Human resources business partner jobs in Cranberry, PA - 161 jobs

About Us We are a family-owned Millwork company based in Pittsburgh, PA, proudly rooted in craftsmanship, teamwork, and community. For decades, we've built our reputation on the values that define who we are and how we work: Family, Integrity, Accountability, Respect, and Constant Improvement. Through this commitment, we've earned a national reputation as a leader in the Commercial Architectural Millwork industry. Our team is filled with people who take pride in their work, care about each other's success, and enjoy contributing to projects that shape spaces where people live, work, and gather. If you're looking for a workplace where your voice matters, your growth is supported, and your impact is visible-you'll feel at home here. Summary We're seeking a Human Resources Manager who is passionate about cultivating a positive employee experience and strengthening organizational performance. In this role, you will oversee HR policies, reporting, and internal communications while working closely with leaders across all departments. You'll help shape strategies that support our people, drive engagement, and ensure we continue building a workplace rooted in our core values. Primary Responsibilities Ensure compliance with all federal, state, and local employment laws; update and maintain HR policies to reflect best practices. Partner with senior leadership to design and implement workforce planning, recruitment, retention, and succession strategies. Prepare and oversee documentation for new hires, employment changes, compensation, and benefits. Maintain accurate employee records, recruitment files, reports, and organizational charts. Assess employee needs and recommend policy updates that support a productive and positive work environment. Research compensation benchmarks and regulatory guidelines to inform competitive salary and benefit programs. Oversee HR operations, ensuring clear communication, consistent documentation, and compliance. Manage sensitive employee relations issues and ensure proper handling of confidential information. Administer disciplinary processes and terminations in alignment with policy and legal requirements. Participate in cross-functional meetings to maintain alignment between HR and operational departments. Conduct and manage exit interviews and offboarding to support continuous improvement and smooth transitions. Qualifications & Skills Proven ability to lead, mentor, and develop a team. Advanced experience with HRIS platforms and the ability to optimize system use. Strong decision-making, problem-solving, and analytical skills. Exceptional written and verbal communication abilities. Comprehensive knowledge of labor laws and compliance standards. Ability to interpret data and apply insights to HR strategies. Commitment to fostering diversity, equity, and inclusion. Ability to stay composed and effective under pressure while supporting a team-oriented environment. Proficiency in Microsoft Office Suite and collaboration tools. Excellent time management and organizational skills; able to prioritize multiple responsibilities. Education & Experience Minimum of 5 years of Human Resource management experience required. Bachelor's degree in Human Resources, Business Administration, or related field preferred. SHRM-CP or SHRM-SCP certifications preferred. If you're ready to make a meaningful impact, grow your career, and join a team that truly values its people, we invite you to take the next step. Bring your passion, your ideas, and your leadership-your future is waiting here. Apply today and help us shape the next chapter of our story.

Primary Duties & Responsibilities Strategic HR Support Maintain an effective level of business literacy about the business unit's financial position, plans, culture, and competition to ensure HR strategies are aligned with overall business objectives. This includes workforce planning and calibration aligned with the Annual Operating Plan (AOP) for the business. Serve as the primary strategic partner to the Optical Solutions business, collaborating closely with the VP of Optical Solutions and senior leadership across regions to design and deliver both strategic and tactical HR solutions that enable business success. Collaborate with leadership teams at various sites to streamline leadership expectations, optimize segment-specific HR strategies, and align budgeting and people engagement initiatives across the Optical Solutions BU. Align business objectives with employee and management needs in the designated business unit to foster a culture of accountability, innovation, and collaboration. Partner with Functional and Site HRBPs and HR Centers of Excellence (COEs) to build and implement strategic HR programs and enterprise-wide initiatives that strengthen workforce capability and engagement. Lead strategic workforce planning efforts, identifying current and future talent gaps, succession risks, and capability needs to ensure the organization has the right talent in place for long-term success. Drive organizational design and development, recommending structure and role enhancements that improve agility, scalability, and collaboration across functions. Act as a trusted advisor to business leaders, providing insight and guidance on people strategy, leadership effectiveness, and culture transformation. Champion change management, partnering with senior leadership to plan, communicate, and embed major business changes that enhance organizational effectiveness. Leverage HR analytics and workforce metrics to deliver data-driven insights that influence business decisions and measure the impact of HR initiatives. Shape and sustain a high-performance culture aligned with company values, fostering employee engagement, inclusion and leadership accountability for people outcomes. Talent Management and Development Consult and support all levels of management to build high-performing, diverse, and inclusive teams that align with business goals. Support and execute talent strategies to attract, develop, reward, and retain key talent. Partner with senior business leaders to design and implement succession and development strategies for critical roles. Participate in and support the employee succession planning process to ensure leadership continuity and readiness. Provide leadership coaching to enhance management capability and employee experience. Data Utilization and Analysis Utilize workforce data and analytics to identify talent trends, opportunities, and risks, and recommend strategic interventions. Collaborate with HR teams to analyze trends and metrics, designing data-informed programs, policies, and solutions that drive organizational performance. Monitor key HR KPIs (turnover, engagement, DEI, performance) and present actionable insights to leadership. Employee Relations and Engagement Partner with management and employees to enhance work relationships, morale, productivity, and retention. Act as a liaison for employees seeking assistance with leave management, HRIS systems, or workplace concerns. Collaborate with Site HR Partners to manage and resolve employee relations issues effectively and equitably. Lead efforts to improve employee engagement and organizational culture, ensuring alignment with company values and business objectives. Talent Acquisition and Onboarding Support full-cycle talent acquisition processes including recruitment, interviewing, selection, and hiring to ensure alignment with talent strategy. Coordinate and enhance new hire orientation and onboarding programs to strengthen engagement and retention. Partner with Shared Services to manage new hire data, job changes, and personnel records accurately and efficiently. Performance Management and Compliance Oversee and coordinate performance management cycles, including reviews, OTR's (org talent reviews), merit increases, and goal-setting to ensure equity and consistency through robust calibration sessions with leaders. Conduct thorough and objective investigations of employee issues and partner with in-house counsel to mitigate legal risk and ensure compliance with all regulations. Develop and maintain succession plans for key positions to safeguard leadership continuity. Ensure HR practices are compliant with company policy, employment law, and ethical standards. General HR Support Provide guidance, support, and direction to the Site HRBP in Saxonburg and other HR partners as needed. Perform other related duties and special projects assigned to support HR and business objectives. Education & Experience Bachelor's degree at a minimum. Master's preferred; preferably in Human Resources Management, or related field. 8+ years of relevant experience or equivalent combination of education and work experience. Working knowledge of multiple human resource disciplines, including compensation practices, talent acquisition, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws PHR/SPHR or HRCI certification preferred. Bachelor's degree required; Master's degree strongly preferred - ideally in Human Resources Management, Business Administration, Organizational Development, or a related field. Minimum of 8+ years of progressive HR leadership experience, with demonstrated success as a strategic business partner in complex, matrixed organizations. Proven working knowledge of multiple HR disciplines, including compensation strategy, talent acquisition, organizational design, employee and labor relations, diversity and inclusion, performance management, and federal and state employment laws. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Lean Six Sigma Green Belt or Black Belt certification preferred; demonstrated ability to apply continuous improvement methodologies to streamline HR processes, enhance efficiency, and drive measurable business outcomes. Strong capability in data analytics, HR metrics interpretation, and translating insights into strategic recommendations that inform leadership decision-making. Exceptional consultative, interpersonal, and influencing skills with the ability to partner effectively with senior executives and cross-functional teams in a global environment. Skills Excellent organizational skills and attention to detail. Ability to retain absolute confidentiality of personnel issues/information. Strong Proficiency with Microsoft Office; especially Excel. Problem solving skills. Familiarity with standard HR concepts, practices, and procedures. Familiarity with HRIS software systems (Oracle Fusion a plus). Excellent time management skills with a proven ability to meet deadlines. Demonstrate knowledge of local employment laws and regulations. Excellent communication (both verbal and written) and interpersonal skills, to include conflict resolution. Proven ability to effectively interact with all levels of the workforce. Working Conditions This position is required to have a regular presence of 5 days a week in the Saxonburg office. Occasional onsite support may ne needed for the off shifts. Travel while rare may be up to 5%. Prolonged periods of sitting at a desk and working on a computer. Minimal lifting up to 20lbs. Safety Requirements All employees are required to attend scheduled training, follow the site EHS procedures and Coherent Corporate EHS standards. This includes the use of proper protective equipment (PPE) as required by the job responsibilities. Managers will ensure that all safety and environmental procedures are followed consistently. They will ensure that risk assessments are performed, proper training, work instructions, required PPE is available, and will monitor compliance. Quality and Environmental Responsibilities Depending on location, this position may be responsible for the execution and maintenance of the ISO 9000, 9001, 14001 and/or other applicable standards that may apply to the relevant roles and responsibilities within the Quality Management System and Environmental Management System. Culture Commitment Ensure adherence to company's values (ICARE) in all aspects of your position at Coherent Corp.: Integrity - Create an Environment of Trust Collaboration - Innovate Through the Sharing of Ideas Accountability - Own the Process and the Outcome Respect - Recognize the Value in Everyone Enthusiasm - Find a Sense of Purpose in Work Coherent Corp. is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. If you need assistance or an accommodation due to a disability, you may contact us at ****************************** .

