Human resources business partner jobs in Bellevue, NE

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $147,000/year to $213,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Ready to be pushed beyond what you think you're capable of? At Coinbase, our mission is to increase economic freedom in the world. It's a massive, ambitious opportunity that demands the best of us, every day, as we build the emerging onchain platform - and with it, the future global financial system. To achieve our mission, we're seeking a very specific candidate. We want someone who is passionate about our mission and who believes in the power of crypto and blockchain technology to update the financial system. We want someone who is eager to leave their mark on the world, who relishes the pressure and privilege of working with high caliber colleagues, and who actively seeks feedback to keep leveling up. We want someone who will run towards, not away from, solving the company's hardest problems. Our ******************************** is intense and isn't for everyone. But if you want to build the future alongside others who excel in their disciplines and expect the same from you, there's no better place to be. While many roles at Coinbase are remote-first, we are not remote-only. In-person participation is required throughout the year. Team and company-wide offsites are held multiple times annually to foster collaboration, connection, and alignment. Attendance is expected and fully supported. The HR Business Partner will support one or more functional teams playing a vital role in ensuring the functions they partner with are thriving and executing people programs at scale -- and, most importantly, translating business strategy into people & org strategy over time. As a key member of our People team, you will work closely with functional leaders on engagement, org health, performance management, employee development, diversity, policy, etc. You'll provide proactive guidance and counsel and will have the opportunity to improve and impact every employee's experience at Coinbase. Using data, combined with sound judgment and creativity, you'll directly influence the growth & scale of our organization. We're looking for an innovative person to help us continue to build a best in class team. *What you'll be doing (ie. job duties):* * Work with relevant stakeholders to help spearhead people programs and strategies that enhance our culture -- including performance management, compensation, talent development & feedback, employee engagement & retention, and internal communications. * Partner with functional leaders on org design, planning, and relevant people strategies at scale. * Regularly provide coaching/guidance on skill & professional development, career pathing and leveling, change management, and sensitive people situations. * Identify and advise leaders on the development needs of their teams and functions. * Approach people matters with an eye toward compliance and reducing risks; help build and apply HR policies and manage global employee relations issues. * Analyze trends & use data to develop people's insights and influence change. * Build excellent working relationships across the business and our People Team COEs. *What we look for in you (ie. job requirements):*** * Minimum of 7 years of relevant experience as a HR professional, chief of staff, or consultant. * Solid mindset and ability to create, improve, and execute on people processes and programs with efficient execution. * Proven stakeholder management skills with capability to navigate nuanced and elevated situations with poise and good judgment - separating signal from noise. * Data driven decision making experience or examples of analytical thinking patterns * Demonstrated skills in clear communication and escalation methods. * Comfortability with stepping into feedback conversations throughout all levels of the organization. * Ability to thrive in a fast-paced environment with ever-changing priorities. * Motivation to problem solve in an ambiguous environment. * Reputation for integrity, confidentiality, dedicated work ethic, and desire for ownership & accountability. P72558 *Pay Transparency Notice:* Depending on your work location, the target annual salary for this position can range as detailed below. Full time offers from Coinbase also include bonus eligibility + equity eligibility**+ benefits (including medical, dental, vision and 401(k)). Pay Range: $176,035-$207,100 USD Please be advised that each candidate may submit a maximum of four applications within any 30-day period. We encourage you to carefully evaluate how your skills and interests align with Coinbase's roles before applying. Commitment to Equal Opportunity Coinbase is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sex, gender expression or identity, sexual orientation or any other basis protected by applicable law. Coinbase will also consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state and local law. For US applicants, you may view the *********************************************** in certain locations, as required by law. Coinbase is also committed to providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact us at accommodations*********************************** *Global Data Privacy Notice for Job Candidates and Applicants* Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available ********************************************************** By submitting your application, you are agreeing to our use and processing of your data as required. *AI Disclosure* For select roles, Coinbase is piloting an AI tool based on machine learning technologies to conduct initial screening interviews to qualified applicants. The tool simulates realistic interview scenarios and engages in dynamic conversation. A human recruiter will review your interview responses, provided in the form of a voice recording and/or transcript, to assess them against the qualifications and characteristics outlined in the job description. For select roles, Coinbase is also piloting an AI interview intelligence platform to transcribe and summarize interview notes, allowing our interviewers to fully focus on you as the candidate. *The above pilots are for testing purposes and Coinbase will not use AI to make decisions impacting employment*. To request a reasonable accommodation due to disability, please contact accommodations[at]coinbase.com

CDM Service Group is a centralized office that provides our Construction, Distribution, and Manufacturing companies with various administrative functions, services, and support for their businesses. Our employees love the small yet strong team atmosphere. Because we value our employees, we strive to provide a competitive salary and benefits package, including medical; dental; 401k; voluntary benefits; disability; life insurance; paid vacation, holiday, volunteer & sick time; paid parental leave; student loan paydown program; and EAP. We are a growing, multi-state construction company built on craftmanship, integrity, and taking care of our people. As we continue to expand into new markets, we are looking for an HR Director who will champion our culture, model our values, and foster a positive, team-orientated environment across all our locations. Responsibilities of the position include: Collaborates with executive leadership to define the organizations' long-term Human Resources mission and goals. Responsible for the hiring, development, and performance management of the HR team members. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Required Skills/Abilities: Demonstrated effectiveness of people leadership and interpersonal and consensus building skills. Deep understanding and knowledge of employment-related federal and state laws and regulations. Strong leadership, excellent communication, strategic thinking and problem-solving, initiative to take action and follow-through. Education and Experience: Bachelor's degree in Business, Human Resources (or related field) is preferred. 10+ years of strategic Human Resources leadership experience. Experience in the construction industry is a plus. CDM is proud to be an Equal Opportunity, Affirmative Action, E-Verify, and Drug Free Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, physical or mental disability, age, or veteran status or any other basis protected by federal, state, or local law.

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

BHJ USA, LLC. is a leading supplier of fresh/frozen meat blends to both the wet and dry pet food industries. Under the direction of the HR & Payroll Manager, this position provides talent acquisition, benefit, payroll, leave, employee relations management and safety to the Company by performing the following functions including: Implements human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention. Responsible for onboarding process, including scheduling drug screens, compiling new hire packages, facilitating orientation and safety videos thru learning system. Conducts benefit enrollment for all new hires Develops human resources solutions by collecting and analyzing information, recommending courses of action. Improves manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling managers and employees. Protects organization's value by keeping information confidential. Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Assists in weekly payroll preparation of location timecards and information for corporate payroll processing. Duties include reviewing and computing employee timecards; entering employee master file information and pay data. Maintains all employee electronic files. May act as backup to corporate payroll processor. May coordinate changes and modification to payroll and HRIS products. Recommends changes to payroll processes and procedures. Responsible for processing enrollments, changes, and terminations for health, dental, life, and other plans in a timely and accurate fashion. May assist in reconciling monthly bills for these benefits along with processing life and disability claims. Serves as primary contact for plan vendors and third-party administrators for regional location. Implements, maintains, and improves benefit processes and procedures to reduce costs and increase efficiency. May assist corporate in administering ACA reporting May monitor and coordinate transfer of data to external parties for services, premiums, and plan administration; investigates and resolves any discrepancies. Develops communication tools with the assistance of brokers for benefits orientations and open enrollments Administers and tracks FMLA and Leaves of Absences Conducts formal investigations into complaints, sexual harassment, etc. and makes recommendation to dept. head for resolution. Provides customer service support to all levels of associates Adhere to attendance guidelines of the company. Safety Support Role (Will vary by region assigned) Conduct safety inspections, audits, and hazard assessments in conjunction with applicable EHS programs and/or regulations Champions post-accident investigation and prepares report identifying possible accident causes and hazards for use by company personnel and senior management Monitors expected timeframes for completion of monthly safety training by employee and ensures timely completion of training within the defined parameters Coordinates or conducts Safety audits, meetings, drills, CPR and hearing tests as required. Coordinates or conducts plant forklift certification program and compliance of daily forklift checklists. Knowledge of all pertinent federal and state regulations, filing and compliance requirements, both adopted and pending, affecting employee benefit programs including ERISA, COBRA, FMLA, ADA, Section 125, Medicare, Social Security and DOL requirements. Knowledge of and ability to use HRIS systems Knowledge of MS Office (Word, Excel, Outlook & PowerPoint) Able to maintain confidentiality Verbal communication skills Written communication skills Organizational and prioritization skills At least (3) years of HR experience in a Benefits Administrator role, payroll, or generalist. PHR or CEBS certification, preferred Bachelor's degree in HR Management, Business or related field required Ability to read and write English Ability to work as a part of a team and treat coworkers with respect

