Human resources business partner jobs in Columbia, SC - 35 jobs

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Loan Servicing Assistant - Columbia, SC (Hybrid) The Loan Servicing Assistant supports the servicing of mortgage loans. Work may entail working with sub-servicers on default and/or non-default loans. Responsibilities may include processing routine transactions, documenting loan history, responding to customers, investors, or other 3rd party inquiries, researching and/or preparing documentation, or analyzing requests in accordance with established guidelines and determining the appropriate course of action. What You'll Do: - Handle inbound mortgage-related inquiries, resolve issues, or escalate as needed. - Enter, monitor, and close cases in the Bank's case management system. - Create and track escalated requests and complaints in CSG Assyst. - Retrieve, maintain, and update customer account information across systems. - Collaborate with sub-servicers to process adjustments, corrections, and changes. - Review and execute interest rate reduction modifications and recast requests. - Ensure compliance with mortgage regulations, policies, and service standards. - Scan and update executed documents and loan data in sub-servicing systems. - Prepare and review reports for audits, investor requirements, and regulatory reviews. - Perform additional duties, including monitoring claims, updating procedures, and supporting OFAC and annual reviews. What You'll Need: - High school diploma required. - 2-3 years of customer service experience; 1-2 years of mortgage experience preferred. - Strong follow-up, problem-solving, and analytical skills. - Excellent written and verbal communication abilities. - Proficient in Microsoft Office and other business applications. - Ability to manage multiple priorities in a fast-paced environment with minimal supervision. - Maintain confidentiality and professionalism at all times.

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

The Human Resources Manager is a key member of the Zeus Orangeburg manufacturing plant leadership team, responsible for the full range of HR services at the site. The HR Manager works in partnership with the local management team in leading HR processes including total rewards, talent management, performance management, compensation, recruitment selection and onboarding, employee engagement, organizational efficiency and employee relations. Bachelor's Degree in Human Resources or a related field Minimum 5 years of Human Resources experience, preferably in a manufacturing plant environment Minimum 2 years of people leadership experience preferred SPHR, PHR, SHRM-SCP or SHRM-CP certification preferred Excellent communication, facilitation, and problem-solving skills Experience supporting hourly manufacturing or production workforces. Strong leadership and organizational skills Demonstrated experience with recruiting, organizational development, and employee relations Familiarity with applicable Federal, state and local employment laws Experience with HRIS systems, Oracle HCM and UKG preferred Principal Duties and Responsibilities: HR Strategy & Leadership Partner with site leadership team to implement and support Corporate Human Resource policies and programs at the plant level Lead change management initiatives to support business growth and transformation Leverage analytics to recommend actionable insights on human capital matters HR Operations & Administration Acts as an HR partner to the site leadership team, providing insightful, innovative thinking and problem solving on a broad range of HR issues. Oversee daily HR activities to ensure smooth operations with the manufacturing plant Manage employee records, HR systems, and reporting requirements accurately and confidentially Recruitment, Selection & Onboarding Partner with department leaders to identify staffing needs and develop recruitment strategies Lead full cycle recruitment process, including selection and onboarding processes Build relationships with local schools, trade programs and community organizations to attract qualified talent Employee Relations & Engagement Serve as a trusted advisor to leadership and team members on HR policies, conflict resolution and performance issues. Conducts investigations to support resolution of team member concerns. Provide coaching and guidance to leadership team on all HR related matters Foster a positive, inclusive and productive work environment through employee engagement initiatives Performance & Talent Management Lead the effective implementation of corporate talent management programs and practices, supporting career development and succession planning initiatives across the plant Guide leaders through the performance management process, ensuring consistent and effective feedback and goal setting Total Rewards & Compensation Manage leave programs and wellness initiatives to support overall well being Collaborate with corporate HR to implement total rewards programs aligned with company strategy Partner with leadership to administer compensation programs to ensure internal equity and market competitiveness Compliance & Organizational Efficiency Contribute to continuous improvement initiatives to optimize organizational structure, efficiency and employee satisfaction Maintains accurate HRIS employee data for all site team members Ensure all HR practices comply with federal, state and local labor laws.

