Director Of Human Resources jobs at Goodwin

Employment Type: Full-Time About the Role We are looking for a dynamic Human Resources Generalist to join our clients team in Columbus, Ohio. This role is essential in supporting HR operations and driving initiatives that enhance employee engagement and organizational success within the Consumer-Packaged Goods (CPG) industry. Key Responsibilities Serve as a trusted HR partner for employees and managers across multiple departments. Manage HR processes including onboarding, employee relations, performance management, and compliance. Support recruitment and talent acquisition strategies to attract top talent. Administer benefits programs and maintain accurate HR documentation. Collaborate with leadership to implement engagement and retention programs. Ensure compliance with federal, state, and local employment laws. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 2-4 years of HR experience, preferably in CPG or manufacturing environments. Strong knowledge of HR best practices and employment regulations. Excellent communication and interpersonal skills. Ability to thrive in a fast-paced, team-oriented environment. What We Offer Competitive salary and comprehensive benefits package. Opportunities for professional growth and development. A collaborative and innovative work culture.

Contract to hire - Human Resources Manager Pay range: $40-45/hour Hours of Work: Monday through Friday, typically from 06:00 to 3:00 PM or 7am- 3:30pm The Human Resources Manager role will provide a broad range of support including, but not limited to: payroll, benefits administration, recruitment/employment, onboarding, employee and labor relations, file management, policy administration, workers' compensation claim handling, safety program management, and day-to-day HR operations. Essential Functions Ensure all HR policies, procedures, and reporting requirements comply with Federal, State, and local laws/ordinances. Maintain knowledge of current applicable state and federal wage/hour laws affecting HR functions. Ensure completion and documentation of required training (EEO, safety, ethics & compliance). Recruit and interview candidates for open positions. Conduct new employee orientations and onboarding to foster a positive attitude toward company goals. Respond to benefit questions and assist employees with plan information. Manage employee relations and union-related matters. Respond to inquiries regarding policies, procedures, and programs. Manage the company's Safety Program, including monthly safety training and chairing the Safety Committee. Maintain written records of complaints and accidents; conduct investigations and root cause analysis. Maintain all employee personnel files, medical files, I-9s, ACA, etc. Approve timecards, process payroll, and reconcile payroll-related deductions and benefits. Schedule and track vacation, floating holidays, and sick leave. Manage employee leaves of absence; compile paperwork and meet with employees to explain rights and expectations. Handle reporting and management of workers' compensation claims. Prepare offboarding paperwork and conduct exit interviews. Complete various reports (OSHA 300, attendance, pension hours) and respond to government inquiries. Develop successful internal/external business partnerships (e.g., staffing agencies). Introduce new HR policies or revise existing ones to ensure compliance and best practices. Maintain Employee Handbook and ensure full implementation. Facilitate correspondence and inquiries with insurance companies. Perform other duties as assigned. Functional and Physical Requirements Excellent oral and written communication skills. Must be able to effectively read and speak English; Spanish proficiency preferred. Ability to work overtime and weekends when required. Positive, professional demeanor and strong team collaboration skills. Leadership and coaching abilities. Strong planning, organizing, and prioritization skills. Proficient in MS Office Suite and ADP WFN Strong organizational skills. Education, Training & Experience Bachelor's degree in Human Resources, Business Administration, or related field OR valid PHR/SPHR/aPHR/SHRM certification a plus Minimum 5 years' experience in a progressive HR role; manufacturing environment preferred. Knowledge of California employment and labor laws, including leaves of absence. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance Benefit offerings include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits, and 401K plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria.

Jenny Bour with Robert Half is working with a growing organization that is looking for an experienced Human Resources (HR) Manager to oversee all HR operations for a company with multiple locations. This HR Manager role involves managing recruitment, compliance, and employee engagement while fostering a culture centered on safety and excellence. The ideal Human Resources Manager candidate will play a key role in aligning HR strategies with business growth and employee development goals. Responsibilities: Develop and implement recruitment strategies to attract skilled professionals across various roles, including technicians, sales representatives, and administrative staff. Manage the complete hiring process, from sourcing candidates to onboarding, ensuring consistency across all locations. Cultivate a positive workplace environment that prioritizes safety and aligns with company values. Ensure adherence to federal, state, and local labor laws, while maintaining compliance with industry-specific regulations. Standardize HR policies and procedures to create uniformity across all branches. Coordinate and oversee employee performance reviews and mandated training programs. Administer payroll and benefits programs, ensuring accuracy and efficiency for staff at multiple locations. Collaborate with the leadership team to evaluate and renew employee benefits packages. Prepare HR metrics and compliance reports for executive review. Develop strategies to support employee retention and organizational growth. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. At least five years of HR experience, preferably within management. Strong understanding of labor laws and compliance standards Proven ability to lead, communicate effectively, and manage organizational priorities. Proficiency in HR systems and Microsoft Office applications. Certification in HR management or compliance is advantageous. Previous experience managing HR operations across multiple locations. ***For immediate and confidential consideration, please apply directly or email your resume to Jenny at Jenny.Bour@roberthalf.com.

