Human resources business partner jobs in Lakewood, OH

THE OPPORTUNITY This is a unique opportunity for an HR leader who wants to make a meaningful impact in a mission-driven, creativity-fueled environment. As Director of Human Resources & People Engagement, you will help shape the employee experience at one of the nation's premier art and design colleges-championing inclusion, nurturing talent, and building a workplace where artists, faculty, and staff feel supported and empowered. Working closely with senior leadership, you will influence strategy, elevate culture, and help advance CIA's legacy of innovation within Cleveland's vibrant University Circle. THE ORGANIZATION Founded in 1882, the Cleveland Institute of Art (CIA) is a nationally recognized art and design college with a longstanding legacy of creative excellence. CIA offers Bachelor of Fine Arts degrees across a range of majors and supports vibrant studio practices, applied design work, exhibitions, and community-engaged creative projects. Located in Cleveland's University Circle - one of the country's most dynamic cultural districts - CIA provides students, faculty, and staff direct access to a rich arts ecosystem, including museums, galleries, and partner institutions. CIA's campus features professionally equipped studios, galleries, exhibition spaces, and its renowned Cinematheque, providing an immersive environment for teaching, learning, and creative production. The institution's history reflects continual innovation, evolving from its beginnings as the Western Reserve School of Design for Women to its current role as a leading college of art and design. With a close-knit, collaborative culture, CIA values creativity, interdisciplinary thinking, and community connection. Overall, CIA maintains a distinctive environment that blends artistic tradition, design innovation, and deep engagement with Cleveland's cultural community. THE POSITION'S ESSENTIAL RESPONSIBILITIES AND FUNCTIONS The Director of Human Resources & People Engagement serves as the head of CIA's HR function, leading day-to-day and strategic HR operations, and partnering with senior leadership to support employees across Cleveland Institute of Art. Reporting to the VP of Business Affairs, the Director is responsible for talent acquisition, total compensation administration, HR compliance, policy development, employee relations, and people-centered culture and belonging initiatives in alignment with CIA's mission and values. This role acts as the hub for "people operations" that tie culture-related work together, in collaboration with the President's Cabinet. The Director of HR and People Engagement serves as the staff leader for the IDEA (Inclusion, Diversity, & Equity Awareness) Council, and also coordinates employee engagement initiatives that help employees feel respected, valued, and empowered to contribute to CIA's mission. The Director collaborates closely with Academic Affairs to support HR processes related to faculty recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws. SPECIFIC DUTIES & RESPONSIBILITIES Strategic HR Leadership & People Operations * Lead day-to-day HR operations and provide strategic partnership to the President's Cabinet and leadership team on people-related matters. * Advise on workforce planning, organizational structure, and change management. * Partner with leadership to ensure HR practices reflect CIA's mission, values, and commitment to inclusion and belonging. * Supervise and manage direct reports within the HR department (Associate Director of Human Resources, HR Specialist), and coordinate with external vendors as needed. Talent Acquisition, Onboarding & Offboarding * Oversee full-cycle recruitment for staff positions, from position development and posting through selection and offer. * Provide guidance and consultation to faculty search committees in coordination with Academic Affairs. * Oversee onboarding and offboarding processes for staff and, in collaboration with Academic Affairs, support aligned processes for faculty in accordance with the Faculty Bylaws. Compensation, Benefits & HR Systems * Administer compensation and benefits programs, including salary benchmarking, job evaluations, and annual benefits renewal in collaboration with external brokers and partners. * Support the development and maintenance of a total compensation program tied to job descriptions, performance, and market data. * Serve as HR liaison to the Employee Retirement Plan Oversight Committee, ensuring effective communication and administration of retirement benefits. * Maintain HR records and HRIS data; lead responsible process improvements, automation, and technology/AI solutions to increase efficiency and reduce administrative burden. Employee Relations, Policy & Compliance * Serve as primary point of contact for employee relations matters, providing coaching and guidance to supervisors and employees on performance management, conflict resolution, recognition, and retention. * Coordinate with legal counsel as appropriate to address complex employee relations issues and ensure compliance with applicable laws. * Develop, implement, and maintain HR policies and procedures in the Employee Handbook and support alignment with the Faculty Bylaws, benchmarking against peer institutions and consulting with legal counsel as needed. * Ensure compliance with federal and state employment laws (including FLSA, FMLA, ADA/ADAAA, Title VII, and related regulations) and monitor changes in legislation impacting HR practices. Culture, Inclusion, & Employee Engagement * Serve as the staff leader for the IDEA (Inclusion, Diversity, Equity, and Access) Council, coordinating agendas, supporting Council initiatives, ensuring alignment with institutional priorities and regulatory considerations, and collaborating on key IDEA initiatives such as MOSAIC (Multicultural Orientation for Students In Art/Design College). * Coordinate employee engagement surveys in partnership with leadership, including vendor selection (if applicable), survey design input, communication, analysis of results, and support for follow-up action planning. * Lead or coordinate people-centered culture initiatives such as employee appreciation events, recognition activities, and selected training (e.g., inclusive workplace practices, supervisory skills, harassment prevention), in partnership with appropriate departments. * Support institutional efforts to foster a positive, equitable, and engaging work environment in which employees feel respected, valued, and included. Cross-Campus Collaboration Collaborate with the Office of Academic Affairs on HR-related processes affecting faculty, including recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws. * Partner with Cabinet-level leaders and department heads to promote strong team dynamics, effective communication, and operational alignment across administrative and academic units. * Partner with Cabinet in holistic, operational and strategic workforce planning, analyzing CIA's current workforce, understanding needs to accomplish strategic goals and address talent gaps in the short and long term. * Collaborate with the CIO and Cabinet in advising on AI integration into CIA's labor strategy, and in implementing responsible AI solutions across workflows to maximize productivity and minimize burnout. * Provide HR data and insights (e.g., turnover, recruitment metrics, engagement findings) to inform leadership decision-making and strategic planning. Administration & External Partnerships * Manage the HR department budget and monitor expenditures to ensure responsible stewardship of resources. * Coordinate with external partners (legal counsel, benefits brokers, retirement plan administrators, consultants, etc.) to support HR functions and projects. * Represent HR and, as needed, CIA in external meetings, networks, and professional development settings. DESIRED CANDIDATE PROFILE The successful candidate will be an accomplished HR generalist with broad functional capability, the ability to lead a small team, and a track record of partnering effectively with senior leadership. They will bring systems-level thinking, strong communication skills, and the capacity to translate HR strategy into practical processes that support workforce planning, talent development, and a positive employee experience. QUALIFICATIONS Education and Experience: * Bachelor's degree in Human Resources, Business, Psychology, or a related field. * 10+ years of progressive HR generalist experience, including experience providing direct HR counsel to leaders and supervisors. * Strong working knowledge of federal and state employment laws and HR compliance requirements in a higher education or nonprofit context, including FLSA, FMLA, Affordable Care Act, and related regulations. * Demonstrated experience in employee relations, recruitment, compensation/benefits administration, and policy development. * Supervisory experience, and ability to successfully manage a team. Preferred Qualifications: * Experience in higher education and/or nonprofit organizations. * HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). * Experience with HRIS systems (Jenzabar or similar) and comfort with leveraging data and technology to improve HR processes. Critical Leadership Competencies and Personal Attributes: * Excellent communication, interpersonal, and organizational skills, with a high degree of emotional intelligence and discretion. * Ability to incorporate systems-level thinking and holistic problem solving at the organizational level. * Collaboration: able to form positive and productive working relationships. Physical Requirements * Ability to move around the College's offices to conduct regular business and travel to attend off-site meetings. DISCLAIMER The responsibilities summarized in this description represent the principal focus, essential duties and requirements of the position as of the date of preparation. Duties other than those specifically referenced may be required to accomplish the primary purpose of the position. We are committed to a diverse and inclusive workplace. Applicants for employment with any of People Architect's clients will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. QUESTIONS? People Architects is conducting the search for this position on behalf of the Cleveland Institute of Art. If you have any questions, please direct them to ***************************.

