Human resources business partner jobs in Fort Wayne, IN - 31 jobs

Job Description Prestige Staffing Services is seeking an experienced Human Resources Manager for a direct hire opportunity in the greater Fort Wayne, Indiana area. Essential Job Functions: Talent acquisition Maintain salary and hourly employment records. Coach hiring managers and department to build strong and effective teams Lead salary planning, administration, and performance review processes. Direct/support department team members with goals, objectives, developmental requirements and annual reviews. Support and comply with Quality, Environmental and 5-S programs. Assist EHS Manager with leadership of Executive Safety Committee. Develop and maintain plant rules, procedures and policies. and administer appropriate disciplinary action for infraction of rules. Approve department purchase orders. and develop and administer department budget. Ensure compliance with state and federal laws, including ADA, EEOC, and FMLA. Manage plant security. Work with Plant Manager to improve profitability of plant. Assist with professional development & team skills training. Support Safety Function as required Schedule hourly vacations/process hourly vacation pay. Administer attendance program. Process weekly and bi weekly payroll. Schedule weekend overtime. Generate weekly shift roster. Administer safety glass program. EAP referrals. Manage the Company/Plant Employee Fund. Process employment verification. In conjunction with Corporate Talent Management and Plant Manager, drive the hiring process of salaried employees. Coordinate performance evaluation process. Generate KOP's and monthly reports Qualifications: A four year degree or equivalent with a minimum of five or more years of progressive HR experience in a manufacturing environment.

Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video and data transmission for the telecommunication sector. We are 30,000 employees, across 50+ countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us. Make Your Mark at Prysmian - Join Us Position Summary: Reporting to the Regional Human Resource Manager, this Human Resource Business Partner (HRBP) is responsible for providing full cycle Human Resources support to our Marion, IN plant. This role is critical in executing our people initiatives, providing great internal customer support, driving HR functional excellence and process improvement. This position will be responsible for managing and overseeing all HR related activities at the facility and providing HR guidance to Operations leadership at the plant. The HRBP guides effective and efficient implementation of HR best practices including employee relations, regulatory compliance, performance management, talent management, staffing, succession planning, communications, policies, payroll, compensation, and benefit administration. The HRBP partners with plant leadership to deliver a high-performance culture, promoting ownership, goal attainment, associate leadership and continuous learning and improvement at all levels of the facility. Principal Duties & Responsibilities: Responsible for the facilitation of the selection/hiring/orientation/onboarding process. Monitor the “pulse” of the employees to ensure a high level of employee engagement with a true hands-on approach. Partners with the Plant Manager and local management staff to develop and implement programs, processes, or actions to drive employee engagement and retention. Facilitate, inspire, lead and work with the leadership team to develop, support and evaluate programs, processes and policies that ensure our Behavior & Values is embraced and lived by all associates. Partner and ensure the organizational structure support the strategic objectives of the business and facility. Track and report on HR metrics as required. Responsible for delivering facility communications strategy that includes formal meetings, informal small group meetings, focus groups, 1X1s, surveys, and related activities that drive engagement activities, throughout the organization. Demonstrate change leadership by understanding the desired outcomes, effectively involving, managing, and communicating with those impacted by change and mitigating the barriers to change. Define and build the organization's capabilities by identifying the talent needs of the business and assist managers with development of the next generation leaders while challenging and elevating performance of solid associates within the organization. Determine best practices to support organizational direction. Responsible for monitoring appropriate wage/salary administration elements throughout assigned functions to ensure the attraction, retention and motivation of qualified employees and to ensure compliance with relevant Prysmian policies. Serve as a credible and trustworthy advocate representing the needs of all facility employees and ensure/measure alignment around business results. Formally assess employee engagement and culture, and design strategy to close gaps to the desired state. Innovate and integrate HR practices around critical business needs, minimizing disruption to the manufacturing environment. Ensure application of corporate and local human resource procedures, practices, and initiatives in compliance with all laws and regulations. Oversee HR issues involving legal and financial risk to organization. Manage plant leave of absence process, including FMLA, STD, LTD and personal leave. Track training hours. Knowledge/Skills/Abilities: Stellar internal and external customer service focus. Ability to create and drive an effective and positive employee relations, retention and reward program. Results and metrics driven with the ability to work in a high performance-manufacturing environment. Able to understand organizational strategy while advancing operational goals. This includes having a good understanding of business principles and practices and the ability to apply them. Ability to lead complex change and transformation efforts and manage multiple, complex tasks with attention to detail. This includes excellent ability to motivate and communicate with diplomacy to facilitate positive outcomes. Trusted advisor with an ability to coach, mentor and guide all associates. Ability to create human resource solutions with bottom line results. Demonstrated knowledge of federal and state laws, regulations, principles, and practices related to employee conduct, performance, and dispute resolution to protect the business from potential liabilities. Experience with planning and executing the administrative side of HR and data management software. The ability to manage multiple priorities simultaneously. Excellent analytical, written, and oral communication skills. Cross functional business acumen. Qualifications: BS/BA degree in Human Resource Management or related field. 4+ years Human Resource business partner experience or progressive HR experience, manufacturing environment preferred. Ability to work in a team-based environment, with a proven track record of leading and managing teams. Proven success in talent management and building competencies/ capabilities at all levels of the facility. Working knowledge of federal laws including employment and labor laws and success with developing core HR policies. Work Environment: General manufacturing and office PPE - Ear Plugs, gloves, safety glasses, safety toe shoes Prysmian, as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are. All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to their race, ethnicity, religion, nationality, origin, citizenship status, socio-economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions, or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business. Visit our DE&I Page to learn more about Prysmian's commitments. Your application data will be treated according to our Data Protection Policy. If you believe you require assistance to complete this form or to participate in an interview, please contact us at *********************************. ************************************************************************************ ******************************************************************************************************* ********************************************************************************************

