Director Of Human Resources jobs at Honeywell - 539 jobs

## Principal Associate, Horizontal HR Business Partner - Premium Products & Experience* In partnership with the PPX HRBP team, proactively builds talent strategies, products, and tools to serve the growing needs of the business, people and health of the organization* Leverage HR data systems such as Workday, People Data Hub, Talent Development Tool, etc. to support HRBPs* Complete reporting as a part of key Talent Management/Performance Management/All Associate Survey processes and other key process initiatives (such as Development Investment Programs, ie DIPs)* Understands and advises on what data will answer the problem statement and provide customized reporting as needed for other requests, i.e. headcount, attrition tracking, people leadership, etc as needed, with the ability to not only pull data but to develop appropriate visualizations to tell the story* Partner with Talent and Performance Management Champions to proactively design and execute the annual talent and performance calendar of activities, taking the lead on reporting and project management to ensure successful cycles* Prepare All Associate Survey summary materials (deck and/or Google Sheets) for business leaders as needed, to include analyzing data for key survey themes and insights* Prepare for, audit and manage the semi-annual promotion process* Understand processes, roles, responsibilities and deadlines to ensure well managed HR processes and focus on continuous improvement* Partner with the PPX HRBP Leads and other Horizontal HR Partners to drive best-in class HR experiences for our associates* Solid analytical and problem solving skills and ability to translate metrics, research, and trends into insights and recommendations* Ability to ‘dive deep' and build subject matter expertise in key HR programs and processes* Help draw the line in central vs local solutions* Strong organizational skills and follow-through* Meticulous attention to detail* Strong communication and storytelling skills (verbal and written)* High degree of ownership, autonomy and strategic thinking in relation to Horizontal deliverables* High School Diploma, GED or equivalent certification* At least 2 years of experience in Human Resources* At least 2 years of experience in Project or Process Management* At least 1 year of experience with data management and reporting* At least 1 year of client facing experience, consulting experience OR a combination* At least 1 year of experience with Google Slides, Docs, and Sheets* Bachelor's Degree* Professional Human Resources Certification or Project Management Professional Certification* 3+ years of experience in Human Resources* 3+ years of experience in Project or Process Management* 2+ years of client facing experience, consulting experience OR a combination* Strong judgment and ability to balance the needs of the organization, leaders and associates Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Learn more at the . Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level. #J-18808-Ljbffr

At PwC, our people in tax services focus on providing advice and guidance to clients on tax planning, compliance, and strategy. These individuals help businesses navigate complex tax regulations and optimise their tax positions. Those in mergers and acquisition tax at PwC will focus on providing tax advice and guidance during mergers, acquisitions, and other business transactions. Your work will involve analysing the tax implications of such transactions, developing tax structures, and assisting clients in navigating complex tax regulations to optimise tax outcomes. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Lead in line with our values and brand. Develop new ideas, solutions, and structures; drive thought leadership. Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. Balance long-term, short-term, detail-oriented, and big picture thinking. Make strategic choices and drive change by addressing system-level enablers. Promote technological advances, creating an environment where people and technology thrive together. Identify gaps in the market and convert opportunities to success for the Firm. Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the Federal M&A team you are expected to lead the way as technology-enabled tax advisors who provide benefits through digitization, automation, and increased efficiencies. As a Director, you are responsible for setting the strategic direction and leading business development efforts, making impactful decisions and overseeing multiple projects while maintaining executive-level client relations. This role is crucial in driving business growth, shaping client engagements, and mentoring the future leaders. Responsibilities Define and communicate the strategic vision for the Federal M&A team Drive business growth through innovative tax advisory services Oversee multiple projects maintaining client satisfaction and quality Build and maintain executive-level client relationships Mentor and develop the future leaders of tax Utilize technology to enhance tax processes and efficiencies Maintain PwC's reputation for quality, integrity, and inclusivity Collaborate with other PwC teams to deliver integrated solutions What You Must Have Bachelor's Degree in Accounting 6 years of experience A Juris Doctorate (JD), Master of Laws (LLM), or Master's degree in Accounting or Taxation field of study considered in lieu of a Bachelor's Degree in Accounting. CPA, Member of the Bar or other tax, technology, or finance-specific credentials may qualify for this opportunity What Sets You Apart Juris Doctorate preferred Proficiency in tax consulting and planning Proficiency in transaction structuring for tax issues Proven skills in financial modeling Experience in leading tax technical teams Proven record in generating new business Utilizing automation and digitization in tax services Evaluating and negotiating contracts Working with large, complex data sets As PwC is anequal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. The salary range for this position is: $150,000 - $438,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. #J-18808-Ljbffr

The BBSI HR Generalist is responsible for successfully assisting BBSI Human Resources Consultants in providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. This position reports to the Business Partner and works in partnership with other positions within the business unit and branch. POSITION SUMMARY: The BBSI HR Generalist is responsible for successfully providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. REPORTING RELATIONSHIPS: This position reports to the Area Manager and works in partnership with other positions within the business unit and branch. DUTIES AND RESPONSIBILITIES: Provide HR consultation and deliverables to small and mid-sized businesses. Develop and deliver HR policies, procedures and programs to meet the business owner needs laid out in the client plan of action. Collaborate with other Human Resources Generalists and Consultants in the administration and delivery of HR guidance, training, and support to clients. Autonomously support clients with situational HR guidance as issues and concerns arise. Partner with Payroll Specialist and other Human Resources professionals to streamline the client onboarding process. Support multiple business units with administrative functions using human resources expertise and experience. Gather and present client renewal details prior to client renewal meetings. In some branches, may be responsible for payroll processing in order to serve as payroll relief and backup for Payroll Specialists. In some branches, provide administration of workers' compensation claims with partners at Third Party Claims Administrator. Continued self-development of HR knowledge, coupled with mentoring from senior level Human Resources Consultant. SPECIAL REQUIREMENTS: Ability to complete high-volume workload, meet critical deadlines and work through constantly changing priorities with enthusiasm and autonomy Consult with identified clients on all aspects of human capital management on tactical and dynamic levels Excellent written and verbal communication skills Intermediate level knowledge of all MS Office applications Willing to travel via automobile roughly 30% of time - primarily local, with some overnight possible. QUALIFICATIONS: Bachelor's degree A minimum of 5-10 years of HR generalist experience with decision making authority PHR, SPHR, CP or SCP strongly preferred Prior experience in, or exposure to payroll processing, or an aptitude or ability to learn how to process payroll, including knowledge of wage and hour laws. Additional operations or business experience outside of HR is a plus Demonstrated ability to write, develop and deliver successful presentations and facilitate trainings to individuals and groups at all levels of an organization Salary and Other Compensation: The starting salary range for this position is $75,000-90,000 annually. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity & fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. If you meet the above requirements, we welcome the opportunity to learn more about you. For more information, visit us at www. bbsi.com Please apply via this posting and not by contacting our local or corporate offices. Click here to review the BBSI Privacy Policy: *********************************** “California applicants: to see how we protect your data, visit our website at ***********************************************************

Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. Job responsibilities Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders Influence, engage, and drive alignment across functions Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) Champion reusable ML assets, feature stores, and standardized pipelines Ensure understanding and adherence to controls and governance processes for model development and deployment Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance Navigate cross-pillar dynamics and surface ROI/reputational impact Required qualifications, capabilities, and skills BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. 10+ years hands-on experience in ML/GenAI model development and deployment Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms Strong problem-solving ability Proven leadership of technical teams in applied AI/ML Exceptional communication skills; able to influence and engage senior stakeholders Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) Experience with NLP, LLMs, agentic workflows, and scalable ML architectures Preferred qualifications, capabilities, and skills Experience in financial services, Human Resources, or regulated industries Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments

Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. **Job responsibilities** + Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders + Influence, engage, and drive alignment across functions + Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases + Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility + Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) + Champion reusable ML assets, feature stores, and standardized pipelines + Ensure understanding and adherence to controls and governance processes for model development and deployment + Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance + Navigate cross-pillar dynamics and surface ROI/reputational impact **Required qualifications, capabilities, and skills** + BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. + 10+ years hands-on experience in ML/GenAI model development and deployment + Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms + Strong problem-solving ability + Proven leadership of technical teams in applied AI/ML + Exceptional communication skills; able to influence and engage senior stakeholders + Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) + Experience with NLP, LLMs, agentic workflows, and scalable ML architectures **Preferred qualifications, capabilities, and skills** + Experience in financial services, Human Resources, or regulated industries + Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms + Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management. We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process. We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation. JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans **Base Pay/Salary** New York,NY $223,250.00 - $325,000.00 / year

The City of Ithaca, NY is seeking qualified applicants for the role of Director of Human Resources! The Director of Human Resources is a highly confidential public officer position responsible for developing, implementing, managing and objectively administering public personnel administration programs and policies for the City. This individual will serve as the department head for the City's Department of Human Resources, and act as a leading advisor to the City Manager and the City's Common Council. Key responsibilities include: Providing direction and directives to the Human Resources staff in the performance of their duties, establishing work priorities, and achieving department and citywide goals; Acting as a key management representative in personnel functions including labor relations matters such as collective bargaining, grievance arbitration, and similar proceedings; and Ensuring the success of the City's commitment to equity and justice. Qualified candidates will hold a master's degree in Public Administration, Industrial or Labor Relations, Human Resources Management or a closely related field and 3 years of experience in the Human Resources field with progressively responsible leadership experience; or a bachelor's degree and 5 years of experience as previously defined; or an equivalent combination of training and experience as previously defined.

The Community Grand Rapids, with a population of nearly 200,000, is the second-largest city in Michigan and the largest in West Michigan. Located on the Grand River about 30 miles east of Lake Michigan and just three hours from Chicago, the city offers both the amenities of a growing metropolitan area and the accessibility of a close-knit community. The region is known for its strong economy, affordable cost of living, and welcoming neighborhoods, making it an ideal place to advance a career and raise a family. Residents enjoy easy access to Lake Michigan's beaches, miles of hiking and biking trails, and year-round recreational opportunities. Grand Rapids also features a vibrant downtown with a thriving arts and cultural scene, award-winning museums, diverse restaurants, and a nationally recognized craft brewing industry. Recognitions #1 - Cities on the Rise, LinkedIn #2 - 10 Most Beautiful & Affordable Cities to Live in the U.S., Travel + Leisure #10 - Top 10 Cities for Young Female Professionals, Pheabs #14 - Best Places to Live for Quality of Life, U.S. News & World Report #2 - Best Cities in Michigan to Live and Visit, Touropia #5 - Best Neighborhoods to Buy a House in America - Eastgate, Grand Rapids, Niche #3 - Best Business Climate (Mid-Sized), Business Facilities #1 - Best Manufacturing Hubs (Large) - Grand Rapids-Kentwood, Business Facilities Government The City of Grand Rapids operates under a Council-Manager form of government, with strategic direction provided by an elected City Commission and daily operations overseen by a professional City Manager. As one of the largest municipal organizations in Michigan, the City employs more than 1,700 full-time staff across 30 departments, delivering essential services to a community of more than 200,000 residents. The size and scope of the organization reflect both the complexity of its operations and its capacity to provide innovative, high-quality services to a diverse and growing population. Financially, the City remains strong and forward-looking. The FY 2026 budget totals approximately $735 million, including a General Operating Fund of nearly $196 million that supports core municipal functions such as public safety, parks and administrative services. This investment underscores Grand Rapids' commitment to fiscal responsibility, service excellence, and long-term sustainability. The City's priorities are guided by its Strategic Plan, which articulates a clear vision and mission for the organization: Vision: Grand Rapids will be nationally recognized as an equitable, welcoming, innovative and collaborative city with a robust economy, safe and healthy community, and the opportunity for a high quality of life for all. Mission: To elevate quality of life through excellent City services. Human Resources Department The Human Resources Department is a team of dedicated professionals providing critical services across recruitment, benefits, labor relations, classification and compensation, organizational development, and risk management. The department is also managing several important initiatives that will shape the City's workforce for years to come. A classification and compensation study is being finalized and will require thoughtful implementation, Oracle ERP is in the early stages of rollout for Human Resources, and the City is preparing for a competitive solicitation for employee health benefits. In addition, the team will be leading efforts to modernize the City's competencies and evaluation processes, improve recruiting and onboarding practices, and launch "an internal" cultural assessment. With eight bargaining unit contracts successfully settled for the next three years, the department is well-positioned to focus its energy on these strategic priorities and continue evolving into a high-performing, innovative HR partner. The Position Reporting to an Assistant City Manager, the Director of Human Resources provides leadership and direction for all aspects of the City. This includes overseeing recruitment and retention, employee benefits, classification and compensation, organizational development, labor relations, risk management, and policy administration. The Director of Human Resources works in close collaboration with the City's Civil Service Board and serves as a trusted advisor to the City Manager's Office, department leaders, and executives on workforce policies and practices. In addition to guiding day-to-day operations, the Director is responsible for preparing and managing the departmental budget, recommending policy updates, and ensuring that human resources programs reflect best practices. The Director also plays a key role in collective bargaining, grievance resolution, and employee engagement efforts, while championing initiatives that strengthen organizational culture and support the City's long-term strategic goals. Duties and Responsibilities * Provides strategic direction for the City's human resources programs, ensuring alignment with organizational priorities and best practices. * Leads and mentors HR staff, building capacity within a team of professionals to deliver high-quality and responsive services. * Collaborates with the Civil Service Board, department leaders, and elected officials on workforce policies, organizational development, and employee relations. * Oversees collective bargaining and labor relations, fostering productive relationships with multiple bargaining units and ensuring compliance with civil service rules. * Manages departmental resources, including budget planning and performance measurement, to ensure effective and efficient operations. * Advances initiatives that enhance employee engagement, organizational culture, and the overall employee experience. Education and Experience Qualified applicants will have a Bachelor's degree from an accredited college or university in Human Resource Management, Business Administration, Organizational Development, Public Administration, or a related field, and six (6) years of progressively responsible professional experience in public sector human resources management overseeing complex HR systems is required, in addition to considerable supervisory experience. A Master's degree, and SHRM‑CP, PSHRA‑CP or PHR is preferred. The Ideal Candidate The ideal candidate will be an accomplished human resources leader with broad expertise across all areas of HR, including talent acquisition and retention, employee development, classification and compensation, benefits, organizational culture, and risk management. They will have a proven ability to guide a complex public sector organization through change while building strong partnerships with leadership, employees, and community stakeholders. Experience in a civil service environment and working with unionized bargaining units will be essential, as the Director must navigate labor relations with confidence and fairness. Equally important will be the ability to mentor and develop staff, fostering growth within a department that is committed and talented but still developing its depth of experience. The successful candidate will be a forward-thinking, collaborative leader who values transparency, equity, and accountability. They will bring the vision and practical skills needed to modernize systems and processes-such as technology platforms, recruitment and onboarding practices, and performance evaluation tools-while also strengthening organizational culture and positioning the City of Grand Rapids as an employer of choice. The ideal candidate will also bring a high level of emotional intelligence, transparency, and integrity to the role, along with excellent communication skills and a commitment to responsive, community-driven leadership. Salary The City of Grand Rapids is offering a salary range between $127,243 - $162,301, commensurate with experience, and a comprehensive benefits package that includes the following Fringe Benefits. Relocation assistance will be available for the successful out of area candidate. Click here for a preview of the full Position Description. How to Apply Interested applicants should forward a cover letter and resume to: ************************ Reference: GRHRD Affion Public PO Box 794 Hershey, PA 17033 ************ ******************** * The deadline to receive resumes is February 02, 2026* The City of Grand Rapids is an Equal Employment Opportunity Employer.