What We Believe Something extraordinary happens when every individual in a business knows their voice is heard, their commitment is valued, and their contributions make a difference. That's why the experts at Compass are passionately committed to fueling these fundamental employee needs every day. Focused on maximizing organizational performance, we partner with leadership teams to underscore purpose, drive engagement, and create a routinely rewarding work experience. What We Do We provide both outsourced and project-based partnerships to our clients that range from start-up organizations to global organizations with more than 30,000 employees in every industry including sports, academia, technology, manufacturing, professional services, performing arts, and healthcare. We approach the employee experience holistically using proven techniques and customized best practices to maximize organizational performance. Who We Seek We are seeking an exceptional Executive HR Strategy Consultant to join our team. This role is focusing on high-impact strategic advisory, specialized expertise, and book of business development. The ideal candidate is a seasoned Consultant ready to drive the organizational effectiveness of our most complex clients through world-class HR support, leadership development, coaching, and facilitation. This is a full-time role with up to 30% travel for onsite client visits and attendance at networking/business development events. Candidates in major metro cities highly preferred. In This Role You Will Lead outsourced, consultative delivery services to clients in all aspects of training and development, talent strategy, compensation, benefits administration, employee relations, performance management, employee engagement, organizational change, compliance, and HR technology. We do not expect craft expertise in all areas. Translate business strategies into people and organizational priorities by leading the discussion with business leaders; apply and align these priorities with organization vision and execution to meet business goals. Collaborate with in-house subject matter experts to implement custom organizational strategies that contribute to the overall success of our clients. Develop customized deliverables for clients to support business strategy and organizational needs. Champion the design and integration of holistic organizational plans and training programs (e.g., talent, structure, culture, total reward programs, process, etc.). Contribute expert advice based on current best practices in the field to fuel growth, retention, and engagement for our clients. What You Need Bachelor's degree required. MBA, Master's degree in a related field, or coursework towards an advanced degree preferred. Minimum ten years of relevant HR, Talent Strategy, and/or Training and Development experience required. Past experience in a Director-level or above role highly preferred. Experience in an HR or training and development consulting role with progressive experience and responsibilities required. PHR, SPHR, SHRM CP/SCP or other relevant certification or work towards this preferred. Ability to thrive in a dynamic work environment with an ever-changing schedule and client base. Ability to work in a remote capacity from home and the ability to know and act on when being onsite (travel) is of value to Compass/the client. Compensation The compensation range for this role is between $135,000-$170,000 base salary, based on experience and specific domain expertise, with opportunity to earn additional bonus incentives. Commitment to Inclusion Our mission is to create work environments where people thrive - all people. We believe embracing, celebrating, and advocating for a diverse and inclusive culture is the right thing to do and essential to all organizations. We champion conversations around diversity, equity, accessibility, and inclusion in all aspects of the employee experience. Our passion is ensuring practices create a culture of dignity and respect. We are a proud equal opportunity employer and strive to be a leader and example of inclusion, diversity, and access.

The Vice President of Human Resources and Compliance plans, directs, and implements policies for all phases of company operations and personnel activities. This position will develop and execute human resources strategy, ensuring continual alignment with the company's mission and core values, and will strive to maintain a positive, equitable, and inclusive workplace culture. The Vice President of Human Resources and Compliance will make strategic recommendations to the Chief Executive Officer, Executive Management, and management teams and provide oversight of the entirety of the employee life cycle, including recruitment and onboarding, performance management, training and development, benefits administration, employee relations, and payroll. This individual will evaluate and make recommendations of benefit programs and compensation structure changes to existing plans. The Vice President of Human Resources and Compliance is also responsible for executing internal auditing processes and assessing program needs to ensure that program compliance objectives and benchmarks are met. This individual will assist the Chief Compliance Officer with all contractual, licensing, and accreditation audit coordination and preparation. Eligibility Requirements To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Must have the ability to manage a 24/7 on-call status. Education and/or Experience Must possess a strong knowledge of employment law, benefits administration, payroll, and recruitment practices. High degree of ethics required. Master's Degree in Human Resources, Business Administration or related field and ten (10) years of related experience required. Five (5) years of progressive human resources experience required. Prior management experience required. HR Certification preferred. Experience working in a criminal justice or human services agency and/or non-profit setting is preferred. Equal Opportunity Employer/Minorities/Female/Protected Veteran Individuals with Disabilities

EmTacq specializes in EMployer Talent ACQuisitions, matching the most qualified candidates with the most competitive positions available. We pride ourselves on not just putting bodies in seats, rather matching professionals to their careers. We are headquartered in the Raleigh / Durham, NC area. However, as a recruiting agency we service companies and candidates across the United States. We are your best source for professional, value driven recruitment services. Job Description Seeking an experienced HR professional for one of our top global clients. This role will lead HR compliance and special projects from the Pittsburgh office and will be responsible for driving and coordinating Projects and Compliance through the entire HR community. Extensive experience managing transformation projects (post merger integration), and compliance matters including nondiscrimination testing, plan filings and tax filings, etc. Proficient with SAP HCM Strong understanding of both federal and state HR laws. This role offers a generous compensation package ($140-155K+ plus 15% bonus) as well as tremendous growth potential. Relocation assistance is available. Qualifications A Degree in Human Resources (advanced degree preferred) At least 8-years of HR Management experience in a large global organization with tenure. Additional Information Equal Employment Opportunity Our client is proud to be an equal opportunity/affirmative action employer. They are committed to attracting, retaining and maximizing the performance of a diverse and inclusive workforce. It is their policy to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, creed, religion, national origin, alienage or citizenship status, age, sex, sexual orientation, gender identity or expression, marital or domestic/civil partnership status, disability, veteran status, genetic information or any other basis protected by law.

