Human resources business partner jobs in Flint, MI

Description Tyler Technologies is looking for a HR professional to provide a full range of human resources services. As an HR Business Partner you will formulate consultative partnerships across the HR function to strategically consult and deliver value-added service to leadership and team members that reflects the business objectives of the organization. This position is required to spend 3 days per week in our Troy, Michigan office (hybrid work arrangement). Responsibilities Partner with leadership to identify and develop talent and engagement solutions that reflect and enhance the Tyler culture Partner with the business in developing strategy to identify and address risk, and achieve operational objectives either directly or under the leadership of divisional HR leader Facilitate leadership and succession planning and career development for managers/leaders such as facilitating talent reviews and development plans Support learning and development programs and initiatives and partner with the Talent Development team to identify, create and facilitate programs to support team member development Manage and resolve complex employee relations issues. Conduct internal employee investigations and may provide consultation to more junior team members on complex investigations Analyze surveys and other employment data to identify trends and provide recommendations to divisional and business unit managers and leadership Identify opportunities in internal HR operations for process improvement and efficiencies Consults with divisional and business unit leadership on optimal organizational structure and reorganizations Plans and implements effective change management strategies in partnership with divisional leadership Provide guidance regarding base and variable compensation decisions, pay equity, and administration of the compensation structure including design of new incentive compensation structures Provide interpretation and guidance for Tyler Technologies policies and procedures, as well as federal, state, and international (as needed) laws, regulatory compliance, and other applicable requirements, which may at times include recommendations for new policies or policy updates Model Tyler's Mission, Vision and Values behaviors and mentor employees to do the same May administer processes and programs such as Workers Compensation, Immigration, Leaves of Absence, Affirmative Action, Service Awards, etc. Model Tyler's Mission, Vision and Values behaviors and mentor employees to do the same Responsible for employee accommodation requests and may provide consultation to other team members on complex requests requiring creative solutions. Collaborate on and at times lead divisional as well as Tyler-wide HR projects and initiatives Qualifications Bachelor's degree in Human Resources Management or related field preferred Minimum 5 years human resources experience Expert knowledge of employee relations, human resource management and human resource principles Proven track record of providing business partnership to organizational leadership Strong analytical skills and ability to think strategically Demonstrated ability to use data analytics effectively in guiding the business Expert knowledge of applicable federal, state, and local labor laws and regulations Must have proficient computer skills in Microsoft Office suite, including Excel, Word, and PowerPoint Demonstrate strong interpersonal, communication, collaboration, and organization skills, including the ability to multi-task and present to a variety of audiences including Senior Leadership Working knowledge in each of the functional areas: employee engagement, talent acquisition, performance management, talent acquisition, compensation and benefits, and workforce development

Graco manufactures and markets premium equipment to move, measure, control, dispense and spray a wide variety of fluid and powder materials. What does that mean? Well, we pump peanut butter into your jar, and the oil in your car. We glue the soles of your shoes, the glass in your windows and the screen on your phone. We spray the finish on your vehicle, coatings on your pills, the paint on your house and texture on your walls. Graco is part of your daily life. Where You'll Work - QED Environmental Systems, a subsidiary of Graco, Inc., located in Dexter, MI QED Environmental Systems is the market-leading provider of environmental technology solutions. We design, manufacture and support solutions for groundwater, soil and gas management and detection applications into environmental, industrial and renewable energy markets worldwide. Since our inception, we have been the leading manufacturer of environmental monitoring and remediation equipment. We offer the best and most diverse product portfolio and solutions to our customers. Ready to join us? The Senior Human Resources Business Partner supports the organization by providing strategic and operational HR advice to managers and employees. This position is responsible for delivering people solutions across a range of HR disciplines, including employee relations, performance management, talent management, and organizational development. The HRBP will partner with managers and employees to drive HR initiatives, help foster a positive organizational culture and drive business performance through our people. What You Will Do at Graco: Business Partnership Serve as the primary HR contact for assigned client group(s), providing guidance on workforce planning, performance management, and employee engagement. Coach managers on setting expectations, providing feedback, and driving high performance and team engagement. Monitor HR metrics and trends to proactively address workforce needs. People Planning & Delivery Facilitate the execution of cyclical processes (compensation, performance management, talent & succession planning, etc.) and prioritized initiatives across the assigned client group(s). Lead initiatives around employee engagement, retention, and recognition to enhance the employee experience. Participate in M&A due diligence and integration activity. Support transition and retention plans, facilitate integration activities. Partner closely with COE teams to continually improve process, programs and initiatives with an HRBP lens on behalf of the HR function. Talent & Org Effectiveness Assist in implementing organizational development strategies, including restructuring, job design, and workforce planning. Advise on change management processes to help the organization navigate through transitions or organizational changes. Support employee engagement initiatives by assessing satisfaction levels and recommending actionable improvements and supporting the business to execute. Partner with leaders and other HR Business Partners to ensure effective talent acquisition strategies are in place for assigned business areas. Employee Relations & Workplace Culture Serve as a key advisor to managers and employees on complex HR issues, offering guidance on conflict resolution and workplace concerns. Promptly investigate, document and resolve employee complaints; provide coaching and facilitation as needed. Advise on disciplinary actions and performance management processes to ensure fair treatment and compliance with company policies and employment law. Consult on local compliance requirements in partnership with HR Operations. Local Program Execution Manage full-cycle recruitment and onboarding for factory employees at the site, while partnering with the corporate Talent Acquisition team to support hiring for non-factory positions. Leverage moderately complex reports and dashboards to measure, manage and analyze people and business performance metrics at location and advise on local people & culture plans. Actively participate and contribute to local safety & wellness-related efforts and outcomes. What You Will Bring to Graco: Bachelor's degree in Human Resources, Business or related fields 5+ years as an HR Business Partner, HR Generalist or Talent Partner Deep business acumen. Able to quickly learn a business and support broader business goals with a people lens Strong ability to influence, build relationships and communicate across all levels of an organization Proven experience managing complex employee relations issues and driving change Excellent problem-solving, analytical, and decision-making skills Ability to work through a problem with limited information and to take a problem or situation to the next steps Strong data analytic skills including strength in using AI, Workday/HRIS systems, MS Excel, PowerPoint Familiarity with and solid experience facilitating talent management processes, such as talent reviews and succession planning Accelerators Experience in the manufacturing industry Experience working in a global, matrix environment Applicants must be legally authorized to work in the United States. This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT). At Graco, you truly make a difference. Your unique talents contribute to our organizational growth and future. Not only do you make a difference, but Graco's culture empowers employees to create their own career path. Whether you choose to advance within your current department or explore new opportunities in different divisions, you have the ability to build your future. Our managers are here to provide support and guidance as you continue to grow within your career. Graco has excellent opportunities available to individuals who want to be part of a fast-moving, growing company that is committed to quality, innovation and solving fluid handling problems for our customers. Graco is proud to be named a Best Place to Work by Fortune Magazine in 2016, 2018, 2019, 2021 & 2022. Graco offers attractive compensation, benefits and career development opportunities. Graco's comprehensive benefits include medical, dental, stock purchase plan, 401(k), tuition reimbursement and more. Our company uses E-Verify to confirm the employment and eligibility of all newly hired employees. To learn more about E-Verify, including your rights and responsibilities, please visit ********************* The base pay range for this position is listed below, exclusive of fringe benefits or other compensation. If you are hired, your final base hourly rate will be determined based on factors such as geographic location, skills, competencies, education, and/or experience. In addition to those factors, we will also consider internal equity of our current employees. Please keep in mind that the range provided is the full base salary range for the role. Hiring at or near the maximum of the range would not be typical to allow for future and continued salary growth. $74,100.00 - $129,600.00

