Human resources business partner jobs in Clay, NY

Job Description Human Resources Business Partner is located in Syracuse, NY. At Bluefors, we are proud to design and manufacture world-class cryogenic solutions that enable breakthrough discoveries. From our Syracuse, NY facility, home to Cryomech product lines, we develop and build cryogenic systems that power advances in quantum technology, scientific research, and other cutting-edge industries. Founded in Finland in 2008, Bluefors quickly became the global leader in ultra-low temperature systems. With the addition of Cryomech, Syracuse-based pioneer since 1963, our combined expertise allows us to deliver reliable, high-performance products that scientists, innovators, and industries depend on every day. Our team of 600+ professionals from over 50 nationalities is united by curiousity, craftsmanship, and a share mission: to help our customers go further. Whether building precision cryocoolers, engineering complete measurement systems, or supporting our products in the field, we focus on quality, collaboration and progress. Working at Bluefors means contributing to technology that has real impact worldwide. In Syracuse, our employees are the heart of producing the cryogenic systems that enable tomorrow's discoveries - while building rewarding careers in engineering, manufacturing, quality, finance, sales, service and beyond. Position Summary This position is responsible for assisting and supporting the HR Department with various HR functions, including onboarding and administration of HR policies, procedures, and programs in a secure confidential environment. Essential Duties and Responsibilities HR administrative duties to ensure legal regulations are followed to include retention and maintenance of confidential and personnel files/records; creating documents/procedures Advises supervisory staff in appropriate resolution of employee relations issues Partners with the Safety and Training Coordinator to oversee Bluefors Cryocooler Technologies' injury management program including all Worker's Compensation processes and procedures Responsible for screening and coordinating interviews for assigned roles Assists with recruitment (onsite and offsite functions), benefit and leave administration Prepares various employee correspondence including offer letters, compliance paperwork, separation notices and related documentation Assists payroll with PTO administration Participates and supports in coordination of company events Other administrative duties/HR projects as assigned Qualifications and Education Requirements Bachelor's degree preferably in human resources or business administration with three to five years related experience and/or training; or equivalent combination of education and experience. Experience with HRMS/HRIS systems preferred. Employee Benefits Bluefors offers a generous benefits package including health, dental, vision, 401K, long and short-term disability, life, training, tuition reimbursement, and Paid Time Off (PTO). This role does not offer sponsorship for work authorization. Bluefors Cryocooler Technologies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration regardless of disability status, veteran status, or any other New York State or federally protected characteristic.

The Human Resources Manager will assist in planning, directing, and coordinating functions of the department, including employee relations, employee on-boarding and orientation, performance management, staff development, and workforce communications. The Human Resources Manager will oversee the daily workflow of the HR department, manage the day-to-day activities, and provide support and leadership to the HR team for all St. Luke entities including St. Luke Health Services, Bishops Commons, St. Francis Commons and St. Luke Corporation. Duties and Responsibilities: Provide support, leadership and strategies for the Human Resources functions, including: talent acquisition, on-boarding, benefits and payroll. Review all current HR processes, handbook and CBA policies, and work with the VP of HR to implement appropriate changes for efficiency. Build and foster cooperative relationships with other departments, and managers, within the organization to stay informed and abreast of HR issues, new initiatives, and services. Work collaboratively with the Employee Health Nurse and department Supervisors to implement and manage a Workers Compensation program including a successful return-to-work program. Collaborate with the Director of Recruitment and Employee Engagement to develop recruiting strategies to support the achievement of organizational priorities; develop, and implement programs intended to build engagement and increase employee retention. Oversee payroll-processing functions to ensure the timely processing of payroll and provide support to HR Generalist who processes payroll. Serve as backup to payroll as needed. Collaborate with HR Generalist and VP of HR to develop short-term and long-term strategies for continuous improvement in payroll functions. Conduct exit interviews, track and assess statistics and trends related to staff turnover. Assist the VP of HR with disciplinary investigations and the resolution of ongoing employee relations issues. Work with the VP of HR to resolve Union concerns and grievances. Conduct job analysis and market factor studies, analyzing the data to make recommendations for salary, benefit, and classification adjustments as appropriate. Assist in the development and implementation of internal administrative policies and procedures regarding personnel. Oversee general Human Resource functions including supervisor and employee training, on-boarding programs and updating personnel manuals, employee handbooks and documents, as necessary. Serve as liaison for the VP of HR. Other duties as assigned. Required Qualifications: Minimum of 5 years' progressive Human Resources experience, with at least 3 years' experience at the upper management level. Bachelor's degree from a regionally accredited institution. Experience with Union environment highly preferred. Additional Qualifications: Knowledge of and experience across a broad range of human resources disciplines and practices Highly effective written and oral communication and presentation skills Evidence of outstanding cultural competency and sensitivity to all dimensions of diversity in the workplace Extensive knowledge of employment laws and regulations Excellent interpersonal, negotiation, and conflict resolution skills. Demonstrated extraordinary customer service orientation Track record of success in meeting or exceeding established goals Human Resources experience in a unionized environment Strong proficiency with Microsoft Office products and other software programs Excellent listening, interpersonal, communication and problem solving skills. Computer proficiency is required: email, internet, database/spreadsheet, word processing, and web conferencing. Superior accountability skills and the ability to simultaneously manage several issues/initiatives and customers, while ensuring prompt and effective service. The confidence to stress one's professional perspective and the diplomacy to do so in a collaborative and non-threatening manner.

