Human resources business partner jobs in Grand Rapids, MI - 71 jobs

Patrick Industries, a publicly traded company headquartered in Elkhart, Indiana, invites you to join a team of dedicated Team Members who are passionate about delivering high-quality products and exceptional customer service. As a leading solutions provider serving a diverse range of markets across the United States, our commitment to innovation, quality, and sustainability has positioned us as a high growth, diversified and empowered Team of more than 10,000! Your adventure awaits! We are seeking a Human Resource Business Partner to support the assigned segment of Patrick Industries growing portfolio. Under the direction of the Director of HR, the HRBP will act a strategic partner to the leadership team and support all components of the HR function, including employee relations, compensation, talent management, succession planning, compliance, benefits etc. Responsibilities and Duties: * Support, guide and mentor the duties of the HR professionals at assigned Business Units * Create and aid in the development of programs surrounding retention and talent development * Identify gaps surrounding Human Resource functions and develop mitigation tools to help support the needs of the Business Unit * Lead initiatives that help strengthen the culture and create a positive team member experience * Develop strong business partnership with key stakeholders * Act as a coach and advise leadership and HR professionals on compliance standards and risk mitigation * Execute programs as directed by Senior Leadership * Assist in the development, training and mentorship of new and existing team members * Lead and train on HRIS management initiatives * Communicate and drive performance management, talent management and workforce planning through the business units Qualifications and Skills: * Bachelor's degree in Human Resources, Business, or related discipline preferred * 5+ years of Human Resource Generalist experience * Ability to work and communicate effectively at all levels of the organization * Manufacturing experience highly desired * Strategic thought leader with proven ability to execute * Excellent written and verbal communication skills * High attention to detail * High level of personal integrity (self-esteem, confidence, honesty, and respect) * Ability to work independently with ever-changing daily priorities * Strong accountability and follow-through * Align with Patrick Industries "BETTER Together" mentality by pursuing Balance, Excellence, Trust, Teamwork, Empowerment, and Respect within the organization At Patrick Industries, BETTER Together is our commitment to being our best while striving to bring out the best in one another as we join forces Individually, as Teams, with our Business Units, with our Customers, our Communities and within our entire Patrick family. Patrick is an Equal Opportunity Employer. Location:

Human Resources Business Partner (HRBP) Optalis Leonard: 1700 Leonard St NE, Grand Rapids, MI 49505 Full-Time / Exempt Are you looking for the next step in your Human Resources Career? Do you want to work where the passion is to care for others? Want to work with a rapidly growing Healthcare Provider with locations in Ohio and Michigan? As the HRBP at our Care Center, you will facilitate the recruitment, onboarding, and retention activities for the Care Center; as well as handle all HR related functions within the Care Center, including employee relations, updating and preparing payroll for processing, maintaining employee files and tracking employee milestones for regulatory compliance. Serves as the point of contact for employees for HR related inquiries. Please note that this is an onsite position. Requirements: Bachelor's degree in human resources or related field strongly preferred. 2 or more years of HR Experience is strongly preferred with healthcare industry and payroll experience a plus. Strong communication, interpersonal and customer service skills are a must. Ability to build professional relationships at all levels within the Care Center. Must be detail-oriented and possess strong organizational skills and the ability to multi-task, and function well in a high-paced environment. In return Optalis offers a robust benefit plan, including medical, dental, vision, life and supplemental coverage, generous Paid Time Off (PTO) Plan, Paid Holidays, 401(k) with company match and Same Day Pay!

Job Description Full-Time | On-site in Grand Rapids, MI Your Expertise Shapes Our Teams As a Human Resources Business Partner, you'll be a trusted advisor to leaders, helping them create inclusive environments where every team member feels valued, supported, and safe. You'll guide leaders through culture-building, employee relations, and challenging conversations while offering training and thoughtful feedback that strengthens teams. Your creativity, curiosity, and analytical mindset will help you build strong, collaborative relationships across a diverse team united by a shared commitment to helping others live with dignity and purpose. Brio Living Services Takes Care of You Competitive compensation packages Up to 6 weeks of flexible time off | 6 Paid Holidays | 2 Floating Holidays $500 Team Member Referral bonus program Growth Opportunities | Educational Scholarship Program | Tuition Reimbursement You Are: able to proactively problem solve and identify risks, combine disparate data to diagnose the root cause of emergent issues, interpret and ensure adherence to laws and regulations. You stay up-to-date on how changing laws might impact how our teams perform. You've never met a stranger. You can get to know anyone and empathize with their perspective, driving motivations, and build the strong relationships needed to effectively guide leaders. You're calm in a crisis. You're not easily rattled and can lower the temperature to identify a path forward while balancing the emotional stakes of leaders, managers, team members, residents, and family members. You're a compassionate coach. You can deliver impactful learning and education to team members regardless of their altitude and learning style. You can identify areas in need of support and deliver accordingly. You're a leader. You can take command and provide guidance to team members of all backgrounds, not just the team members you supervise. Together We'll Be: A passionate and enthusiastic team of humans who love to help. Working collaboratively and creatively with a team of Human Resources professionals, you will help shape a future of caregiving professionals that support thousands of aging adults across Michigan. Minimum Requirements A Bachelor's degree in Human Resources, Labor Relations, Business Administration or equivalent experience Two years of team member relations experience Comprehensive understanding of labor laws and regulations, particularly in Michigan Strong conflict resolution, negotiation, and mediation skills Ability to balance the interests of multiple stakeholders and drive toward consensus Ability to build credibility, trust, and resilient relationships with team members of all levels Occasional travel for required meetings, training sessions, and other work-related events Nice-to-Haves An advanced degree or HR certification SHRM-CP or PHR certification We can't wait to review your thoughtful application and get to know you! ACCESSIBILITY SUPPORT Brio Living Services is committed to offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability, please contact us. BRIO LIVING SERVICES IS AN EQUAL OPPORTUNITY EMPLOYER Brio Living Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, or genetics in accordance with applicable federal, state and local laws. Req# 10355

