Human resources business partner jobs in Coon Rapids, MN

***Must have Hospitality/Restaurant/Hotel HR Experience*** Hospitality Group Human Resources Manager Compensation: $80,000 - $85,000 About the Opportunity SkyBridge Luxury & Associates is representing our client, a well-established hospitality and lifestyle group, in their search for a Human Resources Manager to oversee dual-state HR operations. This hybrid role is based in Minnesota and requires travel to Dallas as business needs arise. Position Overview The Human Resources Manager will lead HR initiatives for the Minnesota and Texas divisions, ensuring alignment with company culture and compliance standards. This role is ideal for a hands-on HR professional with strong Employee Relations and Recruitment experience, who thrives in a dynamic, multi-location environment. Key Responsibilities Lead full-cycle recruitment for salaried and hourly roles, ensuring a smooth and professional candidate experience Manage employee relations cases, investigations, and performance improvement processes with discretion and fairness Serve as an HR business partner to department heads, providing guidance on performance management, development, and retention Maintain compliance with all applicable state and federal labor laws (MN & TX) Administer employee benefits, payroll coordination, and HRIS recordkeeping Develop and implement HR policies and training programs that support engagement and consistency across locations Partner with leadership to foster a culture of accountability, communication, and inclusion Travel to Dallas periodically to support in-person employee relations, recruitment, and site visits Desired Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience) 5+ years of HR generalist or management experience with strong Employee Relations and Recruitment background Strong working knowledge of employment law and compliance Proven ability to influence leaders and resolve complex HR issues Excellent communication, interpersonal, and problem-solving skills PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred Must be able to travel to Dallas as needed Compensation & Benefits Competitive base salary: $75,000-$85,000 Dual market role: Based in Minneapolis, MN with some travel to Dallas, TX Comprehensive medical, dental, and vision coverage 401(k) retirement plan Paid time off and holidays Travel reimbursement for required site visits Job Type: Full-time Benefits: 401(k) 401(k) matching Dental insurance Health insurance Paid time off Retirement plan Vision insurance Work Location: Hybrid - In person with remote days

The Senior HR Generalist will play a key role in supporting core HR functions including recruitment, employee relations, training, benefits administration, compensation, and compliance. Key Responsibilities Manage full-cycle recruitment, including requisition review, candidate screening, interviews, and offer letters Experience recruiting for manufacturing roles is essential; exposure to engineering positions is highly preferred. This includes hiring across all levels-from entry-level roles to management positions. Coordinate background checks, drug screens, and physicals to ensure compliance Maintain and update job descriptions in collaboration with hiring managers Utilize ADP Workforce Now to streamline and automate HR processes Support benefits evaluation and changes in partnership with HR leadership and finance Conduct compensation reviews and explore employee recognition programs (e.g., career ladders, bonus structures) Digitize and maintain employee records Collaborate on process improvements and documentation with internal stakeholders Partner with safety team on workers' compensation cases and filings Provide backup support across HR functions as needed What You Bring to the Table Must-Haves: Seasoned Expertise: 5 to 10 years of hands-on HR generalist and recruiting experience, ready to hit the ground running. Experience recruiting for manufacturing roles is essential; exposure to engineering positions is highly preferred. This includes hiring across all levels-from entry-level roles to management positions. Master of Multitasking: You thrive in fast-paced environments, juggling priorities with precision and grace. Relationship Builder: Your communication skills-written, verbal, and interpersonal-are top-notch, helping you connect across all levels of the organization. Self-Starter Energy: You're highly organized, self-motivated, and confident working independently while driving results. Bonus Points: Academic Foundation: A bachelor's degree in Human Resources or a related field sets you up for success. Certified Pro: SHRM-CP or PHR certification shows your commitment to the profession. Tech-Savvy: You've worked with ADP Workforce Now and know how to leverage it for smarter HR operations. Additional Information Industry: Manufacturing Location: On-site (Bloomington, MN) Type: Contract (3-6 months to start, with potential for permanent hire) Schedule: 4-day workweek (Monday-Thursday, 10-hour days). Enjoy a consistent 3-day weekend! Compensation: $40-$50/hour All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

2300 Vierling Drive West, Shakopee, Minnesota 55379 United States of America Why Oatey? Since 1916, Oatey has provided reliable, high-quality products for the residential and commercial plumbing industries, with a commitment to delivering quality, building trust and improving lives. Today, Oatey operates a comprehensive manufacturing and distribution network comprised of industry leading family of companies: Oatey, Cherne, Keeney, Quick Drain, Hercules, Dearborn, GF Thompson, William H. Harvey, Masters, Contact, Belanger, Lansas, and Durgo. At Oatey, we're doing big things - and by joining us, you'll have the chance to do big things too. You can build a strong career in an innovative, inclusive, high-performance environment, with the confidence that your company cares - about you, our customers and our world. Ready to make an impact in a place where you matter? - Position Summary: The Human Resources Manager is responsible for providing on-site leadership at a manufacturing or distribution facility, executing HR programs, policies, and procedures. This position ensures alignment with company standards while addressing the unique needs of the site workforce. As a trusted partner to operations leadership, the HR Manager plays a critical role in fostering associate engagement, developing talent, ensuring access to total rewards, and enhancing overall organizational effectiveness. The HR Manager provides day-to-day support across all shifts and maintains visibility throughout the site workforce. This role requires adaptability to state-specific regulations, strong partnership with site leadership teams, and a focused approach to associate relations, recruitment, retention, and compliance. Position Responsibilities: Lead human resources initiatives that support site operations and workforce needs. Implement and execute corporate HR programs, policies, and procedures at the site level. Oversee the administration of leave of absence programs, including FMLA, ADA, and other applicable policies. Partner with site leadership to coach and guide supervisors on associate performance and workplace issues. Attract and retain talent through effective recruitment strategies for both hourly and salaried employees. Conduct comprehensive orientation and onboarding processes to support associate engagement and retention. Ensure compliance with local, state, and federal employment laws and regulations. Recommend and implement process improvements to enhance HR and site efficiencies. Actively participate in site leadership team meetings, providing HR insights and support on workforce-related issues. Partner and deliver training programs to build associate skills and align with operational goals. Partner with site leaders, including EHS & Safety teams, to foster a safe and compliant workplace. Maintain visibility across multiple shifts; provide accessible HR support to all associates. Travel as required for HR development. Knowledge and Experience: 3-5 years of progressive human resources experience, preferably in a manufacturing or distribution operations environment. Strong leadership, coaching, and change management skills. Demonstrated success in resolving associate relations issues and supporting managers in performance management. Strong business acumen and ability to balance associate advocacy with organizational goals. Proven ability to respond quickly and effectively to associate and operational needs. Excellent verbal and written communication skills. Strong conflict resolution and problem-solving skills. Proficiency with Microsoft Office Suite; HRIS system experience, Workday experience preferred. Education and Certification: Bachelor's degree or Equivalent relevant experience instead of a degree. SPHR or SHRM-SCP certification preferred. Physical Demands: On-site, Office work, 5 days each week. Ability to walk the operations floor/plant environment. Must be able to work flexible hours to support multiple shifts. Compensation Range for the Position: $91,603.00 - 119,084.00 - 146,565.00 USD Target Cash Profit Sharing for the Position: 12.00% #LI-SV1 Compensation Range for the Position: $91,603.00 - $119,084.00 - $146,565.00 USD Target Cash Profit Sharing for the Position: 12.00% Offer amount determined by experience and review of internal talent.