About Us: As a global manufacturer of complex aircraft engine components, Pursuit Aerospace is founded on a commitment to relentless, continuous, operational improvement and extraordinary customer service. We pride ourselves on competitive cost structure, exceptional on-time delivery, and industry-leading quality. The Pursuit family of companies has cultivated long-term relationships with our customers around the world through respect, teamwork, technology, and trust. We are driven to develop industry leading process innovations and manufacturing techniques on behalf of our customers. Our exceptional quality is driven by a deep investment in and the daily practice of continually improving our people, processes, and products. About the Opportunity: We are seeking a Human Resources Manager to play a pivotal role in shaping culture and advancing people initiatives. We are looking for an HR leader who is energized by building strong relationships with front-line and union leadership, thoughtfully sourcing and retaining talent, and partnering with leaders to continuously enhance the employee experience. The ideal candidate brings a hands-on, collaborative approach and a passion for fostering trust, strengthening culture, and implementing continuous improvement practices that enable long-term success. This role is a key member of the site leadership team, working closely with the General Manager to align HR strategy with business priorities and execute people initiatives that support growth and operational excellence. The position reports directly to the Director of Human Resources for the division, with a dotted-line relationship to the site General Manager. This role will be pivotal in shaping culture and advancing people initiatives at our Whitesboro, NY manufacturing site. The site employs approximately 400 team members, is union-represented, and generates $150 million in annual revenue, with continued growth driven by insourcing work and winning new programs. This is an exciting time for the site, with significant opportunity to strengthen engagement, partnership, and organizational effectiveness across the workforce. Location: Whitesboro, NY, travel Responsibilities: Collaborate closely with the site leader to drive business performance, workforce planning, and site-level strategy, ensuring HR initiatives directly support operational goals. Promote Pursuit's values and cultural priorities, serving as a visible advocate for positive workplace behaviors, accountability, and employee engagement across all levels of the site. Ensure critical roles are filled with the right people, balancing talent acquisition, succession planning, and retention strategies to support high performance and long-term business success. Oversee onboarding, training, performance management, and career development programs, enabling employees to succeed and grow while fostering a culture of accountability and continuous improvement. Nurture strong employee relationships, proactively addressing concerns, resolving conflicts, and implementing programs that improve morale and engagement. Lead HR systems, policies, and programs, including compliance, benefits administration, safety, and workers' compensation, ensuring processes are efficient, compliant, and aligned with site and enterprise objectives. Identify opportunities to strengthen site culture, implement initiatives that enhance engagement, and measure the impact of programs to continuously improve the employee experience. Advise site leaders on workforce decisions, performance management, and employee development, enabling them to lead effectively and achieve business results. Partner with corporate HR and other sites to share best practices, harmonize HR approaches, and support enterprise-wide programs and continuous improvement initiatives. Lead site-level events, recognition programs, and wellness initiatives that build connection, pride, and team cohesion. Ensure all HR activities comply with applicable laws, regulations, and company policies, serving as a trusted resource for leadership and employees. Take on other initiatives as needed to support the site, the business, and Pursuit's mission. Travel up to ~5% to support other Pursuit sites or corporate initiatives. You won't find an opportunity like the one you'll find with Pursuit Aerospace. If you're an exceptional Human Resources leader with a can-do attitude, who's passionate about doing things the right way the first time, join us - we are waiting for you! Now, here's what we need from you: Required Qualifications: Bachelor's degree with a minimum of 4 years of HR generalist experience - OR - in lieu of degree, minimum of 8 years of HR generalist experience. Must be authorized to work in the U.S. on a full-time bases without sponsorship now or in the future. The Company cannot offer employment to visa holders who require employer sponsorship in the future or cannot work now on a full-time basis. Must be able to perform work subject to ITAR/EAR regulations. Preferred Qualifications: Experience providing HR support in a union environment strong preferred. PHR/SPHR certification a plus. Advanced degree preferred. Experience in industrial manufacturing, preferably aerospace. Demonstrable experience using data for HR Metrics and subsequent action planning; including Microsoft excel proficiency. In-depth knowledge of labor law and HR best practices. Competence to build and effectively manage interpersonal relationships at all levels of the Company. Experience directly supporting leaders at multiple levels within the organization. Excellent active listening, negotiation, and presentation skills Excellent verbal and written communication, and organizational and problem-solving skills. Working Conditions: Must be able to have prolonged periods sitting at a desk and working on a computer. Must be able to frequently sit, stand and walk. Must be able to lift and carry up to 15 pounds. Personal protective equipment (e.g., safety glasses and safety shoes) is required on the shop floor Occasional weekend and evening work may be required to accommodate priorities, deadlines, and schedules. Acknowledgements: The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. Benefits: Pursuit Aerospace also offers a variety of benefits, including health and disability insurance, 401(k) match, flexible spending accounts, EAP, paid time off, and company-paid holidays. The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements, among other things. Equal Opportunity Employer: Pursuit Aerospace is an Equal Opportunity Employer. We adhere to all applicable federal, state, and local laws governing nondiscrimination in employment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