A division of Publicis Groupe, Publicis Digital Experience is a network of top-tier agencies designed to develop capabilities and solutions to enable growth and provide scaled access to the digital capabilities of Publicis Groupe in service of our clients. Together, the Publicis Digital Experience portfolio endeavors to create value at the intersection of technology and experiences to connect brands and people. Our model to transform every brand experience will help clients navigate, develop, and activate commerce in a way that will provide them with a future-proof model for modern marketing. With our unique expertise in consumer engagement, CRM, and commerce, Publicis Digital Experience powers brands and empowers people in a new era of creativity. An ever-changing landscape and the need for fluid thinking is just part of our problem-solving nature. Which means we're untethered from any specific medium or method-we go where ideas will work best. We are an expanding network with more than 5,000 employees, with agency brands throughout our global offices. Publicis Digital Experience brands include Razorfish, Digitas, Arc Worldwide, Saatchi Saatchi X, Plowshare, 3Share, and the Publicis Commerce Exchange. Overview The ideal candidate will: * Be a subject matter expert in the HR domain * Partner with HR colleagues and leaders to develop insights and implement people priorities. * Have insight into key organization, commercial and value drivers and the impact on people plans and solutions. * Lead organization-wide programs focused on delivering initiatives that drive employee engagement. * Partner with team and line management and ensure fairness and equity across the organization in the implementation of HR policies and programs. * You will partner with HR CoE's on various projects as they arise. * This may include: HRIS, performance management, enterprise-wide management/leadership initiatives, succession planning, diversity & internal communications. * Talent & Performance Management Lead and address talent and performance management efforts at the business unit level. * Help create and maintain a high-performance culture by assisting with ongoing change, restructuring the organization as necessary, delivering programs that reward and recognize key employee capabilities, behaviors and performance. * Implement and manage the business unit succession planning process and methodology, ensuring integration across other critical people processes. * Act as a talent broker ensuring movement of talent to build individual and organizational capability. * Challenge managers and leaders to adopt a performance-driven culture underpinned by strong performance management capability. Responsibilities Employee Engagement * Anchor the employee engagement efforts for the business unit. * Devise and implement timely and practical interventions by drawing critical insights from the employee engagement survey. * Drive and implements engagement initiatives through outlining key drivers of engagement and their link to organizational performance Coaching Managers/Leaders * Coach and build capability of managers to be effective people leaders * Influence managers/leaders to role model organizational values and behavioral expectations Employee Relations * Develop & implement plans to effectively resolve people/organizational issues as they arise * Manage and resolve ER issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and Epsilon policies * Develop comprehensive guidance for managers and leaders on ER issues and take the lead on resolving complex ER issues that create significant risk to the organization Qualifications Qualifications: * Be future-focused, inquisitive and open-minded; seek out evolving and innovative ways to add value while demonstrating the ability to analyze and understand data and information quickly. * Use information, insights and knowledge in a structured way to identify options, make recommendations and make robust, defendable decisions. * Be prepared to influence effectively by combining commercial and HR expertise to bring value to the organization while collaborating inclusively with peers and stakeholders. * Demonstrate determination, resourcefulness and purpose to deliver the best results for the organization. * Establish and nurture relationships at all levels across the organization and work effectively and inclusively. * Show courage and confidence to speak up skillfully, challenging others even when confronted with resistance or unfamiliar circumstances and lead by example. * Act with integrity, impartiality and independence, balancing functional, organizational and legal parameters. * Understand relevant employment legislation and must be able to exercise judgement and independently determine and take appropriate action within defined HR policies and procedures. * Ability to perform work with minimal direction. Exercises some latitude in determining objectives and approaches to assignment * Must possess conflict management and resolution skills. * Excellent verbal, written and interpersonal communication skills (should be skilled in use of Word, PowerPoint and Excel) Additional information The Power of One starts with our people! To do powerful things, we offer powerful resources. Our best-in-class wellness and benefits offerings include: * Paid Family Care for parents and caregivers for 12 weeks or more * Monetary assistance and support for Adoption, Surrogacy and Fertility * Monetary assistance and support for pet adoption * Employee Assistance Programs and Health/Wellness/Comfort reimbursements to help you invest in your future and work/life balance * Tuition Assistance * Paid time off that includes Flexible Time off Vacation, Annual Sick Days, Volunteer Days, Holiday and Identity days, and more * Matching Gifts programs * Flexible working arrangements * 'Work Your World' Program encouraging employees to work from anywhere Publicis Groupe has an office for up to 6 weeks a year (based upon eligibility) * Business Resource Groups that support multiple affinities and alliances The benefits offerings listed are available to eligible U.S. Based employees, are reviewed on an annual basis, and are governed by the terms of the applicable plan documents. Publicis Digital Experience is an Equal Opportunity Employer. Our employment decisions are made without regard to actual or perceived race, color, ethnicity, religion, creed, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, childbirth and related medical conditions, national origin, ancestry, citizenship status, age, disability, medical condition as defined by applicable state law, genetic information, marital status, military service and veteran status, or any other characteristic protected by applicable federal, state or local laws and ordinances. If you require accommodation or assistance with the application or onboarding process specifically, please contact *****************************. All your information will be kept confidential according to EEO guidelines. Compensation Range: $119,510 - $163,500 annually. This is the pay range the Company believes it will pay for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time. Temporary roles may be eligible to participate in our freelancer/temporary employee medical plan through a third-party benefits administration system once certain criteria have been met. Temporary roles may also qualify for participation in our 401(k) plan after eligibility criteria have been met. For regular roles, the Company will offer medical coverage, dental, vision, disability, 401k, and paid time off. The Company anticipates the application deadline for this job posting will be 01/13/2026. #LI-DJ1