Our Opportunity Chewy is seeking an Associate Director, Human Resources Systems and Solutions! In this role, you will serve as the enterprise leader for UKG Pro Workforce Management (WFM), responsible for both the strategic direction and operational excellence of the platform. You and your team will oversee the full suite of WFM modules - including Timekeeping, Advanced Scheduling, Absence/Leave, Attestation, Pay Rules & Accruals, Labor Forecasting, and Reporting/Analytics - ensuring accuracy, compliance, and a seamless experience for Chewy's 15,000+ Team Members. This position blends hands-on system expertise with workforce transformation leadership. We are looking for a leader who will develop the roadmap, lead optimization initiatives, guide multi-functional adoption, and ensure the platform evolves with Chewy's growth and workforce strategies. What You'll Do: Set the vision and strategy for UKG Pro WFM, aligning system design and functionality with business goals, compliance needs, and employee experience Oversee system administration and governance, including security, workflows, reporting, and upgrades across all WFM modules Lead technical configuration and ongoing advancement of Timekeeping, Scheduling, Attestation, Leave Management, Pay Rules, and Accruals to ensure accuracy, scalability, and compliance Support advanced capabilities such as labor forecasting, scheduling optimization, and analytics to drive efficiency and workforce planning Manage integrations and hardware (InTouch clocks, mobile apps, kiosks, desktop access), ensuring reliability and seamless user experience Act as functional liaison between UKG, IT, HR, Operations, and Finance, guiding resolution of issues, prioritizing enhancements, and steering vendor partnerships Champion transformation initiatives, using WFM capabilities to support growth, new business models, and employee-centered innovation Drive project delivery using Agile methods, JIRA, and Confluence, ensuring timely execution of system upgrades, improvements, and multi-functional initiatives Lead and develop the Labor Solutions team, fostering technical mastery, business insight, and change leadership skills Leadership and Coaching Coach, mentor, and develop Team Members to expand their technical, strategic, and leadership capabilities Foster a culture of accountability, continuous improvement, and high performance through clear expectations and constructive feedback Identify individual development needs and build growth pathways that align with organizational goals and employee career aspirations Empower Team Members through delegation, recognition, and opportunities to lead high-impact initiatives Model collaborative, transparent, and inclusive leadership to strengthen team engagement and performance across functions Encourage innovation and problem-solving by cultivating psychological safety and a mentality of ownership and excellence What You'll Need: Bachelor's Degree in HR systems, business, or related field; or equivalent work experience 8+ years of experience in workforce management/timekeeping system administration, including configuration and optimization 5+ years of leadership experience managing teams and large-scale system environments Proven success in project management and implementation of UKG Pro WFM (or similar platforms such as Dimensions), ideally in high-volume, multi-site environments Demonstrated ability to mentor and develop high-performing teams in a fast-paced, evolving environment Deep knowledge of Workforce Management modules: Timekeeping, Absence/Leave, Scheduling, Pay Rules, Accruals, Attestation, and Forecasting, ideally with expertise in predictive scheduling, labor analytics, or AI-enabled WFM tools Deep technical, analytical, and problem-solving skills, translating business needs into system solutions Effective collaboration and engagement skills, with the ability to influence at all levels of the organization Experience with Agile delivery tools (JIRA, Confluence) and practices Customer-service mentality with a passion for crafting positive user experiences Willingness to travel up to 10% #LI-SS4 #LI-Hybrid The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k and a new hire and annual equity grant. We offer different types of insurance and benefits, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Exempt salary team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$145,000-$232,500 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

Job Description At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Vice President of Human Resources Location: 100% On-Site | Corporate Headquarters in Edina, MN Compensation: $200,000-$300,000 base salary + comprehensive benefits and paid time off Reports to: Chief Executive Officer and Executive Leadership Team About the Company We are a high-growth corporate services firm providing workforce, HR, and operational consulting to over 50 cannabis retail locations and several manufacturing and transportation and delivery companies across multiple states. Our group manages complex organizational scale on behalf of our partners, offering best-in-class staffing solutions, compliance oversight, and performance systems that enable operational excellence at every level. About the Role The Vice President of Human Resources (VPHR) will lead the full spectrum of people strategy for the organization on behalf of our clients - encompassing Talent Acquisition, Human Resources, Workforce Planning, People Analytics, and Learning & Development. This role is designed for a strategic builder and data-driven operator who thrives in an extremely fast-paced, multi-entity environment. You will oversee the infrastructure that powers workforce scalability, cultural alignment, and leadership development across dozens of client organizations. You will work directly with the C-suite to ensure that people operations are tightly integrated with business performance, growth forecasting, and compliance frameworks. Key Responsibilities1. Talent Acquisition & Workforce Planning Lead all recruiting, workforce forecasting, and staffing pipelines across corporate, retail, and field operations. Implement advanced analytics and systems integrations within Greenhouse ATS and Wurk HRIS platforms to enable real-time visibility into hiring metrics and capacity planning. Collaborate with Finance and Operations to forecast hiring needs based on store openings, client expansion, and seasonal trends. Build scalable recruiting playbooks, interview frameworks, and training for the internal TA team to drive quality and speed of hire. 2. Human Resources & Compliance Oversee all HR operations - including payroll, benefits, employee relations, and compliance - across multiple states and business units. Create standardized HR policies, procedures, and reporting to support organizational consistency and risk management. Lead employee engagement, performance calibration, and total rewards strategy to ensure alignment with company goals and financial health. Drive operational excellence through automation, accuracy, and policy adherence. 3. People Analytics & Systems Build a data-driven People Operations infrastructure that connects HRIS, ATS, and finance data into a unified reporting system. Design and maintain dashboards tracking metrics such as headcount growth, turnover trends, time-to-fill, cost per hire, and engagement indicators. Use predictive analytics to identify talent risks and inform decision-making across leadership teams. Introduce KPIs that measure workforce productivity, leadership effectiveness, and organizational health. 4. Learning, Development & Organizational Growth Develop a scalable, tiered learning system that supports employee onboarding, compliance training, leadership development, and cross-department skill growth. Partner with operational leaders to embed L&D initiatives into each function's strategic roadmap. Design programs that identify and develop high-potential talent for future leadership roles. Oversee implementation of company-wide training platforms and content libraries. 5. Leadership, Culture & Strategy Serve as a trusted advisor to the C-suite on organizational structure, succession planning, and workforce strategy. Champion a culture of accountability, growth, and excellence across all levels of the company. Facilitate communication and collaboration across divisions, ensuring transparency and alignment between field teams and headquarters. Build a People Operations team known for innovation, responsiveness, and reliability. Ideal Candidate Profile You are a sophisticated, systems-minded people leader who has scaled organizations through operational clarity and human capital excellence. You bring a strong command of analytics, structure, and executive influence. Qualifications: 10-15+ years of progressive HR and Talent leadership, with at least 5 years in a senior or executive capacity. Proven success leading TA, HR, and L&D under one cohesive strategy. Experience with multi-state or multi-entity operations (retail, consumer, hospitality or manufacturing industries preferred). Deep familiarity with ATS/HRIS platforms (Greenhouse, Wurk, Sage or comparable systems). Strong business acumen - able to tie people strategy directly to growth, profitability, and compliance outcomes. Exceptional communication and leadership presence. Performance Outcomes Accelerated hiring velocity with measurable improvement in quality of hire. Enhanced retention and engagement across client organizations. Real-time people analytics dashboard deployed within the first three months. Fully operational training and development framework within the first six months. Increased organizational efficiency and leadership readiness through scalable people systems. Why Join Us This is a defining executive opportunity to shape the people strategy for a national portfolio of emerging and mature companies. As Vice President of Human Resources, you will design the systems, culture, and leadership architecture that will define the next decade of growth - working alongside a high-performing executive team that values innovation, data, and operational excellence. At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting five manufacturing plants and distributions centers. This leader is responsible for leading the HR team and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

