisfactory attendance and performance records. Finalists will be placed on an Eligibility List. When filling vacancies, the Human Resources Department will refer the top candidates to the hiring department for final screening and recommendation. Benefits:The transit professionals who call AC Transit home represent the rich cultural diversity of the Bay Area. For more than 60 years, we have been an equal opportunity employer honoring religion, ethnic background, national origin, gender, gender expression, genetic information, disabilities, age, and veteran status. We are not only an inclusive employer but also offer a comprehensive benefits package rooted in choice, flexibility, and affordability. Most Benefits are effective the first of the month following your hire date. Employees and eligible dependents have access to the following benefits*: * Medical - Choice of two Health Maintenance Organizations (HMOs): Kaiser Permanente and Health Net. $10.00 office visit co-pays; $5.00 - $35.00 prescription co-pays. * Dental - MetLife Preferred Provider Organization (PPO) $50 annual deductible per person/$150 per family; $3,000 per person annual maximum; preventative care covered at 100%; basic and major care covered at 90%; $4,000 lifetime maximum orthodontia covered at 50%. * Vision - Vision Service Plan - $10.00 copay; eligible for an exam, lenses, frames or contact lenses every 12 months - based on the last date of service. $200 frame allowance or $120 allowance for contact lenses. * Employer paid Basic Life Insurance * Employee paid Voluntary Term Life Insurance * Employee Assistance Program (EAP) * Flexible Spending Accounts (FSA) for Health Care, Dependent Care, Parking, Transit * AC Transit contributes up to $50.00/month towards an employee's FSA Transit costs * Free AC Transit Bus Pass * Federal Credit Union * Vacation and Sick Leave or Personal Time Off * Ten (10) paid holidays; 2 paid floating holidays; 1 paid birthday holiday * Tuition Reimbursement - up to $2500 per fiscal year on approved courses * Wellness Program * AC Transit benefits are negotiated and subject to change based on collective bargaining agreements. Pension:All AC Transit employees participate in a lifetime defined benefit pension. All employees hired on or after January 1, 2020, may be in the District's Tier II pension plan covered by the Public Employees' Pension Reform Act of 2013 (PEPRA). As such, he/she may be required to contribute a small portion of annual income towards the cost of his/hers District pension. ADA Compliant and Drug Free Workplace:The Human Resources Department will make reasonable efforts in the recruitment/examination process to accommodate applicants with disabilities. If you have a need for an accommodation, please call Human Resources at **************. The Alameda Contra Costa Transit District has established the goal of a 100 percent drug and alcohol-free workplace. Applicants will be required to undergo drug and alcohol testing prior to employment and those in safety sensitive positions will be subject to further drug and alcohol testing through their period of employment, including random drug and alcohol testing. In accordance with federal requirements, all job applicants selected for appointments in a safety sensitive position are subject to pre-employment drug and alcohol testing. A final job applicant will be tested for five prohibited drugs: Cocaine, PCP, Amphetamines, Marijuana and Opiates. During employment, employees holding safety sensitive positions are subject to random, reasonable suspicion, post-accident, return-to-duty, and follow-up drug and alcohol testing. Additionally, in the event of an absence of more than 90 days from a safety sensitive position, pre-employment drug testing will be performed. Equal Opportunity Employer

at The Pasha Group Information for California residents about our collection and use of job applicant personal information can be found here: Privacy Practices The Human Resources Compliance Program Manager collaborates with HR and Payroll management teams to support the implementation, audit, and monitoring of HR and Payroll compliance programs across multiple U.S. entities and states, with a focus on employment law, regulatory risk, and collective bargaining agreement (CBA) management. Primary Objectives Strengthen HR and Payroll compliance through proactive auditing and risk mitigation strategies. Support HR and Payroll process owners in maintaining accurate and current documentation aligned with regulatory requirements. Lead and coordinate projects related to the implementation and renewal of collective bargaining agreements. Partner with Legal and HR stakeholders to align practices with federal, state, and local employment laws across multiple jurisdictions. Duties