About Us: As a global manufacturer of complex aircraft engine components, Pursuit Aerospace is founded on a commitment to relentless, continuous, operational improvement and extraordinary customer service. We pride ourselves on competitive cost structure, exceptional on-time delivery, and industry-leading quality. The Pursuit family of companies has cultivated long-term relationships with our customers around the world through respect, teamwork, technology, and trust. We are driven to develop industry leading process innovations and manufacturing techniques on behalf of our customers. Our exceptional quality is driven by a deep investment in and the daily practice of continually improving our people, processes, and products. About the Opportunity: We are seeking a Human Resources Manager to play a pivotal role in shaping culture and advancing people initiatives. We are looking for an HR leader who is energized by building strong relationships with front-line and union leadership, thoughtfully sourcing and retaining talent, and partnering with leaders to continuously enhance the employee experience. The ideal candidate brings a hands-on, collaborative approach and a passion for fostering trust, strengthening culture, and implementing continuous improvement practices that enable long-term success. This role is a key member of the site leadership team, working closely with the General Manager to align HR strategy with business priorities and execute people initiatives that support growth and operational excellence. The position reports directly to the Director of Human Resources for the division, with a dotted-line relationship to the site General Manager. This role will be pivotal in shaping culture and advancing people initiatives at our Whitesboro, NY manufacturing site. The site employs approximately 400 team members, is union-represented, and generates $150 million in annual revenue, with continued growth driven by insourcing work and winning new programs. This is an exciting time for the site, with significant opportunity to strengthen engagement, partnership, and organizational effectiveness across the workforce. Location: Whitesboro, NY, travel Responsibilities: Collaborate closely with the site leader to drive business performance, workforce planning, and site-level strategy, ensuring HR initiatives directly support operational goals. Promote Pursuit's values and cultural priorities, serving as a visible advocate for positive workplace behaviors, accountability, and employee engagement across all levels of the site. Ensure critical roles are filled with the right people, balancing talent acquisition, succession planning, and retention strategies to support high performance and long-term business success. Oversee onboarding, training, performance management, and career development programs, enabling employees to succeed and grow while fostering a culture of accountability and continuous improvement. Nurture strong employee relationships, proactively addressing concerns, resolving conflicts, and implementing programs that improve morale and engagement. Lead HR systems, policies, and programs, including compliance, benefits administration, safety, and workers' compensation, ensuring processes are efficient, compliant, and aligned with site and enterprise objectives. Identify opportunities to strengthen site culture, implement initiatives that enhance engagement, and measure the impact of programs to continuously improve the employee experience. Advise site leaders on workforce decisions, performance management, and employee development, enabling them to lead effectively and achieve business results. Partner with corporate HR and other sites to share best practices, harmonize HR approaches, and support enterprise-wide programs and continuous improvement initiatives. Lead site-level events, recognition programs, and wellness initiatives that build connection, pride, and team cohesion. Ensure all HR activities comply with applicable laws, regulations, and company policies, serving as a trusted resource for leadership and employees. Take on other initiatives as needed to support the site, the business, and Pursuit's mission. Travel up to ~5% to support other Pursuit sites or corporate initiatives. You won't find an opportunity like the one you'll find with Pursuit Aerospace. If you're an exceptional Human Resources leader with a can-do attitude, who's passionate about doing things the right way the first time, join us - we are waiting for you! Now, here's what we need from you: Required Qualifications: Bachelor's degree with a minimum of 4 years of HR generalist experience - OR - in lieu of degree, minimum of 8 years of HR generalist experience. Must be authorized to work in the U.S. on a full-time bases without sponsorship now or in the future. The Company cannot offer employment to visa holders who require employer sponsorship in the future or cannot work now on a full-time basis. Must be able to perform work subject to ITAR/EAR regulations. Preferred Qualifications: Experience providing HR support in a union environment strong preferred. PHR/SPHR certification a plus. Advanced degree preferred. Experience in industrial manufacturing, preferably aerospace. Demonstrable experience using data for HR Metrics and subsequent action planning; including Microsoft excel proficiency. In-depth knowledge of labor law and HR best practices. Competence to build and effectively manage interpersonal relationships at all levels of the Company. Experience directly supporting leaders at multiple levels within the organization. Excellent active listening, negotiation, and presentation skills Excellent verbal and written communication, and organizational and problem-solving skills. Working Conditions: Must be able to have prolonged periods sitting at a desk and working on a computer. Must be able to frequently sit, stand and walk. Must be able to lift and carry up to 15 pounds. Personal protective equipment (e.g., safety glasses and safety shoes) is required on the shop floor Occasional weekend and evening work may be required to accommodate priorities, deadlines, and schedules. Acknowledgements: The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. Benefits: Pursuit Aerospace also offers a variety of benefits, including health and disability insurance, 401(k) match, flexible spending accounts, EAP, paid time off, and company-paid holidays. The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements, among other things. Equal Opportunity Employer: Pursuit Aerospace is an Equal Opportunity Employer. We adhere to all applicable federal, state, and local laws governing nondiscrimination in employment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Cintas is seeking a Human Resources Manager II to oversee all general areas of human resources. Responsibilities include managing turnover, recruiting, payroll and benefits administration; driving positive employee relations; monitoring and ensuring compliance with the Company's legal obligations as to the FMLA, ADA, EEO/Affirmative Action, Workers' Compensation, Unemployment and other employment laws. Safety is also a key focus for the Human Resources Manager who is responsible for ensuring that partners are trained on company safety policies and procedures and emphasizing a culture of safety at the location overall. **Skills/Qualifications** Required + High School Diploma/GED; Bachelor's degree in Human Resources or a related field preferred + Experience with safety programs, compensation, benefits, recruiting, hiring and training + Valid driver's license + Proficiency with Microsoft Office (Word, Excel, PowerPoint, Outlook) and intranet/internet Preferred + 2+ years' Human Resources experience ** Benefits** Cintas offers comprehensive and competitive medical, dental and vision benefits, with premiums below the national average. We offer flexibility with four different medical plan options; one plan is offered at zero cost. Additionally, our employee-partners enjoy: - Competitive Pay - 401(k) with Company Match/Profit Sharing/Employee Stock Ownership Plan (ESOP) - Disability, Life and AD&D Insurance, 100% Company Paid - Paid Time Off and Holidays - Skills Development, Training and Career Advancement Opportunities **Compensation** A reasonable estimate of base salary for this role ranges between $68,000 - $87,000/Year. The range takes into account factors that are considered in making compensation decisions including, but not limited to, skill sets, experience and training, and other business and organization needs. Please note, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decision are dependent on the facts and circumstances of each decision. **Company Information** Cintas Corporation helps more than one million businesses of all types and sizes get Ready to open their doors with confidence every day by providing products and services that help keep their customers' facilities and employees clean, safe, and looking their best. With offerings including uniforms, mats, mops, towels, restroom supplies, workplace water services, first aid and safety products, eye-wash stations, safety training, fire extinguishers, sprinkler systems and alarm service, Cintas helps customers get Ready for the Workday . Headquartered in the U.S., Cincinnati, OH, Cintas is a publicly held Fortune 500 company traded over the Nasdaq Global Select Market under the symbol CTAS and is a component of both the Standard & Poor's 500 Index and Nasdaq-100 Index. Cintas Corporation is proud to be an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), national origin, age, genetic information, disability, protected veteran status, or any other characteristic or category protected by local, state, or federal law. This job posting will remain open for at least five (5) days. **Job Category:** HR/Legal **Organization:** Rental **Employee Status:** Regular **Schedule:** Full Time **Shift:** 1st Shift \#INDT2

Description: Human Resources Coordinator Requirements: 1. Oversees compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes. 2. Remains current with employment laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and YMCA legal counsel. 3. Oversees HR systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization. Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc. 4. Works directly with the CFO/Director of Human Resources to build volunteer relationships, develop policies, oversee policy implementation and meet the related needs of the board. 5. Develops staffing strategies and implementation plans and programs. Identifies and cultivates appropriate and effective sources for candidates for all levels of jobs. 6. Provides direction to assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets.

Human Resources Coordinator Requirements 1. Oversees compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes. 2. Remains current with employment laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and YMCA legal counsel. 3. Oversees HR systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization. Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc. 4. Works directly with the CFO/Director of Human Resources to build volunteer relationships, develop policies, oversee policy implementation and meet the related needs of the board. 5. Develops staffing strategies and implementation plans and programs. Identifies and cultivates appropriate and effective sources for candidates for all levels of jobs. 6. Provides direction to assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets.