The Senior HR Generalist is a customer-centered role supporting all levels of associates. The incumbent will be responsible for all HR activities to include: the Human Resources Information Systems (HRIS) Workday, associate communications, employment, orientation, associate relations, compliance efforts, investigations, safety compliance, and talent review and appraisal processes. This person will be an active member of the overall HR team and will provide support for all on-going HR projects and initiatives. Essential Duties and Responsibilities: HR Policies and Compliance: Ensure compliance with manufacturing-related employment laws and regulations. Develop, update, and communicate HR policies and procedures, taking into account the specific requirements of the manufacturing sector. Provides support in compliance areas of human resources including but not limited to employee relations, job evaluation, compensation management, benefits administration, training, etc. Talent Acquisition: Collaborate with managers to understand staffing needs and develop effective recruitment strategies. Conduct interviews, assess candidate qualifications, and participate in the selection process, with a focus on skills relevant to manufacturing roles. Manage the onboarding process for new hires, ensuring a seamless integration. Employee Relations: Maintains a high level of visibility, accessibility, and interaction with manufacturing team members. Coach and counsel employees, front line leaders and managers on employee relation matters, performance management and conflict resolution. Utilize an empathetic approach to understanding employee concerns, answer questions and help employees through organizational change. Conduct investigations into employee complaints, providing recommendations for resolution. Partner with the legal team as appropriate for all ethics related issues. Performance Management: Support the performance management process, providing guidance to supervisors and employees on performance expectations and development opportunities. Support the implementation of performance improvement plans tailored to the manufacturing environment. Continuous Improvement Leadership: Lead and support continuous improvement initiatives within the manufacturing environment, collaborating with cross-functional teams to enhance processes and efficiency. Apply Lean and Six Sigma principles to drive operational excellence in HR processes and employee relations. Partner with the manufacturing team to identify key people metrics to continually monitor and improve the employee experience. HR Data Management: Maintain accurate and up-to-date employee records and HRIS data, with a focus on manufacturing roles and qualifications. Generate HR reports and analytics to support problem solving and discussion on the overall health of the organization. Qualifications: Bachelor's Degree is required. 5+ years of progressive HR experience working in a manufacturing environment required. Experience with New Hampshire employment relations is required. Experience using an HRIS system is required. Understanding of the unique challenges and requirements of HR in manufacturing with a focus on compliance and leave management. Experience actively participating in continuous improvement initiatives. Proven experience handling sensitive employee information including investigations. Demonstrated ability to train management on best practices and accountability. Strong problem-solving skills and the ability to analyze situations to identify potential issues and propose solutions to mitigate risks. POST-OFFER BACKGROUND CHECK IS REQUIRED. Digital Prospectors is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law. Digital Prospectors affirms the right of all individuals to equal opportunity and prohibits any form of discrimination or harassment. Come see why DPC has achieved: 4.9/5 Star Glassdoor rating and the only staffing company (< 1000 employees) to be voted in the national Top 10 ‘Employee's Choice - Best Places to Work' by Glassdoor. Voted ‘Best Staffing Firm to Temp/Contract For' seven times by Staffing Industry Analysts as well as a ‘Best Company to Work For' by Forbes, Fortune and Inc. magazine. As you are applying, please join us in fostering diversity, equity, and inclusion by completing the Invitation to Self-Identify form today! ******************* Job #18172

About the Role: We are seeking a detail-oriented and proactive HR Generalist to join our team. This role is ideal for someone who thrives in a fast-paced environment and is passionate about supporting employees while ensuring compliance and confidentiality. Key Responsibilities: File and Document Management: Organize, maintain, and update HR files and records in accordance with company policies and legal requirements. Confidential Information Handling: Manage sensitive employee data with the highest level of discretion and security. Benefits Administration: Assist with employee benefits programs, including enrollment, changes, and inquiries. Account Setup: Coordinate onboarding processes, including setting up employee accounts and ensuring smooth integration into company systems. Support HR projects and initiatives as needed to enhance employee experience and operational efficiency. All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

| Manufacturing Environment The Human Resources Generalist supports the daily operations of the HR Department while serving as a trusted partner to leadership and employees. This role provides guidance on policies, procedures, and HR best practices, ensuring compliance and fostering a strong, positive workplace culture. Responsibilities span HR office management, employee relations, HRIS, benefits administration, recruiting, and policy support. Key Responsibilities Business Partnership & Culture Support the Plant HR Manager in building a strong culture, driving organizational effectiveness, and supporting leadership development. Serve as the HR partner for a designated business unit, delivering high-quality service that aligns with company goals. Provide HR guidance to front-line leadership to help them coach, manage, and engage their teams effectively. Employee Relations & Performance Address and resolve complex employee relations matters with fairness, empathy, and confidentiality. Conduct objective investigations and ensure proper documentation and follow-up. Coach supervisors on leadership development, performance management, conflict resolution, and employee engagement. Lead and support change management initiatives across the business unit. HR Operations & Compliance Ensure compliance with federal, California state, and local employment laws. Conduct internal audits of HR policies and procedures to ensure quality and adherence. Provide daily support on HR matters including benefits, compensation, leaves of absence, recognition, and policy interpretation. Utilize HRIS for accurate data management and reporting. Recruiting & Talent Development Support recruiting and selection efforts to attract and retain top talent. Assist in developing and mentoring HR team members to support their growth and effectiveness. Required Qualifications Bachelor's degree in HR, Business, or a related field. Minimum 3 years of HR experience as an HR Associate, Specialist, or Generalist in a manufacturing environment. Knowledge of HR fundamentals, best practices, and their application in manufacturing. Working knowledge of benefits, compensation, and leave of absence administration. Strong analytical, problem-solving, and documentation skills. Solid understanding of California and federal employment laws. Proficiency in Microsoft Office Suite. Strong communication, interpersonal, coaching, and organizational skills. Preferred Qualifications PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

We are seeking a proactive and detail-oriented HR Generalist with hands-on experience using UKG (UltiPro) to support and enhance our HR operations. In this role, you'll partner with employees and leaders across the organization to ensure an exceptional employee experience while maintaining HR compliance, accuracy, and efficiency. Key Responsibilities Serve as primary point of contact for day-to-day HR inquiries and employee support. Administer and maintain employee information, workflows, and reporting within UKG (Core, Time & Attendance, Recruiting, or other relevant modules). Support full employee lifecycle processes including onboarding, offboarding, and internal changes. Assist with payroll preparation by ensuring accurate data entry, auditing records, and resolving discrepancies in UKG. Manage benefits enrollment, employee questions, and vendor communication. Support performance management, employee relations, and compliance initiatives. Maintain HR documentation, policies, and employee files consistent with company standards and legal requirements. Prepare HR reports, dashboards, and analytics using UKG and other HR systems. Coordinate training sessions, engagement initiatives, and culture programs. Support HR projects as assigned, including process improvements and system enhancements. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 2-5 years of HR generalist experience with strong knowledge of HR practices and employment law. Required: Hands-on experience with UKG (UltiPro)-HRIS administration, reporting, workflows, or timekeeping. Strong attention to detail and ability to handle confidential information. Excellent communication, interpersonal, and problem-solving skills. Ability to prioritize tasks and work effectively in a fast-paced environment. Proficiency in Microsoft Office Suite; HR certification (PHR, SHRM-CP) a plus. Benefit offerings: include medical, dental, vision, additional voluntary benefits, 401K plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance LHH | Privacy Policy View the Lee Hecht Harrison Privacy Policy here and learn more about how information is handled on the site. Please contact us if you require more information.

