Human Resources Business Partner Jobs in Broussard, LA

Requirements Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Job Requirements: Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Maintain the highest level of confidentiality. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Must be able to pass pre-employment background check, physical, and drug screen. Desirable Experience, Education, and Training: Minimum of 5 years of human resources experience in oil and gas. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Bachelor's degree preferred. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) a plus. Tools, Equipment, and Technology: Office Equipment and Technology Environmental Conditions: Most of the work is done in an office environment. Occasionally outdoor activities will be required as part of the role, including yard tours and job site visits. Gulf Island will not sponsor applications for work visas. Additionally, applicants for employment with Gulf Island must be currently authorized to work in the United States on a full-time basis. Accordingly, Gulf Island will not consider applications from candidates who require the company to sponsor a work visa and who are not currently authorized to work in the United States on a full-time basis. Gulf island is not accepting unsolicited candidates from search firms for posted employment opportunities. Please no phone calls or emails. All resumes submitted by search firms to Gulf Island employees via email, the internet, or any other form and/or method without a valid written search agreement in place for the position will be deemed the sole property of Gulf Island. No recruiting placement fee will be paid in the event Gulf Island hires the candidate due to the referral or through other means.

Department: Human Resources Reports To: Manager Employee Experiences Travel Required: up to 25% Why Join Community Coffee? Community Coffee Company is the #1 family-owned and operated retail coffee brand in America. Rooted in family and tradition, yet always looking to the future, you can expect a fast-paced environment that is both challenging and rewarding. Join us and make your passion your profession! Position Overview The Human Resources Business Partner (HRBP) drives our mission by working with leaders and employees across the business to ensure the Company is a great place to work. Serves as an integral business partner providing HR expertise in the areas of employee relations, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary. Function Related Activities/Key Responsibilities Be a credible activist for your clients, your team and our mission. Exert influence to create positive change and proactively mitigate and resolve complex employee issues and build positive employee relations. Work with the business and others HR specialist groups to develop effective organizational structures and programs to drive efficient business operations, improved employee engagement and increased organizational health. Proactively identify opportunities and assess improvements to the employee experience and partner with management to develop and implement innovative and lasting solutions. Be a leader throughout the Company. Advise, mentor/coach and guide all levels of management to develop positive employee engagement capability and leadership skills. Build credibility and trust among employees. Resolve employee concerns through compassion, a systematic approach, clear documentation and follow-through. Partner with the business to build engaged, high-performing teams though development, and performance management Coach and guide managers on employee actions including corrective action, terminations, RIFs and restructures. Coordinate logistics; respond to subpoenas, litigation requests, unemployment notices and other charges; and participate in hearings. Conduct thorough and objective investigations and make recommendations that are aligned with legal requirements and company values. Facilitate both the voluntary and involuntary termination processes including conducting exit interviews; reviewing and processing terminations; analyzing trends and recommending process and program improvements Maintain in-depth knowledge of employment law to minimize legal risks and ensure regulatory compliance. Partner with Legal as required. Serve as resource to junior level HR team members on various HR topics Position Requirements Bachelor's Degree in Human Resources or a related field. SHRM Certified Professional (SHRM-CP) or Professional Human Resources (PHR) credential or ability to obtain within one year of employment. 5 years' experience in a HR Business Partner or other HR role focused on resolving complex employee relations issues, coaching, and/or managing/developing talent. Experience with Community Coffee, even if unrelated, may fulfill this requirement at the discretion of the hiring manager with approval from Human Resources. Experience objectively coaching employees and management through complex, difficult and emotional issues. Applied advanced knowledge of federal, state and local laws and statutes for employment. Thorough understanding and hands-on application of internal and external HR principles, concepts, practices and standards. Demonstrated experience in coaching and communications. Demonstrated ability to effectively partner with all levels of the organization and positively influence teams utilizing a highly collaborative style. Proven planning and organizational skills, attention to detail, ability to handle multiple tasks. Outstanding written and verbal communication; must be a clear, concise and persuasive communicator. Foundational understanding of HR analytics and HR systems & tools. Ceridian Dayforce or similar HRIS experience preferred. Embraces flexible scheduling as needed to support business (early morning, nights, evenings, weekends and holidays) Human Resources experience in a multi-unit environment, the CPG industry and/or a manufacturing environment preferred What We're Looking For The ideal candidate: Is confident, resourceful, innovative, self-motivated and able to independently lead. Has Impeccable judgment with intuitive nature to balance company needs while partnering with managers and employees alike. Loves a challenge; rapidly adapts to changes and acts with appropriate urgency Is collaborative and diplomatic yet able to professionally drive desired behaviors and required results while maintaining excellent business relationships Has unwavering integrity Physical Demands/Work Environment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to do the following: Frequently required to sit Occasionally required to stand; walk; use hands to finger, handle or feel objects, tools or controls and reach with hands and arms; and talk or hear Occasionally lift and/or move up to 25 pounds Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus Office Environment: Most of the duties of this position will be performed inside an office environment. The noise level in the work environment is usually quiet Our Values Champion People Welcome Individuality, Learn Together, Encourage Each Other Inspire Creativity Dream big, Think Fresh, Make It Happen Wow Our Customers Serve with Purpose, Exceed Expectations, Do What's Right Serve Our Communities Be Genuine, Bring Joy, Make a Difference Win Together Be Brave, Have Fun, Celebrate

The Opportunity: The Human Resources Leader will proactively engage with the General Manager and Mill Leadership Team to develop an outstanding and high-performing work environment. . . .