Improving Lives. Improving Communities. LRADAC offers a wide array of prevention, intervention and treatment programs in both Lexington and Richland counties, so when you join our team you are truly improving lives and improving communities. As a part of our dedicated staff, you will be a part of innovative programs and services taking a proactive approach to fighting addition and drug misuse in our schools, businesses, and neighborhoods. We tailor our programs to meet the ever-changing needs of the communities we serve. Our prevention, intervention and treatment programs spread the message that there is hope and that substance misuse and addiction are preventable and treatable. Come join an agency that believes in continuous improvement and training/education for our team members. We are passionate about reaching and renewing lives by restoring hope that change is possible. The HR Manager is expected to exercise discretion and independent judgment regarding matters of significance. Under guidance from the Vice President of Administration, this position directs, administers, coordinates, and evaluates human resources policies, programs, and practices. As a working manager, this position performs the essential duties of the role while also achieving goals and objectives through the human resources team. The ideal candidate for this position is a continuous learning who engages with our workforce team members with empathy and understanding. The successful candidate will be flexible to provide consultation and partnership to all levels of employees. Position Logistics Full-time, 37.5 hour work week Routinely 8:00 am - 4:30 pm Monday - Friday with a flex schedule as approved by supervisor Occasional local travel to LRADAC sites Education, Experience & Licensure Requirements Bachelor's degree in Human Resources, Business Administration or related field plus 5 years of progressive human resources experience OR Master's degree in related field plus 3 years of progressive human resources experience required. At least 1 year of supervisory experience with responsibility for work assignments and personnel matters required. Experience in a non-profit organization preferred. Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) preferred. ESSENTIAL DUTIES AND RESPONSIBILITIES Human Resources Program Administration Lead and monitor Human Resources policy review and implementation to ensure compliance with applicable federal, state, and local employment law and appropriate application for the agency. Serve as primary point of contact for workers compensation, leaves of absence, accommodation requests, and other employment programs for team members, managers, and external vendors. Conducts research and analysis of organizational trends including review of reports and metrics from the HRIS (ADP) and external benchmarks such as turnover, recruiting metrics, workforce planning, and other key performance indicators. Employee Relations Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. Oversees and conducts employee disciplinary meetings, terminations, and investigations. Talent Management Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. Administers the performance management process including training, monitoring and trend reporting. Conduct exit interviews of resigning staff and provide feedback to management regarding actions to improve staff retention. Personnel Management Responsible for all personnel-related actions within the assigned departments including hiring selections, advancement, promotion, firing, disciplinary, and overall performance management including setting performance standards and goals. Creates a compelling work environment and culture with a shared purpose of changing lives and communities. Regulatory Compliance Ensure agency compliance with Federal, State, and local legislation pertaining to all personnel matters. Communicate and train staff on changes in employment laws and agency policies and procedures to ensure agency compliance. Consult with legal counsel as appropriate, and/or as directed by CEO on personnel matters. Complete annual compliance reports (e.g. EEO 1, TB Risk Assessment) and maintain other records, reports, and logs in support of associated human resources functions. Oversee adherence to CARF, DPH, and other accrediting bodies for credentialing, licensing, and HR-related practices. MARGINAL DUTIES Attends all required meetings and training sessions. Other duties as assigned. Please complete the online application to include all current and previous employment history and education. A resume cannot be substituted for completing the employment history and educational fields of the employment application. Incomplete applications will not be considered. *LRADAC maintains a tobacco-free environment. No smoking or use of any tobacco products, including smokeless, in any of its facilities or on any of its properties.

Job Title: Director of Human Resources and Administration Team: Human Resources Classification: Full-Time, Exempt Reports To: Executive Director Direct Reports: Business/Finance Manager, HR/Finance admins Position Summary The DHRA provides strategic leadership in Human Resources aligned with Oliver Gospel's mission, vision, and values, and oversight of financial and administrative processes. Partnering with the Executive Director and Leadership Team, this role designs staffing strategies, fosters a thriving culture, and implements best practices in talent management, organizational development, and financial stewardship. This key position will lead initiatives to improve retention, strengthen employee engagement, and position Oliver Gospel as an employer of choice in the nonprofit sector. Additionally, this leader will ensure continued ECFA certification and work to achieve Best Christian Workplace Institute Certification. Position Responsibilities Serve as a strategic leadership partner in organizational design and staffing strategy Lead and manage programs to promote excellence across the organization and embed Oliver Gospel's values into all practices, ensuring a Christ-centered workplace culture that enhances the employee experience. Lead in creating/optimizing processes and programs related to benefits, compensation, wellness, training, performance management, professional development, and employee engagement and resiliency Develop and execute strategies to position Oliver Gospel as an employer of choice, and certified Best Christian Workplace Lead a team consisting of business/finance manager and administrative talent Maintain and update job descriptions, and employee handbook Ensure legal compliance and best practices in HR policies and procedures Provide guidance and support to staff on employment-related matters Keep leadership informed on employment law and HR trends Establish measurable goals for retention, engagement, and certification progress; monitor and report HR metrics (turnover, engagement, time-to-hire) weekly to the Leadership Team Position Qualifications: For Employment with Oliver Gospel A born-again believer in Jesus Christ Affirm without reservation Oliver Gospel's Statement of Faith Fully support Oliver Gospel's Statements of Mission, Vision, and Values Ability and desire to work in harmony with other Oliver Gospel employees Be on time and ready to work at the assigned work location on every scheduled day of work Due to sensitivity for potential impact upon Oliver Gospel's Program Participants, the use of tobacco and/or vaping products is not permitted during scheduled work hours or at any Oliver Gospel event Valid South Carolina driver's license For Director of Human Resources and Administration Masters level education in combination of Human Resources and Business/Finance, or equivalent proven experience Documented hands-on and leadership experience in Human Resources Broad knowledge of nonprofit leadership, with familiarity in programs, development, and operations, experience in budgeting, audit, and financial statements Proven excellence in improving employee experience in a mission-driven organization. Strong interpersonal, organizational, and strategic planning skills Proficiency in HRIS/talent/payroll systems and software, ADP and QuickBooks preferred. SHRM-SCP or SPHR certification preferred Core Competencies Strong team leader and influencer Ability to lead culture-building initiatives and coach managers for improved retention. Strong administrative and organizational skills Ability and desire to be both leader and doer, with the wisdom to understand when to be each. Ability to establish and maintain and improve relationships at all levels, using a range of skills from empathy to constructive conflict Ability to prioritize, multitask, and adapt in a fast-paced environment with an emphasis on quality and accuracy of work Ability to navigate ambiguity, solve problems and think critically and analytically Ability to use sound judgment in decision making Ability to perform all duties with integrity, credibility, and excellence Ability to honor confidences and keep confidential information Mental & Physical Demands Ability to work in a changing, growth-oriented environment Ability to concentrate and apply mental processes Ability to work with disruptions, critical issues and emotional individuals Ability to operate with a positive attitude Ability to move seamlessly from one task to another Ability to participate in travel experiences Ability to remain in a stationary position for long periods of time Ability to operate a computer and other office machinery for long periods of time Ability to move about inside the facility to engage employees, clients and/or guests Ability to frequently bend, squat, kneel, reach upward and/or outward in performing tasks Ability to frequently lift, carry, push and/or pull items weighing up to 25 pounds Ability to engage in limited exposure to health-related issues, such as colds, viruses, etc.

