Human Resources Business Partner jobs at General Atomics

On the heels of achieving 3X growth, Virginia Transformer is hiring to do it again! We're strategically building our team for the next 3X growth cycle - a phase that is both intense and incredibly rewarding. We're highly selective about who joins us, because this journey isn't for everyone. If you have the drive, grit, and expertise to perform at a high level - and you want to grow your career 3X alongside the Company's growth - we'd love to talk. Apply below and let's start the conversation. Who We Are Virginia Transformer is the largest U.S.-owned producer of power transformers in North America, and we've been able to grow the past 50-plus years through an unwavering focus on delivering for our customers. We're more than 5,600 people strong and are known throughout the industry for being an engineering company that makes premium quality transformers in the shortest lead times. As a privately held, organically growing company, we thrive on nimbleness, innovation, and tenacity. Join Our Team If you love the thrill of securing the U.S. electric grid, enabling all manufacturing in the country, and the energy of a fast-moving train - this is the place for you. We train hard, grow together, and lead with purpose. Every transformer we build is custom, every challenge unique, and every team member essential. We're looking for those ready to lead, fueled by commitment, and driven by impact. We are growing so fast that all our available roles are not yet posted, so let us know if you are interested and we will follow-up. Vice President of Human Resources Location: Roanoke, Virginia Company: Virginia Transformer Corporation (VTC) Position Overview Virginia Transformer Corporation (VTC), a leading U.S. manufacturer of power transformers with a rapidly growing North American footprint, is seeking a Vice President of Human Resources to provide strategic leadership across all aspects of human capital management. This role will serve as a key member of the executive leadership team and act as a trusted advisor to senior leadership, driving organizational effectiveness, workforce scalability, and a strong performance-driven culture aligned with VTC's operational and growth objectives. The VP of HR will oversee HR strategy and execution for a large, distributed manufacturing workforce, including union and non-union environments, while ensuring compliance, talent development, and leadership capability across multiple facilities. Key Responsibilities Strategic Leadership & Business Partnership Partner with the CEO, executive team, and plant leadership to align HR strategy with VTC's business goals, operational needs, and long-term growth plans Serve as a strategic advisor on organizational design, workforce planning, succession planning, and leadership development Lead change management initiatives supporting expansion, modernization, and continuous improvement efforts Talent Acquisition & Workforce Planning Oversee full-cycle talent acquisition strategies for manufacturing, engineering, operations, skilled trades, leadership, and corporate roles Build scalable recruiting models to support high-volume hiring, critical skill shortages, and multi-site growth Develop employer branding and community partnerships to strengthen the local and regional talent pipeline Labor Relations & Employee Relations Provide executive oversight of union relations, collective bargaining, grievance resolution, and contract administration Ensure consistent and compliant employee relations practices across all locations Act as escalation point for complex investigations, disciplinary actions, and performance management matters HR Operations & Compliance Ensure compliance with all federal, state, and local employment laws (FLSA, FMLA, ADA, EEOC, OSHA, etc.) Lead HR policy development, audits, and risk mitigation strategies Oversee HR systems, data analytics, and reporting to drive informed decision-making Compensation, Benefits & Total Rewards Design and oversee competitive compensation and benefits strategies aligned with market benchmarks and internal equity Manage executive compensation, incentive plans, and workforce cost optimization initiatives Ensure benefits programs support employee engagement, retention, and wellbeing Learning, Development & Culture Build leadership development, training, and succession programs for front-line supervisors through executive leadership Champion a strong safety-first, performance-driven, and accountability-focused culture Drive initiatives that enhance employee engagement, retention, and organizational capability HR Team Leadership Lead, mentor, and develop a multi-site HR leadership team Establish best practices, standardization, and shared services where appropriate Foster a high-performing HR organization viewed as a business partner, not an administrative function Qualifications Required: Bachelor's degree in Human Resources, Business Administration, or related field 15+ years of progressive HR leadership experience, with significant experience in manufacturing or industrial environments Proven experience leading HR in union and non-union workforces Strong knowledge of U.S. employment law and labor relations Demonstrated success partnering with executive leadership in a growth-oriented organization Preferred: Master's degree or MBA Experience in heavy manufacturing, electrical equipment, or capital-intensive industries Multi-site or multi-state HR leadership experience SHRM-SCP or SPHR certification Key Competencies Strategic thinker with strong business acumen Executive presence with the ability to influence at all levels Deep understanding of manufacturing workforce dynamics Hands-on leader comfortable operating both strategically and tactically Data-driven decision maker with strong analytical skills Why Virginia Transformer Corporation Industry leader in power transformer manufacturing Strong growth trajectory with long-term investment in U.S. manufacturing Opportunity to shape HR strategy for a complex, mission-critical organization Located in Roanoke, VA - offering a high quality of life in the Blue Ridge Mountains

Stellar Energy provides state-of-the-art solutions customers build in for optimized energy performance now; and in the preparation for the energy needs of tomorrow. In business for 25 years, we've delivered added energy efficiency and capacity to customers in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Hyperscale deployment at the best possible speed to first megawatt. All delivered with the lower emissions required to support our partners' unique sustainability objectives. Stellar Energy specializes in a wide range of engineering and manufacturing solutions within the energy sector including turbine inlet air chilling, central utility plants, district cooling, combined heat & power systems, thermal energy storage, inlet air heating, data center chilling, and inlet air chilling for LNG facilities. Additionally, our expertise extends to start-up & commissioning, system health analysis, services, and training. Our in-house team of skilled engineers and dedicated tradespeople are the reason we are the global leader in customized solutions. Stellar Energy strives to add value to today's energy infrastructure, achieving secure, affordable, and sustainable energy that will help to create a responsible energy economy. Essential Functions • Partner with Site Director and corporate HR to execute workforce strategies aligned with business objectives and production goals. • Serve as a trusted advisor to plant leadership on organizational design, staffing, culture, and talent retention. • Lead initiatives that promote employee engagement, accountability, and operational excellence. Talent Acquisition and Workforce Planning • Oversee recruitment, onboarding, and retention for all hourly, skilled trades, and salaried plant roles. • Collaborate with local trade schools, staffing agencies, and community organizations to maintain a robust pipeline of manufacturing talent. • Analyze headcount needs and turnover trends to ensure appropriate staffing and succession planning. Employee Relations and Culture • Maintain a positive, proactive employee relations environment through coaching, communication, and engagement programs. • Investigate and resolve employee complaints, conflicts, and disciplinary matters in accordance with company policy and employment law. • Partner with leadership to maintain an open, safety-first, and performance-driven culture. Required Education and Experience • A bachelor's degree in human resources, business administration or related field. • 7+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment. • Strong knowledge of employment law and HR best practices. • Proven ability to manage HR operations in a fast-paced, high-volume environment. • Excellent interpersonal, leadership, and communication skills. • SHRM-CP, SHRM-SCP, or PHR/SPHR certification. • Proficient in Microsoft Office. Preferred Education and Experience • Experience with HR Analytics.