Responsibilities of the Head of Human Resources for the US Operations include: • Payroll - Oversees all areas of US payroll processing • Recruiting - Oversees all US-wide recruiting strategies • Compensation - Oversees internal & external compensation offers, analysis for union negotiations, salary survey participation, administering global and local bonus plans • Benefits - Oversees benefits issues delivered via vendors. Oversees government reporting, ERISA committee appeals, analysis for union negotiation strategies. • EEO / Diversity - Functions as US EEO Officer. • HRIS - Provides input into the HRIS global strategy and participates in the development of training materials. • Mobility / Domestic Relocation - Oversees the processing of all US international mobility and domestic relocation activities, including US input into the global mobility strategy. • Separation / Termination - Oversees the analysis of turnover metrics and exit interview process and unemployment vendor management and state appeal processes. Qualifications Candidate must have: - Master's degree in Industrial Relations, Human Resources or related discipline - 15 plus years of progressive experience in the design, development and implementation of world class shared services systems - Experience in an SAP environment and prior experience must include establishing and improving an HR shared services model - Demonstrated capability for setting strategy and leading a change management effort along with experience in continuous improvement and technology upgrades and implementation Additional Information All your information will be kept confidential according to EEO guidelines

Shift4 (NYSE: FOUR) is boldly redefining commerce by simplifying complex payments ecosystems across the world. As the leader in commerce-enabling technology, Shift4 powers billions of transactions annually for hundreds of thousands of businesses in virtually every industry. For more information, visit *************** About the Role As the global HR lead for Shift4's Product & Technology division, this role will be responsible for shaping and executing HR strategies that support our high-performing teams across product management, engineering, and technology functions. The ideal candidate is a trusted advisor, strong negotiator, and strategic influencer with experience supporting global tech organizations. Key Responsibilities Strategic HR Leadership Serve as the primary HR leader and advisor to the Chief Product Officer and Technology leadership team, ensuring alignment between business goals and people strategy. Drive organizational design, workforce planning, and talent strategies to support a high-growth, fast-paced environment. Influence and negotiate with senior leadership on HR initiatives, workforce investments, and change management strategies. Work with local Country HR Leaders, HRBPs and COEs globally to execute on people strategy Talent & Leadership Development Design and implement career paths and development frameworks for Product & Technology teams, ensuring clear growth opportunities and skill development. Provide executive coaching to senior leaders, enhancing leadership effectiveness and team dynamics. Drive succession planning, leadership pipeline development, and high-potential programs for key talent. Retention & Engagement Develop strategies to attract, retain, and engage top technical talent in a competitive market. Partner with business leaders to drive culture, engagement, and change management efforts globally. Lead employee listening strategies, leveraging feedback to drive continuous improvement. HR Execution & Global Strategy Partner with COEs to design and deliver compensation, benefits, and workforce strategies tailored for the Product & Technology org. Ensure a consistent, scalable, and global approach to HR while accounting for local market needs. Lead HR transformation initiatives, integrating new tools and processes to support agility and efficiency. What We're Looking For 10+ years of HRBP experience, with at least 5+ years supporting technology organizations. Experience working in fintech, payments, or high-growth tech companies preferred. Proven ability to influence, negotiate, and drive HR strategy at a global level. Strong background in organizational design, leadership coaching, and workforce planning. Ability to thrive in ambiguity, drive change, and execute in a fast-moving environment. Experience leading global HR initiatives across multiple geographies. Strong data-driven approach, with ability to translate insights into action. Why Join Shift4? High-impact role supporting one of the most critical business functions. Opportunity to shape and scale the Product & Technology organization at a leading public fintech company. Direct exposure to C-level leadership and global strategic initiatives. Fast-paced, entrepreneurial culture with a focus on results. If you're an HR leader with deep tech experience, strategic mindset, and a passion for building high-performing teams, we'd love to hear from you! We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

7,000 Diseases - 500 Treatments - 1 Rare Pharmacy PANTHERx is the nation's largest rare disease pharmacy, and we put the patient experience at the top of everything that we do. If you are looking for a career in the healthcare field that embraces authentic dedication to patient care, you don't need to look beyond PANTHERx. In every line of service, in every position and area of expertise, PANTHERx associates are driven to provide the highest quality outcomes for our patients. We are seeking team members who: Are inspired and compassionate problem solvers; Produce high quality work; Thrive in the excitement of the ever-challenging environment of modern medicine; and Are committed to achieving superior health outcomes for people living with rare and devastating diseases. At PANTHERx, we know our employees are the driving force in what we do. We cultivate talent and encourage growth within PANTHERx so that our associates can continue to explore their interests and expand their careers. Guided by our mission to provide uncompromising quality every day, we continue our strategic growth to further reach those affected by rare diseases. Join the PANTHERx team, and define your own RxARE future in healthcare! Location: Pittsburgh, PA (Hybrid) Classification: Exempt Status: Full-time Reports to: CHRO Purpose Reporting to the Chief Human Resources Officer, the Human Resources Business Partner is an experienced, hands-on business advisor, responsible for the oversight and administration of HR processes and functions including talent management, position design, employee relations, performance management, policy design and training needs and design. Guided by best practices and legal compliance, this role guides management or employees in diverse HR areas, in support of the company's mission and values, directly or through direct reports. The Human Resources Business Partner also collaborates closely with other HR team members and internal stakeholders as needed to action solutions and enhancements to processes, communications and documentation. Responsibilities Partner with leaders to understand business objectives and design HR strategies that enable growth efficiency and culture alignment Provide thought leadership on organization design, change management and workforce planning Influence and coach leaders on leadership effectiveness, team dynamics and talent development Partner with L & D team to strengthen leadership pipelines and enhance employee development programs Drive performance management processes to ensure clear expectations, accountability and continuous feedback Guide manager stakeholders on the development and planning of talent needs, and the design of meaningful jobs descriptions and reporting lines to support effective talent acquisition and operational needs Ensure policy design and review occurs regularly and as needed in response to operational changes or legal and regulatory developments Afford proactive and hands-on employee relations support, effectively addressing concerns and promoting a positive and inclusive work environment Use HR analytics to provide insights, guide decisions and measure impact of HR initiatives Ensure compliance with all employment laws and regulations in a multi-state environment Respond to escalated employee relations matters to provide support for our employees and HRBP, including investigations, risk assessment and conflict resolution In partnership with HR leadership, works on HR-related projects to enhance HR functions and strengthen business partnerships, ensuring alignment with organizational goals Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree is a plus Minimum of seven (7) years of progressive HR experience with experience in strategic HRBP, experience with partnering with IT departments, a plus Demonstrated success in HR within a fast paced, high growth and evolving environment Strategic mindset with the ability to translate business goals into people strategies Demonstrated strengths in critical thinking, emotional intelligence, and the ability to communicate clearly and influence with attention to details Data-driven decision-making skills and proficiency in HRIS analytics tools Superior relationship management skills, including active listening, coaching, and counseling. Strong consultative skills, including relationship building, process mapping, facilitation, and advocacy Creative problem solver with a strong work ethic Current and comprehensive knowledge of employment law, compliance, and HR best practices Work Environment This position operates in a home or professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers and fax machines. Physical Demands While performing the duties of this job, the employee is regularly required to see, talk, or hear. The employee frequently is required to sit; stand; walk; use hands and fingers, handle or feel; and reach with hands and arms. Visual acuity is necessary for tasks such as reading, observing surroundings, or working with various forms of data. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job. Benefits Hybrid, remote and flexible on-site work schedules are available, based on the position. PANTHERx Rare Pharmacy also affords an excellent benefit package, including but not limited to medical, dental, vision, health savings and flexible spending accounts, 401K with employer matching, employer-paid life insurance and short/long term disability coverage, and an Employee Assistance Program! Generous paid time off is also available to all full-time employees, as well as limited paid time off for part-time employees. Of course we offer paid holidays too! Equal Opportunity PANTHERx Rare Pharmacy is an equal opportunity employer, and does not discriminate in recruiting, hiring, promotions or any term or condition of employment based on race, age, religion, gender, ethnicity, sexual orientation, gender identity, disability, protected veteran's status, or any other characteristic protected by federal, state or local laws.

