Human resources business partner jobs in Lancaster, PA

Job Description About the Company: Centennial, Inc is partnering with a leading full-service distributor seeking a talented, enthusiastic, and customer-focused Director of HR. This full-service distributor of plumbing, HVAC, PVF, and hydronic supplies has 42 branches and 470+ employees guided by the mission to “Create Enthusiastic Customers” and core values of Customer, Accountability, Excellence, and Results. This position is an onsite role in Lancaster, PA. Role Overview: The HR leader will oversee all aspects of human resources, aligning strategies with the company's mission and values. This role combines strategic vision and hands-on execution, managing HR operations, policies, and programs that drive growth, employee engagement, and compliance. Key Responsibilities: Develop and execute HR strategy that supports business goals and fosters a high-performance culture. Lead HR team (Recruiting & Training Specialist, HR Generalists, Benefits Specialist). Oversee talent acquisition, onboarding, performance management, compensation, benefits, and employee engagement. Ensure compliance with employment laws and regulations. Use HR metrics and systems (UKG, Epicor-Eclipse, Microsoft 365) to support data-driven decisions. Champion employee initiatives, employee well-being, and succession planning. Manage HR budget, ROI on initiatives, and risk management participation. Represent HR strategy in board updates, industry events, and executive planning sessions. Up to 10% travel to regions/branches requiring some overnight stays; travel to industry-related conferences and training requiring some extended stays. Key Deliverables: Execute HR strategic plan on time and within budget. Drive employee engagement, retention, and talent development. Maintain compliance, risk management, and effective benefits administration. Provide HR updates to the Board and contribute to strategic planning. Foster a culture of accountability, excellence, and results. Requirements for Success: Bachelor's degree in HR or related field (advanced degree preferred). 15+ years progressive HR experience, 10+ years in leadership. Proven record in HR strategy, compliance, employee engagement, and organizational development. Strong leadership, communication, analytical, and problem-solving skills. Proficiency with HCM/HRIS systems; SHRM-SCP or SPHR certification preferred. Ability to balance strategic initiatives with hands-on HR leadership.

Job Description About the Company Join a rapidly growing home services company with over $100M in revenue and a strong trajectory of expansion. We are seeking a strategic HR Business Partner to help shape our people strategy and support leadership during this exciting growth phase. Role Overview The HR Business Partner will serve as a trusted advisor to leadership, driving initiatives that enhance employee development, performance management, and organizational effectiveness. This role will oversee the recruiting department (without direct recruiting responsibilities), guide HR operations, and lead the transition to a more robust HRIS platform. Key Responsibilities Partner with leadership to develop and implement strategies for employee development, performance management, and engagement. Track and analyze HR metrics to inform decision-making and improve organizational performance. Oversee the recruiting function, ensuring alignment with business goals and optimal team performance. Lead the rollout and integration of a new HRIS platform, ensuring smooth adoption and data integrity. Ensure compliance with HR regulations, standards, and best practices. Serve as a resource for managers on coaching, employee relations, and organizational development. Experience 5+ years in HR roles (HRBP or similar). Candidates with less experience but strong skills will be considered. Strong knowledge of performance management, employee development, and HR metrics. Experience overseeing recruiting teams or functions. Familiarity with HRIS implementation and system transitions. Solid understanding of HR compliance and regulatory requirements. Excellent communication and leadership skills. Ability to work on-site in Lancaster, PA, five days per week. #zrsep

Apply now Penn State Health - Penn State Health Corporation Work Type: Full Time FTE: 1.00 Shift: Day Hours: Monday - Friday Daytime Recruiter Contact: Nicole Cox at [email protected] The Manager/Executive Human Resources Strategic Business Partner (HRBP) is a leadership role responsible for advising executive teams on alignment of human resources strategy with business objectives across designated clinical and operational areas. Serving as a key member of the leadership team, the HRBP collaborates with executive stakeholders to drive organizational performance, workforce planning, leadership development, and data-driven decision-making to enhance both employee and patient outcomes. This is a hybrid role, primarily on-site, with the location depending on your assigned region with the Central Pennsylvania area. MINIMUM QUALIFICATION(S): * Bachelor's degree in Business Administration, Healthcare Administration, Human Resources, or related field. * Seven (7) years related experience, with at least two (2) years providing strategic HR advisement to executive leaders in a complex healthcare environment. * Proven ability to drive HR strategy in alignment with organizational goals and operational priorities. * Experience with change management, organizational development, and workforce planning. PREFERRED QUALIFICATION(S): * Master's degree * Professional HR certification (e.g., SHRM-SCP, SPHR) WHY PENN STATE HEALTH? Penn State Health offers exceptional opportunities to learn and grow, exposure to a wide patient population, and the ability to provide individualized, innovative, and specialized care to patients in the community. Penn State Health offers an exceptional benefits package including medical, dental and vision with no waiting period as well as a Total Rewards Program that highlights a few of the many additional offerings below: * Be Well with Employee Wellness Programs, and Fitness Discounts (University Fitness Center, Peloton). * Be Balanced with Generous Paid Time Off, Personal Time, and Paid Parental Leave. * Be Secured with Retirement, Extended Illness Bank, Life Insurance, and Identity Theft Protection. * Be Rewarded with Competitive Pay, Tuition Reimbursement, and PAWS UP employee recognition program. * Be Supported by the HR Solution Center, Learning and Organizational Development and Virtual Benefits Orientation, Employee Exclusive Concierge Service for scheduling. WHY PENN STATE HEALTH CORPORATION? There are many ways to make an impact with one of the leading research, teaching, and clinical healthcare systems in the country. Through a combination of operational, corporate, clinical, and nonclinical roles, we are advancing excellence and innovation in health care together as one team. As Penn State Health continues to evolve for the future, we are committed to hiring dedicated employees who are passionate about delivering the best possible support across our entire integrated health system. Within Penn State Health's Shared Services Entity, we encourage our employees at every turn to continue their education and advancement. Numerous opportunities are available for professional development and career growth. YOU TAKE CARE OF THEM. WE'LL TAKE CARE OF YOU. State-of-the-art equipment, endless learning, and a culture of excellence - that's Penn State Health. But what makes our healthcare award-winning? That's all you. This job posting is a general outline of duties performed and is not to be misconstrued as encompassing all duties performed within the position. Eligibility for shift differential pay based on the terms outlined in company policy or union contract. All individuals (including current employees) selected for a position will undergo a background check appropriate for the position's responsibilities. Penn State Health is an Equal Opportunity Employer and does not discriminate on the basis of any protected class including disability or veteran status. Penn State Health's policies and objectives are in direct compliance with all federal and state constitutional provisions, laws, regulations, guidelines, and executive orders that prohibit or outlaw discrimination. Union: Non Bargained Apply now Join our Penn State Health Talent Network Get job alerts tailored to your interests and updates on new roles delivered to your inbox. Sign Up Now