FN America, LLC is a U.S. subsidiary of FN Herstal, S.A., a global leader in the development and manufacturing of high-quality, reliable firearms for military, law enforcement and commercial customers worldwide. Headquartered in McLean, Virginia with manufacturing operations in Columbia, South Carolina, FN America is passionately committed to providing its customers with a portfolio of FN-branded products, training and support services that enhance user performance and safeguard their lives. For more information, visit us at or follow us on Facebook, Twitter and Instagram. Position Summary The Director, Human Resources will lead and manage all aspects of human resources. This role is crucial in driving organizational effectiveness and a culture of engagement by promoting employee involvement, leadership accountability, and a strong sense of ownership at all levels of the organization The position will report to the General Manager and have a dotted-lined functional reporting with Group HR. The position is part of the Management Team of the Company and partner with senior leadership to align HR strategies with business objectives and foster a positive workplace culture. Job Duties Strategic HR Leadership: Assist with developing and implementing HR strategies aligned with business objectives, improving workforce productivity and supporting organizational growth. Act as a strategic partner in guiding the company's workforce planning, talent management, and employee engagement initiatives. Collaborate with senior leadership to drive organizational change and foster a high-performance culture. Talent Acquisition & Workforce Planning: Develop workforce planning strategies to meet current and future operational needs, including labor forecasting. Collaborate with production managers to align workforce capabilities with operational requirements. Lead the recruitment and selection process, ensuring the attraction of high-quality candidates. Build and maintain relationships with local schools, vocational programs, and other recruitment channels to attract top talent. Employee Relations & Engagement: Foster positive employee relations by addressing issues such as grievances, disputes, and disciplinary actions in a timely and fair manner. Ensure a high level of employee engagement through feedback mechanisms, surveys, and programs designed to improve morale and retention. Lead the development of recognition programs to reward employees for performance and contributions to the company's success. Oversee the strategy and execution of effective communication initiatives that keep employees informed, engaged, and aligned with company goals (executive messages, employee town halls, intranet, manager meetings, monitors, etc.). Foster a positive work environment through effective communication and conflict resolution. Performance Management: Drive performance appraisal systems to evaluate employee performance and development needs. Oversee the performance appraisal process, ensuring that evaluations are objective, fair, and aligned with company objectives. Support managers in addressing performance issues and developing improvement plans. Drive initiatives to promote a culture of continuous feedback and improvement. Training & Development: Identify skills gaps and training needs across the manufacturing workforce, developing programs to address them. Support the design and implementation of leadership development programs to build future leaders within the organization. Develop training and development programs to enhance employee skills and career growth. Conduct necessary compliance training with employees. Compliance: Ensure compliance with local, state, and federal labor laws, including OFCCP regulations, wage and hour laws, and other industry-specific requirements. Monitor changes in employment laws and regulations and communicate necessary adjustments to the organization. Develop and enforce HR policies and procedures that promote organizational integrity. Educational Requirements Bachelor's degree in human resources, management, general business or related field required. Master's degree preferred. Experience Requirements A minimum of 10 years of progressive human resources experience, with at least three years in a leadership role leading a team in a manufacturing environment required. Previous government contracting and international experience preferred. Skills and Competencies All FN America employees are expected to demonstrate accountability, collaboration, communication, customer focus, and innovation. Additional requirements of this position include: Advanced knowledge of HR principles, practices, and employment laws. Strong leadership and team management skills. Collaborative team player with a proactive and customer service-oriented approach. Ability to build and foster relationships with all levels of employees. Strong business acumen and financial management skills (budget management, cost control, and KPI's). Ability to analyze HR metrics to make data-driven decisions. Ability to maintain confidentiality and handle sensitive information. High level of professionalism. Strategic thinking, problem-solving abilities, and crisis management skills. Excellent interpersonal, communication, presentation, and facilitation skills. Strong Ability to work effectively in a fast-paced, dynamic environment. Excellent organizational skills and attention to detail. Tools Strong computer skills, proficient in the use of Microsoft Office programs including Outlook, Word, Excel, PowerPoint required SharePoint, Paylocity, SAP/Success Factors preferred Licenses/Certifications Professional certification (SHRM-SCP, SPHR, or equivalent) preferred. Working Conditions Position is performed in a typical office environment. May be exposed to loud machinery and dangerous chemicals while on the plant floor. Position may require domestic and international travel (10%). All FN America employees have a responsibility to participate in the development of a safe and healthy workplace and to comply with instructions given for their own safety and health and that of others. Equal Opportunity Employer/Protected Veteran/Disability FN America, LLC is committed to working with and providing reasonable accommodation to individuals with physical and mental disabilities. If you need special assistance or an accommodation while seeking employment, please email **************** or call: ************. We will make a determination on your request for reasonable accommodation on a case-by-case basis.

