Human resources business partner jobs in Greenville, NC - 27 jobs

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About Sara Lee Frozen Bakery: Sara Lee desserts have always stood for incredible flavor and superior value in the frozen food aisle and away from home markets. The Sara Lee Frozen Bakery collection of top brands includes Sara Lee , Chef Pierre , Van's , Bistro Collection , Superior on Main and Cyrus O'Leary's . Sara Lee Frozen Bakery is proud to take these iconic brands into a new era and to continue the evolution that transformed one small Chicago bakery into an American institution. Using carefully sourced ingredients and time-honored recipes, the company is committed to making life's moments a little sweeter, putting its customers first and discovering new ways to make everyone's favorite foods even better. Working for Sara Lee: Our vision is to be the world's most beloved bakery by creating irresistible foods, growing with our customers, and delivering value for all. We will achieve success through collaboration and innovation in an environment where employees feel empowered to execute with speed. We believe that each of us has unique points of difference and experience to offer. We believe that there is always a better way, and we will never be satisfied with status quo. If you have an entrepreneurial spirit, continually seek process improvements and a strong sense of customer service, then this is the right type of environment for you. Summary: We are seeking a Senior Human Resources Manager for our manufacturing facility in Tarboro, NC. Senior Human Resources Leaders at Sara Lee Frozen Bakery possess a strong business mindset and exceptional partnership skills--which they rely upon to develop strategies for an innovative, flexible, and dynamic organization. The Senior HR Manager owns all business partner accountabilities including organizational design, people development, performance management, and engagement and retention for employees. The Senior HR Manager is responsible for leading the site's positive Employee Relations strategy and ensuring a culture of engaged employees. They serve as a critical member of the site leadership team which drives the strategy and direction for the bakery. Key HR priorities for the site include executing the workforce strategy, engaging and developing team members, and building HR capability as a partner to the business. Our Tarboro bakery is a non-union facility with multiple production lines and over 700 employees. The site is an industry leader in delivery of high-quality products with a range of desserts for our foodservice, in-store bakery, and retail businesses. The Senior HR Manager also has enterprise-wide responsibilities across three key areas. 1) They will serve as the HR leader responsible for strategic oversight and delivery of Environmental, Health, and Safety programs and support for all four bakeries. They will lead initiatives that reinforce a safety-first culture across the organization, partnering closely with all bakery site leaders and guiding other HR managers. 2) They will lead best practice sharing and implementation as related to employee engagement and retention initiatives across all bakeries. 3) This leadership position will also be responsible for ensuring coordination and administrative consistency of positive employee relations training and programs across all bakeries. Key Accountabilities: In this role you will provide HR leadership to the site, including: Serve as a member of the site leadership team, partnering with cross functional leaders to drive business performance using business acumen, strong HR knowledge, communications, and change management expertise. Manage the plant HR and EHS department with 5 direct reports (1 Safety Manager, 2 HR Generalists, 1 HR Coordinator, 1 Trainer). Lead key HR initiatives in partnership with the Director, HR Operations in support of all bakery locations including employee engagement, workforce planning, succession planning and staffing. Serve as EHS functional liaison for Manufacturing Operations, providing strategic oversight and leadership of programs and initiatives that reinforce a safety-first culture across the company. Ensure collaboration and consistency of positive employee relations across bakeries through strategic training and programs. Partner with the Plant Manager to develop a high performing site leadership team and engaging leaders at all levels. Provide individual coaching needs and identify training and development needs for teams. Lead HR initiatives in partnership with the corporate HR team (Talent Management, Total Rewards, etc.) Partner with the Operations Leadership Team to provide strategic Employee Relations expertise to achieve desired operational outcomes. Lead culture change as part of a journey to increase manufacturing performance through process improvement. Develop the capability of our plant operators through employee development, process improvement and work system evolution. Education and Experience: Bachelor's degree in human resource management, business, or related area required. Master's in Human Resources/Industrial Relations or MBA preferred. Proven track record of progressive HR skills development and specialty expertise. Experience providing actionable advice to senior leaders based on key business strategies. Must be knowledgeable of best practice HR systems, tools and processes. Demonstrated learning agility. Proficient in employee relations and performance and talent management. Comfortable with abstract concepts. Qualifications: Possesses a minimum of ten (10) years of human resources experience working in progressive, complex and growth-oriented businesses. Minimum of five (5) years as a human resources manager in a manufacturing environment. Deep human resources expertise in all facets of the function with a proven track record in employee relations and all areas of talent management from recruitment, retention, organizational development and training. Advanced knowledge of human resources law and experience managing complex employee relations issues. Demonstrates a positive, results-oriented style and have a successful track record of accomplishments, including successfully driving a high-performance organization. Has a track record in managing and coaching diverse teams. Accustomed to working in an environment with progressive, creative human resources practices. Ability to drive and impact organizational change across multiple locations/sites Must be successful in working cross-functionally in lean, complex and highly matrixed environment. Possesses sensitivity to working with individuals from different cultures. Combines human resources management expertise with well-developed business acumen and demonstrated experience partnering closely with the business they support to drive organizational change and success. Ability to work strategically as well as assuming a hands-on, roll up your sleeves approach. Strong sense of urgency and accountability. Strength in prioritization skills and ability to handle multiple tasks in a fast-paced environment. Effective coaching and influencing skills and well developed analytical skills with financial acumen. Excellent communication skills including verbal presentation and formal written communications. Excellent interpersonal and listening skills and the ability to build effective, collaborative working relationships across an organization. Effective computer skills including Microsoft Word, Excel and PowerPoint. Must be able to utilize these programs independently to analyze data, refine reports, draft communications, and project plans. The successful candidate for the Senior HR Manager position will be a proactive and solutions-oriented individual who possesses high performance standards for themselves and others. They are comfortable digging into the data and details to execute as well as zooming out to plan the big picture. They must have strong personal values and ethics to guide decision-making and influence outcomes. The successful candidate will be an experienced HR and Safety leader with a desire to make an impact and is excited by our company value of “there's always a better way.” Personal Attributes: The Sara Lee Leader is one who: Role Models Integrity - Creates a culture of respect and inclusion, where all team members are empowered to contribute. Masters their Craft - Continually develops their skills and expertise to drive self, team, and company forward. Is intellectually curious, asking questions to inspire a better way. Values Partnerships - Frames the tough issues and works productively through them. Paves the way for their team to build relationships and collaborate effectively. Behaves Like a Business Owner - Perseveres toward a goal, despite obstacles and distraction. Navigates Change - Adapts quickly to address the most critical business needs. Leads the charge around capabilities, processes, and systems. Sara Lee Frozen Bakery provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Why Choose Us? Novolex is a leading manufacturer of food, beverage, and specialty packaging that supports multiple industries including foodservice, restaurant delivery and carryout, food processing, grocery and retail, and industrial sectors. Novolex manufacturing and sourcing expertise spans a diverse range of substrates including resin, paper, molded fiber, aluminum and more. We provide customers a broad array of stock and customized solutions with 120 product categories, 250 brands and over 39,000 SKUs. Our Sustainability Commitment The Novolex sustainability vision is built upon three pillars: our products, our operations and our people. Each is critically important to our growth and future as a business. These pillars form the foundation of our company-wide commitment to sustainability, helping us achieve our ambitious goals through our wide-ranging initiatives. Located 96 miles southeast of Raleigh Durham airport, Kinston is a city in Lenoir County, North Carolina, with a population of 21,677 as of the 2010 census. It has been the county seat of Lenoir County since its formation in 1791. Kinston is located in the coastal plains region of eastern North Carolina. In 2009, Kinston won the All-America City Award. The plant was built in 1993 with an addition in 1995, manufactures paper cups and cartons, and has approximately 250+ employees. Job Summary: The Human Resource Manager is responsible for serving as the strategic "people" partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: * Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. * Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; * Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; * Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. * Administer best in class HR programs, processes and solutions at the plant level: * Ensure full compliance with all applicable laws, regulations and company policies/procedures; * Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; * Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; * Partner closely with the COE's (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. * Complete investigations in a timely fashion; * Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks. Company Benefits Job Requirements: Education: BS/BA degree with a concentration in Human Resources, Industrial Psychology or Communications is preferred Experience: Minimum of 3 years of experience in a Human Resources leadership role within a manufacturing or industrial environment is required Travel: Occasional; 15% Preferred Skills * Must possess the analytical skills necessary to diagnose trends from HR data sets and link those trends to plant performance; * Strong change management and project management skills; * Experience with driving culture and engagement strategies & initiatives; * Strong talent management experience including the assessment of talent gaps and development of countermeasures designed to close those gaps and strengthen the talent bench; * Familiarity with HR process best practices and experience at driving process improvement; * Effective communicator with strong relationship building skills at every level of the plant from hourly worker to Plant Manager; * Proven success working cross-functionally with an emphasis in coaching and performance management; * High energy, multi-tasking, results oriented people manager with fundamental business acumen and the managerial courage to respectfully challenge the status quo; * Must possess a strategic mindset with a willingness to engage in the tactical level of Plant HR activities as necessary; * Must possess the agility to pivot between complying, advocating, counseling, influencing and directing; * Ability to thrive in ambiguous and fast paced work environments. * Key Competencies: * Safety - Demonstrates a safety first mindset in all situations. * Leadership - A leader who will have instant credibility and is able to motivate, and retain well-qualified individuals of diverse talents, interests, and cultural backgrounds. Must have the leadership presence to energize, drive and lead the teams, and to be a natural center of gravity in the business. * Operations Acumen - Outstanding business judgment and a proven ability to manage effectively in tough situations, balancing intelligent risk with the need to secure the base of the plant business. * Top Talent/Team Development - Has developed a personal coaching/mentoring relationship with teams and delegates key initiatives to accelerate their personal growth. * Learning agility/growth mindset - Demonstrates the ability and willingness to listen and learn. Believes that their own capacities and talents can be improved over time. * Cost Effectiveness - Broad-based process improvement leadership experience in complex businesses is essential. A proven ability to develop, lead, and culturally drive an environment of high productivity and cost effectiveness. Cost savings through improved efficiency is a critical focus area. * Collaborative/Decisive Style - Operates with a management style that encourages and facilitates open dialogue with a wide variety of contributors and stakeholders across the plant. * Critical Thinking - Able to work in uncharted areas. Capable of integrating and processing large amounts of information to address complex issues. Challenges conventional wisdom when required. Intellectually aggressive with a strong end-product orientation. * Interpersonal - Able to quickly establish and maintain excellent interpersonal relationships across all levels of the plant. Creates a team atmosphere with internal staff while achieving key objectives. Maintains positive, professional relationships with external contacts. * Organization - Able to operate independently. Manages time well, follows through on commitments, and pays attention to details. Able to work on several projects simultaneously. * Maturity - Able to provide a good balance of risk taking and judgment. Is assertive and confident. Recognizes when help is needed because of lack of pertinent knowledge. Relies on and delegates to peers and direct reports in an appropriate and productive fashion. * Strategy/Vision - Able to serve as a key strategic partner with Plant leadership team on plant vision and direction. A strategic thinker, capable of thought leadership with respect to people management with the ability to communicate and translate these thoughts into actionable programs. * Ethics - Able to demonstrate unquestionable integrity, credibility, and character. Has demonstrated high moral and ethical behavior. * Results Driven - Ability to focus on plant growth, financial performance, and achievement of established plant targets. * Teamwork & Collaboration - Builds rapport and collaborates effectively across the plant, and fosters an environment of open and transparent communication. * Integrity & Trust - Demonstrates honest, respectful, and trustworthy behaviors when engaging with all employees and stakeholders, and achieves stated work obligations. What You'll Get From Us Benefits With safety as our top priority and a commitment to employee well-being an important focus, we offer comprehensive and competitive benefits that include medical, dental and vision insurance as well as a variety of other well-being resources focused on mental, physical and financial health. Specific benefits and well-being programs may vary depending on where you work. Community Engagement At Novolex, giving back to the local communities that support us is important. Our Focused Giving Program prioritizes support for organizations whose missions promote sustainability initiatives or address food and hunger needs. We also encourage facility level support of activities in the communities where our employees live and work. Training and Development We offer constant opportunities for advancement. From skills development to advanced education programs, training and development programs and courses are available through MyLearning. Programs include company and industry training curricula, support for formal education through the Tuition Reimbursement Program, and a Learning Management System that supports and enhances employee skills at all levels of the organization. Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law. Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact my **********************. Disclaimer: The duties, responsibilities, and requirements presented in this job description are intended to be representative in nature and should not be construed as an exhaustive list. #LI-TM1 #INDSalaried Responsibilities Job Summary: The Human Resource Manager is responsible for serving as the strategic "people" partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: ·Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. ·Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; ·Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; ·Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. ·Administer best in class HR programs, processes and solutions at the plant level: ·Ensure full compliance with all applicable laws, regulations and company policies/procedures; ·Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; ·Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; ·Partner closely with the COE's (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. ·Complete investigations in a timely fashion; ·Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks.