and Responsibilities Partner with HR and Payroll subject matter experts to develop audit and compliance requirements, reporting, and documentation. Develop and execute audit plans to assess compliance with U.S. federal, state, and local employment regulations across multiple entities and jurisdictions. Conduct internal audits of HR and Payroll systems and processes to validate data integrity and policy adherence. Identify and document operational and compliance risks within HR and Payroll processes and recommend mitigation strategies. Prepare clear and concise audit reports and present findings to HR and business leadership. Track and report on compliance metrics and audit outcomes to inform strategic decision-making. Maintain and update documentation for all active collective bargaining agreements (CBAs). Project manage the implementation of new CBAs and coordinate renewal activities, including business unit alignment and timeline tracking. Monitor changes in employment laws and regulations and collaborate with HR and Legal teams to interpret and apply to HR policies and practices. Lead periodic review and update cycle of employee handbooks and HR forms to reflect regulatory and policy changes. Support the development and delivery of compliance-related training and communications for HR and business leaders. Act as primary point of contact for ISO audits and coordinate document submission and responses. Partner with HR and Payroll process owners to maintain accurate process documentation and control frameworks. Handle sensitive employee data and compliance documentation with discretion and confidentiality. Contribute to cross-functional HR compliance initiatives and special projects as assigned. Collaborate with HR leaders to support continuous improvement of HR compliance programs. Other duties as assigned. 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 Bachelor's degree or equivalent combination of coursework and experience in Human Resources or directly related field required Licenses and Certifications Professional in Human Resources (PHR), SHRM Certified Professional (SHRM-CP), or similar HR certification preferred Work Experience 5+ years of progressive HR and Payroll experience with responsibility for HR compliance required Experience with collectively-bargained employees strongly preferred Experience in a multi-entity environment preferred Required Knowledge, Skills and Abilities Strong working knowledge of U.S. employment laws across multiple states and jurisdictions. Understanding of collective bargaining agreements and union-related HR processes. Ability to communicate effectively at all organizational levels. Strong project management skills with the ability to coordinate cross-functional initiatives. High attention to detail and ability to manage multiple priorities in a dynamic environment. Demonstrated ability to build collaborative relationships and influence outcomes across teams. Self-motivated and able to work well as part of a geographically dispersed management team. Proficiency with enterprise HRIS tools including Applicant Tracking and Timekeeping systems and reporting. Intermediate level proficiency in Microsoft Office Suite including Excel, Word, Outlook, and PowerPoint. Competencies Builds High-Performing Teams Selects, organizes, and motivates colleagues to work together in a committed way to achieve a common mission and ensures a pipeline of talent for the future. Delivers Results Rigorously drives self and others to achieve high levels of individual and organization performance. Engages & Inspires Others Leads with energy, self-confidence and understanding in ways that motivate colleagues to achieve more than they thought possible. Focuses on the Customer & Market Continuously evaluates what is important to the customer/client and develops products or solutions that exceed expectations. Makes Sound Business Decisions Makes timely and well-informed decisions that advance critical priorities, capitalize on new opportunities, and resolve problems. Partners Across Boundaries Works collaboratively and effectively with colleagues throughout the company toward the common good of The Pasha Group. Practices our Values Supports and models The Pasha Way; conduct reflects Excellence, Honesty, Integrity, Innovation and Teamwork. PHYSICAL DEMANDS, WORK ENVIRONMENT, AND TRAVEL Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Hear and speak with sufficient clarity to understand and engage in telephonic information exchange; hear and understand verbal instructions; give and receive information verbally in person or via communication device - Often Walk/travel within office environment, crouch/bend to access floor-level storage - Often Use hands/fingers to operate office