Banyan Software provides the best permanent home for successful enterprise software companies, their employees, and customers. We are on a mission to acquire, build and grow great enterprise software businesses all over the world that have dominant positions in niche vertical markets. In recent years, Banyan was named the #1 fastest-growing private software company in the US on the Inc. 5000 and amongst the top 10 fastest-growing companies by the Deloitte Technology Fast 500. Founded in 2016 with a permanent capital base setup to preserve the legacy of founders, Banyan focuses on a buy and hold for life strategy for growing software companies that serve specialized vertical markets. About the Company The Financial Infrastructure Group (FIG) is a portfolio of leading software companies within Banyan Software, focused on serving the financial services sector across North America. The FIG group includes: ASI - a trusted provider of compliance and risk management solutions for financial institutions. American Bank Systems (ABS) is a long-standing leader in bank compliance, document management, and lending software. Loan Vision - the premier ERP solution built specifically for mortgage banks, offering robust accounting and financial management capabilities. Together, these companies support hundreds of financial institutions through specialized enterprise software platforms that streamline compliance, operations, and accounting workflows. As part of Banyan Software, a permanent holding company for enterprise software businesses, FIG companies benefit from long-term investment, operational support, and talent infrastructure-while maintaining their autonomy and entrepreneurial cultures. Banyan is committed to preserving founder legacies and empowering acquired companies to grow sustainably for the long term. Job Summary We are hiring a Senior HR Manager to lead HR operations and strategy across ASI with potential to grow into a “FIG” level role in 1-2 years. It is a high-impact, individual contributor role based in Lincoln or Omaha, Nebraska, responsible for HR execution, culture-building, and strategic alignment with Banyan's central HR infrastructure. You will partner directly with company leadership to enhance HR capabilities on the ground and ensure strong cross-entity collaboration. This role is best suited to an experienced HR generalist with a builder's mindset, familiarity with PE-backed businesses, and the ability to operate autonomously across entities. Duties/Responsibilities Act as the local HR lead for ASI (100+ employees onsite), with shared responsibilities for ABS and Loan Vision (~130 total headcount) after a couple of years. Oversee end-to-end employee lifecycle, including onboarding, offboarding, employee relations, compliance, and performance management. Lead the digitization of all employee records, eliminating legacy paper systems. Coordinate the payroll transition to Banyan's centralized systems. Support and drive benefits consolidation (e.g., ABS and ASI) in partnership with Banyan and Alera Group. Serve as liaison to Banyan HR, maximizing resources, programs, and tools available to FIG companies. Collaborate with leadership on culture initiatives, including training, internal communications, and career development programs. Ensure compliance with employment laws and internal policy standards across the group. Support integration planning for future FIG acquisitions as needed. Required Skills/Abilities 6-10 years of HR experience, preferably in multi-entity or PE-backed environments. Demonstrated strength in HR operations, compliance, payroll, and benefits administration. Experience with change management, process design, and policy implementation. Excellent interpersonal skills; able to influence, advise, and communicate across levels. Comfortable working independently and navigating complexity across multiple organizations. Experience working with HRIS and payroll systems (preferred). Familiarity with software, financial services, or banking sectors is a plus. Based in or near Lincoln or Omaha, NE, with the ability to be on-site regularly. What We Offer Base salary - USD 85,000 - USD 95,000 Benefits: Comprehensive package Hybrid work flexibility with office presence required in Lincoln High-growth trajectory: Opportunity to evolve into a strategic HR partner and join executive leadership teams over time A mission-driven culture focused on preserving founder legacies and building enduring businesses Diversity, Equity, Inclusion & Equal Employment Opportunity at Banyan: Banyan affirms that inequality is detrimental to our Global Teams, associates, our Operating Companies, and the communities we serve. As a collective, our goal is to impact lasting change through our actions. Together, we unite for equality and equity. Banyan is committed to equal employment opportunities regardless of any protected characteristic, including race, color, genetic information, creed, national origin, religion, sex, affectional or sexual orientation, gender identity or expression, lawful alien status, ancestry, age, marital status, or protected veteran status and will not discriminate against anyone on the basis of a disability. We support an inclusive workplace where associates excel based on personal merit, qualifications, experience, ability, and job performance. Beware of Recruitment Scams We have been made aware of individuals fraudulently posing as members of our Talent Acquisition team and extending fake job offers. These scams may involve requests for personal information or payment for equipment. Protect yourself by following these steps: Verify that all communications from our recruiting team come from an @banyansoftware.com email address. Remember, employers will never request payment or banking information during the hiring process. If you receive a suspicious message, do not respond - instead, forward it to ************************** and/or report it to the platform where you received it. Your safety and security are important to us. Thank you for staying vigilant.

Job Description Human Resources/Safety Manager Marquardt/Skyway Transportation Yankton SD 57078 Must be willing to Relocate or commute to main office in Yankton, SD The Human Resources/Safety Manager is responsible for overseeing all administrative functions related to personnel management and safety compliance within the organization. Key responsibilities include developing and executing recruitment strategies, managing employee benefits and payroll systems, supporting performance and behavior management, and facilitating the onboarding process for new hires. This role plays a critical part in shaping the culture and effectiveness of the HR department, ensuring alignment with organizational goals. In addition to managing employee relations and ensuring regulatory compliance, the Safety function of the role involves the continuous evaluation and enhancement of workplace safety procedures. The HR/Safety Manager ensures that all operations are conducted in a manner that promotes both a positive work environment and a safe, compliant workplace. #hc186423

