Director Of Human Resources jobs at Goodwin - 772 jobs

A leading investment firm is seeking a skilled Director of Human Resources for Capital Markets in Boston. The ideal candidate will handle recruitment, talent management, and employee development initiatives. Responsibilities include leading hiring efforts, overseeing performance reviews, and enhancing training programs. Applicants must possess excellent strategic planning and problem-solving skills, with at least 12 years of HR experience. Competitive salary of $170,000 - $195,000, plus a bonus opportunity. Join a team focused on fostering a collaborative culture in a dynamic work environment. #J-18808-Ljbffr

Head of M&A, Human Capital - North America The primary focus of the Head of Human Capital M&A is to drive growth, best-in-class advisory support, thought leadership, and innovation across a range of human capital issues related to merger & acquisition activity. This role is responsible for leading the global go-to-market strategy for Aon's Human Capital M&A consulting business for North America. This role will work in close partnership with colleagues in Aon's human capital business and with colleagues in Aon's Risk Capital M&A business to generate opportunities for our Human Capital consulting businesses (health, wealth, and talent). Additionally, the role will lead liaison with client relationship managers in Aon's Enterprise Client Group and Human Capital Aon Client Leadership teams to represent Aon's capabilities to be the trusted advisor for M&A activity. The position can be located in any or our main office locations in North America. Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one inclusive team and we are passionate about helping our colleagues and clients succeed. What the day will look like Providing growth leadership, setting the go-to-market direction and ensuring consistency in how we sell, service and manage global M&A projects. Close partnership with M&A team in Risk Capital and relationship management teams to drive sales pipeline for Human Capital M&A projects. Working with subject matter experts within the Human Capital consulting businesses to sell and deliver large projects. Leading the teams as player-coach. Will expect leader to be involved in sponsoring the largest bids/client relationships. Drive greater consulting and advisory capability and projects, leveraging best practices from each Solution Line. Partner with sub-regions to drive margin-accretive growth. Prioritizing resources and cases for biggest impact; leading Aon's response to large RFPs for M&A activity, and leveraging feedback to shape our evolving value proposition. Driving a connected Aon proposition: Working in close partnership with leaders of Human Capital and EMEA Head of Human Capital M&A to develop a joined-up Aon value proposition of M&A solutions for all segments. Encouraging all colleagues working on M&A projects to represent all of Aon (Human Capital and Risk Capital) as we bring our capabilities to the market. Develop and drive Aon's external and internal brand presence through events, thought leadership and education Skills and experience that will lead to success Proven track record leading large M&A projects and driving growth in a complex global environment. Exceptional influential leadership. Ability to work in a matrixed environment and drive collaboration. Proven track record of winning and building long-term and service-oriented relationships with large corporate clients. Deep understanding of Human Capital issues that are related to M&A activity-including legal restrictions, harmonization of programs and integration activities. Working knowledge of environment and trends and issues across different geographies. Ability to create and execute a strategy with a strong commercial lens. Exceptional communication skills to convey compelling messages across all levels and geographies. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. People with criminal history are encouraged to apply. We are committed to providing equal employment opportunities and fostering an inclusive workplace. If you require accommodation during the application or interview process, please let us know. You can request accommodations by emailing us at ReasonableAccommodations@Aon.com or your recruiter. We will work with you to meet your needs and ensure a fair and equitable experience. Aon does not accept unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate. Nothing in this restricts management's right to assign or reassign duties and responsibilities to this job at any time. Pay Transparency Laws: The salary range for this position (intended for U.S. applicants) is $245,000 to $325,000 annually. The actual salary will vary based on the applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on the applicant's geographic location. This position is eligible to participate in one of Aon's annual incentive plans in addition to base salary. The amount of any incentive varies and is subject to the terms and conditions of the applicable incentive plan. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance. This role does not accrue vacation. Rather, this role is eligible to take paid time off at the discretion of the employee and management in accordance with company policy and practices. Various other types of leaves of absence; paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counselling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #li-kb3 2573300 Head of M&A, Human Capital - North America The primary focus of the Head of Human Capital M&A is to drive growth, best-in-class advisory support, thought leadership, and innovation across a range of human capital issues related to merger & acquisition activity. This role is responsible for leading the global go-to-market strategy for Aon's Human Capital M&A consulting business for North America. This role will work in close partnership with colleagues in Aon's human capital business and with colleagues in Aon's Risk Capital M&A business to generate opportunities for our Human Capital consulting businesses (health, wealth, and talent). Additionally, the role will lead liaison with client relationship managers in Aon's Enterprise Client Group and Human Capital Aon Client Leadership teams to represent Aon's capabilities to be the trusted advisor for M&A activity. The position can be located in any or our main office locations in North America. Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one inclusive team and we are passionate about helping our colleagues and clients succeed. What the day will look like Providing growth leadership, setting the go-to-market direction and ensuring consistency in how we sell, service and manage global M&A projects. Close partnership with M&A team in Risk Capital and relationship management teams to drive sales pipeline for Human Capital M&A projects. Working with subject matter experts within the Human Capital consulting businesses to sell and deliver large projects. Leading the teams as player-coach. Will expect leader to be involved in sponsoring the largest bids/client relationships. Drive greater consulting and advisory capability and projects, leveraging best practices from each Solution Line. Partner with sub-regions to drive margin-accretive growth. Prioritizing resources and cases for biggest impact; leading Aon's response to large RFPs for M&A activity, and leveraging feedback to shape our evolving value proposition. Driving a connected Aon proposition: Working in close partnership with leaders of Human Capital and EMEA Head of Human Capital M&A to develop a joined-up Aon value proposition of M&A solutions for all segments. Encouraging all colleagues working on M&A projects to represent all of Aon (Human Capital and Risk Capital) as we bring our capabilities to the market. Develop and drive Aon's external and internal brand presence through events, thought leadership and education Skills and experience that will lead to success Proven track record leading large M&A projects and driving growth in a complex global environment. Exceptional influential leadership. Ability to work in a matrixed environment and drive collaboration. Proven track record of winning and building long-term and service-oriented relationships with large corporate clients. Deep understanding of Human Capital issues that are related to M&A activity-including legal restrictions, harmonization of programs and integration activities. Working knowledge of environment and trends and issues across different geographies. Ability to create and execute a strategy with a strong commercial lens. Exceptional communication skills to convey compelling messages across all levels and geographies. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. People with criminal history are encouraged to apply. We are committed to providing equal employment opportunities and fostering an inclusive workplace. If you require accommodation during the application or interview process, please let us know. You can request accommodations by emailing us at ReasonableAccommodations@Aon.com or your recruiter. We will work with you to meet your needs and ensure a fair and equitable experience. Aon does not accept unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Pay Transparency Laws: The salary range for this position (intended for U.S. applicants) is $245,000 to $325,000 annually. The actual salary will vary based on the applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on the applicant's geographic location. This position is eligible to participate in one of Aon's annual incentive plans in addition to base salary. The amount of any incentive varies and is subject to the terms and conditions of the applicable incentive plan. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance. This role does not accrue vacation. Rather, this role is eligible to take paid time off at the discretion of the employee and management in accordance with company policy and practices. Various other types of leaves of absence; paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counselling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #li-kb3

