Senior Human Resources Manager jobs at Greif - 1220 jobs

A beauty retail company is seeking a Senior HR Compliance Manager to lead the HR compliance strategy for the US and provide consultative guidance for Canada. The ideal candidate will have at least 10 years of HR experience, including leadership roles, and be responsible for developing compliance programs aligned with legal standards. This strategic role requires exceptional analytical and communication skills. An attractive salary range of $127,000.00 - $169,500.00 is offered, along with additional benefits and opportunities for growth. #J-18808-Ljbffr

At Sephora we inspire our customers, empower our teams, and help them become the best versions of themselves. We create an environment where people are valued, and differences are celebrated. Every day, our teams across the world bring to life our purpose: to expand the way the world sees beauty by empowering the Extra Ordinary in each of us. We are united by a common goal - to reimagine the future of beauty. The Opportunity At Sephora, our people create and drive our success. We know that bringing the best beauty products, services, tools, and experiences to our clients means finding, training, and engaging the absolute best talent in the industry. Our HR teams invest heavily in our talent, both at our corporate headquarters and in Sephora stores. We strongly believe (and our actions prove it!) that our people are our best asset, and we work every day to arm them with the knowledge and tools not just to get the job done, but to feel inspired and fearless while doing it. Your role at Sephora As a Senior HR Business Partner, you will serve as a strategic advisor and thought partner to senior executives, shaping people strategies that accelerate business performance, cultivate a culture of belonging, and future-proof Sephora's talent organization. You will translate business priorities into actionable people plans that drive growth, innovation, and employee engagement at scale. Reporting to the Director, HR Business Partner, you'll take full ownership of Sephora's Technology business unit, proactively advising on organizational design, workforce planning, leadership development, and change management. You'll bring a data-driven mindset and strong business acumen to help leaders make sound decisions on structure, succession, compensation, and culture. Responsibilities Influence and drive strategy - Serve as a trusted advisor to business leaders, using data, insight, and sound judgment to shape strategies around organizational design, talent planning, and business transformation. Champion organizational effectiveness - Design agile, scalable structures that align talent capabilities with Sephora's strategic growth priorities, while embedding diversity, equity, and inclusion into every stage of the employee experience. Lead talent strategy and succession - Guide executive-level programs, including talent reviews, career pathways, leadership assimilation, succession planning, and development frameworks that strengthen Sephora's leadership bench. Cultivate leadership excellence - Coach leaders to strengthen team effectiveness, manage change with empathy, and foster a culture of accountability, collaboration, and innovation. Drive engagement and performance - Partner cross-functionally to evolve recognition, total rewards, and development initiatives that promote engagement, retention, and peak performance. Lead through change - Serve as a catalyst for transformation, helping leaders and teams navigate organizational change, scale new operating models, and embed future-ready HR practices. Integrate data and insights - Leverage people analytics to inform business decisions, identify trends, and create measurable impact across the employee lifecycle. Collaborate across HR centers of excellence - Partner closely with Total Rewards, Talent Acquisition, Learning & Development, and Employee Relations to deliver integrated and forward-looking HR solutions. Demonstrate our Sephora values of Passion for Client Service, Innovation, Expertise, Balance, Respect for All, Teamwork, and Initiative. Qualifications 5-8 years of progressive HR Business Partner experience, including partnering with VP and C-suite leaders in complex, high-growth environments (retail industry experience a plus). Proven success in shaping strategic people agendas - from organizational redesign to workforce planning, succession management, and leadership development. Deep experience in employee relations, change management, and executive coaching, with a track record of resolving challenges with empathy and sound judgment. A strategic, data-driven, and consultative mindset, capable of translating insights into actionable recommendations that drive measurable results. Strong influencing and relationship-building skills, with the ability to earn trust at all levels of the organization. Exceptional problem-solving and critical-thinking abilities, with comfort navigating ambiguity and leading through change. Bachelor's degree in Human Resources, Business Administration, or related field; advanced certification (PHR, SPHR, SHRM-SCP) preferred. #LI-SR1 The annual base salary range for this position is $151,810.00- $169,670.00. The actual base salary offered depends on a variety of factors, including the applicant's qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; other legitimate, non-discriminatory business factors specific to the position; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses. Sephora offers a generous benefits package to full-time employees, which includes comprehensive health, dental and vision plans; a superior 401(k) plan, various paid time off programs; employee discount/perks; life insurance; disability insurance; flexible spending accounts; and an employee referral bonus program. While at Sephora, you'll enjoy… The people. You will be surrounded by some of the most talented leaders and teams - people you can be proud to work with. The learning. We invest in training and developing our teams, and you will continue evolving and building your skills through personalized career plans. The culture. As a leading beauty retailer within the LVMH family, our reach is broad, and our impact is global. It is in our DNA to innovate and, at Sephora, all 40,000 passionate team members across 35 markets and 3,000+ stores, are united by a common goal - to reimagine the future of beauty. You can unleash your creativity, because we've got disruptive spirit. You can learn and evolve, because we empower you to be your best. You can be yourself, because you are what sets us apart. This, is the future of beauty. Reimagine your future, at Sephora. Sephora is an equal opportunity employer and values diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, ancestry, citizenship, gender, gender identity, sexual orientation, age, marital status, military/veteran status, or disability status. Sephora is committed to working with and providing reasonable accommodation to applicants with physical and mental disabilities. Sephora will consider for employment all qualified applicants with criminal histories in a manner consistent with applicable law. #J-18808-Ljbffr

Job Type: Full Time Regular Job Function: Human Resources Remote Eligible: Yes Belong to Something Beautiful At Sephora, beauty is about feeling seen, valued, and empowered, individually and collectively. It is connecting deeply with others, celebrating diversity and inclusivity, unlocking your potential, and making a difference every day. Together, we belong to something beautiful. Your Role at Sephora: Ready for a career glow up? As Human Resources Business Partner, you'll be a strategic advisor driving performance excellence and leadership growth. The work you do will shape the employee experience, fostering an inclusive, high-performing culture where people thrive. You'll influence talent strategies and organizational decisions that elevate engagement, retention, and overall business success, while providing dedicated HR support to Sephora's Asset Protection team. What You'll Do: Partner with Regional and District Asset Protection leaders to align HR strategies with business goals and deliver measurable impact. Drive performance management processes that empower leaders and elevate team effectiveness. Lead talent reviews, succession planning, and leadership coaching to build future-ready teams. Champion an exceptional employee experience by fostering an inclusive culture and engagement strategies that boost retention. Analyze HR data and trends to influence decisions and implement solutions that improve organizational performance. Ensure compliance and integrity in employee relations, investigations, and leave/accommodation processes. What You'll Bring: 5+ years of progressive HR experience, including 3+ years as an HRBP (retail or multi-unit preferred), with proven success in shaping performance and engagement strategies. Retail HR experience strongly preferred; experience supporting Asset Protection a plus. Expertise in performance management, succession planning, employee relations, compliance, and LOA processes. Ability to influence leaders and drive organizational change while building strong relationships across all levels. Strong analytical skills to interpret HR metrics and tell a compelling story with data that informs strategic decisions. Bachelor's degree in Human Resources or related field preferred; PHR/SPHR or SHRM-CP/SHRM-SCP certifications a plus. A passion for creating an exceptional employee experience and fostering a culture of inclusion and high performance. Ability to travel 25-40% within assigned market and work in a hybrid environment (2-3 days in office). What You'll Get: The annual base salary range for this position is $132,000.00- $147,000.00 The actual base salary offered depends on a variety of factors, which may include, as applicable, the applicant's qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; other legitimate, non-discriminatory business factors specific to the position; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses.This job will be posted for a minimum offivedays. CaringCommunity.You'llcollaborate with teammates who are equally passionateabout innovatinganddrivingthe industry forward - together, united in beauty. Fulfilling Path.Your career transformation starts here, with opportunities that will challenge,stretchand develop your skills. Meaningful Work.As you make an impact onbeauty,you'llfeel and see the positive change (consumer, industry,andsocial)thatyourindividual voice is a part of. Some benefits have eligibility requirements and may depend on job classification and length of employment. Health.Choose a healthcare plan to fit you and your family's needs withmedical,dental, and vision coverage.Sephora also fully covers our employees' disability and life insurance. Wealth.We offer a competitive 401k with4%match as well as FSA and HSA programs. We also offer a Student Debt Retirement plan, where your student loan paymentsqualifyto earn the 401k match from Sephora. Balance.You'llempoweredto find the perfect blend of work/life balance thatactuallyworks for youwith PTO, flexibility,protectedleave, and more. Growth.Career growthis built into every role, with access to training,development,and tuition reimbursement. Perks.Thinkyou'vetried it all? Enjoya30%discount on all merchandise/services, opportunities forfreeproductor “gratis,”and flash sale discountson LVMHbrandproducts. Support.Join a team thattruly cares- with free mental health and financial coaching resources with 24/7 access to Modern Health and Financial Finesse. Plus, volunteer and donation matching. Sephora values a diverse and inclusive workplace and considers all applicants without regard to sex, pregnancy, race, color, national origin, gender (including gender identity and gender expression), age, religion, sexual orientation, military/veteran status, disability, or any other protected category. Sephora is committed to providing reasonable accommodation to applicants with disabilities or other medical conditions. Sephora will consider all qualified applicants, including those with arrest and conviction records in a manner consistent with the requirements of all applicable laws, including the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act. JoinUs and Belong to Something Beautiful #J-18808-Ljbffr