Segula Technologies is a global engineering and consulting firm specializing in innovative solutions across industries such as aerospace, automotive, energy, rail, and life sciences. Founded in 1985 and headquartered in France, Segula operates in over 30 countries, driving technological advancements, improving industrial performance, and supporting clients throughout the product lifecycle. With expertise in design, manufacturing, testing, and project management, Segula helps businesses tackle complex engineering challenges while fostering innovation and sustainability. Job Description This position is a temporary (contract) position with no specific time period but could be extended or shortened as needed. Contractors are employed by Segula Technologies and placed on assignment to Airbus in America. In this role you will be a strategic HR Business Partner for the Business. Prepare and support the execution of business plans by translating the needs of the business into appropriate HR solutions, contributing actively to the optimization of the Business performance. Meet the Team: Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience. Your Working Environment: The Airbus Aerosystems Kinston facility sits at the forefront of aerospace manufacturing, specializing in the production of large, advanced composite aerostructures. Our team builds critical components for the state-of-the-art Airbus A350 XWB, including the composite center fuselage and wing spar. Your Challenges: Act as a strategic business partner: 30% Anticipate and influence HR related needs by maintaining a comprehensive understanding of business objectives, strategies, challenges. Provide optimal balance of support and advocacy to business and employees. Identify potential risk areas/future issues and deescalates conflict whenever possible. Actively engages and suggests improvements to initiatives that help promote a positive corporate culture. Ensure full compliance with relevant legal matters protecting the interests of the business and employees. Explain HR policies, processes and push for standard solutions, while taking into consideration specific needs. Provide optimal balance of support and advocacy to business and employees. Delivering high quality, customer-focused service: 25% Champion and demonstrate a high level of personal integrity and ethics. Lead meaningful career coaching, including following through with professional development goals Advise and support on internal mobility opportunities. Apply consequential management guidelines when appropriate. Actively engage and listen to employees, responding appropriately and in a timely manner projects, planning and programs. Implementing Region Wide HR projects, programs and processes: 25% Understand, drive, promote and monitor the implementation of HR policies and related processes in line with the strategy. Simplify the complex process and procedures to reduce administrative actions. Promote, master and apply new information technology tools to HR work & share best practices within HR. Lead specialist process improvements and projects as identified. Facilitate training in order to effectively communicate new processes and procedures. Participates in cross functional and divisional initiatives within the HR community to ensure communications and collaboration on projects, planning and programs. Change Management 15% Lead innovation and creative problem solving to champion change management initiatives. Anticipate potential resistances to change taking the work culture and business environment into consideration. Create connections between people to get feedback and generate buy in. Other duties as assigned 5% Qualifications Bachelor's degree in a relevant field or combination of education and appropriate work experience. 6+ years of progressive HR experience in a CoE or generalist role. Ability to challenge and influence the business taking the human aspect of change into account. Experience working in a multi-functional international environment Demonstrated ability to manage stakeholder expectations. Working knowledge of federal, state and local employment law, and HR regulations, Demonstrated success working in a complex, matrix organization, Experience coaching employees as part of their professional development. Experience handling difficult employee relations issues. Experience in Aerospace (preferred) Ability to travel up to 10% Domestic and International Required Communication Skills Fluent written and spoken English Written, presentation and oral communication, interpersonal and consultative skills, as well as effective result-oriented problem solving skills. Required Technical Systems Proficiency Experience with HRIS tools like ADP, Workday or SAP Experience with Google Suite Additional Information Here's a heads-up of the upcoming steps: Phone Interview with Recruiter: We'll begin with an introductory call to discuss your background and interest in the role. Please make sure to add your correct phone number. You will hear from us soon. Interview with the Hiring Manager Offer Letter : We´ll extend you an offer and start the onboarding process. Background Check & DOT Drug Screen: This step involves conducting a comprehensive background check, which includes reviewing criminal history, and other relevant records. Additionally, a Department of Transportation (DOT) drug screening will be carried out to ensure compliance with federal regulations for safety-sensitive positions You start your next challenge! Segula offers a comprehensive benefits package to all Full-Time Employees. New Hires are eligible for benefits on the 1st day of employment. Medical ,Dental and Vision coverage Employee life insurance Short & Long-Term Disability Voluntary Term Life, AD&D, & Critical Illness 401(K) with a Segula match