Geneva, NY Seeking an Assistant Director of Human Resources who will fill the role of Director of Human Resources in a little less than 1 year. Advance in your career, with full support along the way! Under the supervision of the Director of HR, responsible for the execution and delivery of employee engagement activities, by utilizing initiative-taking and responsive approaches to solve and address complex employee and employer related matters. EDUCATION: Minimum: Bachelors degree in human resources or a related field, required. Preferred: Masters degree in a related field, preferred. PROFESSIONAL CERTIFICATIONS: Preferred: PHR, SPHR, SHRM-CP, SHRM-SCP, CHHR certification(s) WORK EXPERIENCE: Minimum: 3-4 years of experience in Human Resource Healthcare & Employee relations experience preferred. The ideal candidate will have employee relations/engagement experience, someone who takes ownership of projects from start to finish, who is highly meticulous and self-driven. This candidate will also need to be proficient with reporting on data such as, but not limited to, employee surveys exit interview statuses. Demonstrated ability to oversee confidential information with discretion and ability to deal with people in a professional and courteous manner. Ability to meet deadlines, manage multiple priorities and enhance the spirit of teamwork through effective role modeling. Excellent interpersonal, communication and organization skills. Computer literacy. Experience with Microsoft Office products and electronic record keeping. Familiar with TJC and NYS DOH regulations Salary negotiable based on experience, full benefits package. Relocation Assistance Possible for ideal candidate. 8355

Job Description Job Title: Human Resources Manager Reports To: General Manager FLSA Status: Exempt Supervisory Responsibilities: Yes - Functional Area Leader Frazer and Jones is a leading manufacturer of malleable and ductile iron castings serving a multitude of various industries with a rich history of over 175 years. We are seeking a dynamic Human Resources Manager to join our team and support our mission by enhancing our workforce and workplace culture. Job Summary: Under the direction of the General Manager oversees the daily operations of Human Resources, Payroll and Labor Relations functions for the plant. This position oversees the interviewing, hiring, training and termination of employees. Maintains, interprets, and adjusts policies and procedures, along with the collective bargaining agreement. Provides support for employee benefits, leaves of absence and other functions as it relates to Human Resources. Supervisory Responsibilities: Oversees and participates in the recruitment, hiring, and training of managerial and hourly employees. Conducts performance evaluations that are timely and constructive. Handles discipline and termination of employees as needed and in accordance with company policy. Provides direct supervision to one or more employees. Essential Job Functions and Responsibilities: Handles routine and complex or sensitive Human Resources-related items such as payroll inquiries, interpretation of company policies or collective bargaining agreement, training and development as well as performance management. Performs weekly payroll processing for two business units, including 401k contributions, benefit deductions, garnishments and other items as needed. Serve as the primary point of contact for employee concerns, mediate disputes and foster a positive workplace culture through effective communication and conflict resolution. Implements performance appraisal systems, provides guidance on performance improvement plans, and supports managers in developing their teams. Identifies training needs, coordinates training programs and promotes employee development initiatives to enhance skills and career growth. Ensures compliance with labor laws, regulations, company policies, health and safety standards and collective bargaining agreement. Administers compensation and benefits programs, conducts salary reviews, open enrollment and benefit administration. Analyzes HR metrics to assess the effectiveness of programs and initiatives, prepares reports for management to inform strategic decisions. Consults with line management, providing HR guidance when appropriate. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Performs other related duties as assigned. Required Skills or Abilities: Excellent verbal and written communication skills with the ability to effectively communicate with different layers of the organization. Strong interpersonal and customer service skills, with emphasis on emotional intelligence. Outstanding organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. 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. Proficiency with HRIS and payroll software, especially with ADP Workforce Now is desirable. Physical Requirements: Requires predominately sedentary work such as sitting at a desk and computer for extended periods of time, up to 8 hours at a time. Work is performed in an office setting with limited exposure to loud noises, odors, extreme variances in temperature or other environmental factors. Requires occasional exposure in the manufacturing plant to irritants such as loud noises, fumes, exhaust, or other environmental factors. Must be able to lift 15 pounds at times without assistance. Education and Experience: Requires an associate's degree in business management or an alike field, or equivalent experience in lieu of education may be considered. Bachelor's degree in human resource management, industrial labor relations or business administration is highly desirable. SHRM-CP or SHRM-SCP designation is highly desirable. A minimum of 3-years' experience as HR Generalist or alike roles, preference to those that have worked in an unionized environment and/or manufacturing. Pay and Benefits: Salary: $80,000 - $100,000 per year base. This position is eligible for a discretionary bonus of 20% of base salary. Company paid short-term and long-term disability, and life insurance. 401(k) enrollment after 6 months of service, with a 50% match of the first 6% contributed by the employee. Medical, dental, vision insurance enrollment eligible the first month after hire. Paid time and vacation time.

Job Description The Human Resources Manager will assist in planning, directing, and coordinating functions of the department, including employee relations, employee on-boarding and orientation, performance management, staff development, and workforce communications. The Human Resources Manager will oversee the daily workflow of the HR department, manage the day-to-day activities, and provide support and leadership to the HR team for all St. Luke entities including St. Luke Health Services, Bishops Commons, St. Francis Commons and St. Luke Corporation. Duties and Responsibilities: Provide support, leadership and strategies for the Human Resources functions, including: talent acquisition, on-boarding, benefits and payroll. Review all current HR processes, handbook and CBA policies, and work with the VP of HR to implement appropriate changes for efficiency. Build and foster cooperative relationships with other departments, and managers, within the organization to stay informed and abreast of HR issues, new initiatives, and services. Work collaboratively with the Employee Health Nurse and department Supervisors to implement and manage a Workers Compensation program including a successful return-to-work program. Collaborate with the Director of Recruitment and Employee Engagement to develop recruiting strategies to support the achievement of organizational priorities; develop, and implement programs intended to build engagement and increase employee retention. Oversee payroll-processing functions to ensure the timely processing of payroll and provide support to HR Generalist who processes payroll. Serve as backup to payroll as needed. Collaborate with HR Generalist and VP of HR to develop short-term and long-term strategies for continuous improvement in payroll functions. Conduct exit interviews, track and assess statistics and trends related to staff turnover. Assist the VP of HR with disciplinary investigations and the resolution of ongoing employee relations issues. Work with the VP of HR to resolve Union concerns and grievances. Conduct job analysis and market factor studies, analyzing the data to make recommendations for salary, benefit, and classification adjustments as appropriate. Assist in the development and implementation of internal administrative policies and procedures regarding personnel. Oversee general Human Resource functions including supervisor and employee training, on-boarding programs and updating personnel manuals, employee handbooks and documents, as necessary. Serve as liaison for the VP of HR. Other duties as assigned. Required Qualifications: Minimum of 5 years' progressive Human Resources experience, with at least 3 years' experience at the upper management level. Bachelor's degree from a regionally accredited institution. Experience with Union environment highly preferred. Additional Qualifications: Knowledge of and experience across a broad range of human resources disciplines and practices Highly effective written and oral communication and presentation skills Evidence of outstanding cultural competency and sensitivity to all dimensions of diversity in the workplace Extensive knowledge of employment laws and regulations Excellent interpersonal, negotiation, and conflict resolution skills. Demonstrated extraordinary customer service orientation Track record of success in meeting or exceeding established goals Human Resources experience in a unionized environment Strong proficiency with Microsoft Office products and other software programs Excellent listening, interpersonal, communication and problem solving skills. Computer proficiency is required: email, internet, database/spreadsheet, word processing, and web conferencing. Superior accountability skills and the ability to simultaneously manage several issues/initiatives and customers, while ensuring prompt and effective service. The confidence to stress one's professional perspective and the diplomacy to do so in a collaborative and non-threatening manner.