What You'll Do At Cohen & Co, our People & Culture (P&C) Business Partners serve as the connective tissue between our service lines and the broader P&C organization. We align people strategies with firm priorities, ensuring that decisions about talent, structure, and leadership directly support firm growth and client excellence. Embedded within our service line and Corporate Shared Services teams, P&C Business Partners anticipate needs before they surface, bring data and discipline to workforce decisions, and help leaders operate with greater clarity, consistency, and speed. They collaborate closely with colleagues across Talent Acquisition, Talent Operations, Talent Development, and Talent Deployment, as well as firm leadership. This is a high-impact, relationship-driven role for someone who thrives on strategy, influence, and operational excellence - and who brings a strong understanding of professional services environments. Key areas of focus: Talent Management • Build talent strategies that identify emerging leaders, address skill gaps, and ensure a ready succession bench. • Guide performance and development conversations that elevate standards, strengthen accountability, and advance growth. • Partner with the Talent Development team to align learning priorities with business capability needs. • Equip future leaders through targeted coaching, exposure, and career planning. Engagement and Culture • Translate engagement and stay-interview insights into targeted actions that strengthen connection, performance, and retention. • Lead integration of new hires, lateral partners, and M&A teams to align expectations and reinforce culture. • Oversee onboarding and integration across U.S. and global operations to create one connected employee experience. Change and Integration • Help teams navigate organizational shifts, process redesigns, and technology adoption, including Workday. • Partner with Deployment Specialists to clarify roles, rebalance work, and minimize disruption. Deployment and Workforce Planning • Partner with service lines and Deployment leaders to align capacity, client demand, and staffing priorities. • Anticipate workforce needs to ensure work is allocated equitably and talent is deployed where it drives the most leverage. • Provide leaders with workforce insights that sharpen planning and strengthen decision quality. Performance Management and Manager Coaching • Ensure clarity around goals, expectations, and success measures. • Develop managerial capability to provide timely, actionable feedback and coach for performance. • Drive consistency and follow-through in review and development cycles. • Use performance data to identify strengths, risks, and targeted interventions. Compensation and Recognition • Steward annual compensation, promotion, and bonus cycles to ensure fairness, transparency, and alignment with performance. • Deliver data-driven insights that support pay decisions, recognition, and retention. Employee Relations • Address performance or conduct issues through coaching, development, or formal action. • Provide guidance on complex employee matters. • Help leaders balance empathy with accountability. • Identify systemic issues and recommend solutions that strengthen trust and communication. • Analyze employee concern data to inform broader P&C initiatives Partner/MD Integration • Accelerate new partner integration by ensuring clarity of expectations, visibility with key leaders, and early business contribution. • Serve as a bridge between P&C, service lines, and leadership to ensure integration follows a structured, consistent plan. • Provide coaching and feedback throughout the first year to support relationship-building and firm engagement. • Capture insights from each integration to continuously refine the partner onboarding model. M&A Integration • Support the work of due diligence, assessing team structures, key roles, and retention risks. • Guide onboarding, communication, and change planning to help new teams understand the firm's culture, standards, and expectations. • Identify and address talent gaps early to protect client continuity and team stability. • Monitor integration progress post-close, ensuring leaders have the tools and support to sustain performance and engagement. Who You Are Required Qualifications Bachelor's degree in Human Resources, Business Administration, or related field 10+ years of progressive HRBP Strong preference for experience in a professional services or public accounting environment Demonstrated success advising senior leaders on talent strategy, organizational design, and employee relations Strong understanding of performance management, compensation cycles, and workforce planning Proven ability to use data and insights to drive decisions Exceptional communication, influencing, and relationship-building skills Nice to Haves Experience supporting multi-office or international operations Familiarity with Workday SHRM-SCP, SPHR, or equivalent certification Experience in M&A integration or partner/MD onboarding Locations Chicago, IL; Cleveland, OH; Philadelphia, PA; Milwaukee, WI; Baltimore, MD Required in office 4x per week Who We Are #LifeatCohen Sure, we like numbers. (But we'll never treat you like one.) At Cohen & Co our foundational principles offer insight into how we achieve an inclusive, growth-oriented culture that fuels the success of our firm, our clients and our people. In particular, we honor our foundational principle of “great people first” by: Championing the importance of diversity, equity and inclusion by embracing the unique stories, backgrounds, perspectives and ideas that come from our people; and Offering a comprehensive and competitive Total Rewards package, which allows each employee to use the benefits that best suits their needs. Our offerings go beyond standard options, including time off outside of your standard PTO to give back to the community, annual discretionary merit increases and bonuses, talent development resources to tap into growth opportunities, and so much more! Estimated Salary Range: $130,000 to $150,000* *Salaries offered to candidates are determined based on factors such as candidate's relevant skillset, experience, licensure, and certifications, as well as job responsibilities, geography, market considerations, and organizational needs. At Cohen & Co, we don't stop setting ourselves apart by offering competitive base compensation. As part of our 'great people first' foundational principle, our firm offers a comprehensive and competitive Total Rewards package that allows each employee to design a package that best suits their needs and goes beyond standard options, including time off outside of your standard PTO to recharge and give back to the community, annual discretionary merit increases and bonuses, talent development resources to tap into growth opportunities, and so much more! Learn More About Us! Discover our Passion, Purpose & Expertise Learn more about our Firm's culture Experienced Hire Opportunities We are an equal opportunity employer and value diversity of thought and background to build an inclusive and energized culture and better meet the needs of our clients. Agency recruiters may not submit unsolicited candidate information or resumes to any Cohen & Co employee without a recruiting services contract first being entered into with the Cohen & Co Talent Acquisition Team; see policy here. #LI-PROMO #LI-Hybrid

but need to have ability to commute to locations in Cleveland, OH. Who we are: At Vireo Health, we're not just another cannabis company-we're a movement. Founded by physicians and driven by innovation, we blend science, technology, and passion to create top-tier cannabis products and experiences. Our team of 500+ bold creators and trailblazers are shaping the future of the industry, and we want you to be part of it. We take pride in being one of the most diverse and inclusive workplaces in cannabis, fostering a culture where everyone belongs. Through employee engagement, community events, and non-profit partnerships, we're building more than a business-we're building a community. As we rapidly expand nationwide, we're looking for talented, driven, and passionate people to join us. If you're ready to turn your passion into a career, let's grow the future together. What the role is about: We are seeking an experienced Senior People Resources Business Partner (PRBP) to join our dynamic team. This role will serve as a trusted advisor to senior leadership and will lead HR strategies and initiatives that align with business objectives. The ideal candidate will have strong experience in people management, organizational development, and employee engagement, along with proven expertise supporting M&A activities, organizational transitions, and integration planning. This individual will play a critical role in driving cultural alignment, operational scalability, and smooth transitions during periods of growth or acquisition. What impact you'll make: People Management & Organizational Development Partner with senior leadership to develop and implement people strategies that support business goals and strengthen employee engagement. Oversee and advise on talent management processes, including performance management, succession planning, and leadership development. Drive diversity, equity, and inclusion initiatives, ensuring alignment with corporate values. Develop and deliver training programs that enhance managerial capabilities, including people management, conflict resolution, and communication. Merger & Acquisition Support Serve as a key HR partner during mergers, acquisitions, and organizational restructures, ensuring smooth transitions. Lead or support HR due diligence, risk assessment, and the evaluation of organizational structures and talent implications. Develop and execute integration strategies, including communication plans, change management, cultural alignment, and org design. Collaborate with cross-functional teams to ensure workforce planning, onboarding, and policy alignment throughout the integration process. Employee Relations Manage complex employee relations matters while ensuring compliance with labor laws and company policies. Promote a culture of transparency and open communication by addressing employee concerns proactively. Advise on employee wellness, engagement, and retention initiatives. Strategic HR Business Partnering Align HR strategies with business priorities, offering people-focused solutions that support organizational growth. Build trusted partnerships with leaders across all functions, acting as a change agent for both incremental and large-scale initiatives. Provide data-driven insights on organizational design, workforce planning, employee metrics, and team performance. Compliance & Best Practices Ensure compliance with all applicable employment laws, regulations, and internal policies. Stay current on HR best practices, labor market trends, and regulatory changes. Apply industry insights to recommend improvements to HR programs and processes. What you've accomplished: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 7-10 years of progressive HR experience, with strong background in employee relations, organizational development, and strategic HR partnering. Demonstrated experience supporting M&A processes, including due diligence, integration, change management, and organizational redesign. Proven ability to coach leaders, drive cultural alignment, and support large-scale organizational transitions. Solid understanding of HR processes including talent management, performance management, compensation, and training. Exceptional communication, interpersonal, and problem-solving skills. Strong analytical ability and comfort using data to influence decisions. Ability to build trust with senior leaders and influence decisions aligned with people strategy. Preferred Qualifications HR certification (SHRM-SCP, SPHR). Experience in manufacturing, cannabis, or other fast-paced operational environments. Experience leading or supporting high-growth, multi-state expansion. Background in organizational design or change leadership. Why Choose Vireo: Life's too short to work somewhere that doesn't ignite your passion. The cannabis industry is fast-paced, innovative, and full of opportunity-where science meets creativity, and wellness meets culture. At Vireo Health, we're pioneering the future of cannabis with a team that's as dynamic as the industry itself. Here, you'll find a workplace that's collaborative, inclusive, and driven by HEART and purpose-where your work has a real impact on people's lives. Whether you're cultivating the highest-quality plants, crafting cutting-edge products, or shaping unforgettable customer experiences, you'll be part of something bigger. If you're looking for a career that's exciting, meaningful, and full of growth, let's build the future of cannabis together. Why Join Us: ✅ A Growing Industry: Help shape the future of cannabis in a rapidly expanding market. ✅ Passionate Culture: Work with people who care deeply about the plant, the purpose, and each other. ✅ Employee Perks: Competitive pay and benefits, paid time off, and employee discounts. ✅ Meaningful Impact: We're committed to education, sustainability, and giving back to the communities we serve. EEO Statement Vireo Health, Inc. is an equal opportunity employer. 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 law. Salary Range: $100k-$125k Benefits: Medical, dental, vision, 401k, HSA, FSA dependent care, voluntary life, STD, LTD