Site HR Business Partner PG 18 The Site HR Business Partner serves as the senior-most HR leader at the mill, responsible for setting and executing the HR strategy in alignment with business objectives. This role provides strategic direction, operational oversight, and leadership across all HR functions, including talent management, employee relations, organizational development, and compliance. The Site HR Manager partners closely with mill leadership and corporate HR teams to drive cultural transformation, workforce engagement, and operational excellence. This position leads the site HR team, including direct supervision of HR Business Partners and support staff, and ensures consistent delivery of HR processes and initiatives. The Site HR Business Partner is accountable for fostering a high-performance, inclusive culture and for implementing people strategies that support business growth, reliability, and continuous improvement. Ideal candidates will bring deep HR expertise, strong business acumen, and a proven ability to lead through influence, navigate complexity, and deliver measurable impact in a fast-paced manufacturing environment. ESSENTIAL FUNCTIONS / MAJOR RESPONSIBILITIES: Lead the development and execution of site-level HR strategy in partnership with plant leadership and corporate HR Oversee all HR operations, including talent acquisition, performance management, employee engagement, training, and succession planning Serve as a strategic advisor to site mill leadership on workforce planning, organizational design, and change management Ensure compliance with federal, state, and company policies; manage risk and resolve complex employee relations issues Champion diversity, equity, and inclusion efforts to build a culture of belonging and accountability Drive communication strategies that align employees with business priorities and foster transparency Lead and mentor the site HR team, promoting development, collaboration, and operational excellence Own and continuously improve core HR processes, leveraging data and best practices to enhance impact Represent HR in cross-functional initiatives and contribute to enterprise-wide projects and programs QUALIFICATIONS REQUIRED: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred 7+ years of progressive HR experience, including leadership roles in manufacturing or complex environments Proven success in leading HR teams and managing strategic initiatives with measurable outcomes Expertise in employee relations, organizational development, talent strategy, and change leadership Advanced proficiency in HRIS systems and Microsoft Office; strong analytical and decision-making skills Exceptional communication, coaching, and influencing abilities across all levels of the organization Deep understanding of employment law, compensation strategy, benefits, and compliance Demonstrated ability to lead through ambiguity, drive transformation, and align HR with business goals COMPETENCIES: Caring Trustworthy Team-oriented Customer Focused Operationally Excellent Agile Business Savvy Courageous Safe and Well Inclusive and Collaborative Financially Savvy Development-minded Humble Self-aware

Your Job Guardian Industries is seeking a Human Resource Business Partner to join the Richburg, SC manufacturing site. This position involves having/ developing a deep understanding of HR best practices and will excel at building strong relationships with leaders and employees, acting as a trusted advisor and change agent. This role is pivotal in aligning our HR initiatives and functions with business objectives, and in fostering a principle-based culture. Our Team A subsidiary of Koch Industries Inc., one of the world's largest private companies, Guardian Industries' global operations leverage our principle-based culture to create long-term value for customers and society. By focusing on long-term value creation, we promote a challenging and rewarding environment for our professional and highly respected employees. What You Will Do Accelerate our company culture through application of our principle based approach in leadership coaching and decision-making processes Demonstrate courage to proactively challenge teams when ideas and/or strategies may not align with cultural expectations and/or the business vision Support leaders in connecting employees to how they contribute to the company goals and success; help leaders identify talent gaps and support them through coaching initiatives Advance implementation of our compensation philosophy through support of supervisors. Understand key drivers of business performance, how talent and culture contribute to those drivers and partner with business leaders to advance the business vision Develop effective working relationships, trust and credibility with business and HR stakeholders Align HR strategies to site business goals; track and monitor progress relative to those strategies Provide support for succession planning, employee retention and employee development Responsible for ensuring business decisions are compliant with all employment laws and regulations, partner with compliance and legal resources as necessary Who You Are (Basic Qualifications) Demonstrated ability to establish and maintain productive, trusted relationships with business leaders, employees, and or HR team members Experience coaching, leading and/or influencing supervisors and business professionals Demonstrated ability to economically solve problems What Will Put You Ahead Bachelor's degree in human resources, Business, or other related discipline Experience in general manufacturing Experience with supporting business and company changes At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy. Hiring Philosophy All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here . Who We Are As a Koch company, Guardian Glass is one of the world's largest manufacturers of float, value-added and fabricated glass products and solutions. We produce high-performance glass for architectural, residential, interior, transportation and technical glass applications. You'll find our glass in homes, offices and cars and in some of the world's most iconic projects. At Koch, employees are empowered to do what they do best to make life better. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company. Our Benefits Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength - focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes - medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter. Additionally, everyone has individual work and personal needs. We seek to enable the best work environment that helps you and the business work together to produce superior results. Equal Opportunities Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, some offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please click here for additional information. (For Illinois E-Verify information click here , aquí , or tu ). #LI-SB2

