Human resources business partner jobs in Broussard, LA

The Human Resources Business Partner supports improved organization performance through coaching, mentoring, and supporting organizational leaders ensuring alignment of departmental practices with organizational goals. Uses knowledge of various human resources functions, including staffing, compensation, benefits, training and employee relations to provide tactical HR support to management. Consults with management in the strategic planning process and development of human resources strategies that support the department's needs. The successful HRBP will act as an employee champion and change agent, partnering with HR Centers of Expertise to deliver customized, value-added HR solutions. 4 years of related experience, including employee relations Bachelors Degree Strong consulting, interpersonal, critical thinking, problem solving, and verbal and written communication skills. Good computer skills and time management skills. Working knowledge of HR-related laws and legal requirements (ADA, FLSA, FMLA, EEOC, etc). Strategic Planning Provides guidance and input on business unit restructures, workforce planning and succession planning. Partner with leadership to ensure HR practices are aligned with business unit strategy Employee Relations Coaches managers on conflict resolution, facilitates problem solving, administers progressive discipline procedure and recommends termination of employment based upon administrative review. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations Works closely with management and employees to improve work relationships, build morale, and increase engagement and retention Retention and Engagement Administers annual performance review processes for client group(s). Provides input into leadership succession planning process. Diagnose and action plan to address high turnover and low employee engagement. Proactively design and implement programs to increase engagement; support leaders in development of engagement-increasing management practices. Professional Knowledge Maintains a working knowledge of applicable state and federal laws to ensure legal compliance (EEOC, DOL, ADA, FMLA, FLSA) Maintains working knowledge of various areas of HR (recruiting, compensation, learning and development, compliance) to act as a broker of HR Center of Expertise services

The Human Resources Business Partner supports improved organization performance through coaching, mentoring, and supporting organizational leaders ensuring alignment of departmental practices with organizational goals. Uses knowledge of various human resources functions, including staffing, compensation, benefits, training and employee relations to provide tactical HR support to management. Consults with management in the strategic planning process and development of human resources strategies that support the department's needs. The successful HRBP will act as an employee champion and change agent, partnering with HR Centers of Expertise to deliver customized, value-added HR solutions. 4 years of related experience, including employee relations Bachelors Degree Strong consulting, interpersonal, critical thinking, problem solving, and verbal and written communication skills. Good computer skills and time management skills. Working knowledge of HR-related laws and legal requirements (ADA, FLSA, FMLA, EEOC, etc). Strategic Planning Provides guidance and input on business unit restructures, workforce planning and succession planning. Partner with leadership to ensure HR practices are aligned with business unit strategy Employee Relations Coaches managers on conflict resolution, facilitates problem solving, administers progressive discipline procedure and recommends termination of employment based upon administrative review. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations Works closely with management and employees to improve work relationships, build morale, and increase engagement and retention Retention and Engagement Administers annual performance review processes for client group(s). Provides input into leadership succession planning process. Diagnose and action plan to address high turnover and low employee engagement. Proactively design and implement programs to increase engagement; support leaders in development of engagement-increasing management practices. Professional Knowledge Maintains a working knowledge of applicable state and federal laws to ensure legal compliance (EEOC, DOL, ADA, FMLA, FLSA) Maintains working knowledge of various areas of HR (recruiting, compensation, learning and development, compliance) to act as a broker of HR Center of Expertise services

The Human Resources Business Partner supports improved organization performance through coaching, mentoring, and supporting organizational leaders ensuring alignment of departmental practices with organizational goals. Uses knowledge of various human resources functions, including staffing, compensation, benefits, training and employee relations to provide tactical HR support to management. Consults with management in the strategic planning process and development of human resources strategies that support the department's needs. The successful HRBP will act as an employee champion and change agent, partnering with HR Centers of Expertise to deliver customized, value-added HR solutions. Responsibilities * Strategic Planning * Provides guidance and input on business unit restructures, workforce planning and succession planning. * Partner with leadership to ensure HR practices are aligned with business unit strategy * Employee Relations * Coaches managers on conflict resolution, facilitates problem solving, administers progressive discipline procedure and recommends termination of employment based upon administrative review. * Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations * Works closely with management and employees to improve work relationships, build morale, and increase engagement and retention * Retention and Engagement * Administers annual performance review processes for client group(s). Provides input into leadership succession planning process. * Diagnose and action plan to address high turnover and low employee engagement. * Proactively design and implement programs to increase engagement; support leaders in development of engagement-increasing management practices. * Professional Knowledge * Maintains a working knowledge of applicable state and federal laws to ensure legal compliance (EEOC, DOL, ADA, FMLA, FLSA) * Maintains working knowledge of various areas of HR (recruiting, compensation, learning and development, compliance) to act as a broker of HR Center of Expertise services Qualifications * 4 years of related experience, including employee relations * Bachelors Degree * Strong consulting, interpersonal, critical thinking, problem solving, and verbal and written communication skills. Good computer skills and time management skills. Working knowledge of HR-related laws and legal requirements (ADA, FLSA, FMLA, EEOC, etc).