About us: For over three decades, Cirtec Medical has been a leading outsourcing partner for complex medical devices. We specialize in providing comprehensive solutions for Class II and III devices, from design and development to precision components and finished device assembly. Our expertise spans neuromodulation, implantable drug delivery, cardiac rhythm management, structural heart, mechanical circulatory support, and minimally invasive surgical systems. Our dedicated teams prioritize growth, innovation, and collaboration. We actively seek opportunities for improvement to enhance our support for clients. If you embrace a growth mindset and thrive on challenges, you may be a perfect fit for our team! Position Summary: The Director of HR Operations will build and lead the operational backbone of the HR function across all Cirtec Medical sites. This leader will drive standardization, payroll excellence, data accuracy, and compliance while developing a capable, execution-focused HR Operations team. The Director will ensure HR delivers consistent, efficient, and reliable support that enables the business to scale and perform. Key Responsibilities: * Create a unified, high-performing HR operations model across the enterprise. * Standardize and document core HR processesincluding hiring, onboarding, performance management, job changes, terminations, and documentation management. * Implement HR service-level agreements (SLAs) and operational performance dashboards. * Lead monthly HR operations reviews with Sr. HR Managers to evaluate performance, identify issues, and drive improvement. * Build strong cross-functional alignment with Finance, IT, Compliance, and site leadership to ensure smooth end-to-end HR processes. * Serve as the primary escalation point for HR operations issues, ensuring rapid and effective resolution. * Develop existing HR team to provide consistent and flawless execution of HR tasks through weekly prioritization, coaching, and direction to Sr. HR Managers. * Conduct quarterly performance reviews with emphasis on execution quality, documentation accuracy, and data integrity. * Ensure Sr. HR Managers deliver high-quality operational outputs (e.g., scorecards, IDPs, performance cycle inputs, engagement plans, talent review prep). * Build capability, development, and succession plans for each Sr. HR Manager. * Ensure consistent HR partnership and operational support across all Cirtec Medical sites. * Own governance, updates, and communication of all HR policies. * Oversee annual compliance training programs (ABAC, Anti-Trust, Sanctions, etc.). * Ensure audit-ready documentation and accurate execution of HR processes. * Lead internal and external HR/payroll audits; close findings within 60 days. * Ensure consistent use of HR document repositories across all locations. * Build reliable people data and systems that support decision-making. * Co-own development, accuracy, and reporting cadence of enterprise HR dashboards. * Ensure data accuracy across HR operations, HRIS, and payroll systems. * Optimize HRIS, LMS, and payroll system functionality; lead adoption and end-user training. * Deliver monthly HR Operations reports for HR leadership and Finance. * Identify automation opportunities and system improvements to increase efficiency and reduce manual processes. Must Have: * Bachelors degree required, MBA/Masters preferred * 10+ years of progressive HR operations, HR shared services, or HR functional leadership experience, including 5+ years in manufacturing or industrial environments. * Strong expertise in payroll management, HR compliance, and process standardization. * Experience leading multi-site HR operations in a manufacturing, medical device, or similar environment. * Demonstrated ability to build and mentor high-performing HR teams. * Proficiency with HRIS, payroll systems, and HR process mapping. (ADP preferred) * Strong analytical skills with experience developing dashboards and reporting * A deep knowledge of HR programs and practices, including applicable state and federal employment laws and regulations. * Demonstrated analytical thinking, problem solving and decision-making skills. * Ability to stylistically adapt communication based on audience; ability to listen and understand. * Excellent communication and presentation abilities. Good to have: * Experience in a mid-size or scaling organization with multi-state or global workforce. * Prior experience leading HR transformation or operational effectiveness initiatives. * Knowledge of SOX, HIPAA, FDA/audit environments, or regulated industries. * Bilingual in Spanish * Union experience Competitive market salary from $120,000 to $158,000 per year depending on qualifications and experience. Cirtec Medical Corporation considers for employment and hires qualified candidates without regard to age, race, religion, color, sex, sexual orientation, gender identity, national origin, ancestry, protected veteran or disability status or any factor prohibited by law. Cirtec Medical Corporation and all of its related companies fully endorse equal opportunity for all. Cirtec Medical provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in the job application process. We work to create a culture that is built on innovation, respect, transparency and communication, and hope you take pride in being a member of our team. It is Cirtecs goal to create a great work environment and to keep the company a great place to work. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage. Our benefits include Training and career development, Healthcare and well-being programs including medical, dental, vision, wellness and occupational health programs, Paid Time Off and 401(k) retirement savings with a company match.

Job Title Manager, Talent Management Collaborate with Innovative 3Mers Around the World Choosing where to start and grow your career has a major impact on your professional and personal life, so it's equally important you know that the company that you choose to work at, and its leaders, will support and guide you. With a wide variety of people, global locations, technologies and products, 3M is a place where you can collaborate with other curious, creative 3Mers. This position provides an opportunity to transition from other private, public, government or military experience to a 3M career. The Impact You'll Make in this Role The Talent Management Supervisor role is a pivotal member of the Talent & Performance Management Center of Excellence (COE) within HR's Global Talent organization. This role is responsible for leading and executing the business operational plan for multiple global talent processes. The role will design strategic initiatives to continuously innovate global talent management and talent pool development. Key areas of team oversight include Talent Marketplace, Talent Review, Succession Planning, Performance Management, and Talent Acceleration Programs. The role will utilize, build, refine, and implement progressive and industry-defining talent practices to develop people through various approaches. Key Responsibilities: Operational Leadership: Oversee day-to-day operations with partner organizations, advising HR Leaders on process implementation and ensuring alignment with business objectives. Talent Marketplace: Design and implement a dynamic talent marketplace that aligns with individual career aspirations and company needs, fostering internal mobility and growth; sustain delivery and continuously improve the employee and manager experience over time. Talent Reviews: Refresh and simplify talent review processes to create a consistent, objective, and user-friendly approach, tools, and resources that identify top talent and provide a comprehensive view of 3M's top talent. Succession Planning: Enhance the approach to succession planning, linked to talent reviews, to support both executive and non-executive talent planning, ensuring a robust pipeline of future leaders. Top Talent Programs: Contribute to the design of programs aimed at identifying, developing, and retaining high-potential employees to ensure long-term organizational success and leadership continuity; facilitate nomination processes to ensure stakeholder communication is strategic, timely, and targeted. Performance Management: Support the end-to-end performance management process, utilizing data insights to make informed recommendations and drive continuous improvement. Your Skills and Expertise To set you up for success in this role from day one, 3M requires (at a minimum) the following qualifications: Master's degree or higher in Industrial-Organization Psychology, Organizational Behavior, Human Resources, OR Bachelor's Degree in Industrial-Organization Psychology, Organizational Behavior, Human Resources, and 10 years of experience in Talent Management. AND Seven (7) years of Human Resources experience, with at least some expertise specifically in Talent Management. Additional qualifications that could help you succeed even further in this role include: Talent practice leadership to shape the strategic direction and ongoing delivery of talent management processes, ensuring alignment with 3M's business priorities and talent philosophy. Proven ability to develop talent strategies for the business using organizational data, industry trends, and customer insights. Experience working in multinational environments with global processes and matrix structures. Excellent communication and interpersonal skills with a proven ability to take initiative and build strong, productive relationships at all levels. Skilled in measuring and analyzing success to drive organizational initiatives. Demonstrated history of driving innovation and finding creative solutions that lead to tangible results. Ability to strike the right balance between speed/flexibility and process/compliance. Capability to engage in strategic business matters at both the conceptual and tactical levels. Experience in the design, communication, and delivery of strategic talent frameworks, talent identification, and development programs to ensure a strong and agile succession bench for all leaders and critical roles. Work location: 3M Global Headquarters in St. Paul, MN ( 4 days in office) Travel: May include up to 10% domestic/international Relocation Assistance: May be authorized Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H1B status). Supporting Your Well-being 3M offers many programs to help you live your best life - both physically and financially. To ensure competitive pay and benefits, 3M regularly benchmarks with other companies that are comparable in size and scope. Chat with Max For assistance with searching through our current job openings or for more information about all things 3M, visit Max, our virtual recruiting assistant on 3M.com/careers. Applicable to US Applicants Only:The expected compensation range for this position is $164,612 - $201,193, which includes base pay plus variable incentive pay, if eligible. This range represents a good faith estimate for this position. The specific compensation offered to a candidate may vary based on factors including, but not limited to, the candidate's relevant knowledge, training, skills, work location, and/or experience. In addition, this position may be eligible for a range of benefits (e.g., Medical, Dental & Vision, Health Savings Accounts, Health Care & Dependent Care Flexible Spending Accounts, Disability Benefits, Life Insurance, Voluntary Benefits, Paid Absences and Retirement Benefits, etc.). Additional information is available at: ******************************************************************* Faith Posting Date Range 09/10/2025 To 10/10/2025 Or until filled All US-based 3M full time employees will need to sign an employee agreement as a condition of employment with 3M. This agreement lays out key terms on using 3M Confidential Information and Trade Secrets. It also has provisions discussing conflicts of interest and how inventions are assigned. Employees that are Job Grade 7 or equivalent and above may also have obligations to not compete against 3M or solicit its employees or customers, both during their employment, and for a period after they leave 3M.Learn more about 3M's creative solutions to the world's problems at ********** or on Instagram, Facebook, and LinkedIn @3M.Responsibilities of this position include that corporate policies, procedures and security standards are complied with while performing assigned duties.Safety is a core value at 3M. All employees are expected to contribute to a strong Environmental Health and Safety (EHS) culture by following safety policies, identifying hazards, and engaging in continuous improvement.Pay & Benefits Overview: https://**********/3M/en_US/careers-us/working-at-3m/benefits/3M does not discriminate in hiring or employment on the basis of race, color, sex, national origin, religion, age, disability, veteran status, or any other characteristic protected by applicable law. Please note: your application may not be considered if you do not provide your education and work history, either by: 1) uploading a resume, or 2) entering the information into the application fields directly. 3M Global Terms of Use and Privacy Statement Carefully read these Terms of Use before using this website. Your access to and use of this website and application for a job at 3M are conditioned on your acceptance and compliance with these terms. Please access the linked document by clicking here, select the country where you are applying for employment, and review. Before submitting your application, you will be asked to confirm your agreement with the terms.