HR Total Rewards Analyst (Benefits and Compensation Analyst) Join Our Pack at Phillips Pet! At Phillips Pet, we're passionate about pets-and the people who love them. As a Benefits and Compensation Analyst, you'll play a key role in shaping competitive, compliant, and meaningful rewards programs that help our team thrive. If you're analytical, detail-oriented, and excited to make an impact in a growing organization, this is your chance to join a company that values innovation, collaboration, and care. What You'll Do Design Competitive Pay Structures: Analyze salary ranges, incentive programs, and market data to keep Phillips Pet ahead of the curve, utilizing salary.com Generate Compliance Reports: Support internal and external audits with accurate documentation. Perform Compliance Tasks: Handle 5500 filings, 401(k) audits, and discrimination testing. Drive Insights: Create dashboards and reports that help leadership make data-driven decisions. Administer Benefit Plans: Ensure compliance with federal and state regulations while managing health, retirement, wellness, and leave programs to support our associates. Work Within Our ATS: Use Dayforce to manage HR processes and maintain data accuracy. Collaborate & Communicate: Partner with HR and leadership to deliver clear, engaging compensation and benefits messaging. What We're Looking For Bachelor's degree in HR, Business, Finance, Economics, or related field. 1-3 years of experience in compensation, benefits, or HR analytics. Strong analytical skills and attention to detail. Proficiency in Excel and HRIS systems (Dayforce and Salary.com preferred). Knowledge of compensation principles and benefits programs. Bonus Points For: Experience with compensation surveys and benchmarking tools. Familiarity with employment and benefits regulations. Professional certifications (CCP, CBP, SHRM-CP). Experience creating reports or dashboards. Key Competencies Analytical Thinking Attention to Detail Problem-Solving Communication Skills Collaboration Confidentiality Technical Proficiency Regulatory Knowledge Why Phillips Pet? Pet-Friendly Culture: We love pets as much as you do! Growth Opportunities: Be part of a dynamic team where your ideas matter. Comprehensive Benefits: Health, retirement, wellness programs, and more. Impact: Help shape programs that make a real difference for our associates. Ready to join a company that cares for pets and people? Apply today and bring your expertise to Phillips Pet! INDPPFS

Oldcastle APG, a CRH Company, is North America's leading provider of innovative outdoor living solutions that enable customers to Live Well Outside. The manufacturer's portfolio of premier building products inspires endless possibilities while providing enduring outdoor spaces where people can connect, reflect and recharge. Award-winning brands include Belgard hardscape, Echelon Masonry, MoistureShield composite decking, RDI railing, Catalyst™ Fence Solutions, Sakrete packaged concrete, Amerimix mortar, Pebble Technology International pool finishes, Lawn & Garden mulches and landscape features, and Techniseal sands and sealant technologies. Job Summary As an HR Generalist, you will play a vital role in supporting the businesses human resources functions. You'll be responsible for managing various aspects of the employee lifecycle, ensuring compliance with regulations, and contributing to talent management initiatives. Additionally, you'll collaborate closely with the HRIS team to capture policies and drive consistent best practices across the organization. Job Location This is an onsite role based at our site in Greensboro, NC. Job Responsibilities Employee Lifecycle Management: Handle tasks related to employee onboarding, talent development, and offboarding while ensuring a smooth transition for employees throughout their employment journey. Compliance and Best Practices: Stay informed about federal, state, and local laws and regulations related to HR. Recommend best practices and attend webinars to keep up-to-date with industry trends and new technologies. Collaborate with the HRIS team to implement and maintain compliant processes. Talent Management and Succession Planning: Support talent review processes through preparing and consolidating material in partnership with each of the functional areas; ensuring recording of Talent Review in SuccessFactors. Assist in talent development efforts to align business needs with employee development. Employee Support: Address employee inquiries and concerns related to HR matters. Escalate complex issues as needed to ensure timely resolution to the HR Director. Record Keeping and Documentation: Maintain accurate personnel records using appropriate technologies. Ensure compliance with data privacy and security guidelines. Cross-Departmental Collaboration: Liaise with other departments to coordinate HR-related activities. Foster effective communication and collaboration across the corporate office in partnership with the communications team. Event Coordination and Materials Preparation: Schedule HR-related meetings, trainings, and events. Prepare materials and resources for these sessions. HR Projects and Initiatives: Assist in talent development initiatives, including employee check-ins, exit interviews, and surveys. Contribute to ad hoc HR projects as needed to support organizational growth. Support the Corporate Office's Summer Internship Program including recruiting, onboarding, event planning and offboarding. Job Requirements Bachelor's degree in Human Resources, Business Administration, or related field. Strong understanding of HR principles, employment law, and compliance. Excellent communication skills and ability to work collaboratively. Proficiency in using HRIS systems and other relevant technologies. What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! Oldcastle APG, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.

