Human resources business partner jobs in Harlingen, TX - 1,010 jobs

With more than 100 years of experience, Sika is a worldwide innovation and sustainability leader in the development and production of systems and products for commercial and residential construction, as well as the transportation, marine, automotive, and renewable energy manufacturing industries. Sika has subsidiaries in 102 countries around the world and, in over 400 factories, produces innovative technologies for customers worldwide. In doing so, it plays a crucial role in the transformation of the construction and transportation sector toward greater environmental compatibility. With more than 34,000 employees, the company generated sales of CHF 11.76 billion in 2024. Job Description Broad Function and Purpose of Position : Manage a wide variety of Human Resource generalist duties including policies, practices, and programs to support recruitment, employee relations, benefits, and compensation administration, performance management, training, HRIS systems, and safety. Specific Responsibilities: Manage the implementation, interpretation and administration of established HR policies and programs; assist in keeping employees informed of HR policies; counsel with and coach employees and management of HR policies, performance, complaints, and other matters. Manage cost effective recruitment and selection activities to ensure a pool of qualified candidates for every open position. Manage salary administration programs including merit increases, promotions, budget forecasts, performance appraisals, etc.; maintain all related records. Manage and coordinate separations from employment; conduct exit interviews. Manage the development and maintenance of all employee records, files, and related reports in conformance with all legal and internal company requirements. Work with supervision/management on appropriate employee corrective action, documentation and terminations. Coordinate with Corporate HR and Legal all discrimination or harassment complaints, investigation, third party responses, and if necessary defense. Partner with the benefits team on FMLA Leaves and all other leaves of absence, including tracking return from leave for employees. Manage Worker's Compensation claim in partnership with WC carrier, including tracking, reporting and management communication. Ensure vacations or other time off is recorded and is according to policy Develops, recommends and implements new and innovative approaches and policies and procedures to effect continual improvements in efficiency of the HR department and services performed Work with all departments on company culture initiatives, including internal communication, recognition and celebrations, succession planning and internal promotions. Stays current on all state, federal, and local employment related legislation and regulations as well as human resources industry trends. Annual salary range: $105,000-$120,000 depending on experience. Qualifications BA/BS degree in Human Resources, Business Management, or related field. 5+ years of Human Resource Management experience. Must have knowledge of State and Local Municipality labor laws, wage and hour guidelines, COBRA, ADA, FMLA, and other related Federal and State regulations. Candidate should be detail oriented and have exceptional multi-tasking, organization, prioritization, and planning skills. Ability to work independently and effectively with little supervision, taking initiative to support business goals. Ability to hold confidential and sensitive information with the utmost integrity. Strong working knowledge of MS Word, Excel, and Power Point. Strong knowledge of SuccessFactors platform or correlated HRIS system Excellent written and verbal communications skills. PHR or SPHR, SHRM-CP or SHRM-SCP, certification preferred Additional Information 401k with Generous Company Match Bonuses Medical, Dental, and Vision Benefits Paid Parental Leave Life Insurance Disability Insurance Paid time off, Paid holidays Floating holidays + Paid Volunteer Time Wellness/Fitness Reimbursements Education Assistance Professional Development Opportunities Employee Referral Program & More! Sika fosters a culture of entrepreneurship, empowering each individual to make decisions, learn from experiences, and shape their own career path. The safety and well-being of employees are top priorities at Sika, with a strong commitment to open communication and maintaining a safe workplace. In addition, Sika actively contributes to the community and promotes sustainability by giving back, minimizing environmental impact, and embracing social responsibility. Sika Corporation is committed to a work environment that supports, inspires, and respects all individuals that apply. As an equal opportunity employer Sika will consider all qualified applicants without discrimination on the basis of race, color, religion, sex, pregnancy, sexual orientation, gender identity, age, disability, national or ethnic origin, or other protected characteristics.

The Senior Director of Human Resources serves as a strategic and operational leader responsible for overseeing enterprise-wide HR operations and ensuring strong alignment between Corporate HR and Field HR teams. This role acts as a trusted advisor and right hand to the CHRO, driving execution of the people strategy while serving as a senior business partner to Corporate leaders. This leader ensures consistent HR practices across the organization, translates business strategy into scalable people programs, and provides governance, guidance, and partnership to Field HR Directors supporting regional or operational teams. Location - Ideal candidates will be near a hub of offices, Denver, Phoenix, Houston, Dallas, Carolinas, Florida, Southern California. Hybrid is preferred, 1-2 days Travel - This role will require travel, up to 20%. Compensation - $160-190k + bonus, (no equity, RSUs, stock) Key Responsibilities Strategic Leadership & CHRO Partnership Serve as a key thought partner and extension of the CHRO, supporting enterprise HR strategy, planning, and execution. Lead cross-functional HR initiatives on behalf of the CHRO, ensuring follow-through, accountability, and impact. Prepare insights, analysis, and recommendations for executive leadership, including workforce trends, risks, and opportunities. Represent the CHRO in meetings, forums, and initiatives as needed. Business Partnering (Corporate Leadership) Act as a senior HR Business Partner to Corporate executives and functional leaders. Provide strategic counsel on organizational design, workforce planning, talent strategy, performance management, succession planning, and change management. Partner with leaders to align people strategies with business goals and financial outcomes. Support enterprise-wide initiatives including growth, restructuring, M&A, or transformation efforts. HR Operations Oversight Oversee core HR operations to ensure efficiency, compliance, consistency, and scalability. Ensure strong execution across HR programs including employee relations, compliance, policies, performance management, and workforce analytics. Partner closely with Centers of Excellence (COEs) such as Talent, Total Rewards, HRIS, and DEI to drive integrated solutions. Monitor HR metrics and operational effectiveness; drive continuous improvement initiatives. Field HR Director Liaison & Governance Serve as the primary liaison between Corporate HR and Field HR Directors. Provide guidance, coaching, and alignment to Field HRDs to ensure consistent application of HR policies, practices, and philosophy. Establish clear governance, communication cadences, and escalation paths between Corporate and Field HR teams. Share best practices, identify trends, and address systemic issues across regions or business units. Employee Relations & Risk Management Provide oversight and guidance on complex employee relations matters, investigations, and performance issues. Ensure compliance with federal, state, and local employment laws across multiple jurisdictions. Partner with Legal and Compliance teams to mitigate risk and ensure sound decision-making. Qualifications Required Bachelor's degree in Human Resources, Business Administration, or related field. 10+ years of progressive HR leadership experience, including enterprise or multi-site environments. Demonstrated experience overseeing HR operations and partnering with field or regional HR leaders. Strong background in strategic HR business partnering at the executive level. Proven ability to operate as a trusted advisor to senior leadership. Deep knowledge of employment law, HR best practices, and organizational effectiveness. Experience in field based industries with dispersed employee populations. Preferred Master's degree or MBA. Industry experience in Construction, Retail, Property Management, Real Estate, Telecommunications, Utilities, HVAC, or similar HR certification (SPHR, SHRM-SCP). Core Competencies Executive presence and influence Strategic thinking with strong operational execution Ability to balance corporate strategy with field realities Strong judgment and discretion Change leadership and organizational effectiveness Data-driven decision making

