Human resources business partner jobs in Appleton, WI

Are you an experienced Human Resources professional who thrives on building relationships, supporting employee growth, and driving impactful programs? Miller Electric, an ITW company, is seeking to add a Senior HR Generalist to our Components Division. In this role, you will be a strategic partner to our skilled trades areas - including Machine Shop, Fabrication, Paint, Running Gear, and Maintenance - and take the lead on initiatives that strengthen our workforce pipeline, support employee well-being, and maintain strong HR foundations. You will work with Youth Apprentices, Adult Apprentices, and local schools to promote career opportunities in manufacturing, own our wellness program, and help sustain and evolve our recently implemented skilled trades structures. Alongside these priorities, you'll manage core HR functions such as employee relations, talent acquisition, onboarding, engagement, policy development, and organizational development. What you will do and impact Skilled Trades Support & Workforce Development: • Serve as the primary HR partner for skilled trades departments, building relationships with leaders, supervisors, and employees. • Support Youth Apprentices and Adult Apprentices, ensuring a positive experience and strong development opportunities. • Partner with local schools, technical colleges, and community organizations to promote manufacturing careers and support recruiting pipelines. • Maintain and refine new processes, structures, and programs implemented within skilled trades areas. Employee Relations & Development: • Coach and counsel managers and employees on topics such as performance management, employee engagement, and career development. • Facilitate training, including compliance, professional development, and conflict resolution. • Foster an inclusive and welcoming environment for all employees. • Assess employee engagement and develop action plans to support a positive workplace culture. Wellness Program Leadership: • Own and manage the division's wellness program, coordinating initiatives and events that support physical, mental, and financial well-being. HR Policy, Administration & Projects: • Ensure consistent interpretation and application of HR policies and procedures. • Lead or support special HR initiatives such as talent reviews, change management efforts, and engagement strategies. Talent Acquisition & Onboarding: • Lead recruitment efforts for a variety of roles, with a focus on skilled trades and apprentice positions. • Conduct interviews, manage offer processes, and ensure an engaging onboarding experience. • Maintain compliance with Affirmative Action Plan requirements. What you need to be successful in this role • Proven HR generalist experience with an emphasis on skilled trades support, workforce development, or similar environments. • Strong relationship-building skills across all levels of the organization. • Ability to partner with external stakeholders such as schools and community organizations. • Excellent communication skills - both written and verbal. • Ability to manage multiple priorities in a fast-paced environment. • Proficiency in MS Office programs (Word, PowerPoint, Excel). Qualifications • Bachelor's degree in human resource management or related field. • Minimum of 5+ years of experience in an HR Generalist or similar role. • Experience supporting manufacturing, skilled trades, or apprenticeship programs preferred. Company Description Comprised of a market-leading portfolio of best-in-class brands, the businesses of ITW Welding work together to provide premium performance delivered through a breadth of solutions encompassing welding, cutting, consumables, and accessories. ITW Welding North America represents Miller Electric Welding Equipment, Safety & Accessories, Hobart Filler Metals, and Bernard / Tregaskiss MIG Guns. Miller Electric Mfg. LLC, is headquartered in Appleton, Wisconsin, and wholly owned by Illinois Tool Works (NYSE: ITW). The company maintains its industry leadership by setting the standard for reliability, quality and responsiveness. Our tagline, “The Power of Blue ,” is inspired by the blue color of Miller equipment. The company began with an innovation that responded to customer needs, growing from a one-man operation in 1929, to the world's largest manufacturer of arc welding products. Miller keeps the tradition alive by focusing on its top priority: people. Additional Information ITW Welding is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status, age, or any other characteristic protected by law. Why ITW Welding? Here's what we offer to help you build the future you want: Generous Retirement Benefits - 401(k) match PLUS an additional retirement contribution to help you plan for the future. Paid Time Off - 11 paid holidays, 5 sick days, and vacation time to take time for what matters. Company-Paid Insurance - Life, AD&D, Short-Term & Long-Term Disability insurance to give you peace of mind. Family-Friendly Benefits - 4 weeks of paid parental leave and adoption reimbursement to support your family journey. Education Assistance - tuition reimbursement because we believe in investing in your personal and professional development. At ITW Welding, we're not just a place to work - we're a community that empowers you to grow and make a real impact. Join us and build a career that makes a difference! ITW is an equal opportunity employer. We value our colleagues' unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential. As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship. All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws.

Description: The Human Resources Manager will oversee all aspects of the HR department, ensuring that Tufco LP attracts, develops, and retains a high-performing and motivated workforce. This individual will serve as a strategic partner to management, ensure compliance with labor laws, and foster a positive and productive workplace culture. Requirements: Key Responsibilities Recruitment & Staffing Lead the full-cycle recruitment process including job postings, interviews, and onboarding. Partner with department heads to identify staffing needs and develop workforce plans. Build talent pipelines and manage succession planning for key positions. Employee Relations Promote a positive work environment and handle employee relations issues with fairness and confidentiality. Oversee disciplinary actions, investigations, and grievance procedures. Support employee engagement and recognition programs. Training & Development Identify skill gaps and coordinate training and development initiatives. Support leadership development and career progression planning. Evaluate training program effectiveness and recommend improvements. Compensation & Benefits Administer payroll, benefits, and incentive programs accurately and efficiently. Conduct compensation benchmarking and maintain competitive pay structures. Ensure compliance with all wage, hour, and benefits laws. Compliance & HR Policy Maintain compliance with all federal, state, and local employment laws. Develop and update employee handbooks, HR policies, and procedures. Maintain employee records and manage HRIS systems. Strategic HR Management Partner with senior leadership on HR planning and organizational design. Monitor and report HR metrics such as turnover, attendance, and engagement. Drive diversity, equity, and inclusion initiatives across the organization. Health, Safety & Welfare Promote workplace safety and coordinate wellness initiatives. Manage employee leaves, accommodations, and workers' compensation cases. Qualifications Bachelor's or Master's degree in Human Resources, Business Administration, or related field. Minimum 5-10 years of progressive HR experience (manufacturing experience preferred). Strong knowledge of labor laws, HRIS systems, and HR best practices. Exceptional communication, leadership, and problem-solving skills. Professional certification (SHRM-CP, SHRM-SCP, or PHR) is a plus. Why Join Us Competitive compensation and benefits package Supportive leadership and professional growth opportunities A culture of respect, teamwork, and integrity Disclaimer: The above statements are intended to describe the general details of the essential responsibilities being performed in the job. It is not designed to be a comprehensive list of all duties and responsibilities. All associates may be required to perform duties outside their normal responsibilities from time to time, as needed. The company reserves the right to make changes to the job description at any time.