Employers Association of the NorthEast (EANE) Full-Time | Exempt | Agawam, MA - Based | Travel Required Are you an experienced HR professional who loves variety, thrives in a consulting environment, and wants to make a meaningful impact across multiple organizations? Join EANE as a Human Resources Business Partner and help us strengthen workplaces throughout New England. As part of our highly respected HR Services team, you'll partner with executives, HR, employees and leaders across industries to solve complex problems, build future-ready people strategies, and deliver trusted guidance when it matters most. What You'll Do As an EANE HRBP, you will: Be a Trusted Advisor Consult with member organizations on compliance, employee relations, compensation, benefits, policies, and best practices via hotline, email, virtual meetings, and onsite engagements. Lead High-Impact HR Projects Conduct HR audits, develop handbooks and policies, analyze job descriptions, support performance management strategies, and assist with talent acquisition and onboarding. Deliver Training & Facilitation Design and deliver engaging HR, leadership, and compliance training for member organizations. Facilitate customized workshops, roundtables, and webinars that create real-world impact. Coach & Develop Leaders Provide coaching to leadership teams and mentor emerging HR practitioners across the region. Advance Future-Ready HR Practices Use HR technology, people analytics, and emerging AI tools to help organizations prepare for the future of work. Strengthen Member Engagement Represent EANE at conferences, industry events, roundtables, and HR association functions, building relationships and showcasing our value to the New England HR community. Grow Your Specialty Areas Contribute to succession planning, compensation strategy, board consulting, HR tech adoption, assessments, and other advanced consulting areas based on your expertise. What Makes This Role Unique At EANE, you won't be limited to one company or one industry. You'll experience: True consulting variety - every day brings new organizations, challenges, and opportunities. A collaborative team - backed by 15+ subject matter experts in compensation, benefits, compliance, and leadership development. Learning & growth - continuous development in emerging HR trends, AI literacy, and leadership coaching. Meaningful impact - helping employers build stronger, healthier, and more successful workplaces. Ready to Make Your Mark? If you're a confident, forward-thinking HR professional ready to elevate your impact-and help organizations thrive. We want to hear from you. Apply now and join a team committed to shaping the future of HR across New England.

Do you have what it takes to attract top talent and keep a high-performing HR team running smoothly? Join this leading DC law firm as a temporary-to-hire HR & Recruiting Coordinator, where you'll manage full-cycle recruitment and support the firm's broader HR initiatives. In this pivotal role, you'll coordinate hiring processes, foster relationships, and ensure the firm continues to hire and retain exceptional talent. The ideal candidate is proactive, collaborative, and thrives in a fast-paced, detail-driven environment. Key Responsibilities: Provide seamless administrative and logistical support to the Recruiting and HR teams. Coordinate candidate interviews (virtual and in-person) and liaise with internal stakeholders. Manage all aspects of recruitment, from sourcing and screening to offer management and onboarding. Oversee onboarding, annual reviews, and continuing legal education programs. Plan and execute logistics for meetings and firm events. Build and maintain relationships with search firms and professional organizations. Support data accuracy by updating records, maintaining confidentiality, and generating reports. Collaborate across departments to ensure smooth communication and data flow. Assist with benefits administration, training, and HR projects that enhance firm operations. Why You'll Love Working Here: Be part of a respected firm that values precision, professionalism, and people. Competitive compensation and benefits package. Hybrid work model: this role requires in-person flexibility to meet the needs of your team. What We're Looking For: Recruiting building blocks. You are degreed with at least two years of recruiting experience; candidates with law firm HR experience will stand out to this employer. Trustworthy. You handle confidential information with discretion, integrity, and professionalism. Effective. Because you'll be working closely with busy professionals and representing the organization, excellent interpersonal and communication skills are a must. Responsive. You pride yourself on responding to inquiries right away with the ability to meet tight deadlines. Academic and highly professional. You challenge yourself by setting high standards and take pride in delivering results that move the firm forward. Essential to Hawthorne Lane's success is our ability to attract talent from a range of backgrounds. Our network reflects the diverse community around us, and we believe in a workplace where everyone feels valued and empowered to succeed. Applicants will not be discriminated against on the basis of race, color, creed, religion, sex, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status.

Performs a variety of technical and administrative duties in support of human resources operations and programs within a public or educational institution. Responsibilities include full-cycle recruitment and onboarding, maintaining employee records, and providing guidance on HR policies and procedures. Essential Duties: Manage end-to-end recruitment and onboarding processes, including job postings, applicant screening, interviews, and offer preparation. Interpret and communicate HR policies, procedures, and employment regulations. Maintain and update employee information in HR systems and prepare related reports. Assist with labor relations matters, including research for grievances and implementation of collective bargaining agreements. Support classification and compensation reviews, updates, and HR procedure improvements. Participate in employee training, policy development, and HR compliance activities. Ensure accuracy, confidentiality, and compliance in all HR documentation and processes. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. Three (3) years of human resources experience, including recruitment and use of HRIS or similar systems. Experience working in a public sector or educational environment is required. Experience with unionized environments or collective bargaining agreements is preferred. Desired Skills and Experience Job Summary: Performs a variety of technical and administrative duties in support of human resources operations and programs within a public or educational institution. Responsibilities include full-cycle recruitment and onboarding, maintaining employee records, and providing guidance on HR policies and procedures. Essential Duties: Manage end-to-end recruitment and onboarding processes, including job postings, applicant screening, interviews, and offer preparation. Interpret and communicate HR policies, procedures, and employment regulations. Maintain and update employee information in HR systems and prepare related reports. Assist with labor relations matters, including research for grievances and implementation of collective bargaining agreements. Support classification and compensation reviews, job description updates, and HR procedure improvements. Participate in employee training, policy development, and HR compliance activities. Ensure accuracy, confidentiality, and compliance in all HR documentation and processes. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. Three (3) years of human resources experience, including recruitment and use of HRIS or similar systems. Experience working in a public sector or educational environment is required. Experience with unionized environments or collective bargaining agreements is preferred. All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