Essential Functions POLICY , CLASSIFICATION , AND COMPENSATION Conducts research, surveys, and analysis, and makes recommendations in the area of compensation, benefits, recruitment, and other Human Resources practices. Prepares recommendations, regular reports, and analyses for the Associate Vice President of Human Resources and College Administration. Works collaboratively with the Institutional Research division for annual and periodic salary, benefit, and compensation surveys for classifications and positions. Develops reports and recommendations related to benefits and compensation. Works closely with Community College Peers and local governmental entities relating to salary and benefit trends and changes. Utilizes technology and software to research, compile, and analyze data. Maintain, review, process, and develop a variety of extremely confidential and sensitive information/data in a secure, professional, and trustworthy manner. Direct the review of existing policies and procedures, and are responsible for drafting new policies, processes, forms, handbooks, and/or procedures. Manage the College's maintenance of Personnel Files in accordance with all established standards and requirements. Assist in the review of job functions and work areas in order to provide assistance, analysis, and recommendations concerning requests for Reasonable Accommodations, ADA requests, FMLA , e.g. Develop, explore, create, and provide a variety of reports, informational summaries, and analyses as requested by the Associate Vice President for Human Resources. RECRUITMENT AND EMPLOYMENT Oversee, monitor, and provide general direction of the recruitment and hiring processes. Oversee and monitor the process for recruitment and onboarding of new employees. Ensure the recruitment processes and procedures are effective to hire the most competitive, qualified, and diverse workforce. Review vendors, contracts, and agreements, assure compliance with the budget, and recommend vendor and budget changes. Ensure College Policies, procedures, and practices are in compliance with regulatory agencies (local, federal, accreditation bodies, e.g.) Meet regularly with division leadership to project and determine future staffing needs, including accurate position descriptions, identification of recruitment targets, selection, utilization, and analysis of advertising resources. Responsible for the oversight of the College employee professional development and training programs, such as new employee orientation, professional development training, and employee performance evaluations. Oversee the employee evaluation processes. Research and implement procedure improvements and the use of technology in College evaluation practices, employee development, and training. Develop and revise job descriptions and classes, and prepare recommendations for the classification and reclassification of positions and classes in compliance with FLSA standards. SUPERVISORY , COMPLIANCE & ADMINISTRATION Manage, complete, or direct special projects related to College Administration, operations, and policy/procedures as directed by the Associate Vice President for Human Resources, with projects, technical assistance, and other related Human Resources functions. Ensure College Policies, procedures, and practices are in compliance with regulatory agencies (local, federal, accreditation bodies, e.g.) Coordinate, conduct, and assist in reviewing concerns and/or complaints from employees. Serve as a key partner with the Office of Institutional Compliance, Title IX, EEO , and Legal Counsel on investigations, audits, and required reporting. As necessary, participate in and/or lead meetings with employees relating to performance improvement or employment separation. Monitor regulatory and legal developments affecting employment practices and recommend proactive policy or procedural changes. Develop and oversee systems to ensure documentation, audit readiness, and timely reporting of HR compliance matters. Research and implement best practices related to policy and procedures to ensure the College is competitive and in compliance with all human resource-related regulatory agency standards. Research, identify, and make recommendations for process improvement, effective and efficient use of technology/data management, and implement as adopted by the College. Assist in the development and adherence to an established budget by monitoring expenditures and approved budget allocation, assuring transparency in all financial, purchasing, and budget transactions; adherence to College budget and purchasing policies, best fiscal practices, etc. Conducts regular reviews of the budget on an ongoing basis and provides reports/updates to the Associate Vice President of Human Resources at least quarterly. Notify the supervisor of changes, unique requests, or other notable budgetary issues, concerns, or requests. Actively participate and serve in the professional labor negotiation process, research and reporting on behalf of the College, attending negotiation meetings, conducting surveys, maintaining documentation, and monitoring labor agreements. Complete detailed drafts of the annual HR budget for the Human Resources division for review and consideration by the Associate Vice President of Human Resources by conducting a thorough review, analysis, and projection of the budget. EMPLOYEE ENGAGEMENT AND RETENTION Lead initiatives to strengthen employee engagement, including the development and administration of employee climate surveys and analysis of results. Recommend and implement retention strategies, including recognition programs, employee feedback mechanisms, and career pathway development. Provide oversight for conflict resolution and workplace mediation processes to address employee concerns and improve working relationships. Partner with supervisors and leadership to create strategies that support employee well-being, morale, and long-term commitment to the College. Promote a Culture of Belonging Support and promote an environment of belonging where all students, faculty members, and college employees feel welcomed, valued, and empowered to contribute. Foster a community where each individual and their varied perspectives enrich the educational experience and create a safe and respectful environment. Support the College's policies and programming related to access, fair employment, and equal opportunities for all. Minimum Qualifications Bachelor's degree in Human Resources, Pre-Law/Legal Studies, Business, Management, Public Administration, Industrial/Organizational Psychology, Industrial/Labor Relations, or Communications, or a directly related qualifying field of study. Three (3) years ( FTE ) of progressively responsible professional-level work experience* in a Human Resources, Legal/Employment law, work environment which reflects direct work experience with human resources functions such as: employment, compensation, benefits, classification, employee relations, and/or other human resources work experience. *A Master's degree or post-secondary education beyond a Bachelor's degree in the fields of Human Resources, Law/Legal Studies, Business, Management, Public Administration, Industrial/Organizational Psychology, Industrial/Labor Relations, or Communications may substitute for up to one (1) year of required work experience on a year-for-year basis.

As a Senior HR Generalist here at Honeywell, you will play a critical role in providing comprehensive HR support to our HR Services function. You will be responsible for managing various HR operations, including employee relations, performance management, talent acquisition, and HR policies. Your expertise in HR practices and regulations will ensure compliance and drive the success of our HR initiatives. Additionally, you will collaborate with cross-functional teams to develop and implement HR programs that support our business objectives. You will report directly to the Central Regional Sr HR Director for Mid-America, matrixed to and taking daily direction from the local site HR leader in Nebraska City. You'll work out of our Nebraska City, NE location on-site 5 days a week. In this role, you will impact Honeywell by effectively managing HR operations, implementing HR programs, and supporting the development and engagement of our employees. KEY RESPONSIBILITIES Manage employee relations, including handling employee inquiries, investigations, and conflict resolution Support performance management processes, including goal setting, performance reviews, and development plans Partner with talent acquisition team to attract and select top talent for the organization Ensure compliance with HR policies, procedures, and legal requirements Develop and implement HR programs and initiatives to support business objectives Provide guidance and support to HR team members on HR practices and regulations BENEFITS OF WORKING FOR HONEYWELL In addition to a competitive salary, leading-edge work, and developing solutions side-by-side with dedicated experts in their fields, Honeywell employees are eligible for a comprehensive benefits package. This package includes employer-subsidized Medical, Dental, Vision, and Life Insurance; Short-Term and Long-Term Disability; 401(k) match, Flexible Spending Accounts, Health Savings Accounts, EAP, and Educational Assistance; Parental Leave, Paid Time Off (for vacation, personal business, sick time, and parental leave), and 12 Paid Holidays. For more information visit: click here The application period for the job is estimated to be 40 days from the job posting date; however, this may be shortened or extended depending on business needs and the availability of qualified candidates. Job Posting Date: October 29th, 2025. YOU MUST HAVE 5+ years of experience in HR, with a focus on employee relations, performance management, and talent acquisition Strong knowledge of HR policies, procedures, and best practices Experience in managing employee relations, including investigations and conflict resolution Excellent communication and interpersonal skills, with the ability to build relationships and collaborate effectively Strong organizational and problem-solving skills, with attention to detail WE VALUE Bachelor's degree in Human Resources, Business Administration, or related field Bi-lingual in English and Spanish Proven track record in driving employee engagement and fostering a positive work culture Experience in performance management processes, including goal setting and development plans Knowledge of talent acquisition strategies and best practices Ability to navigate and interpret HR regulations and legal requirements ABOUT HONEYWELL Honeywell International Inc. (Nasdaq: HON) invents and commercializes technologies that address some of the world's most critical challenges around energy, safety, security, air travel, productivity, and global urbanization. We are a leading software-industrial company committed to introducing state-of-the-art technology solutions to improve efficiency, productivity, sustainability, and safety in high growth businesses in broad-based, attractive industrial end markets. Our products and solutions enable a safer, more comfortable, and more productive world, enhancing the quality of life of people around the globe. Learn more about Honeywell: click here THE BUSINESS UNIT Honeywell is an equal opportunity employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, religion, or veteran status. Learn more about inclusion and diversity :click here

