Regional 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.

The HR Culture & Talent Director champions the employee experience, development, and culture across all companies. This role leads recruiting, onboarding, leadership development, engagement programs, performance culture, and workforce planning in partnership with executive leadership. Essential Duties & Responsibilities: The duties and responsibilities described here are not a comprehensive list, and the scope of the job may change as necessitated by the business demands. HR Team Leadership (LMA) Supervise, mentor, and develop HR staff. Establish departmental KPIs and ensure team accountability. Evaluate LMS technology tools and lead implementation when needed. Culture & Engagement Lead culture-building initiatives aligned with company values. Oversee employee engagement programs, recognition efforts, and communications. Strengthen employee experience across field and office locations. Leadership & Development Design and deliver leadership development and training programs. Support managers with coaching, communication, and performance conversations. Guide performance management cycles and development planning. Benefits and HR Operations Oversee benefits administration, renewals, and compliance audits. Manage vendor relationships including brokers, TPAs, HRIS providers. Ensure strong HRIS data integrity and reporting accuracy. Develop and maintain HR SOPs and operational workflows. Talent Acquisition & Onboarding Lead recruiting strategy for field and office roles. Develop pipelines through partnerships, apprenticeships, and outreach. Oversee onboarding experience to ensure cultural alignment and early success. Employee Relations (People Focused) Support managers in resolving interpersonal or communication issues. Conduct stay interviews and engagement listening sessions. Build programs that reduce turnover and improve workforce satisfaction. Strategic Leadership Develop and execute HR strategies aligned with company goals. Advise executive leadership on organizational structure, workforce planning, and talent strategy. Drive company-wide Core Values program and ensure cultural alignment through strategic HR initiatives. Develop and manage HR metrics dashboards to track retention and engagement. Qualification Requirements: Experience 10+ years of progressive human resources experience, with 5+ years in a senior HR leadership role overseeing culture, talent, and organizational development. Extensive experience leading end-to-end talent strategies, including workforce planning, recruiting, onboarding, retention, and succession planning. Experience managing both field and office-based workforces across multiple locations, with the ability to bridge operational and corporate cultures. Strong working knowledge of HR compliance, employee relations, and risk management in complex operating environments. Experience building leadership training programs or development frameworks. Advanced experience with HRIS platforms, LMS systems, and digital onboarding tools (e.g., Paycom, ADP, BambooHR, or similar). Education/Certifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. Master's degree (MBA, MHRM, OD, or similar) preferred. SHRM-SCP or SPHR certification required (SHRM-CP/PHR acceptable only with equivalent senior-level experience). Labor Relations & Workforce Complexity (Preferred) Experience working in unionized or partially unionized environments, including exposure to collective bargaining agreements and labor relations strategies. Demonstrated ability to navigate employee relations issues with sound judgment, discretion, and alignment to company values. Required Skills: Organizational and Time Management Skills Excellent record-keeping skills. Proven ability to handle multiple projects and responsibilities simultaneously. Must thrive in a fast-paced environment and effectively manage competing priorities. Strong organizational skills with attention to detail. Technical Proficiency Proficient in Microsoft Office Suite (Word, Excel, Outlook). Communication and Interpersonal Skills Effectively communicate with customers and employees. Strong empathy and interpersonal skills to foster positive relationships. Strong communication, facilitation, and coaching skills. Creative and strategic thinker with strong relationship skills. 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. While performing the duties of this job, the employee is regularly required to use hands to handle or feel objects, tools, or controls; reach with hands and arms; and talk or hear. The employee frequently is required to sit, stand, and walk. The employee is occasionally required to climb, or balance, and stoop, kneel crouch, or crawl. The employee occasionally is required to lift and/or move up to 25 pounds and to walk up to ½ mile daily. Specific vision abilities in this job include close vision and distance vision. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee occasionally works near moving mechanical parts; in outside weather conditions and is occasionally exposed to wet and/or humid conditions, and fumes or airborne particles. This position will include travel associated with needs of business. The noise level in the work environment is usually moderate. Note: Nor-Cal Pipeline Services is a drug-smoke and alcohol- free workplace. Drug testing is a requirement for employment. Nor-Cal Pipeline Services is an Equal Opportunity Employer.