We are seeking an experienced Human Resources Manager to oversee and guide all core HR functions within a growing organization. This role is responsible for developing people strategies, supporting leadership, ensuring regulatory compliance, and fostering a positive and productive workplace culture. The ideal candidate brings a balanced mix of strategic insight, operational execution, and strong interpersonal skills. Key Responsibilities Develop, implement, and maintain human resources policies, procedures, and best practices aligned with organizational objectives. Lead end-to-end talent acquisition efforts, including workforce planning, sourcing, interviewing, and onboarding. Manage employee onboarding, training initiatives, and ongoing professional development programs. Serve as a point of contact for employee relations matters, providing guidance on conflict resolution and performance issues. Maintain accurate employee data and reporting through HR information systems. Oversee payroll administration to ensure timely, accurate processing and compliance with applicable regulations. Administer employee benefit programs and coordinate compliance with workers' compensation and related requirements. Support performance management processes, including evaluations and improvement planning. Partner with management to identify staffing needs and support organizational growth initiatives. Monitor employment laws and HR trends to ensure ongoing compliance and continuous improvement. Promote a workplace culture that supports engagement, accountability, and retention. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of experience Advanced degree in Human Resources or a related discipline is preferred. HR certifications or professional credentials are a plus. Demonstrated experience across multiple HR disciplines, including recruiting, payroll, employee relations, and performance management. Proficiency with HR systems and technology platforms. Strong communication, organizational, and relationship-building skills. Ability to manage competing priorities in a dynamic environment. Solid understanding of HR best practices and employment regulations. Bilingual fluency in Spanish (written and verbal) is required. Preferred Competencies Experience tracking and analyzing HR metrics for reporting and decision-making. Knowledge of performance management frameworks and tools. High level of discretion and professionalism when handling sensitive matters. Exposure to process improvement methodologies such as Six Sigma is beneficial. Ascendo is a certified minority owned staffing firm, and we welcome and celebrate diversity. Ascendo is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, parental status, military service or any other characteristic protected by federal, state or local law. Contact information Jonathan Jankowski