Our people are the heart of our business. As the world's largest provider of thermal processing services, Bodycote employs thousands of highly skilled staff around the globe, including some of the best engineers, scientists, and technicians in the industry. Come join our team! Summary: Reporting to the Human Resources Manager, you will be responsible for building strong, effective relationships with internal customers while facilitating the transfer of HR requests and solutions across multiple plants, support functions, shared services, and corporate teams. You will actively promote the exchange of HR best practices, anticipate and assess HR needs, and collaborate with the HR department and your designated region to develop integrated solutions that support the organization's business objectives Essential Job Functions (Duties and Responsibilities): Serves as the main HR point of contact for employees and managers across the HR Region. Proactively supports the delivery of HR Processes. Partners with the EHS team to manage workers' compensation issues and drive timely resolution of claims. Builds a strong business relationship with the internal customers, including operations, SSC, support functions, and other regions. Actively identifies gaps, proposes, and implements changes necessary to cover risks. Acts as the performance improvement driver and provokes positive changes in people management. Support and assist the SR HR Manager with succession plans for key talents and key job positions. Manages workers' comp issues in coordination with the safety team and brings timely resolution to claims. Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Manage and resolve complex employee relations issues with support from the Sr. HR Manager. Conducts effective, thorough, timely, and objective investigations. May have access to compensation information of other employees or applicants in this role, and as such cannot disclose the pay of other employees or applicants to other individuals. Assists in the creation and delivery of training plans for all levels of the organization. May have access to proprietary and third-party information necessary to the business, and as such will perform duties in an ethical and professional manner. Responsible for separation processes, including exit interviews, employment documents, payroll coordination, and meetings as employees transition out of Bodycote. Maintain an in-depth knowledge of the legal requirements related to day-to-day management of employees at the states where the sites supported by this role are located, reducing legal risks and ensuring regulatory compliance. Identify training needs for business units and individual executive coaching needs. Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Build effective relationships with employees and provide seamless HR support to line management. Provide leadership and expertise in the delivery of HR services to your site, including employee relations, compensation, engagement, organizational design/change, recruiting, and selection. Work with the line management team to determine departmental needs and execute accordingly. Lead, leverage, and improve HR processes within the business (Performance Management, Salary Planning/Reward Management, Succession Planning, and Talent Management), and cross-functional communication. Implement and drive HR initiatives that contribute to the development and execution of the 'people agenda' for the business. Partner with line management to deliver leadership that sponsors optimum engagement of employees while actively managing headcount targets and assisting in budget management. Ensure a dynamic pipeline of talent through rigorous performance management, coaching, and development of employees, candid and timely performance feedback. Serve as an employee advocate, balancing fair labor standards. Advise managers on talent management programs, skill gap analysis, and individual career development. Analyze and report on HR data to help shape and influence business decisions. Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This position must satisfy ITAR compliance requirements; candidates must be U.S. Citizens or Permanent Resident Card Holders. Experience: At least 5 years of hands-on experience in human resources, with a strong history of driving successful initiatives in talent management, employee relations, and performance optimization. Proven ability to lead and influence HR strategies that align with business goals and foster a positive workplace culture. Communication: Strong interpersonal and communication skills, with the ability to effectively collaborate with leadership and employees at all levels. Experience in delivering impactful messages and fostering open, transparent dialogue to drive alignment and engagement across the organization. Education: Bachelor's degree in Business Administration, Human Resources, Organizational Psychology, or a related field, or equivalent practical experience in HR. PHR or SHRM certification preferred. Technical Aptitude: Solid understanding of HR technologies and systems, with the ability to leverage data and tools to enhance decision-making and streamline HR processes. Experience in utilizing HR software, reporting tools, and analytics platforms to drive efficiency and support business objectives. Comfortable adapting to new technologies and staying current with industry trends. Other: Demonstrates a proactive, adaptable mindset and thrives in dynamic environments while managing multiple priorities. Strong problem-solving skills with a collaborative approach to overcoming challenges. Committed to continuous learning, innovation, and enhancing HR practices to drive organizational success. Physical & Mental Demands: The following physical and mental demands consist of, but are not limited to, the following. Ability to work in both a professional office setting and industrial environments. Ability to sit, drive, and travel for extended periods. Must possess the ability to manage multiple priorities and handle stressful situations. Strong analytical and problem-solving skills. This is intended to outline the general nature and scope of the responsibilities and duties of the role. This is not a complete list of responsibilities, duties, and skills required of personnel so classified. Furthermore, the job description does not constitute a written or implied contract for employment. Bodycote reserves the right to revise or change job duties and responsibilities as the need arises. Bodycote is an Equal Opportunity Employer and does not discriminate against current and prospective employees based on race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age for individuals over forty years of age, military and veteran status, sexual orientation, or any other basis protected by applicable federal, state and local laws. #LI-MB2

Start Your Career at A-MAX Insurance! At A-MAX Insurance, we are growing fast, and we want YOU to be part of our success! For over 20 years, we have been helping our employees grow and reach their goals, and we are looking for motivated people ready to start their journey with us. About A-MAX Insurance: A-MAX is an industry leader that specializes in providing low-cost insurance to thousands of customers and businesses. We are dedicated to exceeding expectations by continuing to set forth our commitment of providing excellent service, affordable rates, and convenient locations. We believe that buying insurance should be quick, easy, and hassle-free; which is why we have made it our mission to simplify insurance by providing easy-to-understand, customized policies that best fit the needs and budgets of our customers. A-MAX actively fosters the growth of our employees and company to maximize our positive impact on the community. Our motivation is to provide sustainable career opportunities for our employees and reward them for their dedication and commitment. A-MAX has aided in the economic growth of local communities by more than tripling our workforce and adding more jobs in low-to-middle-income neighborhoods. Why Join Us? Compensation Competitive Salary Annual Bonus Weekly Payroll Comprehensive Benefits Medical, Dental, and Vision Insurance Voluntary Benefits FREE Basic Life Insurance & Long-Term Disability Coverage Time Off & Work-Life Balance Paid Time Off Hybrid work schedule Paid Holidays Financial Security & Retirement 401(k) with up to a 4% Company Match Short Waiting Period for Retirement Benefits Career Growth & Support Opportunities for Internal Advancement Opportunity to lead enterprise-wide initiatives in a rapidly growing company. Work in a dynamic, innovative, and collaborative environment. What We are Looking for: We are seeking a hands-on, solutions-oriented HR Business Partner to support our field leaders and frontline employees with high-impact, day-to-day HR partnership at the group level. In this role, you'll work closely with district and regional leadership to address day-to-day HR needs, provide coaching, manage employee relations, and ensure a strong and consistent HR presence across the organization. It also entails a commitment to continuous improvement, including the implementation of effective and innovative HR business practices. This is a hybrid role in the Dallas, TX area. Hours 9 a.m. to 5 p.m. Job Responsibilities: Change & Culture Champion Support organizational change initiatives and HR program rollouts. Reinforce company culture, values, and leadership behaviors aligned with business objectives. Champion field-level employee engagement and retention strategies. Employee Relations Coach and advise employees and managers on conflict resolution, communication, and relationship building. Drive continuous improvement and service delivery excellence by identifying and implementing best practices in partnership with field leadership. Conduct investigations, recommend resolutions, and ensure compliance with company policy and employment law. Travel to field locations regularly to build relationships and provide onsite HR support. Consult on employee relations issues, including progressive discipline, performance improvement plans, and terminations. Provide policy and procedure guidance to field leaders and employees. Manage the full lifecycle of corporate recruiting in coordination with the HR team. Recruiting & Continuous Improvement Support succession planning and performance management initiatives. Review and analyze turnover, engagement, and satisfaction data to create and implement targeted action plans. Identify field-level challenges and opportunities, and recommend scalable HR solutions. Maintain Applicant Tracking for area of support. Review incoming applicants and prescreen for open roles on a timely basis. Position Qualifications: Critical Skills & Experience Required Bachelor's degree in Human Resources, Business, or a related field preferred (equivalent experience strongly considered). Minimum of 8 years of progressive HR experience. Minimum of 5 years supporting multi-unit field and multi-state operations (Texas, California, Arizona, Illinois). Strong working knowledge of employee relations, investigations, and performance coaching. Technical Skills Bilingual (English/Spanish) strongly preferred. HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred but not required. Proficient in Google Workspace or Microsoft Office Suite. Experience with modern HRIS platforms a plus. Soft Skills Strong interpersonal skills with the ability to build trust and credibility with frontline employees and senior leaders Excellent time management, organization, and judgment-able to work independently and juggle multiple field-facing priorities Willing and able to travel up to 20% to field locations as needed For information on A-MAX Auto Insurance & Affiliates, including more information on employee benefits and our company culture, visit our website at ************************************* A-MAX Auto Insurance & Affiliates is an equal opportunity employer, and all qualified applicants will receive consideration for employment 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.