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.

CEVA Logistics provides global supply chain solutions to connect people, products, and providers all around the world. Present in 170+ countries and with more than 110,000 employees spread over 1,500 sites, we are proud to be a Top 5 global 3PL. We believe that our employees are the key to our success. We want to engage and empower our diverse, global team to co-create value with our customers through our solutions in contract logistics and air, ocean, ground, and finished vehicle transport. That is why CEVA Logistics offers a dynamic and exceptional work environment that fosters personal growth, innovation, and continuous improvement. DARE TO GROW! Join CEVA Logistics, and you will be part of a team that values imagination and continued learning and is committed to excellence in everything we do. Join us in our mission to shape the future of global logistics. As we continue growing at a fast pace, will you "Dare to Grow" with us? YOUR ROLE The Senior HR Manager leads all Human Resources activities for their scope population and serves as a business partner to management teams. He/she works closely with management to develop and implement HR initiatives to deliver results. The Senior HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs. He/she ensures HR initiatives align to business goals, enhances employee engagement, and promotes 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. * Support local HR for all greenfield operations and new launches Employee Relations. * Manages and resolves 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. 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. Partner with compensation team to accurately model people costs for greenfield projects and new launches. * 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 integration of new employees. Assess current employee competencies against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience * 10+ years of progressive HR leadership experience, with at least 7 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. * An ability to navigate complex and ambiguous business environments to deliver results. A demonstrated ability to inspire a team. 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 job 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. CEVA operates in a multicultural, global environment and is a richly diverse organization operating seamlessly as one company. We aim to attract, motivate and retain the best people in our industry, whatever their background. We share the same passion to deliver world-class solutions to our customers. We have the best supply chain professionals in the industry and develop this talent in an inspiring work environment. CEVA Logistics is proud to be an equal opportunity work place and an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status or any other characteristic. We are an Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individual with Disabilities. Please note: Legitimate CEVA Logistics recruitment processes include communication with candidates through recognized professional networks, such as LinkedIn or via an official company email address: ************************************. We recommend that you do not respond to unsolicited business propositions and/or offers from people with whom you are unfamiliar. Information provided is true and accurate. False statements or information will result in the application voided. Outstanding benefits for employee and family including multiple health plans(company contribution to health savings account), prescription, dental and vision coverage. Company paid life insurance, accident insurance, short- and long-term disability coverage and employee assistance plan. Voluntary benefits including additional life insurance, AD&D coverage, buy-up short- and long-term disability, critical illness, identify theft & legal plan. 401(k) with company match. Flexible Paid Time Off programs including company paid holidays. Tuition reimbursement program. Nearest Major Market: Houston

WHO WE'RE LOOKING FOR The Human Resources Business Partner III reports directly to the Manager, Talent and HRBPs. This position plays a crucial role in driving organizational effectiveness and business success. The HRBP III will play a key role in supporting CapMetro's strategic priorities by partnering with business leaders across multiple functions within the agency to implement People and Culture (P&C) strategies, create and champion change initiatives, coach leaders on talent management, utilize data for decision-making, and identify root causes of organizational challenges for targeted solutions. WHAT YOU BRING Bachelor's degree in human resources, business management or related field. Related experience may substitute for educational requirements up to four (4) years. PHR/SHRM/SPHR certification preferred. Six (6) years of progressively responsible Human Resource Business Partner (HRBP) experience demonstrating strong strategic consulting and relationship management skills. PHR or SHRM-CP strongly preferred. Knowledge, Skills, and Abilities: Experienced in providing guidance and counsel to Director and VP level leaders. Experience with HR analytics and the ability to interpret data to inform decisions. Demonstrated strong business acumen and talent management skills. Proficient using Microsoft Office including Excel, Word, Visio, Outlook, SharePoint, PowerPoint etc. Knowledge of