ON-SITE in San Jose, CA Required: ServiceNow System Admin certification (must) HRSD Implementation certification (preferred) Hands-on experience in HRSD configurations (must) Absolute Must-Haves on Resume ServiceNow experience - must show hands-on exposure, especially HRSD modules. Implementation / hands-on configuration experience - practical work, not just theory. Analyst work experience - requirement gathering, UAT, bridging business & tech. Defect testing / issue resolution - navigating, reproducing, testing defects. Certifications - relevant ServiceNow or HRSD certifications highlighted. These above five are non-negotiable. Core Role Requirements: The role is primarily a ServiceNow analyst position, not a developer role. Job Summary As an HRSD Product Analyst, you will play a critical role in supporting the HRSD Product Manager during run the business (RTB) activities, as well as project support. You will be able to get vast experience within various applications in ServiceNow, but primarily be working under the HRSD (Employee Workflows) scope and applications gathering, documenting, testing, and releasing core functionality for the business teams across our Employee Experience (EX) function, such as Payroll, Equity, Benefits, HR, Global Mobility, etc. Functional: 4+ years Product/Business Analysis with 2+ in ServiceNow HRSD Strong HRSD architecture knowledge and hands-on experience Ability to write precise requirements, epics, stories, and acceptance criteria Experience using Jira The ideal candidate must: Understand ServiceNow configuration, HRSD modules, and defect testing/resolution. Be able to navigate the system, reproduce issues, test themselves, and write basic technical requirements from business requirements. Work with both stakeholders and engineering teams, acting as a bridge between business and technology. Skills & Experience: Experience in UAT cycles, requirement gathering, and project team work. Jira experience is a plus but not mandatory. Good communication skills are critical, especially since the role is US-based and stakeholders will be in different time zones. Self-starter who can lead small projects with minimal oversight.

If you're ready to turn data into insights that shape how your company attracts, retains, and rewards top talent, let's chat about your new job as HR Data Analyst for a growing organization. As the HR Data Analyst, your job duties will include: Analyzing compensation data to identify pay equity gaps, market positioning, and salary trends across departments and locations Building and maintaining dashboards in Tableau to visualize benefits utilization, enrollment patterns, and cost trends Conducting market benchmarking studies to ensure competitive total rewards packages Creating complex financial models in Excel to forecast benefits costs and evaluate plan design changes Partnering with HR Business Partners and Compensation team to support merit increase planning and bonus allocation decisions Mining HRIS data to identify trends in turnover, headcount, and workforce demographics Preparing executive-level reports on total rewards spend and ROI analysis Ensuring data integrity across compensation and benefits platforms Developing automated reporting solutions to reduce manual processes and increase accuracy You are the right person if you have: Bachelor's degree in HR, Finance, Statistics, or related field 3+ years of experience in HR analytics, compensation analysis, or benefits administration Advanced Excel skills including pivot tables, VLOOKUP, macros, and financial modeling Proficiency in Tableau with demonstrated ability to create interactive dashboards and data visualizations Experience working with HRIS systems and large datasets Strong analytical mindset with attention to detail and accuracy If you're ready to transform raw data into strategic insights that drive smarter people decisions and make a real impact on employee experience, apply now! ----- Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance

