Human Resources Business Partner jobs at General Atomics

W2 assignment for up to 7 months for a large apparel company. We are seeking an experienced Talent Management professional to provide interim leadership and support during a maternity leave coverage period. This role will focus on driving key talent initiatives, ensuring continuity of programs, and partnering with stakeholders to maintain a high-performing, engaged workforce. Key Responsibilities Talent Strategy Execution: Independently manage ongoing global talent management initiatives linked to the Global Talent Management & Development framework, such as talent and succession planning, and performance management. Program Management: Ensure continuity of existing programs and projects; own day-to-day program operations, surface risks early, resolve blockers, and brief leadership on progress and decisions required. Stakeholder Partnership: Collaborate with HR Business Partners, business leaders, and cross-functional teams to ensure alignment and drive talent management priorities. Executive & Board Communications: Support the creation of executive- and board-ready talent profiles and presentation decks that connect talent insights to business implications, options, and clear asks. Change Management: Assist in communication and adoption of talent programs. Qualifications 7-10 years of experience in Talent Management, Talent Development, HR Business Partnering, or Organizational Development required, preferably in a global context. Strategic and execution focus: Ability to balance strategic planning with hands-on execution to deliver tangible results under pressure. Program management: Proven experience designing, implementing, and refining key talent management programs. Analytical skills: Ability to analyze complex data sets and use insights to drive business decisions. Communication and influence: Strong ability to communicate effectively with all levels of the organization, from individual contributors to executive leadership. Adaptability: Ability to work independently and manage multiple priorities in a fast-paced environment. Workday experience preferred.

Employee Relations Partner 100% remote - Boston Area only Attend onsite meetings as needed in Belmont/Middleboro Working hours: 8:30-5, flexible Type of contract - temp to perm potential Contract Duration: 3 months to start Compensation: $40- $55 depending on experience, looking for 3-5 years Must use own equipment for this position. Top 3 must haves: experience in HR related investigation, Employee relations skills such as conflict resolution and manager guidance, understanding of employment law JOB OVERVIEW: Under the direction of the Director of Human Resources-Employee Relations, the Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) at Brigham & Women's Hospital (BWH) regarding employee relations situations and the interpretation of personnel policies, State/Federal and employment laws. The incumbent will provide comprehensive internal employee consultation throughout BWH, may be asked to prepare responses to internal and external complaints, conduct investigations, write reports and present findings and recommendations. The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root cuses. The incumbent will assess and conduct training on employee relations and will partner with the HRBPs to implement recommendations to address employee relations issues. The incumbent may need to partner with MGB Centers of Execellent (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel, as needed. 1. Advises HRBPs, Managers and Executives system wide concerning employee relations issues around concerns in scope of workplace violence, discrimination, harassment, substance abuse, abusive conduct, reductions in force, diversion, privacy breach etc. 2. Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to address root cause issues.Consults, as needed and/or directed, with ER/LR COE, HRBPs, and HR Leadership as appropriate. 3. Partners with Sr. Employee Relations Consultant to develop and evaluate overall employee relations trends/themes across organization and system to understand and address root causes. 4. Works with HRBPs, Learning & Organizational Development, Employee/Labor Relations, and local Employee Relations colleagues to address root causes. Educates employees, managers, and leaders at all levels about effective management practices and leadership styles. 5. Using data and analytics, provides guidance and direction to managers to enhance diversity and inclusion efforts, support workplace culture, and improve employee engagement 6. Partners with system ER/LR COE and Office of General Counsel to assist with the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies. May be required to attend and/or testify at hearings and arbitrations as appropriate. 7. Consults with HRBPs and managers concerning the processing of problem resolution cases, assists with gathering all required documentation and takes lead on problem resolution cases directly related to investigations that the ERP conducted, as necessary. 8. Partners with ER/LR Center of Excellence to creates, customizes, and presents workshops concerning employee relations issues, such as Harassment, Progressive Discipline, Employment and Labor Laws, Workplace Violence and ADA/FMLA to managers and HR professionals. 9. Conducts complex climate surveys to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with ER/LR, HRBP and Manager to develop action plans to address issues. 10. Manages Interactive Dialogue for requests for Reasonable Accommodations in partnership with Occupational Health, HRBPs, and Operational leadership, and partners with ER/LR as necessary on complex cases. 11. Maintains a current body of knowledge of employment and labor laws. 12. Assists with the development, updating, and interpretation of employee relations policies and procedures. 13. Develops and maintains positive and effective working relationships with all colleagues. 14. May be asked to support and partner in HRBP responsibilities as needed including, but not limited to, areas of Organizational Change and Development, data analytics and dashboard management, intervention and coaching, policy interpretation and communications, training development, committee participation, etc. 15. Using independent judgment, escalates issues to senior leadership as needed. 16. Performs other duties and projects as assigned Requirements: Bachelors degree or equivalent experience, plus two to three year's in Employee Relations/Labor Relations Consultant or Human Resources Business Partner Level role or equivalent experience to be qualified for Senior Employee Relations/Labor Relations Consultant or Senior HR Business Partner. Must have experience with employee relations issues and/or investigations. Case management system experience is preferred.