Job Summary: The Human Resources Manager is responsible for the management and administration of all aspects of human resources activities including: recruiting, processing and orientation of new hires, HR policies and procedures, employee benefit programs, managing workers compensation claims, employee relations, and temporary staffing. They will create, execute and monitor Human Resources programs and policies that deliver strong ROI in support of strategic corporate goals. Summary of Essential Job Duties: Recruiting and On-boarding: Manage the staffing process including sourcing, interviewing, job offers and new employee orientation. Develop new hire procedures; work with managers though all stages of hiring; assist managers with creating job descriptions, interviewing applicants, conducting background checks, preparing offer letters, planning new hire training programs; ensuring new hires understand all benefits and plans. Measure staffing effectiveness including turnover analysis and action planning. Manage staffing partner relationships and contract negotiations. Benefit Administration: Oversee day-to-day administration of benefit plans; work with vendors to identify opportunities for benefit maximization and cost reduction. Initiate renewal discussions & conduct cost analysis. Develop and coordinate delivery of Annual Open Enrollment Campaign. Responsibilities also include the coordination and management of corporate wellness programs and all types of leaves of absence (Disability, FMLA, Worker's Compensation, etc.). Performance Management: Oversee that annual employee job performance assessments are conducted. Provide coaching and consulting to business leaders on effective performance management intervention and improving the quality of the performance management feedback process. Advocate employee communication processes that inform employees as well as to assure two-way communication between employees and management Create, implement and maintain HR policies and procedures. Advise and assist managers to ensure consistent application and compliance with HR programs, policies and procedures. Provide interpersonal support to both employees and managers, constantly improving communication throughout the company and expeditiously resolving conflicts. Train management in progressive discipline procedures and provide guidance in labor laws to ensure employees receive fair and reasonable treatment and to avoid potential legal liabilities. Compensation Administration: Develop and administer comprehensive compensation program, inclusive of job evaluations and wage/salary structures. Regulatory Compliance: Ensure compliance with regulatory activities such as ERISA, 5500 filings, SARs, Section 125 Non-discrimination testing, I-9 documentation compliance, OSHA / Safety, Worker's Compensation, Unemployment, FMLA and FLSA. Serve as EEO Coordinator for Affirmative Action Program (maintain records, reports, and logs to conform to EEO/AAP regulations). Employee Communication and Event Management: Coordinate and communicate company sponsored functions for Maco Bag employees. Lead coordination of Company functions including but not limited to: the company picnic, all employee meetings, vendor fairs, wellness presentations, and other HR initiated special events. Training: Responsible for maintaining training records, certifications, job competency records, etc. Coordinate with supervisors/managers on skills development and tracking. Member Sr. Leadership Team providing HR support and counsel to president and owners. Performs other related duties as required and assigned such as providing back up support for payroll processing. Qualifications and Competencies: Knowledge & Skills: Advanced understanding of Human Resource Management and previous HR experience in three or more functional areas of Human Resources (compensation, benefits, employee relations, recruiting, etc.). Advanced understanding of employment law, HRIS systems, and report writing. Maintain a high degree of accuracy and data integrity Ability to multi task and meet processing deadlines Must be able to present a positive professional image in interactions with all levels of employees and in representing the company in recruiting and other outside activities. Maintain a positive attitude in the face of adversity Must remain flexible and willing to modify work assignments to support HR initiatives. Technical aptitude. Strong oral and written communication skills; excellent presentation skills. Experience in handling difficult employees and or conversations. Proficient in Microsoft Office applications (Word, Excel, PPT required). Educational/Experience Requirements: Bachelor's degree in HR Management or related discipline required. At least 8-years of professional experience across HR disciplines, including employee benefits, compensation, recruitment, affirmative action, employee relations, training and development, and conflict resolution. Experience leading HR functions in a manufacturing environment and familiarity with a multi-shift labor force. SPHR/PHR certification preferred but not required. Previous payroll processing experience a plus. Experience with ISO Standards preferred.