Ready to make a difference? Our employees design, integrate, and test the world's next generation communication and electronic warfare systems for the United States DoD and international customers. You will be among the brightest minds, working on the aerospace and defense industry's most difficult problems. Drawing strength from our differences, we're innovating for the future. We put our customers first - exemplified by our mission: "We Protect Those Who Protect Us." Sound like a team you want to be a part of? Come build your career with us. We are seeking a Senior Strategic Human Resources Business Partner to support our Fort Wayne and Guaymas, Mexico sites. The role will report directly to the Senior Director, HR- Operations & Central Functions. This. In this role, you will develop and execute talent strategies and deploy organizational effectiveness tools that attract reward, engage, retain, and develop our talented workforce. This position is an on-site role and is based in Fort Wayne, Indiana Primary Responsibilities: * Create and execute an agile people strategy across assigned sites that advances critical business priorities and supports the attraction, development and retention of our talent - while embracing the future of work. Quantify business results via metrics review. * Leverage process improvement/lean manufacturing tools and methodology to align with business needs. * Orchestrate key talent movement while building high performance teams and robust succession fostering a future-ready organization. * Collaborate with the broader HR network (i.e. Employee & Labor Relations, Talent Acquisition, Talent Management) to develop and deploy strategies that address business and client group needs. * Partner with leaders to evaluate the effectiveness of their teams and their organizational design. Facilitate workshops to re-evaluate existing structures, where needed. Lead change management efforts and new leader onboarding/assimilation activities, as required. * Counsel / coach functional leaders on matters concerning development of their organization to enhance effectiveness and potential. Connect leaders to the right resources to support their own development and the development/effectiveness of their teams. * Serve as a member of the Operations & Central Functions HR team, actively partnering with other team members to drive innovative, strategic, and consistent people strategies across all of Electronic Systems. Because of the need for consistent, in-person collaboration and/or the requirement to perform all work onsite due to the nature of this particular role, it will be performed fulltime on site. This means work will be conducted on location at a BAE Systems facility 100% of the time.Required Education, Experience, & Skills * Bachelor's Degree and 10+ years of relevant experience OR Advanced Degree in a related field and minimum 8+ years of relevant experience OR in absence of a degree,12+ years of relevant experience is required. * Must be willing to travel up to 15%. * Must be authorized to work in the U.S. without sponsorship now or in the future. BAE Systems, Inc. will not offer sponsorship for this position. * Strong success in Change Management: Ability to navigate and facilitate change within teams and organizations, ensuring minimal disruption and maximum adoption of new processes or systems. * Highly experienced in developing and implementing comprehensive succession planning strategies to identify, develop, and prepare future leaders to assume key roles within the organization, ensuring continuity and minimizing disruption to business operations. * Proven experience serving as a coach to senior leaders for their organization on HR matters relating to organizational strategies and business imperatives. * Business acumen, be innovative, adapt well to change and work collaboratively with strategic influence to drive initiatives across a matrixed environment. * Deep knowledge of HR fundamentals (talent acquisition, total rewards, performance management, organizational change, learning and development, and organization effectiveness). * Proven track record of leading with a proactive, hands-on approach to problem-solving, delivering practical solutions and driving tangible results. * Experience working in a manufacturing/operations environment. * Experience working in a matrixed environment. * Ability to build relationships and influence. Preferred Education, Experience, & Skills * Experience in an HR Business Partner role supporting an organization with a population of 500+ employees. Pay Information Full-Time Salary Range: $108000 - $183600 Please note: This range is based on our market pay structures. However, individual salaries are determined by a variety of factors including, but not limited to: business considerations, local market conditions, and internal equity, as well as candidate qualifications, such as skills, education, and experience. Employee Benefits: At BAE Systems, we support our employees in all aspects of their life, including their health and financial well-being. Regular employees scheduled to work 20+ hours per week are offered: health, dental, and vision insurance; health savings accounts; a 401(k) savings plan; disability coverage; and life and accident insurance. We also have an employee assistance program, a legal plan, and other perks including discounts on things like home, auto, and pet insurance. Our leave programs include paid time off, paid holidays, as well as other types of leave, including paid parental, military, bereavement, and any applicable federal and state sick leave. Employees may participate in the company recognition program to receive monetary or non-monetary recognition awards. Other incentives may be available based on position level and/or job specifics. About BAE Systems Electronic Systems BAE Systems, Inc. is the U.S. subsidiary of BAE Systems plc, an international defense, aerospace and security company which delivers a full range of products and services for air, land and naval forces, as well as advanced electronics, security, information technology solutions and customer support services. Improving the future and protecting lives is an ambitious mission, but it's what we do at BAE Systems. Working here means using your passion and ingenuity where it counts - defending national security with breakthrough technology, superior products, and intelligence solutions. As you develop the latest technology and defend national security, you will continually hone your skills on a team-making a big impact on a global scale. At BAE Systems, you'll find a rewarding career that truly makes a difference. Electronic Systems (ES) is the global innovator behind BAE Systems' game-changing defense and commercial electronics. Exploiting every electron, we push the limits of what is possible, giving our customers the edge and our employees opportunities to change the world. Our products and capabilities can be found everywhere - from the depths of the ocean to the far reaches of space. At our core are more than 14,000 highly talented Electronic Systems employees with the brightest minds in the industry, we make an impact - for our customers and the communities we serve. This position will be posted for at least 5 calendar days. The posting will remain active until the position is filled, or a qualified pool of candidates is identified.

Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video and data transmission for the telecommunication sector. We are 30,000 employees, across 50+ countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us. Make Your Mark at Prysmian - Join Us Position Summary: Reporting to the Regional Human Resource Manager, this Human Resource Business Partner (HRBP) is responsible for providing full cycle Human Resources support to our Marion, IN plant. This role is critical in executing our people initiatives, providing great internal customer support, driving HR functional excellence and process improvement. This position will be responsible for managing and overseeing all HR related activities at the facility and providing HR guidance to Operations leadership at the plant. The HRBP guides effective and efficient implementation of HR best practices including employee relations, regulatory compliance, performance management, talent management, staffing, succession planning, communications, policies, payroll, compensation, and benefit administration. The HRBP partners with plant leadership to deliver a high-performance culture, promoting ownership, goal attainment, associate leadership and continuous learning and improvement at all levels of the facility. Principal Duties & Responsibilities: * Responsible for the facilitation of the selection/hiring/orientation/onboarding process. * Monitor the "pulse" of the employees to ensure a high level of employee engagement with a true hands-on approach. * Partners with the Plant Manager and local management staff to develop and implement programs, processes, or actions to drive employee engagement and retention. * Facilitate, inspire, lead and work with the leadership team to develop, support and evaluate programs, processes and policies that ensure our Behavior & Values is embraced and lived by all associates. * Partner and ensure the organizational structure support the strategic objectives of the business and facility. * Track and report on HR metrics as required. * Responsible for delivering facility communications strategy that includes formal meetings, informal small group meetings, focus groups, 1X1s, surveys, and related activities that drive engagement activities, throughout the organization. * Demonstrate change leadership by understanding the desired outcomes, effectively involving, managing, and communicating with those impacted by change and mitigating the barriers to change. * Define and build the organization's capabilities by identifying the talent needs of the business and assist managers with development of the next generation leaders while challenging and elevating performance of solid associates within the organization. * Determine best practices to support organizational direction. * Responsible for monitoring appropriate wage/salary administration elements throughout assigned functions to ensure the attraction, retention and motivation of qualified employees and to ensure compliance with relevant Prysmian policies. * Serve as a credible and trustworthy advocate representing the needs of all facility employees and ensure/measure alignment around business results. * Formally assess employee engagement and culture, and design strategy to close gaps to the desired state. * Innovate and integrate HR practices around critical business needs, minimizing disruption to the manufacturing environment. * Ensure application of corporate and local human resource procedures, practices, and initiatives in compliance with all laws and regulations. * Oversee HR issues involving legal and financial risk to organization. * Manage plant leave of absence process, including FMLA, STD, LTD and personal leave. * Track training hours. Knowledge/Skills/Abilities: * Stellar internal and external customer service focus. * Ability to create and drive an effective and positive employee relations, retention and reward program. * Results and metrics driven with the ability to work in a high performance-manufacturing environment. * Able to understand organizational strategy while advancing operational goals. This includes having a good understanding of business principles and practices and the ability to apply them. * Ability to lead complex change and transformation efforts and manage multiple, complex tasks with attention to detail. This includes excellent ability to motivate and communicate with diplomacy to facilitate positive outcomes. * Trusted advisor with an ability to coach, mentor and guide all associates. * Ability to create human resource solutions with bottom line results. * Demonstrated knowledge of federal and state laws, regulations, principles, and practices related to employee conduct, performance, and dispute resolution to protect the business from potential liabilities. * Experience with planning and executing the administrative side of HR and data management software. * The ability to manage multiple priorities simultaneously. * Excellent analytical, written, and oral communication skills. * Cross functional business acumen. Qualifications: * BS/BA degree in Human Resource Management or related field. * 4+ years Human Resource business partner experience or progressive HR experience, manufacturing environment preferred. * Ability to work in a team-based environment, with a proven track record of leading and managing teams. * Proven success in talent management and building competencies/ capabilities at all levels of the facility. * Working knowledge of federal laws including employment and labor laws and success with developing core HR policies. Work Environment: * General manufacturing and office * PPE - Ear Plugs, gloves, safety glasses, safety toe shoes Prysmian, as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are. All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to their race, ethnicity, religion, nationality, origin, citizenship status, socio-economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions, or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business. Visit our DE&I Page to learn more about Prysmian's commitments. Your application data will be treated according to our Data Protection Policy. If you believe you require assistance to complete this form or to participate in an interview, please contact us at *********************************. ************************************************************************************ ******************************************************************************************************* ********************************************************************************************