U.S. Venture is growing, and we are seeking a HR Business Partner to join our team. The HR Business Partner will shape and support culture strategy, programming, and activities to ensure meaningful work experience for all team members. This position will be responsible for administering and implementing Human Resources programs and processes including recruiting, compensation and benefits management, performance management, team member relations, safety and employment practices. The HR Business Partner ensures company policies and procedures are in accordance with local, state, and federal laws and regulations. This position will be located onsite in Appleton, WI with expectations to travel to support various U.S. Energy locations.JOB RESPONSIBILITIES Provide information to team members regarding corporate benefit programs, payroll inquiries and career development opportunities. Leverage programming to grow and develop leadership bench strength of our business operations. Build business capability by leading entrepreneurial teams to continuously assess operational effectiveness by analyzing, optimizing, communicating, and implementing improved workforce processes that enable the business to change as it evolves and grows. Align HR strategies with organization and US Energy strategic initiatives. Support HR programs for recruitment, performance management and team member development Use analytics to share trends with business leaders and act on strategies with impact to the bottom line (i.e. move from turnover tracking to predicting flight risks) Provide advice and recommendations on appropriate organizational structure and staffing Research competitive market landscape to benchmark HR best practices and deliver ongoing solutions which can be implemented to meet people and business objectives. Partner with the Talent Acquisition team to support the recruitment process through strong knowledge of the supported businesses and connection to the hiring manager to ensure hires are aligned with U.S. Venture values. Coordinate and manage investigations related to harassment, discrimination, workplace violence, theft, etc., acting as lead investigator Effectively handle intake of employee relation issues. Outline initial step in remediation and will know when to bring in business partners to effectively resolve problems. Analyze change, question potential risk, report, and provide support for workers compensation, unemployment compensation, wage and hour inquiries, OSHA, DOT, FMLA, USERRA and related employment law compliance. Live our values of High Performance, Caring Relationships, Strategic Foresight, and Entrepreneurial Spirit Find A Better Way by championing continuous improvement and quality control efforts to identify opportunities to innovate and improve efficiency, accuracy, and standardization Continuously learn and develop self professionally Support corporate efforts for safety, government compliance, and all other company policies & procedures Perform other related duties as required and assigned QUALIFICATIONS Required: Knowledge of Human Resources laws and ability to grasp company HR procedures and processes for multiple locations Minimum of 2 years of related HR generalist experience, bachelor's degree in human resource management is preferred Strong working knowledge of recruitment, benefits, safety, compensation systems, team member relations, unemployment, and worker's compensation Possesses a servant leadership mindset through high integrity, loyalty, compassion, and ability to maintain confidentiality of all company and customer information Good decision maker who is well organized and can prioritize and plan ahead Ability to work in a diverse organization where group interaction, teamwork, and relationships are critical to success Great curiosity about the business and impact of future market trends Excellent communicator and listener who is assertive yet personable and flexible Knowledge of HRIS, Microsoft Excel, Outlook, Word, PowerPoint, Skype, and PowerBI Ability to use social media to promote and build strong employment brand Occasional travel required to support business operations, typically 20-30% of the time Successfully pass a pre-employment drug test (do not test for THC / marijuana) Preferred: Multi-State or multi-location experience DIVISION: Corporate U.S. Venture requires that a team member have and maintain authorization to work in the country in which the role is based. In general, U.S. Venture does not sponsor candidates for nonimmigrant visas or permanent residency unless based on business need. U.S. Venture will not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed recruitment Master Service Agreement, there will be no obligation to any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without an agreement, U.S. Venture shall reserve the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, shall be deemed the property of U.S. Venture. U.S. Venture, Inc. is an equal opportunity employer that is committed to inclusion and diversity. We ensure equal opportunity for all applicants without regard to race, color, religion, sex, sexual orientation, gender, gender identity or expression, marital status, age, national origin, disability, veteran status, genetic information, or other protected characteristic. If you need assistance or an accommodation due to a disability, you may call Human Resources at **************.

Pioneer Metal Finishing is the leading surface engineering company in North America. For 75 years, we've delivered consistent, quality metal finishing solutions for mission-critical applications. Our advanced surface modification technologies and scalable execution improve the performance of mission-critical products and enhance brand value for companies in the healthcare, automotive, and industrial markets. We encourage you to learn more about opportunities with Pioneer Metal Finishing and join our team today! Overview Position Summary The role serves as a location-based human capital leader, who will be responsible for managing the core business functions including, talent acquisition and development, employee relations, benefits communication and interpretation, compensation administration and compliance, and employment policy interpretation and application. This role will partner with the VP, Human Resources and Field HR team to promote a best-in-class culture and employee experience. You'll make a positive impact on how team members experience organizational change and be a strategic partner in driving division results and executive strategies. As a Human Resource Business Partner, you will be a key strategic partner for divisional leadership and a valuable resource for team members. Whether through onboarding, performance management, or giving leaders and team members the guidance that they need to be successful, you will be a knowledgeable and committed resource. You will use your skills, experience, and talents to be a part of groundbreaking thinking and visionary goals. As an HR Business Partner, you will take the lead as you strategize with the business by operating as a business analyst and can translate organizational objectives into talent implications. Lead, influence, support, and facilitate organizational change and communication. Consult with the business by understanding how to align and integrate people with business needs through organization design and talent development. Act as a coach, trusted partner, and confidant who understands when and how to share information in the best interests of people and the business. Essential Job Duties/Responsibilities Collaborates with the location leadership to understand business strengths and opportunities related to people systems. Works with site and corporate leadership to develop plans and actions that will help the location achieve its performance objectives. Understands the business trends and patterns to help support labor planning requirements to maintain productivity and to ensure labor costs and labor rates are within the established guidelines. Recruits, interviews, and facilitates the hiring process and decisions for all hourly roles for the division(s). May also provides recruitment support for salary positions. Uses current recruitment tools and social media with a post to attract approach to selling the Pioneer value proposition. Administers the full-cycle recruitment process in the human resource information system for posting and hiring. Supports the development, implementation, and administration of learning systems to ensure all employees have the necessary skills and knowledge to perform the essential functions of their work successfully and effectively. Oversees the performance management process, including formal and informal coaching, feedback, documentation, and employment decision-making. Models accountability in performance by taking personal ownership of setting goals, meeting expectations, and achieving results. Helps develop the skills of all leaders in coaching staff, providing feedback, and establishing a culture that promotes high-performance behaviors. Responsible for investigating formal employment complaints and issues to ensure conflicts are resolved constructively, investigations are conducted compliantly, and the company policies and procedures are upheld. Implements and maintains policies and procedures to ensure consistency across all divisions. Responsible for legal compliance and partners with department leaders on all applicable labor laws. Coordinates and instructs new employee orientation, onboarding, and training. Drive employee engagement through the administration of recognition programs and organization of events. (i.e. summer picnics and holiday parties). Responsible for the reporting of daily labor to each division and providing data analysis on items such as: overtime, attendance, benefits enrollment, etc. Manage temporary agency relationships to ensure pricing is competitive, service level agreements are upheld, and performance is reviewed on a regular basis using metrics such as temp productivity and attendance. Works with the divisional leadership team and Safety Coordinator to maintain and improve the workers' compensation and safety programs. Works directly with Safety Coordinator to ensure training programs are in place and that ISO, OSHA, and company requirements are being met. Delegates training responsibilities to proper personnel. Education/Qualifications 4-year college degree in Business, Human Resources or related field; or equivalent work experience. Minimum of 5 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws. Proficient in Human Resource Information Systems (HRIS) PHR/SPHR certification preferred but not required. Knowledge of Microsoft Word, Excel, and PowerPoint is required. Personal Attributes Must be approachable and highly motivated with a very high aptitude for problem-solving and leading by example. Strong analytical skills. Must be creative, innovative, flexible, adaptable, and highly organized. Confidentiality is a must. Excellent verbal and written communication skills. Benefits Summary We offer the following benefits to Salaried Employees immediately upon hire: Medical, dental, and vision insurance (Eligibility begins on day one) Company Funded Health Reimbursement or Health Savings Account up to $3,000 401(k) plan Annual Incentive Program based on business results Company-paid life and accidental death & dismemberment insurance Tuition Reimbursement, Career Growth, and Advancement Opportunities Flexible Spending Accounts Short & Long-Term Disability Additional benefits for employee purchase: life insurance, critical illness, voluntary accident, and accidental death & dismemberment LiveHealth Online, virtual doctor visits Employee Assistance Program Paid company holidays Competitive Paid Time Off program Next-Day Pay: Don't wait for payday; access your daily pay the next day! Employee Recognition and Rewards program Fun Recognition Events and more!