Who We Are… At Fenner Precision Polymers, a Michelin Group company, we're committed to delivering high-performance solutions that power critical applications across industries. Our culture is built on safety, innovation, continuous improvement, and a shared dedication to excellence. We value teamwork, adaptability, and a positive work environment where every employee plays a vital role in our success. What We Offer… At Fenner, you're more than just an employee, you're part of a global team that values your voice, supports your growth, and celebrates your contributions. We offer: Competitive pay with shift differentials and bonuses Day-one Medical, Dental, and Vision coverage 401(k) match immediately vested with the company 100% Paid Parental Leave Michelin Stock Purchase Program Michelin Tire Rebate Program Career Development in a Global Organization A Culture Built on Trust, Respect, and Empowerment Be part of a company that values your contribution and invests in your future What You'll Be Doing… As a key member of our HR team, you will be responsible: Talent Acquisition (60%) Lead full-cycle recruitment for roles ranging from direct labor to senior management. Partner with hiring managers and HR leadership to define staffing needs and develop job descriptions. Source candidates through various channels including job boards, referrals, and recruitment agencies. Conduct behavioral-based interviews and assess candidates for cultural fit and qualifications. Manage applicant tracking systems and ensure compliance with legal hiring practices. Coordinate interview scheduling, candidate communication, and onboarding processes. Implement talent acquisition strategies and employer branding initiatives. Conduct new hire orientations and support onboarding activities. HR Partnership (40%) Serve as a trusted advisor to business leaders, providing guidance on HR policies, employee relations, performance management, and organizational development. Conduct regular meetings with business units to assess HR needs and provide proactive solutions. Analyze HR trends and metrics to develop and implement programs that support business goals. Support workforce planning, succession planning, and organizational restructuring. Provide coaching and career development support to managers and employees. Ensure compliance with federal, state, and local employment laws and regulations. HRIS & Process Ownership Serve as the functional owner of recruiting and onboarding modules within the HRIS system. Ensure process adherence and data integrity across all talent acquisition and HR functions. Employee Engagement & Development Identify training needs and coordinate learning and development initiatives. Support employee engagement strategies to improve morale, retention, and productivity. Participate in the evaluation and success measurement of training programs. Environmental Health & Safety (EHS) Promote and model safe work practices in alignment with company EHS policies. Participate in safety audits, risk assessments, and incident investigations. Encourage a culture of safety and accountability across all HR and recruitment activities. What We're Looking For… We're seeking a team member who has: Bachelor's Degree in Human Resources, Business Administration, or related field 2-4 years of progressive HR experience, including talent acquisition and employee relations. Experience with applicant tracking systems and HRIS platforms. Strong understanding of employment law, compensation practices, and organizational development. Excellent interpersonal, communication, and presentation skills. Ability to manage multiple priorities in a fast-paced environment. Strong analytical and problem-solving skills. High level of confidentiality and professionalism. Proficiency in Microsoft Office Suite and scheduling tools. Learn, retain and apply a basic level of technical knowledge about Fenner Inc.'s products and to effectively communicate that information to customers. PHR or SPHR preferred. Certified Staffing Professional (CSP) preferred.

Stryten Energy, a growing team of 2,500 willing and fearless listeners, learners, and problem solvers works to meet the increasing demand for reliable energy storage technologies. Stryten uses a proven plastic injection molding methodology to produce critical automotive, motive, and essential power battery components. Our light industrial facility in West Lampeter Township has 200 employees committed to living our values of Care, Challenge, Commit, Change, and Create. The Human Resources Manager will be responsible for employee/labor relations, staffing, performance management, training and development, and administration of HR policies, procedures and processes in partnership with HR and Business leadership. **Responsibilities** To perform this job successfully, an individual must be able to interact within all levels of the organization to promote strategic alignment with Company policies, goals and objectives. + Advocates positive employee relations and employee engagement through pro-active communications and programs, including employee focus groups, researching and developing best practices, and stimulating employee involvement in all areas. Focus on developing a positive culture of continuous improvement. + Partners with plant staff to assure consistent application of, policies, work rules, and guidelines. Partner with the business and talent acquisition to support the staffing plan and needs of the business. Position is responsible to insure staffing requests/needs to support company goals and objectives according to strategy, headcount and budget. Demonstrate keen understanding of job expectations and competency requirements in order to effectively drive recruiting of positions. + Establishes and maintains department records and reports in accordance to records retention guidelines. Participates in plant staff meetings and attends other meetings as required. + Responsible for conducting confidential investigations regarding employee relations concerns, complaints. Seeks guidance as needed from Corporate Human Resources on risks, resolution and actions. Interpret, apply, and enforce HR policies, procedures and ensure that processes exist and are consistent in all departments. + Serve as key member of HR team, and confidential advisor to leaders on human resource related matters. + Respond and address managers and employees questions/concerns/issues promptly and effectively. + Maintain strong employee relations with managers and employees through fair and consistent application of work rules and policies. + Improve employee engagement and employee relations in order to retain talent through proactive programs, including leadership development and training, supervisory and management training and stimulate employee involvement in all areas. + Provide support for performance management and merit planning processes for respective areas. + Advise managers on employee performance issues, including providing counseling on a development plan, and develop a Performance Improvement Plan if needed. + Identifies key data sources and utilizes data-driven insights about important departmental metrics to improve business decisions. + Facilitate and manage roll out of Corporate and Americas based leadership development and training programs as required. + Ensure compliance with all federal and state requirements such as AAP, EEOC, OFCCP, FMLA, I-9s, etc. + Ability to build relationships and works well across functions. + Employs effective time management skills and meets deadlines. Manages multiple assignments simultaneously and has strong organizational skills. Demonstrates a strong attention to detail. + Demonstrates cross-functional expertise and thrives in a highly complex environment. + Demonstrates prudent judgment when making important decisions by utilizing knowledge of industry best practices and current trends. Works with diverse stakeholders and builds strong, collaborative relationships. Manages competing agendas and priorities across different functional departments. + Has a "can do" attitude and a positive outlook, while minimizing negative behaviors. Demonstrates initiative and resourcefulness as a self-starter. **Qualifications** + Bachelor's degree in Human Resource Management, Labor Management or related field or advanced degree is preferred. + PHR or SPHR is preferred. + 5+ years previous experience in human resource management, including knowledge of compensation practices, employee/labor relations, performance management, employment law, planning and project management. + 3+ years' experience in a Manufacturing Plant HR leadership position required. + Collaborative/team-based management style. + Strong verbal/written communication and interpersonal skills required. + Strong working knowledge of federal and state employment guidelines is required. + Proficient with MS Office Products (Excel, PowerPoint, Project, and Word.) + Proficient with HRIS and Timekeeping Systems. + Ability to handle confidential and sensitive information in a professional manner Strong HR presence, capable of engendering trust and confidence of all elements of the workforce. + Capable of serving as an effective advocate of employee interests. + Strong decision-making skills. + Must be able to multi-task, and handle multiple projects simultaneously, easily adapt to changing situations. + Able to administer and follow all EHS rules and regulations. + Demonstrated track record of achieving or maintaining a positive workplace culture. **Language Skills** + Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. + Ability to write reports, business correspondence, and procedure manuals. + Ability to effectively present information in front of all levels within the organization and respond to questions. + Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. + Bilingual (Spanish) preferred. **Physical Demands** + While performing the duties of this job, the employee will be frequently exposed to fumes, dust, airborne particles, and extreme heat and humidity. + While much work will be performed in an office setting, occasional time may be required in the manufacturing facility, where additional exposure is likely. + Noise levels in the manufacturing facility are usually high. **Environment** + Qualified candidates must be able to sit, stand, walk, bend, and climb with minimal effort. + Occasional light lifting may be required + Must be available to meet with employees who work on 2nd, 3rd, and weekend shifts as needed **Travel** + Occasional overnight travel may be required \#LI-JA **EEO Statement** Stryten Energy is an equal opportunity employer where an applicant's qualifications are considered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or any other basis prohibited by law. **About Statement** Stryten Energy helps solve the world's most pressing energy challenges with a broad range of energy storage solutions across the Essential Power, Motive Power, Transportation, Military and Government sectors. Headquartered in Alpharetta, Georgia, we partner with some of the world's most recognized companies to meet the growing demand for reliable and sustainable energy storage capacity. Stryten powers everything from submarines to subcompacts, microgrids, warehouses, distribution centers, cars, trains and trucks. Our stored energy technologies include advanced lead, lithium and vanadium redox flow batteries, intelligent chargers and energy performance management software that keep people on the move and supply chains running. An industry leader backed by more than a century of expertise, Stryten has The Energy to Challenge the status quo and deliver top-performing energy solutions for today and tomorrow. Learn more atstryten.com. **Job Locations** _PA-Lancaster_ **Requisition ID** _2025-5358_ **Category** _Human Resources_ **Position Type** _Regular Fulltime_ **Address** _829 Paramount Ave._ **_Postal Code_** _17602_ \#stryten