At Norstella, our mission is simple: to help our clients bring life-saving therapies to market quicker-and help patients in need.Founded in 2022, but with history going back to 1939, Norstella unites best-in-class brands to help clients navigate the complexities at each step of the drug development life cycle -and get the right treatments to the right patients at the right time. Each organization (Citeline, Evaluate, MMIT, Panalgo, The Dedham Group) delivers must-have answers for critical strategic and commercial decision-making. Together, via our market-leading brands, we help our clients: + Citeline - accelerate the drug development cycle + Evaluate - bring the right drugs to market + MMIT - identify barrier to patient access + Panalgo - turn data into insight faster + The Dedham Group - think strategically for specialty therapeutics By combining the efforts of each organization under Norstella, we can offer an even wider breadth of expertise, cutting-edge data solutions and expert advisory services alongside advanced technologies such as real-world data, machine learning and predictive analytics. As one of the largest global pharma intelligence solution providers, Norstella has a footprint across the globe with teams of experts delivering world class solutions in the USA, UK, The Netherlands, Japan, China and India. **** We are looking for a talented and passionate Senior HR Business Partner to join the Norstella team and support our dynamic Commercial Global organization. This person will be a strategic partner to the business, working with them to develop and implement plans that align with organizational goals to increase effectiveness and efficiency for the Commercial organization. They will work closely with Commercial leadership to advise on all aspects of HR, including talent management, employee development, and other talent initiatives. **Key duties and responsibilities** + Provide global strategic support and expertise to the whole Commercial Business Unit on organizational design, talent management, change management, and workforce planning. + Collaborate with business unit leaders to provide guidance on organizational and people related strategies. + Partner with Commercial Leaders to build and engage high performing teams. + Engage with finance to ensure close alignment on headcount and compensation. + Support growth and organizational changes by partnering with leadership and talent acquisition on hiring needs and strategies. + Collaborate with the talent acquisition team to ensure effective hiring processes. + Identify training and coaching needs for employees and managers within the business unit. + Advise leadership on succession planning across the organization. + Review the sales policies, processes, rewards and recognition schemes to benchmark and implement the best practices. + Manage change initiatives ensuring appropriate communication and support is provided to managers and employees. + Participate and drive the talent review process in collaboration with managers and leadership. + Support and coach managers on performance management techniques including goal setting, performance appraisals and giving feedback. + Align with Talent Management team to roll out people processes around performance management, compensation, development, etc. + Active involvement in supporting and implementing global HR initiatives. + Utilize data and analytics to develop and implement solutions. + Present reports on metrics, trends and other data relevant to HR. + Perform ad-hoc work and special projects as necessary, to support the growth and retention of talent. + Other duties as assigned. **Key requirements** + Bachelor's degree in HR Management, Business Administration or related degree + At least 8 years of HR experience with at least 5 years' experience performing HR Business Partner responsibilities + Prior experience providing HR support to a commercial/sales organization, at a high-growth company + Ability to analyze data, generate insights and provide recommendations + Excellent verbal and written communications skills + Strong working knowledge of local labor laws and HR practices + Strong leadership skills with the ability to influence and engage stakeholders at all levels of the organization + Strong communication and interpersonal skills, with the ability to build relationships at all levels + Dependable, flexible, and adaptable to new Norstella initiatives and needs + Ability to work independently and collaboratively in a fast-paced, multicultural environment + Dedicated to upholding Norstella's high-quality standards and customer service focus + Strong organizational and problem-solving skills with attention to detail **Our guiding principles for success at Norstella** 01: Bold, Passionate, Mission-First 02: Integrity, Truth, Reality 03:Kindness, Empathy, Grace 04:Resilience, Mettle, Perseverance 05: Humility, Gratitude, Learning **Benefits** + Medical and Prescription Drug Benefits + Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA) + Dental & Vision Benefits + Basic Life and AD&D Benefits + 401k Retirement Plan with Company Match + Company Paid Short & Long-Term Disability + Paid Parental Leave + Open Vacation Policy & Company Holidays _The expected base salary for this position ranges from $135,000to$155,000.It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered. In addition to base salary and a competitive benefits package, successful candidates are eligible to receive a discretionary bonus._ _Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law._ _Sometimes the best opportunities are hidden by self-doubt. We disqualify ourselves before we have the opportunity to be considered. Regardless of where you came from, how you identify, or the path that led you here- you are welcome. If you read this job description and feel passion and excitement, we're just as excited about you._ _All legitimate roles with Norstella will be posted on Norstella's job board which is located at norstella.com/careers. If a role is not posted on this job board, a candidate should assume the role is not a legitimate role with Norstella. Norstella is not responsible for an application that may be submitted by or through a third-party and candidates should proceed with extreme caution if a third-party approaches them about an open role with Norstella. Norstella will never ask for anything of value or any type of payment during or as part of any recruitment, interview, or pre-hire onboarding process. If you are aware of or have reason to believe a job posting purportedly for a role with Norstella is fraudulent or otherwise not authorized by Norstella, please contact the Company using the following email address:_ _[email protected]_ _._ Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law.

The HR Partner serves as an advisor to management on human resources-related matters, anticipates HR-related needs and seeks to develop integrated solutions focused on attracting and enabling talent in the organization. Partnering closely with the leaders, a successful HR Partner will build trusting relationships with the business and across the HR function that deliver value-added service to management and employees that reflect the business objectives of the organization. We look for people focused on delivering the highest quality service to internal and external customers, with professionalism and integrity. Responsibilities: Fosters a culture of performance, feedback and accountability through performance management consultation with leaders and employees. Has an understanding of the tools and processes used to develop talent including talent reviews, rotational programs, career pathing, etc. Partners with Talent Acquisition and Talent Management to ensure the selection/development of the right people for new and existing positions. Drives the change management process to help the business navigate the emotions of change and transition, and ensures alignment and commitment through people, process, structure, recognition and/or culture. Understands the business and how talent management affects results. Approaches problem solving from a business-talent perspective. Builds strong relationships and actively networks within the organization building quality partnerships with people leaders and talent at all levels. Provides day-to-day performance management guidance to people leaders and employees including coaching, counseling and career development. Supports initiatives that enable a positive and inclusive work environment.

The HR Business Partner (HRBP) is focused on strategic partnerships with the Executive Committee and their Executive teams. The HRBP plays a crucial role in driving the achievement of business objectives through innovative HR strategies and practices. Responsibilities: * Partner with Executive Committee and their direct reports to provide strategic HR advice and consultation, aligning HR initiatives with business goals. * Develop and implement workforce engagement strategies and action plans to enhance employee morale, productivity, and retention. * Lead workforce planning efforts to align staffing levels and skills with current and future business needs. * Drive organizational design and development initiatives to optimize structure, roles, and responsibilities for maximum efficiency and effectiveness. * Act as a change agent by supporting organizational change initiatives and ensuring effective change management practices are implemented. * Collaborate closely with HR Centers of Excellence (COEs) to ensure that enterprise-wide initiatives and programs are tailored to meet the specific needs of business units. * Facilitate team development activities and programs to enhance team effectiveness and collaboration. * Collaborate with business leaders to create new roles and refine job descriptions that support business objectives and attract top talent. * Provide leadership coaching and support to Executive Committee and their direct reports to enhance leadership capabilities and drive performance. * Analyze and share people metrics, trends, and insights with business leaders to inform decision-making and drive continuous improvement. * Lead and contribute to enterprise-wide HR projects and initiatives that support organizational goals and enhance overall HR effectiveness. Requirements: * 8+ years of experience in HR business partnering or a similar strategic HR role. * Mortgage experience required. * Proven experience in developing and implementing HR strategies that align with business objectives. * Strong consulting and influencing skills, with the ability to build credibility and relationships with senior leaders. * Excellent analytical and problem-solving abilities, with a data-driven approach to decision-making. * Demonstrated experience in talent management, organizational development, and change management. * Ability to manage multiple priorities and thrive in a fast-paced environment. * HR certification (e.g., SHRM-SCP, SPHR) preferred. * Bachelor's degree in Human Resources, Business Administration, or a related field. Why work for #teamloan Depot: * Aggressive compensation package based on experience and skill set. * Inclusive, diverse, and collaborative culture where people from all backgrounds can thrive. * Work with other passionate, purposeful, and customer-centric people. * Extensive internal growth and professional development opportunities including tuition reimbursement. * Comprehensive benefits package including Medical/Dental/Vision. * Wellness program to support both mental and physical health. * Generous paid time off for both exempt and non-exempt positions. About loan Depot: loan Depot (NYSE: LDI) is a digital commerce company committed to serving its customers throughout the home ownership journey. Since its launch in 2010, loan Depot has revolutionized the mortgage industry with a digital-first approach that makes it easier, faster, and less stressful to purchase or refinance a home. loan Depot enables customers to achieve the American dream of homeownership through a broad suite of lending and real estate services that simplify one of life's most complex transactions. With headquarters in Southern California and offices nationwide, loan Depot is committed to serving the communities in which its team lives and works through a variety of local, regional, and national philanthropic efforts. Base pay is one part of our total compensation package and is determined within a range. This provides the opportunity to progress as you grow and develop within a role. The base pay for this role is between $90,000 and $150,000. Your base pay will depend on multiple individualized factors, including your job-related knowledge/skills, qualifications, experience, and market location. We are an equal opportunity employer and value diversity in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

The HR Partner serves as an advisor to management on human resources-related matters, anticipates HR-related needs and seeks to develop integrated solutions focused on attracting and enabling talent in the organization. Partnering closely with the leaders, a successful HR Partner will build trusting relationships with the business and across the HR function that deliver value-added service to management and employees that reflect the business objectives of the organization. We look for people focused on delivering the highest quality service to internal and external customers, with professionalism and integrity. Responsibilities: Fosters a culture of performance, feedback and accountability through performance management consultation with leaders and employees. Has an understanding of the tools and processes used to develop talent including talent reviews, rotational programs, career pathing, etc. Partners with Talent Acquisition and Talent Management to ensure the selection/development of the right people for new and existing positions. Drives the change management process to help the business navigate the emotions of change and transition, and ensures alignment and commitment through people, process, structure, recognition and/or culture. Understands the business and how talent management affects results. Approaches problem solving from a business-talent perspective. Builds strong relationships and actively networks within the organization building quality partnerships with people leaders and talent at all levels. Provides day-to-day performance management guidance to people leaders and employees including coaching, counseling and career development. Supports initiatives that enable a positive and inclusive work environment.