HR Business Partner -01021852DescriptionAt Weyerhaeuser, our most valued resources aren't only the trees and manufacturing sites we oversee. Our employees are the real reason we've been in business for more than 100 years. Their skill and ingenuity have made Weyerhaeuser one of the leaders in manufacturing and distribution of wood products, and in timberlands management in the world. Weyerhaeuser Company is searching for a Human Resources Business Partner for the Arcadia Oriented Strand Board (OSB) facility located in Simsboro, Louisiana. This position is a part of the Arcadia OSB Leadership Team and the Weyerhaeuser Panels/EWP Human Resources Team. This position reports to the Human Resources Business Manager, Panels/EWP with dotted-line responsibility to the Mill Manager. As a strategic business partner, the Human Resources Business Partner is responsible for the overall leadership and management of the human resources systems at the Arcadia operations. This position focuses on meeting business performance objectives through effective HR planning, development, coaching and problem solving. Arcadia OSB is located in the Sportsman's Paradise of Lincoln Parish in north central Louisiana. It is situated near Ruston and Grambling, Louisiana, home to Louisiana Tech and Grambling State Universities. The mill is located 20 minutes west of Ruston, 45 minutes west of Monroe, 55 minutes east of Shreveport, and an hour south of the Louisiana/Arkansas state line. Key Functions: Serve as a member of the lead team promoting the safety and well-being of all the associates in the manufacturing facility. Major responsibilities include providing direct support and consultation for: Role model Weyerhaeuser Key Values including Safety, Integrity, Citizenship, Sustainability, and Inclusion. Strategic business partner to the Arcadia leadership team as well as the broader Product Line HR team. Provide top-quality coaching, consultations, and solutions in all areas of HR, including employee relations, talent management, and leadership training. Work closely with management and the employees to improve work relationships, build morale, increase productivity and retention. Partner with site leaders to develop strategic workforce plans to meet current and future talent needs. Partner with local community high schools, colleges, and universities to create pipelines of future talent. Administer and provide guidance on compensation review/planning and performance management processes. Partner with leaders to develop and implement diversity and inclusion strategies. Responsible for salaried and hourly staffing functions (including sourcing, recruiting, retention, and on-boarding process). Promote and encourage innovative thoughts and ideas. Analyze trends and metrics to develop solutions and programs. Ensure site compliance with state and federal laws. Participate in business-wide HR initiatives and continuous improvement projects. QualificationsThe successful candidates must possess the following: Bachelor's degree in Human Resources Management or a related field. At least 5 years of Human Resources experience or equivalent HR Business Partner role. Experience providing counsel to leaders and employees on issues. Strong interpersonal skills with the ability to influence and build positive relationships across all levels of the organization. Experience in multiple HR disciplines including compensation practices, employee relations, talent management, diversity, performance management, and federal and state laws. Strong levels of personal and professional integrity. Able to build trust and maintain confidentiality as a key confidante of employees and management. Demonstrated safety leadership. Strong coaching and influencing skills. Experience in leading change management initiatives. Ability to effectively navigate through ambiguous situations. Demonstrated ability to manage multiple priorities, assess HR implications and manage details. Excellent computer skills, including proficient in MS Office (Excel., Word, PowerPoint). Excellent written and verbal communication skills and presentation and facilitation skills. Experience working in a manufacturing environment preferred. Previous pay for skills, self-directed workforce, flow to work experience a plus. Professional HR certification is an asset. About Weyerhaeuser We sustainably manage forests and manufacture products that make the world a better place. We're serious about safety, driven to achieve excellence, and proud of what we do. With multiple business lines in locations across North America, we offer a range of exciting career opportunities for smart, talented people who are passionate about making a difference. We know you have a choice in your career. We want you to choose us. About Wood Products We've been delivering quality building products and solutions to our customers for more than 100 years. From builders and dealers to specifiers and homeowners, we offer exceptional product performance and unparalleled support. For more than a century, we've been building our reputation as a leader in sustainable wood products. Compensation: This role is eligible for our annual merit-increase program, and we are targeting a salary range of $79,300 to $119,000 based on your level of skills, qualifications and experience. You will also be eligible for our Annual Incentive Program, which offers a cash bonus targeting 7% of base pay. Potential plan funding may range from zero to two times that target. Benefits: When you join our team, you and your dependents will be offered coverage under our comprehensive employee benefits plan, which includes medical, dental, vision, short and long-term disability, and life insurance. We offer a pre-tax Health Savings Account option which includes a company contribution. Other benefit options are also available such as voluntary Long-Term Care and Employee Assistance Programs. We also support personal volunteerism, sponsor a host of diversity networks, promote mentoring, and provide training and development opportunities to help you chart your path to a fulfilling career. Retirement: Employees are able to enroll in our company's 401k plan, which includes a paid company match in addition to our annual contribution equal to 5% of your base salary. Paid Time Off or Vacation: We provide eligible employees who are scheduled to work 25 hours or more per week with 3-weeks of paid vacation to use during your first year of employment. In addition, after being employed for six months, eligible employees begin to accrue vacation for future use. We also recognize eleven paid holidays per year, providing a total of 88 holiday hours. Weyerhaeuser is an equal opportunity employer. Inclusion is one of our five core values, and we strive to maintain a culture where all our people feel a sense of belonging, opportunity and shared purpose. We are committed to recruiting a diverse workforce and supporting an equitable and inclusive environment that inspires people of all backgrounds to join, stay and thrive with our team. AM1Job Human Resources & Health/Safety/QualityPrimary LocationUSA-LA-SimsboroSchedule Full-time Job Level Individual ContributorJob Type ExperiencedShift Day (1st) Relocation Assistance Available

We take great strides to ensure our employees have the resources to live well, be healthy, continue learning, develop skills, grow professionally and serve our local communities. We invite you to apply for a career with Blue Cross. Residency in or relocation to Louisiana is preferred for all positions. POSITION PURPOSE The Senior HR Business Partner (SHRBP) is an internal lead consultant who understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes. Is responsible for leading within the business area they support including coaching and influencing business leaders, addressing people challenges and development. Is a trusted partner to both the business areas they support and to the HR COEs, leading medium to longer term objectives and providing HR expertise to their client group. Takes a lead role on project delivery within the business units they support, ensuring consistently high standards of HR service delivery. Owns the client relationship and provides the ‘voice of the customer' back to the respective COE. Provides coaching and mentoring to HR Business Partners and ER Partners ensuring consistently high standards of delivery. NATURE AND SCOPE This role does not manage people This role reports to this job: Director, HR Business Operations Necessary Contacts: To do this job effectively the incumbent has to be in contact with all levels within the organization, up to and including the Senior Management Team (SMT) and Board of Directors. QUALIFICATIONS Education Bachelor's in Business Administration, HR Management or a related field is required Master's is preferred Four years of related experience can be used in lieu of a Bachelor's degree. Work Experience More than 10 years of experience across multiple functions in Human Resources required and may include but is not limited to strategy alignment, organizational design and development and change management is required 3 years of experience as a Business Partner with multiple stakeholders, working with business leaders and HR COEs to create positive business outcomes is required 5 years of leadership experience is required Experience can run concurrently. Skills and Abilities Demonstrated ability to effectively communicate, lead, coach and develop people. Ability to effectively influence a variety of stakeholders. Ability to build strategic partnerships. Ability to simplify complex problems, processes, or projects into component parts, explore and evaluate them systematically. Ability to identify causal relationships and construct frameworks for decision making and problem-solving. Ability to lead and implement projects and initiatives across the organization Ability to identify new ways for HR to support the business strategy Ability to recognize trends and develop recommendations based on data analysis Ability to maintain personal effectiveness by managing own emotions in the face of pressure, setbacks or when dealing with difficult situations. Proficient in Microsoft Office Licenses and Certifications PHR is preferred SHRM-CP is preferred ACCOUNTABILITIES AND ESSENTIAL FUNCTIONS Lead and manage change through the effective use of organization design, development, and business change management. Support senior leaders in forecasting and planning their talent pipeline requirements in line with the business strategy. Drive discussion with senior leadership on development opportunities that align with current and future talent plans. Drive consistency of approach across the business units to support current and future organizational needs. Address challenging organizational issues through coaching and guidance. Balance a portfolio of work and manage relationships across BCBSLA's business divisions. Lead critical conversations and drive business strategy by working with business leaders to identify, prioritize, and build organizational capabilities (i.e. restructures, performance and performance calibrations, talent development, engagement). Drive critical talent practices within the business areas (e.g., talent development, succession planning) focusing on senior leader roles as well as critical roles throughout the organization. Lead the implementation and execution of people strategies, initiatives, and projects for the business. Partner with and provide business insight to COEs to ensure initiatives and projects are designed and implemented that support the business. Provide objective and timely feedback to COEs on the quality of service and proactively identify and remove obstacles to ensure the overall HR service to the business unit meets or exceeded standards. Build effective relationships with business leaders and be a catalyst in delivering Human Resources solutions that support the specific needs of each business and overall business objectives. Provide coaching and mentoring to HR Business and Employee Relations Partners ensuring consistently high standards of delivery. Identify new opportunities for HR to add value to the business. Additional Accountabilities and Essential Functions The Physical Demands described here are representative of those that must be met by an employee to successfully perform the Accountabilities and Essential Functions of the job. Reasonable accommodations may be made to enable an individual with disabilities to perform the essential functions Perform other job-related duties as assigned, within your scope of responsibilities. Job duties are performed in a normal and clean office environment with normal noise levels. Work is predominately done while standing or sitting. The ability to comprehend, document, calculate, visualize, and analyze are required. #LI_JH1 An Equal Opportunity Employer All BCBSLA EMPLOYEES please apply through Workday Careers. PLEASE USE A WEB BROWSER OTHER THAN INTERNET EXPLORER IF YOU ENCOUNTER ISSUES (CHROME, FIREFOX, SAFARI) Additional Information Please be sure to monitor your email frequently for communications you may receive during the recruiting process. Due to the high volume of applications we receive, only those most qualified will be contacted. To monitor the status of your application, please visit the "My Applications" section in the Candidate Home section of your Workday account. If you are an individual with a disability and require a reasonable accommodation to complete an application, please contact ********************* for assistance. In support of our mission to improve the health and lives of Louisianians, Blue Cross encourages the good health of its employees and visitors. We want to ensure that our employees have a work environment that will optimize personal health and well-being. Due to the acknowledged hazards from exposure to environmental tobacco smoke, and in order to promote good health, our company properties are smoke and tobacco free. Blue Cross and Blue Shield of Louisiana performs background and pre-employment drug screening after an offer has been extended and prior to hire for all positions. As part of this process records may be verified and information checked with agencies including but not limited to the Social Security Administration, criminal courts, federal, state, and county repositories of criminal records, Department of Motor Vehicles and credit bureaus. Pursuant with sec 1033 of the Violent Crime Control and Law Enforcement Act of 1994, individuals who have been convicted of a felony crime involving dishonesty or breach of trust are prohibited from working in the insurance industry unless they obtain written consent from their state insurance commissioner. Additionally, Blue Cross and Blue Shield of Louisiana is a Drug Free Workplace. A pre-employment drug screen will be required and any offer is contingent upon satisfactory drug testing results.