As a **Senior HR Generalist** here at Honeywell, you will play a critical role in providing comprehensive HR support to our HR Services function. You will be responsible for managing various HR operations, including employee relations, performance management, talent acquisition, and HR policies. Your expertise in HR practices and regulations will ensure compliance and drive the success of our HR initiatives. Additionally, you will collaborate with cross-functional teams to develop and implement HR programs that support our business objectives. You will report directly to the Central Regional Sr HR Director for Mid-America, matrixed to and taking daily direction from the local site HR leader in Nebraska City. You'll work out of our **Nebraska City, NE** location **on-site** 5 days a week. In this role, you will impact Honeywell by effectively managing HR operations, implementing HR programs, and supporting the development and engagement of our employees. **KEY RESPONSIBILITIES** + Manage employee relations, including handling employee inquiries, investigations, and conflict resolution + Support performance management processes, including goal setting, performance reviews, and development plans + Partner with talent acquisition team to attract and select top talent for the organization + Ensure compliance with HR policies, procedures, and legal requirements + Develop and implement HR programs and initiatives to support business objectives + Provide guidance and support to HR team members on HR practices and regulations **BENEFITS OF WORKING FOR HONEYWELL** In addition to a competitive salary, leading-edge work, and developing solutions side-by-side with dedicated experts in their fields, Honeywell employees are eligible for a comprehensive benefits package. This package includes employer-subsidized Medical, Dental, Vision, and Life Insurance; Short-Term and Long-Term Disability; 401(k) match, Flexible Spending Accounts, Health Savings Accounts, EAP, and Educational Assistance; Parental Leave, Paid Time Off (for vacation, personal business, sick time, and parental leave), and 12 Paid Holidays. For more information visit: click here (******************************** The application period for the job is estimated to be 40 days from the job posting date; however, this may be shortened or extended depending on business needs and the availability of qualified candidates. Job Posting Date: October 29th, 2025. **YOU MUST HAVE** + 5+ years of experience in HR, with a focus on employee relations, performance management, and talent acquisition + Strong knowledge of HR policies, procedures, and best practices + Experience in managing employee relations, including investigations and conflict resolution + Excellent communication and interpersonal skills, with the ability to build relationships and collaborate effectively + Strong organizational and problem-solving skills, with attention to detail **WE VALUE** + Bachelor's degree in Human Resources, Business Administration, or related field + Bi-lingual in English and Spanish + Proven track record in driving employee engagement and fostering a positive work culture + Experience in performance management processes, including goal setting and development plans + Knowledge of talent acquisition strategies and best practices + Ability to navigate and interpret HR regulations and legal requirements **ABOUT HONEYWELL** Honeywell International Inc. (Nasdaq: HON) invents and commercializes technologies that address some of the world's most critical challenges around energy, safety, security, air travel, productivity, and global urbanization. We are a leading software-industrial company committed to introducing state-of-the-art technology solutions to improve efficiency, productivity, sustainability, and safety in high growth businesses in broad-based, attractive industrial end markets. Our products and solutions enable a safer, more comfortable, and more productive world, enhancing the quality of life of people around the globe. Learn more about Honeywell: click here (******************************** **THE BUSINESS UNIT** Honeywell is an equal opportunity employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, religion, or veteran status. Learn more about inclusion and diversity :click here (***************************************************************** Honeywell helps organizations solve the world's most complex challenges in automation, the future of aviation and energy transition. As a trusted partner, we provide actionable solutions and innovation through our Aerospace Technologies, Building Automation, Energy and Sustainability Solutions, and Industrial Automation business segments - powered by our Honeywell Forge software - that help make the world smarter, safer and more sustainable. Honeywell is an equal opportunity employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, religion, or veteran status.

This role supports the administration of health, welfare, and retirement benefits plans, as well as compensation planning and systems. This position includes managing day-to-day benefits processes in HR systems and assisting employees with related inquiries. Maintaining company job summaries and completing compensation surveys. Ensuring compliance with HR policies while focusing on a positive employee experience. Providing guidance to HR partners, employees, and managers on policies and procedures, escalating more complex issues as needed. The role reports to the Total Rewards leader and offers opportunities to contribute to projects, collaborate across HR functions, and grow professionally. * Provide benefits information and day-to-day benefits support as needed to new hires, employees and managers. This includes active support of the annual employee benefits enrollment, developing and providing materials or direction to employees and managers, and supporting employee inquires with healthcare benefits, etc. in partnership with the Benefits Manager. This will include employee information sessions, creating reports, recurring audits, managing benefit invoices and engaging with smaller vendors. * Partner to ensure positive employee experience/satisfaction. Works with Benefits Manager and the HR team to analyze, plan, and implement actions and programs to improve the employee experience at Scoular. Partners collaboratively to provide creative solutions. * Support compliance efforts for benefits and compensation programs. Assist in creating and sharing resources with employees to explain benefit and compensation program updates. Become familiar with laws, rules, and regulations that may impact our workforce. * Provide compensation information and day-to-day compensation administration as needed to recruiting, HRBPs, and managers. This includes oversight of the annual surveys, bi-annual structure review, developing and providing materials or direction to employees and managers. Assist with internal and external offers by preparing documentation and coordinating details with guidance of your manager. * Support execution of compensation objectives and HR objectives in partnership with Total Rewards and HR leadership. * Support development of HR policies, procedures and practices for companywide application, assist with compensation projects and evaluate HR tools and processes. E.g. Supporting annual merit planning, incentive administration, personal compensation statements. * Support the compensation module and evaluate employee and manager requests for additional functionality, create reports, interface with system users and act as the contact point for HRIS issues. * Supports the setup of the annual cycles for merit and incentive. This position must have * Knowledge of broad human resources programs and processes * Post-secondary degree in Human Resources or related discipline. * Proficient at Excel, with excellent computer skills * Customer service orientation. * Ability to think critically. * Ability to organize and prioritize tasks. * Ability to perform in a fast-paced environment. * Ability to respect confidentiality of employee information. * Ability to work independently to research and solve problems. * Ability to build relationship within and outside of HR, to collaborate effectively as a part of a larger team. * Excellent oral and written communications and presentation . Preferred This position would benefit from: * CBP, CCP, CEBS, or PHR professional designation. * ADP HWSE knowledge. * HR Generalist experience