Job Summary: The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Company's financial position, its midrange plans, its culture and its competition. Supervisory Responsibilities: This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department. Duties/Responsibilities: Responsible for end-to-end recruitment Prepares contract terms for hires, promotions, and transfers Assesses and addresses training and coaching needs Coordinates and evaluates training programs with vendors Offers HR guidance to management Analyzes HR trends and develops policies Resolves complex employee relations and conducts investigations Ensures legal compliance in employee management Provides performance management support (coaching, counseling, discipline) Fosters positive work relationships and retention Interprets and enforces HR policies Completes other assigned HR duties Required Skills/Abilities: Strong verbal, written, and interpersonal communication skills Proven customer service abilities Excellent organizational skills and attention to detail Ability to interpret and apply relevant laws and policies Understanding of organizational structure, roles, and compensation practices Effective time management and deadline adherence Strong analytical and problem-solving abilities Skilled in Microsoft Office Education and Experience: 7-10 years in a similar HR role Proven experience in full cycle recruitment and training program development Knowledge of HR disciplines: compensation, organizational diagnosis, employee relations, diversity, performance management, and relevant employment laws Bachelor's degree in Human Resources or related field required SHRM-CP or SHRM-SCP credential preferred Physical Requirements: Ability to sit at a desk and use a computer for extended periods Able to lift up to 15 pounds We love when our team members are happy and healthy! At National Food Group, you'll have the following benefits and perks: Medical insurance Dental insurance Vision care insurance Group life & voluntary life insurance 401(k) savings plan Flexible savings plan Short-term & long-term disability PTO & PTO buy up Tuition reimbursement Wellness reimbursement Our office work environment: Works in a temperature-controlled office environment. This job requires the ability to perform duties contained in the job description for this position, including, but not limited to, the above requirements. Reasonable accommodations will be made to fulfill these requirements. The above statements generally describe the principal and essential functions of the job but should not be construed as a detailed description of all essential functions that may be inherent in the job. Equal Employment Opportunity National Food Group is an equal opportunity employer. *Please also include your salary requirements when submitting your resume.

Job Description At uBreakiFix, we specialize in fast, reliable electronics repair services for a wide range of devices, including smartphones, tablets, computers, and more. Whether you need a same-day repair for your iPhone, Samsung Galaxy, Mac, iPad, or other electronics, our expert technicians are here to help. In addition to repairs, we also offer high-quality accessories such as phone cases, screen protectors, and chargers. Position Overview: The HR Manager at uBreakiFix plays a critical role in ensuring our people operations run smoothly and effectively. This position is an HR of one, which supports employees and leaders across multiple state store locations by overseeing HR operations, recruitment, onboarding, compliance, benefits, employee relations, and day-to-day HR processes. The HR Manager plays a hands-on role in attracting and hiring top talent, ensuring a seamless new hire experience, managing HR systems, and partnering closely with leaders to foster a positive and compliant workplace culture. Reporting directly to the CEO, this position will be a HR department of one, so it is ideal for an HR professional who thrives in a fast-paced environment, enjoys wearing many hats, and is passionate about helping people grow. This is an on-site position. Why Join uBreakiFix? At uBreakiFix, our teams help people stay connected by repairing the tech that powers their lives. As the go-to HR team member, this individual will support the people who make that mission possible. You'll join a culture that values teamwork, customer experience, and growth - while having the opportunity to shape HR processes that directly impact the business. Competitive Pay: $70,000 - $80,000 depending on experience. Benefits: Paid at 100% by the company- Comprehensive health, vision, dental coverage, etc. Time off: Generous time off and paid holidays. Growth: Professional development opportunities and a culture that supports career advancement. Compensation: $70,000 - $80,000 DOE Responsibilities: HRIS & Data Management: Maintain accurate employee records, manage personnel files, draft and track internal movement letters, provide HRIS support, and ensure compliance with federal and state regulations. Recruitment & Onboarding: Lead full-cycle recruiting for store and corporate positions, oversee pre-employment activities, and deliver a consistent, positive onboarding experience. Payroll, PTO & Leave Administration: Serve as backup for payroll processing, support PTO and timecard management, and administer FMLA, ADA, and state-specific leave programs. Employee Relations & Compliance: Track and review corrective actions, manage unemployment cases and audits, ensure compliance with employment laws, and lead annual EEOC reporting. Benefits & Employee Programs: Coordinate annual open enrollment, manage ongoing benefits administration and the Employee Referral Program, analyze exit survey data, and support handbook and policy updates. Leadership & Employee Support: Provide HR guidance to managers and employees, offer insights to leadership, and complete special projects as assigned by the CEO. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (required). Minimum of 2+ years of HR Manager experience. At least 3 to 5 years of progressive HR experience. SHRM-CP or SHRM-SCP certification (preferred). Proficiency with HRIS and payroll systems, specifically ADP. Strong knowledge of federal and state employment laws: MI, OH, IL, KY, IN, AR. Excellent communication, problem-solving, and organizational skills. Ability to prioritize effectively in a fast-paced, multi-location environment. About Company Why Join UBreakiFix? At ubreakifix, our teams help people stay connected by repairing the tech that powers their lives. You'll join a culture that values teamwork, customer experience, and growth - while having the opportunity to support processes that directly impact the business. Competitive Pay Benefits: Comprehensive health, vision, dental coverage, and paid time off. Growth: Professional development opportunities and a culture that supports career advancement.