Job DescriptionPalmetto Retina Center, a twelve physician, 145 employee Ophthalmology practice specializing in retinal diseases is currently seeking a Human Resources Manager with 5+ years of Human Resources experience with an emphasis on employee relations. The Human Resources Manager will oversee the day-to day HR operations and support employees and leadership across the practice. This role will manage core HR functions including employee relations, talent management, compliance, and engagement as an HR of one with support from Retina Consultants of America/ Cencora. Responsibilities Duties and Responsibilities: Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. Administers or oversees the administration of human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Provides HR consultation and support to Executives and Front-Line managers regarding HR matters including, but not limited to: evaluation of HR policies, legal implications related to employee counseling, conflict resolution, employee grievances, and corrective action (including termination of employment). Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management. Maintains appropriate statistics and HR metrics. Works with RCA's (Retina Consultants of America) corporate HR team to align HR functions/initiatives. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommends 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. Travel to all office locations Performs other duties as assigned Required SkillsSkills and Abilities: Excellent understanding of benefits programs, administration, and enrollment, including FSA/HSA, 401(k), Medical, Dental, Life/AD&D, LTD, STD, Aflac, and others. A strong understanding of local, state, and federal Human Resource regulations and requirements. Ability to handle periods of stress while bringing a sense of calm. Comfortable in an environment where discipline with sensitive information is essential, yet developing and ensuring adequate backup for all job functions is required. Excellent communication skills with the ability to deal effectively, diplomatically, courteously, and confidentially with all levels of employees. Exhibit sound judgment in making decisions and the ability to work autonomously. Education/ Experience: Bachelor's degree in human resources management or other similar degree - required A minimum of 5 years in progressively expanding human resources positions with organizations greater than 100 employees, with a minimum of 2 years in a leadership role - Required Professional Human Resources Certification (PHR/SPHR or SHRM CP/ SCP)- Preferred Experience in a large, privately held physician practice - preferred Prior experience managing an HR department as the sole individual - preferred Must be able to travel to various offices up to 100 miles.

About Us We perform installation, rigging, millwrighting, and maintenance for manufacturing and industrial markets across the Southeast. Southern Industrial Constructors INC. is seeking a Human Resources Manager to work in our Columbia, SC office. The human Resources Manager will lead and direct the routing functions of the Human Resources Department including enforcing company policies and procedures, investigations and promotions. #SIC #LI-KF1 #LI-onsite Essential Duties & Responsibilities Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to retention, and succession planning. Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. Analyzes trends in compensation and benefits. Creates learning and development programs and initiatives that provide internal development opportunities for employees. Oversees employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources and employment law. Other duties and projects as assigned. Qualifications Five to ten years of Human Resources Management experience Sound knowledge of labor legislation and HR practices The ability to work efficiently under pressure Strong analytical and problem-solving skills Excellent verbal and written skills Excellent management and leadership skills Computer skills to include MS Word, Excel, Outlook, database management. Strong interpersonal communication, attention to detail, organization, and follow-up skills. Work Environment Conditions include working in office, with occasional entry into shop, busy traffic areas, and warehouses. Occasional exposure to dirt, dust, grease, oil, vibrations, and adverse weather conditions. Must be able to safely access all areas of property. Must be able to effectively use any required PPE equipment. Potential Jobsite Visits. Equal Opportunity Employer As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled Notice to Prospective Employees Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine. EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.

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

ESSENTIAL FUNCTIONS Identifies and coordinates events such as employee benefits seminars and trainings to help improve employees understanding of PEBA systems. Responsible for the administration and integrity of benefits-related data and information in the Workday HR system, PEBA systems, as well as benefits files. Creates and distributes annual 1095C forms. Creates and establishes new codes for benefits and deductions as needed. Responsible for ensuring all PEBA insurance bills or other third-party vendor bills are reconciled and paid on time. Makes necessary corrections with the vendor or in the system. Partners with the County's designated vendor to ensure new hire benefits elections are accurately processed. Responsible for leading and managing a Human Resources Specialist (Benefits) and Human Resources Representative in providing exceptional customer service to County employees. Develops annual performance goals and conducts reviews. Accurate and efficient delivery and management of customer services in areas of responsibility is a critical success factor. The incumbent will serve on the Human Resources Management Team and assist with organizational change efforts for the County's 2000 employees. VOCATIONAL/EDUCATIONAL PREPARATION A bachelor's degree is required. A degree in human resources, business administration, or closely related field is preferred. SPECIAL CERTIFICATIONS AND LICENSES Applicable professional human resources certification (SHRM, World at Work, HRCI CEBS or IPMA) is preferred. EXPERIENCE REQUIREMENTS Requires six years of progressively responsible experience in human resources and/or benefits. Two years of supervisory and employee mentoring experience required. Experience administering benefits under the South Carolina Public Employee Benefits Authority (PEBA) is required. REQUIRED SKILLS * Advanced proficiency in Microsoft Excel and Word, including complex formulas, data manipulation, and analysis. * Experience with pivot tables, data visualization, and macros. * Ability to work with large datasets and perform advanced data analysis. * Strong attention to detail and accuracy in data entry and reporting. Beginning Salary: $72,362.29 Compensation Minimum: $72,362.29

Job Responsibilities The South Carolina Office of the State Treasurer (STO) seeks a dedicated, energetic and mission focused human resources professional to serve in the critically important role of Human Resources Director. This position will manage routine human resources functions to include talent management, benefits administration, HR reporting, payroll administration, staff development/training, employee relations, and policies/procedures development and oversight. Duties and responsibilities * Partners with the leadership team to execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. * Leads the talent acquisition process, including recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to determine skills and competencies required for openings. * Manages classification and compensation program for the agency. Provides salary analysis and recommendations to leadership. * Oversees employee relations matters for the agency to include performance management process, progressive discipline, and workplace investigations. * Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. * Serves as human resources liaison between STO, Aid to Subdivisions, and the Board of Financial Institutions (BOFI). * Performs other duties as assigned. Minimum and Additional Requirements Minimum Requirements * Bachelor's degree in human resources, Business Administration, or related field. * At least 5 years of demonstrated human resource management experience. * Strong knowledge and application of local, state, and federal employment laws. * Excellent communication and writing skills. * Demonstrated proficiency in Microsoft Office Suite. Additional Requirements: * Excellent verbal and written communication skills. * Excellent interpersonal, negotiation, and conflict resolution skills. * Excellent organizational skills and attention to detail. * Strong analytical and problem-solving skills. * Ability to prioritize tasks and to delegate them when appropriate. * Ability to act with integrity, professionalism, and confidentiality. * Thorough knowledge of employment-related laws and regulations. * Proficient with Microsoft Office Suite or related software. * Must be able to establish and maintain effective working relationships and be capable of making and communicating decisions effectively. Must be able to lift and carry files, books and reports weighing up to 15 lbs. Must be able to sit, stand and walk for intermittent periods of time. Must be able to reach, bend and twist at the waist to perform filing, desk work and operate general office equipment. Preferred Qualifications * SHRM-CP or SHRM-SCP certification preferred * Experience in SCEIS HR & Payroll * Knowledge of SCEIS financial systems * Experience in PEBA Benefits Administration