Job Description Ready to make a difference? Our employees design, integrate, and test the world's next generation communication and electronic warfare systems for the United States DoD and international customers. You will be among the brightest minds, working on the aerospace and defense industry's most difficult problems. Drawing strength from our differences, we're innovating for the future. We put our customers first - exemplified by our mission: "We Protect Those Who Protect Us." Sound like a team you want to be a part of? Come build your career with us. We are seeking a Senior HR Transitional Project Manager to support our Operations team as a Project leader that manages our overall portfolio of movement within our operations teams from an HR Lens. The role will report to Director, HR- Operations. In this role, you will develop and execute talent strategies and deploy organizational effectiveness tools that attract reward, engage, retain, and develop our talented workforce through a project manager lens, influencing and leading our teams through significant changes. This position has the responsibility for the leadership and management oversight of a project team assuring that project's financials, schedule, and technical objectives are met and that the highest level of customer satisfaction is achieved while meeting all contractual commitments. This role will require strong cross functional leadership and customer management to operate in this dynamic environment balancing program execution as well as supporting new business initiatives. The candidate must be able to work effectively and collaboratively with Engineering, Operations, and all Program Office functional leadership to assure deliveries continue to exceed customer commitments and achievement of financial commitments to the company. Additionally, the candidate will participate in the support of new business and in the development of proposals. Primary Responsibilities: Create and execute an agile people strategy across assigned sites that advances critical business priorities and supports the attraction, development and retention of our talent - while embracing the future of work. Quantify business results via metrics review. Leverage process improvement/lean manufacturing tools and methodology to align with business needs. Orchestrate key talent movement while building high performance teams and robust succession fostering a future-ready organization. Review Cross-functional talent pipeline and strategy for today and the future work Collaborate with the broader HR network (i.e. Employee & Labor Relations, Talent Acquisition, Talent Management) to develop and deploy strategies that address business and client group needs. Partner with leaders to evaluate the effectiveness of their teams and their organizational design. Facilitate workshops to re-evaluate existing structures, where needed. Lead change management efforts and new leader onboarding/assimilation activities, as required. Counsel / coach functional leaders on matters concerning development of their organization to enhance effectiveness and potential. Connect leaders to the right resources to support their own development and the development/effectiveness of their teams. Serve as a member of the Operations & Central Functions HR team, actively partnering with other team members to drive innovative, strategic, and consistent people strategies across all of Electronic Systems. Accountable for all aspects of assigned program's execution (cost, schedule, technical performance, quality, risk management, and customer engagement) throughout all the Life Cycle Management (LCM) phases, ensuring program commitments are met while having the authority to make cogent and timely decisions related to the project. Acts as the primary point of contact between BAE Systems and suppliers, and key customer stakeholders. Improves our work environment by promoting teamwork, wellness, workplace flexibility, modeling good behaviors, and increasing leadership engagement. Because of the need for consistent, in-person collaboration and/or the requirement to perform all work onsite due to the nature of this particular role, it will be performed fulltime on site. This means work will be conducted on location at a BAE Systems facility 100% of the time. Required Education, Experience, & Skills Bachelor's Degree and 10+ years of relevant experience OR Advanced Degree in a related field and minimum 8+ years of relevant experience OR in absence of a degree,12+ years of relevant experience is required. Must be willing to travel up to 30%. Must be authorized to work in the U.S. without sponsorship now or in the future. BAE Systems, Inc. will not offer sponsorship for this position. Strong Human Resources expertise or management background Strong success in Change Management: Ability to navigate and facilitate change within teams and organizations, ensuring minimal disruption and maximum adoption of new processes or systems. Highly experienced in developing and implementing comprehensive succession planning strategies to identify, develop, and prepare future leaders to assume key roles within the organization, ensuring continuity and minimizing disruption to business operations. Proven experience serving as a coach to senior leaders for their organization on HR matters relating to organizational strategies and business imperatives. Successful, proven past performance in leading and managing multi-discipline project teams. Expertise in project management, earned value management, risk management, and supply chain & subcontract management. Business acumen, be innovative, adapt well to change and work collaboratively with strategic influence to drive initiatives across a matrixed environment. Deep knowledge of HR fundamentals (talent acquisition, total rewards, performance management, organizational change, learning and development, and organization effectiveness). Proven track record of leading with a proactive, hands-on approach to problem-solving, delivering practical solutions and driving tangible results. Experience working in a manufacturing/operations environment. Experience working in a matrixed environment. Ability to build relationships and influence. Preferred Education, Experience, & Skills Experience in an HR Business Partner role supporting an organization with a population of 500+ employees. Experience managing projects large in scope and geographical areas PMP Certification Preferred Pay Information Full-Time Salary Range: $134640 - $228888 Please note: This range is based on our market pay structures. However, individual salaries are determined by a variety of factors including, but not limited to: business considerations, local market conditions, and internal equity, as well as candidate qualifications, such as skills, education, and experience. Employee Benefits: At BAE Systems, we support our employees in all aspects of their life, including their health and financial well-being. Regular employees scheduled to work 20+ hours per week are offered: health, dental, and vision insurance; health savings accounts; a 401(k) savings plan; disability coverage; and life and accident insurance. We also have an employee assistance program, a legal plan, and other perks including discounts on things like home, auto, and pet insurance. Our leave programs include paid time off, paid holidays, as well as other types of leave, including paid parental, military, bereavement, and any applicable federal and state sick leave. Employees may participate in the company recognition program to receive monetary or non-monetary recognition awards. Other incentives may be available based on position level and/or job specifics. About BAE Systems Electronic Systems BAE Systems, Inc. is the U.S. subsidiary of BAE Systems plc, an international defense, aerospace and security company which delivers a full range of products and services for air, land and naval forces, as well as advanced electronics, security, information technology solutions and customer support services. Improving the future and protecting lives is an ambitious mission, but it's what we do at BAE Systems. Working here means using your passion and ingenuity where it counts - defending national security with breakthrough technology, superior products, and intelligence solutions. As you develop the latest technology and defend national security, you will continually hone your skills on a team-making a big impact on a global scale. At BAE Systems, you'll find a rewarding career that truly makes a difference. Electronic Systems (ES) is the global innovator behind BAE Systems' game-changing defense and commercial electronics. Exploiting every electron, we push the limits of what is possible, giving our customers the edge and our employees opportunities to change the world. Our products and capabilities can be found everywhere - from the depths of the ocean to the far reaches of space. At our core are more than 14,000 highly talented Electronic Systems employees with the brightest minds in the industry, we make an impact - for our customers and the communities we serve. This position will be posted for at least 5 calendar days. The posting will remain active until the position is filled, or a qualified pool of candidates is identified.