About Eos Energy Enterprises Eos Energy Enterprises, Inc. is accelerating the shift to American energy independence with positively ingenious solutions that transform how the world stores power. Our breakthrough Znyth™ aqueous zinc battery was designed to overcome the limitations of conventional lithium-ion technology. It is safe, scalable, efficient, sustainable, manufactured in the U.S., and the core of our innovative systems that today provides utility, industrial, and commercial customers with a proven, reliable energy storage alternative for 3 to 12-hour applications. Eos was founded in 2008 and is headquartered in Edison, New Jersey. For more information about Eos (NASDAQ: EOSE), visit eose.com. Overall Summary: The Sr. HR Business Partner will serve as a strategic partner to leaders across our corporate functions, including Software Engineering, Information Technology, and other enabling teams. This role is responsible for aligning HR strategies with business objectives to drive talent development, organizational performance and employee engagement. The Sr HRBP will act as a trusted advisor, providing thought leadership and actionable solutions across many functional areas, including benefits, employee relations, training, performance management, onboarding, policy implementation, conflict resolution, recruitment/employment and employment law compliance. Location: Onsite in Pittsburgh, Pennsylvania Responsibilities: Work with business leaders to understand business priorities and translate them into the highest impact work. Provide data-driven recommendations that improve performance, retention, and the overall employee experience. Provide proactive HR support and strategic guidance. Communicate HR and Company policy/processes, including compensation and benefits, ensuring management and staff are informed and in compliance. Provide coaching and guidance to managers on employee engagement, career development, and performance improvement. Collaborate with leaders to design and implement organizational changes, including team structure, role design, and change management support. Act as a liaison between employees and leadership, fostering a culture of open communication, collaboration, and innovation. Execute strategic initiatives, including but not limited to: Talent Review, Merit Review, Strategic Workforce Planning, Performance Management, etc. Support organizational design across assigned groups to effectively structure teams, identify support, skill gaps, and partner with leaders on workforce planning. Participate in interviews and collaborate with leaders on hiring decisions, in partnership with the Talent Acquisition team. Collaborate with leaders on training and talent development initiatives, in partnership with the Learning and Development team. Answer employee questions regarding leaves of absence, benefits, and payroll questions, in partnership with the Payroll and Benefits team. Proactively manage and resolve employee relations issues and conduct investigations, as needed. Perform exit interviews for terminated employees. May respond to unemployment claims or represent company at unemployment compensation hearings. Delivers onboarding and orientation programs, as needed, to set new hires up for success. Other duties as assigned. Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. Master's degree or relevant HR certification(s) (PHR/SPHR, SHRM-CP/SCP) preferred. Eight (8+) or more years of progressive HR experience required, including experience supporting corporate functions. Previous experience with software engineering or technology teams strongly preferred. HR Business Partner experience in a bargaining unit environment strongly preferred. HR Business Partner experience in a manufacturing environment preferred. Workday experience preferred. Knowledge, Skills, and Abilities Ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. Excellent analytical, problem-solving, and communication skills with the ability to thrive in fast-paced, evolving environment. Thorough knowledge and understanding of labor and employment laws (e.g., NLRA, FMLA, Title VII, FCRA, ADA, ADEA, FLSA, HIPAA) and other HR concepts. Proficient in MS Office - Excel, Word, PowerPoint. Ability to listen with both empathy and examination. Ability to communicate clearly and influence all levels of the organization, both verbally and in writing as well as presenting. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Strong business and HR acumen, including strong problem-solving skills, critical thinking, and self-initiative. Travel Local Travel Overnight/North America Travel: Less than 10% Working Conditions Office Environment - Must be able to remain in a stationary position 50% of the time and occasionally move about inside the office to access file cabinets, office machinery, etc. Required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. May be required to exert up to 25 pounds of force occasionally to lift, carry, push, pull or otherwise move objects, including the human body.

Job Title: HR Manager Type: Direct Hire Compensation: $130000 - $150000 annually Contractor Work Model: Hybrid Who will you be working with? In this role, the successful candidate is a strong people leader that will work in close partnership with Wabtec HR, IT leaders, and other impacted stakeholders to define the global HR IT Product Strategy. Tactically, this role is responsible for overseeing, designing and implementing solutions that address the organization's evolving HR business requirements. By driving new opportunities and managing organizational change within the HR function, the candidate will play a key part in supporting critical HR initiatives. Furthermore, this position will represent and integrate these strategic and operational changes within enterprise HR systems. The goal is to ensure seamless alignment and effective support for vital HR efforts throughout the organization. How will you make a difference? The IT Senior HR Manager is responsible for leading, mentoring, and growing a global technical team, as well as defining and managing the associated operational processes required to achieve successful implementations of Client's HR pillar systems. In this role, strong emphasis is placed on managing project scope to avoid unnecessary expansion that could jeopardize timely delivery and distract from the core business objectives. The manager must demonstrate foresight in anticipating challenges and requirements for implementing changes, ensuring the team remains focused on addressing business needs. This position is accountable for delivering successful project outcomes, managing priorities in close collaboration with HR counterparts, and ensuring all initiatives are executed efficiently and effectively. The timely and accurate execution of these initiatives is critical, as they directly impact essential functions such as employee payroll, timekeeping, and compliance, some requirements driven by mergers and acquisitions (M&A) and/or alignment with key compliance requirements and other regulatory obligations. What do we want to know about you? You must have: + Eight (8) years minimum industry experience in Information Technology and/or supporting HR systems and their related data, with a strong preference given to first-hand experience and deep knowledge of at least 3 of Workday modules: payroll, timekeeping, absence, Talent/Performance, T&E, Benefits/Comp, Security, HCM, to name a few. + Bachelor's degree in computer science or "STEM" Majors (Science, Technology, Engineering and Math) or related IT Program Mgmt and HR Systems equivalent experience required + Stated willingness to work non-standard hours/workdays on occasion and as needed to support major implementations and break/fix scenarios that are impacting operations + Stated willingness to travel domestically and internationally to support implementations as needed. Expected annual travel is business needs We would love it if you had: + Deep past/present hands-on Workday experience, certified on named modules + HR-related certifications such as HRIS, Compliance, Payroll, etc. + PMP or Agile Scrum certification(s): Example: Scrum Agile experience leading scrum of scrum teams supporting multiple products and business processes and global regional requirements + Technical management of, or hands-on experience with, Smart Recruiters, UKG, ADP Payroll applications, including experience with EU ADP implementations + Strong understanding of Industry-best HR practices, workflows and processes and how to implement that best within Workday itself + Skilled in preparing and presenting project related information across all levels + Change agent mentality - Proactively learns new processes, identifies opportunities for improvement while promoting their adoption + Demonstrated leadership experience through managing direct reports or experience with regular and dedicated coaching/mentoring + Excellent team player - inclusive and collaborative approach to solve problems and create value for stakeholders. + Highly self-motivated What will your typical day look like? + Manage and lead a staff of exempt employees and contingent sponsorships as well as perform external vendor management. Team size may vary to support business needs + Proactively Identify resource needs and preferred geographic location to achieve goals + Develop, refine and document HR functional team and IT HR teams' respective roles and responsibilities aligned to [ideally] scrum/agile operating rhythms and rituals + Develop and motivate team to create a high performing environment and culture + Monitor and review the performance of staff members, including annual HR cycle activities (i.e. goal setting, performance review(s), employee engagement and growth, hiring process, LEAD Program support, etc.) + Provide leadership and mentoring to ensure clean execution of wing-to-wing HR Implementation projects from design to handoff of aftercare support. Ensure project milestones are achieved + Drive project rigor that may include the required documents such as project charter, RACI, scope, schedule and budget. Ensure team schedules and facilitates stakeholder reviews and obtain required approvals to proceed + Maintain HR Product Strategy and Roadmap documentation, reviewed with senior leadership and stakeholders on a bi-annual basis + Engage and ensure active SME representation in all phases of a project to achieve a successful rollout and adoption. Leverage and follow standardized processes and policies wherever possible + Facilitate the collaboration with other application owners on integrations + Identify product features and associated benefits and collaborate with the Product Owner to drive prioritization discussions with Executive leadership and relevant stakeholders + Engage and maintain relationships with critical stakeholders to ensure common business goals are achieved + Manage budget for HR space; including reviewing the actuals and updating your forecast on a monthly basis; + Manage prioritization of requirements, feature delivery; coordinate cut-over and implementation plans where needed to support team + Other duties as assigned or required for success What about the physical demands of the job? + Regularly remaining in a stationary position, often standing or sitting for prolonged periods + Regularly communicating with others to exchange information + Regularly required to attend meetings in person and virtually using video and audio computer equipment + Regularly repeating motions that may include the wrists, hands and/or fingers, such as typing + Occasionally moving about to accomplish tasks or moving from one worksite to another + Occasionally light work that includes moving objects up to 20 pounds Work Environment: + Employee will be expected to follow hybrid work schedule and lead team by example + The employee will normally work in a temperature-controlled office environment, with frequent exposure to electronic office equipment. + When/if visiting a Wabtec manufacturing site, employee will be required to wear all appropriate personal protective equipment (PPE) that could include steel toed shoes, safety glasses, ear plugs, gloves, hard hat, etc, per site requirements, which also may include the removal of finger rings, use of hair bands, and specific clothing and footwear constraints. System One, and its subsidiaries including Joulé, ALTA IT Services, CM Access, TPGS, and MOUNTAIN, LTD., are leaders in delivering workforce solutions and integrated services across North America. We help clients get work done more efficiently and economically, without compromising quality. System One not only serves as a valued partner for our clients, but we offer eligible full-time employees health and welfare benefits coverage options including medical, dental, vision, spending accounts, life insurance, voluntary plans, as well as participation in a 401(k) plan. System One is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, age, national origin, disability, family care or medical leave status, genetic information, veteran status, marital status, or any other characteristic protected by applicable federal, state, or local law.