Introduction At Gallagher Re, we bring clarity to complexity by helping clients around the world make confident, data-driven decisions in a rapidly evolving risk landscape. Here, you'll be part of a team that leverages world-class analytics and deep reinsurance expertise to deliver strategic advisory services and transactional excellence. Together, we transform advanced insights and market intelligence into strategies that protect businesses, drive performance, and shape the future of reinsurance. We're a community of decision makers, future shapers, and trusted experts working side by side to deliver meaningful impact through innovative thinking and practical solutions. At Gallagher Re, your curiosity is welcomed, your growth is championed, and your work truly matters. This is a place where you'll have the freedom to explore new ideas, take ownership of your career, and collaborate with people who are as driven and inquisitive as you are. Overview To partner with the Gallagher Re Facultative Leadership Team to develop and deliver pragmatic commercial people plans to achieve strategic business objectives for a start-up division that operates globally and has significant organic expansion plans over the next 5 years. Deliver divisional and global people initiatives effectively drawing on HR Centres of Excellence expertise to ensure high quality, commercial solutions. To support the HR Director on a range of different projects and responsibilities to add value to the strategic and tactical commercial agendas across Gallagher Re Facultative. How you'll make an impact Partnering Provide expert coaching and consulting advice to members of the Facultative leadership team along with appropriate challenge to ensure business and people objectives are met Partner with members of the Facultative Leadership team and to drive a high performing culture, improve employee experience and improve retention Partner with local HR teams to oversee local colleague issues Support the HR Director with the creation and delivery of divisional people plans for their areas of responsibility within Gallagher Re Facultative Developing & implementing plans that help to develop and engage employees Partner with key stakeholders within Gallagher Re Facultative support/enable their strategic objectives. Promote, support and drive engagement with all available HR/people-related policies, tools processes and initiatives including, but not limited to: Learning and Development proposition Manager and employee HR system functionality including MI reporting Talent Acquisition Employee Benefits and Wellbeing proposition Family-friendly policies * Partner with the relevant HR Centres of Excellence (e.g Employee Relations, TA, L&D, Compensation, L&D) to enable and deliver human capital solutions for stakeholders. Performance Embedding a performance culture and consequence management approach including coaching managers on creation, implementation and monitoring of Performance Improvement Plans and effective/consistent deployment of local recognition Analyzing data and trends to identify high & low performance in order to recommend appropriate action Facilitate performance rating moderation sessions Perform quality assessments of my Performance goal-setting and reviews Promote and support global & divisional recognition initiatives Train and upskill business area on my Performance reviews and goal setting Internal Talent Management and External Talent Acquisition Under guidance of HR Director, support the delivery of succession planning and career development in order to identify and mitigate succession "gaps" and embed talent approach Facilitate talent and succession planning sessions and support career conversations with identified employees Act as advocate for global and divisional talent initiatives in liaison with L&D Centre of Excellence Liaising with various Talent Acquisition teams, engage in talent acquisition planning and execution Actively participate in the assessment and selection of senior/specialist hires as required Business Change To provide project management, facilitation and direct support as required to people-related impacts arising from change projects (including Mergers & Acquisitions) Lead on or support the HR Director regarding any organisational change where this relates to HR-related activities e.g. business reorganisation. Directly, and or/co-ordinate resources from HR Service Delivery as appropriate, deliver any required employee consultation and communication process. Work with HR Service Delivery to support redeployment opportunities for colleagues impacted by business change Employee Relations Under guidance of HR Director and the in-house legal teams, accountable for the advice and guidance to the business on more complex employee relations cases with a view to achieving risk-mitigated commercial outcomes Under guidance of HR Director and in-house legal teams, accountable for the preparation of risk assessments and preparation of standard settlement agreement Act as point of escalation on complex ER cases. Inform key stakeholders/business units of any changes or anticipated changes in HR policies and procedures Reward To work with HR Director and business leaders, liaising with the Reward Centre of Excellence as required, on identification and implementation of reward strategies for individuals and teams Support annual pay and bonus review process including data management, moderation of award recommendations and pay and bonus communications Promote total reward philosophy in order to improve engagement and retention Under guidance of HR Director, support creation, documentation and administration of incentive plans adhering to all required reward philosophy, principles and governance requirements Culture & Engagement Drive and facilitate engagement actions planning and activity at local level Embed the Gallagher Way across leadership teams Support the creation of an inclusive culture HR Function/Team Working Work collaboratively as part of a "One HR" team engaging and liaising effectively with HR Centres of Excellence Actively seek to drive a culture of continuous improvement within the HR function Collaborate with other functional e.g. Risk & Compliance, Finance, Legal and other key stakeholders as required Represent the HR function in cross functional / cross divisional programmes as required Governance * Comply with AJG Professional Standards Manual in accordance with statutory requirements for role with specific attention, but not limited to Managing Client information, Whistle Blowing, Treating Customers Fairly * Carry out duties following internal policies and procedures in accordance with applicable laws, rules, regulations, good governance and Gallagher's shared values, in particular, putting clients at the heart of our business. About You * Bachelor's degree and 3 years related experience required. Technical Knowledge * Sound up to date Employment Law knowledge required * Knowledge of financial services desirable Experience Progressive HR business partnering experience within large, multinational corporations Experience of managing HR issues across multiple countries Proven ability to develop a good understanding of business issues and how to identify and deliver HR interventions and solutions to meet business needs Track record of contributing to the management of change successfully and experience of delivering on successful restructuring programmes including exits. Experience of dealing with complex relationships using coaching/feedback techniques Tactical negotiation and influencing experience with internal/external stakeholders Demonstrated rapport-building experience Evidence of effectively prioritising risks to manage workload Experience of compensation and incentivisation vehicles. Skills/other Strong client focus, including the ability to manage potentially contentious interactions with varying negotiation strategies Strong interpersonal skills, including listening, verbal and written communication skills with the ability to communicate effectively with all levels of the Company, including senior level management Good presentation skills with experience interacting and presenting to colleagues/senior management Solutions focussed mind-set with the ability to develop creative approaches and solutions Ability to interact comfortably with colleagues/senior level management Able to manage multiple projects and priorities with excellent attention to detail. Highly motivated and results focused Highest degree of ethics and integrity in client focus MS office proficiency 15% travel Leading Self * Leading self - Focuses on how we lead ourselves and react to situations * Integrity & trust - Focuses on doing the right thing and taking personal responsibility Leading Others & Relationships Builds relationships & networks - Focuses on building diverse networks and accepting difference Collaborates - Focuses on sharing, supporting and being inclusive to achieve mutually beneficial outcomes Communicates & influences - Focuses on clear communication, influencing and negotiating Leading Results Client Excellence - Focuses on understanding and meeting the needs of internal and external clients for now and the future of a long term relationship Planning - Focuses on building plans and obtaining resources and ensuring alignment across teams and the business Drive for results - Focuses on performance and removing obstacles to achieve results Leading the Business Business Acumen - Focuses on analysing and solving problems Strategy - Focuses on strategic thinking and understanding broader context affecting Gallagher and the industry Innovation - Focuses on creative thinking, generating new ideas and embedding the necessary change #LI-KF1 Compensation and benefits We offer a competitive and comprehensive compensation package. The base salary range represents the anticipated low end and high end of the range for this position. The actual compensation will be influenced by a wide range of factors including, but not limited to previous experience, education, pay market/geography, complexity or scope, specialized skill set, lines of business/practice area, supply/demand, and scheduled hours. On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. Below are the minimum core benefits you'll get, depending on your job level these benefits may improve: Medical/dental/vision plans, which start from day one! Life and accident insurance 401(K) and Roth options Tax-advantaged accounts (HSA, FSA) Educational expense reimbursement Paid parental leave Other benefits include: Digital mental health services (Talkspace) Flexible work hours (availability varies by office and job function) Training programs Gallagher Thrive program - elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing Charitable matching gift program And more... The benefits summary above applies to fulltime positions. If you are not applying for a fulltime position, details about benefits will be provided during the selection process. We value inclusion and diversity Click Here to review our U.S. Eligibility Requirements Inclusion and diversity (I&D) is a core part of our business, and it's embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work. Gallagher embraces our employees' diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest. Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as "protected characteristics") by applicable federal, state, or local laws. Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business.