The HR Business Partner delivers value-added HR services to leadership and associates to meet the business objectives of the organization. The HR Business Partner owns HR responsibilities for a division(s) and/or function(s), including interviewing, hiring, and onboarding, benefits, leaves of absence, performance management, engagement, and ensuring compliance with company policies and practices, in addition to state and federal laws. Contributes to a positive working culture, builds strong relationships, and lives out the values of integrity, collaboration, and accountability. This position may be based at either our De Pere or Elkhorn location. Essential Functions: Effectively execute HR strategies, programs, and policies, including recruitment, benefits, compensation, engagement, organizational development and learning strategies. This is done in partnership with the HR function based on assigned specialty areas. Practices high-performance culture behaviors in the support of associates, managers, and HR team on an ongoing basis. Provides strategic support to assigned leadership team(s) and recommends best practices. Attends staff meetings and other related activities. Meets one-on-one with business leaders regularly. Proactively helps managers support employee development, performance management, engagement, and high-performance culture. Conducts or acquires background checks and employee eligibility verifications. Implements new hire orientation and employee recognition programs. Conducts stay and exit interviews. Correlates factors to employee engagement; makes improvement recommendations to HR Director and business leaders. Partners with hiring managers by setting goals for open positions, coordinating recruiter outsourcing, assessing candidate qualifications, and participating in interviews. Leads team interview debrief sessions; provides recommendations to align on candidate consensus. Manages third party staffing and contract employment agencies. Partners with HR Director for process standardization across the organization. Drives employee relations solutions. Supports and guides managers with employee disciplinary matters, terminations, and investigations. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments as established by policies and programs. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and modern technologies in Human Resources, talent management, and employment law. Collaborates with HR peers to create efficiencies across the organization. Refers complex and/or sensitive matters to HR Director. Completes individual and/or collaborates on team projects. Performs other duties as assigned. Requirements Knowledge, Skills and Abilities: Prior experience in manufacturing environment. Experienced with multi-state entities is a plus. Excellent communication and presentation skills. Excellent interpersonal, negotiation, and conflict resolution skills.Strong time management skills with a proven ability to meet deadlines. Strong analytical and critical thinking skills. Ability to prioritize activities and delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field required. 5-7 years of Human Resources experience required. 25% travel to designated sites. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems; Paylocity a plus. SHRM-CP or SHRM-SCP Certification and/or SPHR/PHR Certification preferred. Summus is proud to be an Equal Opportunity Employer. We are committed to creating a workplace where diversity is celebrated and inclusion is the norm. We do not discriminate based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, veteran status, or any other legally protected status. Employment decisions at Summus are based on merit, qualifications, and business needs. We strive to ensure that every team member feels respected, valued, and empowered to contribute their unique perspectives.

#LI-AS1d Sr. Director of Human Resources Covering the Green Bay and Wausau Areas Trust, engagement, competence, respect and passion - these are the values under which North Shore Healthcare operates every day. Our dedicated team of professionals strive to deliver quality care to our residents and their families. We are one of the leading employers and providers of post-acute care in the Midwest and we are seeking exceptional individuals to join our team. If you value being a leader, working in a progressive environment and having opportunities to grow in your career, North Shore Healthcare is the Right Choice for you. Summary of position The Senior Director of Human Resources is a mission-driven strategic partner who supports our skilled nursing and assisted living centers in delivering exceptional patient care through a strong, engaged workforce. This role collaborates closely with clinical and operational leaders to align people strategies with organizational goals, enhance employee engagement, and drive workforce effectiveness. The Senior Director provides expert guidance on employee relations, performance management, talent development, and workforce planning, while ensuring compliance with all applicable employment laws and regulations. This highly collaborative position provides HR leadership within an assigned geographic region, supporting talent acquisition and retention initiatives, fostering a positive workplace culture, and leading HR compliance and process improvement efforts. The Senior Director also contributes to the development and continuous improvement of internal policies and procedures and serves as a mentor and resource for Directors of Human Resources across the organization. Requirements of the position Required Education and Experience Education: Bachelor' s degree in Human Resources, Business Administration, or a related field strongly preferred. Equivalent experience will be considered. Master' s degree or advanced HR certification (e.g., SPHR, SHRM-SCP) preferred Experience: Minimum of 7 years of progressive HR leadership experience, including multi- site or regional oversight Proven success in developing and implementing HR strategies that drive employee engagement and organizational performance. Prior experience in healthcare, senior living, or a similarly regulated industry preferred but not required Knowledge, Skills, and Abilities: Deep knowledge of federal and state employment laws and HR compliance requirements. Demonstrated ability to build relationships and influence at all levels of an organization. Strong analytical, problem-solving, and decision-making skills Excellent communication, coaching, and presentation skills Ability to lead and mentor HR professionals across multiple locations Commitment to fostering a positive, mission-driven culture aligned with organizational value. Travel: Must have valid driver's license Ability to travel to assigned facilities as needed Benefits: We offer a comprehensive benefit packages which includes: Health insurance for full-time employees starting the first of the month following 30 days of employment Dental and vision insurance for full and part-time staff 401(K) Program for full and part-time staff 6 paid holidays plus one floating holiday for full-time staff Company paid life insurance for full-time staff Voluntary life and disability insurance for full-time staff Paid Time Off Our mission is to establish a culture that reinforces the values necessary to be the premier health services provider and employer in each of the communities we serve. We understand that choosing where you want to go in your career is a big decision. We would like the opportunity to show you that North Shore Healthcare is the Right Choice for you.