Blink Health is the fastest growing healthcare technology company that builds products to make prescriptions accessible and affordable to everybody. Our two primary products - BlinkRx and Quick Save - remove traditional roadblocks within the current prescription supply chain, resulting in better access to critical medications and improved health outcomes for patients. BlinkRx is the world's first pharma-to-patient cloud that offers a digital concierge service for patients who are prescribed branded medications. Patients benefit from transparent low prices, free home delivery, and world-class support on this first-of-its-kind centralized platform. With BlinkRx, never again will a patient show up at the pharmacy only to discover that they can't afford their medication, their doctor needs to fill out a form for them, or the pharmacy doesn't have the medication in stock. We are a highly collaborative team of builders and operators who invent new ways of working in an industry that historically has resisted innovation. Join us! Full-time onsite role in Pittsburgh, PA (Robinson Township) People and Culture Partner, Pharmacy Operations We're seeking a People and Culture Partner to support our rapidly growing Pharmacy Operations team at BlinkRx. Reporting to and partnering closely with the Senior HR Business Partner, this role will coach frontline managers, support core HR processes, and help foster a positive, high-performance culture. BlinkRx is a fast-paced, high-growth company. To thrive here, you must be comfortable with change, adaptable to shifting priorities, and proactive in solving problems. Responsibilities Employee Relations & Compliance Meet regularly with frontline managers, particularly new and junior leaders, to provide coaching and guidance on employee relations, performance management, and day-to-day people issues. Review and approve corrective actions and performance improvement plans in collaboration with the Senior HRBP. Advise managers on documenting and delivering performance and conduct-related feedback. Assist with employee investigations, including gathering documentation, summarizing findings, and escalating issues as needed. Support responses to unemployment claims and other employment-related legal matters in coordination with the Sr. HRBP and legal team. Employee Experience & Operational Support Partner with the People Operations team and external leave vendor to coordinate FMLA, LOA, and accommodation requests. Support new hire onboarding in coordination with People Operations, IT, and Workplace Services. Conduct exit interviews for hourly employees and collect and summarize feedback. Ensure accurate completion of termination forms, checklists, and supporting documentation. Maintain offboarding records and identify potential trends in exit data. Collaborate with Workplace Services to plan and coordinate employee engagement events that enhance the employee experience. People Programs Partner with the Talent Programs and Operations teams to support the annual performance review cycle, calibration sessions, and goal-setting processes. Help drive change management and communication efforts tied to HR programs, org updates, and new initiatives impacting the Pharmacy Operations team. Well versed and familiar with HR metrics and basic data analysis/leveraging data insights to help inform decision-making and proactively identify opportunities for improving performance, engagement, and retention. Qualifications Bachelor's degree in Human Resources, Business, or a related field is required. At least 5 years of HR Business Partner or generalist experience, specifically supporting hourly employee populations. Strong knowledge of employment law, HR policies, and compliance best practices. Experience coaching new and junior managers and navigating basic employee relations issues independently. Excellent communication, problem solving, and documentation skills. Experience in pharmacy or healthcare settings or experience in hyper scaling start ups is preferred Experience operating in a fast-paced, high-growth, and constantly evolving environment. Ability to work independently while building strong, trust-based relationships across teams. Why Join Us: It is rare to have a company that both deeply impacts its customers and is able to provide its services across a massive population. At Blink, we have a huge impact on people when they are most vulnerable: at the intersection of their healthcare and finances. We are also the fastest growing healthcare company in the country and are driving that impact across millions of new patients every year. Our business model not only helps people, but drives economics that allow us to build a generational company. We are a relentlessly learning, constantly curious, and aggressively collaborative cross-functional team dedicated to inventing new ways to improve the lives of our customers. We are an equal opportunity employer and value diversity of all kinds. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Hiring Company: Delicatessen Services Co., LLC Support the Human Resources function and its objectives for the manufacturing and Distribution facilities. The Associate HRBP will work with the site's teams to foster an employee-centric culture that emphasizes safety, quality, and productivity to achieve business goals/results. In partnership with Operational Management and the HR team, the Associate HRBP will manage the implementation of people-related services, policies, and programs and provide expert subject-matter coaching and advisement to employees and managers. Job Description: Essential Functions * In partnership with the HRBP, provide leadership and direction to site's HR team in the areas of recruiting, new hire orientation, training, employee engagement, employee relations, pay and benefits administration, and HRIS database management. * Responsible and accountable for ongoing talent acquisition, assimilation, and development initiatives for site's employees. * Provide advice and counsel to the leadership and management teams on all people-related and employment matters. * Partner with Operations and L&D to assess needs, plan, and design the training process and program at the plant level as well as monitor program's effectiveness. * Manage employee relations activities, counseling, and grievance resolution to enhance a positive work environment. Conduct incident investigations as needed. * Maintain compliance for EEO reporting and other required audits * Lead and/or support community relations activities * Coordinate and monitor management training in interviewing, hiring, terminations, promotions, performance review, safety, and workplace harassment * Prepare reports and recommend workplace improvement initiatives to reduce absenteeism, turnover, and the enhancement of workplace engagement. * Ensures facility compliance with all applicable Federal, State and Local employment laws. * Perform other duties as required. Education and Experience * Bachelor's degree in Human Resources, Business Management, or related field * HR certification(s) are a plus * Minimum of seven (7) years of HR experience in a fast-paced manufacturing environment * Solid experience with HRIS systems preferred. * Excellent written and verbal communication skills * Solid knowledge of HR related laws, i.e., FMLA, COBRA, EEOC, ADA, etc. * Strong time management and organizational skills. Strong ability to execute, follow through and meet deadlines. * Ability to maintain a high level of confidentiality Additional Responsibilities * Direct and handle multiple tasks. Language Skills * Ability to read, analyze, and interpret complex documents. * Ability to effectively present information and communicate with all levels of management * Must have a strong command of the English Language. Bilingual in Spanish is a plus. Mathematical Skills * Basic math skills required (addition, subtraction, multiplication, and division) Reasoning Ability * Must have the ability to define problems, establish facts, draw valid conclusions, and deal with problems involving several concrete and non-concrete variables. * This position requires the ability to work independently, exercise good judgment, and be proactive. The candidate must also maintain confidentiality to ensure that the integrity of the department is not jeopardized. * Possess practical and technical skills as well as the ability to communicate the department's objectives in a clear and persuasive manner is essential. * The ability to adapt to unforeseen circumstances and the ability to resolve conflict with minimal assistance are required. Certificates, Licenses, and Registration Society for Human Resource Management certification preferred. Physical Demands Commensurate with routine office work. Ability to occasionally work in a cold environment. Able to lift up to 25 lbs. Work Environment This position requires working in an office and manufacturing floor environment with frequent exposure to odor, noise, cold, and chemicals. Location: New Castle, IN Time Type: Full time Department: Human Resources