The Human Resources Director provides oversight and management to a full-service department of more than 90 professional, paraprofessional, technical, and administrative staff. The Department of Human Resources is structured into four program areas: Total Rewards, Talent Management, Human Resources Information Systems (HRIS), and Strategy/Operations. Total Rewards consists of Benefits, Compensation and Workforce Analysis, Payroll and Personnel Administration Divisions. Talent Management consists of Employee and Labor Relations, Employment, and Organizational Development and Training Divisions. HRIS manages HR's internal and county-wide human resources systems and services as well as provision of critical data and analytics. Strategy/Operations consists of internal human resources, finance/budgeting, legislative, emergency operations, facility, HR Central, and strategic initiatives. The Director is appointed by the Board of Supervisors on the recommendation of the County Executive. The position reports to the Deputy County Executive for Administration and is a key member of the County Executive's senior management team. The Director works closely with, advises, and makes recommendations to the County Executive, Board of Supervisors, Deputy County Executives, department heads, and appropriate boards, commissions, committees, unions, employee groups, and community organizations. As a key policy advisor to the County Executive's Office, the incumbent will develop, build, and maintain partnerships with other executive leadership members, and play an integral role in shaping human resources strategies and techniques to enable the County to deliver excellent services to its customers. The ideal candidate will be a progressive, visionary leader with the ability to set and achieve ambitious yet attainable goals and will have a strong background in human resources management, and extensive experience working collaboratively with elected officials, committees, boards, union leadership, senior management, human resource professionals and employees. The successful candidate models excellent financial stewardship and strategic thinking, while fostering staff development and professional growth and creating a culture of engagement and innovation. In addition, the successful candidate will possess: Ten years of progressively responsible experience in directing, planning, and administering the operation of a Human Resources Department, including collective bargaining and labor relations, within a large or mid-sized county government. Strong budget and financial management experience, and proven ability to manage a budget of more than $11 million. Proven ability to work effectively with elected officials within a political environment. Success in establishing, maintaining, and sustaining partnerships with union leadership. Success in establishing, maintaining, and sustaining partnerships with boards, committees, and other governing bodies with policy or oversight authority. In-depth knowledge of and experience administering applicable state and federal laws and regulations. Proven leadership skills that build staff capacity for leadership, responsibility for continuous improvement, and accountability for high performance and innovation. Experience leading and directing the work of a large and diverse staff. Experience leading, providing guidance and directing the operations, policies and procedures of a large, complex organization in a labor relations environment. To learn more about Fairfax County and view a complete position profile, please click here (Download PDF reader). Employment Standards MINIMUM QUALIFICATIONS: Any combination of education, experience, and training equivalent to the following: (Click on the aforementioned link to learn how Fairfax County interprets equivalencies for "Any combination, experience, and training equivalent to") Graduation from an accredited four-year college or university with a bachelor's degree in human resource management, public administration, business administration, or a related field; plus, seven years of increasingly responsible experience in human resources administration; Two years of the requisite experience must have been as Director, Assistant/Deputy Director or Manager of Human Resources in an organization, either public or private. CERTIFICATES AND LICENSES REQUIRED: Not applicable. NECESSARY SPECIAL REQUIREMENTS: The appointee to this position will be required to complete a criminal background check and a credit history check to the satisfaction of the employer. This position is considered essential personnel and will be required to report to work during times designated countywide as approved for unscheduled leave regardless of the emergency situation (i.e., weather, transportation, other disaster). PREFERRED QUALIFICATIONS: Master's degree in human resources management; Ten years of progressively responsible experience as a human resources director in a large or midsized organization, preferably local government; Experience participating in labor negotiations and administering collective bargaining agreements; Proven ability to engage, and influence individuals at all levels of the county; Excellent communication and negotiation skills; Professional human resources certification (e.g., SHRM-SCP, SPHR). PHYSICAL REQUIREMENTS: Job is generally sedentary in nature, and requires walking, standing, sitting (for long periods of time). Uses hands to grasp, handle, or feel. Ability to operate keyboard driven equipment and computer/laptop. Ability to read information and data from a computer screen. Generally works in an office environment; however, may occasionally be required to perform job duties outside the typical office setting. Position frequently communicates and must be able to exchange accurate information with others verbally and in writing. All duties performed with or without reasonable accommodations. SELECTION PROCEDURE: Panel interview. Fairfax County is home to a highly diverse population, with a significant number of residents speaking languages other than English at home (including Spanish, Asian/Pacific Islander, Indo-European, and many others.) We encourage candidates who are bilingual in English and another language to apply for this opportunity. Fairfax County Government prohibits discrimination on the basis of race, color, religion, national origin, sex, pregnancy, childbirth or related medical conditions, age, marital status, disability, sexual orientation, gender identity, genetics, political affiliation, or military status in the recruitment, selection, and hiring of its workforce. Reasonable accommodations are available to persons with disabilities during application and/or interview processes per the Americans with Disabilities Act. TTY ************. ******************************* EEO/AA/TTY.

The Director of Human Resources exercises the powers and duties of a Personnel Officer as provided for in the New York State Civil Service Law; Responsibilities of the Director of Human Resources fall within the areas of Civil Service administration, labor relations, benefits administration, and responsibility for the operations of the Livingston County Human Resources Department. Work is performed in the office and in the field. The individual works under the direction of the County Administrator and exercises supervision over the staff of the Livingston County Human Resources Department. The individual performs the typical work activities set forth below and performs other related duties as assigned. TYPICAL WORK ACTIVITIES: Administers the provisions of the New York State Civil Service Law and Civil Service Rules for Livingston County, as well as all municipalities, school districts, public libraries, and special districts within Livingston County; Prepares and administers rules for County officers and employees subject to the approval of the County Administrator and as otherwise provided by law; Assists the County Administrator with collective bargaining negotiations, as well as analyzing, responding to, and resolving grievances under existing collective bargaining agreements; Administrates and coordinates all benefits programs and plans for current County employees and eligible retired County employees, as appropriate; Assists department heads with handling and resolving employee complaints and grievances under existing collective bargaining agreements, and other personnel related matters including but not limited to employee performance issues and corrective action; Conducts employment investigations regarding discrimination and harassment complaints and other employment matters as directed by the County Administrator or the Board of Supervisors; Provides certification for payrolls in compliance with federal and state law, rules, and regulations; Oversees the County's unemployment program, including but not limited to ensuring timely and appropriate responses to unemployment claims and assisting with unemployment appeals; RECRUITMENT BROCHURE CAN BE FOUND HERE: ************************************************************************ FULL JOB SPECIFICATION CAN BE FOUND HERE: ************************************************************************