Job DescriptionDescription: About Us We're a fast-growing, multi-location home services company specializing in pest control treatments and services, with 300+ team members and an expanding footprint across multiple regions. Built on strong operational excellence and trusted service, J&J Exterminating is proudly ranked in the Top 100 Pest Control Companies in the nation! About the Role We're hiring a People & Organizational Development Manager to be a strategic member of our leadership team and the architect of our People strategy. You'll be responsible for designing and implementing a best-in-class HR function with an initial focus on field workforce recruiting, training, and performance management. This is a build-it-while-you-run-it role for a leader who can set strategy, lead change, and roll up their sleeves to execute in a fast-paced, operationally complex environment. Key Responsibilities People Strategy & Organizational Design Structure & drive J&J Exterminating's "People Strategy," aligning talent management with the company's vision, mission, and values. Serve as a thought partner and resource to leadership concerning matters of organizational structure, such as capacity planning or forecasting, continuous improvements of existing processes, or development of new procedures/workflows. Design and implement scalable, standardized people operations for multiple locations with field & office teams, using a data-driven strategy. Employee-centric approach to organizational structure, structuring processes and procedures with consideration for the end-user experience. Functions in a System administrator capacity, configuring company processes, review feedback collected through data insights, and administering required maintenance to existing workflows/procedures/forms as needed. Analyzing and oversight of our HCRM platform through data insights gathered and updating other company-wide databases, ensuring uniform personnel standards are upheld across locations and that they can be clearly defined. Talent Acquisition & Workforce Planning Establish a data-driven recruiting process tailored to high-turnover field roles, equipped for a consistent, high volume of candidate applications. Implement a combination of sourcing strategies, clearly defined recruiting KPIs, and a compelling employer brand to attract (and retain) top talent. Partner with field operations to understand workforce needs, seasonal trends, and bottlenecks personally experienced as a Hiring Manager with staffing as it relates to yielding an ideal candidate. Training, Development & Career Pathing Create a foundation of training and onboarding frameworks for all roles-especially technicians or field staff-using applied technology. Develop scalable career pathing, using clearly defined KPI and benchmarking metrics for roles, and internal mobility programs to reduce attrition, promote employee engagement, and foster an internal atmosphere of growth while promoting referenced programs in easily referenced and available community channels. Champion leadership development for field managers and emerging leaders. Performance Management & Culture Configuration and implementation of company-wide performance management evaluations, including goal-setting, feedback cycles, reviews, and KPIs. Design programs to instill a culture of accountability, ownership, and continuous improvement. Act as a representation of positive company culture through daily operations and ensure scaling through performance management, with incremental growth, direction, and purpose relative to business goals. HR Infrastructure, Compliance & Employee Relations Manage core HR operations including HRIS selection, regular database and personnel records management, benefits administration, and compliance with all applicable federal and state guidelines Assist with policy development, communication and distribution of all company policy changes, and handling questions or concerns that may arise from related updates. Ensure legal compliance with all applicable labor laws, safety standards, licensing, and workplace regulations. Provide coaching, corrective action (if any), and conflict resolution to leaders and employees alike. Requirements:Preferred Experience 5+ years of progressive HR leadership, ideally in fast-growing service, franchise, or distributed workforce environments. Experience building HR systems and organizational structures from the ground up-you've done more than maintain; you've architected and scaled. Proven success in a recruiting function, with experience recruiting frontline workforces preferred (e.g., field services, blue collar, or hourly sectors). Strong foundation in organizational development, HR & Compliance, L&D, and performance management frameworks. Deep knowledge of multi-state employment law, compliance, benefits, and workforce engagement. High EQ and low ego-able to inspire at all levels within organization and build trust with field teams alike. Builder's mindset: comfortable with ambiguity, fast iteration, and resource-constrained environments.

The Human Resources Business Partner supports improved organization performance through coaching, mentoring, and supporting organizational leaders ensuring alignment of departmental practices with organizational goals. Uses knowledge of various human resources functions, including staffing, compensation, benefits, training and employee relations to provide tactical HR support to management. Consults with management in the strategic planning process and development of human resources strategies that support the department's needs. The successful HRBP will act as an employee champion and change agent, partnering with HR Centers of Expertise to deliver customized, value-added HR solutions. * Strategic Planning * Provides guidance and input on business unit restructures, workforce planning and succession planning. * Partner with leadership to ensure HR practices are aligned with business unit strategy * Employee Relations * Coaches managers on conflict resolution, facilitates problem solving, administers progressive discipline procedure and recommends termination of employment based upon administrative review. * Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations * Works closely with management and employees to improve work relationships, build morale, and increase engagement and retention * Retention and Engagement * Administers annual performance review processes for client group(s). Provides input into leadership succession planning process. * Diagnose and action plan to address high turnover and low employee engagement. * Proactively design and implement programs to increase engagement; support leaders in development of engagement-increasing management practices. * Professional Knowledge * Maintains a working knowledge of applicable state and federal laws to ensure legal compliance (EEOC, DOL, ADA, FMLA, FLSA) * Maintains working knowledge of various areas of HR (recruiting, compensation, learning and development, compliance) to act as a broker of HR Center of Expertise services * 4 years of related experience, including employee relations * Bachelors Degree * Strong consulting, interpersonal, critical thinking, problem solving, and verbal and written communication skills. Good computer skills and time management skills. Working knowledge of HR-related laws and legal requirements (ADA, FLSA, FMLA, EEOC, etc).

