Human Resources Manager jobs at dnata

YOUR ROLE The HR Manager leads all Human Resources activities for multiple sites and serves as a business partner to the local management teams. He/she works closely with management to develop and implement HR strategies that are consistent with the Regional and Global HR direction. The HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs for scope population. He/she ensures HR initiatives align to business goals, enhance employee engagement, and promote a culture of continuous improvement. WHAT ARE YOU GOING TO DO? HR Leadership Execute the HR strategy and HR program delivery, including organization design, talent, and workforce planning. Serve as a trusted advisor to management team, aligning HR programs with business goals. Collaborate with management team to ensure employees feel engaged and inspired to deliver business results. Directly manage and develop on-site HR team (If applicable). Employee Relations Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Develop and implement employee relations strategies to foster a positive and productive work environment. Reinforces company culture by taking a proactive approach to supporting and promoting the company values and culture. Partners with managers and union representatives to find solutions to employee issues and provide a safe environment for employees to bring forward issues and enable resolutions. Talent & Organizational Development Lead succession planning, leadership development, and training initiatives to enhance employee growth for scope population. Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention, ensuring consistent application of Group and Ceva principles. Works with talent management teams to attract, engage, and retain top talent required to support the business. Provide expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Compliance Ensure compliance and efficiency of HR policies and procedures and labor standards by managers and employees. Model code of ethics and code of conduct; investigating hot-line complaints assigned. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. HR Operations & Workforce Planning Partner with finance and operations team to oversee headcount and people costs. Work with operations to forecast short-term and long-term staffing needs based on targets and analyzes local staffing needs to take proactive measures to ensure on-time hiring. Support selection, onboarding and integrating new warehouse employees according to the open roles. Assess current workforce skillset against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience 5-10 years of progressive HR leadership experience, with at least 2 years working in the field. Bachelor's degree in human resources, Business Administration, or related field. Strong knowledge of employment laws. Strong data acumen and data analysis skills. HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. Industry experience strongly preferred. Experience effectively leading change management exercises. An ability to navigate complex and ambiguous business environments and deliver results. A demonstrated ability to inspire a team. Willing and able to travel as needed for business (up to 25%). WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car, and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together. It is our goal that you will be compensated for your hard work and commitment, so if you'd like to work for one of the top Logistics providers in the world then let's work together to help you find your new role. ABOUT TOMORROW We value your professional and personal growth. That's why we share plenty of career opportunities for you to thrive within CEVA. This role can be the first step on your career path with us. You can stay in the same family, find a new family to grow in (an almost limitless number of options) or find your own path. Join CEVA for a challenging and rewarding career.

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.

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 Preferred Bilingual Spanish 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

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.

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.