About UMass Amherst The flagship of the Commonwealth, the University of Massachusetts Amherst is a nationally ranked public land-grant research university that seeks to expand educational access, fuel innovation and creativity, and share and use its knowledge for the common good. Founded in 1863, UMass Amherst sits on nearly 1,450-acres in scenic Western Massachusetts and boasts state-of-the-art facilities for teaching, research, scholarship, and creative activity. The institution advances a diverse, equitable, and inclusive community where everyone feels connected and valued-and thrives, and offers a full range of undergraduate, graduate and professional degrees across 10 schools and colleges, and 100 undergraduate majors. We believe every member of our university community can contribute to our ongoing success by striving for the highest level of excellence as we seek breakthrough solutions to mounting environmental, social, economic, and technological challenges in our world. Job Summary The Senior Human Resources Business Partner (HRBP) for the UMass Amherst Libraries is responsible for the strategic and operational direction of the human resource function within the Libraries. The UMass Amherst Libraries, the largest state-supported academic library system in New England, provides access to more than 8 million print and digital items, much of which is available online worldwide. This role provides leadership and administrative support to the Dean and staff throughout the Libraries specific to Human Resources. The Senior HR Business Partner builds strong partnerships with campus stakeholders and leads strategic HR initiatives that promote a productive, compliant, and positive workplace. They collaborate with university Centers of Excellence (COEs) across Compensation & Talent Acquisition, Employee Engagement, and Labor Relations to deliver integrated HR solutions aligned with the college's priorities. Essential Functions Identifies and creates immediate and long-term strategic plans for the Libraries Human Resource function. Sets priorities and manages complex projects to continuously improve and advance the human resources function within the Libraries. Manages the Human Resources function while partnering with central offices to ensure alignment. Ensures consistent and timely communication regarding HR priorities and related information. Keeps Libraries staff and faculty abreast of best practices, emerging and changing policies and regulations, and other development opportunities in alignment with the goals and needs of the Libraries. Identifies immediate and long-term staffing plans. Optimizes the organizational structure, increases effectiveness and efficiency. In collaboration with Libraries' Finance, develops staffing projections based on upcoming retirements, leaves, staffing patterns, succession plans, etc. Prioritizes new positions based on the strategic goals of the Libraries. Makes recommendations to senior leadership and provides cost/benefit estimates. Advises senior leaders, managers and administration on all classification and compensation policies, guidelines, and procedures for staff positions. Establishes, maintains, and refines programming in support of employee onboarding, new leader integration, and employee development. Manages compliance within the Libraries as it relates to regulations and collective bargaining provisions. Develops and counsels managers on how to identify, address and resolve employee issues. Advises managers regarding documentation processes for performance and/or other issues. Provides guidance on progressive discipline processes. In partnership with Labor Relations, assists managers with conducting meetings to resolve grievances or employee complaints. Participates in due process hearings and conducts investigations as needed. Ensures managers have the tools and information needed to properly supervise employees. Provides advice on how to communicate work expectations, establish performance goals, and conduct performance appraisals. Designs and oversees the employee exit process including the strategic analysis of exit interview data for faculty and staff. Assesses trends, creates retention strategies, and provides recommendations to leadership with the goal of improving the employment life cycle. Conducts research; creates and hosts trainings, education sessions, and workshops. Collaborates with Workplace Learning and Development to implement faculty and staff training/workshops. Provides leadership and guidance to ensure and support uniform compliance with legal and regulatory requirements, campus policies, practices, and procedures. Safeguards and maintains confidential personnel records on behalf of the Libraries. Has signatory authority. Other Functions Understands responsibilities with respect to DEI, Title IX, Clery, and other compliance requirements. Works collaboratively and effectively to promote teamwork, diversity, equality and inclusiveness. Performs other duties as assigned. Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure) Bachelor's degree and eight (8) years of progressive and relevant experience in human resources. Advanced knowledge and experience in a wide range of HR disciplines such as state/federal employment law compliance, organizational development, performance management, employee relations, compensation, and HR best practice. Demonstrated leadership abilities, mentorship skills, and supervisory experience. Excellent written and oral communication skills. Commitment to inclusion and awareness; has an understating of diverse thought, cultures, race, gender, and other differences. Ability to work with all levels of employees. Strong service orientation that demonstrates proactive relationship building. Ability to motivate others to drive functional performance. Proven record of developing and implementing new ideas. Ability to lead and manage change initiatives. Ability to exercise discretion and judgment in matters of a sensitive or confidential nature. Preferred Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure) Certification from the Society for Human Resource Management (SHRM-CP or SHRM- SCP) or the HR Certification Institute (PHR or SPHR). Experience working in a unionized, public sector, and/or higher education environment. Experience successfully working in and managing within a matrixed environment. Master's degree in human resources, business/public administration, or related discipline. Physical Demands/Working Conditions Typical office environment. Additional Details This position directly manages a team of HR staff. Work Schedule Monday - Friday, 8:30am - 5:00pm. Required to work occasional nights and weekends. This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee's work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy. Salary Information Level 31 - Non-unit Exempt Hiring Ranges Special Instructions to Applicants Along with the application, please submit a resume. References will be checked at the finalist stage. Please be prepared to provide contact information for three (3) professional references. Early submissions are encouraged. The University of Massachusetts Amherst welcomes all qualified applicants and complies with all state and federal anti-discrimination laws.

