Human resources business partner jobs in Lorain, OH - 78 jobs

Human Resources Manager - West Salem, OH Here at Associated Materials, LLC, we foster a culture that embraces our Values: AMazing Together; AMaze our customers; Innovate AMazingly; and AMazing Results. At all levels of the organization, we bring our values to life, speaking the truth and leading with trust. We embrace our humanity and the power to make a difference. Our HR team members are key members for driving the AM values. Position Overview: We are recruiting a Human Resources Manager to drive people and process transformation for our manufacturing site in West Salem Ohio. The HRM role will be responsible for the West Salem Ohio plant of approx. 100 employees. Initiative, integrity, accountability, ownership, and disciplined workforce development will be key differentiators in both the selection process and the successful execution of the roles and responsibilities of this key position. This role requires the ability to think strategically, acting at a detailed level to support the employees and the business. This role will also work across the sites on various projects for best practices and HR standardization. In general, this position is a key member of the operations and is responsible for effective and successful people and process management discipline and communications for non-exempt and exempt employees. This includes but is not limited to employee relations, staffing, employee engagement, leadership coaching, performance management, workforce analysis and reporting, and HR compliance. Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations. Responsible for effectively identifying, investigating, and resolving employee relations issues, resolving complex labor and human capital challenges. Implement standard AMI processes and tools that foster higher productivity and improved retention of workforce. Support employee relations by documenting issues and escalating as needed. Proactive involvement with Union representatives and responses to grievances for the West Salem Union. Ensuring compliance with HR policies and practices, as well as complying with federal and state employment laws and regulations. Interpreting labor agreements and providing counsel to Management on contract interpretations and implementation for West Salem. Work on best practices projects across the AMI sites with the HR team Manage leadership team's staffing and development. Work with the Talent Acquisition team to recruit salary and hourly candidates to join the AMI team. Effectively recruit, train, and develop highly productive candidates motivated to achieve business objectives. Coaching, counseling and helping employees and all levels of management in employee or management issues relating to promotion, termination, or disciplinary action. Responsible for providing analytical and project management support. Influencing skills to manage plant or organization changes. Facilitates onboarding activities. Provides communication of programs and drives resolution of issues related to employee concerns regarding payroll, benefits, and other employee programs. Maintains employee data in various systems and tools. Actively participates in plant teams/committees and assumes leadership role in HR related issues. Promotes and reinforces the AMI Values and culture. Drives the plant engagement actions for cultural improvements. Performs monthly data reporting for the facility. Qualifications Bachelor's or master's degree in human resources, labor relations, psychology or business is required. A minimum of three years of HR experience + progressively responsible experience leading people to accomplish a mission with integrity and teamwork. Demonstrated strong HR business partnering and influencing skills. Union relations and contract negotiations experience preferred. Detail-oriented with demonstrated project management and strong analytical skills. Strong employee relations experience, Positive employee relations experience a plus. Excellent communications (verbal and written) and interpersonal skills. Experience in employee relations, organizational development, coaching, hourly compensation, training, change management and HR program implementation. Demonstrated ability to work with minimal supervision and to successfully complete projects and initiatives in required time frames. Must have the ability to work in a fast-paced, ever-changing environment as well as being an effective team player. Legal authorization to work in the United States - sponsorship will not be provided for this position. Some experience in payroll and attendance systems (ADP) is a plus. Strong PC knowledge and skills: Windows, Word, Excel and PowerPoint. Experience in a manufacturing setting About Associated Materials, LLC: Associated Materials, LLC, is a leader in the building products industry with a focus on quality, innovation and customer success through its three businesses: Associated Materials Innovations, Alside and Gentek Building Products. With a combined revenue of $1.7 billion, these businesses are market leaders in vinyl windows, cladding, metal siding, trim and other essential building products for residential, light commercial and multifamily projects. Our commitment to operational excellence drives growth for our customers. Learn more at*************************** Headquartered in Cuyahoga Falls, Ohio, more than 4,000 associates across North America support Associated Materials, LLC. We operate 11 manufacturing facilities and more than 100 Alside and over 20 Gentek supply centers across the United States and Canada. Through our unique combination of award-winning products, manufacturing and distribution operations, installation solutions, and support services, the opportunities at Associated Materials are endless! Associated Materials ... Building Products Better Associated Materials, LLC. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, ancestry, age, disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance. We also make reasonable accommodations for disabled employees and applicants, as required by law.