First Solar reserves the right to offer you a role most applicable to your experience and skillset. Basic Job Functions: The Human Resources Manager performs management-level strategic human resources related duties for First Solar. Ensures all human resources functions and activities run effectively and efficiently and in accordance with First Solar's Code of Conduct, Behaviors & Core Values. Carries out responsibilities across the HR generalist spectrum, including the following functional areas: recruiting, employee relations, transaction preparation & processing, process and procedure development and interpretation, benefits, training & communication. Oversees' and directs the work of reporting HR staff and encourages the development of the HR staff. Education/Experience: Minimum 7 years total experience in Human Resources required. 3 years' experience managing HR professionals or 1 year of experience as a Lead - Human Resources at First Solar required. Strong project management. Bachelor's degree in relevant discipline required. Master's degree in relevant discipline preferred. PHR or SPHR certification is preferred. Required Skills/Competencies: Well-versed in the key US Federal and State employment laws. Skilled in auditing and consulting the business on best practices, processes, and reporting risks and or changes to ensure compliance with internal and external reporting requirements. Must have the ability to formulate and deliver recommendations to effectively resolve problems or issues, by using the Company's standards, practices, policies, or procedures. Excellent verbal and written communication skills. Must be detail oriented and consistently accurate. Must be able to interact with leaders and employees at all levels. Must be able to effectively handle multiple tasks, manage projects, and meet deadlines. Must be self-motivated, with the ability to work independently and in a team environment. Strong interpersonal and problem-solving skills. Ability to work with various organizations and associates throughout the company. Excellent project management ability: follow-up and meet deadlines. Strong influencing skills as well as the ability to be agile in a fast moving and changing environment. Critical thinking and problem-solving skills. Ethical Practice. Global & Cultural Awareness. Proven computer skills in Microsoft Office application suite and human resources information systems. Essential Responsibilities: Works with HR leadership to establish clearly defined processes, policies, and practices. Supports region-specific HR requirements and coordinates with Corporate HR leadership to devise and make recommendations to support growth and maturation of assigned environments. Leads or oversees HR projects with national scope, implements HR projects for site location. Acts as a strategic business partner for assigned business area(s) and site(s). Provides an HR presence for employees and managers regarding HR-related issues, questions, and concerns, while maintaining good working relationships and building credibility with employees. Partners with global business partners to ensure adherence to company HC budget and proper allocation of headcount costs. Responds to employee relations issues (investigations and corrective actions) such as employee complaints, supervisor/manager concerns regarding practice or policy application, and performance improvement. Supports key HR business partnership efforts in performance appraisal process, salary administration process, succession planning, organizational design, and transactional processes such as transfers, increases, promotions, terminations, and administration of various processes due to internal or external policy or regulation requirements as necessary. Prepares and delivers internal employee HR communications on HR subjects including employee relations, compensation, benefits, policies, and processes. Partners with HR Management with planning and implementation of team goals. Gathers and analyzes data with useful HR metrics; prepares reports. Is responsible for monitoring industry trends, employment legislation and ensures compliance for the region of operation. Maintains confidentiality of all associates, company, and customer information. Other duties as assigned. subject to change at any time. Reporting Relationships: This position will have direct reports. Travel: 10 - 20% Estimated Salary Range: $94,700-$135,000 / annually US Physical Requirements: Office Physical Requirements: All positions in our office require interaction with people and technology while either standing or sitting. To best service our customers, internal and external, all associates must be able to communicate face-to-face and on the phone with or without reasonable accommodation. First Solar is committed to compliance with its obligations under all applicable state and federal laws prohibiting employment discrimination. In keeping with this commitment, it attempts to reasonably accommodate applicants and employees in accordance with the requirements of the disability discrimination laws. It also invites individuals with disabilities to participate in a good faith, interactive process to identify reasonable accommodations that can be made without imposing an undue hardship. Potential candidates will meet the education and experience requirements provided on the above job description and excel in completing the listed responsibilities for this role. All candidates receiving an offer of employment must successfully complete a background check and any other tests that may be required. Equal Opportunity Employer Statement: First Solar is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of the company to recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that diversity and inclusion is a driving force in the success of our company.

The HR Manager role has a national salary range of $85,000- $150,000. DHL Supply Chain offers multiple benefits including Medical, Dental, Vision, Prescription, Discounted Stock Purchase, General Bonus Plan and a generous PTO policy. Do you enjoy working in a team environment providing strategic counsel and advisory services to leaders on business- and people-related issues?Do you take an energetic and influential approach to bring challenge and perspective to a business agenda?Would you get job fulfillment by playing a pivotal role in making sure our environment is the best possible workplace for our associates?Do you have a high regard for personal accountability and fully understand why integrity, trust, and customer focus are required qualities to display within the Human Resources function? If so, DHL Supply Chain has the opportunity for you. Job Description We're looking for top notch HR Managers to provide outstanding customer service to our business leaders at distributions centers and regional offices across the country. We need people who thrive in a fast-paced environment, who are looking for a good challenge, and who are dedicated to creating and developing superior customer relationships. You've got to be sharp, and you must be on your game every day… because you will be a part of everyday life. Some of our distribution centers are free-standing. Others are on-site with customers.No matter where we are, we're part of their team, we're invested in their success, and our operation is fully transparent. DHL Supply Chain is a world-class company, and we hire only world-class people.People who aren't afraid to work hard - in fact, people who want to work hard. In this HR Manager role: * You'll partner to proactively identify and solve issues * You'll lead a team who acts in both strategic and tactical capacities providing full life-cycle Human Resources support * You'll work closely with business leaders to evolve and embed the people element of the business strategy * You'll take a hands-on approach in monitoring the pulse of our employees to ensure a high level of employee engagement * You'll provide formal and informal coaching to associates at all levels of our business in an impactful, collaborative, and consultative manner * You'll manage the people impacts of organizational change projects aligned to the business * Your voice will be heard loud and clear in management circles * You'll deliver results * You'll love it Required Education and Experience * Bachelor Degree or equivalent 4 years work experience, required * PHR/SPHR SHRM-CP/SHRM-SCP certification, preferred * 5+ years of experience in HR with exposure to all major functional areas of HR * Competence to build and effectively manage interpersonal relationships at all levels of the company * Previous experience partnering with senior management, required * Knowledge of HR Metrics, preferred * Knowledge of HR systems and databases, preferred * Knowledge of labor law and HR best practices, preferred * Experience leading deployment of organizational change, preferred * Experience with conflict resolution, preferred * Experience with investigations, preferred * Experience with data analytics, preferred * Experience facilitating trainings, preferred * Experience with onboarding, preferred DHL Supply Chain offers multiple benefits including Medical, Dental, Vision, Prescription, Discounted Stock Purchase, General Bonus Plan, 401K and a generous PTO policy. Our Organization is an equal opportunity employer. #LI-Onsite ","title