Be a key partner and steward of our culture as the Human Resources Manager for our Sumter, SC corrugated converting plant. This role will be overseeing all HR functions for approximately 150 non-union employees (and growing), partnering closely with leadership and employees in the organization. We are looking for a driven individual who can confidently interact with people at all levels, is committed to serving others, effectively drives change, compassionately collaborates, and embodies authenticity and humility. How You Will Contribute: Strategic HR Planning: Develop and implement HR strategies aligned with plant business goals and partner with leadership to optimize organizational structure for labor efficiency. Employee Relations: Advise and partner with supervisors on complex work situations and design programs to enhance employee engagement, satisfaction, and retention. Recruitment: Attract, evaluate, and hire a diverse pool of skilled talent. Performance Development: Implement and support performance management systems to drive productivity and goal attainment, and coach supervisors on team development. Compensation: Administer competitive compensation programs to attract and motivate high performers. Compliance: Ensure compliance with all labor laws and regulations, working with legal counsel as needed. HR Analytics and Reporting: Utilize HR metrics and analytics to improve programs and initiatives and prepare regular reports on key performance indicators for senior management. What it Takes: Bachelor's degree in business, psychology or related field or equivalent experience. Previous experience in a Human Resources role, preferably in a manufacturing environment. Strong interpersonal, communication, and negotiation skills. Here's why you'll love working at Hood Container: Competitive pay & benefits: We offer a base salary based on experience , a quarterly bonus program , and a comprehensive benefits package to keep you healthy and happy. Continuous learning: We invest in paid training and development to help you grow your skills and advance your career. Caring & Empowering Company Culture : Supportive & collaborative team dedicated to seeing you unbox your potential to help make a difference & make customers happy. Growing Company in a Sustainable Industry: Consider a Future in Corrugated Packaging Our goal is to have a diverse workforce that is representative, at all job levels, of the citizens and customers we serve. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. Hood Container Corporation is a family-owned, Mill to Market company, specializing in containerboard and kraft paper, corrugated boxes, high graphic displays, and contract packaging. Our commitment to customer happiness, employee well-being, environmental stewardship, and operational excellence drive our business. Over the last decade, Hood Container Corporation has grown to become one of the top ten Paper and Packaging Companies in the United States. To learn more about Hood Container Corporation visit ********************* or check us out on social media!

In support of Intermountain' s compensation philosophy and pay program, the HR Compensation Manager has accountability of an assigned portfolio as a strategic partner in the creation, development, and administration of appropriate compensation solutions. The following states are currently paused for sourcing new candidates or for new relocation requests from current caregivers: **California, Connecticut, Hawaii, Illinois, New York, Rhode Island, Vermont, Washington** **Monday-Friday 8-5 MT** **This position is primary remote but may be required to come onsite several times a year.** **Looking for candidates who have strong business, financial and economic acumen; who are experienced using AI in their work; and someone who knows how to model and cost compensation adjustments and pay programs.** **Essential Functions** + Support the compensation strategy across a matrixed organization for an assigned portfolio + Act as a strategic partner to HR business partners and directors and business operations leaders to develop and implement compensation solutions, initiatives, goals, and plans with a focus on enhancing and supporting the business + Lead and administer processes and projects such as annual increase and incentive processes, regulatory compliance, merger and acquisitions and integration support, and labor relations support + Impact key performance indicators (KPI's) and help ensure consistency and equity for caregiver pay + Work within the compensation team and cross functionally to lead the compensation function for a portfolio, including market research, job evaluation, policy usage, and pay offers and adjustments + Provide policy and procedure support through training, monitoring and expertise **Skills** + HR Compensation + Financial Acumen + Business Acumen + Economic Acumen + Relationship Management + Strategic Thinking + Data Analysis + Analytical + Communication + Negotiation **Minimum Qualifications** + Experience in Human Resources, Finance, or Accounting + Demonstrated problem solving skills + Demonstrated ability to work independently with all levels of employees and management + Experience in a role requiring effective project management skills, a high degree of accuracy, and sound decision making with limited supervision **Preferred Qualifications** + Bachelor's degree in HR or related field such as business administration. Education must be obtained through an accredited institution. Degree will be verified. + Certified Compensation Professional designation (CCP) + Prior experience working directly with compensation policy and procedures and human resource healthcare experience + Experience in a role with budgeting and finance tracking responsibilities + Advanced working knowledge of electronic spreadsheets, word processing, and HRMS database programs **Physical Requirements** + Interact with others requiring employee to verbally communicate as well as hear and understand spoken information. + Operate computers, telephones, office equipment, and manipulate paper requiring the ability to move fingers and hands. + See and read computer monitors and documents. + Remain sitting or standing for long periods of time to perform work on a computer, telephone, or other equipment. **Location:** Employee Service Center **Work City:** Murray **Work State:** Utah **Scheduled Weekly Hours:** 40 The hourly range for this position is listed below. Actual hourly rate dependent upon experience. $50.97 - $78.69 We care about your well-being - mind, body, and spirit - which is why we provide our caregivers a generous benefits package that covers a wide range of programs to foster a sustainable culture of wellness that encompasses living healthy, happy, secure, connected, and engaged. Learn more about our comprehensive benefits package here (***************************************************** . Intermountain Health is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. At Intermountain Health, we use the artificial intelligence ("AI") platform, HiredScore to improve your job application experience. HiredScore helps match your skills and experiences to the best jobs for you. While HiredScore assists in reviewing applications, all final decisions are made by Intermountain personnel to ensure fairness. We protect your privacy and follow strict data protection rules. Your information is safe and used only for recruitment. Thank you for considering a career with us and experiencing our AI-enhanced recruitment process. All positions subject to close without notice.