Organization: People USA Position: Director of Human Resources Location: Poughkeepsie, NY Work Schedule: Monday-Friday 9 am-5 pm Salary:$115,00.00 per Year The Director of Human Resources leads and strengthens People USA's human resources systems, policies, and practices to support a growing, mission-driven organization. Reporting to the Chief Operating Officer (COO), the HR Director ensures that all HR functions are compliant with New York State and federal labor laws, operationally sound, and aligned with People USA's values, culture, and departmental needs. This role provides both strategic and hands-on leadership, overseeing the HR Manager and working collaboratively across departments to ensure effective onboarding, training, benefits administration, payroll coordination, and internal systems that enable staff to be successful throughout their employment at People USA. Key Responsibilities HR Leadership & Supervision Provide leadership, direction, and supervision to the HR Manager. Ensure the HR department operates efficiently, ethically, and in compliance with New York State and federal labor regulations. Serve as a key HR advisor to the Executive Leadership team. Policies, Handbook & NYS Compliance Review, update, and maintain the agency Employee Handbook and all HR-related policies and procedures in accordance with New York State labor law, including wage and hour laws, paid leave requirements, workplace safety, and employee protections. Ensure compliance with NYS-specific requirements such as paid sick leave, paid family leave, harassment prevention training, mandatory postings, and recordkeeping. Monitor changes in NYS and federal employment law and proactively update policies and practices accordingly. Ensure consistent, fair application of HR policies across all departments. Onboarding, Training & Organizational Culture Assess, redesign, and implement a comprehensive onboarding system and structure that meets compliance requirements and supports staff success across all departments. Ensure all staff receive clear historical context, cultural orientation, and best-practice guidance to be successful within People USA's mission, values, and departmental structures. Work directly with the COO to lead and support the agency's Training Committee. Ensure required trainings are completed in accordance with NYS mandate and agency best practices. Collaborate with department leaders to identify training needs and support ongoing professional development. Systems & Interdepartmental Coordination Ensure effective interdepartmental HR systems and processes are in place, documented, and consistently implemented. Partner with department leaders to improve workflows related to hiring, onboarding, training, and staff lifecycle management. Strengthen internal people systems to support organizational growth, compliance, and accountability. Benefits Administration Oversee all employee benefits, including health insurance, retirement plans, paid leave programs, and other benefit offerings. Manage benefits enrollment and administration in compliance with NYS requirements, including Paid Family Leave. Serve as the primary liaison with benefits brokers and vendors. Ensure staff receive clear, timely communication regarding benefits and enrollment processes. Payroll & Financial Collaboration Collaborate closely with the Finance Department to ensure accurate and compliant payroll processing. Ensure staff are correctly classified and charged to appropriate departments, funding sources, and cost centers. Ensure payroll systems are updated to reflect staffing changes, departmental assignments, and NYS wage and hour requirements. Support audits and reporting related to payroll, benefits, and labor compliance. Job Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience). Significant experience in human resources leadership, preferably within New York State. Strong working knowledge of New York State and federal employment laws and HR compliance requirements. Experience supervising staff and managing HR systems and policies. Strong organizational, communication, and problem-solving skills. Ability to collaborate effectively with leadership and across departments. Preferred Experience in a nonprofit, behavioral health, or peer-run organization. Experience working in a multi-department, grant-funded, or regulated environment. Core Competencies NYS labor law compliance and risk management Strategic HR leadership Policy development and implementation Training and organizational development Cross-departmental collaboration Cultural competence and values-driven leadership Attention to detail and operational accuracy Supervises: HR Manager Reports to - Chief Operating Officer

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. Travel 20% 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 ************

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.