Are you an experienced HR professional passionate about people and adept at navigating complex environments? If so, we're seeking a hands-on Human Resources Manager to join our clients dynamic industrial manufacturing operation. What You'll Do: As an individual contributor and strategic partner to site leadership, you'll focus on building a positive and productive environment. Your key responsibilities include: Visible Leadership: Regularly build rapport and understand associates' needs. Labor Relations Expertise: Lead site efforts in managing union relationships, including contract negotiations, grievance handling, and interpreting collective bargaining agreements. Talent Management: Oversee all site recruiting, hiring, and onboarding, ensuring a robust talent pipeline. Drive initiatives in employee relations, talent development, succession planning, and performance management for all employees. Strategic HR Partner: Provide expert counsel and coaching to leaders on change management, leadership, and HR processes. Compliance & Safety: Ensure adherence to all employment/labor laws and act as the primary lead for Workers' Compensation claims, collaborating with EH&S. What You'll Bring: Bachelor's Degree 5+ years of HR experience, in a unionized industrial or manufacturing environment. Strong labor relations background, including collective bargaining agreement administration and negotiation. Comfort working in an industrial/underground mine environment. Broad knowledge of HR practices: talent acquisition, compensation, performance management, employee relations, and organizational development. Exceptional interpersonal and communication skills

Job Details Central Office - New Iberia, LADescription Job Purpose: Responsible for overseeing the development and execution of the overall human resources strategy. Plans, leads, directs, develops and coordinates the policies, initiatives, and staff of the Human Resources Department, ensuring legal compliance and implementation of the organization's mission and talent strategy. To lead Human Resource practices and objectives that will provide an employee-orientated, high performance culture that emphasizes empowerment, safety, quality, productivity standards, goal attainment and the recruitment and ongoing development of a superior workforce. Job Duties: Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting and retention. Oversees the administration of human resource programs including, but not limited to: recruitment; benefits; leave policies; disciplinary matters; disputes and investigations; performance and talent management; rewards & recognition; occupational health and safety; and training and development. Plans, leads, develops and implements policies, processes, training, and initiatives to support the organization's human resource compliance and strategy needs. Provides guidance and interpretation of HR policies and procedures and employment laws Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management. Conducts exit interviews and makes recommendations for increased retention Analyzes training needs to design employee development Ensures that employees are onboarded in the most professional and effective manner in order to foster confidence in their ability to perform the job duties and a positive attitude towards the organization. Prepares and maintains s for each position in the organization; ensures descriptions accurately reflect the work being performed by employees. Benchmarks jobs against market-based compensation survey data and other market intelligence to determine competitive compensation ranges for each position. Page 2 - Human Resources Director Job Description Ensures adherence to health and safety regulations through the development of programs to prevent injury to employees and damage to property along with continued training and coaching of all staff to promote a strong safety culture across the organization. Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) and talent management system. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Maintains professional and technical knowledge by attending educational workshops, reviewing of professional publications, establishing personnel networks and participating in professional societies. Facilitates professional development, training and certification activities for HR staff. Performs other duties as required. Required Skills/Abilities: Demonstrated ability to lead others Excellent verbal and written communication skills Excellent interpersonal and negotiation skills Excellent organizational skills and attention to detail Excellent time management skills with a proven ability to meet deadlines Strong analytical and problem-solving skills Strong supervisory and leadership skills Ability to adapt to constantly changing needs of the organization and employees Ability to prioritize tasks and to delegate them when appropriate Thorough knowledge of employment-related laws and regulations Proficient with Microsoft Office Suite Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems Qualifications Bachelor's Degree in Human Resources, Business Administration or a related field is required, plus five years professional level experience in Human Resources. SHRM-CP, SHRM-SCP, PHR or SPHR is highly preferred.

Job Description Entry Level Manager Trainee: Our future managers learn the business from the ground up Start in any of our entry level positions and advance when you are ready: Furniture Delivery Driver - Delivery and pick up furniture and appliances and warehouse work Rental clerk - Sales and admin duties Account Manager - Sales, Collections, Furniture Delivery and Pick up $30,000 - $40,000 per year based on position, experience and performance Excellent Income, Monthly Bonuses, Complete Benefits and Advancement Opportunities! Duties include: Sales (Furniture, appliances, electronics) Collections (Extensive contact with customers by phone or at the home to renew rental agreements) Deliver and pick up merchandise from customer homes Service calls (trouble shoot rental merchandise, deliver loaners when needed) Load and unload freight trucks Drive company vehicles (Class D chauffeur's license required and minimum 23 years of age) Cleaning and refurbishing previously rented merchandise Other general duties as directed by management Hours: Work hours are generally 8:30-7:30 Monday thru Friday and 8:00 - 4:00 Saturday with one of these days off and off on Sunday. Work hours may vary based on needs of the store. Average 45-50 hours per week. Requirements: Heavy lifting (able to lift and carry 50-100 lbs regularly) Class D chauffeur's driver's license with a good MVR Excellent customer service skills minimum 23 years of age Sales, collections, management or customer service experience helpful Job Type: Full-time Pay: $30,000.00 - $40,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Employee discount Health insurance Life insurance Retirement plan Vision insurance Schedule: Monday to Friday Overtime Weekend availability Supplemental Pay: Bonus pay Commission pay Experience: Sales, collections, or customer Service: 1 year (Preferred) Heavy Lifting: 1 year (Preferred) License/Certification: Driver's License (Required)