In this role, you will be the primary point of contact for the Airfoils division in developing and executing HR strategy in support of the division's business objectives. Key leadership in driving employee recruitment, engagement, and retention to support our business needs, which is critical in this post-Covid world. Must provide competitive compensation and benefit packages, update plant policies for current times, develop our plant culture for the needs of different employee generations. You will serve as a connected partner for the Sr. Vice President the Airfoils and key members of the division staff. Responsible for providing expertise and guidance in the areas of culture and change management, strategic coaching, talent assessment and development, succession planning, performance management, employee engagement, employee relations and organizational design. Essential Responsibilities Strategic HR Leadership Provide leadership and expertise for the full scope of HR client support. Partner with the business leader(s) to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives. Partner with business leaders to develop and embed progressive HR strategies and processes. Leverage change acceleration techniques to assist in driving broad changes needed to best support the business. Coaching & Development Provide timely, effective and direct coaching to business leaders, assisting in the development of strong, inclusive leadership skills. Provide strategic coaching to key talent in extended client groups as it pertains to succession planning, career path development, and performance management. Talent Management & Succession Planning Lead succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines, mentoring, training, etc. Employee Engagement & Relations Lead employee engagement and employee relations strategies to ensure a strong workforce. With the support of talent acquisition team and other business resources, develop and drive strategies to attract, develop, engage, and retain strong and diverse talent. HR Team Leadership Provide overall leadership to the HR team, delivering appropriate coaching, mentoring and development opportunities (including exposure to HR Business Partner skills and experiences), communicating proactively, and ensuring HR team engagement & retention. Qualifications / Requirements Bachelor's degree from an accredited university or college in related area. Master's degree in human resources, Business Administration, or related field preferred. Minimum 7 years prior professional work experience with demonstrated achievement and leadership of HR in a manufacturing environment. Approachable and responsive resource able to connect with employees at all levels. Demonstrated experience in making strategic HR decisions, assessing leadership talent, and effectively interfacing with high-level business and operations leaders. Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce. In-depth understanding of HR concepts and principles gained through formal education and substantial work experience. Well developed (oral and written) communication and diplomacy skills set with the ability to influence others by presenting sound and logical arguments tailored to the audience. Strong analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience. Capable of handling multiple issues and/or projects simultaneously and executing them to completion. Demonstrated ability to work in a demanding, high performance work environment. Ability to energize and lead in complex, demanding, and goal-driven organizations

Full-time Description About Us The Cleveland Foundation, established in 1914, is the world's first and one of the largest community foundations, with assets exceeding $3.5 billion. Our mission is to enhance the lives of all residents of Greater Cleveland, now and for generations to come, by working together with our donors to build community endowment, address needs through grantmaking, and provide leadership on key community issues. As we continue to grow and evolve, we are dedicated to building strong relationships and trust across our community, working collaboratively to create innovative, impactful, and internationally recognized contributions to the field of philanthropy. About You You are a strategic and forward-thinking HR leader with a deep commitment to fostering inclusive, high-performing workplace cultures. With over seven years of progressive experience in human resources, you bring expertise in compensation, benefits, compliance, workforce analytics, and employee engagement. You thrive in environments where data-driven insights inform decision-making, and you are passionate about aligning HR strategies with organizational goals. Your strong communication skills and collaborative spirit enable you to partner effectively with leadership and staff alike, ensuring that HR initiatives are both impactful and equitable. You are energized by complexity and motivated by purpose. Whether managing HR operations, leading cross-functional projects, or supporting staff development, you approach your work with integrity, precision, and a continuous improvement mindset. You are adept at navigating legal and regulatory frameworks, and you take pride in developing policies and programs that support employee well-being and organizational resilience. Above all, you are committed to creating a workplace where all individuals feel valued, respected, and empowered to contribute their best. Job Summary The Human Resource Business Partner for Compensation and Benefits is responsible for overseeing, managing, and administering key departmental activities, including compensation, compliance, benefits, workforce intelligence, employee communications and engagement, special projects, and research. The HRBP serves as a strategic partner to the VPHR in the implementation and execution of initiatives and programs that support the foundation's staff, business plan and strategic direction. Key Responsibilities Ensure operational excellence in benefits administration, and HRIS management by maintaining accuracy, compliance, and efficiency. Serves as backup for payroll, intermittently running payroll as needed. Design and manage competitive compensation and benefits programs that attract and retain top talent while supporting staff well-being. Support the development and reporting of compensation frameworks (e.g., salary bands, pay grades, job evaluations, benchmarking, etc.). Partner to align compensation practices with organizational goals, budgets, and market trends. Evaluate and make recommendations regarding merit increases and salary adjustments. Design and manage employee benefit programs (e.g., health insurance, retirement plans, wellness programs, leave policies). Evaluate cost-effectiveness and employee satisfaction with benefit offerings. Partner with external vendors to execute the full scope of the role (e.g., insurance providers, retirement plan administrators). Manage end-to-end open enrollment processes and benefits communications. Address and resolve compensation and benefits-related employee concerns. Analyze compensation and benefits data to support strategic decisions. Monitor trends in salaries and benefits to adjust policies accordingly. Develop, maintain, and communicate compensation and benefits policies and budget. Forecast costs for compensation changes and new benefit offerings. Ensure cost-efficiency while maintaining competitiveness and fairness. Work closely with HR Business Partners, Finance, Legal, and senior leadership. Prepare reports for senior management, auditors, and regulatory bodies. Maintain documentation and reporting in line with reporting deadlines, audit, and legal standards. Ensure compliance with labor laws and compensation/benefits-related regulations (e.g., FLSA, ERISA, ACA, GDPR, local wage laws). Deliver actionable workforce insights by leveraging data analytics to inform dashboards/reports. Administer HR systems related to compensation and benefits (e.g., HRIS, benefits platforms). Leverage technology to improve efficiency and employee experience. Lead continuous improvement projects that enhance processes, systems, and user experience. Maintain legal and regulatory compliance by developing policies, managing risk, and overseeing required reporting and audits. Maintain sensitive information with the highest level of confidentiality and professionalism. General Competencies Judgment Communication Teamwork & Collaboration Adaptability Problem-Solving Requirements Required Qualifications Bachelor's or Master's degree in Human Resources or a related field. Minimum of 5 years of progressively responsible experience in benefits management. Minimum of seven years of progressively responsible experience in human resources, including strategic-level responsibilities. Working knowledge of employment laws, benefits regulations, compliance requirements, ERISA. Demonstrated ability to manage multiple projects simultaneously while meeting deadlines and adapting to shifting priorities. Strong communication skills, with the ability to present information clearly and effectively to diverse audiences. Experience with workforce analytics, predictive modeling, or data-driven HR decision-making. Experience developing and delivering customized communications for staff at all levels. Proficiency in Microsoft Word, Excel, PowerPoint, and collaboration tools such as MS Teams and Zoom. Proficiency with HRIS platforms including payroll, benefits, retirement, and reporting systems Preferred Qualifications Certified Plan Sponsor Professional certification. SHRM certified professional. Hands-on continuous improvement project management leadership experience. Direct strategic change management experience. Work Environment The role is primarily office-based, involving frequent interaction with executives, staff, and external partners. Occasional extended hours to meet deadlines or support special events. Occasional travel may be required for meetings, events, or conferences. Salary Description $90,000 - $110,000 Annually

HR Manager A Great Opportunity / Full-Time / $60,000 per year Through a wide range of innovative services referred to as ViaQuest's Circle of Care, our skilled, dedicated employees ensure that the people we serve are active participants in their own care. ViaQuest offers quality, highly-personalized, specialized and cost-effective care, solutions and services through Psychiatric & Behavioral Solutions, Day & Employment Services, and Residential Services. Responsibilities may include: Oversee all HR operations throughout assigned location(s). Directly supervise HR Coordinators as assigned. Develop and implement HR strategies and initiatives aligned with the overall business strategy. Handle employee relations issues, including conflict resolution, disciplinary actions, and performance improvement plans. Oversee the performance management process, including setting goals, conducting performance reviews, and providing feedback and coaching. Develop and deliver training programs to enhance employee skills and knowledge. Provide support to operational teams throughout assigned location(s) to ensure all HR policies and procedures are being followed. Ensure compliance with all relevant laws and regulations, including equal employment opportunity and labor laws. Serve as first point of contact for current employees for any HR related inquiries. Requirements for this position include: Proven work experience as a HR Manager or similar role. Strong knowledge of HR functions including employee relations, performance management, and training and development. Excellent communication and interpersonal skills. Ability to handle confidential information with discretion. Strong organizational, time management, and decision-making skills. Bachelor's degree in Human Resources, Business Administration, or related field. HR certification (SHRM-CP or PHR) preferred. What ViaQuest can offer you: Paid training. Benefit package for full-time employees (including medical, vision, dental, disability and life insurance and a 401k). Employee discount program. Paid-time off. Employee referral bonus program. About ViaQuest To learn more about ViaQuest visit: ********************** From Our Employees To You ********************************************************** Would you like to refer someone else to this job and earn a bonus? Participate in our referral program! ************************************************************** Do you have questions? Email us at ***********************