equipment, type/complete data input, write - Often Reach with hands, arms; lift, move and manipulate objects weighing up to 20 pounds - Regularly Sight sufficient to read instructions, documents, and screen-based information - Often Use hands/fingers to manipulate and file documents, folders, small objects - Regularly Working Environment This role requires work that may involve the following environmental conditions: Corporate office environment Travel 10% Must be able to travel independently to U.S. locations including Hawaii. Screening Requirements Background Checks Must be fully vaccinated against COVID-19, except as prohibited by law. The information included in this description 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 or exhaustive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. The salary range listed is based on the geographic zone associated with this role: SAN RAFAEL, CA. If you are applying to work from a different location, the salary range may vary to align with the cost of labor and market conditions in that area. For applicants from other zones, we encourage you to reach out to us to confirm the relevant salary range for your specific location. Starting pay will be determined by job-related factors including experience, education, and business needs and may be modified at any time. The Pasha Group family of companies are EOE/AA Employers - Minority/Female/Veteran/Disabled/and other Protected Categories

Legal Entity: Honda Federal Credit Union Business Unit: Honda Federal Credit Union Division: 1CU Shift: 1st Workstyle: Onsite Career Level: 5 Job Grade: Exempt-4 Salary Range: $94,900.00 - $142,400.00 Job Purpose The Human Resources Manager is a member of HFCU's Management Team and partners with the team to understand and execute the organizations human resource and talent development strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. The position is also responsible for all enterprise communications to Associates, both directly as well as passing through Honda generated communications. In conjunction with the Training and Development manager, this position will serve as the executive sponsor of Board and enterprise training and development. Key Accountabilities * Assists Management Team and their leaders with day-to-day HR matters as needed such as recruiting, coaching, leadership, and training * Manages the performance review process by providing training and supporting all leaders. Also ensures that mid-year and final reviews are completed in a timely manner * Is the liaison with AHM to ensure that all Human Resource communications are communicated to HFCU staff and serves to compose and/or review and distribute all HFCU generated enterprise communications * Coordinates/directs HFCU activity with AHM Associate Relations regarding associate relations matters. Serves as a resource for managers and leaders on all associate matters/issues15% * Coordinates Honda's Annual Engagement Survey and ensures that the Management Team receives and communicates the results with their staff * Coordinates the development and integration of strategies and initiatives designed to respond to the survey Manages enterprise HR data to support management and Board reporting * Collaborates with Training Department on learning curriculum for staff and coordinates Leadership and Board training as needed Qualifications, Experience, and Skills * Bachelor's Degree in Human Resources, Business or related field * Master's Degree preferred * Ten years of Human Resources experience, preferrable in Financial Services * Demonstrated knowledge of HR and Performance Management systems * Training and Coaching experience * Excellent written and verbal skills * Excellent conflict and resolution skills * Some knowledge of Financial Institution services, products, and policies What differentiates Honda and make us an employer of choice? Total Rewards: * Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.) * Regional Bonus (when applicable) * Manager Lease Car Program (No Cost - Car, Maintenance, and Insurance included) * Industry-leading Benefit Plans (Medical, Dental, Vision, Rx) * Paid time off, including vacation, holidays, shutdown * Company Paid Short-Term and Long-Term Disability * 401K Plan with company match + additional contribution * Relocation assistance (if eligible) Career Growth: * Advancement Opportunities * Career Mobility * Education Reimbursement for Continued Learning * Training and Development Programs Additional Offerings: * Lifestyle Account * Childcare Reimbursement Account * Elder Care Support * Tuition Assistance & Student Loan Repayment * Wellbeing Program * Community Service and Engagement Programs * Product Programs Honda is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor.