A Core HR functional consultant in Oracle Cloud HCM Applications responsible for working closely with the business partners / business to support and deliver system solutions. This will require thorough understanding of end-to-end business processes of Oracle Cloud HCM Applications. The person will provide hands on guidance on business requirements development, support, system design and delivery. The ideal candidate should have prior Oracle Fusion HCM implementation consulting experience, with expertise in implementing Oracle Global Core HR module. Candidate will be part of teams Oracle Fusion HCM implementations for clients. Responsibilities Implement and Support Oracle Cloud HCM production systems. Gather business requirements, document those, do fit gap analysis and map them to Oracle Cloud HCM application. Engage business users spanning multiple business units and ensure cohesive articulation of business goals and processes to ensure effective technology solutions. Do system configurations, create functional design documents, develop and document test scripts. Conduct requirement and design workshops, manage and run conference room pilots and user testing and training workshops. Work with all stakeholders to monitor and track progress of workstreams to ensure successful go-live. Co-ordinate with the onshore functional and technical team as needed for all project deliverables throughout the different phases of the implementation. Mandatory Skills At least 10+ years of Implementation / Support experience in implementing Oracle HCM Applications. At least 3 implementations of Oracle Cloud HCM applications, working as a Core HR lead functional consultant. Understanding of the unified Oracle HCM solution and the touch points with other HCM modules (e.g. Talent, Absence, Payroll, Recruiting etc.). Expertise in configuration of Enterprise structures and Core HR foundational setups. Ability to configure self-service transactions, approval workflows and notifications. Experience with Oracle HCM Security setup including roles and security profiles. Ability to work independently and manage multiple tasks on assignments. Strong written and verbal communication skills, including presentation skills. Strong problem solving and troubleshooting skills with the ability to exercise mature judgment. Ability to work well in a team environment. Academic Qualifications Bachelor's degree or the equivalent combination of education plus relevant experience. #J-18808-Ljbffr

YOUR ROLE The HR Business Partner (Sr Specialist) for Operations serves as a strategic partner to management and employees, providing HR guidance and support. The HRBP (Sr Specialist) will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement and promote a culture of continuous improvement. He/she is responsible for talent management, workforce planning, employee relations, compliance and HR KPIs for scope population. WHAT ARE YOU GOING TO DO? Business Partnership Serves as an important resource to business units in the interpretation of human resources policy and procedures, legal compliance, employment law and ensuring knowledge development on HR trends. Partners with Regional HR ensure consistent interpretation and application of CEVA policies. Support BU KPI improvements via people and process. Participate in site GEMBA walks and ensure significant warehouse presence to enable a strong and visible connection to the operations and its workforce. Talent Management Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent. Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to managed population and develop necessary training and communication tools to ensure robust deployment and understanding. Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Collaborate with management to design succession plans for key talents and key job positions. Identifies training needs for business units and individual executive coaching needs. Organization Design & Workforce Planning Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention. Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles. Provides guidance and input on business unit restructures, workforce planning and succession planning. Work with leaders to forecast short-term and long-term staffing needs based on targets and projects; assess current skill sets against future business requirements; implement and monitor action plans. HR Metrics & Reporting Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population. Analyze HR data and metrics to identify trends and provide insights to support decision-making. Ensures accuracy and completeness for all administrative HR processes (new hire paperwork, benefits enrollment, etc.). Continuously audits information for accuracy and reports any discrepancies in order to maintain data integrity. Compliance Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Employee Relations Address employee concerns, conduct investigations and provide guidance on conflict resolution and disciplinary actions. Oversee the consistent application and administration of the Collective Bargaining Agreements (CBA), ensuring alignment with legal and organizational requirements. WHAT ARE WE LOOKING FOR? Education and Experience: Bachelor's Degree or equivalent in Human Resources or Organizational Development Professional in Human Resources (PHR) certification preferred Three to five plus years of progressive leadership experience in Human Resources positions Skills: Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety training and preventive labor relations Experience in the administration of HR programs and policies Advanced proficiency in Microsoft Office, internet, web-based and job specific software applications Excellent organizational skills Characteristics: Effective oral and written communication skills Excellent interpersonal and coaching skills Ability to analyze complex problems and develop appropriate solutions WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together.