Kondex Corporation - Lomira, Wisconsin Lead HR Strategy at a Manufacturing Innovator Rooted in Midwest Values Kondex Corporation is seeking an exceptional Vice President of Human Resources to join our executive leadership team as the senior HR leader. This is a rare opportunity to own the HR function while partnering directly with the President and senior leadership to shape organizational strategy at a privately held manufacturing company that combines entrepreneurial agility with long-term thinking, cutting-edge innovation with Midwest integrity. About Kondex Located in Lomira, Wisconsin, Kondex Corporation has earned international recognition as an innovator in high-performance cutting and wear-resistant components serving the agriculture, construction, and commercial turf care industries. Our success is built on a foundation of precision engineering, vertical integration, advanced manufacturing, and an unwavering commitment to our customers, associates, and community. What Sets Us Apart: Entrepreneurial Private Ownership - Strategic, long-term decision-making unencumbered by quarterly earnings pressure Sustained Investment in Growth - Two 60,000 square foot facility expansions since 2010, including a state-of-the-art heat-treating system Industry-Leading Innovation - First in our industries to deploy laser-additive manufacturing; holder of 25+ patents; recipient of multiple innovation awards; designated supplier of the year by major OEM Vertically Integrated Operations - Complete process control that drives quality, customer satisfaction, and exceptional internal career growth opportunities Diversified Market Presence - Multiple sales channels including major OEMs, distributors, and end users providing stability and growth Employment Stability - A proven track record of weathering economic cycles while maintaining our team Our culture is grounded in trust, respect, humility, ethics, honesty, accountability, and safety-values that aren't just words on a wall, but the way we operate every day. The Executive Opportunity As Vice President of Human Resources, you will hold a seat at the executive table, functioning as a strategic business partner who translates organizational vision into people strategies. This is not an HR administration role, it's an opportunity to influence business direction, shape culture, and build the organizational capability required for sustained growth. Strategic Leadership & Business Partnership Function as a member of the senior management team with direct access to ownership and the President Serve as a trusted advisor on all matters affecting organizational effectiveness, talent, and culture Provide executive coaching to senior leaders, strengthening their leadership capabilities while reinforcing cultural values Act as the "eyes and ears" of the organization, representing associates to leadership and leadership to associates Talent & Organizational Excellence Lead innovative talent acquisition strategies that position Kondex as an employer of choice in competitive markets Architect succession planning, leadership development, and organizational design initiatives that support growth Create and execute programs that drive engagement, empowerment, accountability, and performance at all levels Develop long-term talent pipelines aligned with business and organization priorities Culture Steward & Change Leader Champion and advance the Kondex culture, ensuring values are embedded in every policy, practice, and decision Navigate organizational evolution with wisdom, managing change and stress as the business grows Act as confidant and counselor to associates at all levels, building trust and fostering open communication HR Operations & Team Development Provide strategic oversight of all HR functions including compensation, benefits, performance management, compliance, payroll, HRIS, and safety Build and develop a high-performing HR team capable of scaling with the organization Establish HR metrics that drive accountability and demonstrate impact on business outcomes Ensure full compliance with all employment regulations Requirements What We're Seeking Professional Background 15+ years of progressive HR leadership experience, with demonstrated impact at the executive level Proven success as an HR business partner in a growth-oriented manufacturing or industrial environment Experience building and leading HR teams through organizational scaling Strategic thinker with the ability to translate business strategy into people initiatives Bachelor's degree in Human Resources, Business, or related field; Master's degree or professional certifications (SPHR, SHRM-SCP) strongly preferred Leadership Profile Strategic yet hands-on - Comfortable setting vision while rolling up your sleeves when needed Influential communicator - Ability to coach, counsel, and challenge senior leaders with diplomacy and impact Emotionally intelligent - Maintains composure under pressure while building trust across all levels Results-driven - Balances short-term execution with long-term organizational development Culturally aligned - Genuine belief in and commitment to Kondex values and team-based culture Why Kondex? Why Wisconsin? A Company Built for the Long Term At Kondex, you'll find something increasingly rare: a financially strong, privately held company making strategic investments for sustained growth rather than short-term gains. This is a team-based culture where every person matters, work-life balance is respected, and your contributions directly impact organizational success. The Wisconsin Advantage The Lomira area offers the quality of life that draws people to the Midwest and keeps them here. This is a place where you can afford an exceptional home, your commute is measured in minutes not hours, and your weekends are filled with activities, not recovery from stress. Outstanding Schools - Top-rated public-school systems and access to excellent universities Unmatched Recreation - World-class fishing, hunting, camping, boating, hiking, biking, and year-round festivals; every season brings new adventures Major Market Access - 60 minutes to Milwaukee, Madison, Green Bay, and the shores of Lake Michigan-major league sports, arts, dining, and entertainment within easy reach True Work-Life Balance - Short commutes mean more time with family, pursuing passions, and enjoying life outside work Four-Season Living - Experience the richness of distinct seasons and outdoor traditions that define Midwest living Competitive Compensation & Benefits Executive-level compensation package commensurate with experience Comprehensive benefits including health, dental, vision, and retirement plans including profit-sharing Relocation assistance for out-of-state candidates, as well as spousal career assistance, and area orientation services to ensure a smooth transition for you and your family. Ready to Lead with Impact? If you're an accomplished HR executive or one who is ready for the top position, who values integrity, thrives in entrepreneurial environments, and wants to make a lasting impact on a company where people truly matter, we want to meet you. Join Kondex Corporation as Vice President of Human Resources and help us build the future. Kondex is an Equal Opportunity Employer

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. Why This Role Matters IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. Deliverables include Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES Strategic HR Partnership and Enablement Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. Program Management for Enterprise Initiatives Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership Ability to bring clarity to ambiguity and deliver results through structure without adding complexity Systems thinking with the ability to understand how HR processes, structures and tools intersect. Skilled at balancing strategic business partnership with tactical follow-through Strong communication and facilitation skills with a bias for action and partnership Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. **ROLE PURPOSE** As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. **KEY RESPONSIBILITIES** _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership **REQUIRED EXPERIENCE AND CAPABILITIES** + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? **Total Rewards** The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. **Benefits Package** Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** **IDEX is an Equal Opportunity Employer** . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. **Attention Applicants:** If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. **Job Family:** Human Resources **Business Unit:** Corporate

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (*********************************************************** around the globe, chances are, we have something special for you. ROLE PURPOSE As IDEX grows and scale, our HR function is evolving to ensure we can meet the business needs with speed, consistency and a focus on enterprise-wide impact. The Director HR Operations and Program Management plays a central role in this evolution - bringing together strategic HR business partnership and operational discipline to move critical HR initiatives forward and connect the dots across the function. This role will serve as a thought partner and program leader within HR - connecting HR functions to support clarity and progress on enterprise-wide initiatives and helping functional leaders translate their strategies into movement. This role brings together strong HR business partnership capability with the disciplined program execution to ensure we build both practical and scalable solutions. This leader will work closely with HR Leadership and functional peers to support alignment, execution and integrated decision making across HR. They will provide thought partnership to functional HR leaders while helping shape and guide how our foundational processes, systems and structures scale with the business. This role is a highly engaged HR leader who can anticipate what's needed and see around corners, structure and guide execution and elevate how we work as a function all while fostering shared ownership across key stakeholders or groups. _Why This Role Matters_ IDEX HR must scale with the business through reducing complexity and clear focus. This role will help strengthen and connect initiatives across corporate HR, creating clarity on what matters most, and ensuring initiatives are led in a way that is practical, aligned and grounded in execution. By helping corporate HR leaders move functional objectives into functional initiatives, this role will enable HR to lead with focus and deliver value at speed. _Deliverables include_ + Partner with functional HR leaders to shape and move forward their move critical strategic priorities - especially initiatives that have enterprise-wide implications or cross-functional complexity. + An intentional, elevated rhythm of collaboration, planning and communication across corporate HR that leads to systematic HR initiative enablement + Visible traction towards a forward looking plan that connects HR systems, processes and compliance needs into one view + Provide steady program oversight on high-priority initiatives without pulling ownership away from functional leaders, rather being a trusted thought-partner to guide phasing, decision making and key stakeholder engagement. KEY RESPONSIBILITIES _Strategic HR Partnership and Enablement_ + Serve as a strategic thought partner to corporate HR and other functional leaders, helping them connect their priorities into a more integrated, enterprise-wide HR system. + Act as an internal integrator-identifying connections across HR initiatives and guiding leaders to align efforts, decision points and execution. + Support the VP, HR and other HR leaders by anticipating future needs, surfacing critical handoffs and helping teams make sense of interdependencies before they become bottlenecks + Bring a system thinking lens to HR initiatives helping translate individual workstreams into a cohesive roadmap that enables scale, consistency and strategic value. + Elevate alignment and execution across corporate HR by simplifying complexity and ensuring our growth focused evolution stays coordinated and practical. _Program Management for Enterprise Initiatives_ + Build and maintain practical, aligned roadmaps with functional owners - support prioritization, phasing and visible progress + Understand and surface dependencies, risks and execution milestones across initiatives without duplicating ownership or introducing bureaucracy + Work in partnership with functional peers to ensure enterprise-wide HR initiatives are coordinated and successful through thoughtful planning and change leadership REQUIRED EXPERIENCE AND CAPABILITIES + Minimum 10-15 years in corporate HR, HR business partnership or HR operations in progressive roles delivering scale + Proven success leading complex, cross-functional HR initiatives to evolve HR operations or support growth + Credible and collaborative with peers with the ability to influence across the HR function to drive aligned action without overall ownership + Ability to bring clarity to ambiguity and deliver results through structure without adding complexity + Systems thinking with the ability to understand how HR processes, structures and tools intersect. + Skilled at balancing strategic business partnership with tactical follow-through + Strong communication and facilitation skills with a bias for action and partnership + Project Management (PMP or equivalent) or Change Management (Prosci or equivalent) certification helpful but not required Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $154,700.00 - $232,100.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer . IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application. Job Family: Human Resources Business Unit: Corporate