The Human Resources Business Partner is a key member of the People Operations Team. In this role, the HRBP supports culture and engagement of our combined 22,000+ Team Members for Main Event and Dave and Buster's, directly supports Field leaders and Team Members, and ensures that we have the right people and capabilities to achieve the company's business objectives. This role will be remote and must be located in a major US city in OH, TN, IL, GA, or MI. KEY RESPONSIBILITIES: Serve as strategic business partner and consultant to Field leaders, anticipating needs for change, recommending solutions, and influencing sustainable resolutions and change. Serve as a coach and trusted advisor to operations partners, helping translate strategic intent into measurable results for their teams and empower leaders to identify, develop and reward high performance. Support and facilitate leadership development, individual development, succession planning and engagement for Field team. Work in partnership with peer team to ensure programs and processes support Team Members and the business. Innovate and redesign as needed to serve both needs. Works closely with Talent Acquisition team on hiring process, talent movements, resignations, etc. Collaborate closely with fellow HRBPs to develop and implement solutions that drive organizational business and business-unit objectives in the field; actively partner with Support Center leadership to ensure priorities are being addressed by our team. Support plans and programs to nurture and sustain a culture that exemplifies our values and development of our people. Implement relevant and engaging recognition programs and celebrations to bring our culture to life. Ensures HR compliance, identifying and proactively closing gaps. Ensures teams adhere to all company policies and procedures. Ensures teams adhere to all local, state, and federal laws. Provide guidance and support to resolve employee relations issues and ensures the guidelines, systems, and processes are accurately utilized. REQUIREMENTS: HR Business Partner experience leading multi-unit concepts (hospitality experience preferred) Excellent communication and organizational skills High level of capability in change management History of leadership roles with companies that are culture-forward Use sound judgement and has strong decision-making skills Remain accountable for high personal and professional standards of conduct. 5+ years of professional HR work experience with increasing levels of responsibility BA/BS required Other Requirements Position is based remotely with at least 10 - 25% travel required Must be located in a major US city in OH, TN, IL, GA, or MI WHAT'S IN IT FOR ME?: Dave & Buster's / Main Event is an imaginative and dynamic company dedicated to creating innovative entertainment experiences that bring joy, laughter, and excitement to people of all ages. Our mission is to foster a culture of fun and creativity, and we take pride in our commitment to delivering memorable and unique entertainment solutions. •Exclusive discounts on food and games at D&B & Main Event. •Paid Time Off (PTO) that increases with tenure. •11 Company Holidays (Including your Birthday) & 2 Floating Holidays per year. •Medical, dental, vision and voluntary benefits -Part Time/Full Time benefits available -Sub Benefits: •Livongo, SurgeryPlus, and Telehealth benefits •401k with company match following 6 months of employment. •Buster's Legacy Fund (Support Team Members during difficult Times) •Employee Assistance Program (EAP) Offerings. •Employee Power Card | Free Video Games. We work hard, play hard and have FUN! Salary Range: 63840 - 85120 We are an equal opportunity employer and participate in E-Verify in states where required.

The TVS group has always been inspired by a century long mission and vision of its own destiny. it is not just a business but a way of doing business, which sets TVS apart from others. Back in 1911, to the founder of the company, the ordinary ambitions of a bus fleet operator or a vehicle servicing business would not suffice.Rather, he wanted to create an enduring business led by a family of like minded workers and managers united by a set of shared high principles. Driven by this inspiration, the TVS group has today emerged as India's leading supplier of automotive components. Today the TVS Group is the largest automotive component manufacturer in India, with annual turnover of more than USD 7 billion. The group has over 30 companies employing a work- force of 40,000 people. Underlying the success of the group is its philosophy of commitment to the cherished values of promoting trust, value and customer service. This was the personal philosophy of the Group's Founder Shri T V Sundaram lyengar, and it remains the overarching code by which the Group functions. Market leadership and rewards of business have followed naturally. The inspirational heritage Although the letters TVS represent the initials of our founder, T V Sundaram lyengar, to us within TVS they have always stood for Trust, Value and Service. The founder of the company embodied these values and set an example for all employees to emulate. TVS believes that the success of any enterprise is built on the solid foundation of customer satisfaction. Continuous innovation and close customer interaction have enabled TVS companies to stay ahead of competition. Quality at TVS determines not only the end product but the systems, processes and operations at all levels. The first four companies in India, which have won the coveted Deming Prize are from the TVS group. The business ranges across automobile component manufacturing, components distribution, manufacturing of powered two-wheelers, computer peripherals, financial services, contract manufacturing services and software development. Job Description Looking For SAP BW HR Consultant for our Client @ INDIANA Job Type : Contract Our client is looking for a senior SAP BW resource with good hands on experience in HR/HCM. Should be strong enough to get HR/HCM requirements from Clients and communicate with them. strong working experience in HR modules like Payroll (PY), Compensation (CM), Succession Planning (SP), Performance Management (PM), Competency (CT) , Learning (LN), E-Recruiting(ER) and KPI's Latest HANA experience is preferred. HR/HCM experience should be fairly recent Open For H1B's Qualifications HR Modules Experience SAP BW HANA Additional Information All your information will be kept confidential according to EEO guidelines.

About us Rural King Farm and Home Store strives to create a positive and rewarding workplace for our associates. We offer opportunities for growth, competitive benefits, a people first environment, and an opportunity to work alongside dedicated associates who share a passion for providing an exceptional experience and service to our rural communities. Whether you are starting an entry-level position or joining with professional experience, Rural King encourages professional growth and provides the necessary resource to help you succeed and grow with us. When you join the Rural King team, you become a contributing member in supporting the needs of and making a difference in the lives of those within the people and communities we serve. How we reward you 401(k) plan that provides a 100% match on the first 3% of your contributions and 50% of the next 2% * Healthcare plans to support your needs * Virtual doctor visits * Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinic's Complex Care Program * 15% Associate Discount * Dave Ramsey's SmartDollar Program (no cost to you!) * Associate Assistance Program * RK Cares Associate Hardship Program * 24/7 Chaplaincy Services What You'll Do The District HR Business Partner provides comprehensive human resources support throughout the entire associate lifecycle. This includes managing associate relations, ensuring effective communication while adhering to company policies and practices, supporting benefits administration and communication, mitigating risk, coordinating leave, staffing, and talent development. * Cultivate and maintain strong working relationships with district leaders and human resources leads to provide expert guidance on human resources processes, policies, and support within assigned districts. * Guide district leadership in conducting effective associate investigations and making recommendations on next steps, consulting with the human resources director and legal department on escalated associate relations. * Ensure positive scorecard results are consistently maintained across the district and offer targeted development where necessary. * Partner with human resources partners to stay up to date on policy changes and labor laws. * Partner with store teams to ensure compliance with federal and state employment regulations, including I-9 Forms and the employment of minors. * Conduct audits, communicate findings, and collaborate with district human resources leads, store managers, and district managers on areas of improvement. * Partner with risk management and store leadership to ensure safety and training objectives are met. * Partner with the district on company initiatives, such as Rural King Visa, RK Rewards program, and RK Plus Protection. * Lead initiatives to increase associate engagement, decrease turnover, and promote internal promotions. * Collaborate with store management, district managers, human resources lead, and talent acquisition team on critical staffing and to attract, retain, and promote high-quality associates who align with our company culture and values. * Partner with store management, district managers, human resources lead, and organizational and leadership development team on succession planning and talent development initiatives. * Use discretion and independent judgment in daily decisions while maintaining a high level of confidentiality and professionalism. * Actively participate in learning initiatives offered, such as training programs, workshops, and webinars. Leverage these opportunities to acquire new knowledge, refine existing skills, and stay current on the latest developments. * Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. * Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. * Travel to locations within the assigned area as needed with multiple overnight stays as business dictates. * Perform other duties as assigned. * Supervisory Responsibilities None Essential Qualities for Success * At least 2 years of human resources experience OR an equivalent combination of experience and education. * Professional Human Resources Certification or the ability to obtain certification within a year. * Demonstrated knowledge of current employment and compliance laws. * Experience with Word, Excel, and PowerPoint. * Experience evaluating information to determine compliance with standards, laws, and regulations. * Proficiency in adapting communication style and tone to effectively interact with individuals from diverse backgrounds and at various levels within the organization. * Excellent verbal and written communication skills to convey ideas, instructions, and information clearly and concisely. * Adaptable in response to changing priorities, unexpected challenges, and evolving business needs. * Demonstrated ability to meticulously review and analyze information, identifying errors or inconsistencies to maintain elevated levels of accuracy. * Demonstrated experience making sound decisions in a professional context. A proven track record of evaluating options, considering relevant factors, and achieving desired outcomes. * Proficiency in time management, including the ability to effectively plan, schedule, and allocate resources to meet objectives. Physical Requirements * Ability to maintain a seated or standing position for extended durations. * Capability to lift 15 pounds periodically. * Ability to navigate and access all facilities. * Skill to effectively communicate verbally with others, both in-person and via electronic devices. * Close vision for computer-related activities. Supervisory Responsibilities No Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. The pay range for this position is $67,500 - $78,000 annualized and is bonus eligible. Exact compensation is determined by factors such as relevant geographic location, education, certifications, experience, job level, shift, and organizational needs. To learn more about our benefits, review here ************************************************************************************ Responsibilities What You'll Do The District HR Business Partner provides comprehensive human resources support throughout the entire associate lifecycle. This includes managing associate relations, ensuring effective communication while adhering to company policies and practices, supporting benefits administration and communication, mitigating risk, coordinating leave, staffing, and talent development. - Cultivate and maintain strong working relationships with district leaders and human resources leads to provide expert guidance on human resources processes, policies, and support within assigned districts. - Guide district leadership in conducting effective associate investigations and making recommendations on next steps, consulting with the human resources director and legal department on escalated associate relations. - Ensure positive scorecard results are consistently maintained across the district and offer targeted development where necessary. - Partner with human resources partners to stay up to date on policy changes and labor laws. - Partner with store teams to ensure compliance with federal and state employment regulations, including I-9 Forms and the employment of minors. - Conduct audits, communicate findings, and collaborate with district human resources leads, store managers, and district managers on areas of improvement. - Partner with risk management and store leadership to ensure safety and training objectives are met. - Partner with the district on company initiatives, such as Rural King Visa, RK Rewards program, and RK Plus Protection. - Lead initiatives to increase associate engagement, decrease turnover, and promote internal promotions. - Collaborate with store management, district managers, human resources lead, and talent acquisition team on critical staffing and to attract, retain, and promote high-quality associates who align with our company culture and values. - Partner with store management, district managers, human resources lead, and organizational and leadership development team on succession planning and talent development initiatives. - Use discretion and independent judgment in daily decisions while maintaining a high level of confidentiality and professionalism. - Actively participate in learning initiatives offered, such as training programs, workshops, and webinars. Leverage these opportunities to acquire new knowledge, refine existing skills, and stay current on the latest developments. - Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. - Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. - Travel to locations within the assigned area as needed with multiple overnight stays as business dictates. - Perform other duties as assigned. - Supervisory Responsibilities None