About Us Every moment of every day, people around the world rely on the energy they access through infrastructure built by Quanta. Comprising the largest skilled-labor force in North America, our employees are highly skilled and innovative, continually working to connect people and power. We're building the infrastructure that supports the energy transition, and there are more opportunities than ever to be part of our team. Join us and build your career building a brighter future. Imagine what you could do here. We encourage, inspire, and support our people to seize opportunities in our corporate office and with hundreds of our operating companies worldwide that provide solutions for the utility, renewable energy, electric power, industrial, and communications industries. Quanta actively promotes and maintains a culture of belonging where all employees can be themselves, live their values, and find opportunities to succeed. When you join our team, you join a dynamic organization in which career development is encouraged, excellence is rewarded, and diversity is prized. Come find out how our people power modern life. About this Role Human and Organizational Performance is a foundational element of Quanta's Capacity Model. The Capacity Model (TCM) helps create a work environment that focuses on preventing an incident while also building the capacity for failure by always planning and executing our work as if failure is going to happen today. Establishing a learning-based philosophy allows the organization to adapt and mature, building upon lessons learned and operational efficiencies identified through collaboration. The Director, Human and Organizational Performance is accountable for helping Quanta Services and our Operating Companies establish both a short- and long-term strategy to support the effective integration of The Capacity Model throughout the organization. This role will collaborate with other leaders in the Corporate SH&E and Regional organizations to help ensure that Prevention, Learning and the Capacity to Fail Safely are built into the way we plan, execute, and learn from work. What You'll Do Serves as a subject matter expert on The Capacity Model, helping Regional and Operating Company leadership develop comprehensive TCM integration strategies. This may involve leading cross-functional teams, organizing joint initiatives, and serving as a bridge to facilitate communication and alignment across the organization. Develop and oversee continuous improvement initiatives aimed at enhancing the effectiveness and efficiency of TCM integration strategies. This involves analyzing current practices, identifying areas for improvement, and implementing solutions that drive operational excellence. Works with Quanta Corporate SH&E and Regional and Operating Company Leadership on the development and integration of a focused learning strategy that includes how we communicate and learn from events; the measurement of controls and our capacity to fail safely; and the incorporation of HOP principles into how we investigate and learn from events. Establish key performance indicators (KPIs) related to Human and Organizational Performance and safety. Regularly monitor these metrics, analyze trends, and prepare reports for senior management to inform strategic decision-making and demonstrate the impact of HOP initiatives on the company's overall performance. Facilitate Leadership Playbook sessions with Regional and Operating Company leadership teams and Quanta Corporate Executive Leadership. Publish and inform Quanta Regional and Operating Company leadership about TCM revised curricula and associated resources. Identify and manage partnerships with external organizations, such as industry and profession partners to access additional expertise, share best practices, and participate in collaborative research or benchmarking initiatives related to Human and Organizational Performance. Manages, supports, and mentors direct report(s) as part of the Corporate SH&E TCM team. Performs other duties as assigned. What You'll Bring Bachelor's degree and 10 years of related Human and Organizational Performance experience, including 5 years of managerial experience AND Knowledge of federal, state and local safety laws. Preferred Education and Experience Master's Degree in a related field. Utility construction or oil & gas industry experience. Experience working in a highly decentralized organization. LICENSES / CERTIFICATIONS SH&E professional designation (e.g., CSP, SMS, CUSP). SUPERVISORY RESPONSIBILITIES This position will have direct supervisory responsibilities for the Human and Organizational Performance (TCM) team. TRAVEL REQUIREMENTS Travels: Yes Percent of time: 70% Overnight required: N/A PHYSICAL DEMANDS If one-third of the time - “seldom” or “occasionally” If one-third to two-thirds of the time or more occasionally to frequently” If more than two-thirds of the time - “constantly”] Stationary Position - Seldom Pushing/Pulling/Reaching - Seldom Climb - Seldom Kneel - Seldom Grab - Seldom Bend - Seldom Lift/carry over - 10 - 30 LBS Vision - 20/20 Corrected Vision Hearing - Receive detailed information if spoken to WORKING CONDITIONS Wet or Humid - Seldom Working near or on moving mechanical parts - Seldom Working near or on heavy machinery - Seldom Working in high places - Seldom Exposed to fumes or airborne particles - Seldom Exposed to toxic or caustic chemicals - Seldom Frequency of working in outdoor weather conditions - Seldom Work with Electricity - Seldom Work with explosives - N/A Work on or near a source of radiation - N/A Loud noise conditions (above 87dB)- Seldom Other Environmental Factors including weather conditions__N/A___________________ Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, working conditions, physical demands, and activities my change or new ones may be assigned at any time with or without notice. Quanta 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. Equal Opportunity Employer All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, national origin or ancestry, sex (including gender, pregnancy, sexual orientation, and/or gender identity), age, disability, genetic information, veteran status, and/or any other basis protected by applicable federal, state or local law.We are an Equal Opportunity Employer, including disability and protected veteran status. We prohibit all types of discrimination and are committed to providing access and equal opportunity for individuals with disabilities. For additional information or if reasonable accommodation is needed to participate in the job application, interview, or hiring processes or to perform the essential functions of a position, please contact us the Company's Human Resources department. #J-18808-Ljbffr

Advanced Diagnostics Healthcare System/Landmark Hospitality Group is a healthcare and hospitality group with Hospitals and Clinics located in Houston and Dallas, and Restaurants in the Houston, Beaumont, Waco, and Dallas areas. Landmark Houston Hospitality Group is dedicated to developing Houston's historically significant properties into stylish hospitality venues for Houstonians and visitors to enjoy. Some of the venues include Hearsay Gastro Lounge located on Market Square - on the Green- Downtown and Hearsay on the Strand- Galveston. You can visit our website at ************************* We also own and operate the fashionably haute 51fifteen Restaurant & Lounge in the Galleria inside of Saks. You can visit our website at ******************** JOB SUMMARY Under the direction of the CFO and in collaboration with the executive leadership team for Landmark Hospitality Group and Hearsay / 51fifteen restaurants, the Human Resources Manager will apply knowledge, skills, and leadership abilities to ensure HR policies and procedures are implemented that support the company mission, goals and objectives. This role supports the development, implementation and promotion of programs, practices and policies & procedures that enable and support company success through a productive and engaged workforce. In this role the HR Manager is knowledgeable in the field with the broad capability to lead and consult on all areas of human resources including, but not limited to, total rewards, talent acquisition, organizational development, employee relations and engagement, performance management, employee support services, HR administrative processes and related information systems, compliance with legal requirements and the development and management of individual and team performance. This position plays a critical role in employee morale and retention for Landmark Hospitality Group and Hearsay / 51fifteen restaurants. DUTIES AND RESPONSIBILITIES Recruitment & Onboarding: Attracting, hiring, and integrating staff for new roles. Ensures the facilitation of effective new employee onboarding programs including practices to support retention. Responsible for on-boarding new employees in the payroll systems and software programs. Leads focus on the attraction, engagement and retention of employees across the company. Provides research and data-based observations, recommendations and plans to identify issues and address improvement opportunities. Collaborates on creating staffing plans that address the organization's financial objectives, organizational changes and growth. Training & Development: Creating programs to enhance service skills, performance, and leadership. Provides effective communications that support leaders and staff awareness, education, and engagement. Provides consultative advice to others to enable communications at all levels across the company and implements progressive employee communication methods. Employee Relations: Handling complaints, fostering a positive environment, and resolving conflicts. Manages processes and policies that provide organized, competent, supportive and timely HR services to all employees. Maintains and protects confidentiality regarding all aspects of company, personnel, and strategic issues. Adheres to Confidentiality Policy. Follows through on problems that may compromise effective job performance. Displays honesty and mutual respect when communicating with peers and other departments. Compliance: Ensuring adherence to labor laws and regulations. Ensures compliance with employment local, state and federal requirements as outlined by law. Maintains positive working relationships and fosters cooperative work environment. Promotes adherence to the company compliance program. Compensation & Benefits: Managing payroll, benefits, and monitoring fair pay Tracks, monitors and reports HR metrics and proactively leads efforts to address trends and opportunities. Utilizes Human Resources Information Software to the company's recordkeeping and management advantage. Policy Development: Creating Human Resources policies and procedures Serves as an HR business partner developing and implementing HR strategy and corresponding project/action plans that support the organization's mission, goals and strategic plan. Culture Building: Promoting a culture of service, inclusion, and alignment with company values. Proposes and manages plans to address issues, make improvements, and support organizational and individual growth. Applies the principles and values of customer service and continuous quality improvement while performing day-to-day activities of the position. Performs other duties as assigned. REQUIREMENTS Minimum of 3 years' experience Management position Minimum 5 years' experience as Generalist/Manager, Human Resource Manager role 2+YRS Hospitality experience highly preferred Bachelor's Degree, Master's Degree preferred Strong MS Office Suite, Word Excel, PPT Clear Driving Record Demonstrated ability to lead, inspire and develop individual and team talent Excellent interpersonal and coaching skills EDUCATION Bachelor's Degree, Master's Degree preferred CERTIFICATION, LICENSURE N/A Society Human Resources Managers (SCHM) certification is preferred KNOWLEDGE SKILS AND ABILITIES Strategic thinker with demonstrated abilities to develop, propose and lead the implementation of HR policies and programs and related initiatives. Outstanding planning and project management skills. Demonstrated ability to lead, inspire and develop individual and team talent Broad knowledge and experience in employment law and compliance, Critical thinker with business acumen Above average oral, written communication skills and presentation abilities Excellent interpersonal and coaching skills Evidence of a commitment to maintaining confidentiality and building trust. Strong knowledge and experience with the effective utilization of HR Information Systems and technology. WORKING CONDITIONS, MENTAL AND PHYSICAL DEMANDS Position regularly requires use of hands to finger, handle, or feel; reach with hands and arms; talk or hear; and taste or smell.Occasionally required to stand; walk; sit; climb or balance; and stoop, kneel, crouch, or crawl. Occasionally lifts and/or moves up to twenty-five (25) pounds. Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, and depth perception.