Since 1869, we've connected people through food they love. We're proud to be stewards of amazing brands that people trust. Our portfolio includes the iconic Campbell's brand, as well as Cape Cod, Chunky, Goldfish, Kettle Brand, Lance, Late July, Pacific Foods, Pepperidge Farm, Prego, Pace, Rao's Homemade, Snack Factory, Snyder's of Hanover. Swanson, and V8. Here, you will make a difference every day. You will be supported to build a rewarding career with opportunities to grow, innovate and inspire. Make history with us. Why Campbell's… Benefits begin on day one and include medical, dental, short and long-term disability, AD&D, and life insurance (for individual, families, and domestic partners). Employees are eligible for our matching 401(k) plan and can enroll on the first day of employment with immediate vesting. Campbell's offers unlimited sick time along with paid time off and holiday pay. If in WHQ - free access to the fitness center. Access to on-site day care (operated by Bright Horizons) and company store. Giving back to the communities where our employees work and live is very important to Campbell's. Our “Campbell's Cares” program matches employee donations and/or volunteer activity up to $1,500 annually. Campbell's has a variety of Employee Resource Groups (ERGs) to support employees. How you will make history here... Daily HR Operations - Provide ongoing recruiting support to the plant management team and Talent Acquisition. Employee Relations: Maintain a positive employee relations environment by responding to all employee relations issues and guiding them to successful resolution. Lead training for front-line leaders. Policy and Investigations: Conduct thorough and prompt investigations, interpret and explain Company policy, coach employees as necessary, and ensure that disciplinary action is administered fairly and consistently. Learning and Development: Drive employee learning and development by facilitating workshops and other training programs. Identify plant and individual training needs and develop a curriculum focusing on managerial/supervisory development, diversity and inclusion, new hire selection process, objective setting, etc. Talent Development: Build internal talent by driving the creation, implementation, and execution of high-quality development plans which are directly linked to the annual Succession Planning process. Compensation Management: Manage the compensation process for both hourly and salaried employees. Conduct an annual survey of prevailing hourly wages in the local area; prepare an Hourly Wage Recommendation. s: Partner with the management team to develop job descriptions for open salaried positions; work with Corporate Compensation to identify appropriate levels and salary ranges for these openings. Performance Management: Provide focus and direction for performance management activities. Drive the Hourly Performance Management Program. Lead salaried employees through objective setting, Individual Development Planning, mid-year review, and year-end performance appraisal processes. Safety Performance: Partner with the management team to drive safety performance and employee accountability for safety throughout the plant. Work with the Safety Manager to manage occupational injury/illness claims and administer Workers' Compensation. Wellness Programs: Provide leadership for the implementation of unique, site-specific wellness programs (in addition to corporate programs) to encourage employee involvement. Organizational Engagement: Drive high organizational engagement and empowerment by implementing a survey tool to measure culture, manager quality, high performance, and employee engagement. Help managers interpret survey results, facilitate engagement planning sessions, and develop and execute robust action plans. Benefits Administration: Oversee benefits and leave of absence administration. Communicate benefit changes, manage the Annual Enrollment process, and assist employees in resolving benefit and leave issues. Strategic Partner: Certification Programs: Drive the Key Operator Certification Program. Provide ongoing leadership for continuous improvement initiatives and participate in and help drive the 5S Program, kaizen events, standard work development, etc. Culture Building: Assist the Director, HR - Supply Chain in building a high-performing culture while simultaneously sustaining its unique culture, as well as implementing other key strategic initiatives. Regulatory Compliance: Affirmative Action: Develop the annual Affirmative Action Plan and quarterly updates in compliance with Company and EEOC guidelines. OSHA Compliance: Partner with the Leadership Team to ensure full compliance with OSHA standards. FMLA and ADA Compliance: Drive compliance with FMLA and ADA regulations. Legal Compliance: Ensure compliance with all relevant employment laws, regulations, and company policies. What you will do... • Policy Interpretation and Employee Relations: Interpreting company policy and resolving complex employee relations issues fairly and consistently. Being available to respond to these issues on a 24/7 basis. • Interpersonal Savvy: Possessing the interpersonal skills necessary to interact effectively with employees at all levels of the organization, from hourly production workers to the Company President. Tailoring messages and presentation styles to fit the audience. • Legal Partnership: Partnering effectively with the Corporate Legal Department to investigate and resolve Integrity Hot Line complaints, complex employee relations issues, ethics violations, and charges filed by regulatory agencies. • Project Management: Managing multiple projects simultaneously and prioritizing based on business needs. • Organizational Alignment: Aligning plant projects and initiatives with company goals to drive organizational alignment. • Compliance Reviews and Audits: Serving as the company contact and liaison during compliance reviews and audits by regulatory agencies, such as EEOC and State Human Relations Commission. • Recruitment: Partnering with the plant leadership team to determine appropriate crewing levels and sourcing a diverse slate of qualified candidates for both hourly and salaried positions. • Change Management: Serving as a change agent and helping employees adapt to organizational change. Actively supporting and driving lean transformation and a high-performing culture. • Performance Management: Driving the performance management process for hourly and salaried employees, meeting all corporate timelines and deliverables. • Workforce Awareness: Staying current with internal and external factors impacting the plant's workforce, including new or revised company policies, developments in employment law, and pending legislation. Communicating these changes to the plant leadership team and making appropriate recommendations. What you will bring to the table... (Must Have) • Bachelor's Degree. • 5+ years of previous Human Resources Generalist experience. • 3+ years HR experience in a manufacturing environment. It would be great if you have... (Nice to Have) • BA/BS in Human Resources Management or a related field. • M.A./M.S. degree in Human Resources Management. • PHR or SHRM certification. • Experience in manufacturing. • Extensive Human Resources Generalist background with a comprehensive working knowledge of employee relations, employment law, and regulatory compliance. • Exceptional interpersonal skills, including excellent verbal and written communication abilities. • Strong listening and strong facilitation and conflict resolution skills. • Demonstrated business savvy. Must possess strong organizational and analytical skills and attention to detail. • Familiarity with Lean principles and initiatives, including 5S programs and standard work development. • Proficiency with Microsoft Office applications, including Word, PowerPoint, Excel, and Outlook. Compensation and Benefits: The target base salary range for this full-time, salaried position is between $103,400-$148,700 Individual base pay depends on work location and additional factors such as experience, job-related skills, and relevant education or training. Total pay may include other forms of compensation. In addition, we offer competitive health, dental, 401k and wellness benefits beginning on the first day of employment. Please ask your Talent Acquisition Partner for more information about our total rewards package. The Company is committed to providing equal opportunity for employees and qualified applicants in all aspects of the employment relationship, including consideration for employment, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, protected veteran status, disability, age, religion, or any other classification protected by law.