Saab, Inc. is seeking a highly motivated and experienced Talent Acquisition Manager. This role will have responsibility for developing, designing, and maintaining a robust talent acquisition program for our growing organization. This role will lead the strategic advancement of Saab, Inc.'s established talent acquisition function, driving innovation, workforce planning, and talent strategies that align with the company's long-term growth objectives. Talent Acquisition responsibilities include: Collaborate with HR Business Partners and Business Leaders to gain insights into current and future staffing requirements. Develop and promote the organization's employer brand to differentiate it in the competitive talent market. Utilize a variety of sourcing channels, including job boards, social media platforms, professional networks, referrals, university partnerships, and industry events. Identify and take the lead in implementing HR technology tools aimed at streamlining processes and enhancing efficiency. Ensure compliance with all relevant employment laws and regulations throughout the recruitment process. Promote diversity and inclusion initiatives to attract a diverse pool of candidates and foster an inclusive workplace culture. Utilize data analytics to monitor recruitment metrics, assess the efficacy of recruitment strategies, and optimize the recruitment process. Foster collaboration between recruiters, hiring managers and HR Business Partners to ensure alignment on candidate criteria and expectations. Regularly review and refine recruitment processes based on feedback, performance metrics, and industry best practices. Stay updated on emerging trends, technologies, and innovations in talent acquisition to remain competitive. Compensation Range: $146,800 - $190,800 The compensation range provided is a general guideline. When extending an offer, Saab, Inc. considers factors including (but not limited to) the role and associated responsibilities, location, and market and business considerations, as well as the candidate's work experience, key skills, and education/training. Skills and Experience: Required Skills and Experience: 10-15+ years of progressive HR experience, including leadership in talent acquisition. Bachelor's degree in HR, Business, or related field. Proven ability to lead teams, develop and execute recruitment strategies, and manage HR/talent projects. Strong knowledge of recruitment tools, best practices, and AI-driven process improvements. Skilled in building relationships, influencing at all levels, and driving organizational results. Highly professional, self-directed, and effective in fast-paced, dynamic environments. . Experience with gathering, analyzing and presenting talent acquisition data. Citizenship Requirements: Must be a U.S. citizen. Applicants selected may be subject to a government security investigation and must meet eligibility requirements for access to classified information. Drug-Free Workplaces: Saab is a federal government contractor and adheres to policies and programs necessary for sustaining drug-free workplaces. As a condition of employment, candidates will be required to pass a pre-employment drug screen. Benefits: Saab provides an excellent working environment offering professional growth opportunities, competitive wages, work-life balance, a business casual atmosphere and comprehensive benefits. Highlights include: Medical, vision, and dental insurance for employees and dependents Generous paid time off, including 8 designated holidays 401(k) with employer contributions Tuition assistance and student loan assistance Wellness and employee assistance resources Employee stock purchase opportunities Short-term and long-term disability coverage About Us: Saab is a leading defense and security company with an enduring mission, to help nations keep their people and society safe. Empowered by its 19,000 talented people, Saab constantly pushes the boundaries of technology to create a safer, more sustainable and more equitable world. In the U.S., Saab delivers advanced technology and systems, supporting the U.S. Armed Forces and the Federal Aviation Administration, as well as international and commercial partners. Headquartered in Syracuse, New York, the company has business units and local employees in eight U.S. locations. Saab is a company where we see diversity as an asset and offer unlimited opportunities for advancing in your career. We are also a company that respects each person's needs and encourage employees to lead a balanced, rewarding life beyond work. Saab values diversity and is an Affirmative Action employer for protected veterans and individuals with disabilities. Saab is an Equal Employment Opportunity employer, all qualified individuals are encouraged to apply and will be considered for employment without regard to race, color, religion, national origin, sex (including pregnancy), sexual orientation, gender identity, age, veteran, disability status, or any other federal, state, or locally protected category.

The iconic Marriott Syracuse Downtown is currently seeking a dynamic and experienced Director of Human Resources to lead the Human Resources components and have strategic mindset with strong knowledge in Recruitment and Retention along with succession planning. We offer a competitive salary, along with excellent benefits that are top in the industry, 401k match and bonus potential. At Crescent Hotels & Resorts, we understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer', we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright. At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do! JOB OVERVIEW: Directs and ensures the efficient administration and management of the Human Resources function. To include recruiting, training, wage/benefit administration and compliance with all federal, state and local regulations. Provides guidance and support to management staff and hourly associates. Strong labor relations in a union environment a must for this position. Starting salary is $90K. REPORTS TO: General Manager ESSENTIAL JOB FUNCTIONS: Assist and support management staff with effective recruiting and interviewing techniques to ensure the hiring and retention of qualified associates. Ensure compliance with Crescent hiring practices. Confirm and verify that new and existing associates possess proper employment eligibility documents. Conduct interviews for all management positions. Conduct annual wage comparative survey within competitive set. Ensure compliance of federal, state wage and hour laws and the Fair Labor Standard Act. Conduct all mandatory Crescent training programs. Ensure brand training is completed for brand Quality Assurance audit, if applicable. Assist department managers to ensure on the job training is completed in a timely manner. Coordinate & monitor hourly and management performance evaluation process. Assist department managers in writing annual performance reviews and developing achievable goals. Ensure merit increases are equitable and processed in a timely manner. Support & coordinate all Crescent, human resource initiatives & business practices. Create an atmosphere of being the employer of choice. Ensure compliance with OSHA regulations and Crescent safety training program. Manage all worker compensation and guest liability claims. Assist with the coordination of benefits with Crescent's benefit administrator for new hires, current & terminated associates. Assist associates with requests. Director of Human Resources for FMLA & personal LOA paperwork and coordinates the collection of insurance premium payments. Ensure hotel departments are entering weekly schedules into web-based time keeping software. Provides weekly payroll reports to General Manager and department managers. Assists with processing of weekly/bi-weekly payroll by reviewing department time edits and pay code updates. Reviews & signs off on final pre-transmission report to ensure accuracy of payment for weekly/bi-weekly payroll. Support, engage and guide department managers with the assistance of General Manager to develop a positive learning environment. Assists department managers with associate issues or concerns and developing problem resolution strategies. Manage all labor relations activities and ensure compliance of negotiated union contract(s). Respond to all grievances in writing, negotiate settlements and act as the hotel representative at all arbitration's. Job Requirements MINIMUM QUALIFICATIONS: 5 years' experience as a Director of HR. bachelor's degree in human resources, related field required. SPHR, SHRM -CP or SHRM-SCP preferred. Union and labor relations and training employees experience required. Proven advanced knowledge of employment laws. Proven experience with UKG/UltiPro systems preferred Payroll processing experience. Excellent interpersonal, communication, and problem-solving skills. Ability to work in a fast-paced, luxury hospitality environment. Ability to read, write and speak the English language fluently.

The HR Service Center Supervisor is responsible for supervising the HR Service Centers in Jacobsen Hall, Community Campus, and KPH. The HR Service Center is responsible for the oversight of the Ask HR inquiry management and knowledge portal, providing duties that include, but are not limited to, participating in and monitoring the HR Call Center, student employment activities, new employee onboarding, pre-employment criminal background checks; I-9 compliance, work authorizations, e-fling documents, preparing invoices for review & processing; applicant assistance, assist with coordination of NYS Commission on Ethics and Lobbying in Government (COELIG) processing; other human resources related duties as assigned. Minimum Qualifications: Bachelor's degree in a related field and 2 years of relevant supervisory experience required. Excellent written/oral communication, organizational, interpersonal, and computer skills are also required. Preferred Qualifications: The successful candidate must have a strong customer service focus and excellent communication and organizational skills. Understanding and appreciation for the complexities of an unionized academic medical center are essential. The position requires independent judgment daily and the ability to handle multiple tasks simultaneously, in a timely manner, and accurately. Work Days: M-F days with reasonable flexibility Message to Applicants: Recruitment Office: Human Resources Executive Order: Pursuant to Executive Order 161, no State entity, as defined by the Executive Order, is permitted to ask, or mandate, in any form, that an applicant for employment provide his or her current compensation, or any prior compensation history, until such time as the applicant is extended a conditional offer of employment with compensation. If such information has been requested from you before such time, please contact the Governor's Office of Employee Relations at ************** or via email at ****************.