San Francisco Hotel Amidst the breathtaking views that can be found in any corner of the city, San Francisco has something for everyone. You will find a vibrant culture full of art, historical landmarks, museums, world-class restaurants (including a few gourmet food trucks), music festivals, community fairs and championship-caliber sports teams. In just seven square miles, this coastal city packs in a lot and right in the hustle and bustle of it all is the four-star Omni San Francisco Hotel; an ideal destination for guests and associates alike. The associates at the Omni San Francisco Hotel establish challenging and motivating careers as they receive training and mentoring from a hotel that consistently holds rank at the top of guest service scores. With low turnover, a familial setting and a commitment to development evidenced by its internal promotion rate, the Omni San Francisco Hotel is the perfect place to jumpstart your career. If you seek empowerment, recognition and a diligence to provide superior service, the Omni San Francisco Hotel could be everything you have been looking for. Job Description This position will direct all areas of Human Resources for the Four Diamond-rated Omni San Francisco Hotel is in the heart of downtown. The Director of Human Resources is responsible for overseeing all aspects of the hotel's human capital management, ensuring the recruitment, development, and retention of a skilled and motivated workforce. This position plays a pivotal role in fostering a positive and inclusive work culture while ensuring compliance with employment laws and regulations. Responsibilities Culture Reinforce Omni culture by attending property and department pre-shifts, GEM and ATGT meetings on a rotation basis. Engage with associates by walking around the property several times a day. Drive a strong Omni culture by planning and executing associate events. Promote engagement surveys and ensure participation from our associates. Conduct feedback sessions and implementation of action plans. Ensure the hotel implements effective recognition programs that reward our associates for their hard work and performance. Employee Relations Foster a positive work environment that promotes employee engagement and morale. Provide counsel and assistance to management in regard to associate relations, supervision and administration ensuring coaching is objective, fair and effective. Address associate concerns and ensure fair and consistent application of policies and procedures. Recruitment Collaborate with hiring managers to identify staffing needs and develop a strategic recruitment plan for both management and hourly positions. Attend off-property recruitment events/job fairs. Partner with Shared Services for fulfilling roles and coordinating on-property job fairs. Actively engage in community activities including volunteerism. Form relationships with third party staffing agencies/organizations that assist candidates in finding employment. Administrative Administers compensation policies and programs. Conduct local wage/salary surveys and review/adjust as needed. Monitor wage increases and adjustments. Support Shared Services and act as on-property liaison for benefits and recruitment. Participate in the Hotel's budgeting process, ensuring all associate-related items and labor costs are appropriately budgeted and the department's expenses are in line with expectations. Compliance Ensure compliance with all federal, state, and local employment laws and regulations. Stay abreast of all federal and state laws and keep management advised of changes. Implement changes as needed. Partner with Corporate Director of Labor to respond to EEOC Charges and other government charges. Ensure quarterly self-audits are conducted for Internal Audit and HR Assessment. Partner with Loss Prevention/Corporate Risk to ensure proper handling of worker's compensation incidents/accidents and partner with monthly safety meetings. Maintain accurate and up-to-date employee records, including personnel files, payroll records, and benefits information. Learning & Development Coordinate and/or lead Orientation for new hires to familiarize them with hotel policies, procedures, and standards. Implementation of Omni's hourly training programs and management development programs to include Power of Engagement and Manager orientation. Build the talent bench through continuous and engaged/strategic succession planning. Identify development opportunities for Associates and implement plans to build soft skills of leaders through performance evaluations and feedback mechanisms. Stategic Leadership Develop and implement HR strategies aligned with the hotel's and Omni's overall goals. Act as a key member of the executive committee and serve as a trusted advisor to the General Manager on human capital issues. Qualifications Four or more years of experience as an HR Director or in a similar role within the Hotel/Resort industry. Union experience preferred. Extensive knowledge in Employee Relations, including conducting investigations, crafting responses to government agencies, and managing grievances. Demonstrated ability in leadership fostering employee development, fostering teamwork across departments, and delivering outstanding customer service. Service-oriented and detail-focused with a friendly, approachable demeanor and strong problem solving abilities. Proficient in computer skills, including Microsoft Office and Windows. A bachelor's degree is preferred but not mandatory; equivalent experience will be considered. PHR Certification preferred. Must be able to work a flexible schedule including nights, weekends and holidays. Pay Scale - $130,000.00 - $165,000.00. The pay scale provided is a range that Omni Hotels & Resorts reasonably expects to pay. Actual compensation offered may fluctuate based on a candidate's qualifications and/or experience. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Omni Hotels & Resorts is an equal opportunity employer - vets/disability. The EEO is the Law poster and its supplement are available using the following links: EEOC is the Law Poster and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement If you are interested in applying for employment with Omni Hotels & Resorts and need special assistance to apply for a posted position, please send an email to applicationassistance@omnihotels.com . Omni Hotels & Resorts does not discriminate on the basis of any protected category with respect to the payment of wages.

Job Description Primary Purpose: Director of Human Resources (HR) is responsible for the operations of the department, designing and implementing programs in alignment with the organization's strategy and culture. Provides leadership in core HR functional elements (i.e., employment practices, employee relations, recruitment, compensation, benefits, payroll, budget, safety and health, and incentive awards). The Director will serve as a trusted advisor to senior leadership and foster a culture of engagement, inclusion, and excellence. Position serves as the Equal Employment Opportunity Officer (EEO Officer). Major Accountabilities: Collaborate with leadership on strategic planning specifically relating to human resources matters and align to business objectives. Provide strategic guidance and insights to executive team on HR matters. Develops recommendations and solutions to influence continuous improvement of HR services and processes. Lead and mentor HR team, setting goals and priorities that align with bank vision and values. Develop and implement HR initiatives to complement existing practices and support consistency across the organization. Foster a positive workplace culture and enhance teammate engagement through employee relations and organizational policies and practices. Create and enhance HR policies and procedures to ensure compliance with legal regulations and industry best practices. Manages comprehensive compensation and benefits programs that are competitive and cost-effective. Maintain knowledge of best practices, regulatory changes, and new technologies in human resources. Implement metrics to measure HR effectiveness and organizational performance. Qualifications: Ten (10) years of HR experience with a proven ability to develop and execute strategic HR initiatives. Ten (10) years of Leadership experience. Skills and Training: Strategic thinking and problem-solving. Ability to build and influence relationships across all levels of the organization. Strong analytical and decision-making skills Understanding of applicable employment laws and regulations. Able to handle confidential and sensitive information. Strong verbal, written, analytical and interpersonal skills. Ability to travel as required.