S. Clyde Weaver, Inc., a Lancaster County food retailer offering the finest smoked meats, cheeses, baked goods, and prepared foods since 1920, is seeking an experienced candidate for the position of Human Resources Manager. The Human Resource Manager will plan, lead, and direct the routine functions of Human Resources including recruiting and staffing, pay and benefits, company policies and practices, HR systems, performance management, training and development, legal compliance, employee relations, company culture, and engagement. ESSENTIAL DUTIES AND RESPONSIBILITIES: Recruiting & Staffing Partner with leadership team to understand and execute the organization's human resource and hiring strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Manage the talent acquisition process, which includes recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings. Manage job postings and applicant tracking system. Successfully onboard and offboard all new employees. Pay & Benefits Review payroll weekly; back up processor when needed. Develop compensation strategy and benchmark pay rates and ranges annually. Administer and oversee all benefit plans and medical leaves of absence (including FMLA). Lead benefit renewal process - cost-sharing, rate negotiations, open enrollment meetings, employee education, and vendor relationship. Manage benefit eligibility, enrollments, terminations, life event status changes, etc. Adhere to ACA compliance regarding eligibility for health care. Create and distribute annual total compensation statements. Oversee Employee Assistance Program and wellness initiatives. Comply with all annual reporting requirements related to health insurance and 401(k) plan. Maintain personnel and medical records. Administration and reconciliation of paid time off - vacation, sick and rollover usage. Manage 401(k) eligibility tracking - quarterly entries, individual meetings with financial advisors. Assist third party administrator and CPA firm with annual 401(k) valuation and audit. Manager vendor relations with CPA, TPA, and retirement platform client services manager. HR Systems & Data Management Manage all employee data in various portals - medical, dental, vision, life, disability, HSA, COBRA, payroll, applicant tracking system, workers' compensation, retirement platform, unemployment, PA new hire reporting, etc. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management. Performance Management &Training & Development Oversee execution of monthly performance review process. Administer manager 360 evaluations and access KSAs. Create learning and development programs and initiatives that provide internal development opportunities for employees. Legal Compliance Monitor and ensure the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Handle responses to PA Department of Labor & Industry, UC filings, etc. Annual audit of employee handbook. Employee Relations Oversee employee disciplinary meetings, terminations, and investigations. Assist with conflict and crisis management. Counsel managers as needed. Company Culture & Engagement Distribute annual employee engagement survey. Plan annual company events. Order, manage inventory and payment of SCW swag. Deliver annual service awards to award winners. Maintain weekly communication board. REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES: Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to prioritize tasks and delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. EDUCATION, EXPERIENCE, AND CERTIFICATION REQUIREMENTS: Bachelor's degree in Human Resources, Business Administration, or related field required. A minimum of three years of human resource management experience preferred. PHR, SPHR, SHRM-CP or SHRM-SCP highly desired. PHYSICAL REQUIREMENTS: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at the organization's facilities. BENEFITS Competitive salary Health, dental, vision insurance Life insurance Disability insurance Employee assistance program 401(k) program with company match Paid time off Paid holidays Employee discount

Salary: $90,000-$110,000 - negotiable based on experience Benefits: Medical, Dental, Vision, 401k w/ match, PTO, Paid Holidays, FSA, EAP Job Type: Full-Time Typical Hours: Monday-Friday, 8:00 AM-5:00 PM (flexible start/end) Travel: Up to 10% (more at the start for onboarding) Sponsorship is not available HR Manager (Supply Chain exp req) Description Our client, a national retail leader, is seeking a Supply Chain HR Manager to manage to add to their team at their Harrisburg, PA or York, PA headquarters. In this hybrid role, you will lead a team of 6-9 HR Business Partners supporting a large, distributed workforce across supply chain and retail operations. You'll collaborate directly with the SVP of HR and play a pivotal role in shaping talent management, training, succession planning, and organizational design. The ideal candidate will have a structured leadership style, excellent project management skills, and the ability to drive accountability while supporting the growth of a rapidly expanding HR function. This is a unique opportunity to step into a visible leadership position with potential for future advancement into a Head of Supply Chain HR or Head of Field HR role. You'll be part of a collegial and mission-driven team with direct exposure to top executives. HR Manager (Supply Chain exp req) Responsibilities • Lead and develop a team of 6-9 HRBPs across field and supply chain divisions • Drive performance, engagement, and resolution of complex associate relations issues • Partner with leadership on talent planning, org design, and succession strategy • Develop and facilitate training programs on compliance, leadership, and policy • Support policy oversight and ensure compliance with employment regulations • Oversee HR project workstreams including engagement, retention, and DEI • Collaborate cross-functionally to align HR goals with broader business needs • Monitor HR metrics and provide insights to senior leadership • Design content and facilitate employee training across the organization • Build a structured and milestone-driven approach to HR team management HR Manager (Supply Chain exp req) Qualification • 5+ years of human resources experience required • 1+ years of managing and coaching HR professionals experience required • Experience supporting distribution/supply chain environments required • Experience designing and leading training programs required

Benefits/Perks Competitive Compensation Great Work Environment Career Advancement Opportunities We are seeking an experienced Human Resources Manager to join our team! As our Human Resources Manager, you will be working closely with the entire company to create a positive work environment for all employees. You will also be managing online job board postings, looking through resumes to find top talent, conducting interviews, and handling the onboarding process. Your role will also include assisting with performance reviews and coaching, disciplining employees, and exit interviews. The ideal candidate has extensive HR experience, the ability to lead a team, and strong interpersonal and customer service skills. Responsibilities Maintain employee records and assist in internal audits of documentation, as required Create job descriptions and manage job board postings, responses, and candidate interactions Handle interviews, make hiring recommendations, and handle onboarding of new staff members Assist with guidance and recommendations for staff disciplinary actions and firings Recommend policy changes to company handbook and operations Overall all PTO and sick leave for staff, ensuring compliance with employee policy and guidelines Maintain the highest level of confidentiality and integrity Assist with interdepartmental staff issues and communication to keep the company running smoothly Qualifications Experience working in a Human Resources environment Strong communication and interpersonal skills Excellent computer skills, including familiarity with Microsoft Office, Paycom, Workday, etc. Have strong analytical and problem-solving skills Demonstrated ability to lead a team Deep familiarity with basic HR policies, US employment laws, and industry best practices MUST HAVE HR CERTIFICATION!