FRAUD ALERT: Please note that DSV will never request a chat interview or solicit funds from applicants or employees through its interviewing and hiring process. We do not require any form of payment and will not ask for personal financial information, such as credit card or bank account number. Our recruiters have an @dsv.com or @us.dsv.com email address. If you question the legitimacy of any DSV job posting, please reach out to *************. DSV - Global transport and logistics In 1976, ten independent hauliers joined forces and founded DSV in Denmark. Since then, DSV has evolved to become the world's 3rd largest supplier of global solutions within transport and logistics. Today, we add value to our customers' entire supply chain by transporting, storing, packaging, re-packaging, processing and clearing all types of goods. We work every day from our many offices in more than 80 countries to ensure a steady supply of goods to production lines, outlets, stores and consumers all over the world. Our reach is global yet our presence is local and close to our customers. Read more at *********** Location: USA - Lancaster, Midpoint Dr Division: Solutions Job Posting Title: Manager, HR - 105298 Time Type: Full Time The HR Manager is responsible for providing HR leadership and guidance by working in partnership with business leaders at sites / branches or within functions. This position, under guidance from senior HR leaders, is responsible for the successful implementation of strategic HR initiatives in Talent Management, Performance Management, Leadership Development, Employee Engagement, Change Management and Compensation and Benefits. Responsible for the execution of recruiting strategies for mid to lower level Professional and Managerial positions as well as Administrative/Clerical and Maintenance/Warehouse positions as required. Additional Human Resource duties such as retention strategies, legal compliance, payroll, communication, orientation and training as well as some administrative functions. In some locations, additional duties outside of the Human Resource role may be required. ESSENTIAL DUTIES AND RESPONSIBILITIES * Partners with the business leaders to help guide and support the business initiatives and align them against the Human Resource strategy. * Acts as a change agent, working in partnership with business leaders to drive the transformation agenda- developing transition / change plans, leading communication, and engagement activities, ensuring managers are equipped to handle all people matters. * Responsible for the establishment of robust recruitment processes and procedures to ensure the attraction and retention of talent. * Implements, interprets, and administers employee and labor relations programs, projects, tasks, or initiatives that align with company goals and objectives. Responsibilities include employment, employee relations, labor relations, compensation administration, performance management, benefits, recognition, training and planning of staffing requirements and workforce communications. Must be visible and accessible. * Facilitates and/or provides training and development (including orientation) to management and the workforce. * Provides coaching and advice to managers and employees to facilitate problem resolution and provide day to day support and advice. * Maintains and coordinates employee recognition programs. * Effectively administers existing programs in accordance with policies and procedures. * Conducts exit interviews and analyzes data to make recommendations to the management team for corrective action and continuous improvement. * Provides Employee Relations expertise and shapes the local ER strategy for their area ensuring all policies and procedures are legally compliant, managers are trained and aware of how to handle employee matters, leading and supporting leaders when it comes to local consultation / negotiation with employee bodies and responds to all employee matters to gain resolution * Promotes diversity related initiatives within assigned area or country. * Supports timely and effective communication and administration of deliverables. * Utilizes internal and external data, generates, and analyzes reports as required to provide basis for business cases and meet regulatory requirements as necessary. * Travels as required. OTHER DUTIES * Work overtime as dictated by business whether mandatory or voluntary * Performs other duties as assigned. SUPERVISORY RESPONSIBILITIES (IF ANY) * Full Personnel Responsibility to lead, develop, and coach team of up to 6 employees SKILLS & ABILITIES Education & Experience * Bachelor's Degree in Human Resources, Business, or Social Sciences and a minimum of 5 years of progressively responsible experience in Human Resources required or equivalent combination of education and work experience. * Must be able to work in unregulated temperatures within the warehouse during the warmer and colder months can range from mild to moderate Computer Skills: * Microsoft Office * Experience with HRIS systems. * Experience with Applicant Tracking Systems (ATS) preferred. Certificates, Licenses, Registrations or Professional Designations * Recognized HR Professional Certification preferred Language Skills: * Local language required. * Effective verbal and written communication skills * English (reading, writing, verbal) Mathematical Skills * Good mathematical skills Other * Previous experience with payroll processing and timekeeping preferred. * Master's degree preferred. PHYSICAL DEMANDS Occasionally * Handling/Fingering, Sitting Frequently * Bending Constantly * Walking and Standing Ability to Lift/Carry and Push/Pull * 21-50 pounds * Reach above shoulder, reach outward, squat, or kneel. Other Physical Requirements: Occasionally * Handling/Fingering, Sitting Frequently * Bending Constantly * Walking and Standing Ability to Lift/Carry and Push/Pull * 21-50 pounds * Reach above shoulder, reach outward, squat, or kneel. WORK ENVIRONMENT While performing the duties of this job, the employee rarely is exposed to fumes or airborne particles, toxic or caustic chemicals. The noise level in the work environment is usually low to moderate. Reasonable Accommodations Statement To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. DSV is an equal employment opportunity employer. Candidates are considered for employment without regard to race, creed, color, national origin, age, sex, religion, ancestry, disability, veteran status, marital status, gender identity, sexual orientation, national origin, or any other characteristic protected by applicable federal, state or local law. If you require special assistance or accommodation while seeking employment with DSV, please contact Human Resources at *************. If you are interested in learning the status of your application, please note you will be contacted directly by the appropriate human resources contact person if you are selected for further consideration. DSV reserves the right to defer or close a vacancy at any time. DSV - Global transport and logistics Working at DSV means playing in a different league. As a global leader in transport and logistics, we have been on an extraordinary journey of growth. Let's grow together as we continue to innovate, digitalise and build on our achievements. With close to 160,000 colleagues in over 90 countries, we work every day to offer solid services and meet our customers' needs and help them achieve their goals. We know that the best way to achieve this is by bringing in new talent, fresh perspectives and ambitious individuals like you. At DSV, performance is in our DNA. We don't just work - we aim to shape the future of logistics. This ambition fuels a dynamic environment built on collaboration with world-class team players, accountability and action. We value inclusivity, embrace different cultures and respect the dignity and rights of every individual. If you want to make an impact, be trusted by customers and grow your career in a forward-thinking company - this is the place to be. Start here. Go anywhere Visit dsv.com and follow us on LinkedIn and Facebook. open/close Print Share on Twitter Share on LinkedIn Send by email