Mgr, HR/Safety Req Id: 10867 Job Location: Watkins Posting Start Date: 10/25/24 Work Environment: Onsite Job Description: ****Job Purpose**** Responsible for implementation and management of programs and systems at assigned site(s)to develop and improve effectiveness of Safety, Health, Fire Prevention and Human Resources policies and procedures, including employee relations, recruiting and orientation, benefits, Substance Abuse Prevention Policy, Fire Prevention Plans, Contractor Safety process and employee health monitoring and testing. As a key member of the plant business team, works with HR Operations Directorand Corporate Safety Team to ensure functional objectives are met and deployments are leveraged effectively and consistently. We'd love to meet you if... … you're energized by big challenges and creating a plan to meet the challenge … you enjoy working with others to deliver great work … you're innovative and looking for a values-driven, positive culture and environment ****In this position you will have the opportunity to:**** If this sounds like you, join our growing team! In this position, you will have the opportunity to: * Provide management level consultation and services to clients regarding HR, safety, health and fire prevention policies. * Responsible for record keeping regarding Safety, Industrial Health, Fire Prevention and Human Resources operations, programs and systems, employee relations and compliance issues. * Coordinate new hire orientation and conduct education and training in Safety and Human Resources areas of responsibility for management and employees. Ensure timely and consistent delivery of training programs. * Assist in the development and management of the site(s) HR and Safety budgets. * Maintain confidentiality in all areas of responsibility. * At locations with collective bargaining agreements, participate in negotiations as needed and assist with administration of the agreement. * Conduct periodic HR/Safety inspections, audits, and investigations as required. * Prepare HR/Safety reports, statistics and other data for distribution to management. * Manage and develop site(s) HR and Safety staff. * Perform all duties in accordance with environmental and safety rules and regulations. * Perform other duties as necessary. Human Resource * Responsible for programs such as annual Succession Plan Process and all compliance programs * Responsible for pay process and maintaining employee profiles up to date. * Coordinate the employee substance abuse program (SAPP) and supporting workers' compensation program policies * Communicate and assist with implementation of goals and objectives of Human Resources systems and processes within the facility to support business goals and objectives * Manage job posting, recruitment and workforce planning for plant site(s) * Ensure PAF's, Performance Reviews, Performance and Action Plans, Corrective Action Reports and other documents are properly prepared and processed * Conduct and/or support investigations for site(s) LP Confidential calls, employee concerns, complaints and other issues Safety * Coordinate and support activities of Site(s) Safety Committee * Communicate goals and objectives of Safety Management System * Implement Safety, Industrial Health, and Fire Prevention policies and procedures * Review and analyze the effectiveness of current programs; recommend improvements to policies and procedures * Develop, coordinate, and facilitate education and training on Safety, Industrial Health, and Fire Prevention issues at the plant(s). * Manage Fire Prevention Plans and Contractor Safety processes * Coordinate hazard identification, elimination and reduction process * Coordinate employee industrial health monitoring and testing * 5+ years Safety and Industrial Health and/or generalist Human Resources experience, preferably in a manufacturing environment * 3+ years supervisory or management experience preferred * Or any equivalent combination of training, education and experience that demonstrates the ability to perform the key responsibilities of this position * Knowledge of Federal, State, Provincial and local human resources, employment law, and industrial health and safety rules, regulations, and related strategies * Excellent organizational and training skills. Demonstrated ability to develop, coordinate and deliver HR and safety education * Strong prioritization skills and ability to handle multiple projects at a time * Budget forecasting and planning skills. * Demonstrated ability to lead and motivate individuals and teams to achieve program and project outcomes. * Demonstrated ability to compile and analyze complex data, develop metrics, and perform cost benefit analysis. * Ability to handle sensitive and confidential information. ****Education**** * Bachelor's degree in Business, Human Resources, Safety, or related field. ****Work Environment**** *We are committed to providing resources and solutions that help build a better world for every LP team member.* We do this through offering: **Wellness Solutions** - Physical wellness through competitive health benefits - Financial wellness through retirement matching, profit sharing and bonus opportunities at all levels - Mental wellness through free counseling opportunities, prioritizing work-life balance and a generous PTO policy **Culture Solutions** - Team member safety & well being - Commitment to fostering a culture of inclusion and belonging - Recognition for employees through rewards system **Development Solutions** - Continued education assistance available - Professional development resources for continual growth - Career pathing and leadership advancement **Community Engagement Solutions** - Volunteerism and financial support for charities and educational facilities in our local communities **About LP:** *We are a leading provider of high-performance building solutions that meet the demands of builders, remodelers, and homeowners worldwide. We manufacture engineered wood building products that include an extensive offering of innovative and dependable building materials and accessories. Since our founding in 1972, we've developed careers and provided advancement opportunities in the building products industry. Headquartered in Nashville, Tennessee, LP operates more than 20 facilities across North and South America.*