Menasha Corporation Employees, please log-in to your Workday account to apply for positions. ABOUT US (AND OUR EXCITING FUTURE) Menasha Corporation is all about possibilities. Our two businesses, Menasha Packaging and ORBIS Corporation, are leaders in their industries, providing corrugated and plastic packaging products and related services to major global companies. Our employees make the difference, proving that great ideas, collaboration and quality turn possibilities into success. Working at Menasha Corporation means that your insights provide cutting-edge solutions for our customers. If you like to make things happen and are passionate about what you do, you're going to want to be here. Join us and become part of the power behind possible. About The Opportunity Manage and oversee all human resources functions at the local site(s) including safety, legal compliance, recruitment, training, compensation, retention activities, benefit administration and labor/management relations.Key Duties and Responsibilities: 1. Maintain effective communication and a positive and inclusive work environment for all personnel; in union facilities, collaborate with the union and management to optimize the implementation of the contract.2. Develop and lead a culture of safety relative to training, monitoring and reporting; administer and mitigate costs for workers compensation claims; serve as plant Safety Representative.3. Serve on the Local Leadership team and maintain productive relationships with other members of the Leadership team; maintain a strong connection with the overall business strategy.4. Design and implement strategies to attract and retain qualified candidates in a cost efficient manner that meets the operational needs of the business; collaborate with staffing agencies and the VMS to ensure flexible staffing needs are maintained, when applicable.5. Champion a culture of continuous improvement within the HR function to proactively identify and resolve opportunities and gaps using CI tools, such as A-3s, kaizens, and standard work.6. Facilitate and train front-line leaders and working leaders to elevate their involvement in implementing a high performance work system; support the operation in providing technical training resources.7. Ensure both hourly and salary compensation systems are appropriate and administered within the facility.8. Administer benefits; assist employees through the on-line benefit selection process; communicate benefit changes; oversee annual benefits enrollment; promote company health and wellness programs; assist with employee benefit questions.9. Ensure compliance of relevant federal, state/provincial, and local laws, as well as Menasha Ethics and other corporate-specific policies and procedures.10. Other duties as assigned Education/CertificationLevel RequiredBachelor's DegreeLevel DesiredMaster's DegreePHR/SHRM-CP CertificationWork ExperienceRequired5-10 years of relevant HR/Safety work experience2-5 years of experience in manufacturing Desired2-5 years of experience in a union setting, if applicable2-5 years of safety and workers comp experience #ORBIS Two companies, one vision. Menasha Corporation consists of two companies that are leading the way to a sustainable future with packaging and supply chain solutions. Founded in 1849 and headquartered in Neenah, Wisconsin, we employ over 7,500 employees in 112 facilities in North America and Europe. Our companies are leading corrugated and plastic packaging manufacturers and supply chain solution providers. Our Menasha Packaging Company is the largest independent provider of packaging and supply chain service solutions in North America, designing, printing, and fulfilling graphic packaging, display and merchandising solutions for over 1,800 brands, both in-store and online. Our ORBIS business believes there is a better way to optimize today's supply chains, with reusable packaging products and services. Reusable containers, pallets, dunnage, bulk systems and metal racks improve the flow product all along the supply chain to reduce costs, enhance profitability and add sustainability. Our products and services are used by global, name-brand companies in the food, beverage, health and beauty, over-the-counter pharmaceutical, industrial, automotive, and electronics industries. Come build an exciting, rewarding career with us, where you'll have opportunities to grow. The possibilities are endless. The power is yours! Menasha Corporation and its subsidiaries and affiliates are equal opportunity employers. All qualified applicants will be provided with equal employment opportunities without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, disability status, or genetic information.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * Supervises the HR Manager, fostering a high-performing, collaborative, and service-oriented team. Provides coaching, mentorship, and professional development opportunities to build team capabilities. Partners with Chief Workforce Development Officer (CWDO) in advancing strategic workforce initiatives and HR departmental goals. * Partners with CWDO to implement HR and workforce strategies aligned with organizational goals. Prepares and delivers reports, metrics, and insights to inform executive decision-making. Champions a culture of continuous improvement and accountability within the HR function and across the organization. * Works closely with the CWDO to develop engaging recruiting techniques and appropriately communicate Staffing Committee approvals to HR Manager. Mentors and develops Recruiting team in the innovative sourcing strategies to attract passive candidates in a competitive labor market. Forecasts staffing needs and identifies talent gaps to support long-term workforce planning. * Leads the creation, revision, and implementation of personnel policies in alignment with legal requirements and organizational values. Communicates policy changes to staff and ensures appropriate training for management and team members. Analyzes and interprets federal, state, and local employment laws, advising managers accordingly. * Serves as a resource to managers and staff for employee grievances, conflict resolution, performance issues, and disciplinary recommendations. Ensures fair and consistent application of HR policies and supports initiatives that foster respect, engagement, and employee recognition. * Directs HR-related training in compliance, onboarding, performance management, and leadership development. Partners with CWDO to support broader learning initiatives such as cultural humility, team dynamics, and strategic organizational development. * Evaluates benefit programs for cost-effectiveness and employee satisfaction in collaboration with finance. Supports compensation strategy by ensuring pay practices are fair, transparent, and aligned with organizational values. * Analyzes incident reports, workers' compensation claims, and unemployment claims. Collaborate with employees, insurance providers, and internal GLBHC Safety staff to ensure appropriate procedures for job-related injuries. Develop systems to monitor and respond to employment-related risk areas, including appeals. * Leads the recalibration activity throughout GLBHC on an annual basis. This includes proactively scheduling meetings with Management to review s and their differences across the organization. * Regularly attend GLBHC standing committee meetings, including, but not limited to Strategic Leadership, Center Manager, Clinical Leadership, Risk Management, and Safety. May occasionally attend the Board of Directors meeting quarterly to provide updates on HR trends. Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for the job. Duties, responsibilities, and activities may change at any time with or without notice. MARGINAL JOB DUTIES * Provides oversight for any proposed research projects by GLBHC employees. * Sponsors and participate in organizational and community events and commemorative programs that promote a respectful, welcoming environment for employees and patients. * Performs other duties as assigned. JOB SPECIFICATIONS * Education: Bachelor's Degree in Business Administration, Human Resource Management, or a related field required. In lieu of degree, at least ten (10) years of relevant experience will be considered. Master's Degree in Business Administration, Human Resource Management, or a related field preferred. * Licensure: SHRM-CP/SHRM-SCP or HRCI Certification preferred. * Experience: Five (5) years of experience as a Human Resources leadership. Previous people-management experience is required. Ten (10) years of experience as a Human Resources Director, with five (5) years of people-management experience is preferred. * Skills: Superb written, verbal, and interpersonal skills; ability to effectively present to large groups of people; effective time management skills; flexible and adaptive in accepting and prioritizing assignments; organized and inspiring team leader is required. Advanced knowledge and experience with Microsoft Word, Excel, PowerPoint, Outlook, Ulti-Pro/UKG, and experience in Benefits Administration software is preferred. * Interpersonal Skills: Creative, self-starter attitude; ability to communicate effectively with various populations; organized and self-directed; team management skills. * Physical Effort: Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently. * Hours of Work: Full-time, flexible, and varied; evening and weekend hours are anticipated. * Travel: Travel is required within the service area with reimbursement provided at the existing rate of the corporation. Out-of-service area travel may be required to attend conferences and training. Reimbursement for expenses provided according to GLBHC policy. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.