Are you passionate about fostering a positive and fair workplace? Do you thrive in roles that blend investigative expertise with strategic HR impact? The Office of Human Resources within Carnegie Mellon University is seeking a dedicated Employee Relations Partner to join our People & Organizational Effectiveness team and help shape a culture of trust, transparency, and excellence across our university community. In this role, you will directly influence workplace culture by engaging in meaningful employee relations work, partnering with senior leadership, and implementing initiatives that enhance employee engagement and satisfaction. As an Employee Relations Partner, you will: Lead unbiased investigations into internal staff complaints, documenting findings and collaborating with leadership to implement effective solutions. Serve as a trusted resource and backup for HR Business Partners, addressing workplace concerns promptly and professionally. Partner with the Office of Human Resources and the Office of General Counsel to standardize investigative procedures and improve communication and transparency across the university. Analyze employee relations trends and develop initiatives, training, and presentations to enhance campus culture and climate. Act as an impartial Hearing Officer for select cases, reviewing reports, conducting hearings, and determining appropriate outcomes. Triage and categorize all incoming Ethics Hotline reports, and lead the investigation and resolution process for all reports related to Human Resources matters. Maintain confidential and sensitive communication with employees, ensuring all matters are handled with integrity and care. Other duties as assigned Adaptability, excellence, and passion are vital qualities within Carnegie Mellon University. We are in search of a team member who can effectively interact with a varied population of internal and external partners at a high level of integrity. We are looking for someone who shares our values and who will support the mission of the university through their work. You should demonstrate: Strong Investigative Skills: Conduct fair, methodical investigations; gather and assess evidence; and document findings clearly and accurately. Expertise in Employment Law & HR Policies: Apply federal/state labor laws, university policies, and guidelines to ensure compliance and support informed decision-making. Conflict Resolution & Mediation Abilities: Facilitate productive conversations, help resolve workplace conflicts, and maintain positive relationships. Exceptional Communication Skills: Communicate clearly, professionally, and empathetically across all levels of the organization. Analytical & Critical Thinking: Identify trends, analyze complex issues, and recommend data-driven solutions to enhance the workplace environment. Emotional Intelligence: Navigate sensitive situations with empathy, tact, diplomacy, and objectivity. Collaboration & Influence: Build effective partnerships with HR colleagues, leadership, and legal counsel; influence decisions to achieve positive outcomes. Organizational & Project Management: Prioritize competing demands and deliver employee relations initiatives with accuracy and timeliness. Good Judgment & Decision-Making: Make fair, consistent, and ethical decisions while assessing potential risks and impacts. Training & Advisory Skills: Support managers by mentoring them, addressing employee concerns, and delivering programs that strengthen culture and understanding. Qualifications: Education: Bachelor's degree in human resource management or a related field required; Master's preferred. Experience: 5 to 8 years of professional HR experience, including at least 2 years in employee relations (or equivalent combination of training, education, and experience). Certifications (Preferred): SHRM-CP/SCP or HRCI PHR/SPHR. A combination of education and relevant experience from which comparable knowledge is demonstrated may be considered. Requirements: Successful completion of a pre-employment background check Additional Information: This is a part-time (~22 hours/week) exempt position based in Pittsburgh, PA. Work Posture: This position is currently operating on a hybrid schedule, with an on-campus/in-office presence 3 days/week. Sponsorship: Applicants for this position must be currently legally authorized to work for CMU in the United States. CMU will not sponsor or take over the sponsorship of an employment visa for this opportunity. Carnegie Mellon is not a qualifying employer for the STEM OPT benefit: only the 12-month OPT may be used to work at Carnegie Mellon. Joining the CMU team opens the door to an array of exceptional benefits. Benefits eligible employees enjoy a wide array of benefits including comprehensive medical, prescription, dental, and vision insurance as well as a generous retirement savings program with employer contributions. Unlock your potential with tuition benefits, take well-deserved breaks with ample paid time off and observed holidays, and rest easy with life and accidental death and disability insurance. Additional perks include a free Pittsburgh Regional Transit bus pass, access to our Family Concierge Team to help navigate childcare needs, fitness center access, and much more! For a comprehensive overview of the benefits available, explore our Benefits page. At Carnegie Mellon, we value the whole package when extending offers of employment. Beyond credentials, we evaluate the role and responsibilities, your valuable work experience, and the knowledge gained through education and training. We appreciate your unique skills and the perspective you bring. Your journey with us is about more than just a job; it's about finding the perfect fit for your professional growth and personal aspirations. Are you interested in an exciting opportunity with an exceptional organization?! Apply today! Location Pittsburgh, PA Job Function HR Services and Operations Position Type Staff - Regular Full Time/Part time Part time Pay Basis Salary More Information: Please visit “Why Carnegie Mellon” to learn more about becoming part of an institution inspiring innovations that change the world. Click here to view a listing of employee benefits Carnegie Mellon University is an Equal Opportunity Employer/Disability/Veteran. Statement of Assurance