Opened in 1964 as the only skilled-care facility in Minnesota exclusively for men, Mission Nursing Home provides care for up to 65 residents who experience a variety of physical and behavioral health issues. Duties include formulating and implementing policies and procedures for the Human Resources Department and recommending policies and practices to management. Continuously promotes a respectful and healthy work environment. Directly supervises employees and carries out supervisory responsibilities in accordance with facility policies and applicable laws. This role is involved in interviewing, hiring, training, compliance, payroll, addressing staff concerns and problem solving. Position Responsibilities Responsible for labor relations provides advice, support and counsel on personnel issues. Develops and administers an effective recruitment program. Meets regularly with mangers to generate ideas and discuss need. Stays continually aware and provides updates of vacancies and status of candidates. Develops and coordinates an effective orientation and onboarding program with the interdisciplinary team. Assists in the preparation of union negations and maintains a professional and respectful relationship with the union and its in-house stewards. Stays current on recent federal, state and case law changes and monitors labor law updates and newsletters for changes and trends that affect HR Proposes updates and administers personnel policies, forms and documents including job descriptions. Educates staff on changes and monitors policies for compliance. Maintains personnel files in accordance with required regulations, laws and HR standard practice guidelines. Works with staff to address concerns, complaints and corrective action plans. Directs payroll processing, ensures compliance with wage regulations and uses payroll data for trending analysis to assist in financial decision making. Process payroll if needed. Oversees the safety program and worker's compensation program. Works closely with the Administrator, Director of Nursing, and Staff Development to bring constant attention to work loss reduction injury programs. Oversees and responds to unemployment claims. Directs benefits administration, enrollment and open enrollment meetings. Oversees the performance review process with supervisors. An active member of the management team, the Quality Assurance (QAPI), safety and other committees as needed and attends manager's meetings. Qualifications Bachelor's degree in Human Resources or equivalent of four to ten years related experience and/or training, or equivalent combination of education and experience. Experience in the administration of benefits and compensation programs. General knowledge of employment laws and practices. Must have the ability to make recommendation to effectively resolve problems or issues, by using judgment that is in consistent with standards, practices, policies, procedures, regulation or government law. An ability and willingness to work in cooperation with other employees to promote a friendly, caring and courteous atmosphere for residents, families and staff. Ability to assist in, initiate and adapt new programs. Ability to maintain confidentiality of matters pertaining to staff and resident information. Good computer skills in a Microsoft Windows environment. Demonstrated skills in database management and record keeping. Effective oral and written communication. Ability to objectively coach employees and management through complex, difficult, and emotional issues. Evidence of the practice of a high level of confidentiality. Excellent organizational skills. Ability to work in an environment which may contain communicable diseases or viruses. These include, but may not be limited to, Hepatitis B, influenza, viral, pneumonia, skin rashes, airborne viruses, contact bacteria etc., and body fluids carrying communicable diseases including HIV. The Employee is responsible for learning and using Universal Precautions. Compensation and Benefits: Range of 65,000 to 80,000 depending of qualifications and experience. Benefits include medical, dental, 403(b) retirement, life insurance, PTO and paid holidays. Mission Statement We provide a home that reaffirms the dignity and self-worth of men, who experience physical or behavioral health challenges, through compassionate, supportive and rehabilitative care.

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting five manufacturing plants and distributions centers. This leader is responsible for leading the HR team and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

The Global Talent and Culture Manager will partner closely with senior leaders, people managers, and employees to embed values-based leadership, scale talent development efforts, and continuously elevate the employee experience across the organization. Salary range $120,000 - 150,000 Tasks and Responsibilities Talent Acquisition Strategy Lead the design and implementation of forward-thinking talent acquisition strategies that align with workforce planning and business growth. Build strong partnerships with business leaders to understand current and future hiring needs across the organization. Oversee use of recruiting technology, analytics, and employer branding to optimize sourcing, screening, and hiring outcomes. Ensure a consistent and engaging candidate experience, promoting the organization as an employer of choice. Responsible for talent acquisition at levels 3 and 4 Organizational Development & Talent Management Develop and lead strategic talent development programs to support employee growth and leadership readiness across all levels. Oversee the succession planning framework to identify and prepare high-potential talent for key roles. Collaborate with business leaders to identify skill gaps and define learning strategies to address capability needs. Leverage learning technologies (e.g., LMS, e-learning) to deliver scalable and data-driven programs. Track and report talent development KPIs to evaluate program effectiveness and ROI. Establishes programs for the 70-20-10 rule; in proportion.70% being from real-life experiences 20% being from social learning 10% being from learning Collaborates with Trelleborg group on L & D activities as a portion of the L & D development Establishes and executes across the organization roll calibration alignment across positions to ensure team members are being viewed with the same criteria in terms of performance based metrics Ensures new manager onboarding to talent management Leadership & Stakeholder Engagement Serve as a strategic advisor to the VP, HR and executive leadership on talent initiatives and workforce trends. Lead, mentor, and develop a high-performing team of talent professionals. Build collaborative relationships with hiring managers, HR business partners, and external partners such as universities and industry groups. Provide coaching and guidance on talent practices, interviewing, and employee development. Employer Brand & Diversity Strategy Drive initiatives to strengthen the organization's employer brand through storytelling, digital campaigns, and community engagement. Champion diversity, equity, and inclusion in recruitment and development efforts. Represent the organization at talent and HR leadership forums, industry conferences, and professional events. Culture and Community Oversees execution of employee engagement survey and pulse checks to ensure progress is being made across the organization, monitoring problem areas Builds a framework for like role communities; Ie. Engineering; sales; etc for colleagues to share best practices and a community to share Assists with the integration of acquisitions into the business area to ensure culture alignment and execution of talent development and management Compliance & Reporting Ensure all recruiting and development activities comply with employment laws and regulations. Maintain accurate documentation and generate regular reports on key performance indicators. Lead audit readiness and maintain high standards for data integrity and governance. Manages the specific projects assigned to them, with the assistance of senior staff members at the direction of the team. Acts as integral member of their department's group, in support of their defined department and TMS Company mission, vision, values, and goals. Shares professionally related talents with colleagues or staff within the company. Performs all other duties and responsibilities that are reasonably assigned from time to time by the employer or its designated representative. Education and Experience Bachelor's degree in Human Resources, Business, Organizational Development or a related field required. Minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role overseeing both talent acquisition and development functions. Demonstrated success in developing and executing enterprise-wide talent strategies. Strong knowledge of recruitment tools, performance management systems, and learning platforms. Excellent interpersonal, communication, and leadership skills. Proven ability to lead teams, manage change, and influence at all levels of the organization. Both domestic and international travel is required to work with business leaders across our globally growing organization. Expect a minimum of 25% but as will all BA wide position travel can flow depending upon business needs