The HR Program Manager is responsible for the creation, delivery, and administration of HR training, compliance and onboarding programs for both HR and the business. The Program Manager will effectively plan and manage the delivery of processes and programs, while continuously improving execution and measuring success. This role will be accountable for auditing, owning, updating, and monitoring key human resources programs that have a direct impact on compliance and risk mitigation. As the HR Program Manager, you will be empowered to collaborate with functions including Talent Development, Legal, and Field/Corporate HR to develop programs to support current and future HR associates and associates across the business. You will design and deliver programs in support of key initiatives focused on compliance and development. As our organization continues to grow and our work in HR increases in complexity, this new role has been created to manage key programs in support of our field/corporate HR team and the business. Major Responsibilities: - Collaborate with Talent Development to design and deliver training programs for HR. Drive the overall development, deployment, and sustainability of training programs to support the development of the field and corporate HR teams. - Collaborate with Legal to design and deliver compliance training. Creates policy and compliance training and materials. Facilitates various policy-related trainings. - Design and continually update HR onboarding program for HR roles in partnership with all Corporate HR Functions such as Compensation, Benefits, Talent Development, etc. Develop plans in collaboration with various stakeholders, monitoring and tracking progress, to ensure successful integration of new HR team members. - Administer the handbook and policy processes, supporting the stakeholders and HR leaders in the creation of new policies and the continuous updating of current policies. Assists the HR leadership team in developing, drafting, and proposing new policies, and revises existing policies in accordance with all applicable employment laws and regulations. Responsible for leading the Policy team, ensuring consistent application policies and procedures through distribution and training. - Other duties and responsibilities as assigned by supervisor We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to ********************.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: **************************************************** Skills and Requirements - 3+ years HR Generalist experience required - Bachelors Degree in HR, or related field required - 2+ years program management experience preferred - PHR / SPHR or other HR Certification is preferred

The Human Resources Manager oversees all human resources operations for the Primary Care department, ensuring the delivery of high-quality HR support that enables exceptional patient care. This role leads initiatives across onboarding, employee relations, performance management, and policy administration while ensuring alignment with organizational goals and regulatory requirements. The HR Manager partners closely with the VP of Human Resources and staff to cultivate a positive workplace culture, drive operational effectiveness, and deliver responsive, people-focused HR support. ________________________________________ Key Responsibilities: Employee Onboarding • Welcome new employees in Primary Care on their first day and complete their I-9 verification, as well as explain company benefits, 401k and PTO policy. • Ensure new employees receive Handbook and PTO policy to sign during first work week. • Communicate to new employees so they know they can reach out at any time with HR questions. Human Resources Partnership • Serve as the primary HR point of contact for leaders and staff in the Primary Care department. • Collaborate closely with the VP of Human Resources to align departmental HR practices with organizational strategy. • Advise department leadership on workforce planning, staffing needs, employee engagement trends, and retention strategies. • Interpret HR policies and provide guidance to ensure consistent application across the department. Employee Relations & Engagement • Build strong relationships with staff and leadership to proactively identify and address employee concerns. • Resolve employee issues and provide coaching to employees and supervisors in accordance with company policy. • Support initiatives to promote staff engagement, well-being, and a culture of respect, compassion, and accountability. • Assist with planning and executing department-level recognition events, engagement programs, and check-in processes (e.g., 60- and 90-day surveys). HR Strategy & Advisory • Collaborate with VP of HR on employee performance management and performance improvement plans. • Conduct exit interviews and generate actionable insights for departmental improvements. Payroll Support & HR Operations • Respond to employee questions related to payroll matters and direct complex issues to the Payroll Specialist. • Collaborate closely with the Payroll Specialist to ensure accurate communication of timekeeping, job changes, and other payroll-impacting information. • Leverage HR systems (e.g., ADP Workforce Now) to support HR operations, reporting, and compliance tracking. • Review, improve, and standardize HR processes within the department to enhance efficiency and employee experience. Compliance & Records Management • Ensure HR practices align with federal, state, and local employment laws, especially those applicable to healthcare settings. • Maintain accurate and confidential employee records in Employee Files. • Support audits and ensure compliance with healthcare employment standards such as OSHA, HIPAA, and other regulatory requirements. Leave of Absence Management • Oversee the administration of all employee leaves of absence, including FMLA, ADA, personal leave, and other statutory or company-provided leave programs. • Ensure compliance with federal, state, and local leave laws and documentation requirements. • Partner with managers, employees, and third-party administrators to ensure smooth leave transitions and return-to-work processes. • Communicate leave policies and procedures clearly to employees and managers. Benefits Administration • Serve as the primary point of contact for employees regarding healthcare, dental, vision, life insurance, disability coverage, and other benefit programs. • Support the administration of the company's 401(k) plan, including employee questions, enrollment support, contribution changes, and coordination with the plan administrator. • Assist employees with new-hire benefits enrollment, qualifying life events, and ongoing benefits inquiries. • Assist during annual open enrollment, including communication, system updates, and issue resolution. • Ensure compliance with ERISA, ACA, COBRA, HIPAA, and other benefits-related regulations. • Maintain accurate benefits documentation and ensure timely updates in HRIS platforms (e.g., ADP Workforce Now). ________________________________________ Required Qualifications: Experience: 3 years of HR experience, with at least 2 years in a generalist or management role. Education: Associates degree in Human Resources, Business Administration or related field Certification: SHRM-CP or PHR certification Knowledge: Strong understanding of HR principles, employment law, and compliance in a multi-state environment. Skills: Relationship management, coaching, policy interpretation, and payroll knowledge Tools: Proficiency in Microsoft Office Suite, HRIS systems, and payroll software. Preferred Qualifications: Experience: Experience in a healthcare, behavioral health, or multi-specialty provider environment. Education: Bachelor's degree in Human Resource Management, Business Administration, or a related field (preferred). Knowledge: Knowledge of best practices in employee engagement and organizational development. ________________________________________ Acknowledgment & Signatures I acknowledge that I have read and understand the responsibilities and expectations described in this job description. I agree to perform the duties to the best of my abilities and adhere to all company policies and procedures.

Our award-winning client is seeking an HR Manager to join their team. We are seeking an experienced HR Manager to join our manufacturing team. The ideal candidate will have a strong generalist background and a proven track record of success in a unionized environment. As a key member of our leadership team, you will play a pivotal role in driving organizational effectiveness through strategic HR initiatives. Responsibilities: Effectively handle grievances, provide support during contract negotiations, and maintain positive relationships with union representatives. Foster a positive and inclusive work environment by addressing employee concerns, managing performance, and implementing employee development programs. Talent Acquisition: Recruit, select, and onboard top talent to support the organization's growth and objectives. Oversee HR administrative functions, including payroll, benefits administration, and compliance with employment laws and regulations. Identify opportunities for process improvement and implement initiatives to enhance HR efficiency and effectiveness. Coach and mentor HR team members to develop their skills and capabilities. Collaborate closely with plant management to align HR strategies with business goals and objectives. Required Qualifications: Bachelor's degree in Human Resources Management or related field Minimum 5 years of experience in a manufacturing HR role, preferably in a unionized environment Strong generalist HR background, including experience in employee relations, talent acquisition, and HR operations Proven ability to effectively manage union relations and negotiate contracts Excellent interpersonal and communication skills Strong leadership and organizational skills Ability to work independently and as part of a team