The HR & Total Rewards Analyst will play a key part in supporting the total rewards administration processes and driving data-informed decision making through ownership of HR reporting and analytics. This position will be responsible for supporting the administration of compensation programs, managing the setup and generation of accurate reports to support business needs, and gathering HR data needed for compliance filings. The Analyst will collaborate with HR and operational leaders to proactively identify data gaps and leverage existing HR systems to design and deliver reporting solutions. _Essential Job Responsibilities Include:_ **Data/Reporting:** + Assist with reporting for self-funded pharmacy plan reporting and our total reward program, including data gathering, validating, and utilization analysis. + Perform regular data audits of HRIS and supporting HR systems, ensuring accuracy and integrity of organizational data across systems. + Gather and prepare data from multiple sources for compliance filing. + Create and generate standard and ad-hoc reports to provide insights into workforce trends and metrics for management review. + Collaborate with HR teams and operational leaders to identify data gaps + Provide solutions and generate reports to ensure leaders have data needed to make informed business decisions. + Manage, create, and maintain HR dashboards and develop presentations for leadership briefings as needed. + Generate turnover reports and conduct trend analysis, including review of exit interview data for common themes. + Orient report users to reports, gather feedback, and edit/enhance reports as needed. + Provides data summaries or statistical analysis for use in strategic planning or decision-making. + Support employee engagement data analytics as needed. + Identify opportunities for system enhancements and lead initiatives to implement improvements. **Compensation Administration:** + Process requisitions and promotions for existing positions. + Assist with annual market analysis and pay equity analyses. + Manage library, ensuring all s received are in the proper template and format. + Review new/updated job descriptions to ensure best practices are followed. + Ensure accuracy of market pricing and merit system data. + Assist with annual merit and bonus cycle processes including system set up, statement revisions, and general questions. + Input bonus targets for off-cycle bonuses and perform job evaluations as needed. + Act as backup to Compensation leader. + All other duties as assigned _Required Skills / Experience:_ + Bachelor's degree in Business Administration, HR, Finance, Data Science or related field + 2-4 years of experience creating and generating HRIS reports, and/or managing file feeds, preferably in ADP and/or Cornerstone + Intermediate to Advanced Excel skills including XLOOKUP, INDEX, MATCH, Pivot tables, keyboard shortcuts, and chart creation + Proven ability to implement process improvements + Ability to use logic and critical thinking to identify roadblocks and resolve issues + Ability to use strong collaboration skills to see projects through completion + Excellent verbal and written communication skills + Ability to perform root cause analysis + Desire to continuously seek performance and process improvements _Preferred Skills/Experience:_ + Experience with compensation administration + Excel Macro recording and VBA editor + SHRM-CP, PHR, or similar certification _Based on relevant market data and other factors, the anticipated hiring range for this role is $67,200 - $80,000 annually. Final compensation rates will be determined based on various factors, including but not limited to experience, skills, knowledge, and internal equity considerations. This role is also short-term incentive eligible. Incentive amounts will vary by individual and business goals._ _We are committed to fair and equitable compensation practices. The final salary offered to the selected candidate may vary from the posted range due to individual qualifications. Our goal is to ensure that all teammates are compensated fairly and competitively based on their contributions to our organization._ _RxBenefits is also committed to providing best in class benefits to our teammates. We offer a robust total rewards package that includes:_ + _Remote first work environment_ + _Choice of a HDHP or PPO Medical plan, we pay 100% of the premium for the HDHP for you and your eligible family members_ + _Dental, Vision, Short- and Long-Term Disability, and Group Life Insurance that we also pay 100% of premiums (for your family too on Dental and Vision)_ + _Additional buy-up options for Short- and Long-Term Disability and Life Insurance_ + _401(k) with an employer match up to 3.5% available after 60 days_ + _Community Service Day to give back and support what you love in your community_ + _10 company holidays including MLK Day, Juneteenth, and the day after Thanksgiving plus a floating holiday to use as you like_ + _Reimbursements for high-speed internet, we'll send you a computer and monitors to help you do your best work_ + _Tuition Reimbursement for accredited degree programs_ + _Paid New Parent Leave that can be used for adoption or birth_ + _Pet insurance to protect your furbabies_ + _A robust mental health benefit and EAP service through Spring Health to support you when you need it mos_ _t_ RxBenefits provides equal opportunities for everyone who works for us and everyone who applies to join our team, without regard to sex or gender, gender identity, gender expression, age, race, religious creed, color, national origin, ancestry, pregnancy, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, any service, past, present, or future, in the uniformed services of the United States (military or veteran status), or any other consideration protected by federal, state, or local law.

* Are you a gifted compensation professional? * Do you have an eye for detail and find joy in data tables or spreadsheets? * Are you a great communicator with a service mindset? * Are you a resourceful solution seeker? If you can answer YES! to these questions, we may have an ideal role for you at Bryan Health as a Compensation Analyst. Top candidates will have experience with compensation analysis in larger organizations with complex compensation structures. They will also have proficiency with market and wage analysis using third-party vendors, as well as strong communication skills for working with managers and executive leaders. GENERAL SUMMARY: Responsible for the development, implementation and maintenance of the Health System's management and non-management compensation systems. Develops and maintains the master file of s, standards of performance, and related competencies. Works with policy and procedure application. Coordinates with payroll and Human Resource Information Systems (HRIS) on activities related to the HRIS/payroll system. PRINCIPAL JOB FUNCTIONS: * *Commits to the mission, vision, beliefs and consistently demonstrates our core values. * *Assists with the development and administration of the compensation programs for the various entities within the health system, to include establishing and maintaining equitable pay structures within the organization. * *Assists in developing and maintaining the necessary documentation to assure the compensation program is monitored and communicated appropriately. * *Assists with the annual assessment and determination of compensation changes necessary to maintain competitive positioning in the marketplace. * *Assists with determining financial impact related to recommendations regarding compensation changes as may be required. * *Works directly with department or entity leadership in addressing positions that may require changes; conducts job analysis/audits as necessary to determine appropriate salary grade; recommends appropriate pay grades for reclassifications, pay range changes, or new positions. * Coordinates and maintains the organization's job classification system, to include the determination of FLSA status; collaborates with Employee Health Services in the determination of physical requirements for specific positions. * *Conducts and participates in surveys of local, regional, and national pay and benefits practices; maintains the organization's library of survey data. * *Generates ad hoc reports for Human Resources and Leadership needs from varied information sources. * Reviews and assists departments with the creation and maintenance of s and job standards; assists with meeting Joint Commission requirements of assessing performance; maintains current s in appropriate repository. * *Assists and provides information to leadership and employees regarding issues related to compensation and classification questions. * *Researches special compensation programs or incentive programs to support the organization's objectives. * Assists in maintaining Human Resources departmental job descriptions and standards of performance. * Coordinates with payroll and HRIS on activities related to the personnel/payroll system. * Maintains professional growth and development through seminars, workshops, and professional affiliations to keep abreast of latest trends in field of expertise. * Participates in meetings, committees and department projects as assigned. * Performs other related projects and duties as assigned. Essential Job functions are marked with an asterisk "*". REQUIRED KNOWLEDGE, SKILLS AND ABILITIES: * Knowledge of computer hardware equipment and software applications relevant to work functions. * Knowledge of human resource management processes and principles. * Knowledge of report writing software and database management. * Knowledge of Microsoft Excel and use of pivot tables and formulas. * Knowledge of compensation practices and philosophies. * Knowledge of state and national legislation concerning employment practices and wage and salary regulations. * Ability to communicate effectively both verbally and in writing. * Ability to establish and maintain effective working relationships with all levels of personnel and medical staff. * Ability to problem solve and engage independent critical thinking skills. * Ability to maintain confidentiality relevant to sensitive information. * Ability to prioritize work demands and work with minimal supervision. * Ability to work with considerable independence of action within the defined area of responsibility. * Ability to identify the responsibilities and work processes of various facility departments and performance requirements of their personnel. * Ability to maintain regular and punctual attendance. EDUCATION AND EXPERIENCE: Bachelor's degree required, with a preference for a degree in Human Resources or Business Administration. Minimum of three (3) years experience in direct compensation administration preferred. Strong technical skills required with report writing experience preferred. Professional compensation designation and/or certification preferred.