_Work Mode: Onsite_ **Opportunity** The HR Manager is a trusted advisor and advocate for employees within Kohler's Hospitality business and is responsible for managing and executing a full range of HR functions driving business and employee success. This position serves as an operational partner providing expertise in talent management, compliance, employee relations and HR operations, owning initiatives that support engagement, retention, and HR value creation. Additionally, the HR Manager has the critical responsibility of partnering with leadership to execute various projects and business initiatives with a people-first mindset, thoughtfully embedding employee impact, communication effectiveness, and change readiness into project plans and implementation. As a key member of HR team, the HR Manager also partners with HR Leadership to foster collaboration, knowledge sharing, and alignment across HR functions to build a cohesive, service-oriented HR culture that supports team and business success. **Specific Responsibilities** + Participate and contribute to business operational and planning meetings to gain insight into associated business and strategic plans. Lead the development of Human Resource plans and actions to best align talent to achieve the business goals. + Establish a strong presence in designated business units to provide hands-on support and serve as a liaison to Enterprise functions and COEs. Establish and maintain relationships with business leadership to build trust, foster transparency, maintain open and honest two-way communication, and collaboration. + Serve as a key partner to driving the employee engagement process, including deployment of engagement surveys, review of results and partnering with assigned leaders on the planning and execution of key initiatives to drive overall business unit engagement. + Execute talent management strategies, including recruitment, onboarding, performance management, and employee development partnering with key stakeholders to implement agreed outcomes. + Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions. + Lead through various HR initiatives including but not limited to: HR processes, procedures, and employment law. Frequently act in the role of mentor for HR team members and operational leadershipteams. + Counsel on complex employee relations issues for businessunits and partner with leaders to execute root cause analyses to address and mitigate future concerns. + Responsible for all necessary regulatory compliance and risk management issues in accordance with geographic regulations. + Guide leadership on individual HR issues, performance problems,terminations, promotions, position creation, job content, job description development and ACTs. + Assist in the talent review process and formulation of associate development plans, identify critical positions and develop succession strategies for those positions. Recommend and implement developmental assignments for selected associates to ensure appropriate development of internal successors, and nurturing of high potential employees. + Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions. + Develop robust talent management plans for associated groups and drive change initiatives by partnering with site managers to attract, retain, develop and engage talent in critical roles. Align with leadership to facilitate development opportunities and create strategies to retain high performing talent. + Keep informed of local market and competitive trends and in partnership with Talent Acquisition team, leverage these insights to develop appropriate HR strategies and solutions. + Support and participate in the execution of the hiring process by serving as a liaison between hiring partners, hiring managers and COEs to facilitate key. With strong talent assessment skills, guide leaders and provide recommendations to ensure the best possible candidates are selected. + Leverage data through HR systems, tools or dashboards to understand and proactively handle issues such as turnover, organizational spans of control and layers, and similar indicators. Establish key tracking with metrics and historical data to monitor the merits of talent management initiatives overtime. + All other duties as assigned by the Manager-HR, Hospitality or Sr Dir-HR, Hospitality. **Skills/Requirements** + Bachelor's Degree in Human Resource Management, Business Management or related field required. HR Certification(s) preferred. + Minimum 5 years in an HR Business Partner capacity, or minimum 7 years of progressive HR experience required. + Substantive applicable work experience together with comprehensive job-related experience in own area of expertise to fully competent level. + Experience as a trusted advisor to management on business issues and business strategy with the ability to link human resources as a driver and influencer of business performance. + Self-motivated, creative problem solver and highly organized with a bias for action, continuous improvement, and team orientation. + Ability to use a high level of tact, diplomacy, discretion and empathy/understanding in a diverse work environment. + Excellent communication (verbal and written) skills, problem solving, organizational and interpersonal skills required along with the ability to navigate conflicting priorities. + Knowledge of organizational competencies required. + Demonstrates leadership and has effective facilitation skills. + Displays technical expertise in Human Resource disciplines. **_Applicants must be authorized to work in the US without requiring sponsorship now or in the future._** _We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $96,800 - $149,100. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation._ **Why Choose Kohler?** We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. **About Us** It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact ********************* . Kohler Co. is an equal opportunity/affirmative action employer.

Human Resources Manager POSITION TYPE: Full Time - Salary The HR Manager oversees all Human Resources functions and acts as a front-line operational support and internal business partner for our client's Green Bay manufacturing site. This role encompasses both manufacturing operations and administration. The HR Manager provides leadership, direction, and support for employee relations practices, fostering a positive employer-employee relationship and enhancing employee morale. Responsibilities: Advise department leaders on HR matters affecting the plant, fostering a positive working relationship. Develop relationships with management and employees, resolving conflicts and driving change and improvement. Manage employee relations, including investigations, disciplinary procedures, and policy administration. Collaborate with operational departments, identifying solutions aligned with organizational strategies. Administer bi-weekly payroll. Manage concurrent position requisitions and oversee recruitment targets. Lead talent management programs, performance reviews, and onboarding. Optimize business processes for efficiency. Administer health and welfare programs and conduct compensation analysis. Ensure compliance with Federal and State laws. Participate in audits and plant staff meetings, aligning with business direction. Analyze HR data for trends and prepare relevant reports. Manage worker's compensation program. Contribute to broader HR projects. Support production shifts. Maintain confidentiality and discretion in handling sensitive data. Leadership Expectations: Uphold our client's Core Values and safety culture. Manage team performance. Foster a collaborative team environment. Develop individual team members and their careers. Conduct regular reviews and objectives assessments. Cultivate a culture of accountability and performance. Focus on quality and continuous improvement. Plan work, track results, and address discrepancies. Qualifications: Minimum of 5 years HR experience; food & beverage industry background preferred. Bi-lingual (Spanish/English) Bachelor's Degree or equivalent. Willingness to engage on the production floor. Curiosity to understand success factors in safe, quality, cost-effective production. Familiarity with payroll systems, preferably Paycom. PHR Certification (or equivalent); SPHR certification preferred. Bilingual Spanish and English preferred. Proficient in HR concepts, practices, and procedures. Expertise in employment laws, regulations, and standards. Experience in factory environments. Strong written and verbal communication skills. Proficient in Microsoft Office.