Maine's premier City to work and live is becoming Maine's premier municipal employer - welcome to Biddeford, Maine, where citizens are proud of their community and employees thrive! The City of Biddeford, a beautiful, resurgent, coastal Maine community, is seeking dynamic people to join our award-winning team of professionals. As an employee in one of Maine's youngest communities, you can become part of a team that is guiding its economic revival. You will need to be highly motivated, talented, with a strong desire to make a difference in the daily lives of citizens. The City of Biddeford greatly values employee wellness and work/life balance. Many of our positions, including all positions in City Hall, have a four-day, 36-hour work week (Fridays off!) with flexible scheduling and remote opportunities one day per week. The City of Biddeford is seeking an experienced and detail-oriented Deputy Director of Human Resources to support the effective, compliant, and people-centered operation of the City's HR Department. The Deputy Director plays a key role in ensuring consistency and quality across all HR administrative and employee support functions. About the Role Reporting directly to the Director of Human Resources, the Deputy Director provides professional-level assistance in day-to-day operations and serves as a key partner in implementing HR programs and initiatives that promote organizational excellence, employee engagement, and compliance with employment laws and City policies. This position focuses on HR program coordination and administrative accuracy, not collective bargaining or high-level labor relations and policy work. The ideal candidate will bring strong attention to detail, excellent communication skills, and a genuine commitment to supporting City employees and departments through efficient, fair, and compassionate service. Responsibilities Oversee benefit enrollments, reconciliations, and payments to ensure accuracy and timeliness; assist with ADA and leave management. Support recruitment and onboarding processes, including posting positions, managing applicant tracking, scheduling interviews, and preparing offer materials. Assist with policy review and updates, ensuring alignment with best practices, employment law, and City procedures. Coordinate and maintain employee evaluation and development plan tracking. Support City-wide wellness and employee engagement initiatives that foster a welcoming, inclusive, and respectful workplace culture. Provide guidance and assistance to employees and supervisors on general HR matters, benefits, and policy interpretation. Maintain accurate personnel records, HR databases, and reporting functions. Assist in compliance monitoring related to leave management, EEO reporting, and employment law updates. Collaborate with the HR Director on departmental projects and process improvement initiatives. Required Qualifications Strong working knowledge of benefits administration, recruitment, HR recordkeeping, and applicable employment laws. Exceptional organizational, analytical, and communication skills. Demonstrated ability to handle confidential information with discretion. Collaborative, professional, and approachable. Detail-oriented, proactive, and able to manage multiple priorities. Skilled at balancing employee support with organizational compliance. Comfortable taking ownership of administrative and operational responsibilities while deferring complex labor relations, contract, or disciplinary issues to the HR Director. A willingness to demonstrate a commitment to the City of Biddeford's work around diversity, equity, accessibility, and inclusion Preferred Qualifications Bachelor's degree in Human Resources, Public Administration, or a related field Progressively responsible HR experience in the public sector preferred but not required Proficiency with HRIS and Microsoft Office Suite; experience with Paylocity or similar systems a plus. Equal Opportunity Employer The City of Biddeford's mission is to cultivate and sustain a diverse, inclusive, equitable, welcoming, and belonging-based workplace where employees actively practice solidarity for the greater good of the work environment and employee experience. As an Equal Opportunity Employer, the City of Biddeford shall employ, develop, and work to maintain the best qualified person(s) available without discrimination to: age, race, color, religion, sex, sexual orientation, marital status, pregnancy, dimensions of gender, disability, citizenship, veterans' status, ancestry, national origin, and/or political affiliation or any other status protected by law. Equitable access to services and employment is available and those applicants requiring reasonable accommodation for this application and/or the interview process should notify the Human Resources Department at ************.

BASIC FUNCTION: The Director of Human Resources is responsible for providing strategic and operational leadership for all HR functions across the bank. This role develops and implements HR policies, programs, and initiatives that support the bank's mission, culture, and business objectives. The Director oversees talent acquisition, employee relations, compensation and benefits, performance management, compliance, training and development, and HR operations. This position serves as a trusted advisor to senior leadership and ensures HR practices align with regulatory requirements and organizational goals. ESSENTIAL DUTIES AND RESPONSIBILITIES: Develop and execute the bank's HR strategy to support business growth, workforce planning, and organizational development. Serve as a member of the leadership team, advising executives on HR matters, culture, organizational structure, and talent strategies. Lead change management initiatives that enhance employee engagement, modernization, and operational efficiency. Talent Acquisition & Staffing: Oversee full-cycle recruiting efforts to ensure timely and effective staffing of all departments. Build relationships with universities, professional associations, and community partners to enhance talent pipelines. Implement onboarding processes that promote early engagement, compliance, and productivity. Employee Relations & Culture: Promote a positive, inclusive, and ethical workplace aligned with the bank's values. Provide guidance to managers on employee relations, performance concerns, conflict resolution, and corrective actions. Conduct or oversee internal investigations, ensuring fairness, documentation, and legal compliance. Lead and evaluate programs that strengthen employee engagement and retention. Compensation & Benefits: Manage compensation structures, job evaluations, salary surveys, and pay administration. Administer benefits programs, including health, retirement, and wellness initiatives, ensuring competitiveness and cost-effectiveness. Partner with finance on budgeting, forecasting, and benefits renewal review. Compliance & Risk Management: Ensure full compliance with federal and Missouri employment laws (FLSA, FMLA, ADA, EEO, etc.) and HR-related banking regulations. Maintain and update HR policies, procedures, and the employee handbook. Prepare for and support internal and external HR-related audits. Oversee accurate reporting for regulatory and internal reporting requirements. Performance Management & Development: Lead the performance management process, including annual reviews, coaching frameworks, and documentation. Identify training needs and develop programs for employee development, leadership training, and regulatory training. Support succession planning and leadership pipeline development. HR Operations & Technology: Oversee HRIS administration, data integrity, and reporting. Identify opportunities to automate HR processes and improve system capabilities. Manage HR vendor relationships, contracts, and service quality. Qualifications KNOWLEDGE, SKILLS AND ABILITIES: Strong understanding of HR best practices, employment law, and HR compliance within a regulated industry. Ability to balance strategic thinking with hands-on operational execution. Excellent interpersonal, communication, and relationship-building skills. Ability to handle sensitive information with discretion and professionalism. Strong analytical and problem-solving skills, including experience with HR metrics and reporting. Proficiency with HRIS systems, Microsoft Office Suite, and related HR technologies. EDUCATION AND EXPERIENCE REQUIREMENTS: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred. Minimum 7-10 years of progressive HR experience, including leadership responsibility. Experience in banking, financial services, or a similarly regulated industry strongly preferred. HR certification (SPHR, SHRM-SCP, or equivalent) highly preferred. PHYSICAL AND WORK ENVIRONMENT REQUIREMENTS: Work performed in an office setting. Occasionally required to lift up to 20 pounds. Must be able to sit and work at a computer for extended periods. Minimal travel within Missouri may be required for recruitment, training, or industry events. EEO STATEMENT The bank is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, national origin, age disability, veteran status, or any other legally protected status.