state and federal employment law. Exceptional interpersonal skills: ability to build strong partnerships and relationships to service training needs of organization. Ability to perform as an effective team player and assume the role of team leader as needed. Ability to work in a fast-paced and dynamic environment, managing and prioritizing multiple tasks and projects. Ability to think critically and strategically about HR initiatives, aligning them with the broader business objectives. Demonstrated effectiveness in communication skills, including writing, speaking, negotiation and presentation/platform skills. Demonstrated effectiveness in writing, presentation, meeting and facilitation skills, interpersonal communication, time management, conflict resolution and investigation skills. Ability to be adaptable and flexible. WORK ENVIRONMENT AND PHYSICAL DEMANDS Work is generally performed in an office environment in which there is only minimal exposure to unpleasant and/or hazardous working conditions. This position works with multiple project timelines and is responsible for managing employees performing work of a complex nature. Incumbent must be able to stand and sit frequently throughout an eight-hour period, reach vertically for overhead use and horizontally. Must be able to use a telephone or headset equipment. Incumbents must be able to lift and move material weighing up to 20 lbs., perform work at a computer terminal for 6-8 hours a day, and function in an environment with constant interruptions. Reasonable accommodation may be made to enable individuals with a disability to perform the essential functions as previously described. Mobility Status: As a Mobile position, the incumbent is expected to work in the office as needed. There will be access to touchdown/collaboration spaces when on site. Must be in-office for socialization, strategic collaboration, supervision, oversite, and accountability as needed. Mobility status is subject to change at any time based on business needs or organizational decisions. Mobility status is subject to change at any time based on business needs or organizational decisions. This position is based in Austin, Texas. Successful out-of-state candidates must relocate to the state of Texas prior to start date and may have the opportunity to work remotely anywhere in Texas after a specified period. WHAT YOU'LL BE DOING Note: The duties and primary responsibilities below are intended to describe the general content of and requirements of this job and are not intended to be an exhaustive statement of duties. Proactively support assigned departments on implementing P&C programs that align with CapMetro's strategic priorities and enhance organizational effectiveness, inclusive but not limited to the following areas: performance management, talent development, succession planning, and employee engagement initiatives. Present strategic options to leaders on organizational structure, roles and responsibilities, and employee development to effectively facilitate business alignment and resource allocation. Analyze, interpret, and communicate data effectively and responsibly to make data-driven recommendations and drive business outcomes. Partner with department leadership to promote a respectful and inclusive work environment, ensuring compliance with relevant employment laws, policies, and procedures. Provide support to leaders on effective people management, leadership capabilities, fostering employee growth, and performance enhancement strategies. Guide and manage complex employee relations issues in partnership with the Employee Resource Center and Legal. Contribute to and lead strategic P&C team projects from initiation to execution working collaboratively with Manager, HRBPs & Integration. Define talent problems and hypothesize, test and build solutions. Design, develop, and implement end-to-end solutions that address root causes within client groups and achieve desired business outcomes effectively. Serve as a trusted strategic advisor to managers, directors, VPs, and EVPs influencing decisions that shape organizational culture and performance. Leverage strong communication and interpersonal skills to engage stakeholders in P&C initiatives, drive consensus, and achieve collective goals for organizational success. Identify and capitalize on opportunities to drive and/or lead change, guiding effective change management through clear communication and actionable implementation plans. Embody and promote CapMetro's culture, values, and leadership capabilities, influencing stakeholders to embrace and drive meaningful change. Support Capital Metropolitan Transportation Authority's Safety Management Systems (SMS) process by following safety and security policies, considering safety in every action and reporting safety and security concerns. Perform other duties as required and/or assigned.

WHO WE'RE LOOKING FOR The Human Resources Business Partner III reports directly to the Manager, Talent and HRBPs. This position plays a crucial role in driving organizational effectiveness and business success. The HRBP III will play a key role in supporting CapMetro's strategic priorities by partnering with business leaders across multiple functions within the agency to implement People and Culture (P&C) strategies, create and champion change initiatives, coach leaders on talent management, utilize data for decision-making, and identify root causes of organizational challenges for targeted solutions.