Member of the executive management team. Responsible to plan, direct, manage, and oversee HR functional areas, including but not limited to: (1) Benefits, Compensation, & Work Life; (2) Employee & Labor Relations (including Employee Recognition); (3) General Liability; (4) Interns, Preceptors, and Volunteers; (5) Policies, Procedures, &/or Plans/Programs; (6) Professional Development & Staff Training; (7) Risk Management and Compliance (including legal processes); and (8) Staffing & Recruitment. As part of the executive management team must support the mission of St. John's and all its initiatives in a clinic and community environment. Benefits: Free Medical, Dental & Vision 13 Paid Holidays + PTO 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications: Education (Required): Bachelor's Degree in Human Resources, Business Management, Organizational Development or related field. Excellent Communication skills, written and oral. Education (Preferred): Juris Doctor or Master's Degree in Human Resources, Business Management, Organizational Development, Public Administration or related field. Experience (Required): Five to ten years in HR management for public or private organization. Licensure/Certification (Preferred): SPHR or PHR or equivalent HR Certification, and other related professional designations. Employees are responsible for maintaining individual certifications as required by job function or by law and provide verification and recertification when requested by management. Duties and Responsibilities: Advise supervisors, managers, department heads and executives on the best candidates for open positions. Assumes full responsibility for all human resources functional areas as previously noted. The incumbent will be responsible for all Human Resources processes, systems, records and data management, and budget reports. S/he will keep St. John's up-to-date and in compliance with appropriate governing agencies and federal and state laws. Conduct organizational surveys, employee surveys, salary surveys, compensation studies for St. John's. Coordinate all HR initiatives with senior management for proper implementation. Use collaborative processes to implement initiatives. Create a HR business plan and implement the plan on an annual basis under the direction of the President & Chief Executive Officer in consultation with the senior management team. Monitor and report on progress quarterly. Provides HR management reports and analysis, and makes presentations as required. Keeps a focus on cost savings, budgetary controls, and maintains expenses. Handles personnel issues in conjunction with management, including union personnel issues. Resolves all conflicts between employees in a mature and legally defensible manner. Assures all parties of fairness and open and clear communication in conflict processes. Makes recommendation and provides solutions to resolve disputes. Negotiates sensitive and controversial issues. Manages employee benefits programs and communications with employees about benefits. Manages HR department, assesses and monitors the work for an administrative team and occasional interns in a collaborative manner. Trains and directs them to increase knowledge, skills and abilities. Oversees legal and regulatory compliance in areas of employee and workplace policies, Workers' Compensation, reporting, benefits administration, compensation and payroll (timecard management).Performs other job related duties and responsibilities as required. Participates in Board of Directors meetings and any other community or professional organization meetings/events as assigned to advance the mission of St. John's Provides assistance to the President & CEO as needed. Provides counsel and direction to all frontline supervisors, managers, department heads and executives and serves as mentor, and executive coach as needed. Always strives for team work and team spirit. Supervises talent management and retention issues. Supports new initiatives and makes an impact on operational and technology programs i.e. EHR, HRB. Work closely with IT and Webmaster to ensure all of HR's HR Information Systems (HRIS) and website needs are met. Works closely with outside counsel to monitor and protect the organization and its integrity and mission. St. John's Community Health is an Equal Employment Opportunity Employer

Our success and our clients' satisfaction are a direct result of our award winning customer service. Without the ability to initiate customer interactions to expose our clients' products to the public, our expanding firm wouldn't be where it is today. This level of customer expertise begins with the training we offer to our Consumer Relations Specialists at the entry level. As a member of our team, you will learn the ins and outs of our clients products and services in order to carry out promotional strategies and assist customers in completing purchases. Job Requirements: 0 - 3 years of experience in retail and/or customer service Previous sales experience preferred Extroverted and outgoing personality Outstanding interpersonal communication skills Ability to multitask and perform under pressure Team oriented with a positive attitude Leadership qualities with strong public speaking skills Must be 18 years of age or older Immediately available for full time work We Offer: In depth / full paid training Cross training in multiple departments Merit based rewards and bonus opportunities Free access to sporting events, concerts, team dinners, and more Performance based travel opportunities Competitive compensation with uncapped earning potential Team oriented environment Classroom training sessions on products and best practices