The HR Business Partner (HRBP) - Corporate, will align business objectives with employees and management in designated business units. The HRBP will act as a consultant to management on HR related issues. The successful HRBP will act as employee champion and change agent, assess and anticipate HR-related needs, communicate needs proactively within the HR department and with business management - seeking to develop integrated solutions. The HRBP works with other areas in HR to deliver value added service to the business that reflect the objectives of the organization. The HRBP maintains an effective level of business literacy - long- and short-term goals, culture and competition. At Global Partners, business starts with people. Since 1933, we've believed in taking care of our customers, our guests, our communities, and each other-and that belief continues to guide us. The Global Spirit is how we work to fuel that long term commitment to success. As a Fortune 500 company with 90+ years of experience, we're proud to fuel communities-responsibly and sustainably. We show up every day with grit, passion, and purpose-anticipating needs, building lasting relationships, and creating shared value. : * Consult with line management providing HR guidance when appropriate/needed * Manage and resolve complex employee relations issues * Maintain in depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance * Provide day to day performance management guidance to line management(coaching, counseling, career development, disciplinary actions etc) * Work closely with managers and employees to improve work relationships, build morale, increase productivity and retention * Provide HR policy guidance and interpretation * Provide guidance and support on business unit organizational issues, restructures, workforce planning and succession planning * Identify training needs/opportunities for business units and individual training/coaching needs * Participate in evaluation and monitoring of success of training programs * Working with other members of the HR team, conduct new employee orientation program and onboarding practices * Manage exit interview process and analysis Additional Job Description: * Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, performance management, recruitment * Excellent consulting skills * Excellent client management and business literacy skills * Strong conflict management skills * Effectively envision, develop and implement new strategies to address competitive, complex business issues * Manage multiple business units across multiple geographical locations * Ability to foster teamwork. Ability to drive strategic direction. Problem-solving skills. Oral and written communication skills. Ability to build collaborative relationships. Leadership skills. * Bachelor's Degree Pay Range: $103,000.00 - $154,600.00 The pay range for this position is outlined above. The final amount offered at the start of employment is determined based on factors including, but not limited to, experience level, knowledge, skills, abilities and geographic location, and the Company reserves the right to modify base salary at any time, including for reasons related to individual performance, Company or individual department/team performance and market factors. Our Commitments to You * Coins! We offer competitive salaries and opportunities for growth. We have an amazing Talent Development Team who create trainings for growth and job development. * Health & Wellness - Medical, Dental, Visions and Life Insurance. Along with additional wellness support. * The Road Ahead - We offer 401k and a match component! * Professional Development - We provide tuition reimbursement; this benefit is offered after 6 months of service. What to Expect From the Hiring Process (old GPS of the Interview Process) We value passion and potential. Please apply if you're qualified and interested-we'd love to hear from you. A member of our Talent Acquisition team will review your application and may connect you with the hiring manager if your experience is a strong match. Interviews are conducted virtually and in person, depending on the role. We'll provide more details about next steps if selected to move forward. Global Partners LP is an equal opportunity employer. We foster a company culture where ideas from all people help us grow, move and thrive. We embrace the diversity of all applicants and do not discriminate against race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, protected veteran status or any other basis prohibited by federal, state or local law. If you have a disability and need an accommodation to apply, please contact our recruiting department at ************ or 781-7GP-WORK. * Disclaimer: At Global Partners, we don't use lie detector tests for any employment decisions. We follow all the rules and regulations, so we need to let you know: In Massachusetts, it's illegal to require or administer a lie detector test as a condition of employment of continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

TechnipFMC is committed to driving real change in the energy industry. Our ambition is to build a sustainable future through relentless innovation and global collaboration - and we want you to be part of it. You'll be joining a culture that values curiosity, expertise, and ideas as well as equal opportunities, inclusion, and authenticity. Bring your unique energy to our team of more than 21,000 people worldwide, and discover a rewarding, fulfilling, and varied career that you can take in anywhere you want to go. Job Description * Build collaborative partnerships with managers to align people strategies with business objectives. * Maintain knowledge of business operations and assigned customer groups. * Facilitate people initiatives and support leaders in fair, objective decision-making. * Manage workforce planning and headcount to optimize resources and control costs. * Assist managers in defining new roles and collaborate with recruiting to fill positions. * Provide daily performance management guidance, including coaching and disciplinary actions. * Ensure compliance with employment laws and manage employee relations issues. * Partner with HR teams to deliver services, support change initiatives, and reinforce organizational values. You are meant for this job if: * Minimum 5+ years of relevant human resources experience or equivalent education/experience. * Bachelor's degree in Human Resources, Communications, Business, or a related field. * Knowledge of HR management methods and tools. * Strong interpersonal and customer service skills; able to communicate at all organizational levels. * Demonstrated problem-solving and critical-thinking abilities. * Ability to maintain confidentiality and analyze data for business decisions. * Excellent organization, time management, and written communication skills. * SAP experience and oil & gas industry experience preferred. Skills Coaching Human Resource Expertise (HR Knowledge) Compliance Support Leadership Competencies Lead with Authenticity and Courage Empowers and Develops Adopt a Growth Mindset Drive Accountability Being a global leader in the energy industry requires an inclusive and diverse environment. TechnipFMC promotes equal opportunities and inclusion by ensuring equal opportunities to all ages, races, ethnicities, religions, gender expressions, disabilities, or all other pluralities. We celebrate who you are and what you bring. Every voice matter and we encourage you to add to our culture. TechnipFMC respects the rights and dignity of those it works with and promotes adherence to internationally recognized human rights principles for those in its value chain. Learn more about TechnipFMC and find other open positions by visiting our Career Page. Follow us on LinkedIn for company updates Date posted: Dec 11, 2025 Requisition number: 16034 Nearest Major Market: Midland Nearest Secondary Market: Midland

The Human Resources Business Partner (HRBP) is responsible for providing strategic HR support to operations leaders and managers while championing employee engagement, labor relations, and leadership alignment. This role requires strong business acumen, HR expertise, and a deep commitment to fostering a positive employee experience through proactive and visible partnership with the workforce at all levels. The HRBP will play a critical role in driving Athens Services' mission and culture through frequent on-site support, feedback loops, and engagement strategies designed to enhance morale, productivity, and retention. Job Description * Employee Engagement * Lead monthly Athens Way roundtables at each assigned yard to reinforce company culture, gather employee feedback, and provide proactive HR support. * Conduct weekly Employee Pulse Check-ins with front-line employees to assess workplace culture, morale, and engagement. * Provide weekly summaries, recommendations and assigned SMART goals on Athens Way roundtables and Pulse Check-Ins via email to Operations/HR leadership. * Promote fair practices, working with Employee Relations to resolve concerns, and ensure employee voices are heard through regular communication. * Escalate employee complaints to Employee Relations Partners to investigate and recommend appropriate action. * Communicate benefits and compensation programs that attract and retain top talent. * Analyze HR data and metrics to identify trends and provide insights and recommendations. * Maintain visibility by working flexible hours, including early mornings and late evenings, to support and engage field teams across all shifts. Attend daily/weekly site Supervisor Meetings. * Labor Relations * Build and maintain strong relationships with operational (and union representatives where applicable) to support collaborative labor relations and issue resolution. * Act as a change agent and advocate for a positive workplace culture and employee experience. * Support semi-regular employee surveys, ensuring high (80%+) completion rates. * Leadership Engagement * Ensure recognition and celebration activities occur onsite, including Employee Of The Month, Anniversaries/Birthdays and other rewards. Lead the celebrations! * Partner with operations management and division vice presidents to understand their strategic objectives and provide HR support and guidance to achieve business goals. * Act as a trusted advisor to managers on engagement initiatives, talent development, performance management, succession planning, and general HR-related matters. * Provide coaching and support to managers on disciplinary actions, and performance improvement plans. * Conduct weekly meetings with operational site leaders to identify HR needs, address challenges, and provide proactive solutions. * Partner with Talent Acquisition and operational site leaders on workforce planning to support hiring and retention initiatives and optimal working environments. * Partner with Talent Development to facilitate training, including best practices in hiring, discipline, onboarding, performance management, engagement, and HR policy knowledge. * Coordinate with the benefits department and site leadership to support leave management processes, including ADA accommodations. * Provide general HR guidance to operations to reduce risks, improve engagement, and motivate performance. * Manage human resource projects and perform other duties as assigned. * Qualifications: * Bachelor's degree or equivalent education in human resources, business, or related field. * Active certification credentials in human resources (SHRM-CP, PHR, PHRca, etc.). * At least three (3) years of experience in HR operations and/or HR business partnership. * Strong understanding of HR best practices in employee relations and/or HR operations. * General knowledge of federal, state, and local employment laws and regulations, including DOT. * Experience with HR compliance, including EEO, ADA, FMLA, and other relevant employment laws. * Experience with HRIS and HCM software to conduct quantitative and qualitative research. * Ability to analyze, interpret, and communicate data and provide actionable insights. * Experience in developing and implementing HR programs and initiatives. * Strong project management, time management, and organizational skills. * Excellent interpersonal and communication skills to address stakeholders at all levels. * Proficiency with Microsoft Office products, including Excel, PowerPoint, and Word. * Availability to work flexible schedules, including early mornings and late evenings, to ensure strong HR presence and support for field leadership and employees. * Bilingual in English and Spanish is preferred. * Seeing, hearing, and smelling continuously. * Sitting, standing, and walking frequently. * Handling (holding), balancing, bending, crouching, kneeling, pushing, & reaching occasionally. * Exposure to dust, smoke, fumes, odors, noise, grease, oil, hot/cold temperatures, and vibration frequently. * Exposure to electrical hazards, chemicals, standing on concrete, and uneven or slippery surfaces occasionally. * Works primarily in an office but may need to work outdoors to support operations. * Flexible schedules (including early and/or late shifts), and travel to multiple site locations may be required. * Ability to perform the essential functions of the job with or without reasonable accommodations. Schedule: Must be flexible Mon-Fri Location: Sun Valley, CA (Onsite) Salary Range: $85,000 - $115,000/year Benefits: * Competitive wages * Comprehensive benefit package Medical, Dental, Vision * 401K * Life Insurance * Paid Vacation and Sick Time * Career plan * Recognition programs * Professional development learning * An exceptional work environment Athens will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Initiative for Hiring Ordinance and any other applicable state, federal or local laws. EEO/M/F/disability/veteran