About Us Hotel AKA Brickell is a sophisticated retreat overlooking Biscayne Bay and in walking distance of Brickell's business district. From expansive guest rooms and suites to premium services and amenities, this location offers the perfect destination for guests. At HEI, we recognize that our enormous success is solely the result of our greatest asset: Our People. Where people work is a choice. Against that choice, our greatest obligation is to ensure day in and day out that our associates have the compensation and benefits they deserve and industry leading tools, training and support that they need to excel. At HEI, simply said, we honor the privilege of our associates choosing us by investing in and making them more valuable. Don't meet every single requirement of this job? At HEI we are dedicated to building a diverse and inclusive workplace, so if you're excited about this role but your experience doesn't align perfectly with every qualification in the job description, we encourage you to still send in your information. You may be the perfect candidate for this or for other roles within our organization! We value U.S. military experience and invite all qualified military candidates to apply. Overview Directs and ensures the efficient administration and management of the Human Resources function to include recruiting, training, wage and benefit administration, compliance with statutory requirements and the execution of associate relations activities, in order to provide each department with the personnel, guidance, and support necessary to achieve their guest service and business objectives. Essential Duties and Responsibilities Provide assistance, guidance and counseling to the General Manager, management staff and associates in order to maximize the quality and professionalism of the hotel staff by listening and interpreting concerns and objectives and seeking solutions. Ensure that associates are developed and utilized to their maximum potential by controlling the implementation, administration and monitoring of all training programs. Instruct training classes, analyze and review current and proposed methods, consult with and make recommendations to the management staff for improvement. Direct and instruct the management staff in effective recruiting and interviewing techniques using methods such as verbal presentations and written directions to ensure the hiring and retention of qualified and efficient associates. Conduct interviews for all management positions. Ensure all other pre-selection activities are completed, including drug testing, reference checks, background checks, etc. Ensure all new hires and existing associates possess proper employment eligibility verifications. Ensure compliance with all Company policies and procedures and Federal, State and Local laws and regulations which pertain to Human Resources. Implement new procedures and communicate verbally and in writing any new requirements. Oversee compliance with Affirmative Action Plan. Direct and administer associates relations programs and activities such as associate recognition and service award ceremonies, social functions and general hotel meetings to maintain a positive associate relations climate. Monitor the associate performance appraisal programs. Analyze evaluations to ensure appraisal comments are appropriate and verify goals are measurable and achievable. Control the administration of wages and benefits to ensure the accurate and equitable application of same, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems. Comply with attendance rules and be available to work on a regular basis. Perform any other job-related duties as assigned. Qualifications and Skills 3+ Years of Human Resources Experience. Hotel experience preferred. Bachelor's Degree in applicable field or HR certification is helpful. Ability to deal effectively with all applicants and associates with tact and diplomacy, to diffuse anger and collect accurate information and resolve conflicts. Thorough knowledge of Human Resources practices and procedures as well as considerable knowledge of Federal, State and Local laws and regulations pertaining to Human Resources matters. Knowledge of hotel operations, including marketing plans, security and safety programs, personnel and labor relations, preparation of business plans, repairs, maintenance, budget forecasting, quality assurance programs, hospitality law, and long-range planning. Leadership skills to motivate and develop staff and to ensure accomplishment of goals. Able to set priorities, plan, organize and delegate. Basic mathematical skills in order to perform moderately complex calculations for salary and benefit administration and to forecast departmental expenses using a calculator and/or moderately complex computer system. Ability to prepare correspondence and meet deadlines. Ability to prepare office memorandum and correspondence as well as provide clear and meaningful instructions, guidance, and counseling to all associates. Ability to observe associates in the workplace, analyze operations and detect situations of concern with regard to areas such as associate performance, grooming, training, policy adherence and morale. Ability to work effectively under time constraints and deadlines. Ability to stand, walk and sit and continuously perform essential job functions for an eight-plus hour shift with or without reasonable accommodation. Effective verbal and written communication skills. Ability to adapt communication style to suit different audiences, such as effectively communicating with supervisors, coworkers, public etc. Compensation Tipped/Service Charge Eligible? No Discretionary Performance Bonus Eligible? Yes Benefits HEI Hotels and Resorts is committed to providing a comprehensive benefit program that offers you choices for your physical, mental and financial wellness, creating value in your most important investment - you! For your physical and mental wellness we offer competitive Medical and Dental programs through Anthem Blue Cross Blue Shield as well as Vision insurance programs through EyeMed. Our Vacation, Sick and Holiday programs are available for you to rejuvenate with time off. HEI also provides pet insurance through the ASPCA. For your financial wellness, HEI provides a wide array of coverage, including Supplemental, Spousal and Child Life insurance as well as Short and Long-Term Disability plans. Our 401(k) Savings Plan with matching funds, and discounts through our 'YouDecide' and Hotel Room Discount programs provide additional incentives for choosing HEI as the employer of your future. Specific details and eligibility of these programs vary by location and employment status. HEI Hotels and Resorts is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.

. Duties include, but are not limited to: * Develops, plans, and implements human resource goals and objectives; develops, implements, and administers the City's personnel policies and procedures. * Organizes department resources in accordance with established goals and objectives; evaluates service delivery alternatives and adjusts as deemed appropriate. * Coordinates department activities with those of other City departments as well as outside agencies and organizations; provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence. * Directs, oversees, and participates in the development of the Department's work plan; assigns work activities, projects and programs; monitors workflow; review and evaluate work products, methods and procedures. * Supervises and participates in the development and administration of the Human Resources Department budget; directs the forecast of funds needed for staffing, equipment, materials, and supplies: monitors and approve expenditures; implements mid-year adjustments. * Advise, counsel and assist operating departments and employees on matters pertaining to City personnel policies and practices. * Performs professional and technical duties related to classification, compensation, recruitment, staff development and benefit administration; prepares related documentation including draft contracts, advertising, job descriptions and training outlines. * Selects, trains, team build, and evaluates assigned staff; provides or coordinate staff training; works with assigned employees to correct deficiencies; implements discipline and termination procedures. * Represents the City to outside groups and organizations; participates in outside community and professional groups and committees; provides technical assistance as necessary. * Coordinate daily benefits processing. Handle enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, distributions, loans, and compliance testing. * Researches and prepares technical and administrative reports and studies; prepares written correspondence as necessary; provides periodic reports on Department activities to City Manager and City Council; attends City Council and other meetings as required. * Assists all City departments regarding budgetary needs for staffing compensation and classification, vehicle and equipment liability, and organizational needs. * Assists accounts payable, accounts receivable, and is considered back-up to the Finance Director. * Oversees and manages the full payroll process for the City, ensuring timely and accurate compensation for all municipal employees. Responsibilities include reviewing and validating time records, coordinating with department supervisors for compliance, and entering or approving payroll data in accordance with City policies, labor agreements, and state/federal regulations.