Meet Leaf Home, the leading provider of technology-driven home solutions that is on a mission to make homeownership easy. With more than 50% of consumers worried about the cost and effort of home maintenance, we focus on delivering remarkable, end-to-end experiences. Trusted by more than 1 million homeowners across US and Canada, Leaf Home is America's largest Direct to Consumer full-service provider of branded home services and products. Leaf Home and its products, including the patented LeafFilter gutter protection system, have earned numerous awards and recognition from Good Housekeeping, Qualified Remodeler, Angi, Consumer Reports, This Old House and other consumer review platforms. Powered by people, Leaf Home's innovative products and services are delivered with convenience, trust, and quality via 200+ regional sales and installation offices along with comprehensive field support offices in New York and Hudson, Ohio. We believe we win together. Leaf Home has been consistently named one of the fastest growing private companies by Inc 5000 and recognized as a top employer nationally. Benefits of working at Leaf Home are wide-ranging and include: Industry-best compensation packages I Competitive Medical, Dental, and Vision benefits after 60 days I 401k with company match I Paid Time Off including paid parental leave I Individualized career development programs I On-demand lunch program I Childcare assistance I Free gym membership I Employee assistance programs, including legal, financial planning, and counseling I Employee discount marketplace I Employee Resource Groups such as VetConnect, DEI Committee, Women's Committee Apply today and together we will unlock millions of customers' dream homes and your dream career at Leaf Home. Position Summary: Reporting to the HR Manager or Senior HR Manager, the Human Resources Business Partner (HRBP) plays a critical role in strengthening organizational capability through a strong focus on talent management, succession planning, and organization design. The HRBP partners closely with assigned business units and leaders to develop and execute people strategies that enable both current and future business objectives. In this role, the HRBP leads efforts to assess organizational needs, build effective workforce plans, and design structures that support growth and long-term success. A key responsibility includes driving comprehensive talent and succession planning processes to ensure a robust leadership pipeline and a high-performing, engaged workforce. The HRBP also provides strategic and tactical guidance on a full range of HR initiatives including leadership development, performance management, organizational health, and employee engagement. Additionally, the HRBP manages and resolves complex employee relations matters and oversees investigations to support a fair and consistent workplace. Overall, the HRBP serves as a trusted advisor to business leaders, delivering proactive HR strategies and practices that enhance organizational performance and advance the company's short- and long-term goals. Essential Duties and Responsibilities: Lead annual and ongoing talent calibration processes to evaluate bench strength, identify high-potential employees, and create actionable development plans. Assess current organizational structures and partner with leaders to design or redesign org charts, roles, and workflows that support efficiency and future growth. Provide insights and recommendations to influence business decisions using data, trends, and HR best practices. Partners with other HR team members (L & D, Compensation, Benefits, Talent Acquisition, Payroll etc.) acting as a point of contact and liaison with supported groups to deliver robust HR services. Provide HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for assigned business groups. Provides influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned caseload population. Manages and resolves employee relations issues, by conducting effective, thorough and objective investigations. Providing consultation/coaching/training to managers on performance, talent development, and employee relations. Implements HR best practices for key HR processes including performance management, compensation planning, workforce/capability planning, and talent management. Oversees and executes implementation of HR and/or business initiative in assigned business groups by participating in assigned business groups operational meetings, business reviews, and team building. Maintains knowledge of compliance requirements through researching, developing and proposing policy updates and new policies, provides guidance to managers and employees on policies and how to interpret them, staying up to date on HR trends and best practices as well as employment laws and regulations. Experience and Minimum Qualifications: • Minimum 4 years of broad-based HR generalist experience providing advice, counsel and coaching to leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support achievement of business objectives within assigned business groups • Bachelor's Degree in Human Resource Administration, Business Administration, Organizational Psychology or related field from 4-year accredited university strongly preferred. Equivalent experience will be considered. • Master's Degree in Business Administration or Human Resources preferred • Professional certification by the Society for Human Resources Management preferred • Skilled with computer applications such as Microsoft PowerPoint, Word, Excel and Outlook • Proficiency with UKG HRIS application preferred • Original, creative thinker with the ability to show managerial courage • Must have strong work ethic, and a reputation for the highest degree of integrity and mature business judgment. • Ability to work in a fast-paced environment with competing deadlines and shifting priorities. • Strong ability to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business. • Must be able to work with diverse employees, partners and teams. • Ability to professionally maintain composure and effectiveness under pressure and changing conditions. • Ability to negotiate conflict and lead conflict resolution while maintaining strong working relationships at all levels of an organization. • Uses outstanding verbal and communication skills, with poise and confidence to interact with all levels of management. • Ability to navigate and lead through change. • Strong understanding of HR processes and procedures and ability to continually improve processes and procedures, ensuring they are fit for purpose for the organization. • Strong team player, internally with HR team and with the business. • Strong ability to provide options and influence organizational direction. • Works collaboratively and willingly shares information; facilitates discussion and resolution of different viewpoints and promotes teamwork. • Builds trusting and collaborative relationships with business leaders and HR team. • Excellent interpersonal skills required. • Proven ability to prioritize and multi-task. • Ability to handle and protect sensitive information in a confidential and professional manner. • Advanced problem solving, time management, and decision-making skills required. • Strong business acumen combined with interpersonal and leadership skills • Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H18 status). Preferred Knowledge, Skills, Abilities or Certifications: • PHR, SHRM-CP, or related designation preferred. • Experience in direct-to-consumer building, remodeling, and/or construction industries. Travel Requirements: Occasional overnight travel required. Overtime/Additional Hours Requirements: Additional hours may be required (exempt positions). Physical Requirements: Normal office environment. Performs indoor work in a climate-controlled environment. Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Diversity and Inclusion Statement Leaf Home is committed to creating a diverse environment and is proud to be an equal opportunity employer. We strive to create an environment that embraces differences and fosters inclusion. Equal Opportunity Statement Leaf Home will rec111il, hire, train, and promote persons in all job titles without regard to race, color, ancestry, national origin, gender identity or expression, sexual orientation, marital status, religion, age, results of genetic testing, veteran status, or physical/mental disability (except where the disability prevents the individual from being able to perform the essential functions of the job and cannot be reasonably accommodated in full compliance with the law).