The Access and Resources Sharing Department at the Syracuse University Libraries is searching for a Resource Sharing Supervisor to provide day-to-day oversight of the Resource Sharing unit, including interlibrary loan, delivery, alternate formats, and course reserve services. The supervisor directly supervises library technicians and student employees and directs the work of staff and student employees during assigned shifts or while working on projects. The supervisor handles escalated patron issues related to unit services, troubleshoots unit problems, and ensures efficient and excellent service delivery in accordance with university, Libraries, and departmental policies. SU Libraries | Library Responsibilities Supervision and Management Supervise, train, and direct the work of library technicians and student employees. Assist with ongoing training and evaluation for new staff. Provide support to all Resource Sharing library technicians and student employees during assigned shifts. Provide on-demand patron and service support for operations, issue escalations, and troubleshooting of problems. Prepare and approve work schedules and timesheets. With the Resource Sharing and Facility Manager, identify and develop ways to improve unit functions, efficiency, and service. Resource Sharing Unit Support Monitor overall workflow for interlibrary loan, delivery, course reserves, and alternate formats to ensure duties are performed in accordance with departmental, library, and university policy as directed by the Resource Sharing and Facility Manager. Use specialized software, including Alma, Ares, and Illiad, to ensure efficient service delivery. Maintain records according to university and library policies. Communicate with other libraries and stakeholders about fines and fees for interlibrary loans. Participate in professional development and maintain contacts in industry and consortia groups to represent the Syracuse University Libraries. Department Support Work with other Access & Resource Sharing supervisors, managers, librarians, and department head to ensure inter-departmental cooperation and problem solving. Assist with departmental special projects and initiatives. Serve on library committees and teams as needed. Assist with quality control of department services. Participate in department meetings, development, and projects. Other duties as assigned. SU Libraries | Library

Community Options, Inc. is a national non-profit agency providing services to individuals with disabilities in 12 states. We are Now Hiring Full-Time Employment Manager in Syracuse, NY to provide person-centered care tailored to meet the needs of individuals with intellectual and developmental disabilities. The Employment Manager develops appropriate employment opportunities geared towards all levels and needs for people with disabilities. This position is responsible for the development and implementation of the employment program both programmatically and fiscally, ensuring financial goals are met. This position will work collaboratively with other programs, and ensure the employment goals for the individuals supported are met. Responsibilities Manage and coordinate community-based vocational and employment programs Supervise, evaluate, and provide direct support to employment specialists Oversee the development of employment and volunteer opportunities for persons with disabilities Coordinate entrepreneurial business ventures involving persons with disabilities Responsible for contract disbursements for community-based programs Assist with contract procurement as required Network with business leaders in the community to increase employment opportunities for persons with disabilities Coordinate contract requirements relative to vocational and employment activities with the appropriate agencies Assist with grant development for vocational and employment programs Participate and assist in the continued development of the Company's Business Advisory Council (COBAC) Maintain and follow all regulations with regards to wage and hour and other regulatory agencies Recruit and screen candidates, and assist with training as necessary Establish a method of job placement that includes a survey of potential job openings and facilitate interviews with potential employers and participants Establish internships for people with disabilities with potential employers Generate a mentoring program for participants through members of the business advisory council Perform all duties necessary, in compliance with state approved objectives for Home and Community-Based Services (HCS) Report program status to the Executive Director on a regular basis Attend conferences, seminars, and training as needed Other duties as assigned by the Executive Director Employees must cooperate with the licensee and department staff in any inspection, inquiry or investigation Minimum Requirements BA or BS in related field with one-year experience working with people with disabilities in an integrated employment setting; or high school diploma or equivalent with three years' experience working with people with disabilities in an integrated employment setting Excellent interpersonal and communication skills Knowledge of Microsoft Office Ability to patiently impart knowledge to others Ability to aid in the training of people with disabilities on the required curriculum Ability to effectively work under pressure, meet deadlines, and provide multiple supports to multiple participants Ability to maintain effective relationships with other management staff, employees, and the general public, demonstrating sensitivity to corporate needs, employee goodwill, and the Company's public image Ability to present facts and recommendations effectively in oral and written form Excellent time management skills and ability to prioritize Ability to handle multiple tasks simultaneously. Working Conditions While performing the duties of the job, employee travels by automobile, and is exposed to changing weather conditions Transports participants in own vehicle Why Community Options? Competitive Insurance Benefits (Medical, Dental, Vision) Paid Holidays-Including a Birthday Holiday Generous PTO Employee Incentive & Discount Programs 403b Retirement Plan Incredible career growth opportunities Send Resumes to: ************************* Community Options is an Equal Opportunity Employer M/F/D/V