Job Title: Temporary Human Resources Business Partner (HRBP) Employment Type: Temporary (three to six months) Reports To: Senior Human Resources Business Partner Job Summary:We are seeking a proactive and strategic Temporary Human Resources Business Partner (HRBP) to join our dynamic HR team. The HRBP will provide comprehensive HR support to our client groups, collaborating with managers and employees to align business objectives with HR strategies. This role will require a deep understanding of HR practices, employee relations, and organizational development within a fast-paced environment. Key Responsibilities: Employee Relations: Serve as the primary point of contact for employee relations, investigating and resolving workplace issues in a timely and effective manner. Ensure compliance with company policies, procedures, and legal standards. Performance Management: Guide managers on performance management processes, including coaching, feedback, and disciplinary actions. Drive performance improvement plans as needed. Talent Management: Partner with hiring managers and the recruitment team to support workforce planning, onboarding, and the development of career paths for employees. HR Compliance: Maintain knowledge of federal, state, and local employment laws and regulations. Ensure compliance across HR activities and processes. Change Management: Support organizational changes, mergers, and restructures by implementing effective change management strategies and communication plans. Training & Development: Facilitate training sessions and workshops to enhance employee and management skills in areas such as leadership, conflict resolution, and HR compliance. HR Metrics & Reporting: Analyze and report on HR metrics, such as turnover rates, employee engagement, and retention. Provide insights and recommendations to improve HR practices and policies. Policy Implementation: Assist in the development and implementation of HR policies and procedures. Ensure consistent and fair application across the organization. Project Management: Lead and contribute to HR projects, such as employee engagement initiatives, benefits reviews, and diversity, equity, and inclusion programs. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field 2+ years of HR experience, preferably as an HRBP required Experience in a government contracting environment preferred Certifications: SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred Skills: Strong knowledge of employment laws and HR best practices. Exceptional communication, interpersonal, and problem-solving skills. Ability to handle sensitive and confidential information with discretion. Demonstrated ability to influence and partner with leaders at all levels. Proficiency in HRIS systems (e.g. Paycom, ADP, Workday) and Microsoft Office Suite. Working Conditions: Duration: This is a temporary position with an expected duration of three to six months. Potential for extension based on business needs. Work Environment: onsite role in a call center location Bogalusa, LA Reasonable Accommodation If you require alternative methods of application or screening, you must approach the employer directly to request this. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Other duties may be assigned. EEO Statement Capitol Bridge LLC is an Equal Opportunity Employer. All employment decisions at Capitol Bridge LLC are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. Texting Notice We communicate with applicants by text in addition to email and phone. If you apply for this position, we may text you about this position, your application for the position or other things relevant to this job position. If we text you and you no longer want us to text you, you can opt out at that time.

Our philosophy is to hire people with wonderful attitudes, who are dedicated to providing extraordinary service to our guests and colleagues. We believe in focusing on Team Members' talent in order to discover their strengths and develop them to continue growth within the company. Looking For Perks? We've got you covered! Top industry pay Tuition Reimbursement 401k with company match Comprehensive health packages, including a free option for Full-time Team Members Paid Time Off HR BUSINESS PARTNER The Human Resources Business Partner (HRBP) is responsible for maintaining compliance with all Federal, State, and local labor laws as well as licensing regulations. In addition, the HRBP will be responsible for assisting the department leader with implementing policies/procedures, effectively communicating with other departmental leaders regarding operational tasks/events, cast member productivity, training, and hiring. ESSENTIAL FUNCTIONS (The following statements are intended as general illustrations of the work in this job class and are not all-inclusive to this position.) Reasonable accommodations may be made to enable a team member with disabilities to perform the essential functions. Serve as a partner to the department leaders and property cast members in providing input on people and business-related issues. Directs talent management for assigned client group staff to include recruiting, and new hire onboarding. Act as a consultant to company leadership in areas of promotions, demotions, transfers, separations, resignations and cast member relations. Proactively drive cast member relations including identifying and implementing engagement activities. Implement HR policies, procedures, and initiatives. Provide input, recommendations and feedback for the development of new approaches, policies, and procedures. Oversee the maintenance of team member records required by law or local governing bodies, or other departments within the company, to include but not limited to personnel files, benefits participation documents, HIPAA files and I-9 records. Demonstrates effective time management skills by coordinating activities to achieve maximum productivity and efficiency, and willingness to adjust or revise work schedules as requested/needed. Assist with facilitating cast member meetings and/or trainings. Ensure cast member data entry is entered timely and accurately within the department's HRIS systems. Foster and maintain an effective working relationship between peers, cast members, and vendors within the company. Maintains complete confidentiality of all company information at all times. Coordinate and complete administrative tasks including but not limited to conducting exit interviews, maintaining employment files, and unemployment claims/hearings. Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Other duties as assigned. QUALIFICATIONS: Bachelor's Degree preferred or an equivalent combination of education and experience Two (2) - four (4) years of HR generalist experience, preferred SHRM OR HRCI Certification, preferred Able to effectively communicate in English via verbal and written Must be proficient in Microsoft applications to include Excel, Word, and Outlook. Demonstrated intermediate level of competence in the areas of leadership, collaborative and service orientation, organizational insight, strategic perspective, change management, diagnostic insight, broad HR knowledge, coaching and counseling collaboration, and influence. Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner. Flexible to work all shifts including holidays, nights, and weekend hours as business needs dictate. Proficient in vocabulary, spelling, punctuation and proofreading. Must be able to compose and prepare correspondence appropriate for the Human Resources Department. Demonstrated ability to work independently or in a team environment. Comfort with flexibility in priorities and work assignments a must. Must successfully be able to obtain a Louisiana Gaming Permit. The Queen Casino & Entertainment and its affiliates are an equal opportunity employer.

The Human Resources Business Partner is responsible for aligning business objectives with employees and management in designated departments. The Human Resources Business Partner serves as counsel to management on human resources-related issues. The successful Human Resources Business Partner will act as an employee champion and change agent. The Human Resources Business Partner assesses and anticipates human resources-related needs. Communicating needs proactively, the Human Resources Business Partner seeks to develop integrated solutions. The Human Resources Business Partner formulates partnerships across the Human Resources and university-wide to deliver value-added service to management and employees that reflect the objectives of the University. The Human Resources Business Partner maintains an effective level of business literacy about the departments financial position, midrange plans, and culture. * Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws * Strong analytical and creative problem solving skills * Highly proficient computer skills; working knowledge of Microsoft Office software applications (Word, Excel, Power Point) * Excellent oral and written communication skills * Excellent organizational and time management skills, including the ability to manage multiple assignments simultaneously * Ability to prioritize work assignments, and meet established or anticipated deadlines * Ability to prepare reports and presentations independently, and present ideas clearly and concisely * Ability to serve as a positive, contributing member of the HR/teams supported * Excellent interpersonal skills; ability to work cooperatively/effectively with others of diverse personalities, education & cultural backgrounds * Ability to maintain confidentiality in all work performed * Bachelor's degree and 5 years employee relations or human resources generalist experience OR * High School Diploma/equivalent and 11 years employee relations or human resources generalist experience * Master's in Business Administration * SHRM-CP or SHRM-SCP Certification * PHR or SPHR Certification from HRCI

The Head of HR Data Analytics & Controlling is responsible for leading the development and execution of data-driven HR strategies. This position will manage the HR Data Analytics & Controlling team and ensure that data insights are leveraged to optimize HR processes and drive strategic decision-making in Corporate HR. The role includes strategic and operational HR controlling activities across all HR areas, controls and monitors all HR-related procedures and processes with the help of key figures and thus contributes to Corporate HR and corporate goals. This incudes definition, implementation, and further development of standards for HR Data Analytics & Controlling on a global scale and across all HR teams and providing guidance and steering to HR teams globally regarding HR Data Analytics & Controlling standards. Your Role Developing and implementing an HR analytics strategy Identifying key metrics and deliver actionable insights Overseeing the collection, analysis, and interpretation of HR data Designing and maintaining HR dashboards and reports to monitor HR key performance indicators across all HR functions Conducting prescriptive and predictive analytics to actively influence HR strategies and initiatives Evaluating HR measures, processes, and structures combining internal data and external labor market data and social trends Identifying opportunities for process improvements Implementing best practices in data collection and analysis to ensure data integrity and accuracy Partnering with Coprporate HR and Business HR functions to support their data needs Communicating complex data findings to non-technical stakeholders in a clear and actionable manner Providing training and support to CHR/HR staff on data literacy and analytics tools Your Profile Master's degree in Human Resources, Data Science, Business Administration, or a related field A minimum of 7-10 years of experience in HR Data Analytics & Controlling or a related field, with at least 3 years in a leadership role Demonstrated success in developing and implementing HR Data Analytics & Controlling strategies Proven experience in strategic planning, budget management, and financial analysis Strategic thinker with a passion for leveraging data to drive HR excellence Strong analytical and problem-solving skills Proficiency in data analytics tools and software (e.g., Excel, SQL, Python, Tableau, Power BI) Excellent communication and presentation skills Strong understanding of HR processes and best practices Ability to translate data insights into strategic recommendations Knowledge of data privacy regulations and data governance principles Business fluency in English, German language skills are a plus Your ZEISS Recruiting Team: Annett Burger