The Human Resources Business Partner is a strategic partner for ODL's primarily USA -based executive and salaried professional employees. This individual contributor role partners closely with functional leadership and corporate teams to foster engagement and drive talent, culture, and HR initiatives that support business growth and operational excellence. Who We Are: Driven by continual innovation and trusted partnerships, ODL is a global leader in high-quality door and insulated glass solutions. For decades, our purpose has been simple: Make Your Life Better-for our customers, our communities, and our people. With 14 global locations and thousands of employees, ODL has been recognized as a Great Place to Work across all countries of operation. We invest in our people, celebrate growth, and foster a culture where accountability, innovation, and excellence thrive. The Impact You'll Drive: * Strategic Partnership: Collaborate with executive & senior leadership to develop and implement HR strategies that support business objectives and drive organizational performance. * Organizational Effectiveness: Conduct assessments and analyses of organizational health, talent, and performance. Provide strategic thought leadership to design and develop organizational structures, talent and culture initiatives to optimize performance. * Leadership Coaching: Serve as a trusted advisor for senior leaders, managers, and employees, to resolve workplace issues and promote a positive, collaborative culture. Provide transparent and constructive feedback to people leaders. * Culture: Coach leaders in creating meaningful and impactful action plans tied to ODL's engagement survey results and listening mechanisms. Propose and execute strategic initiatives to elevate employee engagement, retention, and sense of belonging. * Talent Management: Oversee performance review cycles, succession planning, and leadership development initiatives. Collaborate with global peers and centers of excellence to ensure a deep bench for key roles. * Recruitment & Workforce Planning: Collaborate with hiring managers to attract, assess, select, and retain top talent. Support workforce planning and capability-building strategies. * Data & Reporting: Report & monitor key HR metrics (turnover, engagement, talent, etc.), to provide actionable insights to leadership, and create plans to improve opportunities. * Mergers & Acquisitions: Lead or participate in M&A projects including but not limited to planning activities, due diligence, assessments, employee transfer, and integration. * Total Rewards: Leads projects related to total rewards including reward and recognition for client groups. * Board of Advisors: Assist with analysis and the preparation of materials for the Board of Advisors. * Other projects and duties as assigned. What Sets You Up for Success: Education: * Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification highly preferred). Experience: * 7+ years of progressive HR business partner experience. * Prefer 1+ years of M&A experience. Skills: * Excellent communication and collaboration skills including executive presentation preparation and delivery. * Ability to influence and build relationships across manufacturing and corporate function environments * Experience supporting senior leaders, salaried employees, and/or corporate functions in a global company * Strategic thinking, strong analytical and problem-solving skills * Ability to gain proficiency in HRIS (Workday) and Microsoft Office Suite Travel Requirements * This is an onsite position located at our Zeeland, MI corporate office. * Ability to travel up to 20% to manufacturing sites and corporate offices globally The Value We Offer: * Health, Dental, and Vision insurance * Prescription Plan * 401(k) with company match * Tuition Reimbursement * Disability Plan * Paid Vacation and 10 Holidays * Health Club Reimbursement * Bonus program * Wellness program Ready to Make an Impact? If you're a strategic people leader ready to shape culture, elevate talent, and influence the growth of a global organization, we'd love to meet you. Apply today and help shape the future of ODL. The Human Resources Business Partner is a strategic partner for ODL's primarily USA -based executive and salaried professional employees. This individual contributor role partners closely with functional leadership and corporate teams to foster engagement and drive talent, culture, and HR initiatives that support business growth and operational excellence. Shift First Shift (United States of America)

Full-Time | On-site in Grand Rapids, MI Your Expertise Shapes Our Teams As a Human Resources Business Partner, you'll be a trusted advisor to leaders, helping them create inclusive environments where every team member feels valued, supported, and safe. You'll guide leaders through culture-building, employee relations, and challenging conversations while offering training and thoughtful feedback that strengthens teams. Your creativity, curiosity, and analytical mindset will help you build strong, collaborative relationships across a diverse team united by a shared commitment to helping others live with dignity and purpose. Brio Living Services Takes Care of You * Competitive compensation packages * Up to 6 weeks of flexible time off | 6 Paid Holidays | 2 Floating Holidays * $500 Team Member Referral bonus program * Growth Opportunities | Educational Scholarship Program | Tuition Reimbursement You Are: able to proactively problem solve and identify risks, combine disparate data to diagnose the root cause of emergent issues, interpret and ensure adherence to laws and regulations. You stay up-to-date on how changing laws might impact how our teams perform. * You've never met a stranger. You can get to know anyone and empathize with their perspective, driving motivations, and build the strong relationships needed to effectively guide leaders. * You're calm in a crisis. You're not easily rattled and can lower the temperature to identify a path forward while balancing the emotional stakes of leaders, managers, team members, residents, and family members. * You're a compassionate coach. You can deliver impactful learning and education to team members regardless of their altitude and learning style. You can identify areas in need of support and deliver accordingly. * You're a leader. You can take command and provide guidance to team members of all backgrounds, not just the team members you supervise. Together We'll Be: A passionate and enthusiastic team of humans who love to help. Working collaboratively and creatively with a team of Human Resources professionals, you will help shape a future of caregiving professionals that support thousands of aging adults across Michigan. Minimum Requirements * A Bachelor's degree in Human Resources, Labor Relations, Business Administration or equivalent experience * Two years of team member relations experience * Comprehensive understanding of labor laws and regulations, particularly in Michigan * Strong conflict resolution, negotiation, and mediation skills * Ability to balance the interests of multiple stakeholders and drive toward consensus * Ability to build credibility, trust, and resilient relationships with team members of all levels * Occasional travel for required meetings, training sessions, and other work-related events Nice-to-Haves * An advanced degree or HR certification * SHRM-CP or PHR certification We can't wait to review your thoughtful application and get to know you! ACCESSIBILITY SUPPORT Brio Living Services is committed to offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability, please contact us. BRIO LIVING SERVICES IS AN EQUAL OPPORTUNITY EMPLOYER Brio Living Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, or genetics in accordance with applicable federal, state and local laws. Req# 10355

Status: Full-Time, Hybrid - (Tuesday, Wednesday, Thursday on-site) About Us: Alliance Physical Therapy Partners (APTP) is a national physical therapy operator and provider of industrial injury prevention services, with annual revenue in excess of $130MM and total headcount of approximately 1,500 employees. APTP has 16 distinct outpatient physical therapy brands comprising 140+ locations and a network of 500+ licensed clinicians. In addition to operating a network of outpatient clinics, APTP partners with various industries by providing on-site injury prevention services. Founded in 2017 and headquartered in Grand Rapids, Michigan, APTP is committed toward delivering quality and compassionate services for patients nationwide. APTP views every patient and employee interaction as an opportunity to help that person reach their goals and provides the necessary resources to assist all individuals in achieving those goals. The company was founded by and continues to be led by patient-focused physical therapists who work to transform the traditional healthcare experience by infusing innovation and passion so that more people can enjoy the benefits of physical therapy and injury prevention services. Mission: The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. 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. What You'll Do As an HR Business Partner, the role involves collaborating closely with business leaders to understand their needs and align HR strategies and solutions with their goals. This includes developing positive working relationships and business partnerships within designated offices and throughout the company. The HR Business Partner provides guidance and support to business partners on HR policies, procedures, and best practices. They work with HR departments to implement, administer, educate, and deliver HR services, programs, training, and policies that support business units and HR objectives. Additionally, they offer guidance and support to managers on performance management and coaching. Managing employee relations is a key aspect of the role, involving investigation and developing solutions for fair and timely conflict resolution. The HR Business Partner supports talent management initiatives, including workforce planning, succession planning, and leadership development. They collaborate with office leadership teams to identify employee development and training needs, creating and implementing plans to address those needs. Furthermore, they partner with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity. Ensuring compliance with HR-related legal requirements, including labor laws and regulations, is another critical responsibility. The HR Business Partner analyzes HR data and metrics to identify trends and opportunities for improvement, regularly evaluating data and providing analytics to assigned groups. They conduct exit interviews, analyze turnover trends, and work with leadership to develop strategies to increase engagement and retention. Participation in the development and implementation of HR programs and initiatives is also part of the role. Regular status updates are provided to HR leadership on the HR Business Partner's progress and impact on the business units. Additionally, they perform other duties as assigned. Duties/Responsibilities: Conducts frequent meetings with respective business partners. Consults with leaders and managers, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. 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 the legal department as needed/required. Provides day-to-day performance management guidance to 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. Provides guidance and input on business 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. Performs other related duties as assigned. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Competencies Strategic Vision: Ability to align HR strategies with the overall business goals of the healthcare organization. Proficiency in developing and implementing strategic HR plans. Leadership and Influence: Strong leadership skills to inspire and guide HR teams, and the ability to influence senior management and stakeholders. Employee Relations: Proficiency in creating and implementing training and development programs to enhance employee skills and career growth. HR Analytics & Data-Driven Decision Making: Strong analytical and problem-solving skills. Competence in using HR metrics and analytics to inform decision-making and to measure the effectiveness of HR initiatives. Change Management: Capability to lead and manage organizational change, ensuring smooth transitions and minimal disruption. Compliance and Ethics: Ensuring all practices comply with healthcare regulations, ethical standards and best practice. Communication Skills: Excellent communication skills to effectively convey HR policies and initiatives to all levels of the organization. Education and Experience: Minimum of 5 years of experience resolving complex employee relations issues. 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. Bachelor's degree preferred. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. What You'll Need Bachelor's degree in Human Resources, Business or relevant field and 5 years of relevant human resources experience What You'll Bring Has in-depth knowledge of the HR function and processes. Seeks to understand the operations of the business, how the business generates revenue and how work gets done within the organization. Able to react quickly to solve problems and execute essential day-to-day HR activities. Partner with leaders to identify and execute organization changes and communication plans. Engages with business leaders to understand the talent needs required to support future growth (e.g., staffing plans). Interprets basic data visualizations (charts, tables, etc.) to make comparisons and draw conclusions. Identifies and delivers data that is most critical to stakeholders' priorities. Recognize patterns and trends and able to recommend adjustments to existing plans. Ask probing questions and effectively discover symptoms and root causes of problems. Report and manage risks that have been identified through internal operations or the external market. Understands how work is distributed within the HR function (e.g., between COEs and HRBPs) and effectively utilizes and supports COEs Must have the ability to travel up to 10% of the time #LI-TB1