R10082113 HR Business Partner - Corporate Functions Americas (Open) World leader in gases, technologies and services for Industry and Health, Air Liquide is present in 80 countries with approximately 66,000 employees and serves more than 3,6 million customers and patients. Oxygen, nitrogen and hydrogen have been at the core of the company's activities since its creation in 1902. Air Liquide's ambition is to be the leader in its industry, delivering long-term performance and acting responsibly. How will you CONTRIBUTE and GROW? We are Hiring for a HR Business Partner - Corporate Functions Americas! * At Air Liquide, we are committed to building a diverse and inclusive workplace that embraces the diversity of our employees, our customers, patients, community stakeholders and cultures across the world. We are looking for you ! * Travel up to 30% * Hybrid Schedule (3 days in office) * Internal facing across 9 countries in the Americas Recruiter: Lilian Harrell / ***************************** / ************ CALL/TEXT Reporting to the HR Director Corporate Functions Americas, the HRBP will be responsible for supporting all multi-Cluster Corporate employees from all 9 countries. Serve as the point of contact for guidance and support on various strategic HR-related matters such as workforce planning, organizational design, career development, talent management and employee well-being. * Promote the development of employees; provide coaching/feedback in the creation of personal development plans; conduct career discussions to gain a view on the employee's experiences, aspirations and potential; maintain this information in a database * Establish/maintain relationships with top management in order to drive the execution of HR programs * Responsible for designing an organization that effectively implements HR programs/processes. Provides effective coaching/feedback, conducts career discussions and creates personal development plans. * Partners with Managers and Employee Relations to conduct investigations and collaborates to bring fair, timely and effective conclusions. * Collaborate with the centers of expertise in order to apply sufficient HR resources to meet business needs including Talent Acquisition by partnering with recruiter(s) and hiring manager on hiring candidates and identifying key skills gaps in the organization in order to hire the appropriate candidate __________________ Are you a MATCH? Required Qualifications: * Bachelor's degree in Human Resources * 3+ years of HR generalist experience * Demonstrated success in former role in HR, or similar, high touch, customer facing function. * Proven ability to form productive relationships with a diverse population of employees at multiple levels within the organization. * Experience working independently to arrive at solutions in a fast-paced and empowered environment. * Strong interpersonal communication, facilitation skills and presentation skills Preferred Qualifications: * Master's degree in Human Resources or Business * Field operations HR experience Our Differences make our Performance At Air Liquide, we are committed to build a diverse and inclusive workplace that embraces the diversity of our employees, our customers, patients, community stakeholders and cultures across the world. We welcome and consider applications from all qualified applicants, regardless of their background. We strongly believe a diverse organization opens up opportunities for people to express their talent, both individually and collectively and it helps foster our ability to innovate by living our fundamentals, acting for our success and creating an engaging environment in a changing world.

Sinclair Systems International, LLC is the label supplier to the citrus, apple, stone fruit, avocado and greenhouse tomato packer/shippers of the world. We offer our customers a complete labeling solution that consists of custom food-safe produce labels, innovative machine application systems and specialized expert technical service. Our market leadership relies on motivated team members that are committed to customer satisfaction, are results oriented and strive for excellence. We are seeking a dynamic and strategic HR Business Partner (Training & Development) with a passion for training and development to join our innovative team. In this role, you will play a pivotal part in shaping our workforce by designing and implementing impactful training programs that drive employee growth, engagement, and organizational success. If you thrive in a fast-paced environment and are dedicated to fostering a culture of continuous learning, we want to hear from you! What you'll do: Coordinate, facilitate and lead department and company-wide trainings Pinpoint KSAs (knowledge, skills, abilities) deficiencies within departments and support managers in implementing training to address those gaps Design and develop trainings every quarter for department utilization in LMS system Support managers in creating and discussing Individual Development Plans (IDPs) every quarter, fostering a positive and constructive tone during conversations Transfer training records from HRIS system to LMS for all employees in North America Monitor all departmental training budgets on a monthly basis. Collaborate with and provide guidance to Department Managers ensuring the most effective utilization and ROI of training budget. Develop and utilize an effective GAP analysis Act as an advisor to Department Managers by offering insights on workforce development, succession/replacement planning, and skill optimization. Lead recruitment efforts by partnering with department managers to define role requirements and review current Track and report budget usage, flagging necessities and recommending adjustments as needed Develop a training and development framework to model within 6 months Work with HR Manager to identify and track metrics needed to leverage data Gather training feedback through interviews or focus groups to understand training impact Develop and calculate ROI of Training and Development for business Monitor long-term impact on training and determine if sustainable for business Align training outcomes with business goals / functional business plans annually Support managers during annual job description reviews to define clear objectives and KPIs for their departments What you need to be successful: Bachelor's degree in business administration or related field and 3+ years of organizational training program development and delivery 1+ years of instructional design experience Strong training and development experience to include planning and coordinating key activities as well as designing and implementing new training and development practice, strategies and projects Experience conducting skills audits and GAP analysis Understanding budgets and budget monitoring HR/People Management knowledge and skills Strong relationship management skills. Ability to use influence and personal credibility to establish working relationships within the business Experience advising, working & collaborating with employees and managers at all levels on training and development matters (e.g. competency frameworks, succession planning and leadership development) Work to meet deadlines and be able to prioritize Confident and articulate with clear communication skills (verbal and written) Ability to make sound decisions for the business Ability to motivate and engage individual and group training attendees Consulting skills to support and propose organizational interventions in people needs Completes administrative tasks to a high degree of accuracy and meeting deadlines when required Ability to work on own initiative and make balanced decisions and judgements Open and approachable Be able to multi-task demands and tasks Flexible and positive attitude Maintain high level of confidentiality Compensation and Benefits $60,0000 - $80,000 / year, depending on qualifications Medical Insurance (PPO, HMO, & HSA options) Dental Insurance Vision Insurance Paid time off including vacation, sick leave, and holidays Employee assistance program (EAP) Retirement - 401k with match Retirement - Profit sharing Free STD and LTD Insurance Free Life and AD&D Insurance Paid Maternity Leave Paid Parental Leave The job expectations listed above are designed to indicate the general nature and level of work to be performed in the role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of the position. Please note that the compensation information provided is a good-faith estimate for this position only and is provided pursuant to the California Salary Transparency in Job Advertisements Law. It is estimated based on what a successful California applicant might be paid. The organization is proud to be an equal opportunity 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 protected category under applicable law.