Here at Spirax Sarco we offer the industry's most extensive range of products with services, coupled with practical industry application expertise. In short, we build solutions that set the benchmark for steam utilization worldwide. Partner, lead, and develop the finance function of the manufacturing/supply site. Act as a strategic financial partner to the Supply General Manager and site leadership team, providing functional expertise, commercial insight, and forward-looking financial guidance. Strengthen a culture of robust governance, sustainable business growth, and visible business performance by ensuring accurate financial information, strong controls, and proactive decision support. Embed a commitment to operational excellence and continuous improvement in all financial activities. Empower the organization through financial awareness, best-practice approaches, and a commitment to continuous improvement. Job Functions: Strategic Financial Partnership & Business Insight * Partner with the Supply General Manager to provide financial acumen, strategic insight, and clear commentary on organizational performance. * Act as a trusted advisor, articulating financial implications of operational decisions and enabling integrated, future-focused planning. * Provide constructive challenge and perspective to enrich decision-making and support achievement of strategic goals. * Build strong relationships across the site (e.g., Operations, Supply Chain) and broader network to drive collaboration, consistency, and shared best practices. Governance, Controls & Visible Business Performance * Champion governance and ensure the control framework is robust, sustainable, and continuously maintained. * Design, maintain, and monitor financial controls to ensure "one source of the truth" for accurate business decision-making. * Coordinate statutory and internal audit requirements, ensuring compliance with financial regulations and corporate standards. * Support protection of business assets through strong control discipline, risk awareness, and adherence to governance protocols. * Ensure financial data accuracy and transparency, proactively identifying and rectifying any discrepancies to maintain confidence in reported results. Financial Management, Forecasting & Analysis * Lead quarterly forecasting and annual budgeting processes, ensuring accuracy, timeliness, and strategic alignment. * Undertake variance and performance analysis, providing accessible insight that explains drivers of performance and identifies opportunities for improvement. * Manage working capital within the supply organization, with emphasis on inventory, fixed assets, and cash discipline. * Conduct product costing, standard cost updates, variable cost analysis, and inventory reporting with precision and timeliness. * Leverage data analytics and scenario modeling to enhance forecasting accuracy and support proactive decision-making. Commercial Awareness & Sustainable Growth * Develop financial awareness across the manufacturing unit, enhancing understanding of gross contribution, trading margin, and cost drivers. * Identify and assess commercial opportunities that improve financial performance and support sustainable business growth. * Support investment decision-making through clear financial calculations, cost-benefit analysis, and strategic recommendations. * Promote a commercially astute culture that balances profitability, operational excellence, and environmental impact. Leadership, Engagement & Continuous Improvement * Ensure business continuity through documentation, training, and development of financial processes and knowledge. * Engage effectively at all levels of the organization, fostering inclusion, collaboration, and shared ownership of results. * Model ownership and accountability for finance deliverables: coordinate and review the work of any supporting team members, ensuring accuracy, insight, and timely delivery of financial reports and analyses. * Lead or support improvement initiatives that enhance processes, controls, data quality, and financial capability across the site. * Drive a continuous improvement mindset within the finance team, encouraging innovation and efficiency in financial operations. * Demonstrate organizational values through integrity, accountability, resilience, and a commitment to sustainability Required Education * Bachelor's degree in accounting Required Experience * Minimum 5-7 years of manufacturing finance experience, including extensive costing and plant-level financial management. * Experience as a lead in finance for a large multinational organization, with strong understanding of governance, control frameworks, corporate reporting, and working capital management. * Experience reviewing and reconciling balance sheet accounts related to manufacturing/supply operations. * Progressive experience across finance, accounting, and reporting disciplines. * Proven ability to lead cross-functional projects or initiatives, collaborating with non-financial teams (operations, supply chain, etc.) to drive business results. * Demonstrated use of data-driven analysis and financial modeling to influence decision-making and improve performance. * ERP system experience (JDE E1 or similar) preferred; familiarity with modern finance analytics tools is a plus. About Us Steam Thermal Solutions is one of four businesses within Spirax Group, with global coverage across 67 operating units. These OpCos are organized into four Divisions: EMEA, APAC, Americas, and Gestra. We acquired Gestra five years ago and since then have operated it as its own business, and as such, we operate two brands, Spirax Sarco and Gestra. We are dedicated to generating balanced value for all our partners through the development of technologies that enhance efficiency, safety, and balance. Our technologies are vital in supporting critical industrial processes and equipment in diverse industries such as Food & Beverage, Pharmaceutical & Biotechnology, Power Generation, Semiconductors, and Healthcare. Our company values diversity and is an equal opportunity employer. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. If you require accommodation during the application process or while performing essential job functions, please contact us at ************************************* About Us Steam Thermal Solutions is one of four businesses within Spirax Group, with global coverage across 67 operating units. These OpCos are organized into four Divisions: EMEA, APAC, Americas, and Gestra. We acquired Gestra five years ago and since then have operated it as its own business, and as such, we operate two brands, Spirax Sarco and Gestra. We are dedicated to generating balanced value for all our partners through the development of technologies that enhance efficiency, safety, and balance. Our technologies are vital in supporting critical industrial processes and equipment in diverse industries such as Food & Beverage, Pharmaceutical & Biotechnology, Power Generation, Semiconductors, and Healthcare. With a presence in 165 countries, we deliver solutions that underpin the production of a wide range of everyday items, from baked beans to mobile phones! Our company values diversity and is an equal opportunity employer. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. If you require accommodation during the application process or while performing essential job functions, please contact us.