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.**Overall Purpose**policies. decisions. **Essential Functions*** **Strategic People Partner:** provide comprehensive strategic guidance to sophisticated cross-functional business teams on the design, structuring, implementation, and scaling of people.* **Mentor and develop leaders:** coach leaders through the full range of the employee journey including thought leadership in organizational design, performance leadership, and managing and navigating difficult conversations.* **Trusted advisor**: act as the department expert on people issues while building mutual trust and respect with senior leaders, acting as an advisor, coach, and thought partner; have the courage to ask tough questions that others might not; help your teams demonstrate effective judgment and empathy* **Change agent**: collaborate with cross-functional teams to effectively communicate organizational changes by advocating for team-specific solutions and facilitating company-wide communications and training.* **Culture champion:** partner with the business to create an amazing place to work where top talent can do the best work of their life. Advocate for our employees, inspire with our values, celebrate our diversity, and deepen our sense of inclusion* **Problem solver:** collaborate across the full HR team to address root causes and solve charged issues with grace and tact; ability to roll up your sleeves and support the organization where needed* **Business Advocate**: deeply understand business priorities, help the business understand how people levers help drive business outcomes; spearhead and advise on people projects and programs that drive the business forward* **Champion Data-Driven Decisions**: become a data-driven strategic partner who leverages people data and analytics to guide leadership and inform business decisions.* Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data.**Minimum Qualifications*** Education and/or experience typically obtained through the completion of a bachelor's degree in human resources or related field* 12 or more years of relevant business experience with a strong focus in HR and/or team leadership* Experience partnering with and influencing senior leaders to help drive people strategies and increase business outcomes.* Works well in a fast-paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change* Highly collaborative team player with a focus on engaging with people, specific to supporting growth.* Expertise in developing deep, trusting relationships with all levels within the organization* Effectively consult (listen, understand, and influence) with people at all levels (including senior leadership) in a qualitative and quantitative manner.* Proactive problem solver. Conceptualize problem spaces as systems and apply a “model thinker” approach.* Ability to consult and recommend solutions to leadership using data and analytics to solve people and business-related problems.* Background and drug screen.**Physical Requirements**Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation. The base pay scale for this position in: Phoenix, AZ/ Chicago, IL in USD per year is: $225,000 - $300,000. New York, NY/ San Francisco, CA in USD per year is: $248,000 - $330,000. Additionally, candidates are eligible for a discretionary incentive plan and benefits.Some of the Ways We Prioritize Your Health and Happiness * Healthcare Coverage -Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.* 401(k) Retirement Plan -Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.* Paid Time Off - Unlimited Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.* 12 weeks of Paid Parental Leave* Maven Family Planning - provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work. And SO much more! We continue to enhance our program, so be sure to for the latest. Our team can share more during the interview process!Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.**CURRENT EMPLOYEES: Apply for open positions via Job Hub in your Workday Account.** for an assistance request.E-Verify***.***## Privacy Notice***Effective:** May 2, 2025*This privacy notice is intended to inform California residents of the personal information we collect, how it's used and disclosed, and the rights you have in regard to such information.Click below for the full privacy notice #J-18808-Ljbffr

Human Resources Manager - Boutique, Member‑Only Hospitality Environment 📍 San Francisco, CA / Onsite 💵 $140,000-$150,000 Are you ready to build an HR department from the ground up, at one of the most unique and historic private clubs in San Francisco? A small, ultra‑professional, member‑only environment (think boutique hotel meets elite social club ). With guest rooms, dining, bars, lounges, and 80+ staff, we deliver exceptional hospitality to a highly discerning and private membership. We're searching for a polished, proactive Human Resources Manager to elevate our people operations. This is a rare opportunity to step into a foundational HR leadership role! Are you that Go Getter, have that "I can" mentality? This just might be your dream job! What You'll Do Lead all HR operations in a formal, hospitality-driven environment 50% HR processes, compliance, safety, onboarding, policies, training 50% employee matters (employee relations, union matters, coaching, leave management) Be the strategic HR voice at the table-“How do we do this better?” Support leadership with employee development, culture, retention Partner on union-related matters (contracts, grievances, NLRA) Maintain a polished, professional workplace culture Use systems like Paylocity, Outlook, Excel Who You Are 5+ years HR experience (hospitality, luxury service, private club, hotel strongly preferred) Experience with California employment law Union experience required Polished, discreet, relationship-driven Thrives in a formal, member-facing environment High integrity, highly organized, “I can handle that” attitude Spanish, Mandarin, or Cantonese skills are very helpful Comfortable building HR structure for the first time Why This Role Is Amazing Highly respected, stable leadership team Supportive culture with exceptionally high professionalism A chance to build HR from the ground up-your expertise matters Great work-life balance outside the busy fall season Truly special workplace environment (historic, elegant, elite) Benefits Employer pays 100% of Medical & Dental for employees 75% paid for dependents Outstanding retirement plan Paid holidays + vacation Long-term disability + life insurance Beautiful workplace in a high-touch hospitality setting Commuter-friendly (BART to Embarcadero → short bus ride) 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”