Brief Description: The Talent Management HR Manager serves as a strategic leader in building a future-ready global workforce by designing and executing enterprise-wide programs that strengthen leadership, enhance performance, and enable continuous growth. Partnering closely with HR Business Partners (HRBPs), business leaders, and functional teams across domestic and international operations, this role ensures talent strategies are integrated with business priorities, capability gaps are proactively addressed, and employees are equipped to achieve their full potential. This position reports to the Vice President, Talent Management and provides thought leadership and operational excellence across all Patterson-UTI companies. Detailed Description: Lead the design, deployment, and governance of enterprise-wide talent management programs, including performance management, leadership development, and succession planning. Partner with business and HR leadership to identify current and emerging capability gaps, define critical roles, and build targeted development pathways to strengthen bench strength and internal mobility. Establish frameworks for technical and managerial progression that reinforce a culture of merit, growth, and accountability. Translate talent analytics and workforce insights into actionable strategies; advise senior leaders on trends impacting organizational capability and readiness. Continuously evolve performance management practices to balance accountability with engagement, ensuring alignment to business performance and cultural values. Collaborate with international HR teams to align programs with local labor laws, market practices, and cultural norms while maintaining global standards. Present strategic insights and program outcomes to HR and business leadership, driving data-informed decision making on workforce planning, succession, and talent investment. Partner with Learning & Development to align content strategy, curricula, and delivery with identified capability gaps and business objectives. Partner with Talent Acquisition to enhance visibility and utilization of internal pipelines, supporting a seamless talent lifecycle from acquisition to development. Serve as a change leader for enterprise-wide talent and system implementations, ensuring stakeholder alignment, adoption, and sustainability. Measure program effectiveness through defined KPIs, feedback loops, and business impact metrics; continuously improve based on evaluation results. Perform other related duties as assigned. Job Requirements: Ability to always maintain Company confidentiality, manage sensitive information and protect Company proprietary information in an appropriate manner. Proven ability to manage and influence stakeholders at all organizational levels, including executive leadership. Demonstrated experience designing and executing talent management strategies in complex, global organizations. Strong business acumen with the ability to connect talent initiatives to measurable business outcomes. Advanced analytical and problem-solving skills with the ability to interpret complex data and deliver actionable insights. Detail oriented with the ability to also see the bigger picture and comfortable and willing to do “hands-on” work. Excellent communication, presentation, and facilitation skills across cultures and geographies. Expertise in performance management, succession planning, competency modeling, and organizational effectiveness frameworks. High comfort level navigating change management, system rollouts, and process transformation. Strong project management and prioritization skills; able to balance long-term strategic initiatives with near-term business needs. Proficient in Microsoft Office Suite (PowerPoint, Excel, Word); experience leveraging data visualization and HR analytics tools preferred. Experience working across international operations and global workforce environments. Ability to travel as required to company sites, including international locations. Minimum Qualifications: Bachelor's Degree in Human Resources, Organizational Development, Business, Psychology, or related field of study. 10+ years of progressive HR or talent management experience with increasing scope of responsibility, including global or enterprise program leadership. Preferred Qualifications: Master's Degree in HR, Organizational Development, or related field of study. Certification in Talent Management, Organizational Development, or related discipline (e.g., PHR or SHRM-CP). Experience in the Oil & Gas Industry. Experience with Oracle HCM or other enterprise systems experience. Additional Details: Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. The employee is regularly required to sit, stand, or walk with occasional lifting (overhead, waist level) from floor, bending and frequent near vision use for reading and use of computer, telephone, and other office equipment. May include travel to other Company offices and employee will be expected to properly use designated personal protective equipment (PPE) as may be required.

The Onboarding & Employee Experience Manager leads the team responsible for delivering seamless, compliant, and high-quality onboarding experience for new hires across all Patterson-UTI legal entities. This role oversees the full pre-employment and onboarding lifecycle, including background adjudication, I-9 administration, relocation coordination, candidate communication, New Employee Orientation (NEO) content development/facilitation, and new-hire experience initiatives. The position ensures consistent onboarding standards across the enterprise by establishing clear processes, monitoring workflow quality, and partnering closely with Talent Acquisition, Regional HR, and HR Operations. This role also manages key pre-employment vendor relationships to ensure service quality, regulatory compliance, and operational efficiency. Reporting to the VP, HR Operations, this position plays a critical role in building scalable onboarding processes, strengthening operational governance, and shaping a positive and welcoming experience for all new employees. Detailed Description • Lead, coach, and develop the Onboarding & Employee Experience team, including hiring, training, performance management, workload planning, and day-to-day workflow oversight to ensure operational continuity and team effectiveness. • Set and reinforce clear expectations for service excellence, accuracy, compliance, and candidate experience, while fostering a high-performing, accountable, and team-oriented culture. • Oversee all pre-employment processing, including background adjudication, drug screen escalation, essential function testing, and compliance-related requirements, ensuring timely and accurate completion across all business units. • Serve as the primary escalation point for complex onboarding challenges, vendor performance issues, and candidate inquiries, ensuring quick resolution and minimal disruption to hiring timelines. • Develop, document, and maintain onboarding standard operating procedures (SOPs) and process documentation to drive consistency, scalability, and operational excellence across all legal entities. • Participate in onboarding and pre-employment review calls to monitor candidate status, identify risks to start dates, and support proactive communication with Regional HR, Talent Acquisition and Health, Safety & Environment (HSE) stakeholders. • Partner with HR Operations teams to drive onboarding compliance, implement process improvements, optimize workflows, and promote consistent onboarding standards across all legal entities. • Serve as the primary vendor manager for all pre-employment and onboarding-related vendors, ensuring service-level accountability, process efficiency, and alignment with organizational standards. • Collaborate with the Drug & Alcohol Program Manager to ensure seamless coordination and compliance within the drug and alcohol testing program. • Leverage metrics, dashboards, and process data to identify trends, monitor performance, and drive continuous improvement initiatives that enhance scalability and operational reliability. • Perform other related duties as assigned to support HR Operations objectives and enterprise needs. Job Requirements • Ability to maintain confidentiality at all times and handle sensitive employee information appropriately. • Strong knowledge of onboarding processes, pre-employment workflows, and employment-related compliance requirements across multi-entity or high-volume environments. • Demonstrated ability to lead, coach, and develop a team while driving accountability, service excellence, and operational consistency. • Proven experience implementing or improving scalable processes, workflows, and standard operating procedures. • Exceptional communication and relationship-building skills with the ability to influence and partner effectively at all levels of the organization, including Regional HR, Talent Acquisition, Operations, and external vendors. • Ability to use metrics, dashboards, and data insights to monitor performance, identify trends, and support continuous improvement initiatives. • Highly organized, detail-oriented, and capable of managing multiple priorities and deadlines in a fast- paced, dynamic environment. • Proficiency with HR systems such as Oracle HCM, Oracle Recruiting Cloud, or similar platforms supporting onboarding and pre-employment processes. • Advanced proficiency in Microsoft Office applications, particularly Excel, Word, and Outlook, with strong documentation and reporting skills. • Strong customer-service orientation with the ability to support and guide candidates, hiring teams, and internal HR stakeholders. Minimum Qualifications • Bachelor's Degree in Business, Human Resources, or related field of study. • 5+ years of HR experience, including onboarding, pre-employment processing or HR Operations. • 2+ years of supervisory or team-lead experience. Preferred Qualifications • Master's degree in Business, Human Resources, or related field of study. • Experience in the oil and gas industry or other field-based operational industry experience. Additional Details Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. The employee is regularly required to sit, stand, or walk with occasional lifting (overhead, waist level) from floor, bending and frequent near vision use for reading and use of computer, telephone and other office equipment.