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

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: Air & Sea Job Posting Title: P&O Business Partner Time Type: Full Time Summary At DSV, the P&O Business Partner position plays a critical role in managing the entire employee lifecycle, from onboarding to offboarding, to ensure seamless and positive employment experience. The P&O BP serves as a key advisor and resource to both employees and management, supporting areas such as employee relations, engagement, retention, talent and performance management, compliance, and talent acquisition. This role requires a strong background in employee relations, talent management, and performance management, with an emphasis on promoting a high-performance culture and fostering a positive work environment. Duties and Responsibilities Oversees the entire employee lifecycle from onboarding to offboarding, ensuring a seamless employment experience at each stage including but not limited to: Talent Management: Lead talent assessment and development initiatives, identify high-potential employees, and work with managers on succession planning and career paths. Act as a thought partner in organizational design and talent development initiatives, ensuring the right talent is in place for key roles. Performance Management: Provide support and training to managers on best practices for managing and assessing performance, holding feedback discussions, and addressing performance issues constructively and effectively. Employee Engagement and Retention: Lead initiatives to foster positive employee experience, supporting efforts to improve engagement, retention, and overall workplace satisfaction. Employee Relations: Serve as a primary point of contact for employee relations issues, conducting investigations as needed and offering guidance to managers on handling conflict resolution, disciplinary actions, and employee concerns in alignment with company policies and best practices. Compliance: Support in reviewing, interpreting, administering, and ensuring compliance with federal, state, and local employment laws, and company policies and procedures. Recruiting: Partner with Talent Acquisition to support end-to-end recruitment processes, including workforce planning, candidate selection, and ensuring alignment with business needs and organizational goals. Actively participates in cross-functional P&O projects, contributing expertise and insights to enhance project outcomes. Collaborates with P&O team members and key stakeholders to design, implement, and improve P&O initiatives, ensuring alignment with organizational goals. Leverages P&O tools and resources to coach managers on performance, development, conflict resolution, team dynamics, and more. Stays updated on new tools, recommending them to strengthen leadership and support a positive, high-performance culture. Supports the design, implementation, interpretation, and administration of employee programs, projects, tasks, and initiatives that align with company goals and objectives. Responsibilities include, but are not limited to, Equal Employment Opportunity, Affirmative Action compliance, DE&I, administering compensation, recognition, training programs, and other key P&O initiatives. Engages in project planning, execution, and evaluation, bringing innovative ideas and solutions to drive project success and support P&O best practices across the organization. Acts as a proactive strategic advisor to align P&O programs with business goals, ensuring effective communication, smooth execution, and maximum impact. Collaborate closely with business leaders to implement key P&O initiatives, including wellness programs, merit and compensation reviews, talent and succession planning, open enrollment, and other yearly and/or key P&O activities. Collaborates with other P&O functions and stakeholders to improve processes, resolve data-related issues, and support data-driven decision-making across the organization. Periodic travel is required a few times a year to visit assigned branches and participate in key meetings. Ensures accurate and timely entry, maintenance, and auditing of employee data in the P&OIS system (SAP SuccessFactors), including new hires, promotions, terminations, transfers, and other job changes. Regularly reviews data for quality and consistency, identifying and correcting discrepancies to maintain high data integrity. Other duties and projects as assigned. Educational background / Work experience Bachelor's degree in human resources, business or a related field, preferred. 5-7 years' experience working in Human Resource field required or equivalent combination of education and work experience. Must have strong employee relations and performance management experience Background in the logistics, freight forwarding, or supply chain industries is preferred. Recognized P&O Professional Certification (SHRM or HRCI) preferred. Skills & Competencies Mathematical Skills Intermediate Language skills English (reading, writing, and verbal) Computer Literacy Strong proficiency in MS Office applications - Excel and PowerPoint, specifically Experience using P&OIS systems (SAP Success Factors a plus) Experience using helpdesk ticket systems (Zendesk a plus) Other Skills Solid working knowledge of human resources principles, with strong skills in management, problem-solving, conflict resolution, consulting, decision-making, financial analysis, data analysis, and influence. Demonstrates a strong commitment to continuous learning, ownership, and personal growth, proactively seeking opportunities to expand knowledge of P&O practices, industry trends, and best practices to better support employees and drive organizational success. Drives continuous improvement by identifying and implementing P&O process enhancements. Excellent verbal and written communication skills Working knowledge of employment/labor laws and regulations required. Strong interpersonal communication and customer service skills with the ability to motivate others. Ability to work independently and collaboratively as part of a team, demonstrating enthusiasm, initiative, and creativity. Strong