This position requires you to act as a change agent while driving organizational effectiveness through talent acquisition, leadership development, employee engagement, diversity and inclusion, associate and labor relations, and compliance. The Corporate HR Manager provides guidance on training, coaching, and development as they partner with leadership to support the corporate departments. This role leads associate relations activities, which include corrective counseling and investigations among other related duties as assigned. In this role, you will use analytics, expertise and workforce trends to influence decisions that drive and improve organizational processes & programs. MAJOR RESPONSIBILITIES: Strategic Business Partnership • Work with department leadership to identify, create and implement innovative human capital solutions that enhance business performance • Champion, execute and monitor the effectiveness of corporate programs and initiatives • Other projects as assigned Talent Acquisition • Collaborate with the recruiting team, acquire top talent through improved selection tools and criteria, and local outreach efforts • Cultivate internal talent, participate in key role promotional decisions Leadership Development • Drive talent review and succession planning processes using a consultative approach that ensures a strong talent bench • Work with leaders to create and ensure successful completion of individual development plans • Provide managers with the tools and training to optimize their performance Diversity, Inclusion, and Engagement • Champion the shaping and sustaining of a diverse and inclusive workplace • Consult with leadership to develop plans to promote an inclusive environment that is engaging, enabling and energizing, and one where our associates can thrive Associate and Labor Relations • Make contributions that develop and sustain a workplace that mirrors our Employee Value Proposition • Lead investigations, prepare summaries and make recommendations with a sense of urgency, ensuring comprehensive resolutions • Consult with employment counsel to analyze employment decisions as needed • Partner with Labor Relations team to develop a labor strategy, including conducting risk assessments, facilitating positive associate relations training, and drafting action plans to address concerns Compliance • Ensure compliance with all federal, state, and local employment laws and regulations (e.g., FMLA, ADA, FCRA, EEO, and FLSA) • Communicate, interpret and consistently apply company policies, procedures, and Code of Conduct • Ensure compliance with all Human Resource processes • Consult with compliance expert on the interpretation of policies and procedures QUALIFICATIONS: • Bachelor's degree required; Master's degree preferred • SHRM or HRCI Certification(s) preferred • 6+ years of progressive Human Resources experience in more than one facet of HR preferred, relevant experience will be considered • Creative, independent self-starter who excels in a fast paced environment • Agile and quick learner, enjoys collaborative projects and continuous education • Ability to understand the business operations from a strategic and tactical perspective • Must be a confident communicator, (including written, and verbal skills) and able to effectively champion ideas, influence, and present to Leadership • Ability to effectively manage multiple projects with competing priorities, diverse audiences and challenging environments • Knowledge of employment law and regulatory compliance issues (deeper knowledge required for certain states, such as CA, MA, etc.) • Must possess a high level of honesty, integrity, and ethics • Regular, predictable, full attendance is an essential function of the job • Ability to travel as necessary, work the required schedule, work at the specific location required • Must complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and drug screening Physical Requirements: -The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. -The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines. -While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg. -Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus. Penske is an Equal Opportunity Employer.

Mastronardi Produce pioneered the commercial greenhouse industry in North America, and we're now the leading greenhouse vegetable company on the continent. Our award-winning, flavorful produce is packed under the SUNSET brand and is available at leading grocery retailers across North America. Family owned for over 65 years, we pride ourselves on having the most flavorful products and the best people in the industry. We are constantly pushing boundaries to be a leader in fresh produce innovation. We seek individuals that demonstrate our PRIDE values (Passion, Respect, Innovation, Drive, Excellence) to help us fulfill our mission to inspire healthy living through WOW flavor experiences. We are currently seeking a Human Resources Manager to join our HR team at our Jonestown, PA Facility. The primary Function of the HR Manager is responsible for aligning business objectives with employees and management in various business units. This position serves as an internal consultant to operations for HR related issues and resolution. The role assesses and anticipates HR related needs and communicates proactively with the broader HR organization and operations management. Values: To perform the job successfully, the incumbent's behavior must be consistent with the PRIDE values expected of all Mastronardi Produce employees: be Passionate; have Respect; be Innovative; be Driven and strive for Excellence. Primary Responsibilities: * Develops and administers various human resource plans and procedures for all organization employees * Recommends, develops and implements new approaches, policies and procedures to continually improve efficiency of the department and services performed. * Analyzes trends and metrics and partners with leaders to develop solutions, including programs, policies, procedures, and guidelines * Participates in developing and executing against department goals, objectives and systems. * Administers the compensation and benefits programs; monitors the performance evaluation program and revises as necessary. * Participates in recruitment efforts for all levels of employees. * Participates in administrative staff meetings and attends other meetings and seminars. * Manages and resolves complex employee relations issues. Conducts effective, thorough and objective * Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. * Provides day-to-day performance management guidance to leaders and line management (e.g., coaching, counseling, career development, disciplinary actions). * Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. * Provides HR policy guidance and interpretation. * Provides guidance and input on business unit restructures, workforce planning and succession planning. * Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. * Develop and maintain relationship with employment agencies, universities and other recruitment sources. * Develop and implement employee recognition strategies; review, evaluate, and make recommendations for departmental recognition programs. * Manages a team of HR Generalists, Coordinators, and Assistants. Education/Background Requirements: * Bachelor's degree required and SPHR certification preferred. * Five years' experience in HR Management required. Specific Knowledge, Skills and Abilities Required * Knowledge of all relevant federal and state employment related laws, and their regulatory agencies * (FLSA, EEO laws, ADAA, FMLA, etc.) * Ability to communicate effectively orally and in writing * Ability to maintain a high level of confidentiality with employee and company information * Excellent people management skills * Full understanding of all HR functions and best practices Working Conditions: * Typical office environment with some time spent in warehouse and office We are pleased to offer the following Benefits: * Paid weekly * Medical, Dental, Vision, Life Insurance * Paid time off and holiday pay * Employee Engagement & Recognition Programs * Opportunities for growth and advancement * 401K Please note: Mastronardi Produce has accommodation processes and policies in place and provides accommodation for employees with disabilities. If you require a specific accommodation because of a disability or documented medical need, please contact the Human Resource office so that arrangements can be made for the appropriate accommodation to be put in place.

We're seeking a forward-thinking Director, HR Partner Group to lead a team of HR Business Partners (HRBP) supporting multiple business units. This role is focused on strategic enablement, organizational effectiveness, and ensuring our people strategy directly supports business growth. You will work as a trusted advisor to senior leadership and drive the evolution of our culture, talent development, leadership capability, and workforce strategy. Key Responsibilities Lead and coach a high-performing team of HR Business Partners, enabling them to act as trusted advisors and strategic influencers across the organization Serve as a thought partner to senior leaders, aligning people strategies with business goals and driving key initiatives such as organizational design, change leadership, and workforce planning Develop and implement enterprise-wide talent strategies in collaboration with Centers of Excellence (COEs) in areas such as succession planning, employee engagement, total reward and leadership development Provide guidance on complex people issues, including team dynamics, leadership transitions, and capability development Drive organizational health and culture initiatives that support performance, innovation and employee experience Serve as a key voice in enterprise planning discussions, ensuring HR is embedded in strategic business conversations Partner closely with HR Centers of Excellence to ensure cross-functional alignment and delivery of integrated HR solutions Champion the adoption of data-driven decision making and leverage insights to inform talent and organizational strategies Drive operational excellence in employee relations and HR compliance Oversee HRBP support for fall functional areas, including hourly and salaried employee groups Lead the HRBP (Human Resource Business Partner) function, providing strategic guidance and mentorship to HRBP's aligned to various business units Build capability through training and coaching on core people practices Analyze trends, manage corrective actions, and proactively minimize risk exposure Qualifications 10+ years of progressive HR experience with at least 5 years in an HRBP or HR leadership capacity Demonstrated success leading teams and building strong partnerships with senior business leaders Proven experience in organizational effectiveness, strategic workforce planning, and change management Deep understanding of talent management best practices and their application in high-growth or complex environments Strong business acumen, with the ability to quickly understand business strategies and translate them into actionable people initiatives Excellent communication, coaching and influencing skills Bachelor's degree in Human Resources, Business or related field (Master's preferred) Bilingual in English and Spanish (both written and verbal) preferred