About UMass Amherst The flagship of the Commonwealth, the University of Massachusetts Amherst is a nationally ranked public land-grant research university that seeks to expand educational access, fuel innovation and creativity, and share and use its knowledge for the common good. Founded in 1863, UMass Amherst sits on nearly 1,450-acres in scenic Western Massachusetts and boasts state-of-the-art facilities for teaching, research, scholarship, and creative activity. The institution advances a diverse, equitable, and inclusive community where everyone feels connected and valued-and thrives, and offers a full range of undergraduate, graduate and professional degrees across 10 schools and colleges, and 100 undergraduate majors. We believe every member of our university community can contribute to our ongoing success by striving for the highest level of excellence as we seek breakthrough solutions to mounting environmental, social, economic, and technological challenges in our world. Job Summary Under the general direction of the Senior HR Business Partner, the HR Business Partner I (HRBP I) supports a wide range of human resources functions with the UMass Amherst Libraries. The UMass Amherst Libraries, the largest state-supported academic library system in New England, provides access to more than 8 million print and digital items, much of which is available online worldwide. The HRBP I provides operational and transactional HR support, ensuring timely, accurate, and policy-aligned handling of hiring, onboarding, compensation, classification, and employment lifecycle activities. Serves as a subject matter expert and advisor on matters related to human resource management, personnel policies and procedures for all employees throughout the unit. Essential Functions Serves as a first point of contact for HR-related questions and requests from departments within the Libraries, providing guidance on policies, procedures, and best practices. Reviews and approvals for the submission of staff classification review requests in the Talent Management software system. Administers and advises managers and staff on university compensation and classification processes, ensuring alignment with HR best practices. Oversees the recruitment and hiring process for staff and temporary positions, including position description development, job postings, applicant communication, NENS requests, and preparation of offer letters. Ensures all associated actions are processed accurately within the HRIS (Human Resource Information System), ATS (applicant tracking system), and other relevant systems. Troubleshoots and resolves complex HR processing inquiries with a high level of independence. Coordinates access requests for HR, finance, and student systems (e.g., SPIRE), ensuring proper approvals and timely access. Advises staff on proper policies, compliance and procedures to support the timely and accurate management of employment actions, including the processing of new hires, promotions, transfers, reclassifications, funding changes, leaves, and terminations. Maintains personnel records and documentation in compliance with university policies and records management standards. Facilitates onboarding for new hires, including orientation coordination and system access setup. Manages, monitors and provides guidance on employee evaluation processes by distributing information and guidance to departments, tracking completion, and assisting with questions or issues. Creates reports and data summaries to support HR decision-making and monitor activity across departments. Collaborates with HR colleagues and administrative leadership to streamline processes and promote consistency in HR service delivery across the Libraries. Other Functions Works collaboratively to promote an inclusive, respectful, and responsive HR environment. Participates in special projects and process improvement efforts as needed. Performs other duties as assigned. Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure) Associate's degree and four (4) years of human resources-related experience. A Bachelor's degree may be substituted for two (2) years of experience. Demonstrated ability to manage multiple priorities with attention to accuracy and timeliness. Excellent interpersonal, communication, and problem-solving skills. Proficiency with MS Office, and comfort learning and using enterprise systems (e.g., HRIS, applicant tracking, reporting tools). Ability to interpret and apply complex policies with discretion and sound judgment. Commitment to diversity, equity, inclusion, and belonging in the workplace. Preferred Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure) Bachelor's degree in human resources, business, or a related field. PHR/SPHR certification. Experience in higher education or in a unionized environment. Physical Demands/Working Conditions Typical office setting. Work Schedule Monday-Friday, 8:30am-5:00pm schedule. This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee's work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy. Salary Information Level 26 - Non-unit Exempt Hiring Ranges Special Instructions to Applicants Along with the application, please submit a resume and cover letter. References will be checked at the finalist stage. Please be prepared to provide contact information for three (3) professional references. Early applications are encouraged. The University of Massachusetts Amherst welcomes all qualified applicants and complies with all state and federal anti-discrimination laws.