At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. We give our best effort to our work, and we put people first. We're looking for people who are determined to make life better for people around the world. Overview At Lilly, we serve an extraordinary purpose: improving lives globally through innovative medicines and meaningful contributions to the communities we serve. Our HR Technology organization plays a critical role in enabling this mission by delivering modern, scalable solutions that empower HR and the broader business. Associate Director, HR Technology - Talent & Employee Experience Location: Indianapolis, IN (Hybrid) Manager: Sr. Director - HR Technology The Associate Director, HR Technology - Talent & Employee Experience is the functional lead for Workday Talent and Performance Management processes and the overall employee experience within Workday and other talent related technologies across a global environment. This role combines expertise in talent technology, deep understanding of HR business processes, strong project leadership, and a proactive, consultative approach to delivering solutions. In this role, you will translate talent strategy into scalable system design, optimize Workday capabilities, lead major multi-functional initiatives, strengthen partnerships with HR and business leaders, and bring forward innovative ideas that enhance the employee and manager experience. Key Responsibilities Talent Technology & Process Leadership Partner with the Talent Center of Excellence to translate strategy into scalable, intuitive Workday configurations that support global needs. Serve as the HR technology leader for Workday Talent processes, including performance management, succession management, goal setting, development planning, and related business processes. Ensure the accuracy, compliance, and effectiveness of global talent cycles and programs within the system Evaluate and optimize talent functionality to drive standardization, clarity, and efficiency across talent programs. Proactively investigate and propose novel technology solutions. Employee Experience & Workday Design Lead the design and continuous improvement of the employee and manager experience within Workday, including onboarding, self-service, general design, and lifecycle events. Introduce and lead agentic A.I. capabilities within Workday to enhance employee and manager interactions, creating consumer-grade experiences and simple self-service. Consult on and lead the integration of listening technologies and related talent systems, ensuring these solutions align with organizational needs and enhance the overall employee experience See opportunities for A.I. automation, self-service expansion, simplification, and system optimization. Translate business needs into clear functional and technical requirements; challenge assumptions and present industry-aligned alternatives when appropriate. Project Management & Execution Lead sophisticated, multi-functional HR technology projects in Talent and Employee Experience from planning through deployment. Develop project plans, define achievements, track progress, lead risks, and ensure timely, high-quality delivery. Apply structured project and change management methodologies to enhance visibility, alignment, and adoption and ensure compliance. Coordinate multi-functional workstreams including Talent COE, HR Technology Associates HR Operations, Tech@Lilly (IT), and business partners. Stakeholder Partnership & Communication Build strong relationships with the Talent HR Center of Excellence, People Leaders, Tech@Lilly, HR partners, and business customers. Act as a liaison between technical and business teams to ensure clarity, alignment, and shared understanding of requirements and solutions. Provide clear, concise communication through release notes, updates, technical explanations, decision documents, and stakeholder-ready materials. Facilitate meetings, influence decisions, and proactively surface risks, insights, or recommendations. Operational Excellence and System Configuration Configure and maintain Workday and related system components with a high degree of accuracy and governance. Conduct testing for service updates and semi-annual releases; communicate impacts and lead remediation activities. Support HR Operations and end users by resolving inquiries, issues, and partner concerns. Document processes, configuration decisions, and functional design with precision and clarity. Lead vendor relationships for talent and employee experience-related technologies beyond Workday, including onboarding and AI solutions, as applicable. Basic Requirements Bachelor's degree in information systems, Business, Human Resources, or related discipline and combined experience. Minimum 5 years' experience in HR Operations, HRIS, HR Technology or IT with an emphasis in Workday configuration with exposure to Talent, HCM, or related modules. Experience managing cross-functional HR technology projects. Qualified applicants must be authorized to work in the United States on a full-time basis. Lilly will not provide support for or sponsor work authorization and/or visas for this role. Additional Skills / Preferences Experience using A.I. and technologies to co-create solutions with business partners, bringing forward insights and opportunities that anticipate organizational needs. Solid understanding of talent processes including performance management, succession planning, goal setting, and development planning. Demonstrated experience leading sophisticated HR technology or talent-related initiatives. Solid project management capabilities. Intermediate knowledge of Microsoft Word, Excel, PowerPoint; Sophisticated MS Excel Skills. Exceptional communication skills with ability to simplify complexity for diverse audiences. High degree of data literacy Demonstrable ability to build strong partnerships, influence decisions, and drive alignment across functions. High learning agility and ability to navigate evolving technology landscapes. Workday certification preferred Lilly is dedicated to helping individuals with disabilities to actively engage in the workforce, ensuring equal opportunities when vying for positions. If you require accommodation to submit a resume for a position at Lilly, please complete the accommodation request form (******************************************************** for further assistance. Please note this is for individuals to request an accommodation as part of the application process and any other correspondence will not receive a response. Lilly is proud to be an EEO Employer and does not discriminate on the basis of age, race, color, religion, gender identity, sex, gender expression, sexual orientation, genetic information, ancestry, national origin, protected veteran status, disability, or any other legally protected status. Our employee resource groups (ERGs) offer strong support networks for their members and are open to all employees. Our current groups include: Africa, Middle East, Central Asia Network, Black Employees at Lilly, Chinese Culture Network, Japanese International Leadership Network (JILN), Lilly India Network, Organization of Latinx at Lilly (OLA), PRIDE (LGBTQ+ Allies), Veterans Leadership Network (VLN), Women's Initiative for Leading at Lilly (WILL), en Able (for people with disabilities). Learn more about all of our groups. Actual compensation will depend on a candidate's education, experience, skills, and geographic location. The anticipated wage for this position is $127,500 - $187,000 Full-time equivalent employees also will be eligible for a company bonus (depending, in part, on company and individual performance). In addition, Lilly offers a comprehensive benefit program to eligible employees, including eligibility to participate in a company-sponsored 401(k); pension; vacation benefits; eligibility for medical, dental, vision and prescription drug benefits; flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts); life insurance and death benefits; certain time off and leave of absence benefits; and well-being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities).Lilly reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion and Lilly's compensation practices and guidelines will apply regarding the details of any promotion or transfer of Lilly employees. #WeAreLilly