Founded in 2014 by two successful entrepreneurs, UPG Enterprises, LLC is an investment holdings company of world-class diversified industrial businesses. Our family of companies have been built from more than 15 acquisitions in the metals, manufacturing, distribution, and logistics segments. The UPG portfolio of companies operates more than 2 million square feet of manufacturing space and over 10+ production facilities across the U.S., Canada, and Mexico. We take a long-term approach to business and pride ourselves on having a lasting foundation built upon a strong culture, mutual respect, excellent teams, and an innovative entrepreneurial spirit. We are looking for an HR Business Partner to support our Electrical division. We are seeking an experienced and results-driven HR Business Partner to align HR initiatives and functions with business objectives and business needs. The HR Business Partner provides coaching and guidance to managers and employees to include employee relations and engagement, team performance and effectiveness, learning & development, total rewards, workforce planning, and organizational design & development. Proactive partnership with other HR functions within the organization to identify win-win solutions to problems. This position will report to the Group President of the Electrical Group. Primary Duties and Responsibilities * Effectively build harmonious partnerships with employees and managers across the organization. * Proactively identify and address human resources challenges and opportunities, which may affect the execution of business plans. * Guides management toward the application of appropriate learning and development. solutions for individuals, creates meaningful development and career plans, and tracks progress. * Investigates complex employee relations issues and initiates appropriate resolution * Actively manage performance appraisal process, providing relevant coaching and guidance. * Manage end-to-end payroll processing, ensuring accuracy and compliance with federal, state and local laws. * Maintain compliance with all relevant employment laws, including filing Equal Employment Opportunity (EEOC) reports and responding to EEOC inquiries. * Regulatory Benefit Filings: Prepare and submit key filings such as Affordable Care Act (ACA) reports, and 401K Form 5500 filings, as well as Medicare Part D notices. * Oversee benefits administration, including managing open enrollment, processing benefits elections, and assisting employees with benefits-related questions. * Coordinate and manage the annual benefits open enrollment process, including communication with employees and vendors, system setup, and election processing. * Support 401K plan administration, including processing contributions and weekly uploads. * Support the full employee life cycle, from recruitment and onboarding to offboarding. * Maintain accurate and up-to-date employee records, ensuring compliance with regulatory requirements and audit readiness. * Generate and analyze HR metrics and reports to identify trends, inform decisions, and drive HR strategy. Position Requirement * Bachelor's Degree in HR Management, Organizational Leadership, or related field. * 4+ years of progressively responsible experience in HR with a working knowledge of the full talent management platform. * Strong knowledge of payroll systems and HRIS (Human Resources Information Systems). * Experience managing EEOC filings, ACA compliance, 401K filings, W-2s, and Medicare Part D notices. * Knowledge of employment law, including FMLA, ADA and ACA. * Effective in developing and implementing employee engagement strategies and tactics, with an ability to mitigate and lead others to overcome challenges. * Experience with Union and Manufacturing environments a plus. * Proficiency in both English and Spanish a plus. * Accountable, self-motivated to achieve results with an ability to prioritize multiple projects. * Strong analytical, critical thinking, attention to detail, problem solving, judgment, and decision-making skills. * Approachable and ability to have difficult conversations with coworkers when necessary. * Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to all levels in the organization. * Must sit on-site at our Monroe, WI facility. Travel to Elk Grove Village, IL facility 2x a month. Diversity & Inclusion Statement UPG Enterprises LLC and its Affiliates is an equal opportunity employer committed to a diverse and inclusive workforce.

Volunteers of America North Louisiana is a faith-based, nonprofit organization with a mission to provide opportunity, promote dignity, and inspire change in all who find their way to us. As a church without walls, we do this through personalized housing, health, and human services that benefit children and families, individuals with disabilities, and senior adults. Thanks to our dedicated team of more than 350 employees, along with thousands of volunteers, donors, and supporters, we aim to give hope to thousands of people each year. Through our diversity, equity, and inclusion efforts, we endeavor to attract qualified, diverse, and caring individuals to consider a career with us and experience a collaborative culture that offers challenging, stimulating, and rewarding opportunities for personal and professional growth. We are currently recruiting for a Full-Time Human Resources Director and ask that you consider joining our team as we serve God by serving others. We offer a rich benefits package consisting of medical, dental, and vision insurance, company-paid life and AD&D insurance, voluntary life insurance for you, your spouse, and your child(ren), a comprehensive Employee Assistance Program, vacation days, sick time, and a 403(b)-retirement plan with company match. JOB SUMMARY: Plans, directs, and coordinates human resources activities to maximize the strategic use of human resources and maintains functions such as employee compensation, fringe benefits, recruitment, HR policies, and regulatory compliance. JOB DUTIES/ESSENTIAL FUNCTIONS: Oversees salary administration to include research of regional and industry standards while considering programmatic and budgetary constraints. Issues a fair, equitable, and accurate pay grade scale for Board approval. Reviews compensation for new hires and salary adjustments for all employees to ensure consistency across the agency. Administers employee benefit package. Works with the organization's insurance broker and all current carriers to ensure the organization receives the best possible products/services available within the agency's financial guidelines. Manages all aspects of these benefits, including employee enrollment, annual open enrollment, termination of benefits, reconciliation of monthly invoices, and addressing issues with carriers to meet the needs of employees and the organization optimally. Administers the organization's retirement fund. Communicates with the fund sponsor and regional representatives, ensures employees are enrolled when appropriate, addresses employee and fund sponsor inquiries, communicates with the fund sponsor regarding changes in status/terminations of employees, and communicates with all parties regarding vesting status. Serves as Plan Administrator as defined by plan documents. Reviews and approves documents relevant to participants requesting a loan, transferring funds, taking an in-service withdrawal, or removing proceeds and closing their account. Provides oversight of transfer of employee/employer contributions to the fund. Maintains extensive knowledge of the agency's current retirement plan document. Conducts internal employee investigations. Oversees all background check results for prospective employees and volunteers, including eligibility for hire determination. Works with local staffing agencies to acquire temporary and permanent employees. Develops and updates Human Resources policies and ensures updates are published to employees. Assists and advises organizational management regarding Human Resources issues, such as wage and hour issues, state and federal labor regulations, performance improvement, and disciplinary matters. Seeks legal counsel on behalf of agency, when appropriate, regarding employment law. Conducts New Supervisor Orientation for new or promoted management personnel. Ensures that agency is in compliance with HR standards relevant to regulatory agencies, national organization, funding sources, licensing entities, etc. Provides general employee counseling to include benefit and policy-related questions, addressing employee concerns, etc. Prepares and submits annual EEO-1 report, agency driver information to insurance carrier, and any other annual reports. Analyzes statistical data to determine possible trends and make appropriate recommendations. Oversees workers' compensation plan and ensures all reporting is submitted and documents are maintained by HR Assistant. Manages escalations. Oversees and supports the Training Manager in developing and implementing a training program that supports an understanding of operational processes and skills to meet client needs. Oversees and supports Human Resources staff and Administrative Assistant. Work on special projects as assigned. REQUIRED EDUCATION AND EXPERIENCE: Bachelor's degree in business administration/management, human resources, industrial psychology, or related discipline. Five years of human resources experience with supervisory experience preferred. Current valid driver's license with acceptable driving record. Automobile liability insurance that meets minimum requirements. REQUIRED SKILLS/ABILITIES: Excellent computer skills, including working knowledge of Microsoft Office, specifically Word, Excel, and Outlook, and knowledge of HRIS/HCM systems. Excellent verbal and written communication skills. Ability to communicate with people of all levels and backgrounds. Meticulous organization skills with the ability to prioritize multiple tasks and meet all deadlines. Excellent attention to detail. Ability to maintain strict confidentiality and exercise discretion when handling sensitive situations. Ability to travel and/or work in the community daily, as required by position and supervisor.