This opportunity is with a multibillion $ Global giant based in United States, Canada & Mexico, with 16 different delivery centers and Regional offices in North America & more than 300,000 people working worldwide.This job gives you an opportunity to work with an organization which has been consistently in the top 5 best employers in US & Europe.We are sure that you wouldn't let this opportunity go by! Sounds interesting? Read on further to understand the role. Job Description Point of Contact for HR/Payroll Customer Field HR/Payroll questions and Config support HR/Payroll testing Reports JDE Issues to Oracle via Portal Respond to special HR/Payroll Audit Requests Advanced HR/Payroll Report Requests Tax Updates and Upgrade coordination Monitor and respond to ServiceNow Manage Oracle Portal and open SRs JDE Functional Spec documentation Coordinate testing environments & refreshes Requirements gathering Coordinate UAT Project Support Qualifications Bachelors Degree Additional Information Advanced HR/Payroll Report Requests

Job Details Appleton - Appleton, WIDescription The Human Resources Manager is responsible for managing and administering Club human resources functions, including recruitment, compensation, benefits, safety, employee relations, performance management and staff development. Provides advice and counsel to management in the development and implementation of policies and practices that comply with all applicable regulations and are consistent with Boys & Girls Club mission and values. Essential Job Functions Leadership Establish and implement policies and procedures for the effective management of Club human resources, ensuring compliance with federal, state and local regulations and community practice, as well as Boys & Girls Club mission and values. Provide information to leadership to support management decision-making about policy issues, employee relations, staff development needs, compensation and benefits practices and costs and recruitment practices. Actively and substantially contribute to a healthy organizational culture characterized by the core elements of trust, inclusion, belonging, autonomy, position mastery, and purpose. Collaborate with internal teams and departments to align goals and strategies and to foster a culture of cooperation and teamwork. Ensure continuous learning and continuous improvement processes thrive in each area of responsibility. Use data ethically to make decisions in a timely and informed manner. Build and engage in community relationships that enhance the organization's profile, build its reputation, support its priorities, and advance its mission. Focus your efforts and that of your team members on promoting equity, engaging in trauma-informed and continuous improvement practices, and doing what is needed to help the communities the organization serves become great places for all children and youth to grow and thrive. Strategic Planning, Execution & Agility Contribute to operational strategic planning, providing perspective on staffing and employee development needs to support strategic directions. Identify and evaluate opportunities to improve human resources policies, procedures and programs to ensure they meet Club needs and motivate effective performance of staff. Develop and implement strategic plans that align with the organization's strategic directions, mission, and goals. Monitor and evaluate the progress of strategic initiatives, making necessary adjustments to ensure successful execution. Demonstrate agility by adapting to changes in the internal and external environment and making timely decisions to keep the organization on track towards its goals. Management Ensure operational goals and objectives align with and advance the organization's strategic priorities. Regularly implement strategies to promote team development and performance, inclusive of but not limited to active listening, team performance assessments, coaching, team-based learning, recognition, fun, and transparent communications. Strive to meet and surpass the expectations of youth, families, staff, volunteers, Board, funders, and other key stakeholders. Support the planning, implementation, execution, and evaluation of special projects. Ensure spending stays within budgeted amounts, get advance approval on expenditures as required, meet allowable cost requirements, and support the successful delivery of programs and services in alignment with all restricted funding sources' expectations and requirements. Finish work by established deadlines within the framework of established guidelines and policies. Address issues and concerns in a professional, respectful, and courteous manner. Ensure records are up-to date, accurate, and organized. Prioritize and organize multiple tasks and responsibilities in a way that meets daily responsibilities while continuing to work toward longer-term objectives. Resource Development Train staff to understand how their actions and contributions to quality work and to maximization of resources enhance the organization's fundraising efforts and its overall financial health. Participate in organizational fundraising efforts, including donor stewardship activities, Board engagement opportunities, third-party events, and special events. Safety and Risk Management Ensures all staff incident reports are input into appropriate databases in a timely manner. Implement comprehensive trauma-informed measures to control minimize risks in all aspects of safety such as ongoing safety assessments, compliance tests, and incident response planning and implementation. Ensure current safety practices meet or exceed organizational requirements. Support the development and implementation of new or amended new or amended policies, practices, and processes that further mitigate and minimize safety risks. Human Resources, Supervision, and Talent Development Oversee compliance with employment laws and regulations. Complete regulatory and compliance reports from government and other mandatory reporting agencies, such as Unemployment Services, Workers Comp, EEO, OSHA, CRC, Affirmative Action, reporting and track various human resources metrics. Secure companywide benefits for all eligible employees, including but not limited to: medical, dental, 401k, life, long term disability, and COBRA. Provide recommendations and at times decisions in matters regarding promotions and disciplinary action, ensuring equitable treatment of employees and implementing actions designed to assist management in the success of their departments. Manage the recruitment process and selection of staff with the qualifications necessary for successful performance, recommending recruitment sources and strategies, and ensure recruitment process records are maintained in compliance with regulatory requirements. Ensure that all activities associated with the semi-monthly payroll process are run efficiently and accurately. Ensure programs and services are utilizing qualified volunteers in appropriate areas Ensure personnel files are complete, securely stored, and privacy is maintained. Support efforts to ensure the organization has an acceptable number of qualified staff and effective leadership and management structures to operate effectively and deliver programs. Demonstrate a commitment to excellence and guide your team to do so as well, aligning efforts with the organization's values, mission, strategic priorities, and policies. Ensure workplace operations comply with all relevant regulations, policies, and best practices. Provide active supervision of all direct reports, inclusive of ongoing coaching, regular one-on-one meetings, performance evaluations, goal setting, and talent development. Participate in available coaching opportunities, regular one-on-one meetings with supervisor, performance evaluations, and goal setting. Demonstrate a commitment to learning and development by following talent development requirements, ensuring your team does the same, and creating and following a professional development plan. Create and manage succession plans for key roles in area of responsibility. Other duties as assigned. Qualifications The Human Resources Manager requires a majority combination of the following: Education and Experience College degree in Human Resources, Business Administration or related field. At least five years' of progressive experience in human resources. PHR or SPHR certification preferred. Skills and Requirements Excellent interpersonal and conflict resolution skills. Demonstrated knowledge of human resource functions. Demonstrated knowledge of regulatory requirements affecting human resources management. Exceptional communication skills, with the ability to convey information in a timely, open, and clear manner. Reliable transportation. Knowledge of and ability to effectively use computers, software, and other technology tools. Ability to establish and maintain effective working relationships with others. Key Characteristics Is mission-driven and values-based. Demonstrates a growth mindset and a commitment to lifelong learning. Upholds a commitment to equity, while striving to be anti-racist and respectful of cultural differences with all stakeholders. Contributes to a purpose-driven culture characterized by trust, inclusion, belonging, autonomy, and learning. Operates with excellence in mind in all matters. Working Conditions Work will primarily occur in a climate-controlled environment with minimal potential for safety or health hazards. This position may include flexible working arrangements, such as remote work and compressed workweeks, subject to supervisory approval. This role routinely uses standard office equipment such as computers, phones, photocopiers, and filing cabinets. Physical Demands include: Must be able to remain in a stationary position for extended periods of time. Must be able to move independently indoors. Must be able to operate a computer and other office productivity equipment, such as a phone and photocopier. Must be able to communicate efficiently and effectively. Must be able to quickly detect safety concerns. Reasonable accommodation will be made to enable individuals with documented disabilities to perform essential functions.