The Onboarding & Employee Experience Manager leads the team responsible for delivering seamless, compliant, and high-quality onboarding experience for new hires across all Patterson-UTI legal entities. This role oversees the full pre-employment and onboarding lifecycle, including background adjudication, I-9 administration, relocation coordination, candidate communication, New Employee Orientation (NEO) content development/facilitation, and new-hire experience initiatives. The position ensures consistent onboarding standards across the enterprise by establishing clear processes, monitoring workflow quality, and partnering closely with Talent Acquisition, Regional HR, and HR Operations. This role also manages key pre-employment vendor relationships to ensure service quality, regulatory compliance, and operational efficiency. Reporting to the VP, HR Operations, this position plays a critical role in building scalable onboarding processes, strengthening operational governance, and shaping a positive and welcoming experience for all new employees. Detailed Description * Lead, coach, and develop the Onboarding & Employee Experience team, including hiring, training, performance management, workload planning, and day-to-day workflow oversight to ensure operational continuity and team effectiveness. * Set and reinforce clear expectations for service excellence, accuracy, compliance, and candidate experience, while fostering a high-performing, accountable, and team-oriented culture. * Oversee all pre-employment processing, including background adjudication, drug screen escalation, essential function testing, and compliance-related requirements, ensuring timely and accurate completion across all business units. * Serve as the primary escalation point for complex onboarding challenges, vendor performance issues, and candidate inquiries, ensuring quick resolution and minimal disruption to hiring timelines. * Develop, document, and maintain onboarding standard operating procedures (SOPs) and process documentation to drive consistency, scalability, and operational excellence across all legal entities. * Participate in onboarding and pre-employment review calls to monitor candidate status, identify risks to start dates, and support proactive communication with Regional HR, Talent Acquisition and Health, Safety & Environment (HSE) stakeholders. * Partner with HR Operations teams to drive onboarding compliance, implement process improvements, optimize workflows, and promote consistent onboarding standards across all legal entities. * Serve as the primary vendor manager for all pre-employment and onboarding-related vendors, ensuring service-level accountability, process efficiency, and alignment with organizational standards. * Collaborate with the Drug & Alcohol Program Manager to ensure seamless coordination and compliance within the drug and alcohol testing program. * Leverage metrics, dashboards, and process data to identify trends, monitor performance, and drive continuous improvement initiatives that enhance scalability and operational reliability. * Perform other related duties as assigned to support HR Operations objectives and enterprise needs. Job Requirements * Ability to maintain confidentiality at all times and handle sensitive employee information appropriately. * Strong knowledge of onboarding processes, pre-employment workflows, and employment-related compliance requirements across multi-entity or high-volume environments. * Demonstrated ability to lead, coach, and develop a team while driving accountability, service excellence, and operational consistency. * Proven experience implementing or improving scalable processes, workflows, and standard operating procedures. * Exceptional communication and relationship-building skills with the ability to influence and partner effectively at all levels of the organization, including Regional HR, Talent Acquisition, Operations, and external vendors. * Ability to use metrics, dashboards, and data insights to monitor performance, identify trends, and support continuous improvement initiatives. * Highly organized, detail-oriented, and capable of managing multiple priorities and deadlines in a fast- paced, dynamic environment. * Proficiency with HR systems such as Oracle HCM, Oracle Recruiting Cloud, or similar platforms supporting onboarding and pre-employment processes. * Advanced proficiency in Microsoft Office applications, particularly Excel, Word, and Outlook, with strong documentation and reporting skills. * Strong customer-service orientation with the ability to support and guide candidates, hiring teams, and internal HR stakeholders. Minimum Qualifications * Bachelor's Degree in Business, Human Resources, or related field of study. * 5+ years of HR experience, including onboarding, pre-employment processing or HR Operations. * 2+ years of supervisory or team-lead experience. Preferred Qualifications * Master's degree in Business, Human Resources, or related field of study. * Experience in the oil and gas industry or other field-based operational industry experience. Additional Details Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. The employee is regularly required to sit, stand, or walk with occasional lifting (overhead, waist level) from floor, bending and frequent near vision use for reading and use of computer, telephone and other office equipment.

The Human Resources Business Partner (HRBP) will support assigned client groups. In this role, the HRBP will provide day-to-day HR support to managers and employees, with responsibilities in employee relations, recruitment, and workforce planning. In addition, the HRBP will partner closely with the HR Director on company-wide initiatives in Performance Management, Talent Development, and Culture, gaining exposure to strategic HR practices while contributing to the rollout and execution of programs. MAJOR DUTIES AND RESPONSIBILITIES Business Partnering Serve as the primary HR partner for assigned client groups (~90 employees). Provide support on employee relations, coaching managers, and workforce planning. Partner with hiring managers and talent acquisition team to coordinate recruitment activities. Support employee engagement and retention initiatives within assigned client groups. Performance Management (PM) Partner with the HR Director on the design and rollout of performance management cycles. Coordinate communications, timelines, and system processes. Support training efforts for managers and employees on goal setting and feedback. Talent Development (TD) Assist in implementing career development and training programs designed by the HR Director. Track participation and collect feedback for continuous improvement. Support succession planning and development tracking for assigned groups. Culture & Engagement Partner with the HR Director to execute employee engagement surveys and analyze results. Help coordinate recognition programs and culture-building activities. Act as a culture ambassador, reinforcing company values across U.S. and TW operations. Collaboration & Projects Work closely with other HRBP to ensure consistent HR support across departments. Collaborate with HR Operations on compliance, benefits, payroll, and HR systems as needed. Participate in cross-functional projects and HR initiatives. BASIC QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field. 3-5 years of progressive HR experience, including time as an HR Generalist or HRBP. Experience supporting managers and employees with employee relations and HR guidance. Familiarity with recruitment processes and tools. Exposure to performance management, training, or culture programs (preferred but not ). Knowledge of U.S. employment laws and HR best practices. Strong interpersonal, communication, and problem-solving skills. Desire to learn and grow. WHO WE ARE With over 30 years of experience, TransGlobal has grown into the largest Asian-focused, all-in-one financial services platform in the U.S. We offer a comprehensive suite of services-including life and health insurance, annuities, real estate, private lending, tax and estate planning, and investment management-through a network of 30+ branches across 14 states and over 5,000 professional independent agents. Our mission is to deliver trustworthy, customer-centric financial solutions, all in your language and aligned with your goals. WHY JOIN US Industry Leader: Join the nation's largest Asian-focused financial services firm with a well-established brand and expansive network. Multilingual & Multicultural: Work in a dynamic, diverse environment that understands and serves multicultural communities. Career Growth: Access to cross-functional training, licensing support, and professional development opportunities. Collaborative Culture: Be part of a supportive team that values innovation, initiative, and shared success. Impactful Work: Help individuals and families achieve financial security and generational wealth. WHAT WE OFFER Competitive salary and benefits package. Opportunity to work in a collaborative and innovative environment. Professional development and growth opportunities. H-1B sponsorship available. Pay starts at $65K - $85K/year based on experience.