Gorbel's mission is simple: We improve people's lives. That mission guides everything we do, from the products and service we provide to our outside customers to the work environment we foster for our employees. We are a manufacturer of material handling and fall protection products for the production and warehouse/distribution sectors. We're on the cutting edge of manufacturing and distribution; a thriving, growing company that is constantly seeking out new ways to innovate and elevate our products and our processes - and we're looking for people like you to join us in that mission. We're currently hiring for open positions in the US and Canada. We operate in Canada as Engineered Lifting Systems and Equipment (ELS)/DBA Gorbel Canada, and subsequent communication related to Canadian positions may show the ELS name. You may be contacted by phone by recruitment personnel based in either Canada or New York. Work Shift: First Shift (United States of America) Job Description: The Manager, Talent Acquisition & Retention will drive programs to improve employee experience, belonging, engagement and ultimately retention across the organization as Gorbel strives to be an Employer of Choice. Directly manages and coaches Staffing Specialist Team. Specific Duties: Talent Acquisition: Develops and establishes recruitment strategies, processes, procedures, and recognition programs while managing Gorbel's recruitment services across US locations. Serve as an advisor and functional expert to Hiring Managers regarding talent acquisition and creating recruitment strategies for openings in difficult to fill areas. Lead for reporting employment metrics, affirmative action reporting, recruiting forecast and strategies. Serves as the Workday Recruitment Administrator and a member of the Workday Governance Committee. As an Administrator of the Workday HCM system, ensure that the Workday applicant tracking system is properly maintained, evaluating ways to optimize the Workday system to increase efficiencies and user adoption. Ensure consistent, professional, personable, and timely communication is maintained with candidates throughout the recruitment process. Develop training on hiring best practices, including mitigating biases for hiring, for hiring managers and interviewers. Primary point of contact for vendors that support recruitment and onboarding. Directly manages and coaches the Staffing Specialist Team. Implements talent programs, such as internships and referral programs to cultivate a robust talent pipeline. Supports and participants in events that create visibility of Gorbel's Employer Brand in the community. Creates and manages the recruitment budget. Ensure compliance with all applicable legal and regulatory requirements. Retention: Accesses feedback given by employees during exit interviews and employee engagement surveys, for trends and document the motivating factors for candidates in the hiring process to make informed recommendations for activities to improve employee relations and satisfaction. Responsible to execute and report out Turnover analysis for the organization. Strategize with hiring managers on retention plans Referencing Gorbel' s Employer Brand Strategy as a guide, create collateral to share with internal staff and prospective candidates Perform other related duties and various special projects as required and assigned. Job Qualifications: Required Bachelor's degree in Business, Human Resources or equivalent required. Minimum 5 years Human Resource experience, including supervisory experience. Current knowledge of applicable governmental regulations. Vision-setting to strategize recruitment and retention initiative. Problem-solving skills, interested in taking on challenges and creating solutions for recruitment and retention Demonstrates a growth mindset, seeing challenges as opportunities to learn and grow. Encourages continuous individual, cross-departmental, and group learning. Understands the value and importance of best practices in recruitment and retention and is committed to continued growth in this area. Proficiency in MS Office applications essential (Excel, PowerPoint and Word skills) Excellent communication skills required (both verbal and written) Independent judgment and demonstrated ability to work with minimum supervision Demonstrated ability to prioritize and manage multiple projects Travel requirement: 5% required Preferred Prior experience with WorkDay reporting, developing and monitoring HR metrics Experience with effective use of Social Media tools Prior experience with salary grades/compensation structures helpful PHR or SPHR certification Core Competencies to be Successful: The ability to give effective, and timely, feedback Interpersonal/Influence/Negotiation skills Business Acumen Integrity and trust Action Orientation; Follow Through Emotional capacity Customer/Quality focus Effective Presentation/Communication skills Work Environment: ADA Physical/Mental/Workplace Requirements Occasional lifting up to 25 lbs. Sitting, working at desk/personal computer for extended periods of time Primary work environment is professional corporate office Ability to travel commercially and internationally. Gorbel is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, gender, gender identity, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Gorbel is also committed to providing reasonable accommodations to qualified individuals so that an individual can perform their job related duties. If you are interested in applying for an employment opportunity and require special assistance or an accommodation to apply due to a disability, please contact us at ************. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Gorbel, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is: Min $104,440.00 - Max 156,660.00

Preferred Qualifications Experience and knowledge of Banner and PeopleAdmin or comparable human resources information systems/ software is preferred. Report writing experience preferred. Work Schedule Weekdays

Job Title: Human Resources Manager Reports To: General Manager FLSA Status: Exempt Supervisory Responsibilities: Yes - Functional Area Leader Frazer and Jones is a leading manufacturer of malleable and ductile iron castings serving a multitude of various industries with a rich history of over 175 years. We are seeking a dynamic Human Resources Manager to join our team and support our mission by enhancing our workforce and workplace culture. Job Summary: Under the direction of the General Manager oversees the daily operations of Human Resources, Payroll and Labor Relations functions for the plant. This position oversees the interviewing, hiring, training and termination of employees. Maintains, interprets, and adjusts policies and procedures, along with the collective bargaining agreement. Provides support for employee benefits, leaves of absence and other functions as it relates to Human Resources. Supervisory Responsibilities: Oversees and participates in the recruitment, hiring, and training of managerial and hourly employees. Conducts performance evaluations that are timely and constructive. Handles discipline and termination of employees as needed and in accordance with company policy. Provides direct supervision to one or more employees. Essential Job Functions and Responsibilities: Handles routine and complex or sensitive Human Resources-related items such as payroll inquiries, interpretation of company policies or collective bargaining agreement, training and development as well as performance management. Performs weekly payroll processing for two business units, including 401k contributions, benefit deductions, garnishments and other items as needed. Serve as the primary point of contact for employee concerns, mediate disputes and foster a positive workplace culture through effective communication and conflict resolution. Implements performance appraisal systems, provides guidance on performance improvement plans, and supports managers in developing their teams. Identifies training needs, coordinates training programs and promotes employee development initiatives to enhance skills and career growth. Ensures compliance with labor laws, regulations, company policies, health and safety standards and collective bargaining agreement. Administers compensation and benefits programs, conducts salary reviews, open enrollment and benefit administration. Analyzes HR metrics to assess the effectiveness of programs and initiatives, prepares reports for management to inform strategic decisions. Consults with line management, providing HR guidance when appropriate. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Performs other related duties as assigned. Required Skills or Abilities: Excellent verbal and written communication skills with the ability to effectively communicate with different layers of the organization. Strong interpersonal and customer service skills, with emphasis on emotional intelligence. Outstanding organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. 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. Proficiency with HRIS and payroll software, especially with ADP Workforce Now is desirable. Physical Requirements: Requires predominately sedentary work such as sitting at a desk and computer for extended periods of time, up to 8 hours at a time. Work is performed in an office setting with limited exposure to loud noises, odors, extreme variances in temperature or other environmental factors. Requires occasional exposure in the manufacturing plant to irritants such as loud noises, fumes, exhaust, or other environmental factors. Must be able to lift 15 pounds at times without assistance. Education and Experience: Requires an associate's degree in business management or an alike field, or equivalent experience in lieu of education may be considered. Bachelor's degree in human resource management, industrial labor relations or business administration is highly desirable. SHRM-CP or SHRM-SCP designation is highly desirable. A minimum of 3-years' experience as HR Generalist or alike roles, preference to those that have worked in an unionized environment and/or manufacturing. Pay and Benefits: Salary: $80,000 - $100,000 per year base. This position is eligible for a discretionary bonus of 20% of base salary. Company paid short-term and long-term disability, and life insurance. 401(k) enrollment after 6 months of service, with a 50% match of the first 6% contributed by the employee. Medical, dental, vision insurance enrollment eligible the first month after hire. Paid time and vacation time.