Print (*********************************************************************** Apply Human Resources Director A Salary $4,470.00 - $8,767.00 Monthly Job Type Promotion Job Number 203120 Department LA St Bd-Contractors Licensing Opening Date 12/02/2024 Closing Date 12/7/2024 11:59 PM Central + Description + Benefits + Questions Supplemental Information *ONLY EMPLOYEES OF THE LA BOARD OF CONTRACTORS WILL BE CONSIDERED* No Civil Service test score or assessment is required in order to be considered for this vacancy. To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities. Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page. *Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete. * For further information about this vacancy contact: Nikki Lopez- Crawford ************ **************** Minimum Qualifications MINIMUM QUALIFICATIONS: A baccalaureate degree plus four years of professional level human resources experience. SUBSTITUTIONS: a. Six years of full-time work experience in any field may be substituted for the required baccalaureate degree. Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows: A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree. 30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree. 60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree. 90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree. 120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree. College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience tosubstitute for the baccalaureate degree. b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.) c. Possession of a Juris Doctorate will substitute for one year of the required experience. Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience. d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience. All advanced degrees will substitute for a maximum of two years of the required experience. e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience. NOTE: In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314. Phone: ************ or Fax: ************. NOTE: Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity. NOTE: Any college hours or degree must be from an accredited college or university. Job Concepts Function of Work: To administer all aspects of a small human resources program. Level of Work: Administrator. Supervision Received: Broad direction from an agency administrative official. Supervision Exercised: May supervise lower level human resources professionals. Location of Work: May be used by all state agencies. Job Distinctions: Differs from Human Resources Manager by the presence of final authority over a human resources program. Differs from Human Resources Director B by serving as Human Resources Director for a small entity such as a board, commission, or satellite institution under an umbrella department or agency with no direct supporting staff under the Human Resources Director. Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements. Examples of Work Directs all facets of a comprehensive human resources management program. Reviews program operations and determines need for new or revised polices or procedures. Establishes and directs the implementation of policies. Directs all classification and evaluation activities for the agency. Reviews salary levels and factor level assignments proposed by management or lower level staff, ensuring consistency within existing organizational patterns. Represents the agency at meetings relative to organization of new units and reorganization of existing units. Proposes alternative organizational plans based on knowledge of Civil Service rules and policies. Advises agency management of the advantages and disadvantages of alternatives and recommends a course of action. Acts as liaison between agency management and Civil Service representatives in implementing reorganization plans. Determines impact of special pay issues as they relate to agency fiscal concerns and internal pay equity. Recommends resolution of complex pay problems to agency management. Establishes a uniform policy for the agency to ensure that disciplinary actions are implemented in a fair and consistent manner. Reviews and approves disciplinary actions recommended by supervisors or lower level human resource professionals. Consults with agency legal counsel to address issues that may involve complicated legal ramifications. Directs the investigation of complaints filed within the agency and charges filed through federal agencies. Consults with legal staff. Review results and recommends a course of action to agency management. Directs the preparation of budget requests for the Human Resources Management Office. Prepares the agency's position relative to highly complex benefits issues. Represents the agency and provides testimony at administrative hearings regarding controversial unemployment and worker's compensation matters. Directs the agency recruiting, selection, and placement program. Recommends changes to minimum qualification requirements in an effort to continue to attract and retain a qualified workforce. Directs the development, maintenance, and monitoring of a performance evaluation system based on established criteria. Works with agency management to ensure that expectations are defined in such a way as to enhance the efficiency and effectiveness of agency operations and are clearly communicated to the employee. Develops and administers layoff/layoff avoidance plans. Represents the agency in meetings with Civil Service staff to discuss layoff or layoff avoidance activities. Explains layoff/layoff avoidance activities to agency employees, supervisors and managers. May appear as agency representative before Civil Service Commission members regarding proposed plan. Louisiana State Government represents a wide variety of career options and offers an outstanding opportunity tomake a differencethrough public service. With an array of career opportunities in every major metropolitan center and in many rural areas, state employment provides an outstanding option to begin or continue your career. As a state employee, you will earn competitive pay, choose from a variety of benefits, and have access to a great professional development program: Insurance Coverage More information can be found at ******************************* Parental Leave- Up to six weeks paid parental leave More information can be found at****************************************************************** Holidays and Leave - State employees receive the following paid holidays each year: + New Year's Day + Martin Luther King, Jr. Day, + Mardi Gras, + Good Friday, + Memorial Day, + Independence Day, + Labor Day, + Veteran's Day, + Thanksgiving Day and Christmas Day. ***** Additional holidays may be proclaimed by the Governor State employees earn sick and annual leave which can be accumulated and saved for future use. Your accrual rate increases as your years of service increase. Retirement - State of Louisiana employees are eligible to participate in various retirement systems (based on the type of appointment and agency for which an employee works). These retirement systems provide retirement allowances and other benefits for state officers and employees and their beneficiaries. State retirement systems may include (but are not limited to): + Louisiana State Employees Retirement System (********************** LASERS has provided this video (********************************************************************************* to give you more detailed information about their system + Teacher's Retirement System of Louisiana (************** + Louisiana School Employees Retirement System (*************** among others 01 Are you a current permanent classified employee of Louisiana State Board of Contractors? + Yes + No Required Question Agency State of Louisiana Address For agency contact information, please refer to the supplemental information above. Louisiana State Civil Service, Louisiana, 70802 Phone ************** Website ****************************************************** Apply Please verify your email address Verify Email

**Wendy Goodwin** **Director of Human Resources** * Phone ************ * Fax ************ * Email ************************ Primary Department: Human Resources