attention to detail. Ability to work under pressure and prioritize work activities. Ability to maintain a high level of confidentiality and handle sensitive situations with compassion and dignity. Must be able to deal with ambiguity, cope with change, and be flexible with shifting priorities. Function / Market & Industry Knowledge / Business Acumen / Processes Preferred Qualifications Advanced Excel and PowerPoint skills Change Management experience Project Management experience Physical and/or Mental Requirements / Working Conditions Physical Demands Work is generally sedentary, with no specific need for physical coordination or effort. May require physical effort associated with using the computer to access information, or occasional standing, walking, lifting needed to carry out everyday activities. Hours can be extensive as well as occasionally staggered for multi-shift access. While performing the duties of this job, the employee uses his/her hands to finger, handle or feel objects, tools or controls; reach with hands and arms; stoop, kneel, or crouch; talk or hear. The employee uses computer and telephone equipment. Specific vision requirements of this job include close vision and distance vision. 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. The physical demands and work environment characteristics described above are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For this position, the expected base pay is: $80,000-$100,000/ Annual. Actual base compensation will be determined based on various factors including job-related knowledge, skills, experience, geographic location and other objective business considerations. DSV provides a comprehensive package of health benefits including: medical, prescription, dental, vision, and life insurance, along with flexible and health spending accounts, short and long-term disability coverage, and wellness resources to support your overall well-being. In addition, our 401(k) plan offers company-matching contributions up to 5% to help you build a secure financial future. To support a healthy work-life balance, DSV also offers generous paid time off, paid holidays, and additional floating holidays. DSV does not accept unsolicited agency resumes. Please do not forward unsolicited resumes to our website, employees, or Human Resources. DSV will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes received will be considered property of DSV and will be processed accordingly without fees. 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.

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

CEVA Logistics is one of the leading logistics companies globally, with over 1,500 facilities in more than 170 countries offering a complete range of contract logistics, freight forwarding, transportation and distribution management services. It offers supply chain support, along with logistics consultation, industry specific customization, global level freight management and system implementation. At CEVA, we put people first and we strive for better ways in everything we do; our culture is embodied by Boldness, Imagination, Exemplary and Excellence. With these values at the core of our business, our workplace employs 110,000 diverse, cohesive team members who hold each other accountable and encourage each other to create a safe, and inclusive work environment. Maternity Leave Replacement for (1) one year YOUR ROLE The HR Business Partner (HRBP) serves as a strategic partner to business leaders and employees, providing HR guidance and support. The HRBP will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement, and promote a culture of continuous improvement. He/she is responsible for talent management, talent acquisition, organization development and HR KPIs for scope population. WHAT ARE YOU GOING TO DO? Talent Management: * Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent. * Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to manage population and develop necessary training and communication tools to ensure robust deployment and understanding. * Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). * Collaborate with management to design succession plans for key talents and key job positions. * Identify training needs for business units and individual executive coaching needs. * Lead Training Plan process, Success Planning activities, Individual Development Plans and facilitate discussions with the management team to bring the best solutions for employees. Organization Design & Workforce Planning: * Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention. * Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles. * Provides guidance and input on business unit restructurings, workforce planning and succession planning. * HR Metrics & Reporting: * Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population. * Analyze HR data and metrics to identify trends and provide insights to support decision-making. Compliance * Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements. * Maintains 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. Employee Relations * Address employee concerns, conduct investigations, and provide guidance on conflict resolution and disciplinary actions. WHAT ARE WE LOOKING FOR? Education and Experience: * Bachelor's degree in human resources, Business Administration, or related field (Master's degree preferred) * Minimum 3 years' experience in HR * Strong knowledge of HR best practices, labor laws and regulations. Skills: * Excellent interpersonal and communication skills. * Proven ability to build strong relationships with stakeholders at all levels. * Strong problem-solving and conflict resolution skills. * Ability to work independently and as part of a team in a fast-paced environment. #LI-NDI CEVA is an equal opportunity employer who agrees not to discriminate against any employee or job applicant and is committed to a diverse and inclusive workforce. Accommodations are available upon request for candidates with disabilities taking part in all aspects of the selection process. We thank all candidates for applying, however, only successful candidates will be contacted for an interview.