Are you an accomplished Human Resources Leader with experience driving strategy aligned to the business objectives and creating comprehensive leadership development initiatives? This may be the ideal role for you to work with owners and business leaders at C. S. McCrossan, a well-respected industry leader in the highway and heavy civil contracting business. At C. S. McCrossan, our values of Safety, Professionalism, Teamwork and Continuous Improvement are lived out every day and not corporate rhetoric. We are looking for a Human Resources Leader to lead the HR team and Enterprise strategy for the group of businesses which includes C. S. McCrossan Construction, PCiRoads, and Midwest Pipe Coating. C. S. McCrossan, Inc. is a family-owned enterprise with over 60 years of history and investment in our industry and communities. Our core business is diversified highway and heavy civil contracting - managing major highway projects like the I-94 rebuild between Maple Grove and Rogers, and the 494 expansion that is currently the largest road project in the Twin Cities. We have also managed or joint ventured many of the light rail transit projects in the Twin Cities. We have affiliated companies providing aggregate and asphalt materials, coating steel pipe and rebar, and real estate investments. With a main office in Maple Grove, our locations also include Indiana, Kansas, and Arizona. We are known for our ethics and respectful work culture and recognized by our customers as an organization that delivers what we promise. Why join us? Empowerment: Lead the human resources function across our enterprise, impacting decision-making at the highest level. Innovation: Be at the center of strategic planning and process improvements that foster growth and efficiency. Partnership: Work alongside senior leadership and a talented team to achieve shared goals. Development: Mentor and inspire a dedicated team of human resources professionals and guide leaders in developing their team members. Recognition: Your expertise will be highly valued as you help us navigate human resource issues, ensure compliance, direct performance management and continuity planning efforts that will contribute to our continued success. The rewards: Competitive salary, target range $130,000 - $170,000. Incentive eligible. A generous benefits package including medical, dental, Life/AD&D/LTD, Short-Term Disability, FSA, HSA, 401k, and incentive plan. A Responsible Time Off plan that gives our team the flexibility to take time off when they need it, including 6 recognized holidays and 2 scheduled floating holidays. The chance to work with an organization who lives their core values. Ready to make an impact? Join us and contribute to the future of C. S. McCrossan! Please follow these instructions carefully. Click Apply Now to start the application process. Please complete the application on our company careers page and answer all questions thoroughly and upload your resume and cover letter. Primary Responsibilities Supervision & Mentorship: Lead, coach and develop the HR teams, managers, and employees across the enterprise. Strategic direction: Develop and implement Enterprise-wide HR vision, policies, programs, and processes. Collaboration: Act as a business partner to the owners and leaders across the Enterprise. Analytics: Track performance metrics, trends, and results against programs such as Performance Management, Leadership & Employee Development, Continuity Planning and Employee Relations to grow organization capability and manage compliance requirements. Recruitment & Outreach: Develop comprehensive and creative approaches to hire and onboard team members. Reward & Recognition: Evaluate, recommend, and implement competitive Enterprise-wide compensation and benefit programs. Retention: Provide guidance on retention strategies by evaluating new hire and exit interviews with quarterly and annual turnover reports. Process Improvement & Automation: Promote HR best practices by deploying and updating systems and processes to support the Enterprise. Internal Client Service: Provide information and HR resources to promote employee success. Required Qualifications and Skills Bachelor's degree in business, human resources, a related field, or the equivalent in experience. Eight years of progressive Human Resources leadership supporting executives and senior leadership. Exceptional analytical and critical thinking skills. Strong managerial and leadership skills. Experience leading a team of professionals in multiple locations. Excellent verbal and written communications and interpersonal skills. Ability to deliver training and interact with large audiences to share information. Collaborative, collegial, cooperative team player who listens well and is responsive. Ability to act with integrity, professionalism, and confidentiality. Able to travel in the domestic U.S. for short periods of time on an infrequent basis - estimated at 15%. Preferred Experience, Knowledge, and Skills Construction industry experience and understanding of construction business operations Understanding of family-led business culture and priorities Experience in a similar-sized private company Current or recent experience in a lead HR role To apply for this position and accelerate your career change, please apply at mccrossan.com/careers, or send your resume and cover letter to ****************. This role is not eligible for relocation assistance. ADA Accessibility: If you need help accessing this page, please contact: Phone: ************ Email: **************** We are an equal opportunity employer. Qualified minorities, women, veterans and individuals with disabilities are encouraged to apply. If you want to view the Know Your Rights: Workplace Discrimination is Illegal poster, please choose your language: English - Spanish - Arabic - Chinese

Adecco Creative is partnering with a major NYC Fashion house to recruit for an Employee Relations Manager role. This position will be contract and a hybrid schedule in Midtown Manhattan. Those with strong experience in employee investigations are encouraged to apply. Primary Purpose: The Manager, Employee Relations is responsible for managing and executing ER processes, products and services aligned with Human Resources mission and objectives. This role provides consulting to business partners and supports the successful resolution of ER issues working in close partnership with the ER team, HR Partners, and cross-functional colleagues in legal, asset protection and the business. The successful individual will leverage their proficiency in Employee Relations to: Sensitively and skillfully manage resolution of employee relations (ER) issues: Manage complex and escalated investigations (e.g., harassment, discrimination, retaliation, hostile work environment, Code of Conduct, and complex performance/policy violations). Partner with Legal/Compliance on high-risk matters and remediation plans. Partner to execute involuntary terminations Creating preventative action plans by proactively spotting issues Resolve employee complaints Support responses to natural disasters, emergencies and critical incidents Coaching People Managers on ER skills and management of ER issues as require Support the successful resolution of ER investigations: Ensure investigations are conducted timely, thoroughly, and objectively with clear documentation, findings, and action recommendations Conduct fact finding, including in-person or virtual interviews of parties involved Provide written investigative reports, summaries and outline corrective action Contribute to formal responses to outside agencies Follow-up with stakeholders and decision makers on remedial action and preventative efforts Engage in interactive process under ADA and associated federal, state, and local laws Own end-to-end ADA/ADAAA (and applicable state/local) reasonable accommodation cases, including the interactive process, documentation review, and determination. Advise HRBPs and managers on job modifications, leave interactions (e.g., FMLA), undue hardship assessments, and return-to-work plans. Compliance and reporting Manage and maintain all tracking, documentation and reporting. Monitor new / updated federal / state / local guidelines and regulations Participate in policy review and updates The accomplished individual will possess: Knowledge of employee relations, ADA, accommodations, and legal guidelines and compliance regulations Investigation skills Aptitude in producing reports and summaries with strong written and verbal communication; crisp, defensible documentation Coaching and counseling skills Strong communication, collaboration and customer focus Ability to manage multiple priorities; project management proficiency Critical thinking, judgement and ability to work through ambiguity Proficiency in use of HRIS systems and Microsoft Excel, Word, PowerPoint, Outlook and Internet Available to work flexible hours to meet the needs of the retail clients across various time zones (including handling critical calls if needed when stores are open weeknights and weekends) The accomplished individual will possess bachelor's degree with 5+ years' experience in human resources, employee relations, or investigative field, corporate and retail industry experience preferred and have the ability for 10% Travel.