We may be a global organization, but when it comes to our people, you are family. And we are looking for our next family member to join our Grand Rapids, MI facility. Novares is seeking a talented and innovative Human Resources Manager to join our Grand Rapids team. In this strategic role, you will lead the site's Human Resources function and offer expertise in the areas of talent management, recruiting and retention, workforce planning, compensation and benefits, coaching/development, change management and employee relations. Who is Novares? We are a 60 year global plastic solutions provider that design, manufactures complex components & systems serving the future of the automotive industry. Our headquarters is located in France with facilities in 22 countries, containing 41 Production Plants, 8 Skill Centers, 8 Technical Centers, 23 Customer Service Centers and 15 languages spoken. Our innovation strategy drives us to invent unique solutions that shift the way cars interact with passengers and are powered for greener mobility. Novares is looking for its Human Resources department his/her future HR Manager (M/F), located in GRAND RAPIDS GR-PL. Finality Implement the group's human resources policy at the site for which he/she is responsible.Main Missions Purpose - Implement the group's human resources policy at the site for which he/she is responsible - As an ambassador of our brand and culture, conduct the Communication actions locally Essential job functions Abilities - Excellent inter-personal skills, and problem-solving abilities - Strong communications skills (verbal and written) - Ability to handle multiple assignments and meeting established deadlines - Organizational and documentation skills - Ethical Practice Candidate Profile : Level of Experience: Mid-Career Type of Contract: ATW - At Will Contract Required Travel: 0 - 10% All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, political orientation, gender identity, national origin, disability or veteran status.

Human Resources Manager- Grand Rapids Complex DEPARTMENT: Food & Beverage Services REPORTS TO: General Manager of Food & Beverage FLSA STATUS: Salaried Exempt LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component - feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking - of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Join us! Essential Duties and Responsibilities The Human Resources Manager is an integral part of delivering our promise to our guests. The Manager will be responsible for executing the strategy and assisting with employee lifecycle processes with a focus on full cycle staffing. The Human Resources Manager will partner with the Regional Director of Human Resources and operational managers on key initiatives that drive customer satisfaction, operational excellence and business performance. Lead staffing planning, posting of open roles, interview scheduling, pre-employment checks, offer letters and onboarding process. Ensures optimum staffing levels always exist throughout the unit for operational success. Drives employee engagement activities on event day and in day-to-day operations. Manages payroll processes to ensure accurate payroll and labor reporting. Support training and development initiatives for managers and hourly employees. Develop and maintain strong partnerships with operations and management ensuring HR strategies, processes and practices are implemented. Provide purposeful and forward-thinking coaching and feedback to all levels of employees, addressing various employee related issues and business needs. Ensures company compliance with all existing governmental and labor reporting requirements. Partners in the preparation of required documentation for compliance with all state and federal laws. Lead employee relations functions including the organization and execution of investigations into policy and law violations in addition to handling general grievances or concerns. Partnership in the processing of worker's compensation claims, leaves of absence and benefits administration. Demonstrate thought leadership and suitable judgment in making HR related business decisions. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with all Legend Global 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. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree is preferred or equivalent professional experience A minimum of 2 -4 years of experience in hospitality industry including 1 year of supervisory experience Qualifications Bachelor's degree preferred. 3+ years of varied human resources experience. 2+ years of people supervisory experience. Outstanding leadership skills with a high capacity for managing multiple projects simultaneously. Proven ability to influence and gain credibility with all levels of employees and customers both internal and external. Must possess excellent oral, written and listening communication skills and the ability to prioritize and execute in a deadline-oriented environment. A strong commitment to delivering a high level of customer and client service with demonstrated initiative, leadership, and management skills. Must be flexible to work extended hours due to business requirements including late nights, weekends and holidays. Comfortable working in a matrix leadership environment. Hospitality Experience is preferred COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: Grand Rapids, MI Complex: Van Andel Arena, Acrisure Amphitheater, Amway Stadium PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. Human Resources Manager- Grand Rapids Complex DEPARTMENT: Food & Beverage Services REPORTS TO: General Manager of Food & Beverage FLSA STATUS: Salaried Exempt LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component - feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking - of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Join us! Essential Duties and Responsibilities The Human Resources Manager is an integral part of delivering our promise to our guests. The Manager will be responsible for executing the strategy and assisting with employee lifecycle processes with a focus on full cycle staffing. The Human Resources Manager will partner with the Regional Director of Human Resources and operational managers on key initiatives that drive customer satisfaction, operational excellence and business performance. Lead staffing planning, posting of open roles, interview scheduling, pre-employment checks, offer letters and onboarding process. Ensures optimum staffing levels always exist throughout the unit for operational success. Drives employee engagement activities on event day and in day-to-day operations. Manages payroll processes to ensure accurate payroll and labor reporting. Support training and development initiatives for managers and hourly employees. Develop and maintain strong partnerships with operations and management ensuring HR strategies, processes and practices are implemented. Provide purposeful and forward-thinking coaching and feedback to all levels of employees, addressing various employee related issues and business needs. Ensures company compliance with all existing governmental and labor reporting requirements. Partners in the preparation of required documentation for compliance with all state and federal laws. Lead employee relations functions including the organization and execution of investigations into policy and law violations in addition to handling general grievances or concerns. Partnership in the processing of worker's compensation claims, leaves of absence and benefits administration. Demonstrate thought leadership and suitable judgment in making HR related business decisions. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with all Legend Global 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. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree is preferred or equivalent professional experience A minimum of 2 -4 years of experience in hospitality industry including 1 year of supervisory experience Qualifications Bachelor's degree preferred. 3+ years of varied human resources experience. 2+ years of people supervisory experience. Outstanding leadership skills with a high capacity for managing multiple projects simultaneously. Proven ability to influence and gain credibility with all levels of employees and customers both internal and external. Must possess excellent oral, written and listening communication skills and the ability to prioritize and execute in a deadline-oriented environment. A strong commitment to delivering a high level of customer and client service with demonstrated initiative, leadership, and management skills. Must be flexible to work extended hours due to business requirements including late nights, weekends and holidays. Comfortable working in a matrix leadership environment. Hospitality Experience is preferred COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: Grand Rapids, MI Complex: Van Andel Arena, Acrisure Amphitheater, Amway Stadium PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