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.

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 (********************************************************************

Job Description LTC Operator 2nd shift - (4:00PM - 12:00AM Monday - Friday) $23.81/hr. + 1.00/hr. Shift Differential Who we are looking for: We are currently searching for an LTC Machine Operator to be based out of New Bedford, MA. Reporting to the Shift Supervisor, this person will be responsible for operating machinery to produce and maintain good quality. Use simple measurement instruments to check work. Completion of necessary paperwork is required. What you'll do: Efficiently and safely operate LTC machine with minimal supervision. Maintain accurate production records and fill out daily inspection sheets. Understand and meet the requirements and capabilities called out in the job-specific procedures. Comprehend technical functions as related to equipment and job schedules. Maintain a clean and safe work environment. What you'll bring: High School diploma or equivalent education and experience strongly preferred but not required. Previous experience working in a manufacturing or industrial environment is strongly preferred. Ability to work in an environment with loud noises, smells, and/or extreme temperatures at times. Basic Math skills required. Must have the ability to lift 70 lbs. Must be able to push, pull, bend, sit, and stand without assistance. Good attendance and strong work ethic required. Must have the ability to understand and carry out verbal and written instructions in English. Ability to follow directions and complete work safely and efficiently while producing a quality product. The ability to align with our core values - Accountability, Teamwork, Integrity, Respect, and Excellence. Within 3 months, you'll: Complete any required training Have developed relationships with the key stakeholders for this role. Be well-versed in Atkore's Business System and the importance of your role to daily operations. Who we are: Atkore is a five-time Great Place to Work© certified company and a four-time Top Workplaces USA award winner! We're committed to creating an engaged, aligned workforce driven by a collaborative culture. Our team strives for breakthrough results and stays focused on being standout leaders. We consistently live the Atkore mission, strategic priorities, and behaviors consistent with our core values. Join our team and align yourself with an industry leader! As of the date of this posting, a good-faith estimate of the current pay for this position is $24.81/hr. Placement in the range depends on several factors, including, but not limited to, specific competencies, relevant education, qualifications, certifications, relevant experience, skills, seniority, performance, shift, travel requirements, and business or organizational needs, and may change over time. Other compensation may include, but is not limited to, overtime, shift differentials, bonuses, commissions, stock, and other incentives. Benefits available include: Medical, vision, and dental insurance Life insurance Short-term and long-term disability insurance 401k Paid Time Off Paid holidays Any leave required under federal, state, or local law Benefits are subject to vesting and eligibility requirements. This position is subject to a collective bargaining agreement. In the event of a conflict between the agreement and this posting, the terms of the collective bargaining agreement will control. Applications are being accepted on an ongoing basis.