Full-time Description Description About us: People Serving People is the largest and most comprehensive emergency shelter for families experiencing homelessness in Minnesota and a dedicated leader in homeless prevention. If you want to help transform communities and see families thrive, the People Serving People is the place for you. What do we need: This position is responsible for HR Operations, People Development Systems, and Project Management within Human Resources. This role reports to the Chief People and Culture Officer and supervises 2-3 HR team members. The ideal candidate for this role has a background and experience in HR, has worked in a high functioning organization, and embodies the values of People Serving People. Responsibilities Lead HR Operations across the organization, ensuring compliance, timely execution of payroll and benefits, and efficient administration of all HR operations systems. Serve as the key partner to the finance and operations team. Employment Compliance: Ensure compliance with all relevant employment laws such as FLSA, FMLA, ADA and OSHA. Payroll and Benefits: Oversee payroll and benefits administration across People Serving People, including supervising staff members who play a role in payroll and benefits administration. Report Analysis: Analyze quarterly reports based on key performance indicators for the Human Resources department and make recommendations based on data with a commitment to continuous improvement. People Development: Serve as the lead project manager for people development systems implementation. In all aspects of projects, foster an equitable, inclusive, success-oriented, compassionate, accountable, and continuous learning environment within PSP. Professional Development Calendar: Oversee the ongoing professional development calendar for all PSP staff on an annual cycle. Ensure compliance with state and federal professional development requirements. Invest in the development of managers. Headcount Planning: On an annual cycle, lead the process to determine and assess the need for additional staff and/or consultants. Project manage succession planning and retention planning by department. Project manage leadership team members to make appropriate recommendations based on standard guidance across the organization Performance Management: Project manage performance reviews as well as cycles of informal feedback across the organization. Staff Survey Administration: Administer and analyze twice annual staff surveys to determine areas of strength and areas for growth in the organizational culture. Provide recommendations to leadership based on the analysis. Project Management: Working with PSP's Chief People and Culture Officer, manage a variety of finite and ongoing projects related to human resources work. Strategic Planning: Assist PSP's Chief People & Culture Officer, CEO, COO, and senior leadership with short- and long-term organizational and strategic planning related to areas of HR subject matter expertise. Onboarding and Offboarding: Project manage onboarding and offboarding of PSP team members. Other: Perform other duties and administer other projects as assigned by the Chief People and Culture Officer. Define project scope, goals and deliverables that support business goals in collaboration with senior management Develop and continually update full-scale project plans and associated communication documents Communicate project expectations to team members and stakeholders in a timely and clear fashion Consult with project stakeholders on an ongoing basis Estimate the resources and participants needed to achieve project goals Set and continually manage project expectations with team members and other stakeholders Plan, schedule, and track project timelines, milestones, and deliverables using appropriate tools Identify and manage project dependencies and critical path Develop and deliver progress reports, proposals, requirements documentation, and presentations Proactively manage changes in project scope, identify potential crises, and devise contingency plans Enforce project standards Conduct project after-action reviews and create a recommendations report for each completed project in order to identify successful and unsuccessful project elements Supervisory Responsibilities: Supervise 2-3 HR staff members including an HR manager and HR specialist. Pay and Benefits: $91,000 - $113,000 Full-Time, Monday through Friday, from 8:00 a.m. - 4:30 p.m. Medical, dental, and vision insurance available. Company-paid life and disability insurance. 401(k) with employer contribution at 6 months. 40 days of PTO per year as accrued. Reduced cost parking or metro pass. Cellphone reimbursement. Reduced childcare rates. 12 weeks of paid parental leave. Financial wellness benefit. The chance to make a real difference in the community. Requirements Education and Experience Required: Bachelor's degree in Human Resources / Related Field or HR Certification (SHRM-CP, SHRM-SCP, SPHR or PHR). Minimum of 5 - 7 years' experience or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job. Experience with HR administration or implementation in a high functioning organization. Please make sure to answer the two screening questions below. What do you believe are the most important conditions for people to learn and grow within an organization? Please respond in 200 words or less. (required) Please share your experience working with human resources in 200 words or less. (required) Salary Description $91,000 - $113,000

Players Health Talent Community At Players Health, we are on a mission to create the safest and most accessible environment for athletes to play the sports that they love. This is not only our mission, but also our promise to sports. A promise we will not break. There are over 50 million youth athletes playing sports in the US and they are counting on us to ensure that the environment that they are coming into not only accepts them for who they are, but fills them with encouragement, love, inspiration, and so much more. Players Health is a VC-backed, mission-driven, sports technology platform providing digital risk management services, reporting tools and insurance products to sports organizations to comply with the changing athletic environment and responsibilities. Our Core Values We cannot achieve our mission without having a strong culture. We believe that at the core of a strong culture is a shared set of values. The values that we hold true and look for our employees to embrace are as follows: Lead with Mission: Our mission always comes first. If we stay on mission as an organization, then we believe we will be successful in our professional and personal lives. Go Beyond: We're not satisfied with just "good enough" - we go above and beyond to achieve awesome results that impress and inspire. Operate like Owners: We believe in operational excellence. We take ownership of our work and approach every task with a sense of pride, responsibility, and commitment to excellence. We don't just rent our roles - we own them and strive to make a lasting impact. Virtue First: From the big decisions to the small details; honesty, integrity, and transparency are the bedrock of our culture and the foundation for everything we do. Service: We live to serve others with humility, empathy, and kindness. We put our customers, colleagues and community first, and always strive to exceed their expectations with a smile. Join Our Talent Community At Players Health, we are always looking to connect with passionate, mission-driven individuals who want to make a difference in the world of sports. Whether your expertise lies in technology, insurance, operations, customer success, or another area, we'd love to hear from you. By joining our Talent Community, you're letting us know that you believe in our mission and want to be considered for future opportunities as they arise. While we may not have an immediate opening that aligns with your background, we encourage you to submit your resume and share a bit about yourself. If and when a role becomes available that matches your skills and experience, we'll be in touch. Please Note: Due to the volume of interest we receive, we may not be able to respond to every submission. However, we sincerely appreciate your interest in Players Health and your commitment to creating a safer world for athletes. Players Health is committed to building a diverse and inclusive work environment. We are proud to be an equal opportunity employer and welcome all applicants regardless of race, color, religion, creed, gender, sexual orientation, marital status, gender identity, national origin or ancestry, age, citizenship, disability, pregnancy, veteran status, or any other basis protected by applicable law.