The Weather Channel is the world's leading cross-platform media company with a portfolio that includes The Weather Channel television network, TWC digital properties (weather.com, mobile and tablet applications) and Weather Services International (WSI). Headquartered in Cobb County since 1982, The Weather Channel brand has connected millions of consumers by providing the most accurate weather forecasts, 24 hours a day. Seen in more than 100 million U.S. households, The Weather Channel network is one of the most widely-distributed cable networks. The Weather Channel online properties reach 60 million unique Web consumers each month. This includes 32 million consumers monthly through weather.com on mobile Web and mobile apps. TWC has the No.1 app on all smartphones and is the second most used app on all smartphones. WSI provides business-to-business weather services to media, aviation, marine and energy sectors. Job Description The Human Resources Manager provides partnership, leadership and support to all levels of management in achieving agreed-upon business results through the development and implementation of a broad range of systems, strategies and talent management programs. This includes assisting management in identifying and developing high performing associates, maintaining conditions for a high degree of engagement and productivity in the workplace and ensuring flawless execution.Reporting RelationshipsThis role will report directly to the Sr. Director of Human Resources. Primary Responsibilities ·Understand our business, strategy, and mission to deliver integrated Human Resources management services and programs across all supported client groups ·Partner with business clients in both a strategic/consultative capacity as well as tactical capacity driving the development of department goals, objectives, measurement, and systems that support accomplishment of the company's business strategy ·Assist managers through planned change efforts that are designed to create high associate productivity, engagement and encourage teamwork (such efforts would include assistance in conflict resolution, reorganizations, organizational alignment, job redesign, team building, problem solving and meeting facilitation) ·Ensure that associates are treated in an equitable and consistent manner within company policy. Find the right balance between the business need and associate advocacy ·Proactively work with associates and their managers at all levels of the organization ·Ensure the company is in compliance with Federal and State equal employment and labor laws by advising and counseling managers of their responsibilities ·Handle special projects, as requested, in a timely and professional manner Qualifications ·Minimum 7 years of experience as an HR Manager or Generalist ·Professional experience in the Media and Sales industry is preferred ·Minimum of three years of progressive leadership experience in human resources positions ·Bachelor's degree or equivalent in human resources, business, or organization development or equivalent is required; advanced degree preferred ·Must be willing to travel 15 -25 % of the time ·Excellent interpersonal and coaching skills ·Specialized training in employment law, compensation, organizational planning, organization development, employee relations, talent management, and change management ·PHR certification is preferred ·Experience with sales compensation plans a plus ·Understanding of various HRIS systems (PeopleSoft preferred) ·Possess the ability to successfully work in a highly matrixed organization Key Skills Required ·Leadership capabilities as demonstrated by management of change initiatives and cross functional project teams ·Influencing skills across all levels of the organization ·Decision making ability and sound judgment ·Managing multiple priorities ·Comfort in working with senior management ·Excellent presentation, oral and written communication skills Additional Information WeatherFX is the "Weather Intelligent Marketing Platform", developed in 2011 to enable marketers to leverage TWC's robust proprietary weather data set to better inform marketing initiatives. Powered by real-time modeling based on multi-conditional weather data and client historical sales & business data, WeatherFX generates weather triggering models that are applied to trigger & target optimized marketing communications across desktop, mobile, tablet, cable and offline.

Here's What You Need: Bachelor's degree in human resources, Business Administration or relevant field required Individuals hired as an HRBP prior to Oct 11, 2021, may substitute 4 years of experience in lieu of a degree. 5 years of Professional HR experience required HR experience in the Healthcare/Hospital setting preferred PHR - Professional in Human Resources within 2 years of hire required OR SPHR - Senior Professional in Human Resources within 2 years of hire required OR SHRM-CP - SHRM Certified Professional within 2 years of hire required OR SHRM-SCP - SHRM Senior Certified Professional within 2 years of hire required OR Other - Another nationally recognized HR certification within 2 years of hire required The successful HR Business Partner will have the following skills: Ability to understand and analyze data while utilizing critical thinking skills to gain understanding of assigned client groups business and needs. Develop collaborative relationships within all levels of the organization. Communicate effectively with all levels of an organization to foster a sense of teamwork and gain buy-in as needed. Proven track record influencing leaders at all levels of the organization while demonstrating excellent decision quality and providing education and insight as to best practices. • Possess understanding of role of all HR functions/Centers of Excellence and how they relate to client groups and employees. Proficient in use of common business software and applications such as MS Office, PeopleSoft, etc. Ability to effectively manage projects while utilizing time management skills. Knowledgeable of current laws, regulations, and compliance issues affecting Human Resources What You Will Do\: The Human Resources (HR) Business Partner partners, advises, and influences on all aspects of Strategic HR to various levels of leaders in the organization, fostering a high performing culture across Texas Health. The Human Resources Business Partner is a results-oriented, data driven advisor, and consultant for designated Texas Health client groups that advocates between the business and HR in accordance with Texas Health policy and procedure to support business needs and enable employees to do their life's best work. Additional perks of being a Texas Health Employee Benefits include 401K, PTO, medical, dental, Paid Parental Leave, flex spending, tuition reimbursement, student loan repayment programs as well as several other benefits. A supportive, team environment with outstanding opportunities for growth. At Texas Health, our people make this a great place to work every day. Our inclusive, supportive, excellence-driven culture make Texas Health a place you'll love to call home Learn more about our culture, benefits, and recent awards Do you still have questions or concerns? Feel free to email your questions to ***************************. #LI-CR1 HR Business Partner THFW- Full-time, Days Bring your passion to Texas Health so we are Better + Together Work location: Texas Health Fort Worth, 1301 Pennsylvania Ave Fort Worth, TX 76104 Work hours\: Full-time, 40 hours weekly, mostly daytime hours. Work environment: Human Resources Department at Texas Health Fort Worth, a Magnet designated Hospital, conveniently located in down town Fort Worth. Texas Health Fort Worth is an 851-bed, Magnet-designated, full-service hospital that has served the Fort Worth community since 1930. We offer advanced care in cardiovascular services, high-risk obstetrics, gynecology, neurosciences, sports medicine, and emergency medicine. Our hospital also features certified programs in Advanced Hip and Knee Replacement, Brain Tumor Treatment, Advanced Spine Care, and Advanced Palliative Care. We are also home to a kidney transplant program that underscores our high-acuity capabilities, and we support Graduate Medical Education (GME) to help train the next generation of physicians. Texas Health Fort Worth is Joint Commission-certified as a Comprehensive Cardiac Center, a Comprehensive Stroke Center, and a Level I Trauma Center. We are also a designated Magnet hospital and recognized as the Best Place to Have a Baby in Tarrant County. Texas Health Fort Worth continues to be a top choice in North Texas for emergency services, women's health, cardiac care, and more. HR Department Highlights: Team oriented environment Professional development opportunities Enable employees to do their life's best work. Strong system collaboration/networking

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Summary The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent 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. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Skills & Requirements Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent 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. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Energy Transfer, recognized by Forbes as one of America's best large employers, is dedicated to responsibly and safely delivering America's energy. We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Children's Cancer Hospital, The Salvation Army, The American Red Cross, Ronald McDonald House and many more. We value all of our employees who make our growth and success possible. We are proud to offer industry leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO and abundant career opportunities. Come join our award winning over 12,000 strong organization, as we fuel the world and each other! Summary: The Human Resources Manager will serve as a strategic business partner to senior leadership, designing and executing people-centric solutions that align with organizational goals. This role oversees the full HR lifecycle while leveraging data and best practices to foster a high-performance, engaged workforce. Essential Duties & Responsibilities Strategic HR Partnership * Act as a trusted advisor to leadership, influencing decisions on organizational design, workforce planning, and culture initiatives. * Coach managers on best practices for performance management, career development, and employee recognition. Employee Relations & Performance Management * Lead conflict resolution: conduct thorough investigations, mediate disputes, and recommend fair, consistent outcomes. * Manage progressive discipline processes, ensuring policies are applied equitably and documented accurately. * Facilitate performance review cycles, including goal‐setting workshops, calibration sessions, and performance improvement plans. HR Policy, Compliance & Reporting * Draft, update, and communicate HR policies and the employee handbook to ensure legal compliance (FMLA, ADA, EEO, OSHA). * Maintain HRIS data integrity, generate dashboards on turnover, headcount, diversity metrics, and other KPIs. * Prepare for audits and collaborate with Legal and Finance to fulfill reporting obligations. Employee Development & Engagement * Plan and deliver training sessions on leadership, inclusion, performance improvement, and regulatory topics. * Conduct exit interviews, analyze feedback, and partner with leadership on retention strategies. Special Projects & Cross-Functional Initiatives * Lead or contribute to projects such as change management rollouts, system implementations, and continuous process improvements. * Represent HR in executive and administrative meetings, presenting updates, insights, and recommendations. * Manage ad-hoc projects and priorities, adapting to shifting business needs and tight timelines. Education & Certification * Bachelor's degree in Human Resources, Business Administration, or related field * Preferred: SHRM-CP/SHRM-SCP, PHR/SPHR, or Prosci Change Management certifications. * Minimum of eight years as an HR generalist or HRBP, with a proven track record in employee relations, performance management, and program administration. * Comfortable with up to 25% travel, including overnight stays, to support field locations and satellite offices. Technical Proficiency * Solid experience with HRIS platforms (e.g., Workday, ADP, Oracle) and advanced skills in Microsoft Office Suite. * Data-driven mindset with the ability to extract insights from HR metrics and benchmark studies. Core Competencies * Exceptional interpersonal, coaching, and conflict-resolution skills; able to influence at all organizational levels. * Demonstrated integrity and discretion in handling sensitive information. * Strong project management skills, adept at juggling competing deadlines and shifting priorities. * Self-motivated, solution-oriented, and comfortable working in a fast-paced, service-driven environment. Additional Requirements * Outstanding written and verbal communication skills, capable of presenting HR topics to diverse audiences. * Ability to thrive in a culture of change, supporting field personnel with empathy and efficiency. Working Conditions: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. * In-office working conditions. * Must be able to remain in a stationary position 50% of the time due to prolonged periods of sitting or standing. * Occasional overnight travel may be requested. * Occasional visits to industrial/manufacturing settings, which may include exposure to various materials and chemicals, as well as extreme temperature conditions and loud machinery, and require appropriate personal protective equipment. * Participation in rotating after hours on-call schedule required.