Why Choose Us? Novolex is a leading manufacturer of food, beverage, and specialty packaging that supports multiple industries including foodservice, restaurant delivery and carryout, food processing, grocery and retail, and industrial sectors. Novolex manufacturing and sourcing expertise spans a diverse range of substrates including resin, paper, molded fiber, aluminum and more. We provide customers a broad array of stock and customized solutions with 120 product categories, 250 brands and over 39,000 SKUs. Our Sustainability Commitment The Novolex sustainability vision is built upon three pillars: our products, our operations and our people. Each is critically important to our growth and future as a business. These pillars form the foundation of our company-wide commitment to sustainability, helping us achieve our ambitious goals through our wide-ranging initiatives. Located 96 miles southeast of Raleigh Durham airport, Kinston is a city in Lenoir County, North Carolina, with a population of 21,677 as of the 2010 census. It has been the county seat of Lenoir County since its formation in 1791. Kinston is located in the coastal plains region of eastern North Carolina. In 2009, Kinston won the All-America City Award. The plant was built in 1993 with an addition in 1995, manufactures paper cups and cartons, and has approximately 250+ employees. Job Summary: The Human Resource Manager is responsible for serving as the strategic “people” partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: ·Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. ·Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; ·Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; ·Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. ·Administer best in class HR programs, processes and solutions at the plant level: ·Ensure full compliance with all applicable laws, regulations and company policies/procedures; ·Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; ·Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; ·Partner closely with the COE's (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. ·Complete investigations in a timely fashion; ·Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks. Company Benefits Job Requirements: Education: BS/BA degree with a concentration in Human Resources, Industrial Psychology or Communications is preferred Experience: Minimum of 3 years of experience in a Human Resources leadership role within a manufacturing or industrial environment is required Travel: Occasional; 15% Preferred Skills ·Must possess the analytical skills necessary to diagnose trends from HR data sets and link those trends to plant performance; ·Strong change management and project management skills; ·Experience with driving culture and engagement strategies & initiatives; ·Strong talent management experience including the assessment of talent gaps and development of countermeasures designed to close those gaps and strengthen the talent bench; ·Familiarity with HR process best practices and experience at driving process improvement; ·Effective communicator with strong relationship building skills at every level of the plant from hourly worker to Plant Manager; ·Proven success working cross-functionally with an emphasis in coaching and performance management; ·High energy, multi-tasking, results oriented people manager with fundamental business acumen and the managerial courage to respectfully challenge the status quo; ·Must possess a strategic mindset with a willingness to engage in the tactical level of Plant HR activities as necessary; ·Must possess the agility to pivot between complying, advocating, counseling, influencing and directing; ·Ability to thrive in ambiguous and fast paced work environments. ·Key Competencies: ·Safety - Demonstrates a safety first mindset in all situations. ·Leadership - A leader who will have instant credibility and is able to motivate, and retain well-qualified individuals of diverse talents, interests, and cultural backgrounds. Must have the leadership presence to energize, drive and lead the teams, and to be a natural center of gravity in the business. ·Operations Acumen - Outstanding business judgment and a proven ability to manage effectively in tough situations, balancing intelligent risk with the need to secure the base of the plant business. ·Top Talent/Team Development - Has developed a personal coaching/mentoring relationship with teams and delegates key initiatives to accelerate their personal growth. ·Learning agility/growth mindset - Demonstrates the ability and willingness to listen and learn. Believes that their own capacities and talents can be improved over time. ·Cost Effectiveness - Broad-based process improvement leadership experience in complex businesses is essential. A proven ability to develop, lead, and culturally drive an environment of high productivity and cost effectiveness. Cost savings through improved efficiency is a critical focus area. ·Collaborative/Decisive Style - Operates with a management style that encourages and facilitates open dialogue with a wide variety of contributors and stakeholders across the plant. ·Critical Thinking - Able to work in uncharted areas. Capable of integrating and processing large amounts of information to address complex issues. Challenges conventional wisdom when required. Intellectually aggressive with a strong end-product orientation. ·Interpersonal - Able to quickly establish and maintain excellent interpersonal relationships across all levels of the plant. Creates a team atmosphere with internal staff while achieving key objectives. Maintains positive, professional relationships with external contacts. ·Organization - Able to operate independently. Manages time well, follows through on commitments, and pays attention to details. Able to work on several projects simultaneously. ·Maturity - Able to provide a good balance of risk taking and judgment. Is assertive and confident. Recognizes when help is needed because of lack of pertinent knowledge. Relies on and delegates to peers and direct reports in an appropriate and productive fashion. ·Strategy/Vision - Able to serve as a key strategic partner with Plant leadership team on plant vision and direction. A strategic thinker, capable of thought leadership with respect to people management with the ability to communicate and translate these thoughts into actionable programs. ·Ethics - Able to demonstrate unquestionable integrity, credibility, and character. Has demonstrated high moral and ethical behavior. ·Results Driven - Ability to focus on plant growth, financial performance, and achievement of established plant targets. ·Teamwork & Collaboration - Builds rapport and collaborates effectively across the plant, and fosters an environment of open and transparent communication. ·Integrity & Trust - Demonstrates honest, respectful, and trustworthy behaviors when engaging with all employees and stakeholders, and achieves stated work obligations. What You'll Get From Us Benefits With safety as our top priority and a commitment to employee well-being an important focus, we offer comprehensive and competitive benefits that include medical, dental and vision insurance as well as a variety of other well-being resources focused on mental, physical and financial health. Specific benefits and well-being programs may vary depending on where you work. Community Engagement At Novolex, giving back to the local communities that support us is important. Our Focused Giving Program prioritizes support for organizations whose missions promote sustainability initiatives or address food and hunger needs. We also encourage facility level support of activities in the communities where our employees live and work. Training and Development We offer constant opportunities for advancement. From skills development to advanced education programs, training and development programs and courses are available through MyLearning. Programs include company and industry training curricula, support for formal education through the Tuition Reimbursement Program, and a Learning Management System that supports and enhances employee skills at all levels of the organization. Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law. Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact my **********************. Disclaimer: The duties, responsibilities, and requirements presented in this job description are intended to be representative in nature and should not be construed as an exhaustive list. #LI-TM1 #INDSalaried

This classification provides leadership and supervision to professional and technical staff in the delivery of Human Resources programs. An employee in this class applies professional knowledge and skills to strategize, plan, develop and implement program areas including recruitment, selection, position classification, compensation, employee relations, employee benefits, Human Resources Information Systems (HRIS), training and development, safety, insurance, workforce planning, legal compliance and and other close related programs and objectives. Considerable independent judgment and initiative are required and work is performed with a wide degree of latitude. Work is performed in accordance with established County personnel policies and procedures, local ordinances and North Carolina General Statutes governing the responsibilities of local government employees. The Human Resources Director works in an office setting and is not substantially exposed to adverse environmental conditions. Work is performed under the general direction of the County Manager's Office and is evaluated through the observation of work, periodic conferences, and review of reports for goal attainment and resolution of problems. Key Position Priorities Evaluate our current HR staffing, departmental organization, policies, procedures and practices to assess gaps and ensure legal compliance. Develop and lead a strong team of passionate staff eager to fulfill the Nash County vision, meet high-performance standards, foster healthy collaborations to achieve strategic goals and model a standard of unified teamwork for the county. Develop a vision and strategic priorities for the HR department to support its growth and sustainability. Assess the County's training and development needs to create initiatives that ensure effective employee development, crisis and discipline management, engagement, retention, and succession planning. Develop and nurture strong relationships with key stakeholders within and beyond the County government organization to enhance the continuous recruitment of a highly-skilled and dedicated workforce. Develops, plans and implements goals and objectives, policies and priorities of the human resources programs designed to help the organization achieve its mission; supervises staff employees. Advises, consults, and counsels the County Manager, department heads, supervisors, legal staff and boards on personnel matters; makes recommendations based on research and evaluation findings. Participates as part of the County's management team; develops and recommends human resource programs and policies; researches existing and new programs for alternative and innovative proposals; seeks legal advice, as necessary; implements programs; advises the County Manager on human resource related issues; confers with department heads on policy issues and interpretation; advises employees on personnel policy and program matters. Provides support to and advises department heads and supervisors on various laws and regulations related to disciplinary actions; consults with County Attorney as needed; assists employees with resolving work-related problems; administers grievance procedures and oversees employee assistance programs. Reviews, researches, and recommends various benefits programs; coordinates worker's compensation, wellness and safety programs; insures cost effectiveness of structure and providers of benefits; supervises the administration of employee benefit and insurance programs, including federal regulation compliance; counsels, troubleshoots and resolves related employee questions and problems. Counsels employees on retirement process and options, and related benefits; calculates benefit estimates and assists employees with completion of paperwork. Prepares annual departmental budget projection and monitors expenditures; reviews salary and benefit projections for inclusion in budget. Reviews, researches, and recommends various benefits programs; coordinates wellness programs; insures cost effectiveness of structure and providers of benefits; oversees annual open enrollment for employees; updates records as needed; verifies completeness of enrollment. Supervises the processing and maintenance of personnel transactions, records, and files pertaining to appointments, transfers, promotions, separations, pay adjustments, and related personnel actions; provides training and consultation as needed. Interprets personnel rules and regulations for department heads and employees in group sessions and on an individual basis; conducts studies concerning the development and administration of personnel policies, programs, rules, and regulations and submits recommendations to the County Manager. Oversees the talent acquisition, recruitment and selection program including oversight of advertisement and screening using applicant tracking systems (ATS), and oversight of background checks and credit reports; oversees salary administration for new hires and other personnel transactions; may serve on interview panels for department head and management-level positions. Interviews, hires and supervises departmental employees; completes employee evaluations; grants vacation, sick leave, and time off; recommends organizational or structural changes; recommends departmental employees for training needs, merit increases and promotions. Directs the administration of position classification and pay plans; conducts studies related to the continued maintenance of the classification and pay plans; makes recommendations to the County Manager concerning appropriate revisions; responds to manages the communication of human resources information related to survey requests and questions regarding pay and classification from outside agencies; and completes salary surveys. Monitors and enforces personnel actions in accordance with established rules, regulations, state and federal laws, including FMLA, FLSA, HIPPA, ACA, and COBRA compliance; recommends and implements procedural changes as needed. Researches and compiles statistical data as requested by County Commissioners, County Manager, Department Heads, or others; explains proposed regulations, policies or programs; presents information on past or proposed new employees or classification changes. Makes periodic presentations to managerial and employee groups. Researches, publicizes and implements community and county-wide projects for the County Manager. Additional Job Duties Performs related duties as required. Thorough knowledge of the principles and practices of public personnel administration and management principles, practices and techniques as they relate to the administration of staffing resources and planning, position management, staff development and training, policy development and administration, employee relations, and related personnel and management functions and services. Considerable knowledge of the organization functions and programs of County government Considerable knowledge of administrative, managerial and supervisory practices and techniques involved in directing personnel management programs and services. Working knowledge of computer capabilities as related to numerous personnel programs, office suite software and payroll systems. Ability to work independently and utilize judgment and discretion in programs. Ability to provide leadership and to supervise the planning, development and establishment of new, modified and/or improved personnel programs, services and activities. Ability to make routine administrative and personnel related decisions independently in accordance with laws, regulations and County policies and procedures. Ability to work with a variety of officials at different levels of government under differing managerial controls and at different physical locations. Ability to organize and supervise effective personnel management programs and services and to promote personnel management practices as a part of the total management process. Ability to communicate effectively with individuals and groups orally and in writing. Ability to establish and maintain effective working relationships with departmental or organizational supervisors, managers, division heads, consultants and State personnel representatives. Qualifications A bachelor's degree in Human Resource Management, Public Administration, Business Administration, or a related field is required, along with ten (10) years of increasingly responsible executive-level experiences, preferably in a private or public sector human resources operation. A Master's Degree is highly preferred. HR certification (e.g., SPHR, SHRM-SCP, IMPA-CP) or eligibility and desire to sit for certificate are preferred. Extensive knowledge of HR technology solutions, Substantial Equivalency, & OSHR regulations, personnel management: classification and compensation, employee climate versatility, personnel policy development, professional leadership development, metrics evaluation, and cross-department collaboration to solve complex human resources issues is required. An equivalent combination of training and experience may be considered.