Consider joining the Pennex family as a Senior Human Resources Generalist in our York, PA location. The Senior Human Resources Generalist is responsible for managing the day-to-day operations of the HR department including recruitment, onboarding/offboarding, employee relations, managing leave administration, compliance, performance management, and employee engagement. This role works closely with the Human Resources Work Group (HRWG) and partners across the organization to support business needs and foster a positive, high-performance workplace culture. This position reports to the Senior Human Resources Manager. Responsibilities HR Operations & Employee Services: Serve as a subject matter expert (SME) and provide guidance and support to the HR Generalist and HR Assistant as needed Provide on-site HR support across both York and Wellsville plant locations Provide excellent service to internal and external partners, modeling a collaborative and solution-oriented approach Contribute to departmental goal setting, process improvement, and performance tracking using measurable KPIs Administer routine HR tasks, including pay changes, leave management, PTO/UTO audits, employee recognition, wellness initiatives, and community involvement with Groundswell Support benefits enrollment for new hires and address ongoing employee benefit questions in collaboration with the Total Rewards team Deliver administrative support while promoting employee self-service and process efficiencies Recruitment & Hiring: Lead recruitment efforts for hourly positions, partnering with hiring managers to identify role requirements and candidate profiles Conduct interviews, coordinate with managers and Talent Acquisition, and extend offers. Ensure ATS updates are completed accurately. Maintain and update job descriptions through regular reviews with managers and employees Facilitate pre-employment processes including background checks, occupational physicals, drug tests, assessments, and reference checks, escalating concerns as needed Manage onboarding activities such as new hire orientation, policy review, paperwork completion, and milestone check-ins (15/45/90 days) Accurately enter new hires into the HRIS ensuring data integrity Manage all temporary staffing, including ordering, ending assignments, tracking, and monitoring for potential conversion to permanent full-time roles Communicate hiring activity and updates with internal stakeholders (Talent Acquisition and Total Rewards) Ensure all recruiting and hiring practices comply with applicable federal, state, and local laws Employee Relations: Support the Sr. HR Manager in identifying and resolving workplace issues that require executive level intervention Address employee concerns, mediate conflicts, and provide policy guidance to promote a respectful workplace Conduct investigations and recommend appropriate disciplinary actions, consulting with leadership as needed Partner with trainers to support learning and development efforts Manage the performance evaluation process and provide constructive feedback Guide managers on disciplinary actions, PIPs, and terminations; maintain documentation and follow-up on outcomes Conduct and evaluate exit interviews to identify trends and employee retention strategies Lead the stay interview process, evaluate feedback, and collaborate with internal stakeholders to implement initiatives that enhance employee engagement and retention Compliance & Policy: Stay current with employment laws and HR best practices. Ensure company compliance with all federal, state, and local employment and labor regulations Assist in developing, updating, and communicating HR policies and procedures Maintain accurate employee records in accordance with legal requirements, record retention, and company standards Additional Responsibilities: Champion and drive strategic HR initiatives that align with business goals and Business Operating Plan Lead the implementation of HR projects, ensuring successful execution, effective change management and communication plans, and adherence to project timelines Support payroll by reviewing and approving timecards promptly, processing employee referral bonuses, and preparing monthly production bonus documentation. Oversee and manage the unemployment claims process, ensuring timely and accurate responses Create and distribute internal HR communications Analyze HR data and prepare reports to support decision-making Collaborate on company events and employee engagement initiatives Provide backup coverage for main phone and reception area Perform other duties as assigned Qualifications Education and Experience: High School Diploma or equivalent required Bachelor's degree in HR Management or related field from accredited college or university preferred Minimum of 5-7 years of HR experience or an equivalent combination of education and experience Willingness to travel between both York and Wellsville plant locations HR Certificate (PHR, SHRM-CP, SHRM-SCP, etc.) a plus but not required Bilingual in Spanish (verbal and written communication) a plus but not required Required Skills & Competencies: Passion for working in a dynamic, hands-on manufacturing environment Strong communication skills - verbal, written, and interpersonal Skilled in negotiation, conflict resolution, and employee advocacy Strong influencing skills with ability to build trust, gain buy-in, and effectively guide managers and employees toward desired outcomes Excellent time management skills with proven ability to multi-task and prioritize effectively Demonstrated project management skills Self-motivated with a desire to learn and grow within the HR field Detail-oriented with a strong commitment to follow-through and accuracy High level of professionalism, integrity, and confidentiality Thorough knowledge of employment laws and HR compliance Proficient with HRIS/ATS systems - experience with ADP Workforce Now and iCIMS is strongly preferred Proficient with Microsoft Office Suite with advanced skills in Excel and PowerPoint required Strong analytical, problem-solving, and project management abilities Must be able to pass a pre-employment physical, drug screen, and assessment Must be eligible to work in the United States, visa sponsorships are not available Regular attendance required About Us Perks of the Job: Medical, dental and vision insurance Disability and life insurance 401(k) with matching contribution Generous allotment of paid vacation and paid holidays Competitive wages plus performance-based bonus opportunities Employee Assistance Program (EAP) Ongoing training and professional development Ample opportunity for career growth and advancement Relocation package may be available Why Our People Love Working Here: Purpose-driven, friendly, open, and respectful culture Shared core values of safety, integrity, caring, and growth Tuition reimbursement Employee discount program with hundreds of partner brands Wellness incentive program Regular employee celebrations and events Who We Are: Founded nearly half a century ago, Pennex continues to see rapid growth as a leading provider of quality aluminum cast products and extrusions. With state-of-the-art technology and facilities across Ohio and Pennsylvania, we're proud to offer the capabilities and expertise to cast billet, extrude custom shapes and fabricate finished components for customers across a range of markets - including automotive, transportation, building and construction, electrical and machinery, consumer durables and distribution. But it's not just what we do that sets us apart, it's how we do it. Safety. Integrity. Caring. Growth. These core values are embodied by each member of our team; guiding every action we take and decision we make. Whether it's driving innovation within our industry, making the impossible possible for our customers, providing a safe, respectful workplace for employees or supporting our local communities, our purpose is clear. We are dedicated to impacting our world in a positive way. If you are a like-minded individual with a strong ability to problem solve, collaborate and effectively communicate, Pennex may be the perfect place for you to grow your career. To learn more, please visit Pennex.com or check out other opportunities within the MX Holdings family of companies at MXHoldings.com. Our Commitment to Inclusion: We welcome people of different backgrounds, abilities, and perspectives. To ensure our business and culture continue to be inclusive of all people, we never discriminate based on race, religion, national origin, gender identity or expression, sexual orientation, age or marital status, veteran, or disability status. MX Holdings and our family of brands, including Metal Exchange and Pennex, are proud to be equal opportunity employers. Additionally, all your information will be kept confidential according to EEO guidelines. Should you have any questions or require special assistance completing your application, please email **************************. Qualified Applicants must be legally authorized for employment in the United States and not require employer sponsored work authorization now or in the future for employment in the United States. Our salary ranges are primarily determined by role, level, and location. The range provided for each job posting reflects the minimum and maximum target salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Confidentiality Agreement Required: Yes #LI-SS1 Posted Min Pay Rate USD $70,000.00/Yr. Posted Max Pay Rate USD $90,000.00/Yr.