This position reports to the Chief Operating Officer and is responsible for directing Human Resource functions and activities across a multi-agency organization. Responsible for insuring that the organization has the right talent and effective mechanisms in place to retain quality staff. Creates a high quality, effective and efficient HR function within the organization.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Supervises the HR Manager, fostering a high-performing, collaborative, and service-oriented team. Provides coaching, mentorship, and professional development opportunities to build team capabilities. Partners with Chief Workforce Development Officer (CWDO) in advancing strategic workforce initiatives and HR departmental goals. Partners with CWDO to implement HR and workforce strategies aligned with organizational goals. Prepares and delivers reports, metrics, and insights to inform executive decision-making. Champions a culture of continuous improvement and accountability within the HR function and across the organization. Works closely with the CWDO to develop engaging recruiting techniques and appropriately communicate Staffing Committee approvals to HR Manager. Mentors and develops Recruiting team in the innovative sourcing strategies to attract passive candidates in a competitive labor market. Forecasts staffing needs and identifies talent gaps to support long-term workforce planning. Leads the creation, revision, and implementation of personnel policies in alignment with legal requirements and organizational values. Communicates policy changes to staff and ensures appropriate training for management and team members. Analyzes and interprets federal, state, and local employment laws, advising managers accordingly. Serves as a resource to managers and staff for employee grievances, conflict resolution, performance issues, and disciplinary recommendations. Ensures fair and consistent application of HR policies and supports initiatives that foster respect, engagement, and employee recognition. Directs HR-related training in compliance, onboarding, performance management, and leadership development. Partners with CWDO to support broader learning initiatives such as cultural humility, team dynamics, and strategic organizational development. Evaluates benefit programs for cost-effectiveness and employee satisfaction in collaboration with finance. Supports compensation strategy by ensuring pay practices are fair, transparent, and aligned with organizational values. Analyzes incident reports, workers' compensation claims, and unemployment claims. Collaborate with employees, insurance providers, and internal GLBHC Safety staff to ensure appropriate procedures for job-related injuries. Develop systems to monitor and respond to employment-related risk areas, including appeals. Leads the recalibration activity throughout GLBHC on an annual basis. This includes proactively scheduling meetings with Management to review s and their differences across the organization. Regularly attend GLBHC standing committee meetings, including, but not limited to Strategic Leadership, Center Manager, Clinical Leadership, Risk Management, and Safety. May occasionally attend the Board of Directors meeting quarterly to provide updates on HR trends. Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for the job. Duties, responsibilities, and activities may change at any time with or without notice. MARGINAL JOB DUTIES Provides oversight for any proposed research projects by GLBHC employees. Sponsors and participate in organizational and community events and commemorative programs that promote a respectful, welcoming environment for employees and patients. Performs other duties as assigned. JOB SPECIFICATIONS Education: Bachelor's Degree in Business Administration, Human Resource Management, or a related field required. In lieu of degree, at least ten (10) years of relevant experience will be considered. Master's Degree in Business Administration, Human Resource Management, or a related field preferred. Licensure: SHRM-CP/SHRM-SCP or HRCI Certification preferred. Experience: Five (5) years of experience as a Human Resources leadership. Previous people-management experience is required. Ten (10) years of experience as a Human Resources Director, with five (5) years of people-management experience is preferred. Skills: Superb written, verbal, and interpersonal skills; ability to effectively present to large groups of people; effective time management skills; flexible and adaptive in accepting and prioritizing assignments; organized and inspiring team leader is required. Advanced knowledge and experience with Microsoft Word, Excel, PowerPoint, Outlook, Ulti-Pro/UKG, and experience in Benefits Administration software is preferred. Interpersonal Skills: Creative, self-starter attitude; ability to communicate effectively with various populations; organized and self-directed; team management skills. Physical Effort: Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently. Hours of Work: Full-time, flexible, and varied; evening and weekend hours are anticipated. Travel: Travel is required within the service area with reimbursement provided at the existing rate of the corporation. Out-of-service area travel may be required to attend conferences and training. Reimbursement for expenses provided according to GLBHC policy. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.

Administration/Director of Human Resources Date Available: January 2026 Closing Date: 12/12/2025 at noon Livonia Public Schools is seeking a highly qualified Director of Human Resources who embodies principled leadership, as well as demonstrates and enhances a collaborative spirit and growth mindset. Leadership of the Livonia Public Schools Human Resources Department is a synergistic collaboration between the Deputy Superintendent and the Director of Human Resources. Together, they guide and support the development and success of all district staff members. This leader creates and contributes to highly functioning work environments that exhibit respect, understanding, and advocacy for all individuals and employee groups. The Director of Human Resources will champion and consistently apply best practices in human resource development and personnel administration throughout the District. The Director of Human Resources reports to the Superintendent of Schools and works collaboratively as a member of the Superintendent's Cabinet. The Director, in conjunction with the Deputy Superintendent, is responsible for myriad aspects of the school district's human resources. The Director of Human Resources is responsible for District personnel operations, including recruiting, hiring, orienting, and supporting personnel; and building the capacity and engagement of each Livonia Public Schools staff member. Essential responsibilities of the role also include the negotiation and maintenance of contracts, processing grievances, counseling, disciplining, and discharging certified and non-certified staff; the supervision and organization of the Human Resources office; and developing and implementing District personnel policies. DISTRICT OVERVIEW Livonia Public Schools employs approximately 1,900 staff members, serving approximately 13,100 pre K - post-secondary students. There are 15 elementary schools, 3 middle schools, 3 high schools, 1 career technical center, 1 early childhood center, and 1 vocational and transition center in the school district. The annual budget for the Livonia Public Schools is in excess of $180 million, with state funding of $10,000 per pupil. MINIMUM QUALIFICATIONS Minimum of a master's degree with graduate study in any of the following: administration, labor relations, human resources, educational leadership; or a juris doctorate, or extensive experience in human or labor relations Visionary and creative leadership that promotes team and community building Exhibits exceptional follow-through and initiative to ensure a high level of responsiveness and engagement with others, including within the department and team A demonstrated commitment to building capacity and enhancing the engagement and well-being of our staff A passionate commitment to high levels of engagement and learning for all students Demonstrated commitment to high expectations for staff interactions with students and colleagues, reflective of the District's Collective Commitments, and ability to hold to account those who do not reflect these standards while ensuring accountability when expectations are not met Highly successful administrative experience at the school, district, or organizational level Experience or knowledge in negotiations, labor relations, contract labor management, interpretation, and compliance preferred Evidence of exhibiting knowledgeable and collaborative problem-solving abilities Demonstrated positive interpersonal relationships Successful experience in interviewing, selecting, supervising, and evaluating teachers and administrators, or other public or private employees Proven ability to engage others in the development of a vision, mission, and collective beliefs within the Department of Human Resources Evidence of ability to establish highly effective working relationships with all levels of employees and union groups, which result in conflict resolution, mutual respect, and collaborative results Respect for and commitment to enhancing a diverse workforce, as well as the ability to create a positive, respectful work climate Superior verbal and written communication skills Ability to administer and supervise the Human Resources Office Ability to maintain a high level of confidentiality MAJOR FUNCTIONS AND RESPONSIBILITIES Champion the District's mission, vision, and collective commitments to make decisions that reflect the District's philosophy that places the needs of children and their education first Build and maintain a collaborative, inclusive, and interactive working relationship with personnel at the district and school levels Administer personnel practices with all staff members, such as, but not limited to, hiring, requests for leaves, promotions, transfers, reassignments, resignations, retirements, approval of additional personal business days, jury duty, secretarial overtime, dock pay, disciplinary procedures, pay adjustment approval, and budget monitoring Participate actively in the Superintendent's Cabinet, contributing to short and long-term planning, collaboration, and leadership decisions Provide leadership in the collective bargaining process for Board negotiating teams with the District's employee groups; gather information and research data in preparation for bargaining, and develop and implement negotiation strategies and policies as directed by the Superintendent and the Board of Education Work with District and union leadership regarding contract implementation, problem resolution, and contract intent resolution Conduct individual conferences and personnel counseling with employees relating to health, discipline, job performance, and interpersonal relations. Administer the due process procedure, represent the District in matters regarding the grievance process and arbitration, and negotiate the resolution of grievances and arbitration concerns with union groups Drive recruitment and onboarding efforts, including all job postings, participation in applicable recruitment events, and organizing/leading New Staff Orientation, and oversight of the New Teacher Academy (mentoring program) to attract and retain top talent Work effectively with appropriate Board committees, respond to individual Board member concerns and questions, attend Board meetings, provide updates to the Board on negotiations, and interact with Board members directly at the direction of the Superintendent Work with the District's legal counsel on matters of human resources and personnel matters Remain updated and knowledgeable about employee benefits for staff, including the fiscal and HR implications of those benefits. Stay current with educational developments, legislation affecting education and/or human resources, and participate in professional organizations Develop and recommend policies and procedures related to human resources and labor relations to the Superintendent Work in collaboration with the Division of Instruction on a meaningful and engaging professional development vision and plan Work closely with Finance and Payroll Departments on financial matters as they relate to staff/staffing, labor relations, benefits, and effective payroll operations Collaborate with Pupil Accounting to ensure the accurate and timely reporting of staff-related data (e.g., FTE, certification, assignments) required for state-mandated student enrollment counts and compliance audits Responsible for and/or assisting with employee handbooks, employee contracts, job descriptions, and other publications related to human resources Assist in ensuring that instructional and administrative staff are properly certified and meet all state and federal guidelines pertaining to certification Administer master agreements and provide training, counsel, and interpretation to administrators and supervisory personnel regarding matters of contract intent, District policies and procedures for human resources, and interpretation of related laws and rules Ensure compliance with Title IX regulations and educate staff on harassment prevention and response Maintain knowledge of, and compliance with, workplace state and federal laws, reporting, and record-keeping requirements Represent the District at unemployment, workers' compensation, EEOC, and other labor and employment-related hearings Perform other duties and assume responsibilities as assigned by the Superintendent PROCEDURES: All applicants, including current LPS employees, must complete and submit an application through Applitrack, which can be accessed through the Livonia Public Schools webpage. All applicants must also upload the following to their online application: A letter of intent addressed to Andrea Oquist, Superintendent of Schools A current professional resume Three current letters of recommendation Copies of educational documents (transcripts/certificates, unless already on file within the district) Applicants must submit required documents by NOON on Friday, December 12, 2025. This posting will remain open until the position is filled. The Livonia Public Schools School District prohibits unlawful discrimination on the basis of race, color, religion, sex (including sexual orientation, gender identity, and/or transgender status), national origin, age, height, weight, marital status, handicap, or disability in any of its educational programs or activities. The following person has been designated to handle inquiries and grievances regarding discrimination based on race, color, religion, sex (including sexual orientation, gender identity, and/or transgender status), national origin, age, height, weight, and marital status-Director of Human Resources, 15125 Farmington Road, Livonia, MI 48154 at **************. The following person has been designated to handle inquiries and grievances regarding discrimination based on handicap or disability-Director of Student Services, 15125 Farmington Road, Livonia, MI 48154 at **************.