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. For over 90 years Global Partners LP has been delivering the energy our communities need to grow, move, and thrive. From Alltown Fresh, with its innovative chef-led creations and guest-focused retail experience, to our vast network of over 50 liquid energy terminals across the eastern seaboard and beyond, Global Partner's integrated network of businesses delivers value day-in and day-out to our guests and customers across the US. At Global Partners we embrace the future, investing in energy transition with initiatives like GlobalGLO and supporting the communities in which we operate with our charitable work. We're excited for the next 90 years at Global Partners and what innovative new ideas we can bring to our guests and customers in the future. We're looking for passionate people with great ideas to contribute to our company's future. If you're motivated by what's next, Global Partners can provide you with the opportunities to push your career to the next level. The Types of "Energy" You Bring * Excellent written and verbal communication skills. * You are self-motivated and like to take initiative. * You are a team player with a positive attitude. * You have strong time management skills. "Gauges" of Responsibility * 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 "Fuel" for You * Coins! We offer competitive salaries and opportunities for growth. We mean it! 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. * Give Back! We believe in community support. We know everyone gives in their own way, that's why we offer paid volunteer time-off to you to help an organization of your choice. The GPS of our Interview Process * First thing first, if you're interested in the role, please apply. * A talent acquisition team member will review your resume in partnership with the hiring manager. If your experience would lend to this opportunity a recruiter will contact you. * We conduct in-person and virtual interviews. Qualifications: * Bachelors Degree preferred * Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, performance management, recruitment * Excellent consulting skills and leadership 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 along with the ability to drive strategic direction * Proven problem-solving skills combined with clear communication - both verbal and written while building strong collaborative relationships. 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. We value passion and potential. If you are enthusiastic about a position and think you can make a meaningful impact, we encourage you to apply even if you don't check every box. We embrace different perspectives, backgrounds and experiences. 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 ************. * 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.

Brief Description: The Human Resources (HR) Business Partner serves as the primary contact for general HR related issues and questions while providing support and guidance to the regional employees and the operations leadership team in an assigned area. They will ensure compliance with our policies and procedures and contribute to the broader HR organization strategies, initiatives and overall business objectives. This role requires a strong HR generalist background with the ability to build strong relationships with employees, other HR professionals and stakeholders at all levels. This position will also assist business units in identifying, developing and retaining talent that enhances team performance. The successful candidate will: set high standards of performance for themselves and others; be professional in written, verbal and personal actions in any situation; seek new knowledge and experiences; have an analytical mindset that can utilize factual data to develop creative and business-oriented solutions; be self- aware and adjust accordingly to different environments and audiences. This role performs under the general direction of the Area HR Manager and/or Senior HR Manager. Detailed Description: Manage all employee relations issues and work closely with management and employees to build effective working relationships, improve retention and strengthen morale Provides day to day performance management guidance to management (coaching, counseling, career development, disciplinary actions) Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations and advises on disciplinary action Maintain in-depth knowledge of legal requirements and compliance related to employees, and partner with legal department as needed/required Provides HR Policy guidance and interpretation, while assisting in driving improvements to HR policies, practices and processes Prepare various reports as require and analyze/interpret data, trends and metrics in partnership with broader HR teams to develop solutions, programs and policies Provide guidance and input on workforce planning, succession planning and other business initiatives Assist in processing transfers, promotions, and demotions Work with L&D to identify and deliver training needs for the business Serve on the audit teams with area management for rig audits Job Requirements: Excellent interpersonal and relationship building skills to work effectively with all levels of leadership, hourly employees and peers, strong investigative, analytical, critical thinking skills and solid understanding of HR processes, practices, and legal and regulatory legislation. Excellent communication skills which include the ability to speak, write and listen in a manner that clarifies issues, promotes closure and delivers information in a clear and concise manner and facilitates good decision-making is required Ability to prepare and present HR initiatives and training programs to management and employees Ability to maintain Company and employee confidentiality at all times and handle sensitive employee information and protect Company proprietary information in an appropriate manner. High level of energy needed for a fast paced environment where multiple initiatives are happening simultaneously Participate in the interview, hiring and onboarding process in a high volume, fast paced environment while making employment decisions in a manner consistent with all Company policies, including the Company's Equal Employment Opportunity and Anti-Harassment Policy Excellent computer skills with Microsoft Office Suite including PowerPoint, Excel and Word and the ability to run reports and do analysis Ability to travel as needed to other offices and drilling rig work sites, occasionally requiring extended travel to remote locations and/or overnight stay(s) outside normal office area Ability to safely navigate drilling rig work sites with occasional walking, climbing, standing, stepping, etc. during normal rig operating conditions (day/night, outdoor hot/cold weather) including proper use of designated personal protective equipment (PPE) Other duties as assigned Minimum Qualifications: 2 years of Human Resources generalist experience Experience in employee investigations and employee relations Knowledge of state and federal labor laws Bachelor's Degree in Human Resources, Business Administration, or related field of study Preferred Qualifications: 3 years of Human Resources generalist experience Experience in the Oil & Gas industry PHR or SHRM-CP Additional Details: Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. Frequent travel to other Company offices and drilling rig work sites, often in remote locations, is required which may be in all types of weather conditions (rain, snow, cold, heat, day, night, etc.) and employees will be expected to properly use designated personal protective equipment (PPE). 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.