The Employee Relations Partner plays a critical role in fostering a positive and compliant workplace culture within the bank. This role serves as a trusted advisor to leaders and employees, ensuring fair and consistent treatment across the organization while mitigating risk and supporting the bank's mission of integrity, customer service, and operational excellence. The Employee Relations Partner is responsible for managing employee relations matters, conducting investigations, and supporting policy adherence in alignment with banking regulations and employment law. Key Responsibilities: * Provide expert guidance to managers and employees on employee relations issues, including performance management, disciplinary actions, and conflict resolution. * Conduct thorough, confidential investigations into employee complaints, including harassment, discrimination, and ethical concerns, ensuring compliance with internal policies and banking regulations. * Partner with Legal, Compliance, and HR leadership to ensure consistent and legally sound handling of employee relations matters. * Monitor and analyze employee relations trends, identifying risk areas and recommending proactive solutions to improve workplace culture and reduce liability. * Support the development and delivery of training programs on workplace conduct, ethics, respectful communication, and regulatory compliance. * Collaborate with HR Business Partners and senior leaders to support organizational changes, restructures, and workforce planning initiatives. * Maintain detailed documentation of employee relations cases, ensuring accuracy, confidentiality, and compliance with recordkeeping standards. * Assist in the review and enhancement of employee relations policies and procedures to align with banking industry standards and employment law. * Serve as a resource for interpreting federal and state employment laws, banking regulations, and internal policies. Qualifications: * Bachelor's degree in Human Resources, Business Administration, or related field * 5+ years of progressive HR experience with a strong focus on employee relations, preferably in the banking or financial services industry. * In-depth knowledge of employment law, regulatory compliance, and HR best practices. * Exceptional communication, interpersonal, and conflict resolution skills. * Proven ability to manage sensitive and complex situations with discretion and professionalism. * Experience conducting investigations and preparing detailed reports. * Proficiency in HRIS systems and Microsoft Office Suite. Preferred Attributes: * Master's degree or HR certification (e.g., SHRM-CP, PHR) * Experience working in a regulated industry such as banking or financial services. * Strong analytical skills and ability to interpret data to inform decisions. * Commitment to ethical practices, diversity, equity, and inclusion. * Ability to build trust and influence across all levels of the organization. Northwest is an equal opportunity employer. We are committed to creating an inclusive environment for all employees.

←Back to all jobs at Friendship Community Director of Human Resources Friendship Community is an EEO Employer - M/F/Disability/Protected Veteran Status Looking for a meaningful, purpose-driven career? Friendship Community is a nonprofit cultivating the capabilities of Individuals with Intellectual Disability and Autism. Our faith-based disability services, including residential services, day programs, and life enrichment opportunities, help impact the World with Capabilities. Our Team Members provide exceptional care consistent with our values of Relationships, Integrity, Spirituality, and Excellence. This is a professional position, which guides and manages the overall provision of HR services, policies, and programs for the organization. ACCOUNTABILITY: Accountable to the CEO. AUTHORITY: The Director of HR is responsible for implementation of services, benefits, policies, and programs through the Human Resources Team while advising Directors, Associate Directors, Residential Coordinators, and Residential Managers regarding HR issues. RESPONSIBILITIES: A. Demonstrates a respectful, positive attitude that promotes service excellence. B. Facilitates and manages the recruitment and development of a superior workforce. C. Collaborates with the CEO and other Directors to establish hourly compensation and salary ranges. D. Consults with Management Team Members (TM) regarding local, state, and federal laws and statutes related to employment practices. E. Management of the “mandatory only” Employee Assistance Program. F. Collaborates in the decision-making process regarding terminations and facilitates the exiting process for TMs. G. Attends external HR meetings and serves on internal committees: HR Providers and PAR Infection Control and Safety Committee Medical Review Committee Quality Improvement Council. H. Directs the Workers Compensation, Unemployment Compensation, and Family and Medical Leave Act processes. I. Consults with Operations regarding Team dynamics and TM job performance. J. Analyses ratings and researches issues associated with Contentment Surveys. K. Other duties as assigned by the CEO. WORK SCHEDULE: This is a full-time salaried exempt position that requires flexibility for evening and weekend hours as needed. EDUCATION AND EXPERIENCE: Bachelor's degree from an accredited College or University. A minimum of three years of management/supervisory experience is preferred. ABILITIES: The Director of Human Resources shall have the ability to: Prioritize while being results and people oriented, prepare and analyze comprehensive reports incorporating the use of technology, multitask, with sustained energy, and carry out assigned projects to their completion, communicate effectively verbally and in writing, efficiently and effectively, administer a personnel system, database and HR Team Maintain effective working relationships with employees and the public, use sound judgment, while balancing business considerations, in decision-making, and work independently, decisively, and with credibility PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk or hear. The employee frequently is required to use hands or finger, handle, or feel objects, tools or controls. The employee is occasionally required to stand; walk; sit; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, and the ability to adjust focus. The noise level in the work environment is usually moderate. NOTE: This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship. As a Full-Time Director of Human Resources, you will be eligible for the following benefits: Medical Insurance: $40 bi-weekly medical benefits for individuals, $50 bi-weekly medical benefits for family. Eligible after 60-day waiting period. Ancillary benefits (ex. dental, vision, etc.) provided through Lincoln Financial. Friendship Community provides a defined annual contribution that Full-Time Team Members can use towards ancillary benefits each year. The 2024 defined contribution is $150, which totals $5.77 per pay. Eligible after 60 day waiting period. Paid Time Off: Accrues per pay period, can be used immediately. Sick Time: Accrues per pay period, can be used immediately. Retirement: Team member is able to contribute to 403(b) retirement plan after 30 days. Holiday Pay (FT status): 7 paid holidays-New Year's Day, Easter Sunday (or Good Friday for Team Members who do not normally work weekends), Memorial Day, Fourth of July, Labor Day, Thanksgiving, Christmas. Benefits Offered to all Team Members Wellness program Everence Federal Credit Union Everence Small Loan Wellspan Employee Assistance Program (EAP) Modern Eyes Membership Discount at our Heart Gallery Meals/Activities while on shift for DSPs Olivia Cunningham Education Fund Free my Strength app access In order to be considered for a position here at Friendship Community, please apply using the following link: ************************************ Please visit our careers page to see more job opportunities.

RESPONSIBILITIES Leads/supervises human resources staff and contractors. Enhances and manages new hire onboarding to reduce time-to-productivity, build a positive organizational culture, and engage new employees. Recruits and retains top talent by positions and a strong employer brand and community presence, by supporting the creation a talent pipeline for key positions and building critical relationships. Leads comprehensive new employee orientation and onboarding process. Oversees HRIS reporting, handle inquiries, and address issues related to employment, pay, and benefits. Partners with legal counsel as needed to respond to EEOC claims, takes part in investigations and documentation collection. May represent Jessica and Friends Community in legal proceedings. Collaborates with leadership to identify development needs, workforce challenges, and succession plans to address organizational needs. Oversees activities of training function, including compliance related training and reporting. Investigates various employee-related issues, incidents, and complaints, resolving disputes through appropriate actions. Provides support to front line leaders and staff members in problem solving. Initiates employee exits and handles retirement readiness programs. Files and maintains Workers Compensation claims. Provides training, coaching, and recommendations to leadership on employee relations and performance management matters. Supports organizational compliance with all regulatory bodies, including EEO, FLSA, FMLA, ODP, COBRA administration, and other relevant laws and regulations. Supports human resources-related federal and state reporting. Initiates the development of annual individual and department goals. Manages relationships with benefit management services/brokers and monitors competitiveness of employee benefit plans, recommending changes as needed. Leads talent acquisition process for all staff positions, including Director-level positions, coordinating interviews with appropriate team members. Develops reports to the Board of Directors and facilitates Board's HR Committee. Provides performance management guidance to supervisors, supporting them in various employee-related matters. Work Schedule: Generally, Monday through Friday 8:00 a.m. - 4:30 p.m. May require occasional evenings and weekends.