We're working with a well-established, growth-oriented manufacturing organization to identify a Bilingual Senior HR Manager who can serve as a strategic partner to operations while remaining deeply connected to the workforce. This role supports a large manufacturing site with significant operational complexity. The successful leader will balance strategy with execution and bring a strong, solutions-oriented mindset to HR leadership. 🔹 What makes this role compelling: Direct partnership with senior leadership and manufacturing operations Leadership responsibility for an established HR team Opportunity to influence culture, engagement, retention, and performance Strong emphasis on data, metrics, and continuous improvement High visibility role with meaningful business impact 🔹 Key responsibilities: Partner with leaders and front-line supervisors to align human capital strategy with business goals Lead core HR functions including talent acquisition, employee relations, training & development, and engagement Drive workforce productivity, safety, quality, and retention initiatives Implement and measure learning and skills development programs Leverage HR analytics to support decision-making and operational effectiveness Coach leaders and support change management initiatives 🔹 Ideal background: 10+ years of HR experience with at least 5 years in management within manufacturing or industrial environments Proven ability to influence and partner at all organizational levels Strong organizational development and employee relations expertise Experience acting as a change agent in complex environments Fluent in English and Spanish (required) HR degree required; PHR/SPHR or SHRM-CP/SCP preferred

Human Resources Manager (Onsite | Conroe, TX) A food manufacturing company in Conroe, TX is seeking an experienced Human Resources Manager to support and lead day-to-day HR operations at their facility. This is a hands-on role for someone who enjoys being visible on the floor, partnering with leadership, and supporting employees at all levels. This position is fully onsite, Monday-Friday 8:00 AM-5:00 PM, with occasional evening availability to connect with second-shift employees. The company is looking to hire immediately. Key responsibilities include: Employee relations, investigations, discipline, and compliance Full-cycle recruiting, onboarding, and training Payroll, benefits, workers' compensation, and HRIS (Paycom) Policy development and employment law compliance Employee engagement and morale initiatives Qualifications: 5+ years of progressive HR experience (including payroll & benefits) Strong knowledge of employment law and HR best practices Bachelor's degree required; HR certification preferred Bilingual Spanish is a plus Compensation: Up to $105,000 Qualified candidates are encouraged to apply-we look forward to connecting!!

HR Director The HR Director leads the organization's human resources strategy while overseeing key cross‑departmental projects that support growth, efficiency, and organizational effectiveness. This role combines strategic HR leadership with structured project execution, ensuring initiatives are delivered on time, within scope, and aligned with business goals. Role requires multi-state travel to employee worksites as needed. Key Responsibilities Human Resources & Safety Leadership Develop and execute HR strategy aligned with organizational goals. Oversee talent acquisition, workforce planning, and employer branding. Lead performance management programs to support employee growth and accountability. Manage compensation and benefits programs to ensure competitiveness and compliance. Guide employee relations, conflict resolution, and policy interpretation. Ensure compliance with labor laws, regulations, and internal policies. Drive initiatives that strengthen culture and engagement. Coach and develop HR team members to build a high-performing department. Oversee and maintain workplace safety programs, including the management of the safety vendor relationship. Ensure compliance with OSHA and other regulatory requirements Promote a proactive safety culture through communication and leadership. Project Management Lead cross-functional projects from initiation through implementation. Define project scope and objectives in collaboration with stakeholders. Develop project plans including timelines, milestones, and resource allocation. Monitor project progress, manage risks, and adjust plans as needed. Facilitate communication between teams, executives, and external partners. Prepare project reports and present updates to leadership. Implement change management strategies to support adoption of new processes or systems. Organizational Development Assess organizational needs and recommend structural or cultural improvements. Lead training and development initiatives to enhance leadership and employee capabilities. Support succession planning and long-term workforce readiness. Champion continuous improvement across HR and operational processes. Qualifications Education & Experience Bachelor's degree in HR, Business, or related field; Master's preferred. SHRM-SCP or equivalent is preferred. 10+ years of progressive HR experience with at least 5 years in leadership. Experience managing geographically dispersed, multi-unit, multi-function teams. Bi-lingual in English and Spanish required. Proven project management experience; Project Management certification is a plus. Experience with HRIS systems and data-driven decision-making. Experience working in maquiladoras and/or in manufacturing environments is preferred. Skills & Competencies Strong leadership and coaching abilities Excellent communication and interpersonal skills Advanced problem-solving and decision-making Ability to manage multiple projects in a fast-paced environment Knowledge of employment laws and HR best practices Change management expertise High emotional intelligence and cultural awareness Success Indicators Improved HR operational efficiency Successful delivery of strategic projects High employee engagement and retention Strong cross-functional collaboration Positive organizational culture impact

HR Director / Vice President of Human Resources A growing, privately held construction company is seeking an HR Senior Director to lead and evolve its human resources function during a period of continued growth and geographic expansion. This role will serve as a key strategic partner to executive leadership while remaining closely connected to day-to-day people operations. Why This Role Opportunity to lead HR for a growing organization with a strong, family-oriented culture High level of visibility and influence with executive leadership Role offers long-term growth and the opportunity to shape the future of the HR function What You'll Do Lead the full HR function, including talent acquisition, onboarding, employee relations, compliance, compensation, benefits, and HR operations Serve as a trusted advisor to senior leadership on workforce planning, organizational development, and change management Strengthen onboarding and employee experience programs across corporate and field teams Ensure compliance with federal, state, and local employment regulations Build, mentor, and develop an internal HR team Support a hands-on, people-first culture in a fast-paced construction environment Travel periodically to support satellite offices and build strong, face-to-face relationships across teams What We're Looking For 10+ years of progressive HR experience, including senior-level leadership Strong HR background within construction or related industries (commercial, civil, renewable, industrial, etc.) Proven experience with onboarding, employee relations, and operational HR leadership Comfortable in a highly visible, in-office role within a non-traditional “9-5” environment Ability to lead with sound judgment, discretion, and an employee-first mindset Bachelor's degree preferred but not required; equivalent professional and life experience welcomed