Title: Vice President of Human Resources Reports to: Chief People Officer About the Company At BMG Money, our mission is to provide access to affordable and responsible credit for underserved consumers facing unexpected expenses. We all share one vision- Redefining lending through technology, where underserved individuals can thrive financially through forward-thinking, responsible, and innovative financial solutions. Job Summary The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Key Responsibilities Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Drafts and implements the organization's staffing budget, and the budget for the human resource department. Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT), mitigating risk across both jurisdictions. Champion a unified company culture that bridges the US and Brazil offices, creating programs that respect local nuances while aligning with corporate values. Oversee recruitment strategies for both regions, managing the complexities of cross-border hiring, visa/sponsorship requirements, and localized compensation benchmarking. Direct the company's administrative functions, supervising office managers and administrative assistants to ensure seamless day-to-day operations in all locations. Establish standard operating procedures (SOPs) for non-technical workflows, procurement of office supplies, travel policies, and vendor management. Serve as the primary point of contact for property management, lease negotiations, and space planning to accommodate growth in both the US and Brazil headquarters. Oversee the maintenance, security, and cleanliness of company buildings, ensuring all facilities meet health and safety standards (OSHA in the US and NR standards in Brazil). Design and maintain a physical work environment that boosts productivity and employee well-being, managing renovations, office layouts, and hybrid-work technology setups. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; Master's or law degree highly preferred. At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred. SHRM-CP or SHRM-SCP strongly preferred. Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Knowledge of Brazilian labor laws a plus

This opportunity is located within our AFB International business, the global science and technology leader in pet food palatability. We develop and produce a full range of liquid and dry palatability enhancers using high-quality ingredients proven to optimize companion animal response and consumption. Click here to learn more. Job Description About AFB International: AFB International is a global leader in pet food palatability, partnering with manufacturers to develop high-performance palatants that make food, treats, and supplements taste great for dogs and cats. With headquarters in St. Charles, Missouri, and facilities across North America, Europe, Latin America, and Asia Pacific, AFB combines scientific rigor with technical excellence to serve a diverse customer base. A subsidiary of Ensign-Bickford Industries, a long-standing privately held company with a diversified portfolio spanning science, technology, and manufacturing, AFB is also a dynamic, growth-oriented organization committed to operational excellence across global markets. We are seeking a transformative, high-energy HR leader to drive our people strategy, strengthen our culture of performance and innovation, and support our continued global growth. Role Summary: The Vice President of Human Resources will serve as a strategic business leader of the executive team, shaping and executing HR initiatives that enhance organizational performance, leadership development, and workforce engagement. The ideal candidate combines executive presence, business acumen, and an action-oriented mindset to accelerate strategy implementation, foster continuous improvement, and optimize talent across the enterprise. Key Responsibilities: Define and execute HR strategies that drive measurable business outcomes and support long-term growth. Lead programs across talent acquisition, leadership development, organizational design, succession planning, and M&A HR integration. Be a steward of our unique culture, operating system (EBOS) and Core Values. Act as a trusted and integral part of High Performing Leadership Team. Leverage HR analytics and key performance metrics (Time-to-Fill, Engagement Scores, Attrition, Succession White Space) to inform decisions, measure ROI, and elevate accountability. Champion continuous improvement initiatives in alignment with Core Value Drivers (Internal Fill Rate, Retention, On-Time Delivery & Quality, CAGR, OMX Expansion). Build and mentor high-performing HR and leadership teams to ensure sustainable organizational success. Qualifications & Experience: Senior HR executive with 7+ years of leadership experience at the Senior Director or VP level, ideally having led HR strategy for a $500M+ organization. Bachelor's degree in Human Resources or a related field; Preferred - Master's degree (MBA or Human Resources Management). Multi-industry and/or multi-business experience within continuous improvement environments Proven practitioner of structured problem-solving and continuous improvement methodologies, with a track record of addressing complex business challenges and driving measurable results. Strong global HR perspective, ideally managing teams across regions such as EU, Thailand, Brazil, or comparable markets. Exceptional business acumen, with the ability to translate operational needs into workforce strategies that deliver measurable business impact. High-energy, entrepreneurial leader with executive presence, unquestioned integrity, and a highly collaborative mindset. Why Join AFB International: Lead HR at a global, science-driven organization with a mission to make pet food and supplements taste great for pets worldwide. Shape organizational strategy and culture while partnering directly with senior executives. Drive initiatives that directly impact talent, performance, and long-term business success. Thrive in an innovative, high-energy, continuous improvement culture where your leadership will make a lasting impact. If you are a strategic, results-driven HR leader ready to make a meaningful impact in a global, growth-oriented organization, we encourage you to apply online and share your experience with us. AFB International is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to race, religion, color, sex, age, disability, sexual orientation, genetic information, national origin, or veteran status.