Senior HR Generalist, Talent Management & Development Full Time Grand Rapids, MI, US Are you an experienced, mission-driven HR professional passionate about developing people, strengthening culture, and enhancing the employee experience? At Our Daily Bread Ministries, we're more than a global content organization-we're a ministry dedicated to making the life-changing wisdom of the Bible understandable and accessible to all. As our Senior HR Generalist, Talent Management & Development, you'll play a key role in shaping the employee journey-from recruitment and onboarding to talent development, engagement, and organizational effectiveness. This role blends strategy and hands-on execution to support a thriving, Christ-centered workplace. What You'll Do Lead Recruitment & Onboarding: Manage full-cycle recruiting, partner with hiring managers, and design onboarding and internship programs that equip employees for success. Strengthen Talent & Performance: Support performance management, leadership development, career pathways, and coaching to foster continuous growth. Enhance Employee Experience: Champion engagement initiatives, analyze survey insights, and recommend improvements across the employee lifecycle. Guide Employee Relations: Serve as a trusted advisor, support corrective action processes, conduct internal investigations, and ensure fair and compliant outcomes. Conduct Compensation & Market Analysis: Review job descriptions, assess market competitiveness, and provide recommendations aligned with ministry goals. Support HR Operations: Assist with benefits, compliance, safety, and other operational HR needs while modeling a Christ-centered presence across the ministry. Collaborate Across Departments: Build strong partnerships, contribute to ministry-wide initiatives, and support a unified, mission-aligned culture. What You Bring Education & Experience: Bachelor's degree in HR, Business, Organizational Development, or related field (Master's a plus); 7+ years of progressive HR experience in recruitment, employee relations, and talent development; multistate experience required, and international experience preferred; HR certification (SHRM-CP/PHR) desirable. HR Expertise: Strong understanding of HR principles, employment law, and compliance, with proven experience in compensation analysis, benchmarking, and market research. People & Performance Skills: Ability to coach leaders, handle employee relations with discretion, and build trusted relationships across all levels. Analytical & Organizational Strengths: Skilled in data analysis, communication, facilitation, project management, and balancing multiple priorities. Technical Proficiency: Comfortable with HRIS systems (ADP), Microsoft Office, survey tools, LinkedIn Recruiter, and job posting platforms. Why Join Our Daily Bread Ministries? Mission-Driven Impact: Help cultivate a healthy, thriving workplace that supports our global ministry. Christ-Centered Culture: Be part of a prayerful, Scripture-focused environment that nurtures spiritual and professional growth, including weekly Chapel. Opportunity to Influence: Shape talent processes, culture, and organizational health in meaningful ways. Comprehensive Benefits: Competitive health coverage, 401k with employer match, tuition scholarships, Chaplain services, and more. Make an Eternal Impact If you're ready to combine strategic HR leadership with mission-focused service, click “Apply” and join a team committed to helping people around the world grow closer to God through His Word.