At our Chick-fil-A location, our main purpose is to "refresh" the lives of all we serve. We are passionate about serving our community and team in the best way possible and strive to live out our core values day in and day out. We believe that to truly serve well, you must be humble, hungry, and healthy in both your professional and personal life. We carry out these values by putting others' needs before your own, maintaining a mindset of continuous growth, and radiating positivity and a grateful attitude through balance in your life. The Director of Talent will passionately lead the HR department through effective strategies around recruitment, staffing, onboarding, and team member retention and engagement. They will work closely with the Executive Director of Talent, Co-Director of Talent, and operational leadership to implement strategies that both grow the business while maintaining a culture of care that is reflective of our purpose and values. Director of Talent Benefits: * Paid time off: Accrued hours based on years of service. Accrual begins 60 days after job acceptance. * 401(k): 3% annual non-elective contribution post annual vesting period and hours/age requirements. * Insurance: Medical, Vision, and Dental contributions towards monthly premium. * Free meals: $10 allowance for food while on shift for all team members. Full-time averages $2,080+ in free food annually. * Chick-fil-A scholarships: All team members are eligible to apply for Chick-fil-A's annual Remarkable Futures Scholarship. * Sundays off: Chick-fil-A will always be closed on Sundays to prioritize a day of fellowship and rest. * Professional environment: At Chick-fil-A, we value developing you as a person and a leader through consistent coaching and intentional time with experienced leaders. These skills are transferable across many careers and opportunities. * SHRM certification: Obtain SHRM certification after one year of employment as Director of Talent to advance knowledge and add value to the organization. Director of Talent Requirements: * Must be 18 years or older * Bachelor Degree preferred * Experience in Human Resources preferred Availability Requirements: * Monday - Saturday open availability (typical work schedule would be 5 days/week) * Typical schedule will vary working 8-10 hours/day to accommodate meetings, interviews and needs of the business, working 40-45 hours/week in total Live out our Purpose: "To R.E.F.R.E.S.H. the lives of all we serve." * R adiate positive contagious energy * E xpect excellence * F eel responsible * R elish feedback * E ngage extraordinary effort * S erve with heart * H ave grit Director of Talent Responsibilities: * Explore and initiate a proactive recruiting plan in the community, schools, churches, etc. to help consistently bring in new talent. Maximize referrals from the team and creatively brainstorm and implement an effective recruiting process. * Create and execute a process for screening, interviewing, and onboarding new team members and/or leaders. Prepare and present job offers to leadership candidates as needed in conjunction with the Executive Director of Talent. * Ensure all new hire paperwork is collected via current HRIS, up to date, in compliance, and transferred to HR Payroll respectively. * Work alongside our Training Director to ensure a warm and welcoming new team member experience. Cultivate team member engagement with our Sr. Director of Sales to plan and execute team member events and celebrations. * Mitigate risk as the HR representative of Chick-fil-A in regards to hiring and disciplinary processes by upholding legal guidelines, best practices, and policies outlined in the team member handbook at all times. * Protect our purpose and core values by being a champion of culture and growth within the restaurant. Modeling servant leadership is essential for the growth of our team and business. Operational Commitment: Our Director of Talent will be immersed into the operations of our business, learning both Front of House and Back of House, and will be expected to uphold the highest standards as a leader in the restaurant. They will be expected to assist in the daily operation of the restaurant at least 15 scheduled hours/week. These responsibilities include, but are not limited to: * Become knowledgeable of all of Chick-fil-A's menu items & the related recipes. * Execute hospitality by cooking, preparing, and presenting food orders to meet Chick-fil-A's quality standards. * Maintain cleanliness in all food preparation & service areas. Perform various kitchen and front counter cleaning and storage activities such as dish washing, general & equipment cleaning, storage & rotation of food and supplies. * Engage with our guests by anticipating and responding to their needs through clear and pleasant communication, leading with a hospitality focus. * Maintain a calm demeanor, especially during periods of high volume, to preserve a positive work environment and a hospitable experience for our guests. Chick-fil-A, Inc. is a family owned and privately held restaurant company founded in 1967 by S. Truett Cathy. Devoted to serving the local communities in which its franchised restaurants operate, and known for its original chicken sandwich, Chick-fil-A serves freshly prepared food in more than 2,300 restaurants in 47 states and Washington, D.C.