The Human Resources Director is responsible for aligning the facility's human capital strategies with its short - and long-term goals. This role ensures the successful execution of these strategies by providing HR leadership that delivers innovative, value-driven services focused on attracting, retaining, engaging, and developing employees. The HR Director supports and promotes the facility's mission, vision, and values while making sound operational decisions and continuously enhancing HR services. Additionally, this role is accountable for mitigating risk, maintaining compliance with regulatory and accreditation standards, and overseeing budgetary and fiscal performance within the HR department. As a key consultant to both employees and management, the HR Director advises on human resource-related issues, including employee relations, engagement, and performance management. Leading the HR department, this position is responsible for driving effective talent acquisition and full-cycle recruitment strategies. The HR Director acts as both an employee advocate and a change agent, anticipating and addressing HR needs across the organization. This role builds strong partnerships to deliver HR solutions that align with and support the organization's business objectives. **What We Offer:** + Competitive Pay + Medical, Dental, Vision, and Life Insurance + Generous Paid Time Off (PTO) + Extended Illness Bank (EIB) + Matching 401(k) + Opportunities for Career Advancement + Rewards & Recognition Programs + Exclusive Discounts and Perks* **Essential Functions** + Directs human resources organizational strategies by contributing insight, analysis, and recommendations to strategic planning; establishing human resources objectives in line with organization goals. + Leads human resources initiatives by defining accountabilities and communicating and enforcing values, policies, and procedures. + Manages human resources operational strategies by analyzing trends and preparing key performance metrics. Implements strategies for productivity, quality, customer service, safety, security, and employee health. Oversees system improvements and process optimization to enhance operations. + Implements human resources programs by establishing department accountabilities. This includes talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations, and retention. Ensures compliance with Affirmative Action (where applicable) and Equal Employment Opportunity regulations. + Supports management by providing expert human resources advice, counseling, and data-driven decision-making. Analyzes human resources data and applications to guide management actions. + Completes human resources special projects by identifying priorities, researching issues, coordinating requirements, ensuring timely completion, and evaluating milestone accomplishments. Adjusts plans as needed based on outcomes. + Protects organizational operations by maintaining confidentiality and advising others on safeguarding sensitive information to prevent breaches. + Enhances HR expertise by attending educational workshops, reviewing industry publications, building professional networks, benchmarking best practices, and participating in professional organizations. + Performs other duties as assigned. + Maintains regular and reliable attendance. + Complies with all policies and standards. **Leadership Responsibilities** + **Supervision and Staff Management** + Provides leadership, mentorship and professional development opportunities for departmental staff. + Schedules employees to ensure effective use of resources. Consults with leadership on any potential staffing issues. + Conducts performance evaluations, sets goals and provides feedback to staff on their performance and development. + **Strategic Planning and Financial Oversight** + Collaborates with hospital leadership to set the strategic direction for the department, including budgeting, resource allocation and long-term planning. + Monitors expenditures, ensuring cost-effective delivery of services. + Evaluates and implements new technologies to enhance operational efficiency. + Develops and implements departmental policies and procedures and protocols to optimize quality and overall efficiencies. + **Quality Assurance and Regulatory Compliance** + Ensures compliance with all relevant regulatory bodies. May oversee the accreditation process with relevant agencies ensuring that services meet or exceed industry standards. + Participates in audits, inspections and accreditation processes as applicable. + Follows established quality control practices to ensure accuracy, consistency and safety. + **Collaboration and Communication** + Works closely with leadership teams to coordinate and improve service delivery. + Stays up-to-date with industry advancements, new technologies, and regulatory changes. + **Staff Responsibilities** + May work in a staff role, when required. Ensures that duties and responsibilities are fulfilled while meeting all competencies established for that job. **Qualifications** + Bachelor's Degree in relevant field required or + Seven (7) plus years of direct experience in lieu of a Bachelor's degree required + Master's Degree preferred + 3-5 years of experience in closely related field with Bachelor's degree required + 3-5 years of previous leadership experience preferred **Knowledge, Skills and Abilities** + Strong leadership, organizational, and communication skills. + Ability to collaborate with interdisciplinary teams and manage cross-functional relationships. + Foster a positive work environment that promotes teamwork, professionalism, and continuous improvement. + Communicate effectively with leadership, team members, and stakeholders. + Ability to work effectively with others, delegate responsibilities, and independently manage tasks while meeting established deadlines. + Problem-solving and critical thinking skills. + In depth knowledge of industry best practices and regulatory compliance (if applicable). + Strong organizational and time management skills. + Proficiency with Google and Microsoft platforms, healthcare software systems, and data analysis tools. **Licenses and Certifications** + PHR or SHRM-CP Human Resources Certification preferred + SPHR or SHRM-SCP Advanced Human Resources Certification preferred INDNC Equal Employment Opportunity This organization does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations. In addition, the facility complies with all applicable federal, state and local laws governing nondiscrimination in employment. This applies to all terms and conditions of employment including, but not limited to: hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. If you are an applicant with a mental or physical disability who needs a reasonable accommodation for any part of the application or hiring process, contact the director of Human Resources at the facility to which you are seeking employment; Simply go to ************************************************* to obtain the main telephone number of the facility and ask for Human Resources.

The HR Manager is both a strategic and hands-on role that provides full cycle Human Resources support. The role is critical in executing our people initiatives and programs, providing great internal customer support, and driving HR functional excellence and process improvement throughout the manufacturing location. Essential functions of the job: Understand business goals and recommend new approaches, policies and procedures to impact continuous improvements in business objectives, productivity and development of HR within the company. Directly supervise employees in the Human Resources department; carry out supervisory responsibilities in accordance with the Organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Hands-on approach as well as the ability to successfully monitor the “pulse” of the employees to ensure a high level of employee engagement. Coach and mentor at management level. Success in driving effective talent management with the Center of Expertise. Comfortable with high volume workload. Provide HR related services in terms of onboarding, employee relations and communication, personal administration and reporting. Guidance to plant leadership regarding personnel measures (pay scale grouping, salary development, training/coaching measures, transfer, written warnings, terminations, labor law measures) as well as coordination of build and operational measures. Co-coordinates with Operations training efforts of the plant through training and programs designed to improve team member skills in production, quality and safety. Prepare reports and recommend procedures to reduce absenteeism and turnover. Coordination of payroll activities for location. Coordination of facility related projects and special events. Maintenance and update of all organizational and employee data, e.g. job descriptions, specifications, salary data, organizational charts and Human Resources Information Systems. Involvement in and contribution to employee information and internal communication programs. Assist in negotiating and administering collective bargaining agreements, handling grievances and ensuring compliance with labor laws and Union Agreement while maintaining open communication and building positive relationships with union representatives. Required education: Bachelors level degree in Human Resource Management, Business Administration, Labor Law, Social Sciences, or similar. *Equivalent work experience may also be considered for certain positions. Required qualifications: 5-9 Years of Experience within HR . 3+ years experience in Labor Relations in a Union Environment 1-3 Years of Experience within the automotive industry Broad understanding of HR Management, legal and compliance requirements, and EHS. Experience with creating, interpreting, and applying company policies, benefits, practices, procedures, programs and applicable laws. Previous experience serving as liaison between management and employees by handling questions and assisting in the resolution of employee related issues. Experience in Union and Non-Union facility. Computer usage and typing skills are essential. Communicates effectively; Conveys facts and information clearly. Collaborates well with others; proactively contributes to group objectives. HR database proficiency. Experience with payroll management. Experience representing organization at personnel-related hearings and investigations. Preferred qualifications: PHR, SPHR Certification Preferred. Working knowledge of Oracle Fusion, ADP, Kronos. Preparing and distributing announcements. Experience in multinational company.

Greencroft Communities is seeking a Corporate Director of Human Resources to join our fun and friendly team! This is a fantastic opportunity where we offer a collaborative and inclusive environment that encourages growth and autonomy. We adhere to our 'CROFT' values daily. CROFT Values are Creativity, Respect, Openness, Fairness and Teamwork. If this type of culture and our values resonate with you, we would love to meet you! : The Corporate Director of Human Resources (HR) is responsible for assisting the Chief Human Resources Officer (CHRO) to oversee all aspect of the corporate HR department, ensuring that all HR initiatives, policies, and programs support the company's strategic objectives. This position will play a critical role in developing and implementing HR strategies that align with the business goals and foster a positive work environment. Essential Functions: Work strategically with campus HR leaders by assisting them with major initiatives Fosters positive relationships with leaders throughout Greencroft Communities Participate in Salary survey information and analyze survey results brining forward any recommended range changes to the CHRO. Review Job descriptions and compile market salary range recommendations for new positions Administers and oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; team member coaching matters; disputes and investigations; performance and talent management; recognition, and morale; occupational health and safety. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to CHRO Position Requirements: Bachelor's Degree required. Master's Degree optional Three or more years of supervisory and Human Resources experience required. SHRM-CP or SHRM-SCP highly preferred. Exceptional verbal and written communication skills Ability to understand and relate to Human Resource issues. Strong organizational skills and attention to detail. Schedule: Full Time - Days Benefits: Medical/Dental/Vision Voluntary Life 403(b) with employer match PTO program Additional benefits may be available Feel free to contact HR at ************.