Job Title: Human Resources Manager The Human Resources Manager leads the Human Resources department by managing key areas of daily HR operations, including recruitment, onboarding, employee relations, performance management, compensation and benefits administration, health and safety, claims management, training and compliance to applicable legislation. The Human Resources Manager provides guidance and interpretation on employment law, and oversees the creation of company policies, programs and procedures. Responsibilities Advise managers on employee relations, the interpretation of company policies and procedures and compliance with applicable Employment Standards and Human Rights legislation. Identify, evaluate, and resolve employee relations issues alongside management and supervisors. Manage the full cycle recruitment process, including job postings, screening candidates, interviewing, making hiring recommendations, preparing offers and onboarding new hires. Champion employee development and succession planning and deliver company-wide programs related to employee growth and development. Mentor and coach direct reports and assist management with mentoring and coaching employees on their teams. Claims Management, including STD, LTD, Workers Compensation and the Early and Safe Return to Work Program. Prepare reports and recommend procedures to reduce absenteeism, turnover, and work-related injuries. Maintain employee morale by planning and organizing employee engagement activities. Conduct investigations and make recommendations to resolve employee issues while maintaining confidentiality. Conduct employee disciplinary meetings and terminations in line with company policies and represent organization during hearings. Other duties as assigned Academic/Educational Requirements Degree or diploma in Human Resources, Business Administration or equivalent expertise gained through professional experience, training, or certifications. HR designation or certification is preferred. Required Skills/Experience Excellent verbal and written communication skills; able to communicate with people at all levels of the organization. Five to seven years' experience in a previous human resources role. Experience in manufacturing is preferred. Ability to develop strong relationships with managers, supervisors and employees. Knowledge of relevant legislation including the Human Rights Code and the Occupational Health and Safety Act. Excellent decision-making skills with the ability to form and defend independent judgement and the ability to influence others. Ability to manage changes in priorities, work on diverse tasks, and adapt to evolving organizational needs. Proficient in computer applications such as Microsoft Word, Excel, PowerPoint, and Outlook. Experience with human resources information systems (such as ORACLE). Participate in continuous learning to maintain current knowledge of employment legislation and industry best practices. Prior experience in a manufacturing environment would be considered an asset. What Linamar Has to Offer Competitive Compensation Employee Benefits package includes but not limited to Medical, Dental & Vision etc. Opportunities for career advancement. Community based outreach supporting both local and global initiatives and charities. Discounts for local vendors and events, including auto supplier discounts. About Us Linamar Corporation is a Canadian-founded global manufacturer, renowned for its advanced engineering and innovative product development across diverse industries and markets. Our journey started in 1966 under the visionary leadership of our founder, and today, we remain committed to cultivating a culture of innovation and collaboration. With access to state-of-the-art tools and resources, you'll have the opportunity to make a meaningful impact alongside a team of driven and passionate professionals. Join us and be part of a company where innovation, collaboration, and growth are at the heart of everything we do. Linamar Corporation is an equal opportunity employer and encourages diversity in the workplace without regard to any basis protected by applicable federal, state, or local law. Linamar Corporation encourages applications from all qualified individuals and will reasonably accommodate applicants throughout all stages of the recruitment and selection process upon request. #LI-MG1

Moen, part of the Water Innovations business of Fortune Brands Innovations, Inc., is the #1 faucet brand in North America, known for delivering smart, stylish, and sustainable water solutions. Located in New Bern, NC, Moen plays a key role in Fortune Brands' mission to elevate every life by transforming spaces into havens. At Fortune Brands, we're building something big-advancing innovations across our brands and delivering trust, dependability, sustainability, and style. Moen contributes to this mission by helping homeowners and professionals create beautiful, functional spaces with water experiences that improve everyday life. We've created a workplace where smart, ambitious people are empowered to think big, learn fast, and make bold decisions. At Moen, you'll be part of a high-performing team that values collaboration, authenticity, and diverse perspectives. We support an inclusive culture where everyone is encouraged to be their authentic selves, and where our differences are a key strength. Explore life at Fortune Brands here . Job Description The Human Resources Manager is responsible for providing strategic and tactical support in all areas of HR. The HRM will partner with senior HR and Operations leadership to execute HR strategies in designated Operations functions, serve as a consultant on HR policies and procedures as well as act as an employee champion and change agent. Location: This position requires onsite presence Monday-Friday at our manufacturing facility in New Bern, NC. Responsibilities: Assume ownership of the short-term and delivery of the long-term Human Resources (HR) strategies for designated Operations functions; serve as a champion for the unique employees' needs in each business Establish partnerships with designated Operations functions by serving as an active and contributing member on leadership teams Serve as the primary Operations liaison for all HR functions by consulting with employees and leadership on all HR matters. Partner with HR leadership or FBHS Legal (as necessary) on complex employee issue resolution Collaborate with Human Resources Directors to provide meaningful analytics to drive informed decision making in support of all Operations and support functions Manage performance management, development planning and staffing of direct reports Provide strategic and tactical HR support including: Performance management Resolving complaints and grievances Managing and facilitating HR policies and programs Counseling and/or training employees and management Managing the introduction and administration of HR programs Leading talent review discussions, succession planning and facilitating change Driving staffing strategies and placements Supporting talent acquisition, development and retention efforts Ensuring compliance with HR laws and regulations Organization Design Change Management Process Support Compliance program, strategies and requirements Lead and develop direct reports Qualifications Bachelor's degree in Human Resources (HR) or a related field is required. Minimum of 5+ years of experience encompassing all areas of human resources including: HR consulting and analytics, talent acquisition, organizational development, compensation, performance management and employee relations is required. Experience managing and leading others. Experience in change management and process improvement is strongly preferred. Additional Information Fortune Brands believes in fair and equitable pay. A reasonable estimate of the base salary range for this role is Hiring Pay Range: $93,000 USD - $110,000 USD. Please note that actual salaries may vary within the range, or be above or below the range, based on factors including, but not limited to, education, training, experience, professional achievement, business need, and location. In addition to base salary, employees will participate in either an annual bonus plan based on company and individual performance, or a role-based sales incentive plan. At Fortune Brands, we support the overall health and wellness of our associates by offering comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates' unique needs. This includes robust health plans, a market-leading 401(k) program with a company contribution, product discounts, flexible time off benefits (including half-day summer Fridays per policy), inclusive fertility / adoption benefits, and more. We offer numerous Employee Resource Groups to support inclusivity and our associates' feeling of belonging at work. Fortune Brands is a brand, innovation and channel leader focused on exciting, supercharged categories in the home products, security and commercial building markets. Our portfolio of brands includes Moen, House of Rohl, Aqualisa, SpringWell, Therma-Tru, Larson, Fiberon, Master Lock, SentrySafe and Yale residential. Fortune Brands is headquartered in Deerfield, Illinois and trades on the NYSE as FBIN Equal Employment Opportunity: FBIN is an equal employment opportunity employer and does not discriminate against any applicant based on race, color, religion, sex, gender identity or expression, national origin, ancestry, age, disability, marital status, protected veteran status, sexual orientation, genetic history or information, or any other legally protected characteristic. Reasonable Accommodations: FBIN is committed to working with and providing reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the application or interview process, please contact us at [email protected] and let us know the nature of your request along with your contact information. Resumes submitted to this email address will not be responded to. To protect yourself from fraudulent job postings or recruitment scams, please note that FBIN job postings are exclusively hosted on our careers page at ********************

Moen, part of the Water Innovations business of Fortune Brands Innovations, Inc., is the #1 faucet brand in North America, known for delivering smart, stylish, and sustainable water solutions. Located in New Bern, NC, Moen plays a key role in Fortune Brands' mission to elevate every life by transforming spaces into havens. At Fortune Brands, we're building something big-advancing innovations across our brands and delivering trust, dependability, sustainability, and style. Moen contributes to this mission by helping homeowners and professionals create beautiful, functional spaces with water experiences that improve everyday life. We've created a workplace where smart, ambitious people are empowered to think big, learn fast, and make bold decisions. At Moen, you'll be part of a high-performing team that values collaboration, authenticity, and diverse perspectives. We support an inclusive culture where everyone is encouraged to be their authentic selves, and where our differences are a key strength. Explore life at Fortune Brands here. Job Description The Human Resources Manager is responsible for providing strategic and tactical support in all areas of HR. The HRM will partner with senior HR and Operations leadership to execute HR strategies in designated Operations functions, serve as a consultant on HR policies and procedures as well as act as an employee champion and change agent. Location: This position requires onsite presence Monday-Friday at our manufacturing facility in New Bern, NC. Responsibilities: Assume ownership of the short-term and delivery of the long-term Human Resources (HR) strategies for designated Operations functions; serve as a champion for the unique employees' needs in each business Establish partnerships with designated Operations functions by serving as an active and contributing member on leadership teams Serve as the primary Operations liaison for all HR functions by consulting with employees and leadership on all HR matters. Partner with HR leadership or FBHS Legal (as necessary) on complex employee issue resolution Collaborate with Human Resources Directors to provide meaningful analytics to drive informed decision making in support of all Operations and support functions Manage performance management, development planning and staffing of direct reports Provide strategic and tactical HR support including: Performance management Resolving complaints and grievances Managing and facilitating HR policies and programs Counseling and/or training employees and management Managing the introduction and administration of HR programs Leading talent review discussions, succession planning and facilitating change Driving staffing strategies and placements Supporting talent acquisition, development and retention efforts Ensuring compliance with HR laws and regulations Organization Design Change Management Process Support Compliance program, strategies and requirements Lead and develop direct reports Qualifications Bachelor's degree in Human Resources (HR) or a related field is required. Minimum of 5+ years of experience encompassing all areas of human resources including: HR consulting and analytics, talent acquisition, organizational development, compensation, performance management and employee relations is required. Experience managing and leading others. Experience in change management and process improvement is strongly preferred. Additional Information Fortune Brands believes in fair and equitable pay. A reasonable estimate of the base salary range for this role is Hiring Pay Range: $93,000 USD - $110,000 USD. Please note that actual salaries may vary within the range, or be above or below the range, based on factors including, but not limited to, education, training, experience, professional achievement, business need, and location. In addition to base salary, employees will participate in either an annual bonus plan based on company and individual performance, or a role-based sales incentive plan. At Fortune Brands, we support the overall health and wellness of our associates by offering comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates' unique needs. This includes robust health plans, a market-leading 401(k) program with a company contribution, product discounts, flexible time off benefits (including half-day summer Fridays per policy), inclusive fertility / adoption benefits, and more. We offer numerous Employee Resource Groups to support inclusivity and our associates' feeling of belonging at work. Fortune Brands is a brand, innovation and channel leader focused on exciting, supercharged categories in the home products, security and commercial building markets. Our portfolio of brands includes Moen, House of Rohl, Aqualisa, SpringWell, Therma-Tru, Larson, Fiberon, Master Lock, SentrySafe and Yale residential. Fortune Brands is headquartered in Deerfield, Illinois and trades on the NYSE as FBIN Equal Employment Opportunity: FBIN is an equal employment opportunity employer and does not discriminate against any applicant based on race, color, religion, sex, gender identity or expression, national origin, ancestry, age, disability, marital status, protected veteran status, sexual orientation, genetic history or information, or any other legally protected characteristic. Reasonable Accommodations: FBIN is committed to working with and providing reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the application or interview process, please contact us at [email protected] and let us know the nature of your request along with your contact information. Resumes submitted to this email address will not be responded to. To protect yourself from fraudulent job postings or recruitment scams, please note that FBIN job postings are exclusively hosted on our careers page at ********************