The Senior Director - Business HR provides leadership in the design, implementation, and oversight of high-quality HR systems, champions organizational culture, and supports continuous improvement in HR service delivery to enhance both operational efficiency and employee engagement. Acting as a strategic advisor to executive leadership, the Senior Director-BHR drives HR strategy, aligns talent initiatives with organizational goals, and ensures legal and policy compliance across all departments. This role collaborates with leadership across HR Centers of Excellence (CoEs) to support core HR functions to provide exceptional customer service support and support organizational growth. It also plays a key role in shaping a positive work environment, ensuring the effectiveness of HR operations and serving as a champion for maintaining a highly engaged Responsibilities Strategic Leadership * Directs the work of the BHR operations team (comprised of BHR leaders and/or Business Partners) within assigned market(s) to ensure consistency and excellence in HR delivery across the organization. * Leads and executes HR strategies that align with the organization's goals and healthcare delivery mission. * Serves as a senior advisor to executives and service line leaders on workforce planning, talent strategy, and organizational development. * Fosters a high-performance culture with a focus on employee engagement and accountability. * Partners with Legal, Compliance, Risk, and Employee Relations teams to manage complex employment law and regulatory matters. Stewardship & Growth * Ensures fiscal responsibility for HR-related expenditures and capital planning. * Promotes professional growth through active participation in industry forums and maintains awareness of HR trends and innovations. * Ensures compliance with federal, state, and healthcare-specific labor and employment laws. Strategic Alignment * Leads large-scale Business HR initiatives related to organizational design and culture transformation. * Drives workforce planning, aligning HR strategies with long-range business objectives. * Guides departments through organizational change, supporting transitions with communication, coaching, and workforce alignment plans. * Collaborates with operational leaders to ensure HR strategies support quality care delivery and patient outcomes. Talent & Performance * Provides oversight of recruiting, employee relations, and talent development strategies in partnership with HR CoEs across assigned area(s) of purview. * Ensures compliance with all employment regulations and drives accountability in performance management. Engagement & Retention * Leads strategic efforts to enhance workplace culture, reduce turnover, and increase organizational engagement. * Implements data-driven solutions to drive retention and performance outcomes across departments. Operational Excellence * Oversees various employment processes involving status changes and workforce design, ensuring consistency and regulatory compliance. * Champions continuous improvement initiatives and provides key metrics to leadership for data-driven decision making. * Leads and manages strategic initiatives and complex projects within the Business HR division of Human Resources. * Develops and monitors key HR performance indicators and workforce metrics. Qualifications Experience, Education, Training, Special Skills, and Licensure : * 8 years of experience in Human Resource Management, with 5 years as an HR leader * Bachelor's in Human Resources, Business Administration, Healthcare Administration, or a related field * Skills and Abilities: * • Exceptional leadership, coaching, and team development skills. * Strong business and financial acumen related to organizational operations. * Ability to influence senior leaders and navigate complex organizational dynamics. * Demonstrated success in advancing strategic initiatives and workforce engagement strategies. * Deep expertise in employment law and its application to business strategy and risk mitigation. * Exceptional interpersonal, strategic planning, critical thinking, and communication skills. * Expert time management and executive-level consulting abilities. * Mastery in data analytics, strategic HR reporting, and senior-level project management.

The Senior Director - Business HR provides leadership in the design, implementation, and oversight of high-quality HR systems, champions organizational culture, and supports continuous improvement in HR service delivery to enhance both operational efficiency and employee engagement. Acting as a strategic advisor to executive leadership, the Senior Director-BHR drives HR strategy, aligns talent initiatives with organizational goals, and ensures legal and policy compliance across all departments. This role collaborates with leadership across HR Centers of Excellence (CoEs) to support core HR functions to provide exceptional customer service support and support organizational growth. It also plays a key role in shaping a positive work environment, ensuring the effectiveness of HR operations and serving as a champion for maintaining a highly engaged Experience, Education, Training, Special Skills, and Licensure : 8 years of experience in Human Resource Management, with 5 years as an HR leader Bachelor's in Human Resources, Business Administration, Healthcare Administration, or a related field Skills and Abilities: • Exceptional leadership, coaching, and team development skills. • Strong business and financial acumen related to organizational operations. • Ability to influence senior leaders and navigate complex organizational dynamics. • Demonstrated success in advancing strategic initiatives and workforce engagement strategies. • Deep expertise in employment law and its application to business strategy and risk mitigation. • Exceptional interpersonal, strategic planning, critical thinking, and communication skills. • Expert time management and executive-level consulting abilities. • Mastery in data analytics, strategic HR reporting, and senior-level project management. Strategic Leadership • Directs the work of the BHR operations team (comprised of BHR leaders and/or Business Partners) within assigned market(s) to ensure consistency and excellence in HR delivery across the organization. • Leads and executes HR strategies that align with the organization's goals and healthcare delivery mission. • Serves as a senior advisor to executives and service line leaders on workforce planning, talent strategy, and organizational development. • Fosters a high-performance culture with a focus on employee engagement and accountability. • Partners with Legal, Compliance, Risk, and Employee Relations teams to manage complex employment law and regulatory matters. Stewardship & Growth • Ensures fiscal responsibility for HR-related expenditures and capital planning. • Promotes professional growth through active participation in industry forums and maintains awareness of HR trends and innovations. • Ensures compliance with federal, state, and healthcare-specific labor and employment laws. Strategic Alignment • Leads large-scale Business HR initiatives related to organizational design and culture transformation. • Drives workforce planning, aligning HR strategies with long-range business objectives. • Guides departments through organizational change, supporting transitions with communication, coaching, and workforce alignment plans. • Collaborates with operational leaders to ensure HR strategies support quality care delivery and patient outcomes. Talent & Performance • Provides oversight of recruiting, employee relations, and talent development strategies in partnership with HR CoEs across assigned area(s) of purview. • Ensures compliance with all employment regulations and drives accountability in performance management. Engagement & Retention • Leads strategic efforts to enhance workplace culture, reduce turnover, and increase organizational engagement. • Implements data-driven solutions to drive retention and performance outcomes across departments. Operational Excellence • Oversees various employment processes involving status changes and workforce design, ensuring consistency and regulatory compliance. • Champions continuous improvement initiatives and provides key metrics to leadership for data-driven decision making. • Leads and manages strategic initiatives and complex projects within the Business HR division of Human Resources. • Develops and monitors key HR performance indicators and workforce metrics.