The Community Grand Rapids, with a population of nearly 200,000, is the second-largest city in Michigan and the largest in West Michigan. Located on the Grand River about 30 miles east of Lake Michigan and just three hours from Chicago, the city offers both the amenities of a growing metropolitan area and the accessibility of a close-knit community. The region is known for its strong economy, affordable cost of living, and welcoming neighborhoods, making it an ideal place to advance a career and raise a family. Residents enjoy easy access to Lake Michigan's beaches, miles of hiking and biking trails, and year-round recreational opportunities. Grand Rapids also features a vibrant downtown with a thriving arts and cultural scene, award-winning museums, diverse restaurants, and a nationally recognized craft brewing industry. Recognitions #1 - Cities on the Rise, LinkedIn #2 - 10 Most Beautiful & Affordable Cities to Live in the U.S., Travel + Leisure #10 - Top 10 Cities for Young Female Professionals, Pheabs #14 - Best Places to Live for Quality of Life, U.S. News & World Report #2 - Best Cities in Michigan to Live and Visit, Touropia #5 - Best Neighborhoods to Buy a House in America - Eastgate, Grand Rapids, Niche #3 - Best Business Climate (Mid-Sized), Business Facilities #1 - Best Manufacturing Hubs (Large) - Grand Rapids-Kentwood, Business Facilities Government The City of Grand Rapids operates under a Council-Manager form of government, with strategic direction provided by an elected City Commission and daily operations overseen by a professional City Manager. As one of the largest municipal organizations in Michigan, the City employs more than 1,700 full-time staff across 30 departments, delivering essential services to a community of more than 200,000 residents. The size and scope of the organization reflect both the complexity of its operations and its capacity to provide innovative, high-quality services to a diverse and growing population. Financially, the City remains strong and forward-looking. The FY 2026 budget totals approximately $735 million, including a General Operating Fund of nearly $196 million that supports core municipal functions such as public safety, parks and administrative services. This investment underscores Grand Rapids' commitment to fiscal responsibility, service excellence, and long-term sustainability. The City's priorities are guided by its Strategic Plan, which articulates a clear vision and mission for the organization: Vision: Grand Rapids will be nationally recognized as an equitable, welcoming, innovative and collaborative city with a robust economy, safe and healthy community, and the opportunity for a high quality of life for all. Mission: To elevate quality of life through excellent City services. Human Resources Department The Human Resources Department is a team of dedicated professionals providing critical services across recruitment, benefits, labor relations, classification and compensation, organizational development, and risk management. The department is also managing several important initiatives that will shape the City's workforce for years to come. A classification and compensation study is being finalized and will require thoughtful implementation, Oracle ERP is in the early stages of rollout for Human Resources, and the City is preparing for a competitive solicitation for employee health benefits. In addition, the team will be leading efforts to modernize the City's competencies and evaluation processes, improve recruiting and onboarding practices, and launch "an internal" cultural assessment. With eight bargaining unit contracts successfully settled for the next three years, the department is well-positioned to focus its energy on these strategic priorities and continue evolving into a high-performing, innovative HR partner. The Position Reporting to an Assistant City Manager, the Director of Human Resources provides leadership and direction for all aspects of the City. This includes overseeing recruitment and retention, employee benefits, classification and compensation, organizational development, labor relations, risk management, and policy administration. The Director of Human Resources works in close collaboration with the City's Civil Service Board and serves as a trusted advisor to the City Manager's Office, department leaders, and executives on workforce policies and practices. In addition to guiding day-to-day operations, the Director is responsible for preparing and managing the departmental budget, recommending policy updates, and ensuring that human resources programs reflect best practices. The Director also plays a key role in collective bargaining, grievance resolution, and employee engagement efforts, while championing initiatives that strengthen organizational culture and support the City's long-term strategic goals. Duties and Responsibilities * Provides strategic direction for the City's human resources programs, ensuring alignment with organizational priorities and best practices. * Leads and mentors HR staff, building capacity within a team of professionals to deliver high-quality and responsive services. * Collaborates with the Civil Service Board, department leaders, and elected officials on workforce policies, organizational development, and employee relations. * Oversees collective bargaining and labor relations, fostering productive relationships with multiple bargaining units and ensuring compliance with civil service rules. * Manages departmental resources, including budget planning and performance measurement, to ensure effective and efficient operations. * Advances initiatives that enhance employee engagement, organizational culture, and the overall employee experience. Education and Experience Qualified applicants will have a Bachelor's degree from an accredited college or university in Human Resource Management, Business Administration, Organizational Development, Public Administration, or a related field, and six (6) years of progressively responsible professional experience in public sector human resources management overseeing complex HR systems is required, in addition to considerable supervisory experience. A Master's degree, and SHRM‑CP, PSHRA‑CP or PHR is preferred. The Ideal Candidate The ideal candidate will be an accomplished human resources leader with broad expertise across all areas of HR, including talent acquisition and retention, employee development, classification and compensation, benefits, organizational culture, and risk management. They will have a proven ability to guide a complex public sector organization through change while building strong partnerships with leadership, employees, and community stakeholders. Experience in a civil service environment and working with unionized bargaining units will be essential, as the Director must navigate labor relations with confidence and fairness. Equally important will be the ability to mentor and develop staff, fostering growth within a department that is committed and talented but still developing its depth of experience. The successful candidate will be a forward-thinking, collaborative leader who values transparency, equity, and accountability. They will bring the vision and practical skills needed to modernize systems and processes-such as technology platforms, recruitment and onboarding practices, and performance evaluation tools-while also strengthening organizational culture and positioning the City of Grand Rapids as an employer of choice. The ideal candidate will also bring a high level of emotional intelligence, transparency, and integrity to the role, along with excellent communication skills and a commitment to responsive, community-driven leadership. Salary The City of Grand Rapids is offering a salary range between $127,243 - $162,301, commensurate with experience, and a comprehensive benefits package that includes the following Fringe Benefits. Relocation assistance will be available for the successful out of area candidate. Click here for a preview of the full Position Description. How to Apply Interested applicants should forward a cover letter and resume to: ************************ Reference: GRHRD Affion Public PO Box 794 Hershey, PA 17033 ************ ******************** * The deadline to receive resumes is February 02, 2026* The City of Grand Rapids is an Equal Employment Opportunity Employer.

Why join us? Our purpose is to design for the good of humankind. It's the ideal we strive toward each day in everything we do. Being a part of HermanMiller means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows HermanMiller to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone. GENERAL PURPOSE The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and consultant to business leaders, aligning HR strategies with business objectives. This role is responsible for driving organizational effectiveness, workforce planning, talent management, employee engagement, and change management initiatives. The Sr. HRBP partners closely with leadership to foster a high-performance culture and ensure compliance with HR policies and employment laws. While client groups may shift and evolve, the current focus of the role will be in supporting the MillerKnoll Finance function. ESSENTIAL FUNCTIONS Partner with senior leadership to align the HR strategy and priorities to the strategic direction of our business. Provide guidance on organizational design, workforce planning, and succession planning. Lead talent management initiatives including performance management, career development, and employee engagement. Coach and advise leaders on employee relations, conflict resolution, and team dynamics; conducts effective, thorough and objective investigations. Drive innovation across the HR function and be informed as a senior HR leader on trends regarding the future of work, employee tools and resources to make us an employer of choice. Analyze HR metrics and trends to inform strategic decisions and improve organizational effectiveness. Collaborate with HR Centers of Excellence (COEs) in areas such as compensation, benefits, learning & development, and talent acquisition. Supports change management efforts and organizational transformation initiatives. Provides HR policy guidance and interpretation while ensuring compliance with labor laws, regulations, and internal policies. Champion Belonging initiatives across the organization. Identifies training needs for business units and individual executive coaching needs. Contributes to the broader HR organization through projects and support. Performs other related duties as assigned. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. EDUCATION / EXPERIENCE Bachelor's degree in human resources, business administration, or related field (master's degree preferred). 7+ years of progressive HR experience, including at least 3 years in a business partner or strategic HR role. Global experience supporting highly matrixed organizations, preferred. Strong knowledge of employment law, HR best practices, and organizational development. Demonstrated ability to lead, influence and work with all levels in the organization, including senior leaders. Excellent communication, coaching, and problem-solving skills. Excellent time management skills with a proven ability to meet deadlines. Experience with HRIS systems and data analytics. Proficient with Microsoft Office Suite or related software. SKILLS AND ABILITIES Strategic thinker with a hands-on approach. Ability to demonstrate a growth mindset and highly skilled with ambiguity. High emotional intelligence and ability to navigate complex interpersonal dynamics. Comfortable working in fast-paced, evolving environments. Strong project management and organizational skills. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Must be able to perform all essential functions of the position with or without accommodation. Who We Hire? Simply put, we hire qualified applicants representing a wide range of backgrounds and abilities. HermanMiller is comprised of people of all abilities, gender identities and expressions, ages, ethnicities, sexual orientations, veterans from every branch of military service, and more. Here, you can bring your whole self to work. We're committed to equal opportunity employment, including veterans and people with disabilities. This organization participates in E-Verify Employment Eligibility Verification. In general, MillerKnoll positions are closed within 45 days and are open for applications for a minimum of 5 days. We encourage our prospective candidates to submit their application(s) expediently so as not to miss out on our opportunities. We frequently post new opportunities and encourage prospective candidates to check back often for new postings. MillerKnoll complies with applicable disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact MillerKnoll Talent Acquisition at careers_********************.