Founded by Detroit philanthropists George and Ellen Booth in 1904, Cranbrook Educational Community is one of the world's leading centers of education, science, and art. Comprised of a graduate Academy of Art, contemporary Art Museum, Center for Collections and Research, House and Gardens, Institute of Science, and more than 1,600 students attending our Pre-K through 12 independent college preparatory Schools, Cranbrook welcomes thousands of visitors and students to its campus each year. Critics have called Cranbrook “the most enchanted and enchanting setting in America” and in 1989 it was designated a National Historic Landmark. The campus is located in Bloomfield Hills, Michigan, about 20 miles north of downtown Detroit. For more, please visit our website: ****************** The Chief Human Resources Officer will serve as a strategic partner to the senior leadership team, leading the development and implementation of dynamic HR initiatives that support the mission and objectives of Cranbrook. Reporting to the Chief Operating Officer, this role demands a visionary leader who can champion a positive organizational culture, foster staff development, and drive excellence in HR. Cranbrook has engaged DSG Global for this search. For consideration, please go to: Chief Human Resources Officer - DSG Global

GCG is seeking a Human Resources Director to drive people strategies that deliver business results, foster engagement, and strengthen our inclusive culture. In this high-impact role, you'll partner closely with our Corporate HR team and leaders across the Automation & Factory Solutions (AFS) division. You'll bridge strategic vision with hands-on execution-leading initiatives in workforce planning, talent development, diversity and inclusion, total rewards, and employee relations. You'll collaborate with our Talent Acquisition team to ensure workforce plans are met while overseeing the broader HR spectrum to align programs with both business priorities and employee needs. Reporting directly to the CHRO, you'll not lead development of HR solutions for AFS but also help shape enterprise-wide strategies. This unique vantage point offers the opportunity to make a significant impact at both the business-unit and corporate level. This hybrid role will require bi-weekly onsite work at one of our corporate facilities located in Rochester Hills, MI, Miamisburg, OH, or Chesterfield, MO. What You'll Do Partner with teams across multiple states, both virtually and in person, to provide strategic HR guidance Advise the Operations and Supply Chain teams on all human resources matters Analyze KPI dashboards to guide performance management, recruiting, retention, compensation, and employee engagement strategies Collaborate with the recruiting team to fill open positions promptly Administer HR policies and programs throughout the employee lifecycle Provide support and resolution for employee relations issues while maintaining compliance with laws and company policies Stay current on HR legislation and trends, conducting or creating training as needed Partner with leaders to roll out training, development, and DEI initiatives Serve as a trusted advisor on people-related matters, fostering strong cross-functional relationships Work with leaders to identify trends, implement solutions, and drive engagement and retention Advise managers on performance improvement plans What you'll bring 8+ years in human resources management, including 4+ years in a senior leadership role Bachelor's degree in Business, HR, Organizational Development, or related field (MBA or Master's preferred) Proven experience as a strategic HR business partner, building strong relationships with leaders to influence decisions and drive organizational results Background supporting hourly/non-exempt employees in distribution and/or manufacturing environments Strong collaboration, change management, and leadership skills Analytical, data-driven decision-making capabilities Excellent communication skills, with the ability to connect across diverse audiences Proficiency with Microsoft Office Suite required; experience with ADP Workforce Now preferred What we offer Competitive base salary and annual bonus based on company and individual performance Comprehensive Health Coverage: Multiple medical plan options (CDHP and PPO) to get you the coverage you need Robust Financial Security: Company-paid life and disability insurance, 401(k) with company match, plus options for supplemental critical illness, accident, and hospital indemnity plans Generous Time Off: PTO plan with paid holidays, paid parental leave, and paid compassionate care leave to support personal well-being and family needs Wellness & Support Programs: Employee Assistance Program (EAP), wellness incentives, and telehealth access Extras That Matter: Dental and vision plans, FSAs/HSAs with company contributions, pet insurance, legal services, and ID theft protection for peace of mind An employee-centric company that values and truly appreciates our most important asset: You! About GCG Automation & Factory Solutions GCG Automation & Factory Solutions is dedicated to advancing the growth of automation and factory solutions across key verticals in North America. With a comprehensive product and service offering that spans the entire automation value chain, our customers trust us as a reliable partner to meet their diverse needs. Our strength lies in our deep technical expertise and specialized knowledge of the products we offer. This enables us to support customers in deploying and delivering high-quality, efficient solutions tailored to their specific requirements. Our commitment to providing an exceptional customer experience-marked by responsiveness, reliability, and personalized service-sets us apart as the supplier of choice in the industry. GCG is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. These duties and responsibilities listed above are judged to be "essential functions" in terms of the Americans With Disabilities Act, or ADA. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Furthermore, the above statements are intended to describe the general nature and level of work being performed by a person in this position. They are not to be construed as an exhaustive list of all duties that may be performed by such a person. #LI-Hybrid #LI-AS1