Our client is seeking a highly organized and detail-oriented HR Administrator to oversee core human resources operations, with a strong focus on payroll and HRIS administration. This an immediate contract position with potential for it become a long time perm role and plays a key part in maintaining accurate employee records, ensuring compliance, and supporting a positive, high-performance workplace culture. Pay range: $30-33/hr. Schedule: Mon-Thur onsite, Fridays remote. Work Model: Hybrid Location: Van Nuys, CA 91411 Start date: ASAP Key Responsibilities Payroll Management Process weekly and bi-weekly payroll for all employees, ensuring accuracy and timely completion. Ensure payroll practices comply with federal, state, and local regulations. Support payroll tax filings, year-end W-2 preparation, and related reporting activities. Manage data collection and distribution for year-end forms (e.g., 1095). Coordinate with Finance on payroll funding, reconciliations, and general ledger accuracy. Respond to employee questions related to payroll, timekeeping, and pay policies. HRIS Administration Serve as the primary administrator and subject-matter expert for the HRIS platform. Maintain accurate employee data, position details, and organizational structures. Generate and distribute HR and payroll reports to support business and financial objectives. Assist with HRIS upgrades, configuration changes, and new feature implementations. Partner with cross-functional teams to optimize system workflows and data integrity. General HR Support Coordinate onboarding and offboarding processes, including documentation and system updates. Process employee status changes (promotions, transfers, leaves, terminations, etc.). Support benefits administration, including enrollment, changes, and open enrollment activities. Communicate with benefit vendors and resolve employee benefit-related inquiries. Help ensure compliance with company policies, employment laws, and HR best practices. Provide first-line support on employee relations matters and escalate when appropriate. Distribute a recurring HR newsletter highlighting people updates and key information. Coordinate recognition initiatives such as birthdays, work anniversaries, and other people-focused events. Provide occasional support for company events and culture-building activities. Qualifications 1-3 years of experience in HR, payroll administration, and/or HRIS management. Bachelor's degree in Human Resources, Business Administration, or related field preferred. Demonstrated ability to maintain confidentiality and handle sensitive information. Strong attention to detail, organizational skills, and analytical capabilities. Comfort working in a fast-paced, evolving environment with shifting priorities. Preferred Skills Experience processing multi-state payroll, particularly for California and New York. Working knowledge of California labor laws and related compliance requirements. Familiarity with state and federal taxation, deductions, and withholdings. Hands-on experience with an HRIS platform such as Rippling, ADP, Workday, Paylocity, or similar. Proficiency in Microsoft Excel or Google Sheets for reporting and data analysis.

Join one of the most influential, most quoted and most trusted think tanks! The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level. We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy. With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors. Brookings' Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Employment, Benefits, Compensation & HR Systems, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. Position Location: This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week. Responsibilities Ready to contribute to Brookings success? The Director, HR Systems, oversees all aspects of HR systems and is responsible for delivering best-in-class HR systems support to the Institution's research programs and business units. They lead the HR systems team and play a key role in the stewardship of Brookings' enterprise systems landscape, which is anchored by Workday. The Director oversees a team of two staff. Reporting to the Deputy Chief Human Resources Officer (DCHRO), this position works in close partnership with colleagues across the Institution to maintain and enhance HR systems that support Brookings' strategic objectives. This includes identifying opportunities for improvement, solving operational challenges, and leveraging technology to simplify and standardize HR processes. The Director is responsible for the day-to-day operations of HR systems (including Workday Human Capital Management or HCM, and related tools) and cross-functional support of related systems (including Workday Payroll, Absence, and Time-Tracking or PATT), encompassing system administration, feature adoption, incident resolution, release planning, and overall systems governance. They will set HR systems roadmap in alignment with institutional priorities and will build internal capacity to support and enhance Brookings' HR systems environment over time. HR Systems Oversight, Administration, and Analytics (40%) * Lead the administration and governance of HR systems - including Workday (Core HR, Benefits, Absence, and Learning Management), ICIMS (Recruiting), and SharePoint (Workflows) and provide cross-functional support for related systems - including Workday (Payroll and Time tracking) and third party integrations- to ensure reliable performance, data integrity, and alignment with institutional needs. Oversee system operations such as configuration, troubleshooting, incident, request and change management, release planning, and vendor coordination. * Serve as a subject matter expert and partner to internal stakeholders to maintain and optimize HR systems and integrations. * Champion user adoption by developing and promoting effective training, documentation, and system communications. * Lead the development of HR analytics capabilities by delivering consistent, accurate, and actionable reports, dashboards, and executive summaries that inform decision-making. * Ensure compliance with relevant HR laws and data governance protocols through appropriate system design and reporting practices. Systems Strategy, Improvement, and Project Leadership (40%) * Define and lead the HR systems and data strategy in alignment with institutional goals and evolving needs. * Guide full project lifecycles for new system initiatives - including scoping, requirements gathering, vendor selection, testing, and change management. * Manage the HR systems project pipeline and participate in cross-functional governance efforts to align priorities across HR, Finance, and Technology. * Propose, Evaluate and Redesign core HR processes to improve efficiency, user experience, and strategic alignment. * Stay abreast of emerging HR technologies and trends to ensure Brookings remains responsive and forward-looking. * Ensure a smooth transition of implemented solutions to operational support. Team Leadership and Cross-Functional Collaboration (20%) * Supervise and support HR Systems staff, including performance management, coaching, and workload oversight. * Foster a collaborative, high-performing team culture grounded in continuous improvement and accountability. * Establish long-term priorities and annual goals for the HR systems function in partnership with the DCHRO and HR Management Team. * Build strong relationships across HR, Finance, Technology, and program areas to support system effectiveness and strategic alignment. * Contribute to broader HR planning efforts and support cross-functional projects as needed. Qualifications Ready to make an impact? In this role, you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications: Education/Experience Requirements Bachelor's degree with a minimum of ten years progressing responsible experience in HCM system (Workday, Oracle, PeopleSoft) administration and data management. Minimum five years of management/supervisory experience. Minimum three years of Workday experience required. Strong preference for candidates with previous large enterprise Workday implementation or administration experience; Workday, CCP, CEBS, or other relevant certifications preferred. Must be authorized to work for any employer in the U.S. Knowledge/Skill Requirements Ability to lead efforts to ensure optimization of HR technology platforms. Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Excellent project management skills and ability to meet deadlines. Must be able to thrive in a demanding, change-oriented, fast-paced environment. Ability to think strategically about problems and possesses skill in tactical execution. Demonstrated ability to audit data and identify, analyze, and develop solutions. High degree of executive presence and professionalism with the ability to engage with all levels of an organization and maintain confidentiality. Well organized and confident, team player and team leader with excellent communication and presentation skills. Working knowledge of regulatory and governing standards for compensation, payroll, health and welfare benefits, retirement plans, FMLA, workers' compensation and disability. Additional Information What can we offer you? Brookings provides a generous benefit package that is comprehensive and includes both traditional benefits and unique offerings. Our comprehensive benefits package includes medical, dental, and vision benefits, generous time off, and workplace flexibility. For more information, please visit Brookings Benefits. Brookings requires that all applicants submit a cover letter and resume. Please attach your cover letter and resume as one document when you apply. Please note: if you have applied to more than one Brookings job opening you should add a position-specific cover letter as a separate attachment. Successful completion of a background investigation is required for employment at Brookings. Brookings welcomes and celebrates diversity in all its forms, including diversity of experience, thought, and personal background. We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, national origin, gender, sexual orientation, gender identity or expression, disability, veteran status, first generation college goers, and other factors protected by law. Brookings is proud to be an equal-opportunity employer that is committed to promoting a diverse and inclusive workplace. All selection decisions are based upon merit, skills, abilities and experience.