Why join us? Our purpose is design for the good of humankind. It's the ideal we strive toward each day in everything we do. Being a part of MillerKnoll means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows MillerKnoll to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone. GENERAL PURPOSE The HR Shared Services Manager is responsible for leading and managing a centralized HR Shared Services team to ensure the efficient delivery of high-quality HR services and support to our associates, leaders, and HR business partners. This role oversees day-to-day operations, ensures compliance with established HR ways of working, and drives continuous improvement in processes and associate experience. You will identify, evaluate, and drive opportunities for AI/automation and optimization and leverage technology and data analytics to streamline workflows, reduce manual tasks, and improve service delivery. ESSENTIAL FUNCTIONS * Lead, coach, and develop a team of HR Shared Services professionals. * Promote a culture of accountability, collaboration, and continuous improvement. * Manage the delivery of HR services in support of agreed upon service level standards and KPIs. * Monitor service delivery metrics, KPI's, and related reporting for quarterly People scorecard. * Ensure the integrity, confidentiality, and compliance of associate data. * Collaborate with HR business partners and other departments to resolve complex issues. * Champion associate self-service initiatives and proactively maintain knowledge base/content. * Continuously evaluate HR processes and identify areas for automation and standardization. * Communicate effectively with stakeholders to understand needs and deliver appropriate HR solutions. * Partner with HR Centers of Excellence to ensure alignment and consistency in HR practices. * Performs additional responsibilities as requested to achieve business objectives. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education/Experience Preferred * Bachelor's degree in field of relevant academic discipline and applicable professional certification required; master's degree preferred. * 5+ years of professional experience in function. * 3+ years in a managerial or leadership role in HR operations/shared services. * 3+ years Workday experience. * Experience with case management/ticketing systems and knowledge bases. * Experience in process improvement and HR shared services environment. Skills and Abilities * Experience using Workday HR Information System (HCM, Payroll, Time off, Time entry, Benefits, Recruiting, etc.). * Strong analytical skills with attention to detail. * Able to identify operational trends and/or gaps and provide recommended solutions. * Must be able to demonstrate a strong ability to effectively manage multiple priorities and tasks simultaneously. * Excellent use of judgment and decision-making skills, with the ability to manage expectations. * Committed to confidentiality and appropriate handling of sensitive and confidential employee data. * Excellent verbal, written, listening and communication skills. * Strong escalation skills to ensure work is done timely and accurately. * Strong oversight and management skills to ensure work that is performed across multiple owners is done timely and accurately. * Proficient in Microsoft Office products. * Exhibit strong management and leadership skills. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to perform all essential functions of the position with or without accommodations. Who We Hire? Simply put, we hire qualified applicants representing a wide range of backgrounds and abilities. MillerKnoll is comprised of people of all abilities, gender identities and expressions, ages, ethnicities, sexual orientations, veterans from every branch of military service, and more. Here, you can bring your whole self to work. We're committed to equal opportunity employment, including veterans and people with disabilities. This organization participates in E-Verify Employment Eligibility Verification. In general, MillerKnoll positions are closed within 45 days and are open for applications for a minimum of 5 days. We encourage our prospective candidates to submit their application(s) expediently so as not to miss out on our opportunities. We frequently post new opportunities and encourage prospective candidates to check back often for new postings. MillerKnoll complies with applicable disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact MillerKnoll Talent Acquisition at careers_********************.

Job DescriptionResponsibilitiesThe Human Resources Business Partner is a trusted advisor who drives people strategies aligned with business objectives. This role partners with leaders and employees to enhance engagement, build positive employee relations, and ensure compliance with policies and regulations. The HRBP facilitates performance management, talent reviews, and development plans while supporting conflict resolution and employee investigations. Through strong communication, relationship-building, and data-driven insights, the HRBP enables organizational effectiveness, supports workforce retention, and develops people-focused solutions that drive business success. Job Responsibilities Develop and implement tactics to execute HR strategies that achieve the overall business goals as part of the campus HR team. Positive employee relations - build and enhance an environment in which employees are actively and willingly engaged in helping improve the business Work with leaders and employees on performance management, individual development plans, coaching and counseling. Engage in HR compliance activities to ensure compliance with regulatory requirements and company policy. Assist in handling employee relations, investigations, and conflict resolution. Coordinates Talent Reviews, Development Plans, & Performance Improvement Plans with Management. Perform specific HR administrative tasks as necessary. Approach on regular basis all direct 0-90 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization. Ice breaker to test retention & effectiveness of new hire orientation topics with new employees. Develop a tracking tool to capture all variety of help chain connections from new employees' interactions. Coordinates between all departments SPA's gathered items & follow up closure of items. Compile HR metric related data to present summarized reports & recommendations to Plant leadership on regular basis for all new hires follow up. Job Roles Business sense--understands operation and business goals; prioritizes business needs in decision-making; anticipates ramifications of actions; proactive Relationship and communication--interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; presents with confidence; balances toughness and compassion Talent advocate--coaches, mentors and creates experiences to select and develop talent internally and externally; prioritizes investment in people as the best means to achieving meaningful and measurable outcomes; grows pool of potential successors Learning and expertise--stays abreast of regulations, policies and marketplace trends; understands and interprets on behalf of the organization; serves as resident expert on a variety of matters and their respective applications; identifies areas for individual and collective improvement Organization and structure--detail and follow through oriented; maintains records; provides accurate information; coordinates all aspects of people strategy; executes against talent strategy, evaluating accordingly Balanced approach--responsive, future focused and proactive in turn; follows through and asks questions; takes ownership yet has good boundaries; educates while executing tasks; provides accountability with support Flexibility--manages time and energy well; makes decisions based on information available; handles a variety of situations in a day; switches between applications seamlessly; delivers according to varying key success measures; adapts well to changes in the business environment and spur of the moment needs Integrity--operates with utmost ethical standards; sets rules and enforces laws in an impartial manner Customized approach--understands inherent differences between people and situations; adapts communication and interaction according to audience needs; reads people well Influence--understands and communicates the value of processes, information, and relationships; makes relevant and realistic recommendations to plant leaders, easing their weight of decision-making and contributing to decisive people-oriented plans and goals Synthesis--makes sense of large amounts of quantitative and qualitative data, finding and presenting key insights to senior leaders and other stakeholders; understands the difference between urgent and important; differentiates between thematic issues and individual concerns Qualifications BASIC QUALIFICATIONS Bachelor's degree in human resources or similar field from an accredited institution. Minimum of 3 years of proven work experience as an HR Generalist or in a relevant HR role responsible for employee relations, performance management and other related HR activities. Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position. PREFERRED QUALIFICATIONS Solid communication skills (verbal and written) Ability to handle sensitive and confidential information

Responsibilities: Administer labor agreements and ensure consistent enforcement of work rules, practices, and policies for union workforce Investigate and resolve grievances, conduct disciplinary investigations, and manage the complete grievance process Interpret union contract language and provide guidance to managers and supervisors on implementation Foster positive company-union relationships while ensuring contractual compliance Manage apprenticeship programs, including employee progress tracking and rotation scheduling Coordinate with HR and medical departments on leave accommodations and workplace restrictions Investigate workplace concerns and employee issues raised through compliance channels Maintain electronic documentation systems for grievances, arbitrations, and related agreements Requirement: Bachelor's degree, preferred in human resources Minimum 2 years of HR experience in employee relations Prior experience working with labor unions Proficient working with MS Office Suite and related software Flexibility to work varying shifts as needed