We have an exciting opportunity for a Human Resources Manager in the Washington, DC office at Eversheds Sutherland (US) LLP. We are searching for someone who wants to be a valued contributor and member of a talented and dynamic team of lawyers, paralegals and business professionals. The Human Resources (“HR”) Manager leads and implements human resources policies, practices, and objectives in assigned regions/offices that result in an employee-oriented, high performance culture emphasizing teamwork, critical thinking, respect, creativity, quality, productivity, and assists in driving the creation and maintenance of the staff and paralegal workforce. The HR Manager will partner very closely with the Senior Benefits Manager with Leave, FMLA and Wellness. Responsibilities and Duties: Staffing Management Handles departure processes and exit interviews for staff and paralegals, analyzing the information for patterns and trends. Manages and monitors the day-to-day workflow of paralegals and legal practice assistants in appropriate regions. Manages monthly profitability of all paralegal hours and workload. Manages onboarding and off boarding when appropriate. Works with the with Talent Acquisition Manager on non-legal recruitment activities (within appropriate regions). Benefits Partners with Benefits team to manage and track the leave and wellness process firmwide. Training and Development. Identifies training and development needs to continually expand the administrative staff and paralegal skill competency levels. Proactively creates, delivers, and revises training and development programs, sometimes in partnership with other departments, to ensure optimal outcomes. Employee Relations Coaches and develops non-managerial staff on all human resources issues including communication, feedback, recognition, and developmental and disciplinary issue responsibilities. Addresses and resolves employee relations issues in an effective and timely manner, ameliorating issues before they escalate. Documents and reports all employee relations and recommendations to Director of Human Resources. Performance Management Participates in staff and paralegal performance evaluation, merit increase and bonus program processes. Provides day-to-day coaching, counseling and disciplinary actions guidance. Monitors the results and follows up as appropriate. Compensation Plays key role, with leadership of the HR Director, in the staff and paralegal annual review, merit increase, bonus processes and budgets of activities in appropriate region. Prepares draft compensation and bonus recommendations of staff and paralegal to Director of Human Resources. Manages overtime for all staff in region and report attentions to Director of Human Resources. Compliance/Risk Management Remains current on local changing legal requirements. Responds to inquiries and requests from state/federal/local agencies (Department of Labor). Escalates and alerts Director of Human Resources about issues of concern. Professional Development/Continuous Improvement/Best Practices Recommends new programs and changes to existing programs. Stays current on local HR trends and best practices, both in general and in law firms. Actively participates in professional HR associations to represent appropriate offices, identify HR best practices, network with colleagues, etc. Recommends new approaches, policies, and procedures to effect continual improvements in the Department. HR Systems and Processes Manages the creation and maintenance of department records and files, including personnel, I-9, medical files and records. Manages the maintenance, review, and communication of records required by law or local governing bodies, or other departments in the organization. Works with the HR Operations Manager in updating job descriptions. Assists in the implementation of HR policies and procedures. Recommends changes as appropriate. Manages the timely processing of change notifications to all functioning departments. Manages reference and verification of employment requests for all personnel within appropriate region and files. Manages wage notices for appropriate region (as applicable). Prepares and monitors monthly HR metrics and reports and other required reports. Firm Culture Keeps current on the “temperature” and morale of the assigned offices. Manages and designs social activities to enhance communication, morale and the employee/employer relationship. Maintains an environment of trust, teamwork, development, and empowerment through quality communications, relationship building, and coaching. Develops and maintains effective relationships to be able to effectively identify and respond to current and future people-related issues, concerns, and needs. Perpetuates an open and inclusive environment through relationship building, effective communications, visibility, employee engagement programs, an open door policy, and consistency. Works to get early buy-in and support for initiatives. Actively contributes and collaborates with all HR team members. Other: Performs other duties and projects as required and assigned by the Director of Human Resources. Knowledge, Skills and Abilities: A Bachelor's degree is preferred from an accredited college or university or applicable experience. A certificate or a postgraduate degree in Human Resources or a related field is a plus. At least ten (10) years of experience as an HR Manager, HR Generalist, Office Administrator or Secretarial Manager in a large, matrixed, multi-office professional services organization is required, with a preference for law firm experience. Competent in all aspects of HR, including relevant state, federal and local laws and statutes including state employment laws for New York and Washington, DC. Possesses: Outstanding client service skills, including excellent verbal, written and listening communication skills. Exemplary judgment and professional maturity. Proven ability to motivate, influence others, and build consensus, utilizing diplomacy and tact. Excellent organization skills and processes. Ability to respond positively and quickly to changing circumstances and priorities. Quickly and easily builds relationships with individuals at all levels. Committed to mentoring, developing, and helping others succeed, and to developing and retaining top talent. Committed to continuous learning and professional development, both personally and for employees. Gifted at developing viable options and delivering practical solutions to complex issues. Pragmatic problem solver. Models and employs diversity and inclusion best practices. Effectively prioritizes workload, manages projects, and handles responsibilities, meeting short and long-term deadlines. Possesses critical thinking, follow through and execution. Exercises discretion, professionalism, and confidentiality. Excellent computer skills and knowledge of MS Office Suite. Proficient with Outlook, especially Excel and PowerPoint. This is a hybrid role and will require on-site presence 4 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $108,000 - $170,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

Our client, a leading manufacturer and logistics service provider with a focus on quality, customer service, and company culture is seeking an HR Manager (Individual Contributor) for a direct hire role in Cincinnati, Ohio. This critical position is fully onsite and located west of downtown. Responsibilities Payroll Administration Maintain/Update Paycor payroll system and payroll records for 60+ employees Semi-Monthly Payroll processing Funding of 401K Contribution Ensure accuracy of all payments and employment taxes Process and set up child support and other garnishment deductions Maintain PTO tracking in the payroll system Employment Create/Maintain employment files Maintain/Review/Update new hire materials annually Complete employment verifications Assist and support department heads with recruitment Conduct pre-hire process, drug-testing, background checks Lead onboarding, new hire paperwork, benefits enrollment Benefits Administration Send monthly life insurance census to insurance provider Partner with broker on annual benefits renewal Oversee the annual benefits enrollment process for employees Maintain/Update all benefits systems Oversee HSA accounts Ensure accuracy of employee elections, deductions and coverage Maintain COBRA records Administer short and long term disability plans 401K Administration Plan administration of 401K plan Complete new 401K enrollments Semi-monthly funding of employee of employee contributions Maintenance of Fidelity PSW system Lead 401K Nondiscrimination Testing annually Bill Payment/Banking Upload insurance and vendor bills into system for payment Ensure payroll funds are transferred to cover payroll expense Process expense report payments and contractor payments Employee Relations Support all employee relations scenarios Advise managers and staff on employment issues and questions Maintain documentation of disciplinary actions and investigations as needed Seek legal advice/counsel on behalf of Company if needed Support facilities in Cincinnati and Canton, OH, Indianapolis, IN, with occasional, planned travel to Canton and Indianapolis each year Administrative / Executive Support Maintain/Review/Update policies, employee handbook and job descriptions as needed. Purge records when necessary Assisting in creating, maintaining reporting for CEOs Scheduling for hotel/ conferences/ dinner reservations during exhibits/ meetings/ events for large parties. Other projects, support as needed Key Requirements 4-year degree in HR or related field HR Certification(s) a plus 5 or more years of multi-faceted HR experience Strong focus on supporting company culture, employee engagement and continuous improvement Passion for Human Resources and it's impact on the company Technically savvy working in and supporting a variety of HR and related systems and tools along with MS Office. Base Salary: $70,000-$80,000 with bonus potential. Final determination of salary will be based on an evaluation of experience, education, budget, etc.