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: HR Business Partner - 105091 Time Type: Full Time Human Resource (HR) Business Partners are integral to carrying out a variety of functions within a human resources department. The individual in this role may be involved in recruitment, labor or employee relations, change management, training, compensation, learning and development, payroll administration or any other area of human resources. ESSENTIAL DUTIES AND RESPONSIBILITIES * Provides solutions regarding: HR needs, compensation and incentive plans, new hire orientation, recruiting, performance appraisal systems, employee relations, employee handbooks, job descriptions, local and country compliance, management and employee training, policy development, etc. * Evaluates client needs and effectively establishes, maintains, build and manage client relationships to ensure we are successfully helping clients achieve their business strategies. * Maintains employee personnel files and HRIS system records in compliance with applicable legal requirements. * Supports hiring needs including posting jobs, screening and hiring candidates. * Communicates company policies and supports leadership's enforcement of these policies. * Assists in the resolution of Associate Relations issues and conducts investigations as necessary. * Working with direction from higher level Human Resource management, may research, employment laws, human resources policies, and communicate the information effectively to the client. * Creates and supports employee engagement activities while staying within budget. * Supports company Open Enrollment period to ensure smooth processing. * Supports Payroll processing. SKILLS & ABILITIES Education & Experience * Bachelor's degree in human resources, business or a related field and 3 years' experience working in Human Resource field 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. Certificates & Licenses: * Recognized HR Professional Certification a plus Language Skills * Local language required. Mathematical Skills * Intermediate Other Skills * Results-oriented * Must have excellent organizational skills * High level of interpersonal and communication skills to handle sensitive and confidential situations and documentation * Working knowledge of applicable local laws and regulations related to the Human Resources * Ability to understand, analyze HR processes and make practical recommendations to clients * Ability to understand the business and quickly learn the organization's strategy * Attention to detail and ability to establish priorities and meet deadlines * Must have a high sense of urgency and customer service focus * Excellent communication skills, written and verbal * Demonstrated potential for leadership skills and strong business and professional acumen * Must be able to deal with ambiguity and cope with change * Must be flexible with shifting priorities and business needs, including working a flexible schedule to support the business 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: 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

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: Air & Sea Job Posting Title: P&O Business Partner Time Type: Full Time Summary At DSV, the P&O Business Partner position plays a critical role in managing the entire employee lifecycle, from onboarding to offboarding, to ensure seamless and positive employment experience. The P&O BP serves as a key advisor and resource to both employees and management, supporting areas such as employee relations, engagement, retention, talent and performance management, compliance, and talent acquisition. This role requires a strong background in employee relations, talent management, and performance management, with an emphasis on promoting a high-performance culture and fostering a positive work environment. Duties and Responsibilities * Oversees the entire employee lifecycle from onboarding to offboarding, ensuring a seamless employment experience at each stage including but not limited to: * Talent Management: Lead talent assessment and development initiatives, identify high-potential employees, and work with managers on succession planning and career paths. Act as a thought partner in organizational design and talent development initiatives, ensuring the right talent is in place for key roles. * Performance Management: Provide support and training to managers on best practices for managing and assessing performance, holding feedback discussions, and addressing performance issues constructively and effectively. * Employee Engagement and Retention: Lead initiatives to foster positive employee experience, supporting efforts to improve engagement, retention, and overall workplace satisfaction. * Employee Relations: Serve as a primary point of contact for employee relations issues, conducting investigations as needed and offering guidance to managers on handling conflict resolution, disciplinary actions, and employee concerns in alignment with company policies and best practices. * Compliance: Support in reviewing, interpreting, administering, and ensuring compliance with federal, state, and local employment laws, and company policies and procedures. * Recruiting: Partner with Talent Acquisition to support end-to-end recruitment processes, including workforce planning, candidate selection, and ensuring alignment with business needs and organizational goals. * Actively participates in cross-functional P&O projects, contributing expertise and insights to enhance project outcomes. Collaborates with P&O team members and key stakeholders to design, implement, and improve P&O initiatives, ensuring alignment with organizational goals. * Leverages P&O tools and resources to coach managers on performance, development, conflict resolution, team dynamics, and more. Stays updated on new tools, recommending them to strengthen leadership and support