Responsible for full cycle recruiting from sourcing, cold calling, and managing active candidates. Managing full interview process from first phone screen to offer creation Experience using recruiting tools such as LinkedIn Recruiter and ZoomInfo. Wo Talent Acquisition, Manager, Talent, Acquisition, Construction, Business Services, Recruiting

HR Project Manager (M&A) Initial 6mth term Hybrid - 3days onsite, but could flex up based on initiatives / projects Partnered up with my top US based client, and with one of the most critical business units, namely People & Culture, under the direction of the Head of People & Culture. We are seeking a HR Project Manager who will be responsible for managing the planning, execution, and delivery of HR programs for a particularly Merger & Acquisition. The role will be responsible for understanding current processes, systems, procedures, and culture within the P&C department to ensure successful integration between two organizations and its people. Collaborating with stakeholders across departments, and driving process improvements within the P&C function, the HR Project Manager ensures projects are completed on time, within scope, and in compliance with company policies and regulatory requirements. Duties and Key Accountabilities Oversee and coordinate people & culture (P&C) initiatives and projects to ensure alignment with organizational objectives during merger & acquisition activities. Manage the planning, execution, and delivery of HR programs related to the integration of two organizations. Evaluate and understand current processes, systems, procedures, and organizational culture within the P&C department to facilitate successful integration. Collaborate with stakeholders across various departments to ensure effective communication and alignment of project goals. Drive process improvements within the P&C function to enhance efficiency and support business objectives. Ensure that all HR projects are completed on time, within scope, and in compliance with company policies and regulatory requirements. Experience/Qualifications/Education Bachelor's degree in Human Resources, Business, Economics, or a related field is required. A min. of 8 - 10 years of relevant experience in HR functions is essential, with a focus on areas such as Talent Acquisition, HR Business Partner roles, and/or HR Project Management. Experience with managing HR systems and taking a systems-oriented approach is highly desirable for this position. Additional Requirements Previous experience working with HR systems such as ADP or ICIMs is required. Must have excellent written and verbal communication skills. Demonstrated ability to maintain a high level of accuracy and attention to detail in all tasks. This role requires a proactive and collaborative leader who thrives in a fast-paced and dynamic project environment. The ideal candidate is motivated by new challenges, asks insightful questions, and is able to quickly implement solutions based on new information and project needs.

Title: HR Systems Analyst Employment Type: Contract Status: Accepting Candidates About the role This role supports and optimizes the organization's HR technology platform, ensuring accurate employee data, compliant processes, and smooth HR operations. You will partner closely with HR and payroll teams to maintain and enhance system functionality. Key Responsibilities • Lead Dayforce implementation and configuration, aligning business rules and security • Manage HRIS system administration including employee data and org structures • Support HR workflows such as onboarding, job changes, promotions, and terminations • Build and maintain HR reports and analytics for HR, Finance, and Operations • Troubleshoot system issues and support testing of updates and enhancements Qualifications • 3-6+ years of experience supporting HRIS / HR systems • Strong hands-on experience with Ceridian Dayforce • Solid understanding of HR data, security, and HR processes • Experience with system troubleshooting, testing, and reporting • Ability to partner effectively with HR and business stakeholders

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. Title: Talent Acquisition Manager Direct Reports: 1- Talent Acquisition Coordinator Location: Remote - DFW or Atlanta Metro Welcome to TOCA Football where we grow Soccer! Who We Are: TOCA Football One TOCA, two exciting brands, TOCA Soccer & TOCA Social. Growing soccer is our mission, and we do that by bringing soccer to life with our one-of-a-kind, tech enhanced soccer experience for players, and we are committed to creating awesome experiences for teammates and guests around the world! TOCA is growing rapidly across the world, and whilst we continue to expand, we are committed to ensuring that we foster a culture where We All Play, all through the heart of our organization - our teammates. Whilst TOCA grows, you grow too. What makes a TOCA Teammate? We value an individual that seeks to... Play Hard Care Deeply Grow Together Strive for Excellence Create Awesome Experiences Why You'll love being apart of the TOCA Team: You'll have full access to our TOCA Treats, which includes (but is not limited to!): Competitive Pay & On Demand Pay Paid Sick Leave Part Time, Flexible Scheduling Career Growth & Development Employee Assistance Program Active & Fit Membership Great Work Perks Discount Marketplace So many TOCA Perks we can't name all of them, but we'll try: 4 TOCA Training Sessions, 50% Off Classes, Free Pick/League Play, 1 Free Birthday Party, Food and Beverage Discount, and 2 Free Packages to share with your squad! Whew! Your New Role: Role Scope & Requirements: The Talent Acquisition Manager is a strategic and operational leader within the People Partnerships & Recruitment organization. This role oversees a high-volume decentralized recruiting function, partners closely with business leaders to design scalable, efficient, and high-impact talent attraction programs. It combines hands-on team leadership, stakeholder management, process improvement, and data-driven decision making to support the talent goals and objectives of TOCA Football North America. Key Responsibilities: Team Leadership & Operational Management Lead a decentralized recruitment department, including direct management of one Recruiting Coordinator. Manage full-cycle recruitment for critical and leadership roles. Build strong cross-functional relationships to drive alignment, adoption, and business-focused hiring solutions. Establish clear service level agreements (SLAs) and communication standards across Talent Acquisition, Hiring Managers, and HR Business Partners. Develop hiring tools, guides, and resources to support leaders in making effective, consistent hiring decisions. Talent Acquisition Strategy Partner with the Chief People Officer to define short- and long-term talent acquisition strategy aligned with workforce planning and organizational goals. Lead the design and execution of sourcing strategies, talent pipelines, and recruitment programs that support current and future talent needs. Monitor labor market trends and adjust recruiting approaches to stay competitive. Establish a comprehensive recruitment action plan for peak hiring seasons to ensure readiness, alignment, and efficient execution. Define, track, and report on talent acquisition metrics to measure performance and drive improvements. Stay ahead of evolving talent needs by soliciting feedback, leveraging data, and monitoring candidate flows to ensure an adequate pipeline of candidates that meets staffing requirements. Monitor awareness and usage of the Teammate Referral Program and leverage insights to drive increased referral engagement and strengthen the candidate pipeline. Applicant Tracking System (ATS) Leadership Oversee administration, optimization, and evolution of the Applicant Tracking System (e.g., Paycor Recruiting and People Matter). Ensure accurate job posting, requisition management, applicant flow, and reporting. Partner with People Operations and vendors to maintain data integrity, system stability, and a seamless user experience. Lead ATS training, adoption strategies, and ongoing enhancements, and establish a sustainable practice for new hiring manager training and ongoing hiring manager development. Ensure compliance with system policies, data security standards, and legal requirements. Vendor & Partner Management Partner with the Chief People Officer to manage external recruiting vendors and partners. Ensure vendor alignment with company standards, SLAs, and best practices. Talent Brand & Employer Marketing Develop innovative recruiting strategies leveraging social media, community partnerships, and school programs. Collaborate across People & Culture and Communications to refine and deploy TOCA's Employee Value Proposition (EVP). Support organization-wide communication efforts related to HR programs and strategic initiatives. Candidate Experience & Onboarding Partner with People Operations to ensure smooth transitions and integrations during the candidate-to-new-hire journey. Design and implement strategies that promote a positive, inclusive, and consistent candidate experience. Monitor and improve application workflows, coordination, communication touchpoints, and handoffs. Process Improvement & Optimization Identify process inefficiencies and lead optimization initiatives using automation and AI-enabled tools. Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience. Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience. Compliance and Diversity Stay informed about relevant employment laws and regulations to ensure compliance throughout the recruitment process. Actively promote and support diversity and inclusion initiatives in recruitment efforts. Project Management Working cross-functionally with all People & Culture experts to create and implement people practices across the business. Support ad-hoc projects to enhance candidate, hiring manager and teammate experience. Requirements A minimum of 5 years of HR experience. Previous experience leading others A passionate individual, who is curious to always know more and willing to get deep. Proven experience in multi-unit organization with exposure to diverse business units. Deep understanding of recruitment best practices and employment laws. A strong sense of ownership and a growth mindset are essential. Expert knowledge in use of Applicant Tracking Systems (we use Paycor & People Matter) Demonstrated use of HR data and analytics to inform decisions and drive improvement. Excellent communication, problem-solving, and organizational abilities. Experience creating and maintaining HR processes, SOPs and documentation. #manager