TITLE: HR Manager ABOUT THE JOB: Don't miss this great opportunity to work for a very stable and growing company. As a Human Resource Manager, you will report directly to the Chief Administrative Officer. You will perform critical tasks and responsibilities including recruiting, employee relations, training, new-hire orientation, onboarding, maintaining personnel files, coordinating the payroll process and administering employee benefit plans. PERKS & BENEFITS: Excellent benefits and annual bonuses SKILLS & QUALIFICATIONS: 5 years of HR experience preferred. Knowledge of California State and Federal employment laws. Payroll experience is highly preferred 4-year degree is highly preferred HR Management Certification through PHR/SPHR programs. Intermediate to advanced proficiency in MS Office products including Access. HOW TO APPLY: Send a Microsoft Word version of your resume to Kristin Sweeney at AppleOne. *********************

About us Zara offers the latest fashion trends for all. An international brand with stores in the main cities of the world and online. Our business model is centered in our customers, constantly adapting to their needs. We love what we do. Teamwork, passion, curiosity, diversity, sustainability, creativity and humility are our daily motivation. Does it sound like you? Maybe you are a Zara person. Key Responsibilities - Definition and monitoring/control of budgeted hours and productivity. Analysis of HR ratios: rotation, absenteeism, etc. - Ensuring compliance with the company's wage policy to guarantee that it is consistent with the market and aligned with corporate policy - Managing social relations while respecting the country's labor context and in line with the Group's policies and strategies - Overseeing and guaranteeing compliance with Health & Safety regulations to ensure safety in the stores - Guaranteeing openings, from the good selection of teams to proper reception and training. Visiting stores to support sales through compliance with HR policies and the support and monitoring of the area team - Ensuring that candidate selection processes are conducted in an optimal manner in cooperation with the Recruitment Team - Coordinating training to guarantee the good evaluation and development of store staff with a view to ensuring a workforce made up of professionals suited to the company's needs. - Development and implementation of the projects required to foster internal promotion - Being an ambassador for the corporate culture through internal and external communication aligned with the Group's Corporate policy, to safeguard our employer brand. Establishing measures for analyzing and improving the work environment - Organizing the tasks and responsibilities of the members of their team to ensure optimal results - Aligning HR goals and strategies, especially with Retail director Qualifications - Must have 3+years of managerial experience - Human Resources certification or the equivalent studies preferred - High level of IT skills (Ms Excel) - Highly organized and able to work in fast paced environment - Results oriented with strong communications skills - Must be a self-starter with the ability to manage multiple projects at one time - Ability to motivate others - Analytical and problem-solving skills - Self-motivated, self-disciplined, proactiveness, and forward-looking approach - Flexible to travel, autonomy, and adaptation to change - People orientated - Strong conflict management skills - Bilingual Spanish preferred What we offer In addition to a competitive salary, you will also receive 25% discount to buy the latest trends in any of our brands and a variety benefit package where you can find a wide range of discounts. Our internal talent is our greatest asset, and we are proud of offering internal promotion programs where you will find opportunities to grow, e-learning and training programs as well as social projects to get involved and contribute to a better society, and much more! Annual compensation range: $105,000 - $120,000 + discretionary bonus * Zara, in good faith, believes that this posted rate of compensation is the accurate range for this role at this location at the time of this posting. This range may be modified in the future. Actual compensation within that range will be dependent upon the individual's skills, experience, qualifications, and applicable laws. Zara USA, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender, gender identity, gender expression, disability, age, citizenship status, veteran status or any other characteristic protected by applicable federal, state or local laws. EOE/DFW

The HR Manager is responsible for providing support to managers and employees regarding HR policies and practices, researching and/or investigating concerns, and making recommendations that promote positive employee relations. The main area of responsibility is to serve as a resource to management and employees in solving day-to-day workplace matters. This position will also support HR functions in training, recruiting, and seniority. COMPENSATION: The salary range for this position is $72,000 - $80,000. If both numbers are the same, that is the amount that Aramark expects to offer. This is Aramark's good faith and reasonable estimate of the compensation for this position as of the time of posting. BENEFITS: Aramark offers comprehensive benefit programs and services for eligible employees including medical, dental, vision, and work/life resources. Additional benefits may include retirement savings plans like 401(k) and paid days off such as parental leave and disability coverage. Benefits vary by location and are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works. For more information about Aramark benefits, click here Aramark Careers - Benefits & Compensation. There is no predetermined application window for this position, the position will close once a qualified candidate is selected. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law, including, but not limited to, the Los Angeles County Fair Chance Ordinance for Employers, the California Fair Chance Act, and the San Francisco Fair Chance Ordinance to the extent that those laws apply to the opportunity. Job Responsibilities Resolve general employee relations issues; provide direction and recommendations to all levels of leadership, ensure fairness and consistency of policy and practice. Provide consultation to managers on policies and compliance regarding employment-related matters. Investigate and resolve employee complaints, issues, and concerns regarding employment practices originating from the employee hotline and other sources. Conduct interviews and prepare relevant documentation using investigation guidelines. Recommend appropriate resolution of complaints, develop action plans and follow up to ensure completion. Interact with internal (COs, Field HR) and external resources (vendors) to acquire needed information to lead work to completion. Coordinate all leave of absence cases to include general administration, comprehensive case management, and compliance with all related policies and employment laws. Review dashboard metrics daily to optimize efficiency and ensure work is completed in accordance with service level agreements (SLAs) Assist with HR projects and initiatives as the need arises; audit SharePoint site to ensure information is current and accessible. Assist with employee transportation using a company vehicle as well as lead recreation programs on site. Assist with operations of employee housing including assignments, cleaning, organizing, and inspecting rooms Lead employee orientations and perform administrative duties in regards to employee processing At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. To meet our commitments, job duties may change or new ones may be assigned without formal notice. Qualifications 3+ years of experience in employee relations or related experience Bachelor's degree in HR or a equivalent experience required Strong written and verbal communication skills; able to communicate with tact and diplomacy Ability to influence others on policies, practices, and procedure Effective at capturing and synthesizing information from multiple parties Solid understanding of employment laws Ability to handle sensitive and highly personal information daily and maintain confidentiality in a mature and insightful manner Proficient in Microsoft Office and experience with case management technology preferred Valid US Driver's License and ability to operate a company vehicle. Ability to lift up to 25lbs Ability to stand for long periods of time Ability to work all shifts Education About Aramark Our Mission Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About Aramark The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at ***************************** or connect with us on Facebook, Instagram and Twitter. Nearest Major Market: Merced