a positive, high-performance culture. * Supports the design, implementation, interpretation, and administration of employee programs, projects, tasks, and initiatives that align with company goals and objectives. Responsibilities include, but are not limited to, Equal Employment Opportunity, Affirmative Action compliance, DE&I, administering compensation, recognition, training programs, and other key P&O initiatives. * Engages in project planning, execution, and evaluation, bringing innovative ideas and solutions to drive project success and support P&O best practices across the organization. * Acts as a proactive strategic advisor to align P&O programs with business goals, ensuring effective communication, smooth execution, and maximum impact. Collaborate closely with business leaders to implement key P&O initiatives, including wellness programs, merit and compensation reviews, talent and succession planning, open enrollment, and other yearly and/or key P&O activities. * Collaborates with other P&O functions and stakeholders to improve processes, resolve data-related issues, and support data-driven decision-making across the organization. * Periodic travel is required a few times a year to visit assigned branches and participate in key meetings. * Ensures accurate and timely entry, maintenance, and auditing of employee data in the P&OIS system (SAP SuccessFactors), including new hires, promotions, terminations, transfers, and other job changes. Regularly reviews data for quality and consistency, identifying and correcting discrepancies to maintain high data integrity. * Other duties and projects as assigned. Educational background / Work experience * Bachelor's degree in human resources, business or a related field, preferred. * 5-7 years' experience working in Human Resource field required or equivalent combination of education and work experience. * Must have strong employee relations and performance management experience * Background in the logistics, freight forwarding, or supply chain industries is preferred. * Recognized P&O Professional Certification (SHRM or HRCI) preferred. Skills & Competencies Mathematical Skills * Intermediate Language skills * English (reading, writing, and verbal) required Computer Literacy * Strong proficiency in MS Office applications - Excel and PowerPoint, specifically * Experience using P&OIS systems (SAP Success Factors a plus) * Experience using helpdesk ticket systems (Zendesk a plus) Other Skills * Solid working knowledge of human resources principles, with strong skills in management, problem-solving, conflict resolution, consulting, decision-making, financial analysis, data analysis, and influence. * Demonstrates a strong commitment to continuous learning, ownership, and personal growth, proactively seeking opportunities to expand knowledge of P&O practices, industry trends, and best practices to better support employees and drive organizational success. * Drives continuous improvement by identifying and implementing P&O process enhancements. * Excellent verbal and written communication skills * Working knowledge of employment/labor laws and regulations required. * Strong interpersonal communication and customer service skills with the ability to motivate others. * Ability to work independently and collaboratively as part of a team, demonstrating enthusiasm, initiative, and creativity. * Strong attention to detail. * Ability to work under pressure and prioritize work activities. * Ability to maintain a high level of confidentiality and handle sensitive situations with compassion and dignity. * Must be able to deal with ambiguity, cope with change, and be flexible with shifting priorities. Function / Market & Industry Knowledge / Business Acumen / Processes Preferred Qualifications * Advanced Excel and PowerPoint skills * Change Management experience * Project Management experience Physical and/or Mental Requirements / Working Conditions Physical Demands Work is generally sedentary, with no specific need for physical coordination or effort. May require physical effort associated with using the computer to access information, or occasional standing, walking, lifting needed to carry out everyday activities. Hours can be extensive as well as occasionally staggered for multi-shift access. While performing the duties of this job, the employee uses his/her hands to finger, handle or feel objects, tools or controls; reach with hands and arms; stoop, kneel, or crouch; talk or hear. The employee uses computer and telephone equipment. Specific vision requirements of this job include close vision and distance vision. 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. The physical demands and work environment characteristics described above are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For this position, the expected base pay is: $80,000-$100,000/ Annual. Actual base compensation will be determined based on various factors including job-related knowledge, skills, experience, geographic location and other objective business considerations. DSV provides a comprehensive package of health benefits including: medical, prescription, dental, vision, and life insurance, along with flexible and health spending accounts, short and long-term disability coverage, and wellness resources to support your overall well-being. In addition, our 401(k) plan offers company-matching contributions up to 5% to help you build a secure financial future. To support a healthy work-life balance, DSV also offers generous paid time off, paid holidays, and additional floating holidays. DSV does not accept unsolicited agency resumes. Please do not forward unsolicited resumes to our website, employees, or Human Resources. DSV will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes received will be considered property of DSV and will be processed accordingly without fees. 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