Come join our "Family" and be part of providing healthcare In the Community…For the Community. Carolina Family Health Centers, Inc. provides accessible and affordable health care with excellence…where patients come first. Regardless of an individual's ability to pay or their insurance status, we believe that EVERYONE deserves access to quality health care As a nonprofit, federally qualified health center (FQHC), we strive to meet the needs of our community and breakdown barriers that prevent individuals from seeking health care. Our service offering includes primary medical care, behavioral health, pharmacy and dental services in an integrated model that provides a comprehensive approach to care for our patients. Position Overview The Director of Human Resources (HR) manages day to day Human Resources operations at Carolina Family Health Centers, Inc. in Wilson, NC. This position serves as a focal point for employee relations, recruitment and retention, benefit administration, recordkeeping, and compliance with federal and state employment laws. This position reports to the Chief Operating Officer. THIS POSITION OFFERS A 40-HOUR WORKWEEK, NO WEEKENDS, FULL BENEFITS PACKAGE, 12 PAID HOLIDAYS, BI-WEEKLY PAY. Essential Tasks Benefits: * Manage and coordinate all employee health insurance plan(s), open enrollment, and employee questions. Compensation: * Manage the Wage/Salary Program by monitoring changes and updates, annually, performing market research, and applying cost of living increases within budget constraints and in accordance with company policy. Compliance: * Manage and monitor the Employee Handbook and all human resources policies and procedures. * Represent CFHC, Inc. in all unemployment hearings, EEOC actions and/or worker's compensation claims, under the authority of the Chief Executive Officer. * Ensure compliance with all federal and state regulations; EEO, ADA, US and NC DOL Record Retention. Employee Relations: * Manage the Corrective Action process and participate in corrective action counseling sessions. * Coordinate and monitor the conflict resolution process. * Manage all employee resignations and terminations. * Manage and coordinate the employee Performance Evaluation Process. Recruitment: * Manage the sourcing and screening process by reviewing applications and resumes, coordinate and participate in interviews, ensure compliance in obtaining, reviewing, and confirming satisfactory background check and drug screen results for selected candidates, and make all official job offers after obtaining proper approvals. Experience and Education * Bachelor's or Master's degree in business, human resources, or related field. * Minimum three years of related experience at a management level. * Well organized and detail oriented with an ability to multi-task. * Excellent time management, organizational, and communication skills. * Ability to supervise staff. * Professional in Human Resource Management (PHR), Senior Professional in Human Resources Management (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP), preferred. Schedule Monday to Friday 8 AM - 5 PM 8-Hour shift In person Physical Requirements * Individuals may need to sit or stand for long periods of time, occasional bending, stooping, lifting including of patients, reaching forward and overhead. * May require walking primarily on a level surface for periods throughout the day. * Proper lifting techniques and frequent computer work required. * Must be able to travel freely in the local area; between clinics, hospitals, health departments, etc. Benefits * 401(k) and match * AD&D insurance * Dental insurance * Disability insurance * Employee assistance program * Flexible spending account * Health insurance * Life insurance * Paid time off * Holidays * Vision insurance Job Type Full-time License/Certification (one/any preferred) * Professional in Human Resource Management (PHR) * Senior Professional in Human Resource Management (SPHR) * SHRM Certified Professional (SHRM-CP) * SHRM Senior Certified Professional Base Pay Overview The starting pay for this position is $85,280 annually. Please keep in mind that actual salary will vary based on various factors such as qualifications, skills, competencies, and proficiency for the role.

Perfection Hy-Test Company As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. Marmon's Transportation Group is searching for a Group HR Director to support our growing Aftermarket Group. Aftermarket Group is comprised of 10+ individual companies. The operating sites in SC, VT, NC, IN, PA, Mexico & China. Aftermarket's revenue is over $700M revenue and 1400+ full-time employees. Reporting to the Group President of Aftermarket and dotted line to VP of HR for the Transportation Group. Group HR Director will be responsible for developing and executing human resource strategy in support of the overall business plan. The Group HR Director will develop and deliver HR services to effectively drive the organization's performance and growth. Primary areas of responsibility will include talent acquisition, talent management, talent development, organizational and performance management, learning and development, HRIS, and HR Operations. Culture and people are viewed as essential components of success. The Group HR Director will play a central role in driving a best-in-class culture into and across the organization and will exemplify Marmon's core values. Hiring, staffing, and the retaining of high-quality talent is at the core of the business, and the Group HR Director will spearhead these efforts. The Group HR Director will also serve as an advisor to the President and Leadership Team on key human resource matters. It is important that the Group HR Director demonstrates a strong character, excellent leadership and communication skills, and a willingness to build solid working relationships across all functional areas as well as with The Marmon Group. This position is suited to those seeking an exceptional degree of responsibility and who thrive in a fast-paced, complex, high-growth organization. The position is based at any of the Charleston, South Carolina locations. Travel is up to 30%. Key Responsibilities The Position will be responsible for: * Enhancing and fostering a culture consistent with the values of the company. * Providing end-to-end operational HR leadership, including employee engagement, learning & development, performance management, and workforce planning. * Implementing policies, procedures, and programs that assess organizational effectiveness, resources, and talent. * Developing effective and creative programs for hiring, onboarding, and key talent development. * Leading the HR team by inspiring the delivery of great service, providing candid input, and fostering a culture of continuous improvement. * Managing due diligence and HR integration for acquisition. * Serving as a player-coach. * Evaluating and continuously improving the organizational learning & development strategy, with the goal of optimizing the talents and skills of the employee population. * Providing organizational leadership around culture assessment and development; introducing and managing organizational change and development initiatives. * Collaborating and liaising with The Marmon Group to ensure all policies and procedures are in alignment with Marmon and Berkshire Hathaway. * Administering/overseeing the administration of HR programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; environmental health and safety (EHS); occupational health and safety; and training and development. * Monitoring and ensuring Marmon's compliance with federal, state, and local employment laws and regulations, and recommending best practices; reviewing and modifying policies and practices to maintain compliance. * Maintaining knowledge of trends, best practices, regulatory changes, and new technologies in HR, HRIS, talent management, and employment law; applying this knowledge to communicate changes in policy, practice, and resources to upper management. * Developing and implementing a departmental budget. The Profile The requirements for the Position have been identified as: * Minimum of 10 years' experience in HR leadership roles, with a proven track record of success in a multi-site manufacturing environment. * Deep knowledge of the functional elements of human resources, including talent acquisition and development, continuous learning programs, business partnerships, and performance management. * A strong and capable leader who can develop a best-in-class team. * Experience developing an HR strategy and executing with a "hands-on" approach. * Strong functional knowledge of HRIS systems; knowledge of Workday preferred. * Demonstrated success in a growth environment. * Able to create and deliver training topics with ease. * Strategic and confident management style backed by strong business acumen and experience. * Superior interpersonal and negotiation skills. * Excellent organizational skills and attention to detail. * Excellent time management skills, with a proven ability to meet deadlines. * Strong analytical and problem-solving skills. * Strong supervisory and leadership skills. * Able to adapt to the needs of the organization and employees. * Thorough knowledge of employment-related laws and regulations. Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