DISTRICT ADMINISTRATION/Chief- Human Resources Officer Additional Information: Show/Hide Job Title: Chief Human Resources Officer Reports To: Immediate Supervisor Prepared By: The Division of Human Resources Board Approved Date: Salary Range: $130,000 with no increases nor steps Summary: Leads and administers the school system's personnel programs. Directs and coordinates recruitment, selection, placement, development, transfer, evaluation, and dismissal procedures in accordance with Board approved policies and federal, state and judicial mandates. Manages all aspects of employee relations. Advises the Board, Superintendent, and staff on personnel policies, organizational development, and training policies. Essential Duties and Responsibilities: * Serves as a member of the Superintendent's Executive Leadership Team and District Leadership Team * Develops and implements organizational development strategies including but not limited to school improvement practices * Identifies objectives for the Division of Human Resources consistent with the stated goals of the School Board and Superintendent * Serves as Superintendent's designee as appropriate for internal and external projects, tasks forces, committees, etc. * Recommends human resources policies, procedures, and programs for meeting the current and future personnel needs of the school system * Monitors new and changing laws and regulations affecting the school system and recommends accordingly * Supervises staff in the preparation of various statistical and other reports to meet system, state, and federal requirements * In collaboration with principals, staffing supervisors, and elementary, middle, and high school Assistant Superintendents, directs the staffing process for all certificated and classified positions * Plans, implements, and evaluates the procedures used to properly maintain personnel records, files and documents, and has oversight responsibilities for the maintenance of such * Develops and implements the process of maintaining and revising s of district employees and district organizational charts * Leads the planning, implementation, and evaluation of training programs relative to Human Resources for district personnel, both certified and classified * Collaborates with the Chief Business and Operations Officer on the delivery and processing of employee payroll, benefits and retirement practices * Serves as a resource to employees and the general public on personnel policies and procedures including training within the school system, in general * Recommends organization of Division of Human Resources and ensures cost effectiveness of division; and helps to prepare and administer the budget for personnel and staff development services and programs within the district * Develops and implements planned programs for dissemination of information related to human resources to the general public, as needed Other Duties: Other duties as assigned that are related to the functions of the position. Essential Functions/Qualifications/Requirements: Manages several subordinate supervisors who supervise employees in the school district. Is responsible for the overall direction, coordination, and evaluation of this department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviews and hiring employees; planning, assigning and directing work; appraising performance; addressing complaints and resolving problems. Education and Experience: Minimum of a Master's degree in Educational Leadership, Public Administration or other related area is required. Possess, or be eligible for, professional or supervisory certification as required by the State of Louisiana Department of Education is preferred. Evidence of successful innovations in school improvement, recruitment, labor relations and customer service training and development as well as successive responsibility as a Human Resources professional within a public school system is preferred. Knowledge of risk management, and public school law is required. A Bachelor of Science Degree with five years of successful experience in public administration as a Human Resources professional may be substituted for a Master's Degree. Work Environment Conditions: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Professional Conduct: The Employees are required to maintain a high standard of professional conduct. Breach of said professional conduct includes, but is not limited to, neglect of duty, dishonesty, engagement in acts that are contrary to East Baton Rouge Parish School System policy, unlawful activities, or any other conduct which is seriously prejudicial to the school system. Technological Abilities: To perform this job successfully, an individual must be proficient in general use of a computer, the use of Email as a form of communication, and other job-specific equipment, software, and/or applications. Note: New employees coming to EBRPSS/current employees new to a position, must use the Verifent website to verify qualifying years of experience (outside of EBRPSS) aligned to the . All new employees to the district/current employees new to a position will receive 0 years of experience aligned to the until the verification of previous experience aligned to the job description is received. Verifient Link Experience verifications must be received in the Office of Human Resources within the first 6 months of employment in order to be eligible for a retroactive payment.

Are you an HR professional looking for a new career opportunity for 2025? One of our best clients in Metairie, LA is searching for an HR Director to transistion with the incumbent who is moving into a new role. This position is very hands on and oversees all recruiting, development of plans, programs, and procedures to achieve the workforce goals of the company. Even thought it is a Director level position, it is a hands on role involved in recruitment, benefit programs, employee relations, compliance, training, safety and workers compensation matters. The HR Director provides vital support to all levels of the company in strategic and organizational planning. Everyday you will get to: - Support recruiting and hiring efforts of the company - Oversee drug testing, compliance, and driver qualifications. - Manage benefits programs and communications with employees about benefits. - Oversee compliance in areas of employee and workplace policies, worker's comp, benefits administration, compensation and payroll. - Coordinate communication between employees and the company regarding, events, training, employee recognition, benefits and career opportunities. - Develop and implement programs to achieve company goals, employee development, safety and compliance. To be considered for the role, qualified candidates must have: - Strong written and verbal communication skills - Excellent listening skills and serve as a trusted and respected team member - Stellar organizational skills and ability to multi-task - Confident ability to manage one's time efficiently to complete deliverables on time. - Knowledge of central Human Resources disciplines. - Ability to maintain confidentiality of sensitive personal information in all matters affecting employee relations. - Strong motivational and support skills - Ability to uphold high moral and ethical standards REQUIRED SKILLS & ABILITIES: - Bachelor's degree in HR, Business Management, or a related field. Combination of education and experience may be considered. - 10+ years of Human Resources experience is preferred. - Experience with a nationwide organization operating multiple branches is preferred. - Intermediate to expert knowledge of HRIS systems and Microsoft Office Suite Our client is motivated to interview and have an offer out by the end of the year. For extremely confidential consideration, please apply and call Carrie Lewis at 504-383-0612. Thank you for your interest in Robert Half! Requirements - Minimum of 10 years of experience in a human resources role in mid to large mutli-branch setting - Proven track record of managing compliance issues in a detail oriented setting - Strong experience in handling employee relations and resolving workplace conflicts - Expertise in managing and improving hiring processes - Prior experience in corporate recruiting, preferably within the hospitality sector - Demonstrated ability in benefits administration, including health insurance and retirement plans - Proficient in using HRIS (Human Resources Info Systems) for HR management tasks Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles. Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app (https://www.roberthalf.com/us/en/mobile-app) and get 1-tap apply, notifications of AI-matched jobs, and much more. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information. © 2024 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use (https://www.roberthalf.com/us/en/terms) .

Job Description: Head of Talent Acquisition Reports To: Director of HR Mission To attract, recruit, and retain top talent across all levels of the organization, ensuring the company has the human capital necessary to achieve strategic objectives and maintain a competitive edge in the engineering, energy, and utilities sectors. Profile The ideal candidate is a seasoned talent acquisition leader with a proven track record in designing and executing recruitment strategies that align with business goals. They possess deep expertise in sourcing, screening, and hiring top talent, as well as experience with employer branding, candidate experience, and diversity and inclusion initiatives. Experience in the engineering or technical industries is preferred. Key Responsibilities Develop and Execute a Strategic Talent Acquisition Plan Develop a talent acquisition strategy aligned with Ampiricals growth targets and workforce needs, prioritizing critical roles and hard-to-fill positions. Partner with department heads to create a workforce plan that forecasts hiring needs and aligns recruitment efforts with business objectives. Build and maintain a robust talent pipeline for key positions to quickly fill critical roles as they arise. Establish and track recruitment metrics (time-to-hire, quality of hire, candidate satisfaction) with continuous improvement targets. 2. Enhance Employer Branding and Candidate Experience Develop and promote the companys Employee Value Proposition to resonate with the target talent market and differentiate the company from competitors. Revamp the candidate experience from application to onboarding aiming for a 25% improvement in candidate satisfaction scores. Implement strategies to attract and hire a diverse workforce, with specific targets for diversity in recruitment. Expand the use of social media and digital platforms for recruiting, increasing engagement with potential candidates by 50% within 6 months. 3. Optimize the Recruitment Process Streamline the recruitment process, reducing time-to-fill by 15% while maintaining or improving quality of hire. Implement or optimize recruitment technology, such as Applicant Tracking Systems (ATS), for enhanced efficiency and data-driven decision-making. Develop and deliver interview training programs for hiring managers to improve their candidate assessment abilities. Maintain a referral program incentivizing employees to refer top talent and track the success of these hires. 4. Strengthen Talent Acquisition Team Capabilities Build and lead a high-performing talent acquisition team, providing regular training and development opportunities. Implement performance metrics and conduct regular reviews for the talent acquisition team to ensure accountability and continuous improvement. Foster strong relationships between the talent acquisition team and other departments to ensure alignment on hiring needs and candidate selection. Develop and implement a succession planning framework to proactively address talent gaps. 5. Measure and Improve Talent Acquisition Impact Establish and track key performance indicators (KPIs) for talent acquisition, including hiring efficiency, quality of hire, and retention rates, with regular reporting to senior leadership. Conduct ROI analysis for major recruitment campaigns and initiatives to demonstrate the value of talent acquisition efforts. Implement a continuous improvement process for recruitment strategies, incorporating feedback from candidates, hiring managers, and market trends. Regularly benchmark the companys talent acquisition practices against industry standards and adjust as needed to remain competitive in the talent market. Qualifications Proven experience in a senior talent acquisition role, preferably within engineering, energy, or technical industries. Strong knowledge of recruitment strategies, employer branding, and candidate experience optimization. Expertise in diversity and inclusion initiatives within talent acquisition. Excellent leadership, communication, and interpersonal skills. Ability to analyze data and metrics to inform decision-making. Why Join Us? Our company believes our people are our greatest asset. Join us in our mission to create a thriving work environment that attracts, develops, and retains the best talent in the industry. #LI-SW1