The Senior Director - Business HR provides leadership in the design, implementation, and oversight of high-quality HR systems, champions organizational culture, and supports continuous improvement in HR service delivery to enhance both operational efficiency and employee engagement. Acting as a strategic advisor to executive leadership, the Senior Director-BHR drives HR strategy, aligns talent initiatives with organizational goals, and ensures legal and policy compliance across all departments. This role collaborates with leadership across HR Centers of Excellence (CoEs) to support core HR functions to provide exceptional customer service support and support organizational growth. It also plays a key role in shaping a positive work environment, ensuring the effectiveness of HR operations and serving as a champion for maintaining a highly engaged Experience, Education, Training, Special Skills, and Licensure : 8 years of experience in Human Resource Management, with 5 years as an HR leader Bachelor's in Human Resources, Business Administration, Healthcare Administration, or a related field Skills and Abilities: • Exceptional leadership, coaching, and team development skills. • Strong business and financial acumen related to organizational operations. • Ability to influence senior leaders and navigate complex organizational dynamics. • Demonstrated success in advancing strategic initiatives and workforce engagement strategies. • Deep expertise in employment law and its application to business strategy and risk mitigation. • Exceptional interpersonal, strategic planning, critical thinking, and communication skills. • Expert time management and executive-level consulting abilities. • Mastery in data analytics, strategic HR reporting, and senior-level project management. Strategic Leadership • Directs the work of the BHR operations team (comprised of BHR leaders and/or Business Partners) within assigned market(s) to ensure consistency and excellence in HR delivery across the organization. • Leads and executes HR strategies that align with the organization's goals and healthcare delivery mission. • Serves as a senior advisor to executives and service line leaders on workforce planning, talent strategy, and organizational development. • Fosters a high-performance culture with a focus on employee engagement and accountability. • Partners with Legal, Compliance, Risk, and Employee Relations teams to manage complex employment law and regulatory matters. Stewardship & Growth • Ensures fiscal responsibility for HR-related expenditures and capital planning. • Promotes professional growth through active participation in industry forums and maintains awareness of HR trends and innovations. • Ensures compliance with federal, state, and healthcare-specific labor and employment laws. Strategic Alignment • Leads large-scale Business HR initiatives related to organizational design and culture transformation. • Drives workforce planning, aligning HR strategies with long-range business objectives. • Guides departments through organizational change, supporting transitions with communication, coaching, and workforce alignment plans. • Collaborates with operational leaders to ensure HR strategies support quality care delivery and patient outcomes. Talent & Performance • Provides oversight of recruiting, employee relations, and talent development strategies in partnership with HR CoEs across assigned area(s) of purview. • Ensures compliance with all employment regulations and drives accountability in performance management. Engagement & Retention • Leads strategic efforts to enhance workplace culture, reduce turnover, and increase organizational engagement. • Implements data-driven solutions to drive retention and performance outcomes across departments. Operational Excellence • Oversees various employment processes involving status changes and workforce design, ensuring consistency and regulatory compliance. • Champions continuous improvement initiatives and provides key metrics to leadership for data-driven decision making. • Leads and manages strategic initiatives and complex projects within the Business HR division of Human Resources. • Develops and monitors key HR performance indicators and workforce metrics.

The Senior Director - Business HR provides leadership in the design, implementation, and oversight of high-quality HR systems, champions organizational culture, and supports continuous improvement in HR service delivery to enhance both operational efficiency and employee engagement. Acting as a strategic advisor to executive leadership, the Senior Director-BHR drives HR strategy, aligns talent initiatives with organizational goals, and ensures legal and policy compliance across all departments. This role collaborates with leadership across HR Centers of Excellence (CoEs) to support core HR functions to provide exceptional customer service support and support organizational growth. It also plays a key role in shaping a positive work environment, ensuring the effectiveness of HR operations and serving as a champion for maintaining a highly engaged Strategic Leadership * Directs the work of the BHR operations team (comprised of BHR leaders and/or Business Partners) within assigned market(s) to ensure consistency and excellence in HR delivery across the organization. * Leads and executes HR strategies that align with the organization's goals and healthcare delivery mission. * Serves as a senior advisor to executives and service line leaders on workforce planning, talent strategy, and organizational development. * Fosters a high-performance culture with a focus on employee engagement and accountability. * Partners with Legal, Compliance, Risk, and Employee Relations teams to manage complex employment law and regulatory matters. Stewardship & Growth * Ensures fiscal responsibility for HR-related expenditures and capital planning. * Promotes professional growth through active participation in industry forums and maintains awareness of HR trends and innovations. * Ensures compliance with federal, state, and healthcare-specific labor and employment laws. Strategic Alignment * Leads large-scale Business HR initiatives related to organizational design and culture transformation. * Drives workforce planning, aligning HR strategies with long-range business objectives. * Guides departments through organizational change, supporting transitions with communication, coaching, and workforce alignment plans. * Collaborates with operational leaders to ensure HR strategies support quality care delivery and patient outcomes. Talent & Performance * Provides oversight of recruiting, employee relations, and talent development strategies in partnership with HR CoEs across assigned area(s) of purview. * Ensures compliance with all employment regulations and drives accountability in performance management. Engagement & Retention * Leads strategic efforts to enhance workplace culture, reduce turnover, and increase organizational engagement. * Implements data-driven solutions to drive retention and performance outcomes across departments. Operational Excellence * Oversees various employment processes involving status changes and workforce design, ensuring consistency and regulatory compliance. * Champions continuous improvement initiatives and provides key metrics to leadership for data-driven decision making. * Leads and manages strategic initiatives and complex projects within the Business HR division of Human Resources. * Develops and monitors key HR performance indicators and workforce metrics. Experience, Education, Training, Special Skills, and Licensure : * 8 years of experience in Human Resource Management, with 5 years as an HR leader * Bachelor's in Human Resources, Business Administration, Healthcare Administration, or a related field * Skills and Abilities: * • Exceptional leadership, coaching, and team development skills. * Strong business and financial acumen related to organizational operations. * Ability to influence senior leaders and navigate complex organizational dynamics. * Demonstrated success in advancing strategic initiatives and workforce engagement strategies. * Deep expertise in employment law and its application to business strategy and risk mitigation. * Exceptional interpersonal, strategic planning, critical thinking, and communication skills. * Expert time management and executive-level consulting abilities. * Mastery in data analytics, strategic HR reporting, and senior-level project management.