General Atomics (GA), and its affiliated companies, is one of the world's leading resources for high-technology systems development ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, wireless and laser technologies. Do you want to be a key part of a team that is on the cutting edge of developing and operating many of the world's highest technology system programs ranging from the nuclear fuel cycle to remotely piloted aircraft, airborne sensors, and advanced electric, electronic, and wireless and laser technologies? The HR Business Partner is integral to the success of these General Atomics business groups that are changing the world's technology landscape. In this critical role you will be responsible for organizational and employee development at various levels. You'll also consult with employees and managers to leverage best practices in human resource management. In addition, you will have the opportunity to address the root causes of human resource challenges by resolving organizational and employee relations issues with a systematic approach. You will participate in first-of-its-kind business support programs and initiatives to help improve efficiency and morale across the enterprise. Further, you will assist senior managers at all levels to develop sound solutions to business problems by pioneering smart organizational design and introducing fresh cultural and process-oriented perspectives. Finally, you will also play a critical role at General Atomics by helping to administer talent management and succession planning activities within the client organizations you support. The key skills and abilities that you should bring to the table include coaching, influencing, facilitating, presenting, communicating, developing processes, and analyzing and solving problems. DUTIES AND RESPONSIBLITIES: * Building credibility by joining with business leaders to identify employee behaviors and performance indicators that accomplish desired results. * Adding your experience in the proactive uses of human resource principles to drive career development, engagement, and retention efforts. * Facilitate talent development sessions based on people topics including, but not limited to, Performance Management and the Performance Review Process. * Developing training on HR topics for client groups and supports Leadership Development programs. * Having a solid knowledge of Federal and State (CA) employment laws and the ability to educate business leaders and employees on these laws and apply them in handling employee issues and utilizing your knowledge of employment law, company policies, and best practices to resolve employee issues. * Build trust with leaders to diagnose root causes of performance concerns and the ability to help conduct performance management conversations and advise on progressive documentation processes. * Partnering with talent acquisition and business leaders to interview and select candidates for key jobs and conduct salary analyses to determine candidate offers and ensure organizational equity. * Leading the annual merit, bonus, and out of cycle compensation programs for your assigned client groups and ensure a fair and consistent application as well as company equity. * Helping make the organization better by utilizing exit interview data and other tools and data to identify trends and make recommendations to reduce turnover and improve employee engagement. * Utilize Excel (pivot tables, vlookup, charts etc.) to analyze and sort data to present actionable information for both HR and client business groups. * Collaborating effectively with international teams or addressing HR challenges in a global context is highly desirable. We recognize and appreciate the value and contributions of individuals with diverse backgrounds and experiences and welcome all qualified individuals to apply. Job Category Human Resources Travel Percentage Required 0% - 25% Full-Time/Part-Time Full-Time Salary State California Pay Range Low 89,180 City San Diego Clearance Required? No Pay Range High 155,825 Recruitment Posting Title Senior HR Business Partner Job Qualifications * Typically requires a Bachelor's degree in Business Administration with an emphasis in Human Resources, Organizational Development, Training or a related discipline and ten or more years of progressive professional experience in a corporate Human Resources department. May substitute a certificate in human resources from a recognized organization and equivalent experience in lieu of education. The ability to identify issues and develop solutions to a variety of problems of diverse scope and complexity. * Excellent analytical, verbal, and written communication skills to accurately document, report, and present findings to a variety of audiences including senior management and senior external parties: * Excellent interpersonal skills to influence and guide all levels of employees, including senior managers and senior external parties; * The ability to maintain the confidentiality of sensitive information; * The ability to initiate, plan, and manage projects; * Excellent computer skills. * Ability to work independently or in a team environment is essential as is the ability to work extended hours and travel as required. US Citizenship Required? No Experience Level Senior (8+ years) Relocation Assistance Provided? No Workstyle Onsite