At ProMach, we're looking for people who want to shine. You'll have opportunities to take your career in the direction you want. You can be creative. Strategic. Persuasive. Influential. Pro Mach is headquartered near Cincinnati, OH with facilities worldwide. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Do we have your attention? Keep reading. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Does this work interest you? Staffing & Retention * Excels at developing and applying creative staffing approaches to find new employees in an efficient and cost-effective manner. * Acts a business partner with division leadership to anticipate, define, and execute staffing strategy. * Guides the hiring manager in developing the position profile, sourcing/selection process, compensation, and job offer strategy. * Provides consultation to division leaders regarding building bench-strength through talent-development and other strategies, applying sound business analysis of benefits and risks. * Develops and supports retention plans and methods to counteract clearly identified risks. Employee Development & Relations * Actively monitors the organizational capabilities from a business and employee development perspective. * Leads the implementation of employee development strategies and supports corporate-wide strategies. * Provides specific attention to division's high potential talent and poor performers. * Consults with internal resources, as required, and leads inquiries regarding complex employee relations issues with a developed comfort and expertise in legal, risk, compliance, and security. * Helps organize company meetings and events at the facilities, including team-building activities to enhance and improve employee morale and productivity. Benefits & Compensation Administration * Manages day-to-day benefit administration needs for the employee population. * Supports Corporate HR in the oversight of benefit plans and programs. * Works with Corporate HR to administer annual compensation, bonus, and commission plans. * Ensures job descriptions and compensation programs are updated and maintained. Performance Management & Organization Effectiveness * Promotes company's performance management philosophy and methodology to achieve 100% application by all supervisors for all employees. * Coaches business leaders and supervisors to influence and align behaviors to optimize employee performance and goal achievement. * Leads efforts in improving performance of under-performers. * Facilitates organization planning and design with division management. * Leads division-level succession planning activities including key position identification and nominating successor candidates. * Handles all aspects of successor candidate development including job skill identification and gap analysis and development plan creation and oversight. * Manages and implements division-level change, such as policy standards, acquisition integration, process improvements, and application of technology and automation. Compliance & Training * Ensures compliance with federal, state and local laws, regulations and orders through application of advanced knowledge and training. * Partners with management to ensure that safety policies and training programs are current, practiced and enforced. * Analyzes and assesses training and development needs with knowledge of organizational development theory and practices. * Delivers highly effective and engaging training through well-developed delivery style. Safety * Creates an environment where safety is highly valued and safe behaviors are consistently applied. * Works with Plant Management to implement all aspects of the company safety program. * Ensures compliance with all OSHA and other Federal, State and Local safety rules and regulations. * Assists in the oversight of the safety & training observation program for facilities. * Assists Corporate Safety with implementation of company-wide safety programs. * Works with Managers and Supervisors to identify root causes of work related injuries and illnesses and implement methods to eliminate causes. What's in it for you? There's no monopoly on good ideas or limits to how far you can advance with our team. We offer an open, communicative environment that fosters individual initiative. We pride ourselves in being a company where people choose to build a career and find professional happiness. In addition to growth opportunities, as a ProMach employee, you receive more than just a paycheck. Total compensation includes your salary, comprehensive medical/dental and well-being programs, as well as life insurance, a generous paid time off program, and a retirement savings plan with a company match. And because we understand the importance of feeling protected, there is no waiting period for benefits - you are eligible on your first day of employment! If this sounds like you, we want to connect! * 5+ years of experience in an HR leadership role. * Bachelor's degree in human resources or a related field of study. * Must deliver results and possess excellent leadership skills. * Strong knowledge of federal, state, and local employment laws and regulations. * Experience in design, development, and implementation of training programs. * Must possess a strong knowledge of Microsoft office suite, including, but not limited to Excel, Powerpoint and Word. * Must possess professional written and verbal communication and interpersonal skills. * Ability to motivate, inspire confidence, produce quality work within tight timeframes, and simultaneously manage several projects. * Ability to participate in and facilitate group meetings with all levels of the organization. * Ability to accurately diagnose organizational needs, possesses the political awareness to gain support through the development of a clear strategy and goals, and the ability to produce results. * Ability to creatively recruit and maintain an employee population in a challenging geographic location. Pro Mach, Inc. was named to the Inc. 5,000 list of fastest-growing private companies in the U.S. seven times. We continue to introduce innovative products, enter new markets, expand our global presence, and actively acquire new capabilities. We have the rewards, opportunities, and market strengths of a large organization combined with the entrepreneurial culture of a small, fast-paced company. You will enjoy the benefits of working with a growing company that competes globally, with the personal touch and feel of a smaller company where you can make an impact every day. Curious about life at ProMach? Follow us on LinkedIn, Twitter, and Instagram! ProMach is an Equal Opportunity Employer. Pro Mach uses E-Verify to verify the employment eligibility of all new hires to work in the United States. Pro Mach is a drug-free workplace. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

The Human Resources Manager is a strategic Human Resources professional who understands operations and its many requirements. Using your strong communication and relationship skills, you can effectively assess talent, create employee development plans and spearhead their implementation. You understand the financials, can go from a meeting with the leadership team planning future strategy to hosting a pizza lunch-and-learn with employees. You must stay current with local, state and federal laws, rules, regulations and statutes governing equal employment opportunity practices. Job Description: * Ensure both internal and external pipeline of management candidates to meet the demands of projected growth * Maintaining legal and company standards as it relates to hiring and employment practices including but not limited to: hiring, development, coaching for improvement, terminations, and documentation * Coaches and advises the leadership team on performance management issues such as hiring, associate performance, career and personal development, resolving associate concerns, and termination (i.e. leadership development) * Investigates associate complaints and disputes (i.e. employee relations) * Solves routine problems in HR; takes initiative to modify procedures and processes as appropriate * Partners in the facilitation of People Planning to evaluate internal candidates and identify high potential associates * Conducts field visits, interviews, and exit interviews to understand opportunities for improved retention * Conducts/facilitates local training and development sessions as needed * Follows up consistently with new hires to ensure adequate and proper training. * Analyzes local labor market and identifies special market dynamics to develop sourcing and hiring tactics, ensures all hiring decision makers abide to the Company hiring objectives. Currently the company is 150 people and will be quickly expanding to 300. * Maintenance of the work structure by updating job requirements and descriptions for all positions Qualifications A bachelor's degree in Human Resources or related field, masters degree a plus. Over five years of experience in human resources with increasing supervisory responsibilities. Thorough knowledge of laws affecting human resources administration. Demonstrated management and organizational skills. Positive Employee Relations experience Additional Information All your information will be kept confidential according to EEO guidelines.

The Human Resources Manager is responsible for providing strategic and tactical support in all areas of HR. The HRM will partner with senior HR and Operations leadership to execute HR strategies in designated Operations functions, serve as a consultant on HR policies and procedures as well as act as an employee champion and change agent. Location: This position requires onsite presence Monday-Friday at our manufacturing facility in New Bern, NC. Responsibilities: * Assume ownership of the short-term and delivery of the long-term Human Resources (HR) strategies for designated Operations functions; serve as a champion for the unique employees' needs in each business * Establish partnerships with designated Operations functions by serving as an active and contributing member on leadership teams * Serve as the primary Operations liaison for all HR functions by consulting with employees and leadership on all HR matters. Partner with HR leadership or FBHS Legal (as necessary) on complex employee issue resolution * Collaborate with Human Resources Directors to provide meaningful analytics to drive informed decision making in support of all Operations and support functions * Manage performance management, development planning and staffing of direct reports * Provide strategic and tactical HR support including: * Performance management * Resolving complaints and grievances * Managing and facilitating HR policies and programs * Counseling and/or training employees and management * Managing the introduction and administration of HR programs * Leading talent review discussions, succession planning and facilitating change * Driving staffing strategies and placements * Supporting talent acquisition, development and retention efforts * Ensuring compliance with HR laws and regulations * Organization Design * Change Management Process * Support Compliance program, strategies and requirements * Lead and develop direct reports

Job Title: Director of Human Resources Department: Human Resources Supervisor: CEO Hiring Range: DOQ The Director of Human Resources is a senior leadership role responsible for all human resource areas and functions for LS Tractor USA, LLC's North American operations. Areas of responsibility include recruiting and hiring, policy development and implementation, employee relations, benefits design and administration, salary administration, payroll, workers compensation, performance evaluation, training and development and workforce planning. This role also oversees corporate administration, EHS and facilities management. Works across LSTA functional teams to provide information and support for organizational initiatives. Participates in important meetings including Dealer Council meetings and Dealer Conferences. Position Duties and Responsibilities Recruitment and Staffing. Oversees the staffing and recruitment functions for the organization. Supervises the HR Generalist who has primary responsibility for recruitment and on-boarding. Works with Senior Leadership Team to develop and execute staffing plans. Organizational Design and Workforce Planning. Works with the Senior Leadership Team and Department Leaders to develop organizational structures that effectively facilitate operational effectiveness and premier customer service. Works with the CFO to build annual staffing plan and budget. Policy Development and Implementation. Develops policies for HR practices and certain administrative practices and processes. Works with Senior Leadership Team to finalize policy statements. Communicates policies to employees utilizing multiple media sources. Produces and distributes Employee Handbook. Employee Relations. Develops and executes practices and processes to build and maintain a positive employee relations environment across the organization. Develops and facilitates All Employee Meetings. Oversees the Employee Activities Committee. Provides opportunities for employees to voice concerns and works with all parties involved to resolve workplace disputes. Responds to employee concerns and third party claims, including unemployment and EEOC claims. Benefits Design and Administration. Ensures employee health and welfare plans are robust and cost effective. Works with third party administrators to ensure compliance with State and Federal regulations regarding health and welfare plans and our 401(k) plan. Supervises the HR/Accounting Specialist that administers payroll and employee benefits. Salary Administration. Ensures pay structures are consistent with Company objectives and comply with State and Federal regulations. Develops and administers bonus programs and annual pay increases. Oversees the payroll process and ensures each payroll is executed accurately and on time. Supervises the HR/Accounting Specialist that administers payroll and employee benefits. Performance Management. Develops and ensures execution of employee performance management processes, including annual performance reviews, new employee reviews, and disciplinary actions to address unsatisfactory performance and behavior. Training and Development. Develops and delivers targeted training to LSTA employees and employee groups. Sources training for specific organizational development needs. Internal Relationships. Understands the inter-dependent relationships within the Company across functional boundaries and builds credibility as a team player and contributor across those groups. Establishes and maintains strong relationships with colleagues within LS Tractor. Compliance. Ensures organizational compliance with Company policy and Local, State, and Federal regulations. Files required forms and documents related to employee benefits plans and HR reporting requirements, i.e. Form 5500s and EEO-1. Corporate Administration & Facilities Management. Oversees general administration functions, including office and facilities management and corporate property. Develops and maintains administrative policies and procedures as needed. Environmental, Health, and Safety (EHS). Responsible for the development, implementation and management of EHS programs and policies to ensure a safe work environment and compliance with all relevant regulations (e.g., OSHA). Oversees safety training, incident investigations, and maintains required EHS documentation. Directly supervises Safety and Facilities Manager. Teamwork and Collaboration. Acts as a key member of the LS Tractor USA Team. May provide and/or receive input from across functional boundaries. Understands organizational mesh points and potential synergies. Integrates team efforts across business segments and channels. Leadership. Acts with integrity. Treats others with dignity and respect. Models behavior that is consistent with LS Tractor's core values. Delivers on commitments and deadlines and holds others accountable for the same. Works with cross-functional teams to assess and evaluate current practices and processes with a focus on continuous improvement. May lead task force groups. Member of Senior Leadership Team, providing input and advice and participating in organizational decision making. Communication. Effectively communicates with all levels of the organization. Demonstrates excellent presentation, oral, and written communication skills. Models outstanding customer communication and relationship building techniques. Demonstrated Business Acumen. Understands cause and effect relationships regarding variables that impact the business viability of the organization. High level of understanding of dealer business models and retail sales drivers. Minimum Requirements: Education and Experience Bachelors' degree in a related field, prefer master's degree. 10 years of progressive experience in human resource management, including Sr. Manager or Director level responsibility. Prefer experience in manufacturing and/or distribution focused organizations. HR Certification preferred, but not required. Must have experience developing and executing strategic plans, working across functional areas within the organization, and using data-based analysis to support recommendations for action. Skills, Knowledge, and Abilities Strong analytical ability. Excellent presentation and communication skills. Demonstrated ability to coach managers and employees. Able to resolve employee relations issues. High level of proficiency with business models, both short-term and strategic planning. High level of understanding of Human Resource Management and the HR legal environment. Must be innovative and performance and quality driven. Proficiency in Microsoft Office and/or relevant software packages. Team Leader, able to convince others to enthusiastically support new initiatives. Resourcefulness and problem-solving aptitude. Must be able to collaborate across the organization and build strong partnerships with all stakeholders in the organization. This job description is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Duties, responsibilities, and activities may change or new ones may be assigned at any time with or without notice.