Talent Hiring Manager | Farmers Insurance District 40 Build the Future of Farmers Insurance-One Great Hire at a Time Farmers Insurance District 40 is seeking a proactive and people-focused Talent Hiring Manager to lead our efforts in identifying, engaging, and onboarding top talent for our expanding agency network across Michigan and California. In this role, you'll have a direct impact on district growth by connecting driven professionals to rewarding careers in insurance. About the Role As the Talent Hiring Manager, you'll oversee the complete hiring lifecycle-from sourcing and screening candidates to supporting licensing, onboarding, and placement with agency owners. You'll collaborate closely with district leadership and agency partners to understand staffing needs and ensure every new hire is set up for long-term success. Key Responsibilities Identify, attract, and engage high-quality candidates using platforms like Indeed, LinkedIn, and IdealTraits. Conduct screening calls and initial interviews to evaluate candidate experience, motivation, and fit. Coordinate interviews between candidates, agency owners, and district staff while managing the full hiring pipeline. Monitor candidate progress through licensing, background checks, and onboarding requirements. Maintain organized recruiting dashboards, metrics, and reports to track performance and hiring outcomes. Improve recruiting strategies by enhancing job postings, marketing efforts, and overall candidate experience. What We're Looking For Experience in recruiting, staffing, or talent acquisition (insurance background is a plus, not required). Excellent communication and interpersonal skills, with confidence in leading interviews. Strong organizational and multitasking abilities, with comfort managing multiple pipelines at once. Tech-forward mindset with experience using digital hiring tools, CRMs, and job platforms. Goal-oriented, motivated by performance, and passionate about helping others succeed. Why Join Farmers District 40 Supportive, collaborative, and high-performing team culture. Professional development and advancement opportunities within the district. Competitive compensation structure with performance-based incentives. The opportunity to directly influence district growth by helping shape our next generation of agency leaders.

2025-2026 Plunkett Cooney Laurel F. McGiffert Diversity Equity & Inclusion Diversity Scholarship Active law school students are invited to apply for the 2025-2026 Plunkett Cooney Laurel F. McGiffert Diversity Equity & Inclusion Scholarship. This year, the firm will award three (3) $2,500 diversity scholarships to the individuals who submit the most compelling essays in response to the firm's prompt. There is no cost to apply. See below for details. Application Period Opens: Monday, December 1, 2025 Application Deadline: Friday, January 30, 2026, 5:00 pm Eligibility: Any student currently enrolled in an ABA-credited law school Essay Prompt: Describe a situation where you had to confront your own biases or privileges. How did this experience change your worldview and how do you see it impacting your career in the law. Essay Requirements: Maximum of two pages, double-spaced, 12-point font, PDF format How to Submit: Submit your essay response to the above prompt along with your verification of law school enrollment, resume and background information via our scholarship application website, which can be accessed by clicking here. Questions? Contact Jennifer Barczak at **************; *************************** Plagiarism Notice: It is understood that plagiarism is never acceptable, and that one's original work should always be presented in academic and business pursuits. To this end, applicants are advised that Plunkett Cooney will utilize online plagiarism and AI tracking tools as part of its essay review process. Award Notification: Scholarship winners will be contacted by Friday, February 27. At approximately the same time, the firm will issue a press release to publicly congratulate the scholarship recipients. About Plunkett Cooney: Established in 1913, Plunkett Cooney is one of the Midwest's oldest and most accomplished law firms. With approximately 130 attorneys, we represent an array of public- and private-sector clients in Illinois, Indiana, Michigan and Ohio. The firm's practice includes all aspects of litigation and business law services. To learn more about Plunkett Cooney and the firm's commitment to DE&I, click here. Open.FIRMADMIN.HR.30979148-1 Open.FIRMADMIN.HR.35095998-1

The Director of Human Resources will be responsible for leading and overseeing all aspects of the HR function. They will play a pivotal role among the leadership team, providing consultation and guidance in alignment with the agency's policy and procedures. This position requires a strong blend of strategic and critical thinking, hands-on leadership, a deep understanding of HR best practices and trends, while remaining aware of the legislative actions impacting the organization. Job Duties: Strategic HR Leadership - Develop and execute HR strategies that align and support the agency's priorities and safety culture. Collaborate with the Executive leadership and additional senior leadership to provide guidance on talent management / development, workforce planning, labor and employee relations, benefits and compensation, and talent acquisition and retention. Lead HR Department - Collaborate and develop a team of 7 full time HR professionals, who provide services and support to all active employees assigned to RCOC locations throughout Oakland County including the administrative and operations centers and district garages. Maintain call center for all RCOC retirees to obtain information related to retiree health benefits. Manage an annual department budget of $2.5M and a benefits budget of $10M annually. Talent Acquisition and Retention / Workforce Planning - Oversees all recruiting activity for all full time and seasonal needs, including internship and developmental programs. Ensures practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Ensure compliance with all requirements as outlined within the Federal Motor Carrier Safety Administration Performance Management - Manage the annual performance management process for the nearly 500 active employees, including both represented and non-represented employee groups. Provide guidance and training to managers on effective performance management techniques, including goal setting, feedback, performance improvement and development planning. Labor and Employee Relations - Foster a positive work environment by establishing effective labor and employee relations practices. Administer collective bargaining agreements. Serve as a trusted advisor to employees and managers, providing guidance on HR-related issues, collective bargaining agreements, conflict resolution, and performance improvement plans. Develop and maintain trusted and collaborative working partnerships with labor and benefit counsel as well as union representatives. Compensation and Benefits - Administer RCOC compensation philosophy utilizing market-based compensation and benefits programs that attract, motivate, and retain high-performing employees. Ensure compliance with relevant laws and regulations while staying abreast of industry trends and best practices. Build and maintain collaborative working relationships with brokers, consultants and third-party administrators. HR Operations and Compliance - Develop and maintain HR practices and procedures that comply with federal, state, and local employment laws and regulations, trends, new technologies, and recommended best practices. Oversee day-to-day HR operations, including HRIS management and policy compliance with employment laws and regulations. Implement and maintain HR metrics and analytics to drive data-informed decision-making and awareness. Learning and Development - Develop and implement learning and development initiatives to enhance employee skills and capabilities that align with performance management initiatives. Identify training needs, provide coaching and mentorship, and support the continuous learning culture within the organization. Culture and Employee Engagement - Champion RCOC safety culture and values, promoting employee engagement and overall job satisfaction. Lead initiatives that foster a professional and collaborative workplace. Additional Responsibilities - Perform other tasks and duties as required to support and contribute to the overall success of the organization including but not limited to serving as a Trustee on the Retirement System Board, Title VI Coordinator, HIPPA Coordinator, member of the Compensation Committee, etc. Requires a daily schedule that supports RCOC hours of operation. Regular and predictable onsite job attendance is an essential function of this position. Must perform duties in a professional manner to promote a positive image of the Road Commission for Oakland County. Requirements: Proven leadership skills. Demonstrated ability to solve problems and formulate recommendations utilizing critical thinking. Proven success in motivating and managing a team of HR professionals utilizing delegation, follow up, feedback and rewards. Ability to handle sensitive and confidential information with the utmost discretion. Capable of managing multiple tasks and projects simultaneously with attention to detail while using strong organizational and prioritization skills. Exceptional communication skills (both written and verbal). Strong interpersonal skills to build relationships and influence stakeholders at all levels. Unwavering commitment to integrity and pride in all that is done. Position requires on-site, 5 day / week work schedule. Special Experience/Education: Bachelor's degree in human resources, management, general business or related field required. Master's degree preferred. Minimum of 9+ years of HR experience. Minimum of 5 years of Supervisory experience. Experience consulting executive leaders. Experience managing union / non union workforces; active employee and retiree needs. Proven experience and knowledge of H.R. best practices, employment laws and regulations. Experience in Government sector a plus. Must possess and maintain a valid Michigan driver's license. Disclaimer Must be legally eligible to work in the United States and possess a valid Driver's License. Attractive benefits package. Hybrid Pension, including Employer Match 401(a) Medical Insurance Employer Paid Dental Insurance Vision Insurance Employer Paid Basic Life and AD&D Insurance 14 Paid Holidays Employer Paid Telemedicine Up to 31 days of paid time off. EOE/ADA/Drug Free Workplace.