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

The Director of HR & HRBP for Fluid Quip Technologies, LLC and Fluid Quip Mechanical is a hands-on leader driving people initiatives that directly impact business success. A key focus of this role is talent acquisition and workforce planning - building strong pipelines, hiring top talent, and ensuring the right people are in the right roles to support company growth. In addition, this role will partner with leadership to shape culture, support employees, and enable organizational effectiveness. Key Responsibilities: Talent Acquisition & Workforce Planning Lead full-cycle recruitment efforts to attract, hire, and retain top talent. Build talent pipelines for critical roles and future workforce needs. Partner with leaders on organizational design and succession planning. Train and support managers in effective interviewing and workforce planning practices. HR Business Partnership Serve as a trusted advisor to leadership, aligning HR strategies with business goals. Provide guidance on people-related decisions including organizational structure, performance, and employee engagement. Use data and insights to anticipate workforce trends and recommend proactive solutions. Performance & Development Support leaders in setting clear expectations, driving accountability, and developing team performance. Partner on learning and development initiatives that enhance skills and prepare employees for future roles. Foster a culture of continuous growth and professional development. Employee Relations & Compliance Resolve employee concerns, mediate conflicts, and ensure a positive work environment. Guide leaders in corrective actions while maintaining compliance with company policies and labor laws. Partner with legal as needed to address employment matters. Change Management & Engagement Support leaders in managing change and transformation initiatives. Drive employee engagement programs and collect feedback to continuously improve culture. Promote organizational adaptability in a rapidly evolving industry. Qualifications: Bachelor's degree in HR or related field. 10+ years of progressive HR experience, including 5+ years as an HR Business Partner. Proven success in leading talent acquisition and workforce planning. Strong communication and influencing skills with all levels of the organization. Experience in engineering or agribusiness preferred. Skilled in conflict resolution, employee relations, and compliance. Data-driven mindset with ability to translate insights into strategy. Ability to travel up to 20% for business and recruitment needs. Fluid Quip Technologies Fluid Quip Technologies (Fluid Quip) provides custom technologies and engineering services to the biofuel and biochemical industries worldwide. Fluid Quip has commercialized multiple technologies to enhance the base corn-to-ethanol dry grind process, create new and novel alternative feed products, and supply the growing need for carbohydrate feedstocks into the biochemical market. Green Plains Inc., Ospraie Management, and funds and accounts managed by BlackRock hold a majority interest in Fluid Quip. As part of the investment by Green Plains Inc., all benefits are administered by Green Plains Inc. a generous benefit package including competitive pay, business casual work environment, health, dental, vision, life insurance, paid holidays, Paid Time Off (PTO) and a 401(k) retirement plan with immediate vesting and company safe harbor matching. All potential employees will be required to successfully pass a pre-employment drug screening and background check administered by Green Plains, Inc. prior to employment. Equal Opportunity Employer To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed 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. Other duties may be assigned.