SUMMARY DESCRIPTION: The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in assigned Silgan Plastics plants. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. 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 business unit's financial position, its midrange plans, its culture and its competition. MAJOR RESPONSIBILITIES: Attends daily meetings with plant leadership. Consults with plant management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Utilizes the Workday HRIS system (Payroll and HCM) daily to initiate workflow including but not limited to payroll, onboarding/off-boarding, compensation adjustments, leaves of absence and personnel requisitions. Acts as the Workday educator: initiates and conducts training for managers to ensure understanding of manager self-service. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal support as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Develops offer letters for new hires, promotions and transfers. Provides guidance and input on business unit restructures, workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Collaborates with Plant Leadership to ensure understanding of key HR Metrics (i.e. Absence Rate, Cost per Hire, Involuntary and Voluntary Turnover Rates, Overtime Expense, Temporary Employee Percentage, Tenure, Time to Fill, Training Expenses per Employee, and Voluntary and Involuntary Turnover. Labor Relations: Understands and effectively execute/implement the collective bargaining agreement at Ligonier. Analyzes the impact of the bargaining agreement in order to promote effective plant operations, employee relations and productive labor/management relationships. Builds effective and beneficial relationships with the union. Maintains an effective and credible rapport with the union. Develops and builds strong working/effective alliances with Manufacturing site leadership and union leadership. Fully understands the intricacies of labor negotiations and restraints/boundaries around day to day interaction on labor relations issues. Safety Maintains the Corporate Safety Manual for the site. Ensures that site specific programs are written and maintained. Ensures all monthly safety training is completed and documented for all members of the staff. Maintains and completes all monthly safety statistics for the facility. Actively promotes and engages a culture of safety. AUTHORITY LEVEL (if applicable): This position has direct supervisory responsibilities over the Human Resources Coordinators at the Ligonier, IN plant. EDUCATION: Required: High School Diploma or the equivalent. Preferred: Bachelor's degree in Human Resources or related field and relevant industry experience. Professional in Human Resources Certification. EXPERIENCE: Required: 3-5 years' experience resolving complex employee relations issues. Preferred: 8 to 10 years' experience resolving complex employee relations issues. SKILLS: Required: Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Preferred: Knowledge of the Workday HCM platform and Kronos time tracking software. Bi-Lingual- Spanish. SPECIAL REQUIREMENTS (if applicable): 25% Travel is potentially required. Occasional travel to the Chesterfield Corporate Office and other plant locations may be expected. Silgan Plastics is a drug-free workplace. LIMITATIONS AND DISCLAIMER (Non-Canada) The above is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees. This in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an “at-will” basis. Silgan is an Equal Opportunity Employer. We consider applicants for all positions without regard to race, color, religion, sex, national origin, age, marital status, or the presence of a disability, which would not prevent the performance of essential job duties with, or without reasonable accommodation of any other protective status. Silgan is a drug-free workplace. LIMITATIONS AND DISCLAIMER - Canada The above is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modification to accommodate individuals with disabilities. Silgan endeavors to provide accommodations to individuals with disabilities to perform their essential job duties as long as the accommodation does not pose an undue hardship on the company's operations and does not pose a direct threat of substantial harm to the employee or others. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Employment is always subject to the Silgan's rights as employer, including the right to end employment in accordance with Provincial Law. Silgan is an equal opportunity employer. We consider applicants for all positions without regard to any ground protected under Provincial human rights laws. Silgan is a drug-free workplace.

For nearly 70 years, MasterBrand has been shaping the places where people come together, enriching lives and creating meaningful memories for our customers. That, combined with our stylish products, expansive dealer and retail network, and dedicated associates, has helped make us the number one North American residential cabinet business. Our unique culture of continuous improvement is based on trusting the tools, empowering the team and moving forward, and is kept alive by our more than 14,000 associates across 20 plus manufacturing facility and offices. Visit ******************* to learn more and join us in building great experiences together! Job Description The Human Resources Manager (HRM) is a strategic business partner, responsible for driving business results by translating strategy into concrete actions and tangible outcomes. The HRM will champion culture and shape organizational structure by aligning human capital with the organization's mission, vision and values. The HRM will drive organizational development by facilitating needs analysis, talent evaluation, planning and development. This role will support our Goshen, IN facility and will work onsite 5 days a week. Responsibilities: * Support, improve, and execute on the company's employee relations strategy. * Serve as general advisor on employment law and government regulations. * Own HR metrics, leveraging data to drive business improvement. * Champion culture by aligning associates with the business mission, vision and values. * Shape organizational structure by aligning people and capabilities with business requirements and conditions. * Implement position and competency frameworks. * Monitor and foster talent development; facilitate planning, conduct training and measure effectiveness. * Develop and administer reward systems that drive organizational goals. * Plan for succession and identify the values, behaviors and skills required for current and future business needs. * Monitor and provide excellent HR service delivery (timely, accurate, efficient and responsive). * Assist in development and delivery of HR process and systems training. * Recruit, manage and continuously develop a world-class HR team. Qualifications * Bachelor's degree in HR or related field; SHRM-CP or SHRM-SCP preferred * Demonstrated experience in the lead HR role and prior manufacturing experience required. * Firm grasp of the fundamentals of HR Management; minimum of 5 years relevant manufacturing experience in a high-volume environment; career advancement within at least one organization * Demonstrated business acumen and ownership of HR KPIs; using business, HR and safety data to drive continuous improvement * Demonstrated organizational development skills - developing and aligning structure, people, processes and reward systems with business objectives * Demonstrated problem solving and change management experience * Demonstrated experience leading positive associate relations and communication program Additional Information Equal Employment Opportunity MasterBrand Cabinets LLC is an equal opportunity employer. MasterBrand Cabinets LLC's policy is not to discriminate against any applicant or employee based on race, color, religion, sex, gender identity or expression, national origin, ancestry, age, disability/handicap status, marital status, military status, sexual orientation, genetic history or information, or any other basis protected by federal, state or local laws. MasterBrand Cabinets LLC also prohibits harassment of applicants or employees based on any of these protected categories. It is also MasterBrand Cabinets LLC's policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions. Reasonable Accommodations MasterBrand Cabinets LLC is committed to working with and providing reasonable accommodations to individuals with disabilities. If you have a disability and wish to discuss potential accommodations related to applying for employment, please contact us at ************************.

We are looking for reliable professionals who will: Promote a safe and secure environment by planning and implementing programs designed to reduce school violence Patrol district property and maintain high visibility through the buildings and grounds Build meaningful relationships with students and staff and proactively interact with the district community Supervise afterschool activities and public meetings on a rotation-basis You're qualified if you: Possess a High School Diploma or Equivalent Have successfully completed Tier 1 Basic Training or would be willing to complete prior to employment Are able to relate to students and engage them in behaviors and activities that promote character and academic growth Our employees enjoy benefits* like: Contributions to PERF/TRF Retirement Pension Corporation-paid Life & Accident Insurance Corporation-paid Long-Term Disability Insurance Employee Assistance Program Health Insurance starting at $269/month Generous Leave Time package Access to FREE Employee Wellness Clinic Access to Central Noble Early Learning Center YMCA Corporate-Member Discount Family-Friendly Corporation