Sara Lee desserts have always stood for incredible flavor and superior value in the frozen food aisle and away from home markets. The Sara Lee Frozen Bakery collection of top brands includes Sara Lee , Chef Pierre , Van's , Bistro Collection , Superior on Main and Cyrus O'Leary's . Sara Lee Frozen Bakery is proud to take these iconic brands into a new era and to continue the evolution that transformed one small Chicago bakery into an American institution. Using carefully sourced ingredients and time-honored recipes, the company is committed to making life's moments a little sweeter, putting its customers first and discovering new ways to make everyone's favorite foods even better. Working for Sara Lee: Our vision is to be the world's most beloved bakery by creating irresistible foods, growing with our customers, and delivering value for all. We will achieve success through collaboration and innovation in an environment where employees feel empowered to execute with speed. We believe that each of us has unique points of difference and experience to offer. We believe that there is always a better way, and we will never be satisfied with status quo. If you have an entrepreneurial spirit, continually seek process improvements and a strong sense of customer service, then this is the right type of environment for you. Summary: We are seeking a Senior Human Resources Manager for our manufacturing facility in Tarboro, NC. Senior Human Resources Leaders at Sara Lee Frozen Bakery possess a strong business mindset and exceptional partnership skills--which they rely upon to develop strategies for an innovative, flexible, and dynamic organization. The Senior HR Manager owns all business partner accountabilities including organizational design, people development, performance management, and engagement and retention for employees. The Senior HR Manager is responsible for leading the site's positive Employee Relations strategy and ensuring a culture of engaged employees. They serve as a critical member of the site leadership team which drives the strategy and direction for the bakery. Key HR priorities for the site include executing the workforce strategy, engaging and developing team members, and building HR capability as a partner to the business. Our Tarboro bakery is a non-union facility with multiple production lines and over 700 employees. The site is an industry leader in delivery of high-quality products with a range of desserts for our foodservice, in-store bakery, and retail businesses. The Senior HR Manager also has enterprise-wide responsibilities across three key areas. 1) They will serve as the HR leader responsible for strategic oversight and delivery of Environmental, Health, and Safety programs and support for all four bakeries. They will lead initiatives that reinforce a safety-first culture across the organization, partnering closely with all bakery site leaders and guiding other HR managers. 2) They will lead best practice sharing and implementation as related to employee engagement and retention initiatives across all bakeries. 3) This leadership position will also be responsible for ensuring coordination and administrative consistency of positive employee relations training and programs across all bakeries. Key Accountabilities: In this role you will provide HR leadership to the site, including: Serve as a member of the site leadership team, partnering with cross functional leaders to drive business performance using business acumen, strong HR knowledge, communications, and change management expertise. Manage the plant HR and EHS department with 5 direct reports (1 Safety Manager, 2 HR Generalists, 1 HR Coordinator, 1 Trainer). Lead key HR initiatives in partnership with the Director, HR Operations in support of all bakery locations including employee engagement, workforce planning, succession planning and staffing. Serve as EHS functional liaison for Manufacturing Operations, providing strategic oversight and leadership of programs and initiatives that reinforce a safety-first culture across the company. Ensure collaboration and consistency of positive employee relations across bakeries through strategic training and programs. Partner with the Plant Manager to develop a high performing site leadership team and engaging leaders at all levels. Provide individual coaching needs and identify training and development needs for teams. Lead HR initiatives in partnership with the corporate HR team (Talent Management, Total Rewards, etc.) Partner with the Operations Leadership Team to provide strategic Employee Relations expertise to achieve desired operational outcomes. Lead culture change as part of a journey to increase manufacturing performance through process improvement. Develop the capability of our plant operators through employee development, process improvement and work system evolution. Education and Experience: Bachelor's degree in human resource management, business, or related area required. Master's in Human Resources/Industrial Relations or MBA preferred. Proven track record of progressive HR skills development and specialty expertise. Experience providing actionable advice to senior leaders based on key business strategies. Must be knowledgeable of best practice HR systems, tools and processes. Demonstrated learning agility. Proficient in employee relations and performance and talent management. Comfortable with abstract concepts. Qualifications: Possesses a minimum of ten (10) years of human resources experience working in progressive, complex and growth-oriented businesses. Minimum of five (5) years as a human resources manager in a manufacturing environment. Deep human resources expertise in all facets of the function with a proven track record in employee relations and all areas of talent management from recruitment, retention, organizational development and training. Advanced knowledge of human resources law and experience managing complex employee relations issues. Demonstrates a positive, results-oriented style and have a successful track record of accomplishments, including successfully driving a high-performance organization. Has a track record in managing and coaching diverse teams. Accustomed to working in an environment with progressive, creative human resources practices. Ability to drive and impact organizational change across multiple locations/sites Must be successful in working cross-functionally in lean, complex and highly matrixed environment. Possesses sensitivity to working with individuals from different cultures. Combines human resources management expertise with well-developed business acumen and demonstrated experience partnering closely with the business they support to drive organizational change and success. Ability to work strategically as well as assuming a hands-on, roll up your sleeves approach. Strong sense of urgency and accountability. Strength in prioritization skills and ability to handle multiple tasks in a fast-paced environment. Effective coaching and influencing skills and well developed analytical skills with financial acumen. Excellent communication skills including verbal presentation and formal written communications. Excellent interpersonal and listening skills and the ability to build effective, collaborative working relationships across an organization. Effective computer skills including Microsoft Word, Excel and PowerPoint. Must be able to utilize these programs independently to analyze data, refine reports, draft communications, and project plans. The successful candidate for the Senior HR Manager position will be a proactive and solutions-oriented individual who possesses high performance standards for themselves and others. They are comfortable digging into the data and details to execute as well as zooming out to plan the big picture. They must have strong personal values and ethics to guide decision-making and influence outcomes. The successful candidate will be an experienced HR and Safety leader with a desire to make an impact and is excited by our company value of “there's always a better way.” Personal Attributes: The Sara Lee Leader is one who: Role Models Integrity - Creates a culture of respect and inclusion, where all team members are empowered to contribute. Masters their Craft - Continually develops their skills and expertise to drive self, team, and company forward. Is intellectually curious, asking questions to inspire a better way. Values Partnerships - Frames the tough issues and works productively through them. Paves the way for their team to build relationships and collaborate effectively. Behaves Like a Business Owner - Perseveres toward a goal, despite obstacles and distraction. Navigates Change - Adapts quickly to address the most critical business needs. Leads the charge around capabilities, processes, and systems. Sara Lee Frozen Bakery provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Segula Technologies is a global engineering and consulting firm specializing in innovative solutions across industries such as aerospace, automotive, energy, rail, and life sciences. Founded in 1985 and headquartered in France, Segula operates in over 30 countries, driving technological advancements, improving industrial performance, and supporting clients throughout the product lifecycle. With expertise in design, manufacturing, testing, and project management, Segula helps businesses tackle complex engineering challenges while fostering innovation and sustainability. Job Description This position is a temporary (contract) position with no specific time period but could be extended or shortened as needed. Contractors are employed by Segula Technologies and placed on assignment to Airbus in America. In this role you will be a strategic HR Business Partner for the Business. Prepare and support the execution of business plans by translating the needs of the business into appropriate HR solutions, contributing actively to the optimization of the Business performance. Meet the Team: Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience. Your Working Environment: The Airbus Aerosystems Kinston facility sits at the forefront of aerospace manufacturing, specializing in the production of large, advanced composite aerostructures. Our team builds critical components for the state-of-the-art Airbus A350 XWB, including the composite center fuselage and wing spar. Your Challenges: Act as a strategic business partner: 30% Anticipate and influence HR related needs by maintaining a comprehensive understanding of business objectives, strategies, challenges. Provide optimal balance of support and advocacy to business and employees. Identify potential risk areas/future issues and deescalates conflict whenever possible. Actively engages and suggests improvements to initiatives that help promote a positive corporate culture. Ensure full compliance with relevant legal matters protecting the interests of the business and employees. Explain HR policies, processes and push for standard solutions, while taking into consideration specific needs. Provide optimal balance of support and advocacy to business and employees. Delivering high quality, customer-focused service: 25% Champion and demonstrate a high level of personal integrity and ethics. Lead meaningful career coaching, including following through with professional development goals Advise and support on internal mobility opportunities. Apply consequential management guidelines when appropriate. Actively engage and listen to employees, responding appropriately and in a timely manner projects, planning and programs. Implementing Region Wide HR projects, programs and processes: 25% Understand, drive, promote and monitor the implementation of HR policies and related processes in line with the strategy. Simplify the complex process and procedures to reduce administrative actions. Promote, master and apply new information technology tools to HR work & share best practices within HR. Lead specialist process improvements and projects as identified. Facilitate training in order to effectively communicate new processes and procedures. Participates in cross functional and divisional initiatives within the HR community to ensure communications and collaboration on projects, planning and programs. Change Management 15% Lead innovation and creative problem solving to champion change management initiatives. Anticipate potential resistances to change taking the work culture and business environment into consideration. Create connections between people to get feedback and generate buy in. Other duties as assigned 5% Qualifications Bachelor's degree in a relevant field or combination of education and appropriate work experience. 6+ years of progressive HR experience in a CoE or generalist role. Ability to challenge and influence the business taking the human aspect of change into account. Experience working in a multi-functional international environment Demonstrated ability to manage stakeholder expectations. Working knowledge of federal, state and local employment law, and HR regulations, Demonstrated success working in a complex, matrix organization, Experience coaching employees as part of their professional development. Experience handling difficult employee relations issues. Experience in Aerospace (preferred) Ability to travel up to 10% Domestic and International Required Communication Skills Fluent written and spoken English Written, presentation and oral communication, interpersonal and consultative skills, as well as effective result-oriented problem solving skills. Required Technical Systems Proficiency Experience with HRIS tools like ADP, Workday or SAP Experience with Google Suite Additional Information Here's a heads-up of the upcoming steps: Phone Interview with Recruiter: We'll begin with an introductory call to discuss your background and interest in the role. Please make sure to add your correct phone number. You will hear from us soon. Interview with the Hiring Manager Offer Letter: We´ll extend you an offer and start the onboarding process. Background Check & DOT Drug Screen: This step involves conducting a comprehensive background check, which includes reviewing criminal history, and other relevant records. Additionally, a Department of Transportation (DOT) drug screening will be carried out to ensure compliance with federal regulations for safety-sensitive positions You start your next challenge! Segula offers a comprehensive benefits package to all Full-Time Employees. New Hires are eligible for benefits on the 1st day of employment. Medical ,Dental and Vision coverage Employee life insurance Short & Long-Term Disability Voluntary Term Life, AD&D, & Critical Illness 401(K) with a Segula match