The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent. Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures. ESSENTIAL JOB DUTIES AND FUNCTIONS While living and demonstrating our Core Values, the HR Director will: General HR Responsibilities: Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures Maintain compliance with federal and state regulations concerning employment Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely Assist with annual orientation of new class of residents/fellows with GME and HR team Assist HR team with employee events and projects Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc. Continue to improve processes and complete required PDSAs, SAFE Report, and community events Provide annual UDS employee data for required health center report Responsible for the oversight and timely filing of the annual EEO-1 report Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc. Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes Work closely with other members of the HR team to maintain a high level of organization within Provide HR support for HRSA site visits and applications Responsible for clinician contract renewals Assist and provide support to VP as needed Special projects as requested/needed Employee Relations: Develop and implement HR policies and procedures related to employee relations. Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH) Conduct training sessions for managers and supervisors on handling employee relations matters Maintain confidentiality throughout the employee relations process. Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations HR Systems Partner with stakeholders to select HR systems that meet the organization's needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules: HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports. Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance. Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning. Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience. Security: Administer user access control and security protocols. Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc. Community: Communication through HRIS to employees of HR-related information, events, updates and important notifications. Troubleshoot complex system problems and identify root causes. Collaborate effectively with system administrators and vendors to resolve system issues. Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations Make recommendations for electronic solutions to reduce usage of paper processes Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce Manage bulk data uploads to ensure accuracy and integrity Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs Deliver training to introduce new functionalities and easier methods to end-users Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date. Compliance: Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act's (FLSA), the Department of Labor, and so forth Proactively minimize the company's exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations Resolve complaints received through TWC's reporting mechanisms such as SAFE and Direct Access Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements Requirements REQUIRED QUALIFICATION: Meet The Wright Center for Community Health and its affiliated Enterprise entities' EOS People Analyzer Tool Buy in and experience working in the EOS model (strongly preferred) Bachelor's degree in Human Resources or a closely related field. A Master's degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus. 10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets Strong proficiency to extract, clean, and analyze data for dashboards Critical thinking ability to collaborate with stakeholders to understand data requirements and translate them into actionable reports and dashboards Ability to manage multiple complex projects simultaneously with meticulous attention to detail and follow-through Excellent verbal and written communication skills, adept at presenting information to diverse audiences. Ability to build strong relationships and collaborate effectively with all levels of the organization, including the executive tea. Strong computer skills including advanced Excel and proficiency in other MS Office Suite applications (Word, PowerPoint) and Google Workspace Strong background and proven experience in the selection and administration of an HR system, as well as other HR systems Deep understanding of and commitment to creating a healthy, inclusive, and diverse work environment Possesses sound business judgment, strategic thinking, and the ability to influence others while maintaining high ethical standards Energetic and results-oriented with a proven ability to thrive in a fast-paced environment, adapt to evolving business needs, and remain calm under pressure Strong mentoring, coaching, and leadership skills to develop the talents of others A mindful and engaged listener who fosters open communication and mutual learning across all departments Maintains strict confidentiality and adheres to all HR-related policies and regulations

The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent. Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures. ESSENTIAL JOB DUTIES AND FUNCTIONS While living and demonstrating our Core Values, the HR Director will: General HR Responsibilities: * Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures * Maintain compliance with federal and state regulations concerning employment * Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process * Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed * Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely * Assist with annual orientation of new class of residents/fellows with GME and HR team * Assist HR team with employee events and projects * Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc. * Continue to improve processes and complete required PDSAs, SAFE Report, and community events * Provide annual UDS employee data for required health center report * Responsible for the oversight and timely filing of the annual EEO-1 report * Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc. * Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes * Work closely with other members of the HR team to maintain a high level of organization within * Provide HR support for HRSA site visits and applications * Responsible for clinician contract renewals * Assist and provide support to VP as needed * Special projects as requested/needed Employee Relations: * Develop and implement HR policies and procedures related to employee relations. * Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels * Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues * Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies * Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout * Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation * Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions * Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH) * Conduct training sessions for managers and supervisors on handling employee relations matters * Maintain confidentiality throughout the employee relations process. * Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations HR Systems * Partner with stakeholders to select HR systems that meet the organization's needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users * Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules: * HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity * Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports. * Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance. * Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning. * Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience. * Security: Administer user access control and security protocols. * Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc. * Community: Communication through HRIS to employees of HR-related information, events, updates and important notifications. * Troubleshoot complex system problems and identify root causes. * Collaborate effectively with system administrators and vendors to resolve system issues. * Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments * Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations * Make recommendations for electronic solutions to reduce usage of paper processes * Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce * Manage bulk data uploads to ensure accuracy and integrity * Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs * Deliver training to introduce new functionalities and easier methods to end-users * Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date. Compliance: * Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act's (FLSA), the Department of Labor, and so forth * Proactively minimize the company's exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees * Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes * Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations * Resolve complaints received through TWC's reporting mechanisms such as SAFE and Direct Access * Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements Requirements REQUIRED QUALIFICATION: * Meet The Wright Center for Community Health and its affiliated Enterprise entities' EOS People Analyzer Tool * Buy in and experience working in the EOS model (strongly preferred) * Bachelor's degree in Human Resources or a closely related field. A Master's degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus. * 10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting * Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives * Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment * Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation * Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions * Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets * Strong proficiency to extract, clean, and analyze data for dashboards * Critical thinking ability to collaborate with stakeholders to understand data requirements and translate them into actionable reports and dashboards * Ability to manage multiple complex projects simultaneously with meticulous attention to detail and follow-through * Excellent verbal and written communication skills, adept at presenting information to diverse audiences. Ability to build strong relationships and collaborate effectively with all levels of the organization, including the executive tea. * Strong computer skills including advanced Excel and proficiency in other MS Office Suite applications (Word, PowerPoint) and Google Workspace * Strong background and proven experience in the selection and administration of an HR system, as well as other HR systems * Deep understanding of and commitment to creating a healthy, inclusive, and diverse work environment * Possesses sound business judgment, strategic thinking, and the ability to influence others while maintaining high ethical standards * Energetic and results-oriented with a proven ability to thrive in a fast-paced environment, adapt to evolving business needs, and remain calm under pressure * Strong mentoring, coaching, and leadership skills to develop the talents of others * A mindful and engaged listener who fosters open communication and mutual learning across all departments * Maintains strict confidentiality and adheres to all HR-related policies and regulations