Old National Bank has been serving clients and communities since 1834. With over $70 billion in total assets, we are a regional powerhouse deeply rooted in the communities we serve. As a trusted partner, we thrive on helping our clients achieve their goals and dreams, and we are committed to social responsibility and investing in our communities through volunteering and charitable giving. We continually seek highly motivated and talented individuals as our people are critical to our success. In return, we offer competitive compensation with our salary and incentive program, in addition to medical, dental, and vision insurance. 401K, continuing education opportunities and an employee assistance program are also included in our benefit suite. Old National also offers a variety of Impact Network Groups led by team members who are passionate about driving engagement, creating awareness of diverse backgrounds and experiences, and building inclusion across the organization. We offer a unique opportunity to join a growing, community and client-focused company that is firmly rooted in its core values. Responsibilities This role will promote, support and maintain HR compliance best practices and governance while ensuring adherence to relevant local, state, and national employment laws and regulations and in accordance with Old National Bank's culture, purpose and values, Code of Conduct, strategies and other enterprise policies and guidelines. This role functions as both a subject matter expert and a key partner across HR and other partners across the organization. The role provides high-level HR guidance and serves as a strategic advisor on compliance matters. Salary Range The salary range for this position is $81,700 - $165,100 per year. Final compensation will be determined by location, skills, experience, qualifications and the career level at which the position is filled. Key Accountabilities Stay up to date on existing and proposed federal, state, and local employment laws, assessing their impact within ONB footprint to ensure company practices remain current and compliant Review handbook policies and assigned HR procedures providing recommendations for updates and changes Build and maintain strong relationships with key stakeholders to drive alignment on compliance strategies. Partner with HR leadership, Legal, and other departments to ensure compliance with evolving regulations. Lead the assessment, planning, and implementation of new compliance initiatives. Develop and maintain policies, procedures, and documentation to support HR compliance. Manage assigned projects to ensure initiatives meet company needs and regulatory deadlines. Work closely with outside counsel to ensure ONB's VISA process is compliant with federal requirements and review VISA documentation to ensure it is current and up to date; engage other areas of the HR team as needed Conduct assessments and develop mitigation strategies for HR compliance-related challenges. Review compliance training regularly, providing recommendations for updates and changes; May provide training and guidance to managers on compliance topics, ensuring best practices are understood and followed. Lead cross-functional collaboration to implement HR compliance solutions effectively. Monitor and evaluate HR compliance initiatives, applying lessons learned to future projects. Support Heightened Standards at Old National Bank Conduct regular HR audits to ensure compliance with internal policies and external regulations. Maintain a compliance dashboard and other reporting to identify and mitigate risk, suggesting and implementing best practices, to track key compliance metrics and initiatives. Oversee the preparation and submission of Equal Employment Opportunity (EEO) and Affirmative Action (AA) reports to ensure compliance with federal, state, and local requirements and anti-discrimination laws and regulations. Partner on team member matters, ADA/FMLA escalations, Ethicspoint reviews, and workplace investigations as needed Perform other duties and special projects as assigned Key Competencies for Position Strategic Thinking & Execution: Focuses on larger, long-term issues and creates plans and strategies. Translates broad strategies into clear objectives and practical application of plans. Anticipates risks and devises contingency plans to manage them. At the highest levels, develops and helps drive a long-term vision that describes how to organization needs to operate now and in the future in a way that translates into clear objectives and practical application of plans. Develops distinctive strategies to achieve and sustain a competitive advantage while focusing the organization on efforts that add significant value. Committed to achieving established goals, overcoming obstacles, and continuously learning to improve performance. Collaboration/Influence: Works interdependently and collaboratively with others to achieve mutual goals. Actively seeks, develops and maintains trusted relationships with others to achieve business goals and objectives. Uses appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifies one's own behavior to accommodate tasks, situations and individuals involved. Navigates Change: Seeks to understand, embrace, model, plan and take steps to help team members and the organization align and navigate through change. At the highest levels, leads change efforts and effectively creates a vision, engaging team members to implement the change to gain their support and commitment, helps team members understand why the change is occurring, continuously sharing information and assessing the adoption of the change while helping others overcome resistance to change. Qualifications and Education Requirements A bachelor's degree or equivalent experience in fields such as HR, employment law, compliance, leave management, etc. HRCI/SHRM HR Certification desirable 10+ years of experience in HR Compliance, employment law, employee relations, or employee investigations with demonstrated success partnering with team members and leadership across an organization Strong knowledge of HR compliance, employment laws, and regulatory requirements. Strong analytical and problem-solving abilities Experience in banking/financial services preferred Demonstrated capacity for gathering and scrutinizing data to identify issues, opportunities, patterns, and sustainable business solutions. Excellent problem-solving skills with the ability to navigate complex compliance issues. Strong project management skills with the ability to manage multiple priorities in a fast-paced environment. Excellent relationship building skills and demonstrated track record of building and sustaining key partnerships across the organization Exceptional communication skills, both written and verbal, with the ability to convey complex information clearly. Ability to build cross-functional partnerships and influence key stakeholders. High attention to detail and strong analytical capabilities. Ability to work under pressure and meet tight deadlines while maintaining accuracy and compliance standards. Proficiency in Microsoft Office (Excel, Teams, Outlook, PowerPoint, Word, etc.). Ability and willingness to work in footprint and in office to contribute to effective communication and collaboration Key Measures of Success/Key Deliverables: Contribute to the Talent team's success through achievement of shared and individual objectives and deliverables. Participate in projects/activities to encourage professional growth and development Old National is proud to be an equal opportunity employer focused on fostering an inclusive workplace and committed to hiring a workforce comprised of diverse backgrounds, cultures and thinking styles. As such, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, status as a qualified individual with disability, sexual orientation, gender identity or any other characteristic protected by law. We do not accept resumes from external staffing agencies or independent recruiters for any of our openings unless we have an agreement signed by the Director of Talent Acquisition, SVP, to fill a specific position. Our culture is firmly rooted in our core values. We are optimistic. We are collaborative. We are inclusive. We are agile. We are ethical. We are Old National Bank. Join our team! We can recommend jobs specifically for you! Click here to get started. If you're qualified for a position but need additional help with the application because of a disability, please email ************************** (This email will respond to accommodation requests only.)