Director of Human Resources - Global Brands company - on site in Irvine - $130-170k plus bonus Our client is a fast growing, middle market company that represents some of the most respected brands in the world. This position is open due to growth and will report directly to the Vice President of Human Resources and will manage a small team. About The Role: Responsibilities include but are not limited to: HR Strategy/Planning: In partnership with the VP of Human Resources, develop and implement HR strategies aligned with the organization's goals. Mentor, inspire, facilitate professional development, training certification activities for HR team, act as backup to team as necessary. Training and Development: Identify training needs and coordinate development programs. Foster a culture of continuous learning. Employee Relations: Manage and address employee relations issues and ensure a positive work environment. Mediate and resolve conflicts between employees. Perform Workplace Investigations as needed. Performance Management: Design and implement performance management systems. Conduct performance reviews and provide feedback to employees. Compliance: Manage company compliance, stay informed about labor laws and regulations. Ensure HR policies and procedures comply with legal requirements. HR Policies and Procedures: Develop and update HR policies and procedures including employee handbook. Communicate policies to employees and ensure compliance. Lead continuous process improvement for efficiency. Benefits and Compensation: Administer employee benefits programs. Develop and manage compensation structures. Talent Acquisition and Management: Participate in talent acquisition processes, including interviewing and hiring as needed. HR Metrics and Reporting: Assist with key HR metrics. Generate reports to inform decision-making. Employee Wellness: Develop and implement wellness programs to support employee well-being. Address workplace health and safety concerns. Diversity and Inclusion: Promote diversity and inclusion initiatives within the organization. Qualifications, Skills, Experience: Education: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field Experience: Demonstrated success proven through steady career progression within varied HR roles for the last 7 - 12 years. Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite, HRIS, Payroll software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Skills: Strong leadership and communication skills. Knowledge of HR best practices and legal requirements. Ability to analyze data and make informed decisions. Strong computer technical skills with Microsoft Office products, HRIS and Payroll software. Enjoy working in a fast paced, high growth environment. Ability to work independently and as part of team. Professional, presentation skills a must. Certifications: Professional certifications such as SHRM-SCP or PHR, HRCI.

PURPOSE OF POSITIONAs the Director of Human Resources at Cemen Tech-a 100% employee‑owned leader in volumetric concrete technology-you'll serve as a strategic partner and cultural champion. You'll align human capital strategies with the company's mission of innovation, safety, quality, and empowerment in a manufacturing environment. This includes the ability to balance the day-to-day activities required in human resources for the approximate 160 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. In this role, you will be the catalyst behind a human-centered, strategy-oriented HR function-one that ensures Cemen Tech continues to thrive as an employee-owned manufacturing leader. ESSENTIAL DUTIES AND RESPONSIBILITIES The following duties are normal for this position. These are not to be construed as exclusive or all inclusive. Other duties may be required and assigned. More specifically, the person will: Strategic HR Leadership - Partner closely with executive leadership to design and execute HR initiatives aligned with organizational goals. Lead cultural transformation, workforce planning, and employee engagement strategies. Leads team of four HR and EHS business partners; driving all areas of human capital strategy and utilizing EOS to drive momentum. Acts as a strategic advisor to site leadership on all HR-related matters. Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline. HR Program Development & Execution - Develop, implement, and maintain HR policies, programs, and systems-covering recruitment, onboarding, total rewards, succession planning, and performance management-that support the business and comply with legal standards. Recruitment & Talent Management - Lead talent acquisition and retention strategy including recruitment pipelines, employee development programs, and succession planning to ensure a strong leadership bench. Develops HR team for the needs and future of the organization, along with personal growth goals to maintain a competent and thriving department, ensuring continuous growth. Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives. Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization. Employee Relations & Engagement - Foster a workplace culture grounded in the company's Core Values-Positive Mindset, Ingenuity, Accountability, Do the Right Thing, Engagement, and Safety-empowering employees as owners and advocates of company success. Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) EHS & Compliance Oversight - Collaborate and oversight of EHS department regarding OSHA and safety initiatives to uphold a safe and compliant work environment across all manufacturing and operational areas. Oversee total rewards strategy and positioning the company to continue its success and be an employer or choice, including continual alignment of practices and policies and research to understand future needs. Change Management & Organizational Development - Lead transformative initiatives that support continuous improvement, adaptability, and long-term growth within the employee-owned framework and driving Cemen Tech as an employer of choice. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION - EXPERIENCE - COMPUTER SKILLS Bachelor's degree in human resources or related field. Recommend 5+ years of applicable experience, preferably with 3+ years partnering with the senior leaders. Knowledge of the multiple HR disciplines including state and federal compliance, recruitment, hiring and onboarding, total rewards, HRIS system administration, training and development. Comfortable with complexity, ambiguity, and the ability to manage change while also leading others through change. Excellent written and verbal communications including presentation skills, preparation and delivery. Demonstrated experience building strong business acumen and capability to assess HR implications on the business. Must have a strong blend of analytical, decision-making & creative solving skills. Unquestionable personal and business integrity, and proven ability to deal with confidential information Strong, proven ability to build relationships within a business to influence change. ADDITIONAL POSITIVE QUALIFICATIONS SHRM-CP, PHR Certifications Passport and an ability to travel internationally Experience manufacturing concepts is a strong plus. Knowledge of EOS and leadership within its framework CORE VALUES - Listed in bold below are Cemen Tech's six Core Values including an example of each Core Value. Positive Mindset - We know our attitude affects our performance. Ingenuity - Better, Faster, Easier Accountable - We accept responsibility for our actions. Do the Right Thing - Do the right thing every time. Engaged - Listening to understand...acting to accomplish. Safety - We will reinforce safe habits by our own actions. COMPETENCIES To perform this position successfully, individual should demonstrate the following work competencies: Problem Solving - Identifies and resolves issues in a timely manner. Communication Skills - Speaks clearly, listens and receives clarification, respond to questions. Dependability - Follows instructions, responds to management direction, and takes responsibility. Quality Assurance - Demonstrates accuracy and thoroughness. Ethics/Professionalism - Treats people with respect; Works ethically and with integrity. Organizational Support - Follows policies and procedures. Judgment - Exhibits sound and accurate judgment. Safety and Security - Observes safety and security procedures; Uses equipment properly. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the employee: Must be able to frequently stoop/bend. Must be able to regularly use hands and arms. Must be able to regularly stand and walk. Must be able to lift and/or move up to 15 pounds. Specific vision abilities required by this job include close, distance, color, and peripheral vision. ENVIRONMENTAL ADAPTABILITY The noise level in the work environment is usually moderate. Cemen Tech, Inc. is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, The Employer will provide reasonable accommodations to qualified individuals with disabilities and encourages prospective employees and incumbents to discuss potential accommodations with Cemen Tech, Inc.

_Work Mode: Onsite_ **Opportunity** The Director-Human Resources, KBA is responsible for partnering with multiple Executive leaders and directing a team of HRBPs to provide solutions, thought partnership and business talent strategies for the Marketing, Customer Experience and Category teams. The Director-Human Resources, KBA will develop and deliver key HR programs, best practices, and people solutions to the business. The Director-Human Resources will provide strategic consultation and coaching to Executive leaders on organizational issues that contribute to the growth of the business and the team. **Key Responsibilities** _Create and execute world-class talent strategies which produce desired results_ + Develops HR plan to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensures the organization has suitable access to talent to ensure future business growth and success. + Use data and other evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, achieve buy-in from Executive leaders, and execute those plans to deliver measurable results. + Deliver effective succession planning: Develop HR plans to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensure the organization has suitable access to talent to ensure future business growth and success. + Support, develop, engage, and retain talent by creating, implementing, and maintaining talent management solutions (engagement, succession planning, learning and development, assessment, planning). + Create an experience-based talent culture in aspects of talent attraction, development, improving organizational health, and driving high performance culture. + Drive diversity, equity, and inclusion strategies to embrace applicants and associates of all backgrounds and to support the full development and high performance of all associates in an inclusive environment. _Deliver world-class executive coaching and communication_ + Practice radical candor, crucial conversations, and other coaching techniques to engage leadership, manage change, and drive results. + Advance talent and culture initiatives through consultation and relationship building while ensuring alignment to enterprise strategies. + Analyze results, prepare communication and associate engagement plans, and drive improvement. + Developstrategies to address organizational change and related change management issues. + Establish and maintain strong relationships of trust to foster transparency, open and honest two-way communication, and collaboration. _Grow and develop a world-class HRBP team_ + Lead a team of 2-3 HR Business Partners, developing their skills, and growing each professionally. + Effectively partner with other HR Business Partners and HR Generalists across the region to form a world-class HRBP team. + Expertly collaborate with Centers of Excellence and Enterprise HR to form a world-class HR team. **Skills/Requirements** + Bachelor's degree required. MBA preferred. + 10 or more years of progressive HR experience, including proven abilities in leading best in class people strategies. + 2-3 years of people leadership experience preferred. + Experience leading, inspiring and developing a team of individual contributors + HR change agent who thrives in ambiguity, is flexible, and adaptable to change in a fast-paced environment. + Demonstrated ability to coach leaders, lead with radical candor, and manage crucial conversations. + Demonstrated ability to use data, reporting and anecdotal evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, and execute those plans to deliver measurable results. + Demonstrated ability to partner and collaborate across a global matrixed organization to optimize outcomes. + Strong executive communication and presentation skills to communicate across all levels of the organization globally. + Able and willing to travel across the US and Canada. **_Applicants must be authorized to work in the US without requiring sponsorship now or in the future._** _We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $159,900 - $254,000. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation._ **Why Choose Kohler?** We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. **About Us** It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact ********************* . Kohler Co. is an equal opportunity/affirmative action employer.