Location 3636 South Sherwood Forest Blvd., Suite 200, Baton Rouge, LA 70816, United States of America Category Human Resources Job Type Full time R00329155 Job Description: The Manager, Field Talent Acquisition, will contribute to RaceTrac's growth and profitability goals by delivering best-in-class recruitment services to a designated region. You will be responsible for the day-to-day operational aspects of the region's hiring to include oversight and support of the customized hiring solution. The aim of the role is to ensure the continued quality assurance of the hiring demand is delivered to the region while being a strategic TA partner. Responsibilities: * Create and execute strategic hiring plans for the region, revises as appropriate to meet changing needs and requirements. Ensure search requests are clearly defined to include key responsibilities, requirements, reporting structure, compensation, and interview process. * Identify resources needed and assign individual responsibilities. Define and communicate individual and team metrics. * Maintain awareness of creative sourcing strategies and work closely with team to develop best approach for RaceTrac's stores. * Facilitate regular status meetings with hiring team. Keep the team informed of changes within the designated region. * Ensure project documents and engagements are complete and updated in a timely manner. Develop and deliver weekly hiring reporting. * Manage day-to-day stakeholder interaction. Set and manage stakeholder expectations. * Communicate effectively with stakeholders to identify needs and evaluate alternative recruiting solutions. * Identify opportunities for improvement and make constructive suggestions for change. * Develops recruiting and onboarding teams. * Inspire the team to attain goals and pursue excellence. Qualifications: * Bachelor's Degree from a 4-year College or University preferred. * 3-5 years of relevant leadership experience in talent acquisition. * Strong understanding of full life cycle recruiting, high-volume recruiting, and industry practices preferred. * Understanding of recruiting metrics and reporting standards. * Proven leadership experience with developed coaching and mentoring skills. * Computer skills specifically Excel and PowerPoint, Word, and Outlook * Familiarity with Human Resource laws and functions. * Ability to analyze complex data and develop sound recommendations and solutions. * Excellent planning and organizing skills; able to “juggle” responsibilities effectively in a high volume, fast-paced service environment. * Ability to communicate clearly, concisely, and persuasively with leaders. * Strong customer and results orientation. * Ability to interact effectively at all levels and across diverse cultures. * Ability to adapt as organization evolves.

**Manager/Assistant Manager, Human Resources & Admin** ** Faculty/Department: UCSI International School Sdn Bhd (Springhill, Negeri Sembilan)** ** Campus: Springhill** The Assistant Manager, Human Resources & Administration's objective will be to support the company within every area of a company's human resources operations in consultation with the VP, HR & Admin. In some areas, you will manage a project assigned. You shall also be responsible for administration related assignments given by your supervisor as well as to assist the school office/reception/collection when scheduled. You may also be the liaison for academic related matters with the government. The below is a reflection of the duties and responsibilities. **Responsibilities** **On-Boarding and Documentation** - Develop, plan and conduct on-boarding programme for new employees to ensure that they feel welcome and prepared in their new positions with confidence and enough resources to make an impact to the organization and to foster positive attitude toward organizational objectives. The activities include: * Prepare Staff Introduction Letter in order for new staff to open a bank account where necessary * Liaise with Computer Services Department for email creation for new staff * Create account for staff in IIS * Prepare telephone extension list, duty schedule when applicable * Ensure return of new staff checklist and any other HR forms for documentation * Create new personal files * Assist in opening bank accounts, EPF etc - Serve as a link between management and employees by handling questions, interpreting and administering and helping resolve work-related problems. - Plan, and work on all staff matters related to employment, compensation, labor relations, and employee relations. - Maintain records and compile statistical reports concerning personnel-related data such as start date, teaching permit, employment pas, hire date, qualification, experience, transfers, performance appraisals, and absenteeism rates. - Ensure all information are up and maintained regularly in the IIS, website and the Employment Master; including removal and deactivation in cases of resignation etc. - Resolve grievances or queries that any of the employees have. Escalate to the right level depending on the nature of the grievance or issue. - Manage insurance and other Com & Ben related activities **Recruitment** - Ensure all recruitment is done timely and effectively - Ensure quality of all candidates hired - Manage hiring tracker and ensure they are up to date **HR Related Letters and HR Administrative Activities** - Ensure letters are given to staff, returned and filed in a timely manner. The letters include the following as well as other adhoc letters: transfers, salary adjustments, visa letters, staff status, appointments, promotions, etc. - **Perform** day-to-day administrative tasks such as maintaining information files and processing paperwork. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. - Maintain professional and technical knowledge by attending workshops, establishing personal networks and participating in seminars and trainings. - Contribute to team effort by accomplishing related results as needed. - Handle and prepare documents required for MQA visits or other government visits - Ensure payroll is accurate for monthly processing **HR Roles** - Ensure all recruitment is done timeline and to bring in quality candidates - Advise outgoing employees on hand over procedure - Execute tax clearance - Conduct exit interviews - Assist in matters pertaining to leave - Carry out reception duties in the absence of the receptionist/admin staff, as and when necessary - Communicate with people outside the organization, representing the organization to customers, the public, government, and other external sources - Have the knowledge of company insurance and the processes - Provide feedback to the management to enhance a better and cordial working environment. - Organise corporate events such as company dinner, corporate trip, family day etc. - Encourage and build mutual trust, respect, and cooperation among team members. - Perform any other duties relating to the above as may be assigned by the supervisor from time to time. **MOE/Employment Pass/Teaching Permits** Handle the whole process of getting the different passes, permits, licenses in related to the nature of the business; this includes MOE submissions and approvals, the expatriates' employment pass and their dependent pass application and renewal, the registration of practicing license with for teaching permits etc. **Administrative Tasks** - To manage all admin related projects and monitoring is accomplished - To assist with reception/office counter for all admin work when necessary - To perform other related administrative duties as may be assigned by your supervisor from time to time Apply Now Deadline: 31 Dec 2025 | Last Update: 26 Sep 2024