Be the trusted HR partner who shapes employee experience and drives people-first success. Are you an HR professional who loves balancing meaningful employee support with detail-driven HR operations? Do you take pride in ensuring employees are cared for, processes run smoothly, and leaders feel supported? If so, this role is for you. We're looking for an HR Business Partner (HRBP) who will serve as a trusted advisor to employees and leaders. In this role, you'll blend benefits expertise, payroll coordination, and employee relations guidance to help create a positive, compliant, and engaging workplace. The Human Resources Business Partner (HRBP) is a key contributor to our people-first culture, supporting employees and leaders through expert guidance in benefits administration, payroll coordination, employee relations, compliance and HR Operations. In this role, you'll serve as a trusted advisor, ensuring our HR processes are accurate, compliant, and aligned with organizational goals. You'll work closely with managers to strengthen team performance, promote a positive workplace environment, and ensure fair, consistent application of HR policies; all while helping to shape an exceptional employee experience. Why You'll Love It Here ♥ Strong relationships already exist. You'll be joining an HR function that has built credibility and trust with leaders and employees over time, allowing you to focus on problem-solving rather than rebuilding bridges. You'll be trusted to do meaningful work. This role isn't transactional - you'll have real ownership, autonomy, and the ability to influence how HR supports employees and leaders. A balance of people and process. If you enjoy combining employee advocacy with structure, compliance, and continuous improvement, this role offers a healthy mix of both. You'll partner closely with leadership. You're not just executing tasks - you're advising, coaching, and helping leaders navigate real workplace challenges thoughtfully and consistently. There's room to grow and shape the role. As the organization evolves, so does this position. Your ideas, perspective, and experience will help influence how HR shows up for the business. You'll be part of a collaborative HR team. We value open communication, shared ownership, and thoughtful decision-making - and we support one another through change. Perks & Benefits: Medical, Dental, Vision, Life & Disability Insurance 401(k) with Company Match Quarterly/Annual Performance-Based Bonuses PTO, Holidays, Parental Leave &Community Time Off Paid Training & Career Development - Room to Grow Into Technician or Rental Roles Bi-annual Apparel Allowance & Product/Service Discounts Wellness Incentive Bonus & Milestone Celebrations What You'll Do 1. Benefits Administration Serve as the primary point of contact for employee benefits questions, issues, and education. Coordinate annual open enrollment, including planning, communication, employee support, and system updates. Administer benefit programs including medical, dental, vision, life insurance, disability, FSA/HSA, and wellness initiatives. Partner with benefit brokers and carriers on claims support, eligibility, billing, and plan updates. Maintain accurate benefit enrollments and life event changes within the HRIS. Ensure compliance with ACA, COBRA, HIPAA, ERISA, and other benefits-related regulations. Review and audit benefit invoices to ensure accuracy. 2. Payroll Support Review and validate timekeeping data prior to payroll processing to ensure accuracy. Support biweekly payroll administration, including adjustments, deductions, and corrections. Maintain payroll-related records and ensure employees are paid accurately and on time. Process payroll-related changes tied to new hires, terminations, leaves of absence, and benefit elections. Assist with year-end payroll activities, including W-2 and tax reporting reviews. Support compliance with federal and state wage and hour laws. 3. Employee Relations Serve as a resource for employees and leaders on policy interpretation, performance management, and workplace concerns. Conduct and document employee relations investigations, partnering with leaders to ensure fair, consistent, and compliant outcomes. Coach supervisors on effective communication, conflict resolution, and performance management practices. Support corrective action processes, documentation, and follow-up. Monitor workplace climate and recommend proactive strategies to support engagement, retention, and a positive employee experience. 4. HR Operations & Compliance Maintain accurate HRIS records, personnel files, and confidential information in alignment with company policy. Support HR reporting, analytics, and data integrity. Assist with onboarding, offboarding, and key employee lifecycle processes. Help ensure compliance with employment laws and internal HR policies. Participate in HR projects, process improvements, and department initiatives as needed. What We're Looking For Bachelor's degree in Human Resources, Business Administration, or a related field preferred. 3+ years of HR generalist experience with direct responsibility for benefits, payroll, and employee relations. Working knowledge of federal and state employment laws. Experience using HRIS and timekeeping systems (Paylocity experience is a plus). Strong analytical and problem-solving skills. Excellent communication and interpersonal skills with the ability to build trust at all levels. Proven ability to handle sensitive and confidential information with professionalism. HR certification (PHR, SHRM-CP) is a plus, but not required. Is This You? You have an entrepreneurial mindset and proactive problem-solving You can work well independently and collaboratively You have strong organization and time management skills You have a skill for building relationships and collaborating You have a keen eye for details and accuracy You have sound judgment and decision-making skills You believe in integrity, confidentiality, and professionalism You can advocate for employees while balancing business needs You communicate clearly and have great conflict resolution skills You are process-oriented with a compliance-focused mindset Our Culture: The Leppo Way We're more than a workplace-we're a team. At Leppo, we live by four simple commitments: We Will Meet Our Commitments We Will Be Thorough We Will Make Good Decisions We Will Ask Questions Working Conditions & Physical Requirements This position requires the ability to perform essential job functions with or without reasonable accommodation, including maintaining regular and punctual attendance. Duties may involve physical activities such as lifting, bending, twisting, pulling, pushing, and effective communication with others, in accordance with ADA, FMLA, and applicable federal, state, and local standards. Leppo Rents is proud to be an Equal Opportunity Employer. We welcome applicants from all backgrounds and experiences.

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link. Job Description Do you want to be groomed to move into a Vice Presidents role and do you want this to be the Last Resume you'll need? Put your graduate degree to work in this HR Manager position. Our client is a highly successful financial services firm providing financial services to high net worth individuals. The Human Resources Manager will administer all Human Resources policies and procedures. They will oversee recruiting, payroll, professional development and job performance evaluations. The Human Resources Manager will report directly to the VP Insurance Services & Human Resources You will be responsible for: Supervises HR staff and administers Human Resources policies, procedures and oversees staff development. Supervises staff and client benefits. This is what you need to be considered: Graduate Degree in HR or a related major, with high scholastic achievement. Minimum of 10 years in a Human Resources operational role, with at least 5 years in a leadership/managerial role, with strong development and organizational skills Experience working with Microsoft Office and HRIS (HR Information System) Experience in a service related field, i.e. law firm, CPA firm, investment firm... etc Additional Information All your information will be kept confidential according to EEO guidelines. Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link.

The Thomson Division is a major contributor to the Segment, with approximately 1,500 global associates and $400M in revenue. There are 9 main sites located across the United States, Mexico, the Caribbean, & Europe. The Human Resources Manager is a key business partner responsible for leading all HR functions within the manufacturing facility. This role supports organizational objectives by driving a culture of safety, engagement, and performance. The HR Manager ensures compliance with employment laws and company policies while overseeing employee relations, recruitment, development and compensation processes. Essential Duties and Responsibilities Compliance & Policy Management Ensure compliance with all federal, state and local employment laws (ADA, FMLA, EEOC, OSHA etc.) Maintain up to date knowledge of labor law changes and manufacturing specific HR regulations. Partner with management to implement and enforce consistent HR policies and procedures. Employee Relations & Engagement Serve as a trusted advisor to managers and employees on employee relations matters. Promote a positive and inclusive work environment that supports employee engagement and retention. Lead communication and recognition initiatives to strengthen plant culture. Talent Acquisition & Onboarding Partner with hiring managers to attract, interview and select qualified candidates for plant and leadership positions. Partner with plant leadership for workforce planning and succession management efforts to meet business needs. Develop and execute onboarding programs to ensure smooth integration and early engagement of new hires. Learning & Development Partner with managers to establish and provide meaningful training and development programs Support continuous improvement and Lean initiatives through training and HR collaboration. Compensation, Benefits & HR Operations Administer wage, salary and incentive programs ensuring internal equity and market competitiveness. Drive process improvement to enhance HR service delivery and efficiency. PROFESSIONAL EXPERIENCE/QUALIFICATIONS Minimum Requirements: Bachelor degree in Human Resources, Business Administration or related field 5-7 years of HR management experience. Hands-on human resources experience in a manufacturing environment. Strong knowledge of employment laws, HR systems and labor relations. Demonstrated ability to build strong partnerships with operations leaders and hourly workforce. Detail-oriented and organized with the ability to establish priorities and manage deadlines. Strong analytical, problem-solving, and decision-making skills. Experience working with production, professional, and leadership associates. Ability to manage multiple priorities and dynamic deadlines with flexibility and positivity in a fast-paced plant manufacturing environment. Continuous improvement mentality. Solid working knowledge of employment laws and regulations. Fluency in Microsoft Office applications including Excel, Word, and PowerPoint. Physical Demand and Work Environment Physical Demands - while performing the duties in this job, the employee is regularly required to use hands; reach with hands and arms; and talk and hear. The employee is frequently required to stand, walk, and sit. Work Environment - the noise level in the work environment is usually moderate. #LI-LR1 Benefits Medical, Dental, Vision and Prescription Drug Coverage Spending accounts (HSA, Health Care FSA and Dependent Care FSA) Paid Time Off and Holidays 401k Retirement Plan with Matching Employer Contributions Life and Accidental Death & Dismemberment (AD&D) Insurance Paid Leaves Tuition Assistance About Regal Rexnord Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools. The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture. Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com. Equal Employment Opportunity Statement Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email ***************************. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail ***************************. Equal Employment Opportunity Posters Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link. Job Description Do you want to be groomed to move into a Vice Presidents role and do you want this to be the Last Resume you'll need? Put your graduate degree to work in this HR Manager position. Our client is a highly successful financial services firm providing financial services to high net worth individuals. The Human Resources Manager will administer all Human Resources policies and procedures. They will oversee recruiting, payroll, professional development and job performance evaluations. The Human Resources Manager will report directly to the VP Insurance Services & Human Resources You will be responsible for: Supervises HR staff and administers Human Resources policies, procedures and oversees staff development. Supervises staff and client benefits. This is what you need to be considered: Graduate Degree in HR or a related major, with high scholastic achievement. Minimum of 10 years in a Human Resources operational role, with at least 5 years in a leadership/managerial role, with strong development and organizational skills Experience working with Microsoft Office and HRIS (HR Information System) Experience in a service related field, i.e. law firm, CPA firm, investment firm... etc Additional Information All your information will be kept confidential according to EEO guidelines. Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link.

Job Summary: The Director of Human Resources is a strategic leader responsible for developing and executing HR strategies that support the organization's strategies, culture, and long-term goals. This role oversees all aspects of human resources operations, including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. The Director partners closely with executive leadership to cultivate a high-performing, inclusive, engaged workforce, as well as all other duties as assigned. Primary Responsibilities: Strategic Leadership Develop and implement HR strategies aligned with organizational goals. Advise senior leadership on workforce planning, organizational structure, and change management. Lead initiatives that strengthen company culture and employee engagement. Talent acquisition & management Oversee full-cycle recruitment to attract and retain top talent. Establish effective onboarding programs that promote early employee success. Guide managers in performance management, coaching, and talent development. Employee Relations Serve as a trusted advisor on complex employee relations issues. Ensure consistent and fair application of policies and procedures. Foster an environment that encourages communication, collaboration, and conflict resolution. Compensation & Benefits Develop competitive compensation structures aligned with market trends. Oversee administration of employee benefits programs. Ensure pay equity and compliance with compensation regulations. Compliance & Risk Management Maintain compliance with all federal, state, and local employment laws. Ensure accurate and timely reporting, recordkeeping, and audits. Mitigate organizational risk through effective policy development and training. Primary Responsibilities: Training & Development Identify, create and administer learning and development programs. Support leadership development and succession planning efforts. Promote continuous improvement and professional growth across the organization. HR Operations Oversee HR systems, data accuracy, and reporting. Manage vendor relationships and evaluate HR systems. Develop and maintain HR metrics to support data-driven decision-making. Qualifications & Experience Bachelor's degree in human resources, business administration, or related field (master's preferred). Minimum of eight years of progressive HR experience, with at least three years in a leadership role. HR Certifications (SHRM-SCP, SPHR) are strongly preferred. Experience in a manufacturing environment preferred. Multisite experience a plus. Strong knowledge of employment law and HR best practices. Exceptional leadership, communication, and interpersonal skills. Ability to balance strategic vision with hands-on execution. Proven success in managing organizational change and driving cultural initiatives. Excellent analytical skills, with the ability to interpret HR metrics and insights. Must be able to perform the essential functions of the position with or without accommodation.