Prestige Staffing Services is seeking an experienced Human Resources Manager for a direct hire opportunity in the greater Fort Wayne, Indiana area. Essential Job Functions: Talent acquisition Maintain salary and hourly employment records. Coach hiring managers and department to build strong and effective teams Lead salary planning, administration, and performance review processes. Direct\/support department team members with goals, objectives, developmental requirements and annual reviews. Support and comply with Quality, Environmental and 5\-S programs. Assist EHS Manager with leadership of Executive Safety Committee. Develop and maintain plant rules, procedures and policies. and administer appropriate disciplinary action for infraction of rules. Approve department purchase orders. and develop and administer department budget. Ensure compliance with state and federal laws, including ADA, EEOC, and FMLA. Manage plant security. Work with Plant Manager to improve profitability of plant. Assist with professional development & team skills training. Support Safety Function as required Schedule hourly vacations\/process hourly vacation pay. Administer attendance program. Process weekly and bi weekly payroll. Schedule weekend overtime. Generate weekly shift roster. Administer safety glass program. EAP referrals. Manage the Company\/Plant Employee Fund. Process employment verification. In conjunction with Corporate Talent Management and Plant Manager, drive the hiring process of salaried employees. Coordinate performance evaluation process. Generate KOP's and monthly reports Qualifications: A four year degree or equivalent with a minimum of five or more years of progressive HR experience in a manufacturing environment. "}}],"is Mobile":false,"iframe":"true","job Type":"Full time","apply Name":"Apply Now","zsoid":"255186069","FontFamily":"PuviRegular","job OtherDetails":[{"field Label":"Industry","uitype":2,"value":"Manufacturing"},{"field Label":"City","uitype":1,"value":"Fort Wayne"},{"field Label":"State\/Province","uitype":1,"value":"Indiana"},{"field Label":"Zip\/Postal Code","uitype":1,"value":"46801"}],"header Name":"HR Manager","widget Id":"347772000000072311","is JobBoard":"false","user Id":"347772000000104003","attach Arr":[],"custom Template":"3","is CandidateLoginEnabled":false,"job Id":"347772000012322129","FontSize":"15","google IndexUrl":"https:\/\/prestigestaffingservices.zohorecruit.com\/recruit\/ViewJob.na?digest=tehb Mfv.RuWjDkp86.e2RIIBLiSqbvVOwCcPkYIxqVY\-&embedsource=Google","location":"Fort Wayne","embedsource":"CareerSite","indeed CallBackUrl":"https:\/\/recruit.zoho.com\/recruit\/JBApplyAuth.do","logo Id":"n7dt96037a531f5d84cb1a6f69394fde98ccd"}

Ready to make a difference? Our employees design, integrate, and test the world s next generation communication and electronic warfare systems for the United States DoD and international customers. You will be among the brightest minds, working on the aerospace and defense industry s most difficult problems. Drawing strength from our differences, we re innovating for the future. We put our customers first exemplified by our mission: We Protect Those Who Protect Us. Sound like a team you want to be a part of? Come build your career with us. We are seeking a Senior Strategic Human Resources Business Partner to support our Fort Wayne and Guaymas, Mexico sites. The role will report directly to the Senior Director, HR- Operations & Central Functions. This. In this role, you will develop and execute talent strategies and deploy organizational effectiveness tools that attract reward, engage, retain, and develop our talented workforce. This position is an on-site role and is based in Fort Wayne, Indiana Primary Responsibilities: + Create and execute an agile people strategy across assigned sites that advances critical business priorities and supports the attraction, development and retention of our talent while embracing the future of work. Quantify business results via metrics review. + Leverage process improvement/lean manufacturing tools and methodology to align with business needs. + Orchestrate key talent movement while building high performance teams and robust succession fostering a future-ready organization. + Collaborate with the broader HR network (i.e. Employee & Labor Relations, Talent Acquisition, Talent Management) to develop and deploy strategies that address business and client group needs. + Partner with leaders to evaluate the effectiveness of their teams and their organizational design. Facilitate workshops to re-evaluate existing structures, where needed. Lead change management efforts and new leader onboarding/assimilation activities, as required. + Counsel / coach functional leaders on matters concerning development of their organization to enhance effectiveness and potential. Connect leaders to the right resources to support their own development and the development/effectiveness of their teams. + Serve as a member of the Operations & Central Functions HR team, actively partnering with other team members to drive innovative, strategic, and consistent people strategies across all of Electronic Systems. Because of the need for consistent, in-person collaboration and/or the requirement to perform all work onsite due to the nature of this particular role, it will be performed fulltime on site. This means work will be conducted on location at a BAE Systems facility 100% of the time. **Required Education, Experience, & Skills** + Bachelor s Degree and 10 years of relevant experience OR Advanced Degree in a related field and minimum 8 years of relevant experience OR in absence of a degree,12 years of relevant experience is required. + Must be willing to travel up to 15%. + Must be authorized to work in the U.S. without sponsorship now or in the future. BAE Systems, Inc. will not offer sponsorship for this position. + Strong success in Change Management: Ability to navigate and facilitate change within teams and organizations, ensuring minimal disruption and maximum adoption of new processes or systems. + Highly experienced in developing and implementing comprehensive succession planning strategies to identify, develop, and prepare future leaders to assume key roles within the organization, ensuring continuity and minimizing disruption to business operations. + Proven experience serving as a coach to senior leaders for their organization on HR matters relating to organizational strategies and business imperatives. + Business acumen, be innovative, adapt well to change and work collaboratively with strategic influence to drive initiatives across a matrixed environment. + Deep knowledge of HR fundamentals (talent acquisition, total rewards, performance management, organizational change, learning and development, and organization effectiveness). + Proven track record of leading with a proactive, hands-on approach to problem-solving, delivering practical solutions and driving tangible results. + Experience working in a manufacturing/operations environment. + Experience working in a matrixed environment. + Ability to build relationships and influence. **Preferred Education, Experience, & Skills** + Experience in an HR Business Partner role supporting an organization with a population of 500 employees. **Pay Information** Full-Time Salary Range: $108000 - $183600 Please note: This range is based on our market pay structures. However, individual salaries are determined by a variety of factors including, but not limited to: business considerations, local market conditions, and internal equity, as well as candidate qualifications, such as skills, education, and experience. Employee Benefits: At BAE Systems, we support our employees in all aspects of their life, including their health and financial well-being. Regular employees scheduled to work 20 hours per week are offered: health, dental, and vision insurance; health savings accounts; a 401(k) savings plan; disability coverage; and life and accident insurance. We also have an employee assistance program, a legal plan, and other perks including discounts on things like home, auto, and pet insurance. Our leave programs include paid time off, paid holidays, as well as other types of leave, including paid parental, military, bereavement, and any applicable federal and state sick leave. Employees may participate in the company recognition program to receive monetary or non-monetary recognition awards. Other incentives may be available based on position level and/or job specifics. **HR Business Partner** **118862BR** EEO Career Site Equal Opportunity Employer. Minorities . females . veterans . individuals with disabilities . sexual orientation . gender identity . gender expression