Sinclair is Hiring! Join Our Team as Human Resources Business Partner 🚀 We are currently recruiting for HRBP at USA, Location is flexible across our New York, Florida or California offices. Founded in 1971, Sinclair is a global medical aesthetics organisation, that delivers an extensive product range. With an in-house commercial infrastructure, including manufacturing and a network of distributors in leading global markets, our products are sold in 55 countries worldwide. This is a great time to join Sinclair as we continue to increase our product range and expand into new markets and territories. Sinclair Values: ✅ Act with Integrity Consistently doing the right thing even when it's the hard choice; 100% Compliance with all rules, standard operating procedures and guidelines ✅ Results-Driven Make a business impact in all you do, whether sales, efficiency, operational excellence; it should make a meaningful impact ✅ One Company, One Goal Working towards unified mission, we are all Sinclair and be seen by customers as one company in every way ✅ Own It! Be Accountable for your decisions, actions and consequences; Be Reliable to your customers and colleagues We are looking for an experienced and internationally minded HR Business Partner (HRBP) to support the growth and development of our medical aesthetics business, with a focus on Research & Development (R&D), Regulatory Affairs, Corporate Functions, Clinical Operations and Medical Affairs functions. This role is pivotal in driving talent strategies that support innovation, compliance, and commercial excellence within a fast-evolving, consumer-focused, and highly regulated global industry. The ideal candidate will have a strong HR generalist background, business development acumen, and proven experience supporting technical and scientific teams in the aesthetics or related medical beauty industry across the US.Location: US (Remote or Hybrid depending on location) Key Responsibilities: Strategic HR Partnership: Partner with senior leaders in R&D, Regulatory Affairs, corporate functions, Clinical Operations and Medical Affairs to align people strategies with business and innovation goals in the medical aesthetics field. Act as a trusted HR advisor, supporting organizational design, talent strategy, workforce planning, and leadership development within global teams. Lead HR planning and support for new product development, clinical engagement, and global expansion efforts. Business Development Support: Support HR due diligence and integration for partnerships, acquisitions, and commercial alliances specific to the medical aesthetics industry. Ensure alignment of HR programs and culture during onboarding of new teams and business units in collaboration with cross-functional leadership. Advise on HR structures and capability development to support rapid market growth and innovation. Talent & Organizational Development: Lead initiatives to attract, retain, and develop top talent across scientific, medical, and regulatory functions within the aesthetic category. Drive performance management, succession planning, and team development in alignment with brand and business objectives. Collaborate with internal L&D and business leaders to deliver tailored training and upskilling programs for aesthetics professionals. Compliance & Employee Engagement: Ensure HR operations comply with labor laws, medical marketing regulations, and internal standards across the US.Provide expert guidance on employee relations and organizational culture in fast-paced and highly regulated environments.Promote a strong, inclusive, and performance-driven culture that supports medical excellence and ethical engagement. Qualifications: Bachelor's degree in Human Resources, Business Administration, Psychology, or related field; HR certification (e.g., SHRM, CIPD) is a plus. 5+ years of HR experience, with 3+ years supporting corporate functions, R&D, regulatory, or medical affairs functions in the medical aesthetics, Lifescience, or medical industry. Proven experience working across international markets, including HR compliance and talent management. Strong business acumen and understanding of the product development cycle and regulatory pathways in aesthetics. Excellent communication, influence, and collaboration skills across cultures and time zones. Fluent in English; additional languages are a plus.Experience in global aesthetics brands, beauty device companies, aesthetic or pharmaceuticals. Background in HR support for partnerships, product launches, or clinical education functions. Familiarity with regulatory affairs and medical governance in the aesthetic field. Comfortable operating in agile, growth-focused, and brand-driven organizations. Perks & Benefits: 💰 Competitive Salary & Performance Bonuses 📈 Career Growth & Learning Opportunities 🏥 Health & Wellness Benefits 🎉 Fun Team Events & Supportive Culture 🔹Medical, dental and prescription drug program 🔹Retirement 401k Program 🔹Paid vacation and Sick days We have a real focus on developing our people, and by fostering an entrepreneurial culture, we encourage flexibility, accountability and autonomy. The company is full of opportunity for those who wish to grasp it. Our people thrive on engagement, development and a varied workload. You will often be included in projects that require you to collaborate cross-functionally. This is an exciting opportunity to join a successful company, with big ambitions for the future. If this sounds like you and you meet the requirements, please apply, we would love to hear from you. Please note if we receive a high volume of applications, we may close the role before the closing date noted. By making this application you give consent for personal information to be used in automated decision-making processes relating to key job requirements which are stated in this ad. Sinclair does not accept speculative or unsolicited CVs from Recruitment Agencies. Any unsolicited CVs received will be treated as property of Sinclair and Terms & Conditions associated with the use of such CVs will be considered null and void

Job Description 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 required). 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.

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.

About Us: At The Reid Group, we take pride in fostering a workplace built on integrity, teamwork, and growth. With over a century of service and a network of Crosby's convenience stores, fuel operations, and support teams, we're committed to providing exceptional experiences for our employees and customers alike. Join a company that values honesty, trustworthiness, and a genuine focus on people. Position Summary: The HR Business Partner plays a key role in aligning human resources strategies with business goals to support organizational success. This position will work closely with our Crosby's store operations teams-partnering with district managers, store managers, and associates to build strong relationships, promote a positive culture, and ensure consistent HR support in the field. The HR Business Partner will serve as a trusted advisor and resource, addressing employee relations matters, supporting talent development, and ensuring HR practices reflect company values and compliance standards. Key Responsibilities: Employee Relations Serve as the first point of contact for HR-related inquiries, providing guidance and resolution for employees and managers within Crosby's store operations. Conduct thorough investigations into workplace issues and recommend fair, consistent solutions. Coach and support store and district leadership in addressing performance and behavioral matters. Promote a positive and respectful work environment aligned with company values. Talent Management Partner with hiring managers and operations leaders to support recruitment, interviewing, and onboarding processes for store and field roles. Facilitate performance management cycles including goal setting, performance reviews, and employee development planning. Learning & Development Identify training needs and coordinate professional development opportunities for store and field employees. Support employee growth through coaching, workshops, and development initiatives. Policy & Compliance Ensure consistent application of HR policies and compliance with all employment laws. Contribute to policy development, communication, and process improvement initiatives across the organization. Data & Reporting Maintain accurate employee data and generate HR reports as needed. Use HR metrics and analytics to identify trends, support decision-making, and recommend improvements. Culture & Engagement Champion The Reid Group's core values: Honesty, Trustworthiness, Customer Focus, Team Spirit, Cost Consciousness, and Entrepreneurialism. Support engagement activities and initiatives that strengthen culture, inclusion, and employee satisfaction across Crosby's stores. Field Travel & Relationship Building Travel regularly to Crosby's store locations to assess HR practices, support local teams, and ensure visibility and accessibility. Build and maintain strong relationships with district and store leaders to understand HR needs and implement effective solutions. Engage directly with associates to gather feedback, address concerns, and reinforce a positive workplace culture. Benefits: Medical, Dental, and Vision Insurance Company-Paid Life Insurance and Short-Term Disability 401(k) with Company Match Profit Sharing Paid Time Off (PTO) and Paid Holidays Fuel Discounts Professional Development and Training Opportunities Mileage Reimbursement for Field Travel Supportive, team-oriented work environment Requirements Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Minimum 3 years in HR generalist or business partner experience. Strong knowledge of employment law, employee relations, and HR best practices. Excellent communication, interpersonal, and problem-solving skills. Proven ability to collaborate effectively with leaders at all levels. Proficiency in HRIS systems and Microsoft Office 365. Ability to travel regularly to store locations. Salary Description $70,000-$85,000 annually