Brinks Texas License #C00550 The Brink's Company (NYSE:BCO) is a leading global provider of cash and valuables management, digital retail solutions, and ATM managed services. Our customers include financial institutions, retailers, government agencies, mints, jewelers, and other commercial operations. Our network of operations in 51 countries serves customers in more than 100 countries. We believe in building partnerships that secure commerce and doing that requires fostering an engaged culture that values people with different backgrounds, ideas, and perspectives. We build a sense of belonging, so all employees feel respected, safe, and valued, and we provide equal opportunity to participate and grow. Job Description Position Summary: We are seeking an experienced and dynamic HR leader to support our North America Commercial organization. The Director, Human Resources will play a strategic role in aligning HR initiatives with business objectives, driving organizational effectiveness, and fostering a positive work culture. As a trusted advisor to senior leadership, this role will help shape and execute HR strategies that support business growth, enhance employee engagement, and drive performance. Key Responsibilities: Partner with senior leadership to develop and execute HR strategies that align with the organization's business goals. Act as a trusted advisor to leaders at all levels, providing counsel on organizational design, change management, and talent development. Partner with the Talent Acquisition team to ensure the organization attracts top talent in line with business needs. Implement employee development programs to enhance leadership capabilities and create a high-performance culture. Lead organizational change initiatives and help guide leaders through transitions, ensuring smooth implementation and buy-in from employees. Develop and execute employee engagement strategies to improve morale, productivity, and retention. Act as an employee advocate and provide support for employee relations issues, ensuring fair and consistent treatment. Lead the implementation of succession planning and talent development programs. Leverage data, analytics, benchmarking, and industry insights to inform and enhance business recommendations and HR practices. Qualifications: Education: Bachelor's degree in Human Resources, Business Administration, or a related field (required). A Master's degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus. Experience: A minimum of 8-10 years of progressive HR experience, with at least 5 years in a leadership or business partner role. Proven track record of successfully aligning HR strategies with business goals in a fast-paced, dynamic environment. Experience in driving organizational change, talent management, and performance improvement programs. Skills: Strong strategic and business acumen with the ability to balance long-term vision and day-to-day operational management. Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization. Expertise in HR processes and employee relations. Must have the ability to think and act independently and make the right tradeoff decisions. Strong problem-solving and conflict resolution abilities. What's Next? Thank you for considering applying for a job at Brink's. To be considered for this position, you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature. Upon completion of the application process, you will receive an email confirming that we have received your application. We will review all candidates and notify you of your status should we deem you fit for a job. Thank you again for your interest in a career at Brink's. For more information about future career opportunities, join our talent network, like our Facebook page or Follow us on X. Brink's is an equal opportunity/affirmative action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, marital status, protected veteran status, sexual orientation, gender identity, genetic information, or history or any other characteristic protected by law. Brink's is also committed to providing a drug-free workplace. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class.

We are seeking an experienced and dynamic HR leader to support our North America Commercial organization. The Director, Human Resources will play a strategic role in aligning HR initiatives with business objectives, driving organizational effectiveness, and fostering a positive work culture. As a trusted advisor to senior leadership, this role will help shape and execute HR strategies that support business growth, enhance employee engagement, and drive performance. Key Responsibilities: * Partner with senior leadership to develop and execute HR strategies that align with the organization's business goals. * Act as a trusted advisor to leaders at all levels, providing counsel on organizational design, change management, and talent development. * Partner with the Talent Acquisition team to ensure the organization attracts top talent in line with business needs. * Implement employee development programs to enhance leadership capabilities and create a high-performance culture. * Lead organizational change initiatives and help guide leaders through transitions, ensuring smooth implementation and buy-in from employees. * Develop and execute employee engagement strategies to improve morale, productivity, and retention. * Act as an employee advocate and provide support for employee relations issues, ensuring fair and consistent treatment. * Lead the implementation of succession planning and talent development programs. * Leverage data, analytics, benchmarking, and industry insights to inform and enhance business recommendations and HR practices. Qualifications: Education: * Bachelor's degree in Human Resources, Business Administration, or a related field (required). A Master's degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus. Experience: * A minimum of 8-10 years of progressive HR experience, with at least 5 years in a leadership or business partner role. * Proven track record of successfully aligning HR strategies with business goals in a fast-paced, dynamic environment. * Experience in driving organizational change, talent management, and performance improvement programs. Skills: * Strong strategic and business acumen with the ability to balance long-term vision and day-to-day operational management. * Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization. * Expertise in HR processes and employee relations. * Must have the ability to think and act independently and make the right tradeoff decisions. * Strong problem-solving and conflict resolution abilities.