Chief Human Resources Officer - Client Facing Are you looking for something different than your typical internal Chief Human Resources Officer role? Do you love to roll up your sleeves and solve problems for others? Are you looking to advance your career doing work that showcases your expertise? Do you enjoy variety and challenging yourself to learn new things? Would you like the opportunity to work in different industries? If you answered “YES” to these questions, Growth Operators may be the place for you! At Growth Operators: Our purpose is to empower growth for our clients. Our vision is to be the premier finance and human resources advisory firm for growing companies. Our mission is to deploy our collective knowledge and expertise to propel our clients to higher levels of performance. Our clients hire Growth Operators because we are different. Our people are experienced, industry-proven professionals that we call Growth Pros. We provide accounting, finance, human resources and transaction advisory transformation services that empower our clients to create sustainable growth and value, and we approach our work with our sleeves rolled up. Come grow your career with us! We are seeking an experienced human resources professional with prior experience as a Human Resources Executive or Chief Human Resources Officer (CHRO) that is passionate about driving business results for mid-size businesses and delivering high quality client service. This is a critical role for our team. You will be a key asset to our clients by leading engagements that require a variety of skills at the CHRO level as well as leading business development activities for Growth Operators. Establish and develop relationships with clients' executive leadership, external partners, and stakeholders. Provide assessments of our client's current HR function and provide strategic recommendations to the CEO/President and members of the executive team. Provide our clients with leadership, direction, and management of the HR function and team. Manage projects to keep on track and identify opportunities to provide additional value to our clients. Develop HR strategies and programs including organizational effectiveness, employee engagement, learning and development, benefits and compensation, payroll and compliance, talent acquisition, and strategic workforce planning. Manage the processes and procedures for all HR day-to-day responsibilities, leveraging client resources and / or Growth Operators team members as appropriate. Responsible for securing new and repeat business for Growth Operators through participation in business development activities. Must maintain a robust pipeline of leads, present Growth Operators' capabilities to prospective clients, and establish and nurture relationships within the professional community. Maintain knowledge of industry trends and employment legislation and ensure client compliance. Desired Competencies Ability to work in a fast-paced collaborative environment with clients and internal team members Enjoy working with multiple clients in a variety of industries with strong business acumen Excellent organization skills and experience managing multiple competing priorities Sound judgment and decision-making skills Savvy verbal and written communicator Analytical thinker and ability to identify and seek needed information/research skills High level of proficiency with technology, particularly MS Excel, PowerPoint and various HRIS and payroll systems Strong project management skills Required Qualifications Bachelor's degree in human resources, or equivalent 15+ years of progressive human resources related experience, including 5+ in a leadership / management role Must be able to spend substantial time in the Greater Minneapolis-St. Paul, MN area for onsite client work as needed Preferred Experience Master's degree in human resources or related field SPHR GPHR, or SHRM-CP/SCP Background in facilitating and/or leading HR due diligence and integration activities in mergers and acquisitions Prior engagements in consulting or contract work Prior experience engaging in business development activities Experience working with private equity-backed companies Experience with compensation strategy and analysis Position Type/Expected Hours of Work This is a full-time position with some flexibility regarding work schedule and location. FLSA Status: Exempt Work Environment/ Travel The work is performed on-site at client locations, remotely from home, and at Growth Operators' office in downtown Minneapolis. This role routinely uses standard office equipment such as laptop computers and smartphones. Travel is primarily local during the business day; some out-of-town and overnight travel is expected. Benefits/Total Rewards Growth Operators offers a competitive Total Rewards package focusing on your overall wellbeing. We are pleased to offer health benefits, including medical, dental, and vision insurance, 401k with employer match, voluntary disability, life, accident, critical illness, and hospital indemnity insurance, flexible time off programs, employee assistance programs, and additional perks. In addition to the base salary, you will also be eligible to participate in a quarterly incentive program. ABOUT GROWTH OPERATORS : Growth Operators is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. For more information about what it's like to work at Growth Operators, go to ********************************

Job Description Chief Human Resources Officer - Client Facing Are you looking for something different than your typical internal Chief Human Resources Officer role? Do you love to roll up your sleeves and solve problems for others? Are you looking to advance your career doing work that showcases your expertise? Do you enjoy variety and challenging yourself to learn new things? Would you like the opportunity to work in different industries? If you answered “YES” to these questions, Growth Operators may be the place for you! At Growth Operators: Our purpose is to empower growth for our clients. Our vision is to be the premier finance and human resources advisory firm for growing companies. Our mission is to deploy our collective knowledge and expertise to propel our clients to higher levels of performance. Our clients hire Growth Operators because we are different. Our people are experienced, industry-proven professionals that we call Growth Pros. We provide accounting, finance, human resources and transaction advisory transformation services that empower our clients to create sustainable growth and value, and we approach our work with our sleeves rolled up. Come grow your career with us! We are seeking an experienced human resources professional with prior experience as a Human Resources Executive or Chief Human Resources Officer (CHRO) that is passionate about driving business results for mid-size businesses and delivering high quality client service. This is a critical role for our team. You will be a key asset to our clients by leading engagements that require a variety of skills at the CHRO level as well as leading business development activities for Growth Operators. Establish and develop relationships with clients' executive leadership, external partners, and stakeholders. Provide assessments of our client's current HR function and provide strategic recommendations to the CEO/President and members of the executive team. Provide our clients with leadership, direction, and management of the HR function and team. Manage projects to keep on track and identify opportunities to provide additional value to our clients. Develop HR strategies and programs including organizational effectiveness, employee engagement, learning and development, benefits and compensation, payroll and compliance, talent acquisition, and strategic workforce planning. Manage the processes and procedures for all HR day-to-day responsibilities, leveraging client resources and / or Growth Operators team members as appropriate. Responsible for securing new and repeat business for Growth Operators through participation in business development activities. Must maintain a robust pipeline of leads, present Growth Operators' capabilities to prospective clients, and establish and nurture relationships within the professional community. Maintain knowledge of industry trends and employment legislation and ensure client compliance. Desired Competencies Ability to work in a fast-paced collaborative environment with clients and internal team members Enjoy working with multiple clients in a variety of industries with strong business acumen Excellent organization skills and experience managing multiple competing priorities Sound judgment and decision-making skills Savvy verbal and written communicator Analytical thinker and ability to identify and seek needed information/research skills High level of proficiency with technology, particularly MS Excel, PowerPoint and various HRIS and payroll systems Strong project management skills Required Qualifications Bachelor's degree in human resources, or equivalent 15+ years of progressive human resources related experience, including 5+ in a leadership / management role Must be able to spend substantial time in the Greater Minneapolis-St. Paul, MN area for onsite client work as needed Preferred Experience Master's degree in human resources or related field SPHR GPHR, or SHRM-CP/SCP Background in facilitating and/or leading HR due diligence and integration activities in mergers and acquisitions Prior engagements in consulting or contract work Prior experience engaging in business development activities Experience working with private equity-backed companies Experience with compensation strategy and analysis Position Type/Expected Hours of Work This is a full-time position with some flexibility regarding work schedule and location. FLSA Status: Exempt Work Environment/ Travel The work is performed on-site at client locations, remotely from home, and at Growth Operators' office in downtown Minneapolis. This role routinely uses standard office equipment such as laptop computers and smartphones. Travel is primarily local during the business day; some out-of-town and overnight travel is expected. Benefits/Total Rewards Growth Operators offers a competitive Total Rewards package focusing on your overall wellbeing. We are pleased to offer health benefits, including medical, dental, and vision insurance, 401k with employer match, voluntary disability, life, accident, critical illness, and hospital indemnity insurance, flexible time off programs, employee assistance programs, and additional perks. In addition to the base salary, you will also be eligible to participate in a quarterly incentive program. ABOUT GROWTH OPERATORS : Growth Operators is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. For more information about what it's like to work at Growth Operators, go to ********************************