Come join our “Family” and be part of providing healthcare In the Community…For the Community. Carolina Family Health Centers, Inc. provides accessible and affordable health care with excellence…where patients come first. Regardless of an individual's ability to pay or their insurance status, we believe that EVERYONE deserves access to quality health care As a nonprofit, federally qualified health center (FQHC), we strive to meet the needs of our community and breakdown barriers that prevent individuals from seeking health care. Our service offering includes primary medical care, behavioral health, pharmacy and dental services in an integrated model that provides a comprehensive approach to care for our patients. Position Overview The Director of Human Resources (HR) manages day to day Human Resources operations at Carolina Family Health Centers, Inc. in Wilson, NC. This position serves as a focal point for employee relations, recruitment and retention, benefit administration, recordkeeping, and compliance with federal and state employment laws. This position reports to the Chief Operating Officer. THIS POSITION OFFERS A 40-HOUR WORKWEEK, NO WEEKENDS, FULL BENEFITS PACKAGE, 12 PAID HOLIDAYS, BI-WEEKLY PAY. Essential Tasks Benefits: Manage and coordinate all employee health insurance plan(s), open enrollment, and employee questions. Compensation: Manage the Wage/Salary Program by monitoring changes and updates, annually, performing market research, and applying cost of living increases within budget constraints and in accordance with company policy. Compliance: Manage and monitor the Employee Handbook and all human resources policies and procedures. Represent CFHC, Inc. in all unemployment hearings, EEOC actions and/or worker's compensation claims, under the authority of the Chief Executive Officer. Ensure compliance with all federal and state regulations; EEO, ADA, US and NC DOL Record Retention. Employee Relations: Manage the Corrective Action process and participate in corrective action counseling sessions. Coordinate and monitor the conflict resolution process. Manage all employee resignations and terminations. Manage and coordinate the employee Performance Evaluation Process. Recruitment: Manage the sourcing and screening process by reviewing applications and resumes, coordinate and participate in interviews, ensure compliance in obtaining, reviewing, and confirming satisfactory background check and drug screen results for selected candidates, and make all official job offers after obtaining proper approvals. Experience and Education Bachelor's or Master's degree in business, human resources, or related field. Minimum three years of related experience at a management level. Well organized and detail oriented with an ability to multi-task. Excellent time management, organizational, and communication skills. Ability to supervise staff. Professional in Human Resource Management (PHR), Senior Professional in Human Resources Management (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP), preferred. Schedule Monday to Friday 8 AM - 5 PM 8-Hour shift In person Physical Requirements Individuals may need to sit or stand for long periods of time, occasional bending, stooping, lifting including of patients, reaching forward and overhead. May require walking primarily on a level surface for periods throughout the day. Proper lifting techniques and frequent computer work required. Must be able to travel freely in the local area; between clinics, hospitals, health departments, etc. Benefits 401(k) and match AD&D insurance Dental insurance Disability insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Holidays Vision insurance Job Type Full-time License/Certification (one/any preferred) Professional in Human Resource Management (PHR) Senior Professional in Human Resource Management (SPHR) SHRM Certified Professional (SHRM-CP) SHRM Senior Certified Professional Base Pay Overview The starting pay for this position is $85,280 annually. Please keep in mind that actual salary will vary based on various factors such as qualifications, skills, competencies, and proficiency for the role.

At ProMach, we're looking for people who want to shine. You'll have opportunities to take your career in the direction you want. You can be creative. Strategic. Persuasive. Influential. Pro Mach is headquartered near Cincinnati, OH with facilities worldwide. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Do we have your attention? Keep reading. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Does this work interest you? Staffing & Retention Excels at developing and applying creative staffing approaches to find new employees in an efficient and cost-effective manner. Acts a business partner with division leadership to anticipate, define, and execute staffing strategy. Guides the hiring manager in developing the position profile, sourcing/selection process, compensation, and job offer strategy. Provides consultation to division leaders regarding building bench-strength through talent-development and other strategies, applying sound business analysis of benefits and risks. Develops and supports retention plans and methods to counteract clearly identified risks. Employee Development & Relations Actively monitors the organizational capabilities from a business and employee development perspective. Leads the implementation of employee development strategies and supports corporate-wide strategies. Provides specific attention to division's high potential talent and poor performers. Consults with internal resources, as required, and leads inquiries regarding complex employee relations issues with a developed comfort and expertise in legal, risk, compliance, and security. Helps organize company meetings and events at the facilities, including team-building activities to enhance and improve employee morale and productivity. Benefits & Compensation Administration Manages day-to-day benefit administration needs for the employee population. Supports Corporate HR in the oversight of benefit plans and programs. Works with Corporate HR to administer annual compensation, bonus, and commission plans. Ensures job descriptions and compensation programs are updated and maintained. Performance Management & Organization Effectiveness Promotes company's performance management philosophy and methodology to achieve 100% application by all supervisors for all employees. Coaches business leaders and supervisors to influence and align behaviors to optimize employee performance and goal achievement. Leads efforts in improving performance of under-performers. Facilitates organization planning and design with division management. Leads division-level succession planning activities including key position identification and nominating successor candidates. Handles all aspects of successor candidate development including job skill identification and gap analysis and development plan creation and oversight. Manages and implements division-level change, such as policy standards, acquisition integration, process improvements, and application of technology and automation. Compliance & Training Ensures compliance with federal, state and local laws, regulations and orders through application of advanced knowledge and training. Partners with management to ensure that safety policies and training programs are current, practiced and enforced. Analyzes and assesses training and development needs with knowledge of organizational development theory and practices. Delivers highly effective and engaging training through well-developed delivery style. Safety Creates an environment where safety is highly valued and safe behaviors are consistently applied. Works with Plant Management to implement all aspects of the company safety program. Ensures compliance with all OSHA and other Federal, State and Local safety rules and regulations. Assists in the oversight of the safety & training observation program for facilities. Assists Corporate Safety with implementation of company-wide safety programs. Works with Managers and Supervisors to identify root causes of work related injuries and illnesses and implement methods to eliminate causes. What's in it for you? There's no monopoly on good ideas or limits to how far you can advance with our team. We offer an open, communicative environment that fosters individual initiative. We pride ourselves in being a company where people choose to build a career and find professional happiness. In addition to growth opportunities, as a ProMach employee, you receive more than just a paycheck. Total compensation includes your salary, comprehensive medical/dental and well-being programs, as well as life insurance, a generous paid time off program, and a retirement savings plan with a company match. And because we understand the importance of feeling protected, there is no waiting period for benefits - you are eligible on your first day of employment! If this sounds like you, we want to connect! 5+ years of experience in an HR leadership role. Bachelor's degree in human resources or a related field of study. Must deliver results and possess excellent leadership skills. Strong knowledge of federal, state, and local employment laws and regulations. Experience in design, development, and implementation of training programs. Must possess a strong knowledge of Microsoft office suite, including, but not limited to Excel, Powerpoint and Word. Must possess professional written and verbal communication and interpersonal skills. Ability to motivate, inspire confidence, produce quality work within tight timeframes, and simultaneously manage several projects. Ability to participate in and facilitate group meetings with all levels of the organization. Ability to accurately diagnose organizational needs, possesses the political awareness to gain support through the development of a clear strategy and goals, and the ability to produce results. Ability to creatively recruit and maintain an employee population in a challenging geographic location. Pro Mach, Inc. was named to the Inc. 5,000 list of fastest-growing private companies in the U.S. seven times. We continue to introduce innovative products, enter new markets, expand our global presence, and actively acquire new capabilities. We have the rewards, opportunities, and market strengths of a large organization combined with the entrepreneurial culture of a small, fast-paced company. You will enjoy the benefits of working with a growing company that competes globally, with the personal touch and feel of a smaller company where you can make an impact every day. Curious about life at ProMach? Follow us on LinkedIn, Twitter, and Instagram! ProMach is an Equal Opportunity Employer. Pro Mach uses E-Verify to verify the employment eligibility of all new hires to work in the United States. Pro Mach is a drug-free workplace. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.