Primary Office Location:626 Washington Place. Pittsburgh, Pennsylvania. 15219.Join our team. Make a difference - for us and for your future. Senior Human Resources Business Partner Business Unit: Human Resources Reports to: Group Human Resources Business Partner Position Overview: This role leads strategic HR initiatives across the employee lifecycle, including talent strategy, organizational design, employee relations, and performance management. It brings a consultative mindset to partner with senior leaders to influence decision making and align workforce planning and engagement with evolving business needs, ensuring consistency, compliance, and cultural impact. Success requires deep HR expertise, a high level of strategic agility, and data-driven decision-making to influence outcomes and support sustainable organizational effectiveness. Primary Responsibilities: Business Partnering: A strategic advisor to senior leaders, leveraging HR expertise and organizational insight to guide talent deployment and decision-making. Aligns workforce capabilities with business needs through targeted assessment, development, and design. Identifies engagement drivers and cultural dynamics, coaching leaders to build resilient, high-performing teams and lead through change. Employee Relations: Leads high complexity ER matters including employee interviews, investigations, coaching, conflict resolution and formal corrective actions. Provides guidance & leverages influencing skills to support HR compliance aimed at fair, effective and consistent policy administration. Mitigating risk by balancing legal compliance, reputational risk, & organizational values. Talent Management & Development: Partners with leaders to drive effective performance management through feedback, coaching, and recognition. Assesses talent to identify skill gaps and growth opportunities, enabling targeted development. Leads long-range talent strategies that support agility & innovation, aligning workforce plans with future capability needs to build resilient, future-ready teams. Organizational Development & Workforce Planning: Advises leaders on workforce architecture that supports long-term business goals. Leads initiatives in scalable team design, and career pathing to align talent with evolving needs. Uses data-driven insights to guide staffing & role clarity while anticipating future demands. Designs agile organizational models that drive performance & enable growth. Corporate HR Liaison: Partners across HR on talent acquisition, benefits, payroll, compensation, HRIS, metrics, & training to ensure cohesive delivery of programs aligned with business strategy. Contributes to enterprise-wide initiatives with a strategic lens on design and change management. Provides feedback to enhance execution & mentors HR peers to build a high-impact, business-focused HR team. Personal Development & Teamwork: Maintains a forward-looking approach by tracking workforce trends, regulatory changes, and industry innovations to inform strategic HR practices. Participates in project teams with an enterprise impact in either a leadership or member role. Acts as a connector across HR functions. Provides guidance and mentorship for HRBPs and backup support to Group HRBP. Performs other related duties and projects as assigned. All employees have the responsibility and the accountability to serve as risk managers for their businesses by understanding, reporting, responding to, managing and monitoring the risk they encounter daily as required by F.N.B. Corporation's risk management program. F.N.B. Corporation is committed to achieving superior levels of compliance by adhering to regulatory laws and guidelines. Compliance with regulatory laws and company procedures is a required component of all position descriptions. Minimum Level of Education Required to Perform the Primary Responsibilities of this Position: BA or BS Minimum # of Years of Job Related Experience Required to Perform the Primary Responsibilities of this Position: 5 Skills Required to Perform the Primary Responsibilities of this Position: Excellent communication skills, both written and verbal Ability to work and multi-task in a fast paced environment Excellent customer service skills Excellent organizational, analytical and interpersonal skills Ability to use a personal computer and job-related software MS Word - Basic Level MS Excel - Basic Level MS PowerPoint - Basic Level Knowledge of HR related policies, employment law, government regulations and HRIS systems and the ability to apply this knowledge to resolve problems in an effective manner Flexibility to travel Licensures/Certifications Required to Perform the Primary Responsibilities of this Position: Valid Drivers License Physical Requirements or Work Conditions Beyond Traditional Office Work: Frequent driving (car, van, truck) Equal Employment Opportunity (EEO): It is the policy of F.N.B. Corporation (FNB) and its affiliates not to discriminate against any employee or applicant for employment because of age, race, color, religion, sex, national origin, disability, veteran status or any other category protected by law. It is also the policy of FNB and its affiliates to employ and advance in employment all persons regardless of their status as individuals with disabilities or veterans, and to base all employment decisions only on valid job requirements. FNB provides all applicants and employees a discrimination and harassment free workplace.

**Specialty/Competency:** SAP **Industry/Sector:** Not Applicable **Time Type:** Full time **Travel Requirements:** Up to 60% At PwC, our people in business application consulting specialise in consulting services for a variety of business applications, helping clients optimise operational efficiency. These individuals analyse client needs, implement software solutions, and provide training and support for seamless integration and utilisation of business applications, enabling clients to achieve their strategic objectives. In SAP human capital at PwC, you will focus on providing consulting services for SAP Human Capital Management (HCM) applications. You will analyse client requirements, implement HCM software solutions, and provide training and support for seamless integration and utilisation of SAP HCM applications. Working in this area, you will enable clients to optimise their human resources processes, enhance talent management, and achieve their strategic objectives. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to: + Lead in line with our values and brand. + Develop new ideas, solutions, and structures; drive thought leadership. + Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. + Balance long-term, short-term, detail-oriented, and big picture thinking. + Make strategic choices and drive change by addressing system-level enablers. + Promote technological advances, creating an environment where people and technology thrive together. + Identify gaps in the market and convert opportunities to success for the Firm. + Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the SAP Human Capital team you are expected to direct efforts in the implementation of SAP On-Premise or Employee Central Payroll. As a Director you are expected to set the strategic direction and lead business development efforts, making impactful decisions and overseeing multiple projects, maintaining executive-level client relations. You are also expected to provide SAP SuccessFactors product and implementation specialization to clients to achieve defined business outcomes. Responsibilities - Direct efforts in implementing SAP On-Premise or Employee Central Payroll solutions - Provide product and implementation knowledge to achieve defined business outcomes - Set strategic direction and drive business development initiatives - Oversee multiple projects and maintain executive-level client relations - Mentor and develop team members to reach their potential - Foster a culture of innovation and continuous improvement - Maintain adherence to professional and technical standards - Collaborate with clients to understand and meet their needs What You Must Have - Bachelor's Degree - 12 years of experience - Minimum degree: Bachelor's degree or in lieu of a degree, demonstrating, in addition to the minimum years of experience required for the role, three years of specialized training and/or progressively responsible work experience in technology for each missing year of college What Sets You Apart - Directing efforts in implementation of SAP On-Premise or Employee Central Payroll - Providing SAP SuccessFactors product and implementation specialization - Leading entire life-cycle implementations of SAP SuccessFactors - Directing consulting efforts - Functional and technical knowledge of Employee Central, Compensation, Learning Management - Developing and sustaining broad client relationships - Business analysis, requirements gathering, problem analysis, and resolution skills - Advising clients on configuration, documentation, and business solutions - Certification in SAP On-Premise or Employee Central Payroll Learn more about how we work: ************************** PwC does not intend to hire experienced or entry level job seekers who will need, now or in the future, PwC sponsorship through the H-1B lottery, except as set forth within the following policy: *********************************** As PwC is an equal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. Applications will be accepted until the position is filled or the posting is removed, unless otherwise set forth on the following webpage. Please visit this link for information about anticipated application deadlines: *************************************** The salary range for this position is: $155,000 - $410,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. To view our benefits at a glance, please visit the following link: ***********************************