Department: Human Resources Reports To: Chief Human Resources Officer (CHRO) Schedule: Part Time, 25 to 30 hours per week FLSA: Non-Exempt Individual Contributor Compensation Range: $20.00-$26.00 About Achievement Centers for Children (ACC) Achievement Centers for Children is a Cleveland area nonprofit that helps children and young adults with disabilities and their families achieve and thrive. We deliver therapy, education, recreation, and family support programs across Northeast Ohio. Our teams partner closely with schools, families, and community organizations to deliver practical support and meaningful outcomes. We value compassion, accountability, inclusion, collaboration, and excellence. Role Summary The HR Partner, Talent Acquisition is the single point of accountability for hiring and first year integration for assigned departments. This role leads the candidate to employee journey from requisition intake through sourcing, structured interviews, offer, pre-boarding, and day one readiness. After acceptance, the HR Partner guides each new hire through a defined first year success plan in partnership with the manager. Success is measured by time to slate, time to accept, offer acceptance, ninety day and one year retention, and hiring manager and new hire satisfaction. Essential Duties and Responsibilities Own requisition intake for assigned departments within two business days and confirm must haves, success profile, interview panel, and decision rules Build and manage a recruiting plan for each role, including source mix, outreach list, posting plan, and first slate target by date Run structured screens and interviews using scorecards and drive timely selection decisions Prepare offers aligned to approved compensation bands and internal equity, documenting approvals for any exceptions, and close candidates with urgency and care Create a First Year Success Plan for every accepted offer and lead manager check ins at day 30, day 60, day 90, month 6, and month 12 Surface and resolve early risk flags (attendance, access, performance, or fit) by convening the manager and HR Operations within 48 hours Coordinate with HR Operations to ensure preboarding completion and day one readiness Maintain accurate and current data in the ATS and HRIS, including status notes, next actions, and dates; publish weekly funnel and first year cohort updates Translate recruiting and retention insights into specific recommendations that improve pass through, aging, acceptance, and early attrition Ongoing Duties and Responsibilities Maintain strict confidentiality of employee and agency information and use sound judgment in all communications Represent ACC with professionalism, courtesy, and accuracy in all interactions Follow all agency policies and procedures, including timekeeping, safety, and appropriate use of systems and equipment Demonstrate integrity, accountability, and respect; build trust and model positive human relations Practice inclusive behaviors and support a culture where all employees feel valued and heard Participate in required training and pursue continuous learning Identify process issues and propose practical improvements that increase speed, quality, or compliance Required Qualifications Education Associate degree required or equivalent experience Bachelor s degree in business, human resources, or related field preferred Experience Three or more years of full cycle recruiting experience with measurable outcomes (speed, quality, offer acceptance) Hands on experience using an applicant tracking system and HRIS for notes, reporting, and workflow management Experience with structured interviewing, scorecards, and basic compensation knowledge Equal Opportunity Employer Achievement Centers for Children is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Corporate Human Resources Manager ALL Erection & Crane Rental Corp. Independence, OH - 44131 The Human Resources Manager will serve as a strategic business leader reporting directly to the President, and is responsible for the development and oversight of the Company's HR programs, processes, and policies. The Human Resources Manager will contribute to organization-wide HR initiatives regarding engagement, organizational design, talent acquisition, development and performance management, as well as total rewards programs and practices. The Human Resources Manager will play a key role in setting and executing human resources strategy and supporting the goals of the Company. The Human Resources Manager must be able to connect easily with the people of the organization at all levels and have a pragmatic but compassionate approach for handling the personal and dynamic nature of today's workforce. This is an onsite, full-time exempt position with comprehensive Benefits located at our corporate headquarters in Independence, Ohio. Responsibilities and Duties Effectively manage and oversee the daily objectives of the Human Resources team. Oversee team members' individual performance, which includes ongoing coaching, development, and meeting objectives through the annual review process. Lead by example through ongoing communication, teaching, and training of HR team. Actively lead team meetings and process improvement initiatives to continuously improve work productivity, quality and efficiency of the team. Lead employee relations function within the Company, specifically related to employee performance, coaching, and making recommendations and decisions to support supervisors and management through the corrective action or development process. Advise management and employees of their rights and obligations in employee relations matters. Ensure the Company's mission, vision, and values are represented in HR policies and actions, and are applied thoughtfully and consistently. Conduct and participate in employee investigations. Ensure proper retention of documentation. Oversee ongoing development and training of performance management process. Create, review, and evaluate Company policies and practices to ensure compliance with federal and state laws. Analyze trends and metrics. Partner with management to develop solutions related to personnel issues and/or development needs. Lead employee retention and engagement efforts. Assist in the development and execution of the talent management process. Lead the talent acquisition function and process improvement initiatives. Champion the new hire, onboarding and ongoing training and development process by ensuring that it's high-quality, up to date, and provides clarity and connection for employees so their roles serve the Company's overall business vision. Oversee the HRIS system and maintenance of personnel documentation. Maintain and enhance total reward programs offered by the Company including Employee Benefits, Insurance Programs, Compensation Practices, Bonus Programs, Vacation/Time Off Policies, Retirement Programs, and Wellness Program. Create and maintain a compensation strategy for all employees based on market research and pay surveys, ensuring legal compliance and defensibility. Conduct regular salary reviews and propose compensation recommendations to support attracting and retaining talent. Manage and certify compliance with all required background checks. Ensure drug-free workplace and safety requirements are met and exceeded in conjunction with Risk Management goals. Handle confidential matters with discretion and appropriate compassion. Ensure compliance with all Company policies and procedures. Other duties as assigned. Qualifications and Skills Bachelor's degree in business administration, human resources or related field required. 5+ years of progressive Human Resources experience (such as in a generalist or specialist capacity) required. 3+ years of experience working in a people management or leadership capacity required. 3+ years of experience in labor relations and/or construction industry highly preferred. PHR/SPHR certification preferred. Proficiency in Microsoft Excel required. Demonstrated knowledge of applicable federal and state regulations and administration as well as HR administrative best practices, HR technology, and general employment practices. Exceptional communication and interpersonal skills and an ethical mindset. Strong problem-solving and conflict-resolution skills. Ability to develop and manage successful and collaborative interpersonal relationships at all levels of the Company required. Experience utilizing an HRIS system required; UKG/UltiPro experience preferred. Benefits Competitive salary. Paid Time Off and Holidays. Comprehensive Benefits Plans (Medical, Dental, Life and Disability Insurance). 401(k) retirement plan with company match. ALL Family of Companies The ALL Family of Companies and its affiliated branches are Equal Opportunity Employers with competitive wage and benefits packages in a drug-free environment. The ALL Family of Companies is the largest privately-owned crane rental and sales enterprise in North America, with 29 strategically located branches operating under the ALL, Central, Dawes, and Jeffers names - including specialized divisions for aerial lifts, boom trucks (ALT Sales), and parts. Since 1964, the ALL Family has been a leader in the lift industry - with market strengths that include commercial construction, roads & bridges, power generation, plants & processing, facility maintenance, and more. We're ALL you need The ALL Family of Companies is an Equal Opportunity Employer - M/F/Veteran/Disability/Sexual Orientation/Gender Identity.