| 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 detail-oriented and organized HR Administrator to support day-to-day human resources operations in a manufacturing environment. This role provides administrative support across multiple HR functions, including employee records, onboarding, benefits administration, payroll coordination, and compliance. The ideal candidate is highly organized, confidential, and comfortable supporting a diverse workforce in a fast-paced manufacturing setting. Key Responsibilities Maintain accurate employee personnel files and HR records (electronic and physical) Support onboarding and offboarding processes, including new hire paperwork, orientations, and system access Assist with benefits administration, enrollments, changes, and employee inquiries Coordinate with payroll to ensure accurate employee data, timekeeping, and reporting Track attendance, leave, and time-off requests in HR systems Support recruitment administration, including job postings, interview scheduling, and candidate communication Assist with compliance reporting, audits, and documentation (OSHA, I-9, EEO, FMLA, etc.) Respond to employee HR-related questions and route issues appropriately Prepare HR reports, spreadsheets, and presentations as needed Support employee engagement initiatives, training coordination, and company events Required Qualifications High school diploma or equivalent (Associate's or Bachelor's degree in HR or related field preferred) 2-4 years of HR administrative or office administration experience Experience in a manufacturing, industrial, or operations environment preferred Knowledge of basic HR policies, procedures, and employment practices Proficiency in Microsoft Office (Excel, Word, Outlook) Experience with HRIS and timekeeping systems Strong attention to detail and organizational skills Ability to handle confidential information with discretion Preferred Qualifications Experience supporting hourly and salaried employee populations Familiarity with labor law compliance and HR documentation requirements Bilingual (English/Spanish) a plus HR certification (PHR, SHRM-CP) preferred For immediate consideration, apply today! Equal Opportunity Employer / Disabled / Protected Veterans The Know Your Rights poster is available here: *********************************************************************************** The pay transparency policy is available here: ******************************************************************************************** For temporary assignments lasting 13 weeks or longer, AppleOne is pleased to offer major medical, dental, vision, 401k and any statutory sick pay where required. We are committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation for any part of the employment process, please contact your staffing representative who will reach out to our HR team. AppleOne participates in the E-Verify program in certain locations as required by law. Learn more about the E-Verify program. ********************************************** Contents/E-Verify_Participation_Poster_ES.pdf We also consider for employment qualified applicants regardless of criminal histories, consistent with legal requirements, including, if applicable, the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance. Pursuant to applicable state and municipal Fair Chance Laws and Ordinances, we will consider for employment-qualified applicants with arrest and conviction records, including, if applicable, the San Francisco Fair Chance Ordinance. For Los Angeles, CA applicants: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Job Title:- HR Generalist (May go Longer) Work Hours:- First Shift (07:00 AM to 03:00 PM Mon- Fri) Job Description:- is located in Napoleon, Ohio and is a brownfield start up. Job Duties and Responsibilities • Lead talent acquisition and talent management activities for hourly personnel (temporary services, direct hire personnel and internal talent activities) including pre-employment and on-boarding process. • Lead HR with various administrative responsibilities including the areas of on-boarding, orientation, transfer, exit, and assignment changes. • Work with supervisors to update and maintain HR database for employee lifecycle including hiring system, onboarding, and organizational changes. • Generate HR analytical reports and metrics using HRIS system. • Maintain employee personnel records & Bulletin board material • Assist with employee engagement initiatives to promote an engaged and empowered workforce. • Respond to day-to-day HR employee inquiries and request • Assist with workplace investigations and issue discipline where deemed necessary. • Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. • Assist with bargained positions job postings, job bidding process including candidates' suitability for position. Provides notification of successful bidder(s) to union, Team Member, and management. • Administers human resources policies, procedures and programs, including FMLA, disability, tuition reimbursement, safety, work conduct, etc • Manage & complete hourly payroll and attendance processes. • Will be required to perform other duties as requested, directed, or assigned. • Understanding of HR law including FMLA, AADA, HIPPA, EEOC, ADEA, NLRA, ERISA, OSHA, and FLSA. • Excellent written & oral communication skills. • Strong team building & people skills including the ability to resolve conflicting interests & obtain cooperation. • Strong interpersonal skills & ability to easily build credibility with internal customers & associates. Organizational skills - ability to manage high workload of data and multitask proficiently. • Proficiency in Windows environment, including Word, PowerPoint, Excel, Microsoft Outlook.? SAP or other HR systems experience a plus. • Minimum of 3-5 years' HR experience in a manufacturing environment. • Education: minimum of a 4-year degree (BA or BS) in applicable area or education and experience equivalent.