Brinks Texas License #C00550 The Brink's Company (NYSE:BCO) is a leading global provider of cash and valuables management, digital retail solutions, and ATM managed services. Our customers include financial institutions, retailers, government agencies, mints, jewelers, and other commercial operations. Our network of operations in 51 countries serves customers in more than 100 countries. We believe in building partnerships that secure commerce and doing that requires fostering an engaged culture that values people with different backgrounds, ideas, and perspectives. We build a sense of belonging, so all employees feel respected, safe, and valued, and we provide equal opportunity to participate and grow. Job Description Position Summary: We are seeking an experienced and dynamic HR leader to support our North America Commercial organization. The Director, Human Resources will play a strategic role in aligning HR initiatives with business objectives, driving organizational effectiveness, and fostering a positive work culture. As a trusted advisor to senior leadership, this role will help shape and execute HR strategies that support business growth, enhance employee engagement, and drive performance. Key Responsibilities: + Partner with senior leadership to develop and execute HR strategies that align with the organization's business goals. + Act as a trusted advisor to leaders at all levels, providing counsel on organizational design, change management, and talent development. + Partner with the Talent Acquisition team to ensure the organization attracts top talent in line with business needs. + Implement employee development programs to enhance leadership capabilities and create a high-performance culture. + Lead organizational change initiatives and help guide leaders through transitions, ensuring smooth implementation and buy-in from employees. + Develop and execute employee engagement strategies to improve morale, productivity, and retention. + Act as an employee advocate and provide support for employee relations issues, ensuring fair and consistent treatment. + Lead the implementation of succession planning and talent development programs. + Leverage data, analytics, benchmarking, and industry insights to inform and enhance business recommendations and HR practices. Qualifications: Education: + Bachelor's degree in Human Resources, Business Administration, or a related field (required). A Master's degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus. Experience: + A minimum of 8-10 years of progressive HR experience, with at least 5 years in a leadership or business partner role. + Proven track record of successfully aligning HR strategies with business goals in a fast-paced, dynamic environment. + Experience in driving organizational change, talent management, and performance improvement programs. Skills: + Strong strategic and business acumen with the ability to balance long-term vision and day-to-day operational management. + Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization. + Expertise in HR processes and employee relations. + Must have the ability to think and act independently and make the right tradeoff decisions. + Strong problem-solving and conflict resolution abilities. What's Next? Thank you for considering applying for a job at Brink's. To be considered for this position, you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature. Upon completion of the application process, you will receive an email confirming that we have received your application. We will review all candidates and notify you of your status should we deem you fit for a job. Thank you again for your interest in a career at Brink's. For more information about future career opportunities, join our talent network, like our Facebook page or Follow us on X. Brink's is an equal opportunity/affirmative action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, marital status, protected veteran status, sexual orientation, gender identity, genetic information, or history or any other characteristic protected by law. Brink's is also committed to providing a drug-free workplace. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class. Build a Career with Purpose at Brink's For over 165 years, Brink's has been a trusted global leader in secure logistics and cash and valuables management solutions. Today, we continue to evolve-powered by technology, driven by purpose, and united by values. With a legacy built on trust and a future driven by innovation, Brink's partners for customer success, empowering businesses across the globe to operate with confidence and peace of mind. At Brink's, we operate in more than 100 countries, across cultures and languages, yet we're one team-committed to protecting what matters most. Our people are at the heart of everything we do. We foster a culture of collaboration, innovation, and continuous learning, where every team member is empowered to grow, take ownership, and make an impact. No matter which business area or country you are located, Brink's offers a place to build a meaningful career. Here, you'll find opportunities to develop your skills, contribute to global solutions, and be part of something bigger. We believe in doing what's right, working together, and striving for excellence. If you're looking for a career that combines purpose with performance, Brink's is the place for you. Brink's is proud to be an equal opportunity employer. If you need reasonable accommodations/adjustments during the hiring process, please let your recruiter know we're here to support you every step of the way. See the "Terms and Conditions for Brink's" at: Terms of Use - Brink's US (*********************************** See the "Brink's California Consumer Privacy Notice" at: Brink's California Consumer Privacy Act Notice - Brink's US (********************************************************************