Job Description Corporate Human Resources Manager ALL Erection & Crane Rental Corp. Independence, OH - 44131 The Human Resources Manager will serve as a strategic business leader reporting directly to the President, and is responsible for the development and oversight of the Company's HR programs, processes, and policies. The Human Resources Manager will contribute to organization-wide HR initiatives regarding engagement, organizational design, talent acquisition, development and performance management, as well as total rewards programs and practices. The Human Resources Manager will play a key role in setting and executing human resources strategy and supporting the goals of the Company. The Human Resources Manager must be able to connect easily with the people of the organization at all levels and have a pragmatic but compassionate approach for handling the personal and dynamic nature of today's workforce. This is an onsite, full-time exempt position with comprehensive Benefits located at our corporate headquarters in Independence, Ohio. Responsibilities and Duties Effectively manage and oversee the daily objectives of the Human Resources team. Oversee team members' individual performance, which includes ongoing coaching, development, and meeting objectives through the annual review process. Lead by example through ongoing communication, teaching, and training of HR team. Actively lead team meetings and process improvement initiatives to continuously improve work productivity, quality and efficiency of the team. Lead employee relations function within the Company, specifically related to employee performance, coaching, and making recommendations and decisions to support supervisors and management through the corrective action or development process. Advise management and employees of their rights and obligations in employee relations matters. Ensure the Company's mission, vision, and values are represented in HR policies and actions, and are applied thoughtfully and consistently. Conduct and participate in employee investigations. Ensure proper retention of documentation. Oversee ongoing development and training of performance management process. Create, review, and evaluate Company policies and practices to ensure compliance with federal and state laws. Analyze trends and metrics. Partner with management to develop solutions related to personnel issues and/or development needs. Lead employee retention and engagement efforts. Assist in the development and execution of the talent management process. Lead the talent acquisition function and process improvement initiatives. Champion the new hire, onboarding and ongoing training and development process by ensuring that it's high-quality, up to date, and provides clarity and connection for employees so their roles serve the Company's overall business vision. Oversee the HRIS system and maintenance of personnel documentation. Maintain and enhance total reward programs offered by the Company including Employee Benefits, Insurance Programs, Compensation Practices, Bonus Programs, Vacation/Time Off Policies, Retirement Programs, and Wellness Program. Create and maintain a compensation strategy for all employees based on market research and pay surveys, ensuring legal compliance and defensibility. Conduct regular salary reviews and propose compensation recommendations to support attracting and retaining talent. Manage and certify compliance with all required background checks. Ensure drug-free workplace and safety requirements are met and exceeded in conjunction with Risk Management goals. Handle confidential matters with discretion and appropriate compassion. Ensure compliance with all Company policies and procedures. Other duties as assigned. Qualifications and Skills Bachelor's degree in business administration, human resources or related field required. 5+ years of progressive Human Resources experience (such as in a generalist or specialist capacity) required. 3+ years of experience working in a people management or leadership capacity required. 3+ years of experience in labor relations and/or construction industry highly preferred. PHR/SPHR certification preferred. Proficiency in Microsoft Excel required. Demonstrated knowledge of applicable federal and state regulations and administration as well as HR administrative best practices, HR technology, and general employment practices. Exceptional communication and interpersonal skills and an ethical mindset. Strong problem-solving and conflict-resolution skills. Ability to develop and manage successful and collaborative interpersonal relationships at all levels of the Company required. Experience utilizing an HRIS system required; UKG/UltiPro experience preferred. Benefits Competitive salary. Paid Time Off and Holidays. Comprehensive Benefits Plans (Medical, Dental, Life and Disability Insurance). 401(k) retirement plan with company match. ALL Family of Companies The ALL Family of Companies and its affiliated branches are Equal Opportunity Employers with competitive wage and benefits packages in a drug-free environment. The ALL Family of Companies is the largest privately-owned crane rental and sales enterprise in North America, with 29 strategically located branches operating under the ALL, Central, Dawes, and Jeffers names - including specialized divisions for aerial lifts, boom trucks (ALT Sales), and parts. Since 1964, the ALL Family has been a leader in the lift industry - with market strengths that include commercial construction, roads & bridges, power generation, plants & processing, facility maintenance, and more. We're ALL you need The ALL Family of Companies is an Equal Opportunity Employer - M/F/Veteran/Disability/Sexual Orientation/Gender Identity.

Corporate Human Resources Manager ALL Erection & Crane Rental Corp. Independence, OH - 44131 The Human Resources Manager will serve as a strategic business leader reporting directly to the President, and is responsible for the development and oversight of the Company's HR programs, processes, and policies. The Human Resources Manager will contribute to organization-wide HR initiatives regarding engagement, organizational design, talent acquisition, development and performance management, as well as total rewards programs and practices. The Human Resources Manager will play a key role in setting and executing human resources strategy and supporting the goals of the Company. The Human Resources Manager must be able to connect easily with the people of the organization at all levels and have a pragmatic but compassionate approach for handling the personal and dynamic nature of today's workforce. This is an onsite, full-time exempt position with comprehensive Benefits located at our corporate headquarters in Independence, Ohio. Responsibilities and Duties * Effectively manage and oversee the daily objectives of the Human Resources team. * Oversee team members' individual performance, which includes ongoing coaching, development, and meeting objectives through the annual review process. * Lead by example through ongoing communication, teaching, and training of HR team. * Actively lead team meetings and process improvement initiatives to continuously improve work productivity, quality and efficiency of the team. * Lead employee relations function within the Company, specifically related to employee performance, coaching, and making recommendations and decisions to support supervisors and management through the corrective action or development process. * Advise management and employees of their rights and obligations in employee relations matters. * Ensure the Company's mission, vision, and values are represented in HR policies and actions, and are applied thoughtfully and consistently. * Conduct and participate in employee investigations. * Ensure proper retention of documentation. * Oversee ongoing development and training of performance management process. * Create, review, and evaluate Company policies and practices to ensure compliance with federal and state laws. * Analyze trends and metrics. * Partner with management to develop solutions related to personnel issues and/or development needs. * Lead employee retention and engagement efforts. * Assist in the development and execution of the talent management process. * Lead the talent acquisition function and process improvement initiatives. * Champion the new hire, onboarding and ongoing training and development process by ensuring that it's high-quality, up to date, and provides clarity and connection for employees so their roles serve the Company's overall business vision. * Oversee the HRIS system and maintenance of personnel documentation. * Maintain and enhance total reward programs offered by the Company including Employee Benefits, Insurance Programs, Compensation Practices, Bonus Programs, Vacation/Time Off Policies, Retirement Programs, and Wellness Program. * Create and maintain a compensation strategy for all employees based on market research and pay surveys, ensuring legal compliance and defensibility. * Conduct regular salary reviews and propose compensation recommendations to support attracting and retaining talent. * Manage and certify compliance with all required background checks. * Ensure drug-free workplace and safety requirements are met and exceeded in conjunction with Risk Management goals. * Handle confidential matters with discretion and appropriate compassion. * Ensure compliance with all Company policies and procedures. * Other duties as assigned. Qualifications and Skills * Bachelor's degree in business administration, human resources or related field required. * 5+ years of progressive Human Resources experience (such as in a generalist or specialist capacity) required. * 3+ years of experience working in a people management or leadership capacity required. * 3+ years of experience in labor relations and/or construction industry highly preferred. * PHR/SPHR certification preferred. * Proficiency in Microsoft Excel required. * Demonstrated knowledge of applicable federal and state regulations and administration as well as HR administrative best practices, HR technology, and general employment practices. * Exceptional communication and interpersonal skills and an ethical mindset. * Strong problem-solving and conflict-resolution skills. * Ability to develop and manage successful and collaborative interpersonal relationships at all levels of the Company required. * Experience utilizing an HRIS system required; UKG/UltiPro experience preferred. Benefits * Competitive salary. * Paid Time Off and Holidays. * Comprehensive Benefits Plans (Medical, Dental, Life and Disability Insurance). * 401(k) retirement plan with company match. ALL Family of Companies The ALL Family of Companies and its affiliated branches are Equal Opportunity Employers with competitive wage and benefits packages in a drug-free environment. The ALL Family of Companies is the largest privately-owned crane rental and sales enterprise in North America, with 29 strategically located branches operating under the ALL, Central, Dawes, and Jeffers names - including specialized divisions for aerial lifts, boom trucks (ALT Sales), and parts. Since 1964, the ALL Family has been a leader in the lift industry - with market strengths that include commercial construction, roads & bridges, power generation, plants & processing, facility maintenance, and more. We're ALL you need The ALL Family of Companies is an Equal Opportunity Employer - M/F/Veteran/Disability/Sexual Orientation/Gender Identity.