Reporting to the Town Manager, this classification maintains the highest level of confidentiality in managing personnel matters and records. Plans, organizes, and directs the activities, operations, and staff of the Human Resources Department. Provides oversight of all Human Resources Department and Risk Management functions, including equal employment opportunity; employee relations; recruitment, skills assessment, and selection; policy administration; classifications and compensation; employee benefits administration; occupational safety; organizational development and training; and labor law compliance. Conducts on-going research for personnel, best practices; coordinates activities and serves as a resource for internal and external customers. ESSENTIAL FUNCTIONS Essential Functions are not intended to be an exhaustive list of all responsibilities, duties, and skills. They are intended to be accurate summaries of what the job classification involves and what is required to perform it. Employees are responsible for all other duties as assigned. The duties and responsibilities are subject to change as the needs of the Town and requirements of the position change. * Plans, organizes and directs the activities of staff including recruitment, classification, benefits, performance management, s, policies and procedures, and statistical reporting. Conducts new employee orientation. * Manages and maintains the job classification system by classifying new positions or reclassifying current positions; reviews market data and researches best practices for compensation plans and makes recommendations to the Town Manager. Oversees performance management system, conducts research and makes recommendations to the Town Manager on best practice and application. * Researches and recommends changes to benefit package to secure the best possible product at the lowest price for employees. * Facilitates Request for Proposals and contracts for benefit providers. Communicate with employees regarding the specifics of each benefit option. * Maintains all benefit records. * Advises and assists employees, supervisors, and directors in personnel matters by interpreting and applying human resources policies, processing grievances, and conducting investigations. Communicates with all Town employees to maintain a productive workforce. * Assist in maintaining effective working relationships. * Oversees the administration of the Town's deferred compensation program and state retirement plans. * Ensures Town compliance with all state and federal regulations related to human resources management. Maintains knowledge of current Human Resources legislation and ensures Town's compliance with relevant laws. * Researches, recommends and coordinates Town wide supervisory and human resource training programs. Provides on-the-job training for human resources department staff. * Coordinates the Town-wide volunteer program. * Directly supervises the Risk Manager and provides oversight of comprehensive organization-wide risk management program including, but not limited to: * Insurance program administration (property, liability, workers' compensation) * Claims processing to include: investigation, management, and settlement * Loss prevention and workplace safety programs * Contract review for insurance and indemnification requirements * Coordination with insurance carriers, legal counsel, and risk management consultants * Workers' compensation administration and return-to-work programs * Safety Committee leadership and safety training coordination * Risk assessment and mitigation strategies * Ensuring Town policies and procedures comply with State, Federal and local laws related to safety and risk management * Researches and implement wellness initiatives and coordinate employee health fairs. * Develops and maintains confidential systems that provide proper documentation, evaluation, and control of personnel records. Maintains Personnel Policy Manual and makes recommendations to the Town Manager on policy and procedure changes. * Gives presentations to the Town Council as required. * Manage, supervise and monitor the work performance of the HR department including, but not limited to, evaluating program/work objectives and effectiveness, establishing broad organizational goals and realigning work and staffing assignments for the department. * Supervise human resources department staff, conduct performance reviews and sets goals and objectives for the employee. * Has responsibility for final approval of the department's budgetary recommendations to the Town Manager. * Monitors progress toward fiscal objectives and adjusts work programs as necessary to reach them. * Performs all work duties and activities in accordance with department and/or Town policies and procedures. * Works in a safe manner and reports unsafe activity and conditions. Follows Town-wide safety policy and practices and adheres to responsibilities concerning safety prevention, reporting and monitoring as outlined in the Town's Health and Safety Manual. KNOWLEDGE, SKILLS & ABILITIES * Ability to read court cases, budgets, policies, documents, and reports at a college level. * Ability to perform general math calculations such as addition, subtraction, multiplication and division and to prepare statistics for budgets. * Ability to write general correspondence, articles, letters, and reports at college level. * Ability to use copy machine, fax machine, general office supplies, computer, printer, calculator, telephone, DVD/TV, laminating machine, projector, vehicle, Standard Microsoft Windows and Office software, various Town specific software packages, and the Internet. MINIMUM QUALIFICATIONS * Bachelor's Degree in Human Resources, Public Administration, Business or related field. * Seven (7) years progressively responsible related experience including three (3) years supervisory experience; or any equivalent combination of formal education and experience sufficient to perform the essential functions. * Valid Arizona driver's license required within ten days of hire. PREFERRED QUALIFICATIONS * Master's Degree. * SPHR or equivalent certification. This job description does not constitute an employment agreement between the Town of Sahuarita and the employee and is subject to change by the Town of Sahuarita as needed. The Town of Sahuarita is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the Town of Sahuarita will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with a member of the Human Resources Department. Management's vision is for all employees to embrace, support, and promote the Town's values, beliefs, and culture, which include but are not limited to the following expected behaviors: High ethical standards Active participation in teamwork Strong safety principles and safety awareness Provide outstanding customer service to internal and external customers THE TOWN OF SAHUARITA IS AN EQUAL OPPORTUNITY EMPLOYER. IN COMPLIANCE WITH THE AMERICANS WITH DISABILITIES ACT, THE TOWN WILL PROVIDE REASONABLE ACCOMMODATIONS TO QUALIFIED INDIVIDUALS WITH DISABILITIES AND ENCOURAGES BOTH PROSPECTIVE AND CURRENT EMPLOYEES TO DISCUSS POTENTIAL ACCOMMODATIONS WITH A MEMBER OF THE HUMAN RESOURCES DEPARTMENT

Company Overview When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership - Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. - Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight - Lead and develop the HR team, ensuring consistent delivery of HR programs and services. - Oversee department workflows and processes to ensure efficiency and service excellence. - Manage the budget for HR operations and programs. Compliance & Risk Management - Ensure compliance with all federal, state, and local employment laws and regulations. - Maintain up-to-date HR policies, practices, and procedures. - Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management - Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. - Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration - Design, implement, and oversee the bank's compensation and benefits programs. - Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. - Partner with consultants to assess and adjust compensation and benefits structures as needed. - Create a pay for performance culture Performance Management & Talent Development - Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. - Guide executives on succession planning for senior leadership and critical roles. - Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership - Provide guidance on organizational structure, role design, and workforce planning. - Partner with senior leadership on change management strategies to support business transformation. - Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. - 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. - Proven experience serving as an HR Business Partner to senior executives. - Strong knowledge of employment laws, compensation, benefits, and performance management. - Experience managing vendor relationships, including compensation, benefits, and HRIS providers. - Excellent communication, influencing, and leadership skills. - Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: - Executive Presence & Influence - Strategic Thinking with Operational Execution - Confidentiality & Integrity - Relationship Management - Business & Financial Acumen - Change Leadership Company Overview When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. Position Summary The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership * Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. * Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight * Lead and develop the HR team, ensuring consistent delivery of HR programs and services. * Oversee department workflows and processes to ensure efficiency and service excellence. * Manage the budget for HR operations and programs. Compliance & Risk Management * Ensure compliance with all federal, state, and local employment laws and regulations. * Maintain up-to-date HR policies, practices, and procedures. * Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management * Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. * Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration * Design, implement, and oversee the bank's compensation and benefits programs. * Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. * Partner with consultants to assess and adjust compensation and benefits structures as needed. * Create a pay for performance culture Performance Management & Talent Development * Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. * Guide executives on succession planning for senior leadership and critical roles. * Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership * Provide guidance on organizational structure, role design, and workforce planning. * Partner with senior leadership on change management strategies to support business transformation. * Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. * 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. * Proven experience serving as an HR Business Partner to senior executives. * Strong knowledge of employment laws, compensation, benefits, and performance management. * Experience managing vendor relationships, including compensation, benefits, and HRIS providers. * Excellent communication, influencing, and leadership skills. * Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: * Executive Presence & Influence * Strategic Thinking with Operational Execution * Confidentiality & Integrity * Relationship Management * Business & Financial Acumen * Change Leadership Physical Requirements * The physical demands listed below are a requirement 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 job the associate is frequently required to sit or stand for long periods of time, speak, and listen; use hands to touch and grasp objects; and to reach with hands and arms. The associate is occasionally required to move about the facility. Visual ability to view a computer screen for long periods of time is required. * Evening and weekend work based on business need. * Ability to travel based on business need. Benefits Offered * Group Health Insurance options, Dental Insurance, Vision Insurance * Employee Assistant Program (EAP) and Wellness Reimbursements * HSA and FSA accounts * Fully paid Life Insurance and Long-term Disability * 401k Options with Matching and Profit Sharing Retirement Plan * Paid Time Off (PTO) program in addition to 11 paid holidays * Discount on various bank services * Employee Referral Bonus * 529 College Savings Plan Payroll Deduction A credit and background check is a final part of the hiring process. Landmark National Bank is an EEO/AA/ADA/Veteran employer.