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**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Under the direction and supervision of the Associate Vice President, Human Resources, the Senior Director, Human Resources, assists in the management and oversight of the human resources functions of the College, including recruitment, employee relations/retention/investigations, compensation/benefits, training/development, local/state/federal labor law compliance, performance management, records maintenance, and data management and reporting. The position supervises assigned Human Resources and Professional Development staff and is responsible for developing reports and analyzing data to support the human resources functions of the College. This full-time regular position works closely with the Associate Vice President of Human Resources and other College Administrators to support and advance the College's strategic plan. Essential Functions POLICY, CLASSIFICATION, AND COMPENSATION * Conducts research, surveys, and analysis, and makes recommendations in the area of compensation, benefits, recruitment, and other Human Resources practices. * Prepares recommendations, regular reports, and analyses for the Associate Vice President of Human Resources and College Administration. * Works collaboratively with the Institutional Research division for annual and periodic salary, benefit, and compensation surveys for classifications and positions. * Develops reports and recommendations related to benefits and compensation. * Works closely with Community College Peers and local governmental entities relating to salary and benefit trends and changes. * Utilizes technology and software to research, compile, and analyze data. * Maintain, review, process, and develop a variety of extremely confidential and sensitive information/data in a secure, professional, and trustworthy manner. * Direct the review of existing policies and procedures, and are responsible for drafting new policies, processes, forms, handbooks, and/or procedures. * Manage the College's maintenance of Personnel Files in accordance with all established standards and requirements. * Assist in the review of job functions and work areas in order to provide assistance, analysis, and recommendations concerning requests for Reasonable Accommodations, ADA requests, FMLA, e.g. * Develop, explore, create, and provide a variety of reports, informational summaries, and analyses as requested by the Associate Vice President for Human Resources. RECRUITMENT AND EMPLOYMENT * Oversee, monitor, and provide general direction of the recruitment and hiring processes. * Oversee and monitor the process for recruitment and onboarding of new employees. Ensure the recruitment processes and procedures are effective to hire the most competitive, qualified, and diverse workforce. Review vendors, contracts, and agreements, assure compliance with the budget, and recommend vendor and budget changes. * Ensure College Policies, procedures, and practices are in compliance with regulatory agencies (local, federal, accreditation bodies, e.g.) * Meet regularly with division leadership to project and determine future staffing needs, including accurate position descriptions, identification of recruitment targets, selection, utilization, and analysis of advertising resources. * Responsible for the oversight of the College employee professional development and training programs, such as new employee orientation, professional development training, and employee performance evaluations. Oversee the employee evaluation processes. Research and implement procedure improvements and the use of technology in College evaluation practices, employee development, and training. * Develop and revise job descriptions and classes, and prepare recommendations for the classification and reclassification of positions and classes in compliance with FLSA standards. SUPERVISORY, COMPLIANCE & ADMINISTRATION * Manage, complete, or direct special projects related to College Administration, operations, and policy/procedures as directed by the Associate Vice President for Human Resources, with projects, technical assistance, and other related Human Resources functions. * Ensure College Policies, procedures, and practices are in compliance with regulatory agencies (local, federal, accreditation bodies, e.g.) * Coordinate, conduct, and assist in reviewing concerns and/or complaints from employees. * Serve as a key partner with the Office of Institutional Compliance, Title IX, EEO, and Legal Counsel on investigations, audits, and required reporting. * As necessary, participate in and/or lead meetings with employees relating to performance improvement or employment separation. * Monitor regulatory and legal developments affecting employment practices and recommend proactive policy or procedural changes. * Develop and oversee systems to ensure documentation, audit readiness, and timely reporting of HR compliance matters. * Research and implement best practices related to policy and procedures to ensure the College is competitive and in compliance with all human resource-related regulatory agency standards. * Research, identify, and make recommendations for process improvement, effective and efficient use of technology/data management, and implement as adopted by the College. * Assist in the development and adherence to an established budget by monitoring expenditures and approved budget allocation, assuring transparency in all financial, purchasing, and budget transactions; adherence to College budget and purchasing policies, best fiscal practices, etc. * Conducts regular reviews of the budget on an ongoing basis and provides reports/updates to the Associate Vice President of Human Resources at least quarterly. * Notify the supervisor of changes, unique requests, or other notable budgetary issues, concerns, or requests. * Actively participate and serve in the professional labor negotiation process, research and reporting on behalf of the College, attending negotiation meetings, conducting surveys, maintaining documentation, and monitoring labor agreements. * Complete detailed drafts of the annual HR budget for the Human Resources division for review and consideration by the Associate Vice President of Human Resources by conducting a thorough review, analysis, and projection of the budget. EMPLOYEE ENGAGEMENT AND RETENTION * Lead initiatives to strengthen employee engagement, including the development and administration of employee climate surveys and analysis of results. * Recommend and implement retention strategies, including recognition programs, employee feedback mechanisms, and career pathway development. * Provide oversight for conflict resolution and workplace mediation processes to address employee concerns and improve working relationships. * Partner with supervisors and leadership to create strategies that support employee well-being, morale, and long-term commitment to the College. Promote a Culture of Belonging Support and promote an environment of belonging where all students, faculty members, and college employees feel welcomed, valued, and empowered to contribute. Foster a community where each individual and their varied perspectives enrich the educational experience and create a safe and respectful environment. Support the College's policies and programming related to access, fair employment, and equal opportunities for all. Marginal Functions * Assist with special projects such as the All College Conference, Benefits Fair, training, onboarding, policy review/development, and New Employment Orientation as directed. * Perform other related duties within the division/program as assigned. * May be required to perform associated duties, functions, or assignments in other divisions/programs/areas as required. * Perform other College functions and duties as assigned. * Must be able to work varied days, hours, shifts, locations, and campuses as required. Work schedules (hours/days/work location) are scheduled by Southeast Community College based on the needs of the College. Work hours, shifts, days, and work locations may vary depending on the needs of Southeast Community College and are subject to modification. Emergency or scheduled special activities may require hours outside of the regular workweek. Required Knowledge, Skills and Abilities * Knowledge of Human Resources and best practices, office procedures, and personnel/payroll transaction processing techniques. Ability to learn to interpret, apply, and explain rules, regulations, policies, and procedures, and apply them in a variety of procedural situations. * Considerable knowledge of classification and compensation systems, procedures, class/comp surveys, and best practices. * Ability to understand, analyze, interpret, and research human resources and College policies, Human Resources regulations and requirements, Federal and State laws, regulations, and guidelines pertaining to employment, classification, and compensation, legal opinions and recommendations, and technical information. Ability to formulate and develop recommendations, make decisions, and determinations using analysis of data and information and logic in order to assure compliance with all rules, laws, regulations, and policies. * Ability to operate a variety of software and technology, including the College's Human Resources Information system. * Knowledge of Human Resources and College policies and procedures, and best Human Resources practices and techniques. General knowledge of the laws/regulations pertaining to Human Resources and employment. * Knowledge of, and experience with, Labor Relations/Negotiation processes, practices, laws, and statutes. * Ability to communicate at all times effectively in a positive, respectful, courteous, and professional manner and maintain professionalism, patience, and understanding in stressful situations. This includes the skill, tact, and ability to use oral and written business communications and business etiquette. * Ability to consistently maintain a positive, supportive, and collaborative work style to support the goals, efforts, and decisions of the Human Resources division, Administration, and College. * Ability to maintain strict confidentiality and adhere to policies of confidentiality. * Ability to handle multiple tasks, changing priorities, and work in an environment with critical demands to meet deadlines, perform work with a high level of accuracy, and pay keen attention to detail. * Ability to work independently, accurately, and prioritize multiple projects with time-sensitive deadlines and follow up as needed, and to work efficiently and effectively with limited supervision in a team-oriented environment. * Ability to operate Human Resources software and business software such as MS Office, Word, Excel, PowerPoint, and Outlook. * Ability to maintain a fair and impartial approach, and work and communicate with a diverse group of students, staff, and the public. * Ability to perform work with a high degree of accuracy and attention to detail, and strictly adhere to best business HR practices relating to the recruiting, interviewing, and selection of candidates with a focus on inclusiveness. * Ability to effectively manage, direct, supervise, monitor, select, and evaluate the work of assigned staff. * Must be able to safely move items weighing ten (10) pounds from floor level to 36" high, and possess mobility within the Human Resources Office and campus. Ability to perform repetitive motions such as movement of wrists, hands, and fingers. Perform physical tasks such as opening, pulling, pushing, reaching, carrying, collating, filing, and inserting. * Develop a working knowledge of and competency with statistics and research methods used in Human Resources Management, and apply wage and salary determination principles and techniques, and the ability to create comprehensive, understandable, professional, and legally appropriate reports and correspondence. * The individual must possess the skills and abilities or be able to explain and demonstrate that the individual can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of skills and abilities. Minimum Qualifications * Bachelor's degree in Human Resources, Pre-Law/Legal Studies, Business, Management, Public Administration, Industrial/Organizational Psychology, Industrial/Labor Relations, or Communications, or a directly related qualifying field of study. * Three (3) years (FTE) of progressively responsible professional-level work experience* in a Human Resources, Legal/Employment law, work environment which reflects direct work experience with human resources functions such as: employment, compensation, benefits, classification, employee relations, and/or other human resources work experience. * A Master's degree or post-secondary education beyond a Bachelor's degree in the fields of Human Resources, Law/Legal Studies, Business, Management, Public Administration, Industrial/Organizational Psychology, Industrial/Labor Relations, or Communications may substitute for up to one (1) year of required work experience on a year-for-year basis. Desired Qualifications * Professional-level work experience in a Human Resources capacity (beyond the minimum required work experience). * Work experience in the areas of compensation and/or classification. * Work experience in hiring, employment, and advertising related to Human Resources functions. * Bachelor's or Master's degree in Human Resources, Human Resources Management preferred, or Industrial/Organizational Psychology, or Juris Doctorate degree with Labor Law/HR emphasis. * Previous supervisory or managerial work experience. * Experience with Human Resources software programs (I.e., People Admin, NEO-Gov, PeopleSoft, etc.). Salary $67,047 per year Benefits SCC BEN Dollars - Eligible Employees: Full-time status. Regular employees with an FTE of 0.75 or greater will be eligible for SCC Ben Dollars. All employees will be required to elect a health insurance option. If the cost of insurance coverage selected by an employee exceeds the SCC Ben Dollars available, all additional costs will be withheld from the employee's paycheck. Any SCC Ben Dollars that the employee does not elect to use for the purchase of dependent health and dental insurance will be paid to the employee in cash at $0.93 per $1.00 benefit dollar. All amounts paid are subject to withholding for income and employment taxes, but not subject to the College's contribution toward the Retirement Savings Plan - Group Retirement Account (GRA). Schedule Normal working hours for this full-time regular position are scheduled between 7:00 a.m. and 5:00 p.m., Monday through Friday, requiring a minimum of a 40-hour work week, based on a 260-day work calendar. Scheduled special activities, emergencies, or temporary schedule changes may require hours outside of the regular workday or workweek. Ability to travel in the SCC service region and work at various locations is required.