RD Industries is a leading manufacturer of innovative closed-loop chemical containment and dispensing solutions, proudly headquartered in Omaha, Nebraska. With decades of expertise and a portfolio of patented technologies, we serve customers across the globe with products designed to improve safety, efficiency, and sustainability. At RDI, we are committed to engineering excellence, continuous improvement, and delivering best-in-class solutions that protect people and the environment. Our team thrives on collaboration, accountability, and innovation - making RD Industries a place where every employee can make a meaningful impact. Summary The Human Resources Leader is responsible for developing, implementing, and executing HR strategies that support RD Industries' organizational goals, growth, and culture. This role oversees all core HR functions-including talent acquisition, employee relations, benefits, compliance, performance management, and development programs-while also identifying strategic opportunities to strengthen RDI's workforce and leadership capabilities. This position may be filled at either the Manager or Director level depending on experience, demonstrated leadership, and expertise. Regardless of title, the HR Leader is expected to operate with strategic insight, strong judgment, and a continuous-improvement mindset. Title and scope of responsibility will be adjusted based on experience and demonstrated leadership capability. Compensation: Commensurate with experience Essential Functions Leadership & People Strategy * Partner with executive leadership to design and implement HR strategies that support business growth, workforce planning, and organizational effectiveness. * Lead initiatives to strengthen talent pipelines, leadership capability, and succession planning across the organization. * Champion culture, employee engagement, and values alignment across all levels of the company. * Serve as a trusted advisor to managers and leaders on organizational design, coaching, conflict resolution, and employee development. * Identify and implement HR best practices to elevate the employee experience and RDI's competitive position in the labor market. * Develop HR metrics and reporting that provide insights into turnover, retention, hiring effectiveness, and workforce trends. Talent Acquisition & Onboarding * Lead full-cycle recruiting for exempt, non-exempt, and technical roles, ensuring high-quality talent and a positive candidate experience. * Develop new and creative recruiting channels, employer branding strategies, and community partnerships to attract strong talent. * Oversee and continuously improve onboarding programs to accelerate new-hire productivity and connection to RDI culture. Employee Relations & Development * Build and manage programs that support employee growth, performance, and retention. * Oversee the performance management process, including coaching, evaluations, and disciplinary actions. * Conduct and/or oversee employee relations investigations and ensure consistent, compliant outcomes. * Develop and facilitate training initiatives that strengthen supervisory capability, communication, and culture. Compensation, Benefits & HR Operations * Oversee 401(k) administration in partnership with Finance. * Manage benefit programs, including renewals, communication, and problem resolution * Monitor and ensure compliance with federal, state, and local employment laws (I-9, ERISA, FLSA, FCRA, COBRA). * Analyze HR metrics and present insights to leadership to guide decision-making. * Evaluate and enhance HR systems (including Paycor) for greater efficiency and usability. HR Governance & Compliance * Develop, update, and maintain HR policies, procedures, employee handbook, and company-wide communication related to HR programs. * Ensure compliance with OSHA, EEO, FMLA, ADA, and other applicable laws and regulations. * Manage workers' compensation processes and partner with Safety and Operations on return-to-work initiatives. Supervisory Responsibility This position may supervise one or more HR staff members depending on department structure and title level. At the Director level, this role is responsible for building and developing the HR team over time. Education & Experience * Bachelor's degree in Human Resources, Business, or related field required; advanced degree preferred. * 7+ years of progressive HR experience required; 10+ years preferred for Director-level candidates. * SHRM-CP/SHRM-SCP or PHR/SPHR preferred. * Experience in manufacturing, production, or similar environments strongly preferred. * Demonstrated success in recruiting, employee development, and building HR infrastructure. * Proven ability to balance strategic insight with hands-on execution. Work Environment This role operates in a professional office environment and routinely uses standard office equipment. Physical requirements include prolonged sitting, computer use, talking, hearing, and occasional standing or light lifting (up to 10 lbs). Benefits Package Includes: * Comprehensive Medical, Dental, and Vision Insurance * Short-Term and Long-Term Disability Coverage * 401(k) Retirement Plan with company contribution * Employee Assistance Program (EAP) * Paid Time Off: * 2+ weeks of paid time off in your first year * 8 paid holidays * Employee Referral Program * PayActiv Wallet - access your earned pay on demand Core Values Accountability • Commitment • Excellence • Teamwork • Humility • Integrity • Stewardship AAP/EEO Statement RD Industries is an Equal Opportunity / Affirmative Action employer and maintains a drug free workplace.