Hi, there! We're Mazuma Credit Union. We all work together to fuel new and creative ways to make our members smile. We're also about making Kansas City a better place to live, work and bank! This includes utilizing what we call our Mazuma Mindset. This means we seek to exceed the expectations of our members & team members in every interaction, every time! Does this sound like you? Keep reading and we'll tell you about the specifics! Role: The Director of Human Resources is responsible for partnering with the Chief Culture Officer, leadership team, and teams around Mazuma to ensure the successful implementation of Human Resources and Culture strategy and tactics as well as support the broader organizational priorities: The Mazuma Experience, Financial Performance, and Operational Excellence. This role oversees the Human Resources team which includes the functional components of Human Resource Management including full cycle Team Member Support through Talent Acquisition & Onboarding/ Offboarding, Benefits, Compensation, HRIS and Payroll, and Team Member Relations, and Personnel files, records, and regulatory compliance. This role is responsible for implementing, maintaining, and coordinating the operational infrastructure and administration efforts of the Human Resources area. In additional, they collaborate with Mazuma teams to best serve our Membership and work to strengthen and grow the Credit Union. The Director of Human Resources is also responsible for working alongside the leadership team to support the processes, services, and products that will deliver the best experiences to our Members and will ensure through strong partnerships and programs that the Mazuma brand is delivered in exceptional ways throughout all of our Team Members. This role focuses on implementing and delivering an outstanding Team Member experience from before someone is hired all the way through their career at Mazuma. They also support the sharing and marketing of Mazuma's employment brand story so that Mazuma is magnetic for top talent and fully living out its purpose of making Kansas City a better place to live, work, and bank. Experience: 5 to 10 years experience in HR-related roles supporting or leading benefits, payroll administration, and HRIS systems. Previous leading/managing of a team preferred. Experience leading HR professionals strongly preferred. Compensation system experience, preferred. Compensation certification preferred. Experience maintaining a Human Resources Information System/Payroll Database and online benefit enrollment system, preferred. An equivalent combination of education and experience may be considered in meeting the requirements of this role. Education: Equivalent to a college degree (BS or BA in a relevant field). Interpersonal Skills: A significant level of trust and diplomacy is required, in addition to normal courtesy and tact. Work involves extensive personal contact with others and is usually of a personal or sensitive nature. Work may involve motivating, influencing or training others. Outside contacts become important and fostering sound relationships with other entities (companies and/or individuals) becomes necessary and often requires the ability to influence and/or sell ideas or services to others. Other Skills: Leadership skills with experience leading an HR-specific team. Must have excellent knowledge of Human Resources, especially the legal aspects, that are effectively used and administered in the industry. Must be familiar with FMLA, ADA, HIPAA, FLSA, EEOC and other federal, state employment and tax laws. Must have strong knowledge of best practices in benefit management, payroll, and associated compliance laws. Must have excellent problem-solving skills and ability to react quickly to arising problems. Must have advanced computer skills including Microsoft Office; Word, Excel, PowerPoint, etc. and comfort with using data base programs. Must be able to manage multiple tasks concurrently, have strong attention to detail, and be well organized. Culture Expectations: Positive, Fun Attitude! Consistently demonstrates a positive attitude, always being respectful in interactions with members and team members. Behavior and appearance should be appropriate and this position should lead this value by example. Teamwork! A proactive collaborator who embraces the opportunity to work with others. Punctual and dependable. Able to manage conflict well amongst Team Members and Members. Demonstrates strong people skills, initiative, and decision-making ability. Productivity meets or exceeds expectations for the position. Learning & Growth! Demonstrates initiative in not only self-development but the development of others. Has superior knowledge of the organization's responsibilities and is able to apply and share learning. Creativity & Progressive Mindset! Able to think outside the norm, introduce new ideas and proactively solve problems. Positive change agent that embraces team direction. So, what do we bring to the table? Mazumans get a pretty sweet deal. They are part of a movement greater than themselves; they are a part of creating a better living, working and banking space for each and every person they come into contact with! Aside from living and fulfilling our purpose, Mazuma comes with lots of perks, including a great benefits package! Mazuma Credit Union is an equal opportunity employer and will consider all application without regard to race, marital status, sex, age, color, religion, national origin, veteran status, disability or any other characteristic protected by law. Mazuma Credit Union participates in E-Verify.

About the Company: Headquartered in Santa Ana California, Veros (************** is a proven technology company that develops and delivers advanced data, software, and analytics solutions for enhanced risk management in financial services. We are looking for a self-motivated, independent person to play a critical role, supporting the company's end user technology needs. Veros offers a unique opportunity that encourages creativity and professional growth along with a competitive salary and benefits package including medical, dental, vision, life, 401(k), vacation, sick, holidays, and more. We are seeking driven and motivated individuals interested in being part of an amazing team and making a difference. Position Summary: The Director, Human Resources leads the development and integration of HR initiatives that support the company's mission, vision, values, and goals, managing HR across sister companies while ensuring consistent practices and entity-specific compliance. This important role leads and directs the Human Resources team and serves as the organization's strategic advisor on change management, all matters related to our team members and organizational culture. The position directs and guides all phases of the employee life-cycle including: recruiting, training and development, performance management, compensation and benefits, safety and workers compensation, employee relations, and employment law compliance. Principal Responsibilities: Leadership and Strategy Plan, lead, develop, coordinate, and implement HR policies, processes, training, and initiatives that support company goals. Serve as primary advisor to executives and managers on HR matters, workforce planning, and organizational health. Develop and manage the HR department budget and allocate resources effectively. Supervise and develop the HR team, setting clear goals and fostering growth. HR Programs and Operations Administer HR programs, including compensation, benefits, and leave of absence. Oversee team member relations, investigations, disciplinary actions, and dispute resolution. Lead performance and talent management, including goal setting, reviews, succession, and development. Drive programs that support productivity, recognition, morale, health and safety, and training. Compliance and Risk Management Maintain responsibility for compliance with federal, state, and local employment laws and regulations. Monitor regulatory changes, best practices, and communicate policy updates and resources to leadership and employees. Consult with legal counsel as needed or as directed by the CEO on personnel matters. Compensation and Benefits Partner with executive leadership on the annual compensation cycle, salary structures, and pay practices. Manage compensation, benefits, recognition, and leave programs to ensure market competitiveness and internal fairness. Data, Systems, and Analytics Develop and maintain the HRIS to meet organizational needs and ensure data integrity. Conduct research and analysis of workforce trends using reports and metrics from HRIS and talent systems to inform decisions. Communications and Engagement Communicate changes to HR policies and procedures and ensure consistent adoption. Coordinate and, as needed, conduct exit interviews to identify trends and inform retention strategies. Participate on cross-functional committees and lead special projects. Qualifications Required 10+ years of progressive HR experience, including 5+ years leading an HR team. Proven experience advising executives and managing complex employee relations. Strong knowledge of employment law, compensation, benefits, performance management, and organizational development. Demonstrated ability to turn data into clear insights and actions. Excellent judgment, discretion, and communication skills. Preferred HRIS/ADP experience Experience in a multi-state or multi-country environment. Bachelor's degree in HR, Business, or related field; advanced degree or HR certification (SHRM-CP/SCP or PHR/SPHR) preferred. Experience partnering with external auditors and CPAs on 401(k) or payroll-related audits. Competencies Strategic thinking with practical execution Relationship building and influence Problem solving and sound judgment Change leadership and coaching Data fluency and systems orientation Veros is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.