Join our AWL Talent Network! Don't see what you're looking for, but want to stay connected? Submit your resume and we'll be in touch with any opportunities that might be a fit. In the meantime, feel free to keep up with what we've been up to: Follow us on LinkedIn and Glassdoor Check out our Employee Testimonials on the Muse Track our open opportunities and see our cool videos The AWL Recruiting Team

About TPI We are a leading wind-blade manufacturer and the only independent wind blade manufacturer with a global footprint. We manufacture advanced composite products to our customers' exact specifications in facilities designed, built, and strategically located either near our customers' target markets or in low-cost, world-class locations, to minimize total delivered cost. In addition, we provide global field service maintenance and repairs for wind turbine OEMs and asset owners by leveraging our global footprint and approximately 12,000 capable associates. About the Role In addition to solid human resources and leadership skills, the successful candidate will have passion and demonstrate success in driving diversity & inclusion and employee engagement. If this describes you, we invite you to speak to us about this opportunity to grow wind blade business. Essential Duties and Responsibilities Serve as a link between management and associates by handling questions, interpreting and administering policies and helping resolve work-related problems. Act as “chief of staff” on site management team, advising site leaders on the full spectrum of people programs, policies, and actions. Champion diversity & inclusion and associate engagement programs to ensure an inclusive and engaged work force. Analyze and administer compensation programs to ensure consistency and competitiveness of the organization's compensation program. Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, and corrective action/discipline procedures. Plan and conduct new associate orientation to foster positive attitude toward organizational objectives. Identify staff vacancies and recruit, interview and select applicants. Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, and associate relations. Represent organization at personnel-related hearings and investigations. Provide current and prospective associates with information about policies, job duties, working conditions, wages, opportunities for promotion, and associate benefits. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. Conduct exit interviews to identify reasons for associate exits. Oversee the evaluation, classification and rating of occupations and job positions. Study legislation recent legal developments to assess industry trends. Develop or administer special projects in areas such as pay equity, community involvement, associate rewards and recognition. Contract with vendors to provide associate services, such as food service, transportation, or relocation service. Adhere to and represent the company's values and behaviors as defined by the TPI Mission and Core Values and EHS policies, while reinforcing leadership and individual associates' responsibility for EHS. Adhere to and represent the company's values and behaviors as defined by the TPI Mission and Core Values and EHS policies, while reinforcing leadership and individual associates' responsibility for EHS. Lead, supervise, and develop subordinate staff. Who we're looking for: BA/BS in human resources, business management, communications, or related field and at least 8 years of experience leading human resources in a manufacturing environment or other industrial setting, or equivalent combination of education and experience. Thorough knowledge of employment laws and regulations, such as EOE, FMLA, ADA, HIPAA, ADEA, and labor relations. Ability to build and sustain relationships across all levels. Ability to positively influence the business. Ability to foster and promote a culturally diverse work force with a variety of people of varying personalities and backgrounds. Strong oral and written communications. Bi-lingual English/Spanish skills highly desired Strong proficiency in Microsoft software, including Word, PowerPoint and Excel. Location This position is on site at our wind blade manufacturing site in Newton, Iowa. Relocation assistance is available. Our Mission is to deliver innovative and sustainable solutions to decarbonize and electrify the world by expanding the adoption of renewable energy. We accomplish this by cultivating an inclusive culture that attracts, develops, excites, and retains exceptional talent. Additional Information TPI Composites, Inc. offer competitive compensation and benefits, including but not limited to, health and dental insurance, 401(k) plan with company match, and paid vacation plans. TPI Composites, Inc. is an equal opportunity employer. Background check and drug test required. All your information will be kept confidential according to EEO guidelines.

As a member of the Human Resources Team, the Talent Acquisition Manager plays a critical role in developing and executive proactive strategies to meet the recruitment and talent needs for St. John's Community Health (SJCH). The Talent Acquisition Manager will continue to find ways to innovate and streamline the hiring experience by leveraging technology, analyzing data, and metrics, and staying abreast of industry trends. As the leader of the Talent Acquisition team, this position identifies and attracts highly qualified and diverse candidates to work at SJCH, developing talent sources and creating an ongoing talent pipeline; partners with hiring managers to anticipate talent needs, and ensures a positive candidate experience. The Talent Acquisition Manager will bring a strong diversity, equity, inclusion, and accessibility (DEIA) perspective to talent acquisition at SJCH. The Talent Acquisition Manager supports SJCH in the following functional areas: talent acquisition and retention strategy, employment branding, team management, full-cycle recruitment - from sourcing to job offer, applicant tracking system utilization, trend analysis, vendor-relationships with staffing and locum agencies, and liaison between candidate and immigration matters such as H1B, E-3. Benefits: Free Medical, Dental & Vision 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education & Experience Degree in Human Resources or related field. 5-7 years of recruiting experience with both exempt and non-exempt healthcare positions, proven experience as a talent acquisition manager or similar recruitment leadership role. Human Resources Talent Acquisition certification, a plus; 3-5 years of progressive experience in a management role which demonstrates the candidate's ability to assume responsibility for the development of a recruitment team; Experience using a variety of proven recruitment methods and strong background in full-cycle, recruiting, sourcing and candidate assessment; Experience with an applicant tracking software and other HRIS systems; knowledge of ADP WFN Recruitment Module, preferred; Proficient in candidate sourcing using various channels, including social media, job boards, and networking; Experience working in a labor environment, a plus. Demonstrated commitment to serving the needs of underserved communities such as undocumented workers, unaccompanied minors, LGBTQ+ populations, communities of color, youth/adolescents, and those experiencing homelessness, substance abuse, and/or mental illness; Knowledge of the principles and practices of compliant recruiting and state and federal employment laws; Strong relationship-building skills with hiring managers, internal teams, and external partners. Networking skills to establish connections within the industry and sector and build a talent pipeline; Data-driven mindset with the ability to analyze recruitment metrics and optimize strategies accordingly; Knowledge of supervisory principles; Skilled in effective written and oral communications, listening, presentation, group facilitation, influencing and negotiations; Skilled in coordinating activities with other internal departments and/or external agencies; Skilled in effective project and time management; Bilingual English/Spanish, a plus (read, write, speak with fluency). Willingness to work evenings and weekends, within the 40-hour workweek, as needed Ability to utilize strategic thinking skills and work to collaborate with fellow team members on best practices; Strong customer focus and effective use of consultative approach with hiring managers; Exceptional attention to detail and quality control; Ability to use data to inform decisions and drive continuous improvement; Ability to work as part of a team that supports all of SJCH employees at all levels and tenures; Ability to apply Higher Order Thinking Skills to all aspects of the role and essential functions; Ability to efficiently manage multiple projects simultaneously. Responsibilities Performs a combination, but not necessarily all, of the following duties: Determine current staffing needs and produce forecasts working with SJCH Finance to meet budgetary staffing levels and approved positions management. Develop talent acquisition strategies and hiring plans with particular focus on medical, dental and behavioral health provider sourcing, acquisition, and anticipation of future needs. Participate in the interviewing process and support hiring managers in making the final hiring decision. Track progress with active recruitment efforts, including attracting and acquiring high-potential, licensed healthcare professionals creating specialized intelligence talent pools. Writes and coordinates s and internal and external job postings, and develops creative recruitment programs, and socially-engaging marketing materials to ensure job posting optimization. Develops job descriptions and job titles based on an understanding of duties and competencies of different roles, grant-specific position requirements, and bargaining unit classifications. Monitors and evaluates flow of applications and adjusts strategies to sustain applicant flow; reviews and screens applications, and manages applicant relationships. Designs and develops selection processes, including developing competency sets, selection processes, interview guides, scoring rubrics and candidate exercises or skills assessments. Supports the recruitment team as they coordinate interviews with hiring managers and panels, and attend career fairs, college fairs, and similar hiring events. Develops diversity recruiting initiatives, diverse recruiting pipelines, and evaluates the processes for inclusivity and equity to ensure compliance with pay equity and pay transparency in all recruitment practices. Ensures compliance with contract requirements, federal, state and local laws and manages the independent contractor review process of determining contractor or employment status. Manages all vendors and strategic partners associated with recruiting and staffing needs, including developing and maintaining relationships with vocational schools, higher learning institutions, and other educational and technical training programs. Optimize the application tracking system for hiring manager and recruiter use and develop best practices that facilitate meeting organizational goals. Contribute to the development and enhancement of SJCH's values and brand to attract top talent. Support the development of compensation structures, participate in compensation and benefits surveys, and manage salary negotiations, present job offers, and facilitate the offer acceptance process. Utilize data and metrics to track and evaluate the effectiveness of recruitment strategies, identifying areas of improvement and providing dashboards of results. Collaborate with HR colleagues and other departments to ensure a seamless onboarding process for new hires. Stay updated on industry best practices, emerging technologies, and trends to continually optimize the talent acquisition process. Liaise with appropriate partners and facilitate the H-1B Visa process for eligible candidates and the USCIS. Serves Human Resources representative as directed. Other duties as assigned. St. John's Community Health is an Equal Employment Opportunity Employer