Why Work at Rehlko We have met today's energy needs while planning for tomorrow's for over 100 years. Beginning with the first modern generator, the Rehlko Automatic Power & Light, launched in 1920, Rehlko has been an innovative leader in energy resilience. Our product range includes engines, generators, power conversion, UPS systems, EV components and electrification solutions, microgrid controls and management, clean energy solutions, and much more that serve a broad spectrum of OEM, residential, industrial, and commercial customers. Our priorities are global: the stability from steady energy sources and reliable back-ups. The power to be able to harness energy, and the freedom of not being dependent on an aging centralized grid. The confidence that clean energy solutions offer when it comes to a sustainable world, and the commitment to keep innovating towards greater impact. At Rehlko, our team members are the essential energy that powers our organization's success. We are committed to fostering a safe and sustainable work environment where safety is everyone's responsibility. We empower every team member to actively participate in our Zero Is Possible safety culture by encouraging open communication, proactively reporting hazards, following protocols, and suggesting improvements. Join us in creating an energy resilient world for a better future! Why You Will Love this Job: Location: Kohler, WI/Hybrid The HR Business Partner at Rehlko is a strategic advisor responsible for designing, leading, and executing human resources initiatives that empower the organization to achieve its business goals. This role partners closely with people leaders to drive objectives aligned with Rehlko's strategic vision. Key areas of focus include talent assessment, organizational development, compensation, inclusion and belonging, performance management, employee engagement, and labor relations. The HR Business Partner acts as a catalyst for organizational agility and effectiveness, championing Talent & Culture initiatives and collaborating with enterprise functions to deliver enterprise-wide HR solutions. Primary focus is commercial side of our Americas Region. Specific Responsibilities: Strategic HR Leadership: Develop and implement HR strategies that support current and future business priorities, ensuring Rehlko's human capital and leadership capabilities are positioned for success. Change Management & Communication: Proactively drive change initiatives and foster behaviors that align with organizational transformation. Utilize digital and social platforms to communicate effectively across all levels. Relationship Building: Cultivate strong partnerships with leaders and employees, both onsite and virtually, to nurture a culture that thrives in hybrid and remote environments. Talent Management: Lead efforts in talent attraction, retention, succession planning, and development. Collaborate with business leaders to identify critical skills and implement cost-effective development plans that strengthen organizational capability. Coaching & Development: Provide coaching on performance, career development, and corrective actions. Support employees in navigating career paths and growth opportunities. Recruitment & Workforce Planning: Partner with regional HR teams to educate leaders on recruitment best practices and workforce planning. Manage executive searches and compensation program design, ensuring alignment with Rehlko's inclusion and belonging goals. Learning & Development: Leverage enterprise functions to embed learning initiatives and leadership development programs into the business culture. Employee & Labor Relations: Collaborate with Labor Relations to address employee issues and regulatory compliance. Develop solutions to labor challenges and ensure risk management practices are in place. HR Analytics & Technology: Utilize WorkDay System and other HR analytics tools to monitor key HR metrics such as turnover, organizational design, inclusion, and belonging. Use insights from WorkDay dashboards to inform talent strategies, drive data-driven decision-making, and enhance HR process efficiency. Inclusion and Belonging Initiatives: Champion Rehlko's commitment to a culture where everyone is trusted, valued, and heard. Embed inclusion and belonging into all HR processes, support employee resource groups (Rainbow, VALOR, Women@Work), and leverage employee feedback platforms like Peakon to continuously improve strategies. HR Team Collaboration: Participate as a valued member of HR leadership teams to develop and execute HR strategies, embed new HR operating models, and drive enterprise-wide HR transformation. Requirements: Bachelor's degree required, preferably in Human Resources or related field. Minimum of 5 years' experience in Human Resources preferred. Experience in organizational design and development is desirable. Professional HR certification (e.g., SHRM, PHR/SPHR) is a plus. Demonstrated autonomy, strategic planning, project management, and execution skills. Strong analytical, decision-making, and problem-solving abilities. Excellent verbal and written communication skills, including proficiency with digital and social media. Advocate for employee development and change management. Experience working with remote sales teams is preferred. Experience with WorkDay or similar HRIS platforms is highly desirable. The Salary range for this position is $88,000.00-$111,150.00.The specific Salary rate offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. About Us Rehlko proudly offers a rich history steeped in creativity and commitment to our associates and communities, along with competitive benefits and compensation. Our Purpose-Creating an energy resilient world for a better future-and Values: Curiosity, Trust, Pace, and Excellence, are important cultural components that shape the way we work and relate to one another. Learn more about Rehlko at ********************************* In addition to the investment in your development, Rehlko offers a benefits package including a competitive salary, health, vision, dental, 401(k) with Rehlko matching, and more!? Rehlko is an equal opportunity employer that prohibits discrimination and will make decisions regarding employment opportunities, including, but not limited to, hiring, job assignment, compensation, promotion, benefits, training, discipline, and termination, without regard to race, creed, color, ethnicity, religion, sex, pregnancy, childbirth, or related medical conditions, genetic information, age, national origin, citizenship, ancestry, caste, mental or physical disability, marital or familial status, sexual orientation, gender identity or expression, genetic information, political belief or affiliation, union membership status, military status, veteran status, or any other characteristic protected by national, state, local, or other applicable laws. Americans with Disabilities Act (ADA) It is the policy of Rehlko to comply with all applicable provisions of the Americans with Disabilities Act (ADA) and corresponding national, state, local, or other applicable laws. Rehlko will not discriminate against any qualified associate or applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. Rehlko will provide a reasonable accommodation to associates or applicants with disabilities, in accordance with applicable laws. If you have a disability and require an accommodation in the application process or during the course of employment, please contact *********************. Rehlko is an equal opportunity/affirmative action employer. Our Values Curiosity - Seek, learn, share Trust - Go farther together Pace - Focus to go faster Excellence - Find the win every day