Director, Global HR Transformation BH Job ID: 3070 SF Job Req ID: 15226 Ingersoll Rand is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. Job title: Director, Global HR Transformation Location: United States (can be remote, but preference is for a candidate near our Davidson, NC headquarters). About Us Imagine a company with technology leadership of over 160 years, yet it operates with the energy of a startup. Ingersoll Rand has dedicated itself to Making Life Better for its employees, customers, shareholders, and planets. We produce innovative and mission-critical flow creation and life science technologies - from compressors to precision handling of liquids, gasses, and powers - to increase industrial productivity, efficiency, and sustainability. Supported by over 80+ brands, our products are used in various end-markets including life sciences, food and beverage, clean energy, industrial manufacturing, infrastructure, and more. Across the globe, we're driving growth with an entrepreneurial spirit and ownership mindset. Learn more at irco.com and join us to own your future. Job Overview: Ingersoll Rand, a company with ~$7B in annual revenue and 21,000 employees world-wide, is seeking a Director, Global HR Transformation who will conceptualize the strategic direction, gain necessary buy-in, develop effective plans, and own the successful execution of HR process and technology initiatives, while preparing for AI compatibility. This role requires a blend of HR Business Partner expertise, proficiency in HR systems, a true continuous improvement mind-set and related experience, and strong leadership capabilities to guide the organization through HR process and technology transformations, ensuring alignment with business objectives and maximizing a positive employee experience. Responsibilities: * Develop and articulate a clear vision for the future of HR technology, aligning it with the overall HR strategy and business goals. * Collaborate with HR colleagues and business stakeholders to develop and manage a comprehensive roadmap for HR process and technology transformation, outlining key initiatives, timelines, and resource allocation. * Utilizing effective program management skills, partner with the HRIS and IT teams on the implementation, improvement, and integration of new HR systems, ensuring seamless high quality data migration, system functionality, and alignment with standard work / HR processes. * Drive change management initiatives related to HR policy, process and technology adoption, including communication, training, and stakeholder engagement to ensure technology and processes are correctly utilized for maximum value for the company and its employees. * Lead efforts to fully define processes and policies that currently exist, and opportunities to drive standardization to the fully defined to-be state. Prioritize and with HR, COE and HRIS team members, create / improve standard work and retention practices to prepare for future AI implementation. * Lead the development / continuous improvement of case management processes and systems to enable high-quality, efficient transmission of requests from HR, Managers, Employees and other stakeholders so that requests can be fulfilled and the organization can better understand demand on HR support, when, where, on what topics, etc. * Support IT and HRIS in managing HR Technology vendor relationships. * Define and track key performance indicators (KPIs) to measure the success of HR process and technology initiatives and demonstrate their impact on the business. * Collaborate with HR leaders, business stakeholders, and IT teams to ensure alignment and buy-in for HR technology initiatives. Partner with IT to ensure solutions match IR Data Security and IT Roadmap. Establish and enforce data governance policies and procedures to ensure data integrity, security, and compliance with relevant regulations. * Keep abreast of the latest HR technology trends and best practices, recommending innovative solutions to enhance HR capabilities. Requirements: * HR Expertise: 10+ years of progressive HR experience, 5+ years in HR transformation or HRIS leadership roles. * HRIS Proficiency: Strong experience with HRIS systems, including implementation, configuration, data management, and continuous improvement across HR systems and processes. * Leadership and Management: Proven ability to lead teams, manage projects, and influence stakeholders. * Communication and Change Management Expertise: Excellent communication, interpersonal, influencing and change management skills. * Analytical and Problem-Solving Skills: Ability to analyze data, identify trends, and develop effective solutions with a keen continuous improvement mind-set. * Strategic Thinking: Demonstrated ability to think strategically and develop long-term HR technology and process roadmaps. * Vendor Management: 3+ years experience managing HR technology vendors. * Project / Program Management: Strong project / program management skills, including planning, execution, and monitoring. * Education: Bachelor's degree from an accredited university Preferred Qualifications: * Experience with Success Factors * Strong proficiency in MS Excel * Experience with a large (Big Four) consulting firm in their Human Capital / HR practice * Advanced degree such as an MBA or Master's in HR At Ingersoll Rand, we embrace a culture of personal ownership - taking responsibility for our company, our communities, and our environment, as well as our individual health and well-being. Our comprehensive benefits package is designed to empower you with the tools and support necessary to take charge of your health, ensuring that together, we can continue to make life better. Our range of benefits includes health care options like medical and prescription plans, dental and vision coverage, as well as wellness programs. Additionally, we provide life insurance, a robust 401(k) plan, paid time off, and even an employee stock grant, among other offerings. These benefits are our commitment to you, so you can be your best at work and beyond. #LI-CF1 Ingersoll Rand Inc. (NYSE:IR), driven by an entrepreneurial spirit and ownership mindset, is dedicated to helping make life better for our employees, customers and communities. Customers lean on us for our technology-driven excellence in mission-critical flow creation and industrial solutions across 40+ respected brands where our products and services excel in the most complex and harsh conditions. Our employees develop customers for life through their daily commitment to expertise, productivity and efficiency. For more information, visit *************