We Are: Accenture is a global professional services company with leading capabilities in digital, cloud and security. Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Interactive, Technology and Operations services-all powered by the world's largest network of Advanced Technology and Intelligent Operations centers. Over 500,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities. Visit us at ***************** . You Are: A transformation maven with the skills to help clients meet the challenges of digitization. Your human superpower? Using your know-how, creativity, and analytical powers to solve clients' most complex business problems to help their companies do more. You're as comfortable leading projects and teams as you are diving into the details of workstreams and configuring Oracle solutions. Or you specialize in one or the other, our practice covers the functional & process side of Oracle as well as the technical development & technical architecture. Additionally, you have communication and people skills to inspire teams to bring their A-game. The Work: + Design and implement Oracle HCM Cloud Core HR. + Work with Client teams to gather and synthesize functional and technical requirements. + Collaborate with cross-functional teams to configure and optimize upstream and downstream HR processes within Oracle HCM, including conversions, integrations, reports, etc. + Provide expertise and guidance, translating requirements into detailed configuration tasks across Workforce Structures, Page Personalization, Security, Approval Workflows, Validation Rules, etc. + Create functional and technical design documents. + Facilitates design workshops for End-to-End Core HR Processes with business stakeholders to understand business requirements; demonstrates understanding of business needs and recommends robust design based on Oracle functionality. + Support the planning and execution of testing cycles, as well as perform cutover activities as required for go-live preparation. + Plan and organize tasks and report progress on the track/deliverables. Travel may be required for this role. The amount of travel will vary from 0 to 100% depending on business need and client requirements. What You Need: + Certified in Oracle HCM Cloud Global Human Resources + Minimum of 5 years of experience in Oracle Cloud HCM with emphasis on Core HR + Minimum of 2 full life-cycle Oracle Cloud HCM implementations + Bachelor's Degree or equivalent (12 years) work experience (If an, Associate's Degree with 6 years of work experience) Bonus Points If: + Have good Cross-Functional exposure to other HCM modules + Experience implementing Redwood Pages and using VBS + You've gained the trust of your clients and partnered with them to deliver large scale implementation projects Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.We accept applications on an on-going basis and there is no fixed deadline to apply. Information on benefits is here. (https://*****************/us-en/careers/local/total-rewards) Role Location Annual Salary Range California $73,800 to $218,800 Cleveland $68,300 to $175,000 Colorado $73,800 to $189,000 District of Columbia $78,500 to $201,300 Illinois $68,300 to $189,000 Maryland $73,800 to $189,000 Massachusetts $73,800 to $201,300 Minnesota $73,800 to $189,000 New York/New Jersey $68,300 to $218,800 Washington $78,500 to $201,300 Requesting an Accommodation Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired. If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at **************** or send us an email or speak with your recruiter. Equal Employment Opportunity Statement We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities. For details, view a copy of the Accenture Equal Opportunity Statement (https://*****************/content/dam/accenture/final/accenture-com/document-3/Accenture-Equal-Employment-Opportunity-Statement.pdf#zoom=50) Accenture is an EEO and Affirmative Action Employer of Veterans/Individuals with Disabilities. Accenture is committed to providing veteran employment opportunities to our service men and women. Other Employment Statements Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States. Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration. Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process. Further, at Accenture a criminal conviction history is not an absolute bar to employment. The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information. California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information. Please read Accenture's Recruiting and Hiring Statement for more information on how we process your data during the Recruiting and Hiring process.

Sr. Human Resource Consultant. Keystone is a community of like-minded independent insurance agencies. We strengthen our agencies to safeguard livelihoods, bolster businesses, and fortify communities. As employees, live our core values every day: We reinforce our agency's autonomy; champion quality with the best resources available; help them grow strategically; carve out clarity from the industry's complexity; and keep our eyes open on what trends are important. Individually and collectively, we develop partnerships based on shared goals. The result? Powerful partnerships that generate prosperity for everyone. With Keystone, that's how independence works better together. As we continue to sustain growth and expand our footprint in more areas, Keystone Insurers Group Risk Management Division has an exciting opportunity for a Sr. Human Resource Consultant. The Senior Human Resources Consultant is responsible for providing HR services to clients by serving as an advisor, implementing HR strategies and resolutions to promote organizational effectiveness and legal compliance. The Senior Human Resources Consultant is responsible for providing HR services to clients by serving as an advisor, implementing HR strategies and resolutions to promote organizational effectiveness and legal compliance. Essential Job Functions: Provide guidance to clients on a variety of human resources issues, including but not limited to, hiring and termination practices, performance management, employee discipline, wage and hour issues, unemployment compensation and compliance with the Family Medical Leave Act as well as with the Americans with Disabilities Act. Prepare and present employee and management training on a variety of human resources topics, including but not limited to, harassment, performance management, discipline, termination and leave of absence management. Perform audits of internal human resource processes and policies to ensure compliance with applicable state and federal law Review and draft employee handbooks as well as one off human resource related policies and procedures Provide onsite client Human Resources support to clients as needed Draft blogs related to human resource issues to be posted on the company's website Manage full lifecycle recruiting process, including, posting, sourcing, interviewing and negotiating offers Actively pursue new clients by promoting ECRM to current clients, keystone partner agencies, and businesses. Stay up to date on all state and federal employment laws that affect the company and its clients. Other duties as assigned Knowledge/Skills/Ability: Compensation design and analysis experience preferred High degree of proficiency MS Office Suite, Outlook, Power Point & Internet applications Strong analytical, problem-solving, and presentation skills Excellent verbal and written communication skills Demonstrated collaborative skills and ability to work well within a team Ability to work with and influence senior leadership Specific Education or Experience: Bachelor's Degree in Business Administration, Human Resources Management or related field required 5-7+ years plus progressive Human Resources' Generalist experience, employee relations & employment law experience required 3+ years' experience recruiting across multiples disciples SPHR or PHR Perferred Keystone Insurers Group offers competitive pay and a robust benefits package including: Major medical insurance Health savings account with a company contribution of $750 or $1,500 depending on benefit level Dental and Vision coverage Safe harbor 401(K) with a 3% company contribution and 100% vesting on your first day of eligibility PTO plan starting at 15 days and 8 paid company holidays Keystone Insurers Group, has cultivated a company culture perfect for independent professionals with mutual respect, open communication, transparency, senior management accessibility, training and growth potential. Keystone is an Equal Opportunity Employer.

Job Description Key functions: Subject matter expert for value chain of HR related initiatives and processes related to factory and employees Supports organizational development consulting, project management, and specialist expertise required for change management and leadership development projects Partners with factory leadership with consulting, project planning, implementation, coaching and people development Consults with HR and factory leadership to identify key areas of focus for the site through needs analysis Implement and support site Ethics and compliance engagement activities to include communication and promotion, training, acknowledgement, disclosure, investigation and follow up. Strategic headcount planning, talent management, workforce development and succession planning. Promotes talent management tools, training, and processes including performance management and development planning. Provides coaching and counsel to leaders and employees on HR programs, policy and procedures, conflict resolution, change management, diversity and inclusion to promote a fair and equitable work environment Assist with coordinating compensation cycle, salary administration programs and annual performance management processes May receive People Services Center escalations for more complex issues related to the site. Labor union negotiation experience required Requirements: Bachelor's degree in Human Resources or related fields 10+ years of previous HR management experience, preferably within a manufacturing environment Comprehensive experience in collective bargaining, union grievances, step discipline, FMLA and STD Someone who is a trusted business partner to the business and employees Ability to communicate clearly, concisely and credibly Self-starting individual who possesses resilience and adaptability to solve problems Critical thinker with strong problem-solving skills and possess the courage to intervene Payroll experience a plus, but not required.

Insight Global's client, a nonprofit organization, is hiring an HR Manager for a full-time, permanent role with a hybrid schedule in Pittsburgh, PA. The ideal candidate will bring expertise in enhancing HR operations, including performance management, SOP development, and departmental efficiency. The HR Manager plays a key role in ensuring compliance with labor laws, leading recruitment and retention efforts, overseeing staff training, and driving employee engagement. This position supports strategic goals while promoting a positive work culture and transparent communication. Reporting to the COO and Director of Administration, the HR Manager also supervises the Training and Development Coordinator and contributes to policy development and performance strategies with a strong equity focus. Core Responsibilities: - Recruitment: Develop hiring strategies, manage job postings, source candidates, and collaborate with hiring teams to meet staffing goals. - Onboarding: Coordinate new hire setup, payroll documentation, policy reviews, and first-week check-ins. - HR Records: Maintain accurate employee files, process payroll updates, and support staff with HR systems. - Training & Development: Assess training needs, deliver HR sessions, support evaluations, and assist with employee satisfaction initiatives. - Employee Relations: Serve as the HR contact for staff concerns, promote morale, resolve conflicts, investigate complaints, and conduct exit interviews. - Special Projects: Provide support to the CEO, COO, and leadership team on ad hoc assignments. We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to ********************.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: **************************************************** Skills and Requirements - Bachelor's degree in Human Resources or a related business field - 5-7+ years of progressive HR experience - Strong knowledge of personnel records and compliance management - Genuine passion and commitment to supporting underserved communities and families - Master's degree and/or HR certification (e.g., SHRM, PHR) - Familiarity with HRIS platforms - Background in public health or nonprofit organizations