The HR Technology and Automation Lead (ADP Workforce Now) is responsible for owning and optimizing the organization's HR technology ecosystem, with primary focus on ADP Workforce Now and HRIS leadership for the Tress Revolution platform supporting Mexico. The role partners closely with the Global Payroll Manager, and Canada, Asia, Europe and Mexico HR/Payroll teams to ensure accurate configuration, data integrity, and automation. Key Responsibilities: Serve as the primary technical owner and subject matter expert for ADP Workforce Now and AwardCo configuration across HR, time and attendance, benefits, talent, and payroll related modules, while the Global Payroll Manager owns payroll operations and processing. Partner with the Global Payroll Manager to design and maintain system configurations, earnings and deduction codes, tax setups, and time interfaces that enable efficient and compliant payroll processing, without directly running payroll cycles. Lead the design, configuration, testing, and deployment of new ADP WN functionality, enhancements, and integrations with third-party systems (e.g., ATS, benefits carriers, finance/ERP). Develop and maintain complex workflows, business rules, security roles, and automation to streamline HR and payroll processes and reduce manual work. Create, optimize, and schedule advanced reports, dashboards, and analytics (e.g., headcount, turnover, compliance, payroll audits) to support business and HR decision-making. Oversee system data governance, including data standards, data quality monitoring, and remediation of data integrity issues. Lead full system lifecycle activities: requirements gathering, solution design, configuration, regression testing, user acceptance testing, documentation, and change management. Troubleshoot system issues, coordinate resolution with internal stakeholders and external vendors, and provide rootcause analysis and permanent fixes. Design and maintain integrations and data interfaces (e.g., APIs, SFTP, flat files) between ADP WN and internal/external systems, collaborating closely with IT. Develop and deliver training, job aids, and knowledge articles for HR, payroll, managers, and employees to drive effective use of ADP WN and related tools. Monitor legislative and regulatory changes impacting HR and payroll configuration and ensure system compliance (e.g., tax, wage and hour, benefits, leave). Evaluate new ADP WN features, releases, and related HR technologies, recommending and prioritizing enhancements that increase automation and user experience. Partner with HR, Payroll, Finance, and business leaders to identify process improvement opportunities and translate them into technical solutions in ADP WN. Manage small to midsize HR technology projects and contribute to larger enterprise initiatives. Collaborate with Global Payroll to perform pre and post payroll data validations and to build payroll audit and reconciliation reports, ensuring data integrity while leaving final payroll approval and submission to the Global Payroll team Develop and maintain reports and dashboards in Tress Revolution for headcount, turnover, compliance, and payroll supporting analytics for the Mexico organization. Required qualifications: Bachelor's degree in Human Resources, Information Systems, Business, Computer Science, or related field (or equivalent experience). Minimum 5+ years of hands-on configuration and administration experience with ADP Workforce Now in a mid to largescale environment, including multiple modules. Proven experience owning HRIS/HR technology platforms, with direct responsibility for configuration, testing, integrations, and production support. Strong technical proficiency with: ADP WN workflows, security, and automation Advanced reporting and analytics (ADP reports, custom queries, data extracts) Data mapping, file layouts, and interface/integration design Demonstrated experience leading system upgrades, new module implementations, or major process redesigns within ADP WN. Solid understanding of HR, benefits, payroll, and time and attendance processes and compliance requirements. Strong analytical and problem-solving skills with the ability to translate business requirements into scalable technical solutions. Excellent communication and stakeholder management skills to work with HR, payroll, finance, IT, and external vendors. Ability to manage multiple initiatives and support requests simultaneously in a fast paced environment. Preferred qualifications Experience with scripting, APIs, or integration tools used with ADP Workforce Now (or similar HRIS). Experience designing automation and self-service solutions for managers and employees. Background supporting multistate or multi-entity payroll environments. HR, HRIS, or payroll certifications (e.g., PHR/SPHR, SHRMCP/SCP, HRIP, CPP) are a plus. Experience configuring and supporting HRIS or payroll platforms for Latin America, preferably including Tress or similar systems used in Mexico. Compensation The position has a compensation package inclusive of base, bonus (if eligible), benefits, 401k contribution, time off, recognition awards and more. This salary range is $85,000-$100,000. Benefits and Perks The Highlights: All around competitive culture where together we strive to: Approach each day with a tenacious curiosity Communicate openly and honestly- internally and externally Work hard, take risks, fail fast…learn and move on Embrace diversity and welcome opposing thoughts Empower and develop each other We have an open and inclusive culture where you'll learn and grow through programs and resources like: Quarterly company all employee meetings Management and Leadership development Initiatives and special projects with executive leadership exposure Access to top-notch learning courses through LinkedIn Learning Regular manager check-ins to drive performance and career growth Our more standard benefits Full-time exempt roles have a Permissive Time Off Policy, giving you flexibility to rest, relax and recharge away from work Paid Company Holidays A comprehensive benefits plan including medical, dental, life, vision, disability, and life insurance 401(k) retirement program with a fully vested immediate company match Flexible Spending Account options for pre-tax employee allocations Equal Opportunity Employer Current is an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by law. All employment is decided on the basis of qualifications, merit, and business need. At Current, we are Always On and working to improve lives with the industry's most expansive portfolio of sustainable advanced lighting and intelligent controls that reliably meet our customers' needs. Learn more at CurrentLighting.com

About Client: They help in transforming the leading organizations and communities around the world. Organizations infrastructure and culture is amazing. Best place!! Job Title: Human Resources Manager Job Level: Mid - Senior Level Job Location: Sandusky, OH Job Description: Holding 8+ years in HR admin role Experience in Federal and State laws applicable to wages, hours, working conditions, safety, labor relations and etc Holding PHR or SPHR certification Provide advice, interpretation and counsel to management and employees Proactive approach to maintaining constructive and productive relationships with the union Recommend/administer discipline Additional Information All your information will be kept confidential according to EEO guidelines.

At STERIS, we help our Customers create a healthier and safer world by providing innovative healthcare and life science product and service solutions around the globe. Are you looking for a company that prioritizes both its Customers and its Associates? A place where your HR expertise and ideas truly make an impact? Join us and take the next step in shaping your career as an HR leader. In this individual contributor role, you'll partner closely with leadership across our Procedural Sales Organization-comprising 250+ field-based Associates. You'll help drive the strategic direction of the business by aligning HR initiatives with organizational goals, with a focus on talent development, employee relations, engagement, and core HR operations. Location & Travel Requirements * This role will be based in our Mentor, OH office with option for a hybrid schedule. * Additionally, domestic travel is expected up to 10-15%. What You'll Do as an HR Manager * Serve as an HR partner to assigned client groups, supporting associates and leaders through talent management, leadership development, organizational effectiveness, reporting/analytics, and championing HR initiatives. * Advise leadership on all Human Resources issues and initiatives impacting the organization's business goals and objectives. * Drive performance management initiatives including training members of the leadership team across the business. * Act as a coach to managers on employee performance, talent development, employee relations issues and other people management priorities. * In conjunction with our business partners, develop communication and change initiatives to align associates with the business goals and objectives and to address employee concerns. * Develop and manage talent acquisition/ retention programs, work force planning initiatives, and facilitate the business unit succession planning processes. * Provide leadership and guidance to ensure performance metrics and performance guidance processes are in place. Provide support to the management team for developing talent management strategy around talent assessment, succession planning, coaching and development. The Experience, Skills and Abilities Needed Required: * Bachelor's degree. * 5+ years of progressive experience working as an HR Business Partner with demonstrated success in all generalist areas of HR support, including talent acquisition, performance, talent management, compensation, HR systems, processes and procedures, succession planning, employee development and training, employee relations and other HR competencies. * Willingness to travel domestically up to 10-15%. Preferred: * PHR certification. * Experience supporting a decentralized workforce. Skills: * Works independently, partnering with assigned business / location and HR Director for overall business group. * Strategic HR partnership and innovation * Senior leadership collaboration * Coaching and problem-solving * Relationship building * Business and people acumen * Accountability and leadership * Critical thinking and decision-making * Training delivery and presentation skills * Proficiency in Microsoft Office and HRIS systems * Ability to work in a hybrid environment * Aligns goals, programs, initiatives with strategic business goals * Performance management, talent development, recruitment, ER issues, HR metrics and data accuracy for assigned area What STERIS Offers We value our employees and are committed to providing a comprehensive benefits package that supports your health, well-being and financial future. Here is a brief overview of what we offer: * Market Competitive Pay * Extensive Paid Time Off and (9) added Holidays * Excellent Healthcare, Dental and Vision Benefits * Long/Short Term Disability Coverage * 401(k) with a company match * Maternity and Paternity Leave * Additional add-on benefits/discounts for programs such as Pet Insurance * Tuition Reimbursement and continued education programs * Excellent opportunities for advancement in a stable long-term career #LI-SA2 #ZRSA-1 #LI-Hybrid Pay range for this opportunity is $90,737.50 - $110,000. This position is eligible for bonus participation. Minimum pay rates offered will comply with county/city minimums, if higher than range listed. Pay rates are based on a number of factors, including but not limited to local labor market costs, years of relevant experience, education, professional certifications, foreign language fluency, etc. STERIS offers a comprehensive and competitive benefits portfolio. Click here for a complete list of benefits: STERIS Benefits Open until position is filled. STERIS is a leading global provider of products and services that support patient care with an emphasis on infection prevention. WE HELP OUR CUSTOMERS CREATE A HEALTHIER AND SAFER WORLD by providing innovative healthcare and life sciences products and services around the globe. For more information, visit *************** If you need assistance completing the application process, please call ****************. This contact information is for accommodation inquiries only and cannot be used to check application status. STERIS is an Equal Opportunity Employer. We are committed to equal employment opportunity to ensure that persons are recruited, hired, trained, transferred and promoted in all job groups regardless of race, color, religion, age, disability, national origin, citizenship status, military or veteran status, sex (including pregnancy, childbirth and related medical conditions), sexual orientation, gender identity, genetic information, and any other category protected by federal, state or local law. We are not only committed to this policy by our status as a federal government contractor, but also we are strongly bound by the principle of equal employment opportunity. The full affirmative action program, absent the data metrics required by § 60-741.44(k), shall be available to all employees and applicants for employment for inspection upon request. The program may be obtained at your location's HR Office during normal business hours.