At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. We give our best effort to our work, and we put people first. We're looking for people who are determined to make life better for people around the world. At Lilly, we serve an extraordinary purpose: improving lives globally through innovative medicines and meaningful contributions to the communities we serve. Our HR Technology organization plays a critical role in enabling this mission by delivering modern, scalable solutions that empower HR and the broader business. The Associate Director, HR Technology - Compensation is the functional lead for Workday Compensation and compensation-related processes across a global environment. This role combines expertise in compensation technology, deep understanding of HR business processes, strong project leadership, and a proactive, consultative approach to delivering solutions. In this role, you will translate global compensation strategy into scalable system design, optimize Workday and other reward and compensation system capabilities, lead major multi-functional initiatives, strengthen partnerships with HR and business leaders, and bring forward innovative ideas that enhance the employee and manager experience. Key Responsibilities Compensation Technology & Process Leadership Serve as the enterprise leader for Workday Compensation, including merit, bonus, equity, compensation statements, and related business processes. Ensure the accuracy, compliance, and effectiveness of global annual compensation cycles and reward programs. Partner with the Compensation COE to translate strategy into scalable, intuitive Workday configurations that support global needs. Evaluate and optimize compensation functionality to drive standardization, clarity, and efficiency across all compensation programs. Strategic Technology Leadership Maintain deep understanding of Workday roadmap updates, platform enhancements, and industry trends; proactively recommend solutions that improve business outcomes. Find opportunities for A.I. automation, self-service expansion, simplification, and system optimization. Translate business needs into clear functional and technical requirements; challenge assumptions and present industry-aligned alternatives when appropriate. Serve as a trusted advisor to HR and business collaborators on compensation technology capabilities, limitations, and best practices. Project Management & Execution Lead sophisticated, multi-functional HR technology projects in Compensation from planning through deployment. Develop project plans, define breakthroughs, track progress, lead risks, and ensure timely, high-quality delivery. Apply structured project and organisational change methodologies to enhance clarity, alignment, and adoption. Coordinate multi-functional workstreams including Compensation COE, HR Operations, Tech@Lilly (IT), and business partners. Stakeholder Partnership & Communication Build strong relationships with Compensation HR Center of Excellence, People Leaders, Tech@Lilly, HR partners, and business collaborators. Act as a liaison between technical and business teams to ensure clarity, alignment, and shared understanding of requirements and solutions. Provide clear, concise communication through release notes, updates, technical explanations, decision documents, and stakeholder-ready materials. Facilitate meetings, influence decisions, and proactively surface risks, insights, or recommendations. Operational Excellence and System Configuration Configure and maintain Workday and related system components with a high degree of accuracy and governance. Conduct testing for weekly service updates and semi-annual releases; communicate impacts and lead remediation activities. Support HR Operations and end users by resolving inquiries, issues, and customer concerns. Document processes, configuration decisions, and functional design with precision and clarity. Lead vendor relationships for compensation-related technologies beyond Workday including pay transparency software, recognition software, and more, as applicable. Basic Requirements Bachelor's degree in information systems, Business, Human Resources, or related discipline and combined experience. Minimum 5 years' experience in HR Operations, HRIS, HR Technology or IT with an emphasis in Workday configuration with exposure to Compensation, HCM, Advanced Compensation, or related modules Experience leading multi-functional HR technology projects Qualified applicants must be authorized to work in the United States on a full-time basis. Lilly will not provide support for or sponsor work authorization and/or visas for this role. Additional Skills / Preferences Experience using A.I. and technologies to co‑create solutions with business partners, bringing forward insights and opportunities that anticipate organizational needs Solid understanding of compensation processes including merit cycles, bonus administration, equity, pay structures, and compensation planning Demonstrated experience leading sophisticated HR technology or compensation-related initiatives. Solid project management capabilities Intermediate knowledge of Microsoft Word, Excel, PowerPoint Sophisticated MS Excel Skills Exceptional communication skills with ability to simplify complexity for diverse audiences. Demonstrable ability to build strong partnerships, influence decisions, and drive alignment across functions. High learning agility and ability to navigate evolving technology landscapes. Workday Certification preferred Travel Less than 10% Lilly is dedicated to helping individuals with disabilities to actively engage in the workforce, ensuring equal opportunities when vying for positions. If you require accommodation to submit a resume for a position at Lilly, please complete the accommodation request form (******************************************************** for further assistance. Please note this is for individuals to request an accommodation as part of the application process and any other correspondence will not receive a response. Lilly is proud to be an EEO Employer and does not discriminate on the basis of age, race, color, religion, gender identity, sex, gender expression, sexual orientation, genetic information, ancestry, national origin, protected veteran status, disability, or any other legally protected status. Our employee resource groups (ERGs) offer strong support networks for their members and are open to all employees. Our current groups include: Africa, Middle East, Central Asia Network, Black Employees at Lilly, Chinese Culture Network, Japanese International Leadership Network (JILN), Lilly India Network, Organization of Latinx at Lilly (OLA), PRIDE (LGBTQ+ Allies), Veterans Leadership Network (VLN), Women's Initiative for Leading at Lilly (WILL), en Able (for people with disabilities). Learn more about all of our groups. Actual compensation will depend on a candidate's education, experience, skills, and geographic location. The anticipated wage for this position is $127,500 - $187,000 Full-time equivalent employees also will be eligible for a company bonus (depending, in part, on company and individual performance). In addition, Lilly offers a comprehensive benefit program to eligible employees, including eligibility to participate in a company-sponsored 401(k); pension; vacation benefits; eligibility for medical, dental, vision and prescription drug benefits; flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts); life insurance and death benefits; certain time off and leave of absence benefits; and well-being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities).Lilly reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion and Lilly's compensation practices and guidelines will apply regarding the details of any promotion or transfer of Lilly employees. #WeAreLilly

Greencroft Communities is seeking a Corporate Director of Human Resources to join our fun and friendly team! This is a fantastic opportunity where we offer a collaborative and inclusive environment that encourages growth and autonomy. We adhere to our 'CROFT' values daily. CROFT Values are Creativity, Respect, Openness, Fairness and Teamwork. If this type of culture and our values resonate with you, we would love to meet you! : The Corporate Director of Human Resources (HR) is responsible for assisting the Chief Human Resources Officer (CHRO) to oversee all aspect of the corporate HR department, ensuring that all HR initiatives, policies, and programs support the companys strategic objectives. This position will play a critical role in developing and implementing HR strategies that align with the business goals and foster a positive work environment. Essential Functions: * Work strategically with campus HR leaders by assisting them with major initiatives * Fosters positive relationships with leaders throughout Greencroft Communities * Participate in Salary survey information and analyze survey results brining forward any recommended range changes to the CHRO. * Review Job descriptions and compile market salary range recommendations for new positions * Administers and oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; team member coaching matters; disputes and investigations; performance and talent management; recognition, and morale; occupational health and safety. * Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. * Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to CHRO Position Requirements: * Bachelors Degree required. Masters Degree optional * Three or more years of supervisory and Human Resources experience required. * SHRM-CP or SHRM-SCP highly preferred. * Exceptional verbal and written communication skills * Ability to understand and relate to Human Resource issues. * Strong organizational skills and attention to detail. Schedule: * Full Time - Days Benefits: * Medical/Dental/Vision * Voluntary Life * 403(b) with employer match * PTO program * Additional benefits may be available Feel free to contact HR at ************.

For nearly 70 years, MasterBrand has been shaping the places where people come together, enriching lives and creating meaningful memories for our customers. That, combined with our stylish products, expansive dealer and retail network, and dedicated associates, has helped make us the number one North American residential cabinet business. Our unique culture of continuous improvement is based on trusting the tools, empowering the team and moving forward, and is kept alive by our more than 14,000 associates across 20 plus manufacturing facility and offices. Visit ******************* to learn more and join us in building great experiences together! Job Description The Human Resources Manager (HRM) is a strategic business partner, responsible for driving business results by translating strategy into concrete actions and tangible outcomes. The HRM will champion culture and shape organizational structure by aligning human capital with the organization's mission, vision and values. The HRM will drive organizational development by facilitating needs analysis, talent evaluation, planning and development. This role will support our Goshen, IN facility and will work onsite 5 days a week. Responsibilities: Support, improve, and execute on the company's employee relations strategy. Serve as general advisor on employment law and government regulations. Own HR metrics, leveraging data to drive business improvement. Champion culture by aligning associates with the business mission, vision and values. Shape organizational structure by aligning people and capabilities with business requirements and conditions. Implement position and competency frameworks. Monitor and foster talent development; facilitate planning, conduct training and measure effectiveness. Develop and administer reward systems that drive organizational goals. Plan for succession and identify the values, behaviors and skills required for current and future business needs. Monitor and provide excellent HR service delivery (timely, accurate, efficient and responsive). Assist in development and delivery of HR process and systems training. Recruit, manage and continuously develop a world-class HR team. Qualifications Bachelor's degree in HR or related field; SHRM-CP or SHRM-SCP preferred Demonstrated experience in the lead HR role and prior manufacturing experience required. Firm grasp of the fundamentals of HR Management; minimum of 5 years relevant manufacturing experience in a high-volume environment; career advancement within at least one organization Demonstrated business acumen and ownership of HR KPIs; using business, HR and safety data to drive continuous improvement Demonstrated organizational development skills - developing and aligning structure, people, processes and reward systems with business objectives Demonstrated problem solving and change management experience Demonstrated experience leading positive associate relations and communication program Additional Information Equal Employment Opportunity MasterBrand Cabinets LLC is an equal opportunity employer. MasterBrand Cabinets LLC's policy is not to discriminate against any applicant or employee based on race, color, religion, sex, gender identity or expression, national origin, ancestry, age, disability/handicap status, marital status, military status, sexual orientation, genetic history or information, or any other basis protected by federal, state or local laws. MasterBrand Cabinets LLC also prohibits harassment of applicants or employees based on any of these protected categories. It is also MasterBrand Cabinets LLC's policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions. Reasonable Accommodations MasterBrand Cabinets LLC is committed to working with and providing reasonable accommodations to individuals with disabilities. If you have a disability and wish to discuss potential accommodations related to applying for employment, please contact us at [email protected].