Job Title: Human Resources Supervisor Pay: $47,500- $52,000 Note: This operation runs 24/7, and individual schedules are determined by volume and client needs. Weekend availability is required and the facility is only closed three days each year. Job Purpose: Serve as the primary support for the Human Resources Department, assisting in various HR functions to ensure efficient operations. Key Responsibilities: Provide advice and make recommendations on human resources issues to management. Assist in managing employee and temporary staffing in coordination with the DC Manager. Oversee the performance management process, ensuring adherence to policies and timeliness. Facilitate communication across all employee levels. Collaborate with temporary agencies to ensure compliance with company policies. Assist in payroll processing and employee benefits as a backup. Handle employee complaints and Equal Employment Opportunity Commission (EEOC) charges. Implement and uphold company policies and procedures. Monitor the work environment and report potential issues to management. Manage unemployment claims processing and represent the company at hearings. Support safety programs and Workman's Compensation Programs. Answer employee queries regarding benefits and assist during open enrollment. Monitor compliance related to new hires and pay ranges. Supervise daily HR department activities. Maintain accurate I-9 forms for all employees. Keep up-to-date Distribution Center organization charts. Maintain records for personnel transactions and manage data reporting. Stay informed on employment law updates and ensure compliance. Conduct exit interviews, analyze outcomes, and suggest improvements. Oversee training initiatives and potentially conduct training sessions. Provide new employee orientation. Offer guidance on personnel matters and resolve employee issues promptly. Perform additional duties as required. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration with a concentration in HR, or a related field preferred. At least 3 years of HR generalist and supervisory experience, including recruitment, benefits, payroll, employee relations, and safety, preferably in a warehouse or production setting. Strong communication, writing, and software skills, particularly in Microsoft Excel. Bilingual proficiency in Spanish and English preferred. Technical Skills: Proficient in Microsoft Office, especially Excel. Excellent organizational skills. Understanding of Distribution Center operations. Interpersonal Skills: Ability to communicate effectively at all levels. Strong leadership skills and the ability to manage a diverse workforce. Capacity for teamwork and meeting tight deadlines. Physical Requirements: Ability to lift up to 10 pounds. Prolonged periods sitting at a desk and working on a computer. Ability to climb stairs as needed. Work Environment: This role is based in a Distribution Center, which may involve varying temperatures and conditions. Reasonable accommodations may be provided to enable individuals with disabilities to perform essential functions. ABOUT ACCURATE PERSONNEL Do you need your next job fast? Accurate Personnel is here to help! As an industry-leading full-service staffing agency, we have all the tools you need to start earning that next paycheck soon. Send us your application and our team will instantly get to work on finding you the right placement to fit your needs. Accurate Personnel has been a provider of temporary job services and direct hire search for 45 years. Our expertise has allowed us to grow from a regional Chicagoland office into a nationwide search firm that services over 500 clients while never losing sight of personalized service. Let Accurate work for you. Apply with us today! Accurate Personnel 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.

Do you lead with kindness and a servant's heart? Are you passionate about employee relations and staying ahead of evolving HR compliance? We have a need for a Human Capital Consultant at The Encompass Group. In this role, you will collaborate with HR and other business leaders to create strategy and alignment across their organization. You serve as both a subject mater expert and strategic partner to help streamline HR processes and procedures. The Encompass Group is the people optimization partner whose love of others compels us to exceed clients' expectations and meet their greatest needs. We are people dedicated to helping others grow, thrive, and transform; the tie that binds everything we do is our focus on people. Job Responsibilities: Client Relationship Management Serve as a trusted advisor and partner to client leadership on HR strategy, organizational development, and change management. Build trust by proactively assessing client needs and offering tailored insights and best-practice recommendations that drive both technology and process improvement. HR Compliance & Risk Mitigation Ensure clients meet federal, state, and local labor laws through audits and training. Develop or refine policies, handbooks, and HR infrastructure. Provide guidance on employee relations, investigations, and conflict resolution. Conduct assessments, deliver insights, and design action plans that align with business goals. HR Technology & Data Enablement Help clients evaluate and/or optimize HRIS and other people systems. Analyze people metrics to surface actionable insights around retention, performance, and compensation. Bridge technology and behavior-ensuring systems support rather than disrupt culture. Troubleshoot and support HCM software (Applicant Tracking Systems, Learning Management Systems, HRIS, FMLA Administration, etc.) Facilitation & Capability Building Design and deliver targeted learning experiences for leaders, managers, and employees on topics including feedback, performance management, compliance, employee engagement, and foundational management skills. What we look for: Bright- We are curious, and we are smart. But we're also inquisitive, shining a light into the darkness to ensure we understand our clients' problems and how to solve them. Purposeful- We don't merely skim the surface of a problem; we delve deep into its roots and provide solutions that are smart and backed by our expertise. Joyful servant- Our approach What we promise: Purposeful and accelerated career growth A flexible working environment 4 weeks PTO, full company paid benefits package, 401k contribution Fun- company outings, sporting events, in-office massages, casino nights, and regular celebration Compassion- consistently serving one another and our broader community If you are ready to build relationships and better organizations, please apply. We cannot wait to meet you!