Full-time Description About Us We're a fast-growing, multi-location home services company specializing in pest control treatments and services, with 300+ team members and an expanding footprint across multiple regions. Built on strong operational excellence and trusted service, J&J Exterminating is proudly ranked in the Top 100 Pest Control Companies in the nation! About the Role We're hiring a People & Organizational Development Manager to be a strategic member of our leadership team and the architect of our People strategy. You'll be responsible for designing and implementing a best-in-class HR function with an initial focus on field workforce recruiting, training, and performance management. This is a build-it-while-you-run-it role for a leader who can set strategy, lead change, and roll up their sleeves to execute in a fast-paced, operationally complex environment. Key Responsibilities People Strategy & Organizational Design Structure & drive J&J Exterminating's "People Strategy," aligning talent management with the company's vision, mission, and values. Serve as a thought partner and resource to leadership concerning matters of organizational structure, such as capacity planning or forecasting, continuous improvements of existing processes, or development of new procedures/workflows. Design and implement scalable, standardized people operations for multiple locations with field & office teams, using a data-driven strategy. Employee-centric approach to organizational structure, structuring processes and procedures with consideration for the end-user experience. Functions in a System administrator capacity, configuring company processes, review feedback collected through data insights, and administering required maintenance to existing workflows/procedures/forms as needed. Analyzing and oversight of our HCRM platform through data insights gathered and updating other company-wide databases, ensuring uniform personnel standards are upheld across locations and that they can be clearly defined. Talent Acquisition & Workforce Planning Establish a data-driven recruiting process tailored to high-turnover field roles, equipped for a consistent, high volume of candidate applications. Implement a combination of sourcing strategies, clearly defined recruiting KPIs, and a compelling employer brand to attract (and retain) top talent. Partner with field operations to understand workforce needs, seasonal trends, and bottlenecks personally experienced as a Hiring Manager with staffing as it relates to yielding an ideal candidate. Training, Development & Career Pathing Create a foundation of training and onboarding frameworks for all roles-especially technicians or field staff-using applied technology. Develop scalable career pathing, using clearly defined KPI and benchmarking metrics for roles, and internal mobility programs to reduce attrition, promote employee engagement, and foster an internal atmosphere of growth while promoting referenced programs in easily referenced and available community channels. Champion leadership development for field managers and emerging leaders. Performance Management & Culture Configuration and implementation of company-wide performance management evaluations, including goal-setting, feedback cycles, reviews, and KPIs. Design programs to instill a culture of accountability, ownership, and continuous improvement. Act as a representation of positive company culture through daily operations and ensure scaling through performance management, with incremental growth, direction, and purpose relative to business goals. HR Infrastructure, Compliance & Employee Relations Manage core HR operations including HRIS selection, regular database and personnel records management, benefits administration, and compliance with all applicable federal and state guidelines Assist with policy development, communication and distribution of all company policy changes, and handling questions or concerns that may arise from related updates. Ensure legal compliance with all applicable labor laws, safety standards, licensing, and workplace regulations. Provide coaching, corrective action (if any), and conflict resolution to leaders and employees alike. Requirements Preferred Experience 5+ years of progressive HR leadership, ideally in fast-growing service, franchise, or distributed workforce environments. Experience building HR systems and organizational structures from the ground up-you've done more than maintain; you've architected and scaled. Proven success in a recruiting function, with experience recruiting frontline workforces preferred (e.g., field services, blue collar, or hourly sectors). Strong foundation in organizational development, HR & Compliance, L&D, and performance management frameworks. Deep knowledge of multi-state employment law, compliance, benefits, and workforce engagement. High EQ and low ego-able to inspire at all levels within organization and build trust with field teams alike. Builder's mindset: comfortable with ambiguity, fast iteration, and resource-constrained environments. Salary Description $60,000 - $85,000

Job Description Entry Level Manager Trainee: Our future managers learn the business from the ground up Start in any of our entry level positions and advance when you are ready: Furniture Delivery Driver - Delivery and pick up furniture and appliances and warehouse work Rental clerk - Sales and admin duties Account Manager - Sales, Collections, Furniture Delivery and Pick up $30,000 - $40,000 per year based on position, experience and performance Excellent Income, Monthly Bonuses, Complete Benefits and Advancement Opportunities! Duties include: Sales (Furniture, appliances, electronics) Collections (Extensive contact with customers by phone or at the home to renew rental agreements) Deliver and pick up merchandise from customer homes Service calls (trouble shoot rental merchandise, deliver loaners when needed) Load and unload freight trucks Drive company vehicles (Class D chauffeur's license required and minimum 23 years of age) Cleaning and refurbishing previously rented merchandise Other general duties as directed by management Hours: Work hours are generally 8:30-7:30 Monday thru Friday and 8:00 - 4:00 Saturday with one of these days off and off on Sunday. Work hours may vary based on needs of the store. Average 45-50 hours per week. Requirements: Heavy lifting (able to lift and carry 50-100 lbs regularly) Class D chauffeur's driver's license with a good MVR Excellent customer service skills minimum 23 years of age Sales, collections, management or customer service experience helpful Job Type: Full-time Pay: $30,000.00 - $40,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Employee discount Health insurance Life insurance Retirement plan Vision insurance Schedule: Monday to Friday Overtime Weekend availability Supplemental Pay: Bonus pay Commission pay Experience: Sales, collections, or customer Service: 1 year (Preferred) Heavy Lifting: 1 year (Preferred) License/Certification: Driver's License (Required)