HR Coordinator / Recruiter Contract: 1-3 Months Our client is seeking a detail‑oriented HR Coordinator/Recruiter to support high‑volume administrative and recruitment activities during a short‑term project. This role is ideal for someone who enjoys a fast‑paced environment, communicates clearly, and can manage multiple tasks while maintaining strong organization and candidate experience. Responsibilities • Assist with full‑cycle recruiting support, including job postings, resume screening, interview scheduling, and candidate communication • Facilitate onboarding tasks such as new‑hire paperwork, I‑9s, background checks, and orientation coordination • Maintain accurate data in HRIS/ATS systems and track hiring activity • Support HR team with documentation, file audits, reporting, and general administrative tasks • Serve as a point of contact for candidates and employees, ensuring timely and professional communication • Coordinate recruitment logistics with hiring managers and provide status updates • Assist with special HR projects as needed throughout the contract period Qualifications • 1+ year of experience in HR coordination, recruiting, or related administrative support • Strong attention to detail and ability to manage competing priorities • Excellent verbal and written communication skills • Experience using HRIS or ATS systems (any platform acceptable) • Ability to maintain confidentiality and handle sensitive information • Available for onsite work in Redlands, CA for the duration of the contract Contract Details • Duration: 1-3 months • Schedule: Full‑time, standard business hours • Location: Onsite in Redlands, CA Pay rate: $21 to $22 per hour 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

a { text-decoration: none; color: rgba(70, 79, 235, 1) } tr th, tr td { border: 1px solid rgba(230, 230, 230, 1) } tr th { background-color: rgba(245, 245, 245, 1) } Director of Human Resources Full Time l Onsite l Kern County Our client, a respected and growing organization in Kern County, is seeking an experienced Director of Human Resources to lead their HR functions. This is an exciting opportunity to join a stable company that values autonomy and offers a collaborative environment. As the Director of Human Resources, you will play a key role in shaping HR strategy and supporting organizational growth. Why Join Our Client Great office space and a professional work environment Autonomy in the workplace with the ability to influence HR strategy Comprehensive medical, dental, and vision benefits with family coverage options 401(k) plan with competitive match and no waiting period Up to 3 weeks of vacation plus paid holidays Be part of a well-known, respected organization in the region Compensation: $110,000 - $140,000 Key Responsibilities Lead and manage all aspects of human resources, including recruitment, employee relations, performance management, and compliance Develop and implement HR policies and procedures aligned with organizational goals Partner with leadership to support workforce planning and talent development Oversee benefits administration and ensure competitive offerings Ensure compliance with federal, state, and local employment laws Drive initiatives to enhance employee engagement and retention Serve as a trusted advisor to management on HR-related matters Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred Minimum of 7 years of progressive HR experience, with at least 3 years in a leadership role Excellent communication, leadership, and problem-solving skills #LI-TM7

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 Information Systems (Workday), 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.

Full-time Description About Direct Edge Direct Edge is a growing and innovative visual display company. We design and deliver high-impact visual display solutions that help brands stand out and connect with their audiences. Headquartered in Anaheim, California and with operations across Orange County, CA; Denver, CO; and Dallas, TX, we are scaling rapidly and investing in our people, culture, and leadership to support our next phase of growth. By joining us, you will have the opportunity to shape the people strategy of a growing, innovative company, have high visibility and impact as a key member of the executive leadership team and be a part of a collaborative culture with strong executive partnership. Job Summary The Director, Human Resources (HR) is a strategic executive leader responsible for shaping and executing Direct Edge's people strategy in alignment with business objectives. Reporting directly to the CEO and working in close partnership with the CFO, the Director of HR will lead all aspects of Human Resources across multiple U.S. locations, ensuring the company attracts, develops, and retains top talent while building a high-performance, values-driven culture. This role is both strategic and hands-on, ideal for a leader who thrives in a fast-growing, entrepreneurial environment and can scale people practices supporting operational excellence and financial discipline. Essential Duties and Responsibilities Strategic Leadership Serve as a trusted advisor to the CEO and executive team on organizational design, workforce planning, leadership development, and culture. Partner closely with the CFO to align people strategy with financial planning, compensation structures, benefits, and long-term growth goals. Develop and execute a scalable HR strategy that supports business expansion and operational efficiency. Talent & Organizational Development Lead talent acquisition, onboarding, performance management, succession planning, and leadership development initiatives. Build strong management capabilities across all locations to support consistent performance and employee engagement. Culture & Employee Experience Strengthen and evolve Direct Edge's culture while maintaining agility and accountability. Oversee employee engagement, communication, and change management initiatives across all locations. Ensure a positive, compliant, and high-trust employee relations environment. HR Operations & Compliance Oversee all HR functions including compensation, benefits, payroll partnership, HRIS, policies, and compliance with federal, state, and local labor laws across multiple U.S. states. Ensure consistent yet flexible HR practices that respect local regulations and business needs. Lead and develop the HR team to deliver high-quality support to employees and leaders. Data & Insights Use people analytics and HR metrics to inform decision-making and measure the impact of HR initiatives. Partner with finance and operations to forecast workforce needs and optimize labor costs. Requirements Qualifications - Education, Experience, License/Certifications: 10+ years of progressive HR leadership experience, including senior or executive-level responsibility. Proven experience leading HR for multi-location organizations, preferably in manufacturing, production, and/or a growth-oriented environment. Strong business acumen with demonstrated success partnering with CEOs and CFOs. Deep knowledge of employment law and HR best practices across multiple states. Experience scaling HR infrastructure in a growing company. Bachelor's degree or equivalent experience required; advanced degree or HR certification (SPHR) preferred. Knowledge, Skills, and Abilities: Strategic thinker with a hands-on, solutions-oriented mindset Collaborative leader who builds trust across functions Comfortable operating in a fast-paced, evolving environment Strong communicator with the ability to influence at all levels Physical Requirements: This is largely a sedentary role, requiring the ability to remain in a stationary position for 50%+ of the time. The employee must be able to move around the office or to tour/visit warehouse and manufacturing facilities and to access files and equipment, lift/move up to 10 lbs. of office supplies, and operate a computer, telephone, and other office machinery. Requires close visual acuity for computer work and excellent hearing/speaking skills for communication. Compensation: The base compensation range for this full-time position is $120,000 - $175,000 per year plus benefits. Compensation ranges are determined by various factors, including role, experience, and location. The pay range displayed reflects the minimum and maximum target for new hire salaries for this position. Within the range, actual individual compensation is determined by various factors, including location, job-related skills, experience, and relevant education or training.

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. Work Schedule: This position is 100% on-site Monday through Friday. Normal work hours are 8am to 5pm 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) * Flexible paid time off for vacation and personal time, in accordance with Company policy * 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.