Focused on the electrical, NSI Industries continues to outpace the industry in unprecedented growth. We are all about "Making Connections" and we know our future success depends on the collective talents and experiences of our people and their ability to come together for our customers and communities. With locations across North America, NSI has the size and breadth to provide opportunities to grow and develop. If you're looking for a dynamic, fast paced and growing workplace to continuously learn and thrive, we want to hear from you! The Director of Human Resources Total Rewards and Operations is a key strategic leader responsible for designing, implementing, and managing comprehensive total rewards programs and HR operational excellence across NSI Industries. This role oversees compensation, benefits, retirement plans, payroll, performance, HRIS, compliance, and acquisition integration, ensuring alignment with organizational goals and regulatory requirements. The position combines strategic vision with hands-on execution to deliver competitive, cost-effective, and compliant programs that attract, retain, and engage top talent. This role is located in our Huntersville, NC headquarters office and is a hybrid role. Responsibilities: Total Rewards Strategy & Execution • Develop and implement compensation strategies that align with business objectives and market competitiveness. • Conduct salary surveys, benchmarking, and pay equity analyses to ensure fair and competitive practices. • Oversee administration of health, dental, vision, life, disability, and retirement plans (DB & DC). • Manage annual merit, incentive, and bonus programs in partnership with HR and Finance. Benefits & Retirement • Lead benefits strategy, vendor management, and compliance for all employee benefit programs. • Ensure seamless administration of retirement plans, including compliance with ERISA, ACA, and other regulations. • Oversee leave programs and related policies (FMLA, STD, LTD). HR Operations & Compliance • Direct payroll operations to ensure accuracy, timeliness, taxes, and compliance with wage and hour laws. • Optimize HRIS (Workforce Now) functionality to support data integrity, reporting, and process automation. • Ensure compliance with federal and state regulations (EEO, ACA, 5500 filings, PBGC, etc.). • Develop and maintain policies and procedures that support operational efficiency and legal compliance. • Oversee Talent Management and Performance Management execution from a Workforce Now systems perspective. • Drive employee engagement through inclusive culture initiatives, feedback analysis, recognition programs, and transparent communication. • Lead change management efforts by creating clear plans, providing training, and advising leadership on readiness and risk mitigation. • Manage HR projects end-to-end, including planning, resource allocation, timeline tracking, and cross-functional collaboration to ensure successful delivery. Acquisition Integration • Provide leadership for HR integration during acquisitions or divestures, ensuring alignment of benefits, compensation, and HR systems. • Drive process harmonization and change management for acquired or divested entities. Analytics & Continuous Improvement • Establish KPIs and service metrics to monitor program effectiveness and operational performance. • Leverage data analytics to inform decision-making and identify opportunities for improvement. • Stay current on market trends and regulatory changes to maintain best-in-class practices. Leadership & Collaboration • Partner with HR leadership and business leaders to align total rewards and operational strategies with organizational goals. • Lead and mentor HR operations team members, fostering a culture of accountability and excellence. Requirements: • Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree or certification (e.g., CCP, CEBS) preferred. • 8+ years of progressive HR experience with a focus on total rewards and HR operations. • Expertise in compensation design, benefits administration, performance management, payroll, and very strong HRIS systems experience with ADP Workforce Now. • Strong knowledge of federal and state employment laws and compliance requirements. • Proven ability to lead complex projects, manage multiple priorities, and deliver results. • Exceptional analytical, communication, and leadership skills _______________ _ _ _ _ _ _ Benefits: NSI Industries offers a competitive salary, performance-based and attendance bonuses for certain roles. We offer health, dental, and vision insurance. Retirement savings plan with company match. Paid holiday time off and vacation. EEO employer M/F/D/V: NSI Industries is an equal opportunity employer and, as such, affirms in policy and practice its commitment to recruit, hire, train, and promote, in all job classifications, without regard to race, color, creed, religion, sex, gender, age, national origin, marital status, sexual orientation, gender identity, gender expression, citizenship, eligible veteran status, disability, or any other status protected by law. Reasonable Accommodation: NSI Industries is committed to providing reasonable accommodation for qualified individuals with disabilities. If you require assistance or accommodation during the application process, please contact your Recruiter for assistance. We comply with federal and state disability laws and make reasonable accommodation for applicants and employees with disabilities to ensure equal employment opportunities. Physical Work Requirements: Many roles at NSI Industries require physical activities where the employee must occasionally lift and/or move items or require specific vision abilities. Drug Free Workplace: NSI Industries maintains a drug-free workplace and requires all employees to complete and pass a pre-employment drug screen and background check.

Job DescriptionFocused on the electrical, NSI Industries continues to outpace the industry in unprecedented growth. We are all about "Making Connections" and we know our future success depends on the collective talents and experiences of our people and their ability to come together for our customers and communities. With locations across North America, NSI has the size and breadth to provide opportunities to grow and develop. If you're looking for a dynamic, fast paced and growing workplace to continuously learn and thrive, we want to hear from you! The Director of Human Resources Total Rewards and Operations is a key strategic leader responsible for designing, implementing, and managing comprehensive total rewards programs and HR operational excellence across NSI Industries. This role oversees compensation, benefits, retirement plans, payroll, performance, HRIS, compliance, and acquisition integration, ensuring alignment with organizational goals and regulatory requirements. The position combines strategic vision with hands-on execution to deliver competitive, cost-effective, and compliant programs that attract, retain, and engage top talent. This role is located in our Huntersville, NC headquarters office and is a hybrid role. Responsibilities: Total Rewards Strategy & Execution • Develop and implement compensation strategies that align with business objectives and market competitiveness. • Conduct salary surveys, benchmarking, and pay equity analyses to ensure fair and competitive practices. • Oversee administration of health, dental, vision, life, disability, and retirement plans (DB & DC). • Manage annual merit, incentive, and bonus programs in partnership with HR and Finance. Benefits & Retirement • Lead benefits strategy, vendor management, and compliance for all employee benefit programs. • Ensure seamless administration of retirement plans, including compliance with ERISA, ACA, and other regulations. • Oversee leave programs and related policies (FMLA, STD, LTD). HR Operations & Compliance • Direct payroll operations to ensure accuracy, timeliness, taxes, and compliance with wage and hour laws. • Optimize HRIS (Workforce Now) functionality to support data integrity, reporting, and process automation. • Ensure compliance with federal and state regulations (EEO, ACA, 5500 filings, PBGC, etc.). • Develop and maintain policies and procedures that support operational efficiency and legal compliance. • Oversee Talent Management and Performance Management execution from a Workforce Now systems perspective. • Drive employee engagement through inclusive culture initiatives, feedback analysis, recognition programs, and transparent communication. • Lead change management efforts by creating clear plans, providing training, and advising leadership on readiness and risk mitigation. • Manage HR projects end-to-end, including planning, resource allocation, timeline tracking, and cross-functional collaboration to ensure successful delivery. Acquisition Integration • Provide leadership for HR integration during acquisitions or divestures, ensuring alignment of benefits, compensation, and HR systems. • Drive process harmonization and change management for acquired or divested entities. Analytics & Continuous Improvement • Establish KPIs and service metrics to monitor program effectiveness and operational performance. • Leverage data analytics to inform decision-making and identify opportunities for improvement. • Stay current on market trends and regulatory changes to maintain best-in-class practices. Leadership & Collaboration • Partner with HR leadership and business leaders to align total rewards and operational strategies with organizational goals. • Lead and mentor HR operations team members, fostering a culture of accountability and excellence. Requirements: • Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree or certification (e.g., CCP, CEBS) preferred. • 8+ years of progressive HR experience with a focus on total rewards and HR operations. • Expertise in compensation design, benefits administration, performance management, payroll, and very strong HRIS systems experience with ADP Workforce Now. • Strong knowledge of federal and state employment laws and compliance requirements. • Proven ability to lead complex projects, manage multiple priorities, and deliver results. • Exceptional analytical, communication, and leadership skills _______________ _ _ _ _ _ _ Benefits: NSI Industries offers a competitive salary, performance-based and attendance bonuses for certain roles. We offer health, dental, and vision insurance. Retirement savings plan with company match. Paid holiday time off and vacation. EEO employer M/F/D/V: NSI Industries is an equal opportunity employer and, as such, affirms in policy and practice its commitment to recruit, hire, train, and promote, in all job classifications, without regard to race, color, creed, religion, sex, gender, age, national origin, marital status, sexual orientation, gender identity, gender expression, citizenship, eligible veteran status, disability, or any other status protected by law. Reasonable Accommodation: NSI Industries is committed to providing reasonable accommodation for qualified individuals with disabilities. If you require assistance or accommodation during the application process, please contact your Recruiter for assistance. We comply with federal and state disability laws and make reasonable accommodation for applicants and employees with disabilities to ensure equal employment opportunities. Physical Work Requirements: Many roles at NSI Industries require physical activities where the employee must occasionally lift and/or move items or require specific vision abilities. Drug Free Workplace: NSI Industries maintains a drug-free workplace and requires all employees to complete and pass a pre-employment drug screen and background check. Powered by JazzHR eAPoF4NKp2