As a member of the Human Resources Team, the Talent Acquisition Manager plays a critical role in developing and executive proactive strategies to meet the recruitment and talent needs for St. John's Community Health (SJCH). The Talent Acquisition Manager will continue to find ways to innovate and streamline the hiring experience by leveraging technology, analyzing data, and metrics, and staying abreast of industry trends. As the leader of the Talent Acquisition team, this position identifies and attracts highly qualified and diverse candidates to work at SJCH, developing talent sources and creating an ongoing talent pipeline; partners with hiring managers to anticipate talent needs, and ensures a positive candidate experience. The Talent Acquisition Manager will bring a strong diversity, equity, inclusion, and accessibility (DEIA) perspective to talent acquisition at SJCH. The Talent Acquisition Manager supports SJCH in the following functional areas: talent acquisition and retention strategy, employment branding, team management, full-cycle recruitment - from sourcing to job offer, applicant tracking system utilization, trend analysis, vendor-relationships with staffing and locum agencies, and liaison between candidate and immigration matters such as H1B, E-3. Benefits: Free Medical, Dental & Vision 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education & Experience Degree in Human Resources or related field. 5-7 years of recruiting experience with both exempt and non-exempt healthcare positions, proven experience as a talent acquisition manager or similar recruitment leadership role. Human Resources Talent Acquisition certification, a plus; 3-5 years of progressive experience in a management role which demonstrates the candidate's ability to assume responsibility for the development of a recruitment team; Experience using a variety of proven recruitment methods and strong background in full-cycle, recruiting, sourcing and candidate assessment; Experience with an applicant tracking software and other HRIS systems; knowledge of ADP WFN Recruitment Module, preferred; Proficient in candidate sourcing using various channels, including social media, job boards, and networking; Experience working in a labor environment, a plus. Demonstrated commitment to serving the needs of underserved communities such as undocumented workers, unaccompanied minors, LGBTQ+ populations, communities of color, youth/adolescents, and those experiencing homelessness, substance abuse, and/or mental illness; Knowledge of the principles and practices of compliant recruiting and state and federal employment laws; Strong relationship-building skills with hiring managers, internal teams, and external partners. Networking skills to establish connections within the industry and sector and build a talent pipeline; Data-driven mindset with the ability to analyze recruitment metrics and optimize strategies accordingly; Knowledge of supervisory principles; Skilled in effective written and oral communications, listening, presentation, group facilitation, influencing and negotiations; Skilled in coordinating activities with other internal departments and/or external agencies; Skilled in effective project and time management; Bilingual English/Spanish, a plus (read, write, speak with fluency). Willingness to work evenings and weekends, within the 40-hour workweek, as needed Ability to utilize strategic thinking skills and work to collaborate with fellow team members on best practices; Strong customer focus and effective use of consultative approach with hiring managers; Exceptional attention to detail and quality control; Ability to use data to inform decisions and drive continuous improvement; Ability to work as part of a team that supports all of SJCH employees at all levels and tenures; Ability to apply Higher Order Thinking Skills to all aspects of the role and essential functions; Ability to efficiently manage multiple projects simultaneously. Responsibilities Performs a combination, but not necessarily all, of the following duties: Determine current staffing needs and produce forecasts working with SJCH Finance to meet budgetary staffing levels and approved positions management. Develop talent acquisition strategies and hiring plans with particular focus on medical, dental and behavioral health provider sourcing, acquisition, and anticipation of future needs. Participate in the interviewing process and support hiring managers in making the final hiring decision. Track progress with active recruitment efforts, including attracting and acquiring high-potential, licensed healthcare professionals creating specialized intelligence talent pools. Writes and coordinates s and internal and external job postings, and develops creative recruitment programs, and socially-engaging marketing materials to ensure job posting optimization. Develops job descriptions and job titles based on an understanding of duties and competencies of different roles, grant-specific position requirements, and bargaining unit classifications. Monitors and evaluates flow of applications and adjusts strategies to sustain applicant flow; reviews and screens applications, and manages applicant relationships. Designs and develops selection processes, including developing competency sets, selection processes, interview guides, scoring rubrics and candidate exercises or skills assessments. Supports the recruitment team as they coordinate interviews with hiring managers and panels, and attend career fairs, college fairs, and similar hiring events. Develops diversity recruiting initiatives, diverse recruiting pipelines, and evaluates the processes for inclusivity and equity to ensure compliance with pay equity and pay transparency in all recruitment practices. Ensures compliance with contract requirements, federal, state and local laws and manages the independent contractor review process of determining contractor or employment status. Manages all vendors and strategic partners associated with recruiting and staffing needs, including developing and maintaining relationships with vocational schools, higher learning institutions, and other educational and technical training programs. Optimize the application tracking system for hiring manager and recruiter use and develop best practices that facilitate meeting organizational goals. Contribute to the development and enhancement of SJCH's values and brand to attract top talent. Support the development of compensation structures, participate in compensation and benefits surveys, and manage salary negotiations, present job offers, and facilitate the offer acceptance process. Utilize data and metrics to track and evaluate the effectiveness of recruitment strategies, identifying areas of improvement and providing dashboards of results. Collaborate with HR colleagues and other departments to ensure a seamless onboarding process for new hires. Stay updated on industry best practices, emerging technologies, and trends to continually optimize the talent acquisition process. Liaise with appropriate partners and facilitate the H-1B Visa process for eligible candidates and the USCIS. Serves Human Resources representative as directed. Other duties as assigned. St. John's Community Health is an Equal Employment Opportunity Employer