For a description, visit PDF: ************ winnebagocountywi. gov/sites/default/files/HumanResources/Jobs/Human%20Resources%20Advisor%20-%2010. 16. 25_0. pdf

Requirements What We're Looking For A strategic thinker with 10+ years of progressive HR experience. Belief in the Kondex values. Proven ability to lead through influence, coach leaders, and create scalable people programs in a growth environment. A confident, emotionally intelligent leader with excellent communication skills and the ability to manage complexity and conflict, while remaining calm under pressure. A practical, hands-on leader who can both set strategy and roll up their sleeves. Bachelor's degree in Human Resources, Business, or related field (Master's degree or certifications a plus). Why Join Kondex? This is more than a role - it's an opportunity to make a lasting impact. At Kondex, you'll find: A purpose-driven organization where people are the foundation of success. A strong, engaged leadership team and collaborative culture. A commitment to innovation and continuous improvement. Competitive compensation and benefits. Ready to Shape the Future with Us? If you're energized by the opportunity to lead with integrity, empower others, and influence meaningful change, we want to hear from you. Kondex is an Equal Opportunity Employer

From a small family business to a multi-billion-dollar global company, Sonoco has been changing the face of products and packaging since 1899 - all while keeping the heart of "People Build Businesses" alive. Our talented people are at the core of our growth, constantly reinventing the Sonoco wheel with brilliant solutions every year. Today we are a world leader in global packaging solutions with diversified operations in over 34 countries. We're extremely proud of our portfolio of brands, our achievements in sustainability and industrialization and the groundbreaking work accomplished by our people. While reporting to the Associate Director, Human Resources - IPP North America, the HR Manager is responsible for handling employee relations activities at designated branch plant locations as assigned. Responsibilities include; the understanding and application of Federal, State laws, such as, EEOC, FMLA, ADA, HIPPA, COBRA, NLRB, etc., and other legal requirements to protect the company against litigation and to maintain non-union status where applicable. Conducts surveys on employee morale, local wages/benefits, employment issues and develops reports and recommendations to management regarding these items. Works with management to communicate, train, coach and assist employees in an effort to maintain effective employee morale. May assist with local hourly recruiting activities including diversity hiring, employee tracking and interviewing. Will advise and participate in employee and management counseling regarding company policies, procedures, legal requirements, employee performance, discipline, benefits, restructuring, etc. What you'll be doing: * Plant culture, company values and Diversity, Equality and Inclusion initiatives. * Long term HR goals and metrics for HR in the plant * Training and development for plant personnel * Talent review and performance management processes to sustain a culture of accountability * Succession planning for all plant positions, including summer interns and Emerging Leaders * Supporting development planning for all plant personnel designated as high-potential * Employee recognition programs * Community relations programs * Plant compliance with Sonoco HR policy This position will be located in Menasha, WI. We'd love to hear from you if: * Bachelor's degree required, preferably in Business with a concentration in Human Resources. * 7+ years of experience working in Human Resources within a manufacturing environment required. * SHRM CP or SCP Certification or HRCI SPHR OR PHR Certification - Preferred * Union Experience highly preferred Compensation: Plant HR Manager: The annual base salary range for this role is from $102,080 to $114,840, plus an annual target bonus of 7.5% of base salary. Senior Plant HR Manager: The annual base salary range for this role is from $113,280 to $127,440, plus an annual target bonus of 7.5% of base salary. #LI-TW1 At Sonoco Products Company, we offer a comprehensive total rewards package, including competitive pay and benefits. *Benefits listed below are for employees located in the U.S. Specific benefits and wellbeing programs may vary depending on your location (within the U.S. or global), or if you are a union employee. Benefits * Medical, dental, and vision coverage for you and your dependents, including FSA and HSA options * 401(k) retirement plan with company match * Wellbeing tools and resources to support holistic health, including an Employee Assistance Program with a variety of services * Paid time off and holidays to recreate, rejuvenate and care for the health of yourself and family * Variety of company paid and voluntary employee-paid insurance plans including life, personal accident, and disability insurance * Tuition reimbursement We are an equal opportunity employer, and we strictly prohibit and do not tolerate discrimination against employees, applicants or any other covered persons because of race, color, religion, national origin or ancestry, sex, pregnancy, sexual orientation, marital status, gender identity or expression, age, disability, genetic information, veteran status, or any legally protected characteristic.