All Job Postings will close at 12:01 a.m. CT on the specified Closing Date (if designated). Working Title: State Prog Admin Manager Sr - HR Service Center HR Manager Institution: Minnesota State System Office Classification Title: State Prog Admin Manager Sr Bargaining Unit / Union: 220: Managerial Plan City: St. Paul FLSA: Job Exempt Full Time / Part Time: Full time Employment Condition: Classified - Unlimited Salary Range: $43.38 - $62.41 Job Description To plan, organize, direct and manage all HR transactional services for the Minnesota State Colleges and Universities, which is comprised of 7 universities, 30 colleges, and the system office with approximately 16,000 employees. The incumbent is responsible for the design, implementation, and oversight of service center transactional processes and procedures, such as establishment and adherence to enterprise wide common business practices for all HR transactions. The incumbent will provide expertise and consultation on complex issues to the Minnesota State colleges, universities and system office it serves. This position reports to, and is supervised by, the Senior System Director for HR Operations. The incumbent will act with a high level of integrity and autonomy to ensure the HR service center has a structure that provides the HR expertise necessary to effectively serve the enterprise, and will partner closely with the chief human resources officers of each institution served by the service center to ensure the needs of the institutions are being served. Salary Range: $43.38 - $62.41/hourly ($90,577 - $130,312/annually) Minimum Qualifications * Five years of successful and progressively responsible professional experience in human resource management that may include areas such as HRIS, technology, data management, shared services, and payroll or benefits administration. A bachelor's degree may substitute for 1 year of work experience. * Successful experience leading multi-disciplined work team within a dynamic environment, including performance management and customer relationships. * Experience interpreting employment laws, rules, regulations, and personnel agreements sufficient to ensure compliance and mitigate risk. * Ability to effectively interact, negotiate and influence staff at various levels of the organization. Preferred Qualification * Advanced degree with a concentration in Human Resources, organizational development or business related field. * HR certification (e.g., SPHR/PHR and/or SHRM SCP/CP) * Experience managing a remote workforce. * Knowledge of HRIS reporting to ensure the delivery of high-quality HR processes. * Knowledge and experience with MnSCU HRIS Systems. * Ability to mentor and develop HR employees and create a high functioning, diverse team. * Demonstrated ability to make well-informed, timely, and data driven decisions. * Demonstrated ability to effectively conduct HR activities within a public sector, unionized environment. Other Requirements n/a Work Shift (Hours / Days of work) Monday - Friday, 8:00am - 4:30pm Telework (Yes/No) Yes About Minnesota State is committed to attracting, retaining, and developing talented employees who serve our 270,000 students each year throughout the state. We have a vibrant and diverse system of 33 colleges and universities with 14,567 dedicated faculty and staff focused on student success. Benefits Information: At Minnesota State, we have a GREAT BENEFITS PACKAGE! Our generous benefits include 11 paid Holidays, Vacation Time, Sick Time, six weeks of Paid Parental Leave, low cost medical and dental insurance with low deductibles ($250 - $1500), a Pension Plan, 457(b) and 403(b) retirement plans and other retirement investment options, pre-tax medical and dental expense (with roll-over option) and dependent care accounts, employer paid life insurance, short and long term disability, as well as professional development and a tuition waiver program for employees and their dependents, etc. We promote the health and well-being of our employees and take work/life balance seriously. Desired Start Date: 01-14-2026 Position End Date: Open Date: 11-19-2025 Close Date: 12-10-2025 Posting Contact Name: Shane Moore Posting Contact Email: *************************

Job Description At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Join our fast-paced, high-growth, mission-driven cannabis retail company as the Director of Human Resources. This is a hands-on, high-impact, leadership role based in Edina, MN. The Director of Human Resources will work in our corporate headquarters located in Edina. Join the most exciting and fastest growing industry in Minnesota! If you enjoy working with and talking about cannabis, this is the right job for you! Enjoy a fun and collaborative environment with the largest discount on cannabis in the industry! Join our team today and start looking forward to coming to work doing something you love! Key Responsibilities: Strategic HR Leadership Develop and implement HR strategies aligned with company goals and organizational growth Serve as a trusted advisor to executive leadership on workforce planning, org structure, and employee engagement Lead the evolution of HR infrastructure including systems, processes, and policies Compliance & Risk Management Ensure adherence to federal, state, and local labor laws and cannabis regulations Manage employee files, background checks, and training certifications in line with regulatory requirements Lead internal investigations and disciplinary processes as needed Employee Relations and Culture Foster a positive, inclusive, and compliant workplace culture Mediate employee concerns and maintain an open-door communication model Promote employee recognition, retention strategies, and team-building initiatives Benefits, Compensation & Payroll Support Oversee administration of benefits programs (health, dental, 401k, PTO, etc.) Support compensation analysis and ensure fair, competitive pay structures Partner with payroll and finance to ensure accurate, timely processing Performance Management & Training Implement systems for goal setting, feedback, and performance reviews Design and deliver leadership development and compliance training programs Monitor KPIs related to retention, employee satisfaction, and organizational health Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification preferred) 7+ years of progressive HR leadership experience, including experience in regulated industries (cannabis, healthcare, pharma, etc.) Strong knowledge of labor law, HR best practices, and HRIS systems Proven ability to lead across departments and influence executive leadership Excellent communication, conflict resolution, and decision-making skills Experience building HR functions in growth-stage or multi-site organizations a plus Must be at least 21 years of age and eligible to work in the cannabis industry under state law Benefits and Compensation: Pay range of $90,000 - $120,000 annually commensurate with experience Employee discount includes 50% for Iowa medical cannabis card holders Health, Dental and Vision insurance Free Employee Assistance Program (EAP) Paid Sick Leave (PSL) Holiday Pay for anyone working New Years Day, 4/20, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.

Opened in 1964 as the only skilled-care facility in Minnesota exclusively for men, Mission Nursing Home provides care for up to 65 residents who experience a variety of physical and behavioral health issues. Duties include formulating and implementing policies and procedures for the Human Resources Department and recommending policies and practices to management. Continuously promotes a respectful and healthy work environment. Directly supervises employees and carries out supervisory responsibilities in accordance with facility policies and applicable laws. This role is involved in interviewing, hiring, training, compliance, payroll, addressing staff concerns and problem solving. Position Responsibilities Responsible for labor relations provides advice, support and counsel on personnel issues. Develops and administers an effective recruitment program. Meets regularly with mangers to generate ideas and discuss need. Stays continually aware and provides updates of vacancies and status of candidates. Develops and coordinates an effective orientation and onboarding program with the interdisciplinary team. Assists in the preparation of union negations and maintains a professional and respectful relationship with the union and its in-house stewards. Stays current on recent federal, state and case law changes and monitors labor law updates and newsletters for changes and trends that affect HR Proposes updates and administers personnel policies, forms and documents including job descriptions. Educates staff on changes and monitors policies for compliance. Maintains personnel files in accordance with required regulations, laws and HR standard practice guidelines. Works with staff to address concerns, complaints and corrective action plans. Directs payroll processing, ensures compliance with wage regulations and uses payroll data for trending analysis to assist in financial decision making. Process payroll if needed. Oversees the safety program and worker's compensation program. Works closely with the Administrator, Director of Nursing, and Staff Development to bring constant attention to work loss reduction injury programs. Oversees and responds to unemployment claims. Directs benefits administration, enrollment and open enrollment meetings. Oversees the performance review process with supervisors. An active member of the management team, the Quality Assurance (QAPI), safety and other committees as needed and attends manager's meetings. Qualifications Bachelor's degree in Human Resources or equivalent of four to ten years related experience and/or training, or equivalent combination of education and experience. Experience in the administration of benefits and compensation programs. General knowledge of employment laws and practices. Must have the ability to make recommendation to effectively resolve problems or issues, by using judgment that is in consistent with standards, practices, policies, procedures, regulation or government law. An ability and willingness to work in cooperation with other employees to promote a friendly, caring and courteous atmosphere for residents, families and staff. Ability to assist in, initiate and adapt new programs. Ability to maintain confidentiality of matters pertaining to staff and resident information. Good computer skills in a Microsoft Windows environment. Demonstrated skills in database management and record keeping. Effective oral and written communication. Ability to objectively coach employees and management through complex, difficult, and emotional issues. Evidence of the practice of a high level of confidentiality. Excellent organizational skills. Ability to work in an environment which may contain communicable diseases or viruses. These include, but may not be limited to, Hepatitis B, influenza, viral, pneumonia, skin rashes, airborne viruses, contact bacteria etc., and body fluids carrying communicable diseases including HIV. The Employee is responsible for learning and using Universal Precautions. Compensation and Benefits: Range of 65,000 to 80,000 depending of qualifications and experience. Benefits include medical, dental, 403(b) retirement, life insurance, PTO and paid holidays. Mission Statement We provide a home that reaffirms the dignity and self-worth of men, who experience physical or behavioral health challenges, through compassionate, supportive and rehabilitative care. Powered by JazzHR UV6WpnVLut