TITLE Employee Relations & Performance Specialist The Employee Relations & Performance Specialist will be responsible for providing a variety of human resource responsibilities in the areas of employe relations, HR compliance, and performance management. This position will conduct highly complex investigations of alleged violations pursuant to anti-discrimination laws, including Title VII and Title IX, including interviewing relevant parties; gathering, compiling, and analyzing relevant documents and information; assessing witness credibility; reaching sound legal conclusions; presenting case information through effective oral and written communication; delivering timely reports. The incumbent will monitor compliance with anti-discrimination legislation, provide maintain and manage the staff performance management system and manage unemployment. Work is performed under minimal supervision and performance 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: Manager, Employee Relations Supervises: May supervise Student Assistants and Clerical Staff ESSENTIAL DUTIES - May include, but not limited to the following: Serves as a point of contact for those seeking information or wanting to report allegations of harassment, discrimination, or misconduct, including Title VII, Title IX and ADA. Provides guidance on Human Resources policies and practices including, but not limited to, performance management, merit and disciplinary actions. Analyzes and recommends solutions to employee performance issues. Assists supervisors and employees with employee relations issues. Responsible for collecting the relevant facts related to the reported allegation and assessing the steps necessary to support compliance with University policy and applicable state and federal laws. Maintains a thorough and well-documented investigative process by gathering and documenting evidentiary material. Maintains accurate and thorough records and notes of investigatory process. Develops professionally written, comprehensive, unbiased written reports that include a summary of facts and recommended findings. Acts as a neutral party through all aspects of an investigation and promotes a fair and neutral process for all parties involved. Analyzes and logically comes to conclusions and investigative outcomes. Keeps apprised of new developments and best practices in the fields of discrimination investigations and other relevant federal and state legislation and regulations. Promotes organizational compliance with University policy and applicable laws. Assists in maintaining requested statistics and data for reporting purposes. Establishes timely communication with all parties, including those with a need to know in order to recommend/make appropriate and timely decisions. Maintains a high level of confidentiality on all office and investigation proceedings consistent with University policy and applicable law. Communicates and consults regularly with the Manager of Employee Relations and Department leadership on updates regarding the status of allegations, complaints received and investigations in progress. Works collaboratively with key partners in the University community to investigate and resolve complaints filed under applicable University policies. Processes, tracks, and participates in hearings for all unemployment claims for the university. Assists with website, develops training presentation and materials and assist with university education efforts as assigned. Leads the maintenance, tracking, and managing the Performance Evaluation Program for staff employees in Oracle. Supports Human Resources' efforts of the Merit Compensation Program. Maintains compliance with federal and state regulations, ensuring up-to-date knowledge of ever-changing regulations. Assists with development of statistical and narrative reporting requirements, data collection, database maintenance, data analysis, and reporting. Tests and confirms newly installed Oracle patches for impact on functionality in system. ADDITIONAL DUTIES Performs other duties as requested. EDUCATION Bachelor's degree required. EXPERIENCE Two years of professional experience conducting investigations or performing human resources responsibilities. Higher Education experience preferred. 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: Demonstrates experience and ability in conducting investigations, composing clear, concise, timely and professionally written investigative reports, managing confidential information, and independently and efficiently managing a significant caseload. Demonstrates ability to determine and apply the appropriate legal standards in assessing and investigating allegations of discrimination. Demonstrated ability to exercise discretion, superior judgment and analytical skills and neutrality in highly sensitive situations involving allegations of discrimination in Title VII and Title IX policy violations. Knowledge of the federal and state laws pertaining to civil rights, discrimination, and harassment, as they apply to colleges and universities including the Equal Employment Opportunity Act of 1972 (EEO), Americans with Disabilities Act (Title II), Title VI of the Civil Rights Act of 1964 (Title VI), Title VII of the Civil Rights Act of 1964 (Title VII), Title IX of the Educational Amendments Act of 1972 (Title IX), the Jeanne Clery Act of 1990 (Clery Act), the Violence Against Women Act of 1994 (VAWA), the Age Discrimination in Employment Act (ADEA), all as amended where applicable, and other federal and state anti-discrimination laws and requirements. Demonstration of tact, discretion, professionalism, maturity and outstanding interpersonal, oral and written communication skills are required. Background knowledge and training in Title VII, Title IX and other federal and state non-discrimination laws. Working knowledge of the operation and administration of TWU's Oracle Cloud HCM system. Knowledge of the higher education environment and risk management concerns. Ability to work on complex and confidential issues utilizing judgment, tact, and resourcefulness. Ability to establish and maintain effective work relationships with students, faculty, staff, and the public. 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 provide presentations and outreach. 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. The employee may be required to work evenings and weekends. 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 ************

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