Join the Leadership Team at Corporate Cleaning Group Thank you for your interest in Corporate Cleaning Group! Are you looking for a career with stability, growth, and the opportunity to lead? We are currently seeking a motivated and dependable Janitorial Supervisor / Territory Manager to oversee evening operations within an assigned territory in the Grand Rapids area. This is a full-time, evening leadership position, Monday through Friday, offering competitive pay, strong benefits, and long-term growth potential. Why Join Corporate Cleaning Group? No work on major holidays Paid Time Off and benefits package (get paid early with payactive) Clear opportunities for growth and advancement based on performance Supportive leadership team and established company structure Nearly 20 years in business with a strong reputation in niche markets Schedule & Pay Shift Availability: Monday-Friday between 5:00 PM - 1:00 AM Occasional weekend support as needed Pay Range: $20-$25 per hour, based on experience Position Overview In this role, you will manage and support cleaning teams across multiple client locations. You'll ensure high-quality service delivery, maintain strong communication with staff and clients, conduct inspections, and confirm that all facilities are secure at the end of each shift. This is a hands-on leadership role that balances supervision, planning, and teamwork. Key Responsibilities Ensure all company procedures and policies are followed Train, cross-train, and retrain employees as needed Supervise team leaders, cleaners, and floor technicians Plan weekly agendas for special projects and focus areas Conduct routine inspections and follow up on findings Address customer requests and concerns promptly and professionally Manage staffing levels within budgeted hours Work alongside team members when needed to support operations Communicate staffing changes and needs to HR Report operational matters to the Director of Operations Ensure all facilities are properly secured after each shift Lead performance reviews and provide constructive feedback Ideal Candidate Background Experience in hotel management, property management, janitorial or custodial services, or restaurant management is highly valued. Strong leadership and people-management skills are essential. Requirements Prior leadership or supervisory experience Custodial or janitorial experience preferred Excellent attendance and reliability Strong customer service and communication skills Ability to plan, organize, and manage time effectively Must be able to lift, bend, stoop, and stand for extended periods Reliable transportation and ability to travel between multiple locations during a shift Corporate Cleaning Group is proud to be a dependable, team-focused employer that values positivity, accountability, and growth. If you're ready to take the next step in your leadership career, we'd love to hear from you.

Founded in 1923 and headquartered in Grand Rapids, Michigan, Roskam Foods is a leading contract manufacturer that partners with world-renowned food brands, retailers, and food service providers to produce a myriad of frozen, refrigerated and shelf-stable products. We're a scaled, diversified operation with over 2 million square feet of manufacturing and 50 production lines across 8 facilities in the U.S. and Canada. We believe in the power of purpose-driven leadership to generate value for all. And we're on a mission to optimize the potential of our people and brands. We are passionate about multiplying possibilities for our employees and our partners. Roskam Foods produces and packages food products with the goal of consistently meeting and exceeding customer expectations for quality, safety, and wholesomeness. The Talent Acquisition Manager will develop recruitment strategies, manage the Talent Acquisition team, and ensure the effective and efficient hiring of top talent. This is a hands-on role where you will be responsible for full-life cycle recruitment of key roles. Come join the team that is reaching exponential potential by multiplying possibilities! ESSENTIAL FUNCTIONS: Team Leadership: Supervise, mentor, and develop a team of Talent Acquisition specialists, providing guidance and support. Set performance goals and conduct regular performance evaluations. Foster a collaborative and high-performance team environment. Recruitment Strategy: Develop and implement effective talent acquisition strategies to attract top talent. Monitor and analyze recruitment metrics to improve processes and outcomes. Stay updated on industry trends and best practices in talent acquisition. Process Improvement: Continuously evaluate and improve the talent acquisition process to enhance efficiency and effectiveness. Implement technology and tools to streamline the recruitment process. Ensure compliance with all relevant employment laws and regulations. Candidate Experience: Ensure a positive candidate experience throughout the recruitment process. Develop and maintain a strong employer brand to attract high-quality candidates. Handle escalated candidate issues and concerns. Stakeholder Engagement: Build and maintain strong relationships with hiring managers and other key stakeholders. Partner with department heads to understand their hiring needs and develop tailored recruitment strategies. Provide regular updates and reports on recruitment activities and progress. Sourcing and Recruiting: Oversee the development and execution of sourcing strategies to identify and attract candidates. Manage the full recruitment lifecycle, from job posting to offer acceptance. Ensure a diverse pipeline of qualified candidates for all open positions. Responsible for balancing the requisitions of each team member and yourself. Training and Development: Provide ongoing training and development opportunities for the recruitment team. Conduct regular workshops and training sessions on recruitment best practices and new technologies. Budget Management: Manage the talent acquisition budget and ensure cost-effective recruitment practices. Monitor expenses and identify areas for cost savings. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. Experience with recruiting hourly and salary roles within the manufacturing industry. 5-7 years of experience in talent acquisition, with at least 2 years in a supervisory or leadership role. Strong leadership and team management skills. Excellent interpersonal and communication abilities. Proficiency in applicant tracking systems (ATS) and recruitment software. Workday experience is preferred. Strong analytical and problem-solving skills. Ability to manage multiple priorities and work under pressure. Knowledge of advanced recruitment techniques and tools. Certification in HR or talent acquisition (e.g., PHR, SHRM-CP, AIRS). Knowledgeable in Microsoft Office applications including Word, Excel, PowerPoint, and Outlook. Roskam Foods offers a competitive compensation package that includes medical, dental, and vision benefits, tuition reimbursement, life and disability insurance, and a 401 (k) plan with company match. AAP/EEO Statement: Roskam Foods is a recognized veteran-friendly and equal opportunity employer. We are excited to introduce you to all that Roskam has to offer-from the many valuable benefits to programs that support your lifestyle needs and opportunities for professional development. Roskam is an equal opportunity employer.