Continental is a leading tire manufacturer and industry specialist that develops and produces sustainable, safe and convenient solutions for automotive manufacturers as well as industrial and end customers worldwide. Founded in 1871, the company generated sales of 39.7 billion in 2024 and currently employs around 95,000 people in 54 countries and markets. ContiTech is one of the world's leading industry specialists. The Continental group sector offers its customers connected, environment-friendly, safe and convenient industry and service solutions using a range of materials for off-highway applications, on rails and roads, in the air, under and above the ground, in industrial environments, for the food sector and the furniture industry. With about 39,000 employees in more than 40 countries and sales of some 6.4 billion euros (2024), the global industrial partner is active with core branches in Asia, Europe and North and South America. We're looking for a motivated team member who is eager to grow, learn, and make an impact. This role is a great opportunity for someone ready to take the next step in their career and apply their existing skills in new ways. We value curiosity, adaptability, and a strong desire to continue developing professionally. If you're passionate about learning and contributing to a collaborative environment, we'd love to hear from you. The HR Manager performs human relations functions to help build a strong organizational team of motivated and competent associates. Participates in the day-to-day operations of the leadership of the plant through headcount planning, budgeting, policy development, Union management, and talent recruitment and development. Participates in day-to-day operations of the Human Resource office through the administration of policies, procedures and programs. Responsibility in all HR-related functional areas, including labor relations, payroll administration, training and development, benefits, compensation, Human Resource Information Systems, and recruiting. HOW YOU WILL MAKE AN IMPACT + Oversee recruitment, selection and onboarding of employees in compliance with company policies and union agreements. Inclusive of candidate tracking through the use of necessary recruiting tools and software. + Coordinate with department leads to forecast staffing needs + Primary contact for employee concerns, grievances and workplace disputes and manage conflict resolution with all levels of the organization + Labor Relations + Develop and maintain a positive working relationship with the Union Leadership + Process grievances per the Union contract + Represent the company in grievance and arbitration proceedings + Union negotiations with union representatives + Educate employees and supervisors on policies, procedures and expectations. + Plan and direct employee relations and recognition events + Responsible for deployment of performance management and improvement processes + Support Payroll and Benefits activities + Play a strategic plant leadership role WHAT YOU BRING TO THE ROLE + Bachelor's degree in Human Resource Management or related Business or Social Science Field and 7+ years of HR Experience. 14+ years of HR experience in lieu of a Bachelor's degree + Strong level of professionalism and ethical standards + Must have outstanding interpersonal skills, including conflict resolution + Ability to work with all levels of the organization + Must be able to manage multiple projects with minimal supervision ADDITIONAL WAYS TO STAND OUT + Bachelor's degree preferred + Preference for individuals with HR experience in a manufacturing environment + Strong experience with unions, collective bargaining, and contract administration + Experience leading HR initiatives such as succession planning, training, and performance management + Experience with HRIS and timekeeping systems (SAP) Legal authorization to work in the U.S. is required. We will not sponsor individuals for employment visas now or in the future for this job posting. No relocation provided for this role **THE PERKS** + Immediate Benefits + Paid Time Off + Tuition Assistance & Employee Discounts + Employer 401(k) Match + Competitive Bonus Programs + Employee Assistance Program + Future Growth Opportunities, including personal and professional + And many more benefits that come with working for a global industry leader! **EEO-Statement:** EEO / Disabled / Protected Veteran Employer. Continental offers equal employment opportunities to all qualified individuals, without regard to unlawful consideration to race, color, sex, sexual orientation, gender identity, age, religion, national origin, disability, veteran status, or any other status protected by applicable law. In addition, as a federal contractor, Continental complies with government regulations, including affirmative action responsibilities for qualified individuals with a disability and protected veterans, where they apply. To be considered, you must apply for a specific position for which Continental has a current posted job opening. Qualifying applications will be considered only for the specific opening(s) to which you apply. If you would like to be considered for additional or future job openings, we encourage you to reapply for other opportunities as they become available. Further, Continental provides reasonable accommodations to qualified individuals with a disability. If you need assistance in the application process, please reply to ******************** or contact US Recruiting at ************. This telephone line and email address are reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application, if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a call back. Ready to drive with Continental? Take the first step and fill in the online application.