Veolia in North America is the top-ranked environmental company in the United States for three consecutive years, and the country's largest private water operator and technology provider as well as hazardous waste and pollution treatment leader. It offers a full spectrum of water, waste, and energy management services, including water and wastewater treatment, commercial and hazardous waste collection and disposal, energy consulting and resource recovery. Veolia helps commercial, industrial, healthcare, higher education and municipality customers throughout North America. Headquartered in Boston, Veolia has more than 10,000 employees working at more than 350 locations across North America. Job Description Position Purpose: We are in search of a seasoned Director of Application Development & Support to join our Municipal Water Regulated DB&T team. This role will oversee the strategy, implementation, and support of our 'Finance/HR' functional area, which encompasses a variety of applications and products including PeopleSoft (AP, GL, PC & SCM Modules), Perceptive Content, PowerPlan, Workday, and Hyperion Planning, among others. The successful candidate will be tasked with creating and implementing innovative technical and functional strategies to modernize and streamline our financial application portfolio, which may include potential migration to a new ERP solution. Beyond providing functional and technical leadership, the ideal candidate should possess strong people management skills, have the ability to cultivate a high-performing and agile team, motivate and mentor team members, and foster strong relationships with stakeholders. Primary Duties/Responsibilities: Strategic Leadership Drive digital transformation initiatives to optimize domain performance and profitability. Develop and execute strategic plans for application development and support. Lead process improvement initiatives and modernization efforts. Create and present business cases while managing stakeholder expectations. Team Management Build and lead high-performing application development and support teams. Oversee recruitment, training, performance evaluations, and career development. Implement and enhance Agile methodologies. Foster a culture of continuous improvement and innovation. Technical Oversight Guide and validate technical architecture decisions. Ensure compliance with security standards and IS architecture. Manage technical debt and quality assurance. Oversee continuous integration and automation initiatives. Operational Excellence Direct day-to-day operations and crisis management. Supervise production launches and development quality. Manage technical audits and compliance requirements. Provide regular status reporting to senior leadership. Innovation & Development Champion digital transformation initiatives. Implement modern development tools and practices. Drive continuous integration and automation improvements. Align technical solutions with business objectives. Work Environment: This will be a hybrid role located in Paramus, NJ. Qualifications Education/Experience/Background: Undergraduate degree in Information Systems or related field, Graduate degree a plus. Minimum of 10-15 years of information technology. Experience working/leading teams for Peoplesoft, PowerPlan, Hyperion Planning, AWS. Extensive experience in partnering with operations as well as leading and managing the department. Experience working with outside firms to augment staff when required. Prior industry knowledge beneficial. Knowledge/Skills/Abilities: Excellent verbal and written communication skills (including presentation skills), including the ability to influence and negotiate through expertise. Outstanding relationship-building skills. Proficient project management, time management and continuous improvement skills. Superior problem solving and financial analysis skills. In-depth knowledge of software development practices. Familiarity with technology architecture and design. General knowledge of various enterprise platforms. Ability/Willingness to work with Global peers to share best practices to further the VNA business. Ability to interact and communicate effectively, including presenting strategic programs, with all levels of leadership. Physical Requirements: Travel up to 20% may be required. Additional Information Pay Range: $180000 to $196000 Per Year. Benefits: Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental, vision, life insurance, savings accounts, tuition reimbursement, paid volunteering and more. In addition, employees are also entitled to participate in an employer sponsored 401(k) plan, to save for retirement. Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement. Sick leave - 56 hours; Observed Holidays - 11 days; Vacation - Flexible Time Off Eligible for up to 20% Annual Performance Bonus. We are an Equal Opportunity Employer! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. Disclaimer: The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law.

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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.

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.