Job Description Entry Level Manager Trainee: Our future managers learn the business from the ground up Start in any of our entry level positions and advance when you are ready: Furniture Delivery Driver - Delivery and pick up furniture and appliances and warehouse work Rental clerk - Sales and admin duties Account Manager - Sales, Collections, Furniture Delivery and Pick up $30,000 - $40,000 per year based on position, experience and performance Excellent Income, Monthly Bonuses, Complete Benefits and Advancement Opportunities! Duties include: Sales (Furniture, appliances, electronics) Collections (Extensive contact with customers by phone or at the home to renew rental agreements) Deliver and pick up merchandise from customer homes Service calls (trouble shoot rental merchandise, deliver loaners when needed) Load and unload freight trucks Drive company vehicles (Class D chauffeur's license required and minimum 23 years of age) Cleaning and refurbishing previously rented merchandise Other general duties as directed by management Hours: Work hours are generally 8:30-7:30 Monday thru Friday and 8:00 - 4:00 Saturday with one of these days off and off on Sunday. Work hours may vary based on needs of the store. Average 45-50 hours per week. Requirements: Heavy lifting (able to lift and carry 50-100 lbs regularly) Class D chauffeur's driver's license with a good MVR Excellent customer service skills minimum 23 years of age Sales, collections, management or customer service experience helpful Job Type: Full-time Pay: $30,000.00 - $40,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Employee discount Health insurance Life insurance Retirement plan Vision insurance Schedule: Monday to Friday Overtime Weekend availability Supplemental Pay: Bonus pay Commission pay Experience: Sales, collections, or customer Service: 1 year (Preferred) Heavy Lifting: 1 year (Preferred) License/Certification: Driver's License (Required)

Job Description SHOWTYME HOME FURNISHINGS is a subsidiary of Affordable Home Furnishings Entry Level Manager Trainee: Our future managers learn the business from the ground up Start in any of our entry level positions and advance when you are ready: Furniture Delivery Driver - Delivery and pick up furniture and appliances and warehouse work Rental clerk - Sales and admin duties Account Manager - Sales, Collections, Furniture Delivery and Pick up $30,000 - $40,000 per year based on position, experience and performance Excellent Income, Monthly Bonuses, Complete Benefits and Advancement Opportunities! Duties include: Sales (Furniture, appliances, electronics) Collections (Extensive contact with customers by phone or at the home to renew rental agreements) Deliver and pick up merchandise from customer homes Service calls (trouble shoot rental merchandise, deliver loaners when needed) Load and unload freight trucks Drive company vehicles (Class D chauffeur's license required and minimum 23 years of age) Cleaning and refurbishing previously rented merchandise Other general duties as directed by management Hours: Work hours are generally 8:30-7:30 Monday thru Friday and 8:00 - 4:00 Saturday with one of these days off and off on Sunday. Work hours may vary based on needs of the store. Average 45-50 hours per week. Requirements: Heavy lifting (able to lift and carry 50-100 lbs regularly) Class D chauffeur's driver's license with a good MVR Excellent customer service skills minimum 23 years of age Sales, collections, management or customer service experience helpful Job Type: Full-time Pay: $30,000.00 - $40,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Employee discount Health insurance Life insurance Retirement plan Vision insurance Schedule: Monday to Friday Overtime Weekend availability Supplemental Pay: Bonus pay Commission pay Experience: Sales, collections, or customer Service: 1 year (Preferred) Heavy Lifting: 1 year (Preferred) License/Certification: Driver's License (Required)

Job Description Entry Level Manager Trainee: Our future managers learn the business from the ground up Start in any of our entry level positions and advance when you are ready: Furniture Delivery Driver - Delivery and pick up furniture and appliances and warehouse work Rental clerk - Sales and admin duties Account Manager - Sales, Collections, Furniture Delivery and Pick up $30,000 - $40,000 per year based on position, experience and performance Excellent Income, Monthly Bonuses, Complete Benefits and Advancement Opportunities! Duties include: Sales (Furniture, appliances, electronics) Collections (Extensive contact with customers by phone or at the home to renew rental agreements) Deliver and pick up merchandise from customer homes Service calls (trouble shoot rental merchandise, deliver loaners when needed) Load and unload freight trucks Drive company vehicles (Class D chauffeur's license required and minimum 23 years of age) Cleaning and refurbishing previously rented merchandise Other general duties as directed by management Hours: Work hours are generally 8:30-7:30 Monday thru Friday and 8:00 - 4:00 Saturday with one of these days off and off on Sunday. Work hours may vary based on needs of the store. Average 45-50 hours per week. Requirements: Heavy lifting (able to lift and carry 50-100 lbs regularly) Class D chauffeur's driver's license with a good MVR Excellent customer service skills minimum 23 years of age Sales, collections, management or customer service experience helpful Job Type: Full-time Pay: $30,000.00 - $40,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Employee discount Health insurance Life insurance Retirement plan Vision insurance Schedule: Monday to Friday Overtime Weekend availability Supplemental Pay: Bonus pay Commission pay Experience: Sales, collections, or customer Service: 1 year (Preferred) Heavy Lifting: 1 year (Preferred) License/Certification: Driver's License (Required)