Job Description Helping cultivate your growth. ProPartners Financial is the largest provider of credit programs for the direct sellers of crop inputs and seed in the nation with locations in St. Paul, MN and Normal, IL. Join us and be part of one of the most important and vital parts of the economy. We are proud to offer career opportunities for team members with varying backgrounds, experiences and interests. How we support you: Up to 9% towards 401k (3% fixed ProPartners contribution plus up to 6% match) Benefits: medical, dental, vision, HSA/FSA, life & AD&D insurance, short-term and long-term disability, wellness program & EAP Vacation, sick leave, holidays/floating holidays, parental leave, and volunteer paid time off Learning and development programs and more! Casual/seasonal & intern team members are not eligible for benefits except for state-mandated programs. Where you will work: This remote role serves our Heartland territory across Iowa, Nebraska, Missouri, and Kansas. The contributions you will make: This position is responsible for identifying, developing, and securing new input financing relationships with a diverse set of industry partners, including ag retailers, seed and chemical manufacturers, cooperatives, and other agribusinesses. The incumbent plays a key role in executing ProPartners' growth strategy by promoting trade credit and input financing programs, cultivating executive-level relationships, and ensuring new partnerships are structured for long-term success and profitability. Manages strategic relationships with high-value partners, acting as a primary point of contact for key stakeholders. Collaborates closely with multiple areas of ProPartners including Partner Success, Credit, Risk, Loan Operations and Finance to ensure programs are effectively designed, risk is appropriately managed, and new partners are supported through onboarding, early program adoption, and beyond. Directly supports the organizations mission to be the preferred input finance partner by growing market presence and delivering value to both new and existing relationships. A typical day: Business Development and Growth Initiatives Identifies, develops, and secures new input financing relationships with ag retailers, manufacturers, cooperatives, and other agribusinesses. Leads sales efforts including prospecting, outreach, discovery meetings, program design, and proposal delivery. Executes strategic growth initiatives and collaborates with leadership to align opportunities with business goals. Maintains accountability for meeting individual growth goals and supporting broader organizational volume and revenue targets. Evaluates potential client needs and presents tailored program solutions that support long-term partnership success. Participates in conferences, trade shows, and industry events to promote ProPartners and generate new leads. Stays current on financial, commercial, and regulatory developments that may influence partner needs, product design, or go-to-market strategies. Maintains strong knowledge of agricultural markets, industry trends, and economic factors impacting client success. Strategic Relationship Management Serves as the primary contact for key, high-value client relationships, including executive-level stakeholders. Builds and maintains productive, profitable relationships through consistent engagement and alignment on shared objectives. Partners with internal teams to ensure program expectations are met and opportunities for expanded participation are identified. Coordinates internal resources and communication in support of strategic account needs. Partner Onboarding and Program Execution Collaborates with the Partner Success team to ensure seamless onboarding of new partners. Supports implementation and training activities, ensuring new clients are equipped for a successful first season. Remains engaged during early lifecycle stages to monitor adoption, identify gaps, and address issues proactively. Ensures a smooth handoff to Partner Success and remains a resource during initial implementation and program set-up. Credit and Risk Collaboration Works with Credit Operations to evaluate prospective partners and support sound program structuring. Assists in aligning program design with risk appetite, credit guidelines, and profitability targets. Monitors early partner performance and provides feedback to mitigate risk and support portfolio health. Market Insights and Internal Reporting Maintains CRM records for sales activities, partner status, and pipeline management. Provides field insights to inform internal strategy, product enhancements, and program improvements. Participates in internal planning, reporting, and cross-functional collaboration efforts. The skills and experience we prefer you have: Advanced-level experience in sales, business development, credit, or relationship management within financial services, agriculture, or agribusiness. Demonstrated success in developing new business, building strategic relationships, and executing growth initiatives. Experience engaging with senior-level stakeholders, with the ability to influence decisions and drive alignment. Valid driver's license and ability to travel regularly (50%+) to meet with prospective and existing partners. Working knowledge of credit principles, input financing programs, and ag retail distribution models. Strong understanding of input financing structures, credit principles, and risk management. Proven ability to build and maintain relationships with executive-level stakeholders across ag retailers, manufacturers, and agribusinesses. Working knowledge of business trends and seasonal dynamics in the agricultural sector. Effective communicator with strong presentation, interpersonal, and written communication skills. Demonstrated ability to manage a sales pipeline, close deals, and track activity in CRM systems. Comfortable collaborating across departments including credit, operations, and program support. Well-organized and able to manage multiple priorities in a field-based, fast-paced environment. Proficiency in Microsoft Office and virtual communication tools. Flexible and adaptable to evolving client needs and internal processes. How we will take care of you: Our job titles may span more than one career level (associate, senior, principal, etc.). The actual title and base pay offered is dependent upon many factors, such as: training, transferable skills, work experience, business needs and market demands. The base pay range is subject to change and may be modified in the future. This role is eligible for variable compensation and other benefits. Base Pay$92,100-$139,500 USD ProPartners Financial is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Must be authorized to work for any employer in the US. Compeer is unable to sponsor or take over sponsorship of an employment visa at this time. Click here to view federal employment laws applicable for applicants.

The work we do matters! Hiring Agency: Veterans Affairs - Agency 28 Hiring Rate: $22.287 Job Posting: JR2025-00021483 Finance Business Partner (Open) Applications No Longer Accepted On (If no date is displayed, job is posted as open until closed): Job Description: The Nebraska Department of Veterans Affairs (NDVA) has an opportunity within our Finance Department! NDVA is seeking a dynamic individual who is driven to serve a special community and enjoys working on a team to reach common goals. This position will serve as a point of contact both inside and outside of the agency for financial processes. Job duties include, but are not limited to warrant tracking, monitoring of trust funds and reconciliations, coordinating agency wide vehicle logs with statewide intradisciplinary team and assisting with voucher processing, auditing employee reimbursements, as well as coordinating the employee reimbursement process for the department. Requirements/Qualifications Minimum Qualifications: Associate degree in public or business administration, accounting, or any discipline related to the work assigned. One year of experience in administrative, business management or technical support work including collecting and interpreting statistical, financial, program, or administrative data; or interpreting laws, rules, regulations, and processes. Experience may substitute for education on a year-for-year basis. Preferred Qualifications: Experience with JD Edwards EnterpriseOne (E1). Knowledge of: administration and management principles and practices; research and administrative survey techniques; the principles and practices of budgeting, accounting, and fiscal control; personnel management practices; business computer and communication systems; work planning and organizing; federal and State laws and regulations that govern the work assigned. Skill in: operation and maintenance of computer equipment and other office machines; using a variety of advisory and statistical data such as technical operating manuals, policies, procedures, financial and budgetary reports; prioritizing/organizing work; data analysis and problem solving. Ability to: communicate in person, and by telephone, computer, email, and correspondence to exchange information and ideas and to promote agency needs, plans, and objectives; interpret policies, regulations, and other guidelines; interact with managers/employees of the employing agency, other governmental and organization representatives, and the public, to gain their cooperation and establish work relationships; conduct research activities and summarize technical data and conclusions into reports; study problem areas, analyze relevant data, and formulate alternative courses of action; interpret and apply directives and instructions pertinent to assigned work; apply management practices, theories, techniques and methodologies; learn the goals, policies, and operations of the employing agency related to assigned work; prepare various budget/financial/administrative reports using computer software applications. If you're currently employed by the State of Nebraska, please don't apply through this external career site. Instead, log in to Workday and open the Jobs Hub - Internal Apply app from your home landing page. You can access Workday anytime through the Link web page: ************************** Benefits We offer a comprehensive package of pay, benefits, paid time off, retirement and professional development opportunities to help you get the most out of your career and life. Your paycheck is just part of your total compensation. Check out all that the State of Nebraska has to offer! Benefit eligibility may vary by position, agency and employment status. For more information on benefits, please visit: ************************************************** Equal Opportunity Statement The State of Nebraska values our teammates as well as a supportive environment that strives to promote diversity, inclusion, and belonging. We recruit, hire, train, and promote in all job classifications and at all levels without regard to race, color, religion, sex. age, national origin, disability, marital status or genetics.