This full-time position manages human resources functions for Grand Rapids Public Library and participates as a member of GRPL's leadership team. This position is responsible for staffing administration, training, benefits, compliance with employment regulations and collective bargaining agreements, employee relations, and volunteer development. Examples of Work: * Manages the hiring process including recruitment, interviewing, hiring, and onboarding of job applicants and volunteers; posts job notices; selects and places advertising; reviews applications and coordinates recruitment, develops interview procedures and agendas; performs reference checks; develops and administers selection examinations. * Prepares new s, revises or rewrites job descriptions for review; conducts job analysis; makes recommendations regarding proper pay rates and classification of positions. * Manages GRPL's benefits program and ensures that staff are aware of any changes; stays up-to-date in terms of benefit developments and makes recommendations for changes as needed. * Tracks and reviews employee performance reviews; assesses and develops new review forms as needed. * Works with supervisors on crucial conversations, employee engagement, conflict resolution, and disciplinary actions. * Stays up-to-date on human resources best practices and developments, and implements them in relation to GRPL's values and priorities; workforce planning; staff development/training objectives. * Works with staff around extended leaves of absence. * Prepares reports related to the HR function and labor relations; collects, prepares, and analyzes various statistical data for reports; gathers, compiles, and submits all state and federal reporting as required by the city, state, and federal law including the Department of Labor, OSHA, and the EEOC. * Facilitates general organizational training opportunities for staff, both internal and external; seeks information from staff about their training and development needs and ensures that training programs comply with legal mandates and equips staff for their work and growth in line with GRPL goals. * Develops and employs deep knowledge of the terms of the collective bargaining agreements and leads contract negotiations; ensures that employees are informed of contract provisions; follows appropriate steps to resolve grievances. * Performs field investigations of employee grievances; makes recommendations; prepares statements defining GRPL's position or response on specific labor relations matters. * Assists in the development of policy and policy changes based on the needs of GRPL, changes in employment regulations, and the concerns of staff. * May attend outreach functions as an aspect of recruitment. * Participates in GRPL leadership teams. * May perform other duties of a similar nature as assigned. Required: * Bachelor's degree, 2 years of progressively responsible supervisory experience, 5 years of progressive experience working with labor CBAs, grievance procedures, employee benefits, and records, considerable knowledge of laws and practices affecting labor relations in the field of public employment, considerable knowledge of the technical aspects of human resource management acquired through both practical experience and education; or any equivalent combination of training and experience as determined by GRPL management. * Possession of a valid Michigan driver's license and vehicle insurance Preferred: * SHRM-CP certification * Bachelor's in business or public administration * Public library experience * Ability to communicate verbally in Spanish * Ability to: * Communicate professionally with diverse groups both verbally and in writing. * Stay up-to-date with regard to human resources, public administration, and labor relations; possession of a thorough knowledge in these areas. * Effectively interpret and apply labor contract language as needed. * Provide and model engaging and consistent customer service. * Select, evaluate, train, mentor, and provide feedback to staff; ability to learn and keep up-to-date on GRPL policies, procedures, and documentation as they relate to circulation functions; ability to communicate and train around these functions and relay accurate information as needed. * Learn and follow library policies and procedures as well as state laws governing library services, specifically those laws dealing with the confidentiality of patron records; capacity to learn and apply library procedures, principles, and methods, as well as develop an understanding of work flow analysis and systemic improvements. * Analyze and identify supervisory opportunities and challenges and implement solutions. * Set priorities and meet deadlines; adaptability and judgment to reprioritize as needed. * Perform standardized processes; ability to follow procedures in processing forms and other communication. * Understand systems and maintain an organized and effective work process; flexibility to review and improve upon processes as they become dated or new information becomes available. * Prepare clear reports. * Establish and maintain working relationships with other staff and the general public; ability to work collaboratively. * Travel efficiently between branches during a shift. * Manage emotions in the workplace and maintain professional composure and judgment. * Work with supervisor and process feedback regarding job performance. * Sit or stand for extended periods of time in the performance of the duties associated with this position. * Lift objects weighing up to 50 pounds without assistance. * Access, input, and retrieve information from a computer. * Thorough understanding of: * Human resources, public administration, and labor relations. * General office procedures, processes and equipment; ability to operate a variety of office equipment, including computer workstations, typical electronic devices, and software. Please note the following: * A cover letter is required * Applicants should attach a cover letter in PDF format that describes their interest in the position, their interest in working at GRPL, and how these interests connect with personal or professional goals. * All communication regarding this position will be done via email; it is your responsibility to ensure that your email address is up-to-date on your account profile * To be eligible for this position, you must apply through the City of Grand Rapids Job Opportunities page here. * - Visit the library's jobs page for more information about Grand Rapids Public Library or to view other openings. All inquiries related to this posting should be directed to: Grand Rapids Public Library 111 Library St NE Grand Rapids, MI 49503 ************ | ************* GRPL proudly promotes diversity and inclusion in employment, and strives to maintain a workplace culture where respect and positive recognition of differences are cultivated. Grand Rapids Public Library provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination of any type without regard to race, color, religion, gender, gender identity, sexual orientation, age, national origin, veteran status, disability, height, weight, familial status, marital status, or any other characteristic protected by applicable law. GRPL will make reasonable accommodations for employees and job applicants with disabilities. This applies to all terms and conditions of employment, including but not limited to recruiting, hiring, transfer, training, promotion, discipline, termination, leaves of absence, compensation, and benefits, as well as work-related events and activities.

The Human Resources Business Partner is a strategic partner for ODL's primarily USA -based executive and salaried professional employees. This individual contributor role partners closely with functional leadership and corporate teams to foster engagement and drive talent, culture, and HR initiatives that support business growth and operational excellence. Who We Are: Driven by continual innovation and trusted partnerships, ODL is a global leader in high-quality door and insulated glass solutions. For decades, our purpose has been simple: Make Your Life Better™-for our customers, our communities, and our people. With 14 global locations and thousands of employees, ODL has been recognized as a Great Place to Work across all countries of operation. We invest in our people, celebrate growth, and foster a culture where accountability, innovation, and excellence thrive. The Impact You'll Drive: Strategic Partnership: Collaborate with executive & senior leadership to develop and implement HR strategies that support business objectives and drive organizational performance. Organizational Effectiveness: Conduct assessments and analyses of organizational health, talent, and performance. Provide strategic thought leadership to design and develop organizational structures, talent and culture initiatives to optimize performance. Leadership Coaching: Serve as a trusted advisor for senior leaders, managers, and employees, to resolve workplace issues and promote a positive, collaborative culture. Provide transparent and constructive feedback to people leaders. Culture: Coach leaders in creating meaningful and impactful action plans tied to ODL's engagement survey results and listening mechanisms. Propose and execute strategic initiatives to elevate employee engagement, retention, and sense of belonging. Talent Management: Oversee performance review cycles, succession planning, and leadership development initiatives. Collaborate with global peers and centers of excellence to ensure a deep bench for key roles. Recruitment & Workforce Planning: Collaborate with hiring managers to attract, assess, select, and retain top talent. Support workforce planning and capability-building strategies. Data & Reporting: Report & monitor key HR metrics (turnover, engagement, talent, etc.), to provide actionable insights to leadership, and create plans to improve opportunities. Mergers & Acquisitions: Lead or participate in M&A projects including but not limited to planning activities, due diligence, assessments, employee transfer, and integration. Total Rewards: Leads projects related to total rewards including reward and recognition for client groups. Board of Advisors: Assist with analysis and the preparation of materials for the Board of Advisors. Other projects and duties as assigned. What Sets You Up for Success: Education: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification highly preferred). Experience: 7+ years of progressive HR business partner experience. Prefer 1+ years of M&A experience. Skills: Excellent communication and collaboration skills including executive presentation preparation and delivery. Ability to influence and build relationships across manufacturing and corporate function environments Experience supporting senior leaders, salaried employees, and/or corporate functions in a global company Strategic thinking, strong analytical and problem-solving skills Ability to gain proficiency in HRIS (Workday) and Microsoft Office Suite Travel Requirements This is an onsite position located at our Zeeland, MI corporate office. Ability to travel up to 20% to manufacturing sites and corporate offices globally The Value We Offer: Health, Dental, and Vision insurance Prescription Plan 401(k) with company match Tuition Reimbursement Disability Plan Paid Vacation and 10 Holidays Health Club Reimbursement Bonus program Wellness program Ready to Make an Impact? If you're a strategic people leader ready to shape culture, elevate talent, and influence the growth of a global organization, we'd love to meet you. Apply today and help shape the future of ODL. The Human Resources Business Partner is a strategic partner for ODL's primarily USA -based executive and salaried professional employees. This individual contributor role partners closely with functional leadership and corporate teams to foster engagement and drive talent, culture, and HR initiatives that support business growth and operational excellence. Shift First Shift (United States of America)