Job Title HR Trainer This role will assist the Training Department in Calhoun at Plants D4, D5 and T8 with the orientation, training, and education of associates in order to develop skills required to perform jobs in a safe, efficient, and quality conscious manner. Responsibilities: Drive and support continuous improvement through training and development Assist in providing associates a smooth transition from training to successful work performance by evaluating, answering questions, and providing guidance - including day-to-day leadership of the on-the-job training process across all shifts. Train all associates on plant and company procedures and policies. Further develop, adapt, modify and revise training as the need arises. Serve as a subject matter expert for any training and development needs for all Hourly associates. Collaborate with other team members to create, update, and deliver training material. Act as a liaison between Management, shift supervisors, OJTs, and HR. Maintain appropriate training records for the facility in order to provide a historical database and in preparation for internal/external audits. Attend or facilitate periodic departmental and plant meetings. Continuously learn and apply new training skills and techniques. Deliver instructor led training that encompass Safety compliance and/or HR related content across all shifts. Provide verbal translation/ interpretation for plant wide communications or individual communication. Assist with preparation of facility-wide events (celebrations/ recognition events) Requirements: High School diploma / GED required Microsoft Office / Google App proficiency or demonstrated ability to learn Excellent communication skills - including group and individual presentation skills Must be able to work flexible hours based on production schedule Must be a self-motivated individual and be able to maintain confidentiality Bilingual - English and Spanish (including proficiency in reading and writing) Preferred Skills: Previous training experience Previous manufacturing experience Competencies: Manage Work Communicate Effectively Build Customer Satisfaction Continuous Improvement Collaborate Work Shift 8 Hr non-rotating shift, Hrs fall to in punch day, Observed Calendar, shift starts AMShaw Industries is an equal opportunity employer as to all protected groups, including protected veterans and individuals with disabilities.

USC Credit Union is seeking an experienced, people-centered Vice President of Human Resources to join our team. This part-time, onsite role will work three days per week and reports directly to the CEO. The VP of HR will oversee a broad and complex HR function supporting staff, student workers, and managers across multiple departments. This executive leader will be responsible for delivering high-quality HR services, including recruitment, employee and labor relations, total rewards management, training and development, workforce planning, workers' compensation, disability coordination, and HRIS management. The VP will design and enhance internal HR programs, collaborate closely with USC's central HR partners, and cultivate a workplace culture that reflects USC Credit Union's values and aligns with the USC Code of Ethics. Responsibilities include, but are not limited to: Manages operations and staff involved in the administration and delivery of payroll and personnel programs and services. Develops and coordinates programs and services with appropriate university offices, e.g., payroll, personnel services, provost, and general counsel. Hires, trains and supervises staff who are involved in payroll processing and in design and delivery of specialized personnel services such as training and employment. Schedules, prioritizes and assigns work. Assesses performance and provides feedback. Counsels or disciplines as required. Develops plans and goals related to equal opportunity activities and/or programs. Maintains statistics necessary to monitor effectiveness of programs. Interacts with the university equal opportunity office to provide information and assist in researching complaints. Coordinates recruitment and placement activities. Opens positions. Interviews, assesses qualifications and skills, and refers to hiring unit. Coordinates design and placement of employment advertising. Interacts with the university employment office and external agencies to increase applicant flow. Assists managers and supervisors with staff salary administration. Advises on new hire salaries, salary adjustments, and reclassifications and promotions. Assists in developing job descriptions. Ensures classification and salary practices are consistent with university policy. Participates in and analyzes surveys and makes appropriate recommendations. Works with management to project current and future staffing needs. Develops short and long-range strategic plans for effective recruitment, development and staff utilization. Establishes and maintains planning, control and reporting activities. Analyzes and determines training needs. Identifies or develops programs to meet staff training requirements in the areas of management development, skills training, on-the-job training and employee orientation (as a supplement to the university's staff orientation program). Assists in the internal resolution of employee grievances. Provides information and assistance to the university employee relations office to facilitate grievance resolution. Oversees the departmental interface and administration of collective bargaining agreements and grievance procedures. Interacts with the benefits, disability and worker's compensation offices to distribute benefit information and submit required documentation. Provides research and background information to facilitate administration and delivery of employee benefits. Directs the maintenance and processing of confidential employee records and files. Designs, develops and maintains a personnel information system which complements the university system. Generates reports for monitoring and performs trend analyses. Encourages a workplace culture where all employees are valued, value others and have the opportunity to contribute through their ideas, words and actions, in accordance with the USC Code of Ethics The ideal candidate will have: Bachelor's degree required; combination of education and experience may substitute for degree. 3-5 years of progressive HR experience, preferably in a university or similar environment. Strong generalist knowledge across HR functions, including recruitment, compensation, employee relations, training, disability, and workers' compensation. Experience with payroll and personnel processes in a complex environment. Excellent interpersonal, organizational, critical-thinking, and communication skills. Ability to exercise sound judgment, maintain confidentiality, and work collaboratively with diverse groups. Proficiency with HRIS, digital tools, and office software. Preferred Certifications (not required): PHR, SPHR SHRM-CP, SHRM-SCP Compensation: The salary range for this position is $95,000 to $110,000. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations. Why USC Credit Union is a great place to work: Medical through USC Network: ********************************** Dental: ********************************* Vision: ********************************* Dependent Care and Health Care Flexible Spending Accounts (FSAs): ******************************* Retirement with up to 10% employer contributions: ********************************************************* Tuition reimbursement: ******************************************* Paid Time Off (PTO) including, up to 24 vacation days (based on tenure), 12 sick days, 9 paid holidays, 1 paid personal day, 4 paid winter recess days, paid bereavement, and paid jury duty: *********************************** Life and voluntary insurance benefits: ********************************************* WorkWell Center that provides programs, resources, and services to benefits-eligible staff and their dependents, that help them thrive in all areas of work-life wellness: ************************* Other generous perks and discounts: ******************************** Fight On! Manages a varied and complex human resources function for a large number of employees (staff, students and/or faculty) in a division, auxiliary department or school. Human resources functions include recruitment, equal opportunity, salary administration, staff planning, training, employee relations, labor relations, disability, workers' compensation, personnel records and information systems. Develops distinct but complementary internal programs and services and coordinates these with university payroll and staff offices. Reports directly to a dean or director. USC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other characteristic protected by law or USC policy. USC observes affirmative action obligations consistent with state and federal law. USC will consider for employment all qualified applicants with criminal records in a manner consistent with applicable laws and regulations, including the Los Angeles County Fair Chance Ordinance for employers and the Fair Chance Initiative for Hiring Ordinance, and with due consideration for patient and student safety. Please refer to the Background Screening Policy Appendix D for specific employment screen implications for the position for which you are applying. We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at **************, or by email at *************. Inquiries will be treated as confidential to the extent permitted by law. Notice of Non-discrimination Employment Equity Read USC's Clery Act Annual Security Report USC is a smoke-free environment Digital Accessibility If you are a current USC employee, please apply to this USC job posting in Workday by copying and pasting this link into your browser: *************************************************************