**Are you an experienced Human Resources professional who thrives on building relationships, supporting employee growth, and driving impactful programs?** Miller Electric, an ITW company, is seeking to add a Senior HR Generalist to our Components Division. In this role, you will be a strategic partner to our skilled trades areas - including Machine Shop, Fabrication, Paint, Running Gear, and Maintenance - and take the lead on initiatives that strengthen our workforce pipeline, support employee well-being, and maintain strong HR foundations. You will work with Youth Apprentices, Adult Apprentices, and local schools to promote career opportunities in manufacturing, own our wellness program, and help sustain and evolve our recently implemented skilled trades structures. Alongside these priorities, you'll manage core HR functions such as employee relations, talent acquisition, onboarding, engagement, policy development, and organizational development. **What you will do and impact** **Skilled Trades Support & Workforce Development:** - Serve as the primary HR partner for skilled trades departments, building relationships with leaders, supervisors, and employees. - Support Youth Apprentices and Adult Apprentices, ensuring a positive experience and strong development opportunities. - Partner with local schools, technical colleges, and community organizations to promote manufacturing careers and support recruiting pipelines. - Maintain and refine new processes, structures, and programs implemented within skilled trades areas. **Employee Relations & Development:** - Coach and counsel managers and employees on topics such as performance management, employee engagement, and career development. - Facilitate training, including compliance, professional development, and conflict resolution. - Foster an inclusive and welcoming environment for all employees. - Assess employee engagement and develop action plans to support a positive workplace culture. **Wellness Program Leadership:** - Own and manage the division's wellness program, coordinating initiatives and events that support physical, mental, and financial well-being. **HR Policy, Administration & Projects:** - Ensure consistent interpretation and application of HR policies and procedures. - Lead or support special HR initiatives such as talent reviews, change management efforts, and engagement strategies. **Talent Acquisition & Onboarding:** - Lead recruitment efforts for a variety of roles, with a focus on skilled trades and apprentice positions. - Conduct interviews, manage offer processes, and ensure an engaging onboarding experience. - Maintain compliance with Affirmative Action Plan requirements. **What you need to be successful in this role** - **Proven HR generalist** experience with an emphasis on skilled trades support, workforce development, or similar environments. - **Strong relationship-building** skills across all levels of the organization. - Ability to partner with external stakeholders such as schools and community organizations. - **Excellent communication skills** - both written and verbal. - Ability to **manage multiple priorities** in a fast-paced environment. - **Proficiency in MS Office** programs (Word, PowerPoint, Excel). **Qualifications** - Bachelor's degree in human resource management or related field. - Minimum of 5+ years of experience in an HR Generalist or similar role. - Experience supporting manufacturing, skilled trades, or apprenticeship programs preferred. **Company Description** Comprised of a market-leading portfolio of best-in-class brands, the businesses of ITW Welding work together to provide premium performance delivered through a breadth of solutions encompassing welding, cutting, consumables, and accessories. ITW Welding North America represents Miller Electric Welding Equipment, Safety & Accessories, Hobart Filler Metals, and Bernard / Tregaskiss MIG Guns. Miller Electric Mfg. LLC, is headquartered in Appleton, Wisconsin, and wholly owned by Illinois Tool Works (******************** (NYSE: ITW). The company maintains its industry leadership by setting the standard for reliability, quality and responsiveness. Our tagline, "The Power of Blue ," is inspired by the blue color of Miller equipment. The company began with an innovation that responded to customer needs, growing from a one-man operation in 1929, to the world's largest manufacturer of arc welding products. Miller keeps the tradition alive by focusing on its top priority: people. **Additional Information** ITW Welding is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status, age, or any other characteristic protected by law. **Why** **ITW Welding** **?** Here's what we offer to help you build the future you want: + **Generous Retirement Benefits -** 401(k) match PLUS an additional retirement contribution to help you plan for the future. + **Paid Time Off -** 11 paid holidays, 5 sick days, and vacation time to take time for what matters. + **Company-Paid Insurance -** Life, AD&D, Short-Term & Long-Term Disability insurance to give you peace of mind. + **Family-Friendly Benefits -** 4 weeks of paid parental leave and adoption reimbursement to support your family journey. + **Education Assistance -** tuition reimbursement because we believe in investing in your personal and professional development. At ITW Welding, we're not just a place to work - we're a community that empowers you to grow and make a real impact. Join us and build a career that makes a difference! ** ** _ITW is an equal opportunity employer. We value our colleagues' unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential._ _As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship._ _All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws._

#LI-AS1d Sr. Director of Human Resources Covering the Green Bay and Wausau Areas Trust, engagement, competence, respect and passion - these are the values under which North Shore Healthcare operates every day. Our dedicated team of professionals strive to deliver quality care to our residents and their families. We are one of the leading employers and providers of post-acute care in the Midwest and we are seeking exceptional individuals to join our team. If you value being a leader, working in a progressive environment and having opportunities to grow in your career, North Shore Healthcare is the Right Choice for you. Summary of position The Senior Director of Human Resources is a mission-driven strategic partner who supports our skilled nursing and assisted living centers in delivering exceptional patient care through a strong, engaged workforce. This role collaborates closely with clinical and operational leaders to align people strategies with organizational goals, enhance employee engagement, and drive workforce effectiveness. The Senior Director provides expert guidance on employee relations, performance management, talent development, and workforce planning, while ensuring compliance with all applicable employment laws and regulations. This highly collaborative position provides HR leadership within an assigned geographic region, supporting talent acquisition and retention initiatives, fostering a positive workplace culture, and leading HR compliance and process improvement efforts. The Senior Director also contributes to the development and continuous improvement of internal policies and procedures and serves as a mentor and resource for Directors of Human Resources across the organization. Requirements of the position Required Education and Experience Education: Bachelor' s degree in Human Resources, Business Administration, or a related field strongly preferred. Equivalent experience will be considered. Master' s degree or advanced HR certification (e.g., SPHR, SHRM-SCP) preferred Experience: Minimum of 7 years of progressive HR leadership experience, including multi- site or regional oversight Proven success in developing and implementing HR strategies that drive employee engagement and organizational performance. Prior experience in healthcare, senior living, or a similarly regulated industry preferred but not required Knowledge, Skills, and Abilities: Deep knowledge of federal and state employment laws and HR compliance requirements. Demonstrated ability to build relationships and influence at all levels of an organization. Strong analytical, problem-solving, and decision-making skills Excellent communication, coaching, and presentation skills Ability to lead and mentor HR professionals across multiple locations Commitment to fostering a positive, mission-driven culture aligned with organizational value. Travel: Must have valid driver's license Ability to travel to assigned facilities as needed Benefits: We offer a comprehensive benefit packages which includes: Health insurance for full-time employees starting the first of the month following 30 days of employment Dental and vision insurance for full and part-time staff 401(K) Program for full and part-time staff 6 paid holidays plus one floating holiday for full-time staff Company paid life insurance for full-time staff Voluntary life and disability insurance for full-time staff Paid Time Off Our mission is to establish a culture that reinforces the values necessary to be the premier health services provider and employer in each of the communities we serve. We understand that choosing where you want to go in your career is a big decision. We would like the opportunity to show you that North Shore Healthcare is the Right Choice for you.

This opportunity is with a multibillion $ Global giant based in United States, Canada & Mexico, with 16 different delivery centers and Regional offices in North America & more than 300,000 people working worldwide.This job gives you an opportunity to work with an organization which has been consistently in the top 5 best employers in US & Europe.We are sure that you wouldn't let this opportunity go by! Sounds interesting? Read on further to understand the role. Job Description Point of Contact for HR/Payroll Customer Field HR/Payroll questions and Config support HR/Payroll testing Reports JDE Issues to Oracle via Portal Respond to special HR/Payroll Audit Requests Advanced HR/Payroll Report Requests Tax Updates and Upgrade coordination Monitor and respond to ServiceNow Manage Oracle Portal and open SRs JDE Functional Spec documentation Coordinate testing environments & refreshes Requirements gathering Coordinate UAT Project Support Qualifications Bachelors Degree Additional Information Advanced HR/Payroll Report Requests

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

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