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 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.

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 ***************************.

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

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

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.

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. Compensation Details: $81,800 to $122,500 + Incentives The salary range provided is intended to display the value of the company's base pay compensation for all statewide locations across the United States. Salary is dependent on a multitude of factors, including but not limited to the physical worksite location, candidate's skill set, level of experience, education and internal peer compensation comparisons. #LI-LR1 #LI-Onsite 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.

Are you looking to advance your career by joining a dynamic and strong precision manufacturing company in NE Ohio who genuinely cares for their Team? This Human Resources Manager position for SPIROL Ohio, which currently has approximately 100 Team Members on site, is part of SPIROL, a global organization of 700+, with manufacturing and sales locations all over the world, that serves aerospace, defense, automotive and other industries. The HR Manager serves as a trusted partner to the Ohio leadership team, providing both hands-on HR leadership and people guidance in support of organizational goals. This role is responsible for the full employee lifecycle at the site level while ensuring alignment with global HR strategies, values and compliance requirements. Key Responsibilities: Partner with site and functional leaders to support workforce planning, organizational effectiveness and change initiatives Coach managers on employee relations, performance management, and leadership effectiveness Lead employee relations matters including investigations, conflict resolution and corrective action Ensure consistent application of policies, practices and company values Support performance management processes and talent development initiatives Ensure compliance with federal, state and local employment laws Manage leave administration (FMLA, state leaves, ADA accommodations) Promote a positive, inclusive workplace culture aligned with SPIROL's values Serve as a visible HR presence and advocate for employees Coordinate and administer company sponsored employee appreciation events and annual celebrations. RECOMMENDED QUALIFICATIONS: Minimum of seven (7) years' of progressive experience HR experience, including employee relations, preferably in the manufacturing industry Bachelor's Degree in HR, Business Administration or related field preferred Strong knowledge of employment law and HR best practices Excellent communication, writing, organization and people skills. Demonstrated ability to influence and partner with leaders at multiple levels BENEFITS: Health/Dental/Vision Company fully paid Life, Short and Long Term Disability Competitive Compensation Immediate Paid Vacation 11 Paid Holidays Paid Time Off Education Assistance Program Employee Assistance Program Employee Referral Bonus Program Pet Insurance 401(k) with Company Matching Defined Contribution Pension - 3% Guaranteed Careers Video Link: ******************************************* SPIROL an equal opportunity employer. SPIROL does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity, or any other characteristic protected by law. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.

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.

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.

Human Resources Business Partner - Operations This role serves as a critical member of the operational leadership team and is responsible for strengthening people processes, supporting workforce effectiveness, and ensuring consistent application of human resources practices. The position focuses on employee relations, staffing support, performance management, workforce reporting, leadership coaching, and compliance with employment-related regulations. The individual in this role partners closely with leaders and employees to support a productive, positive, and engaged workplace environment. Key ResponsibilitiesEmployee & Labor Relations Serve as a trusted resource for employees and leaders by providing clear guidance on HR policies, employment practices, and workplace standards. Address employee relations matters by conducting investigations, documenting findings, and supporting fair and timely resolutions. Provide proactive employee relations support, including coaching leaders on communication, conflict resolution, and performance expectations. Support ongoing interactions with labor representatives as required by the business and participate in responding to employee concerns, inquiries, or grievances. Interpret labor-related agreements and advise leadership teams on compliance and implementation requirements. Talent & Workforce Management Partner with hiring teams to support recruitment needs for both hourly and salaried roles. Assist with selecting, onboarding, training, and developing employees to meet operational objectives. Support leadership teams in evaluating talent, identifying development opportunities, and guiding decisions related to promotions, performance actions, or disciplinary measures. Collaborate with internal partners to implement workforce planning, staffing strategies, and succession development activities. Process Improvement & HR Operations Support implementation of standardized HR and operational processes to promote productivity, retention, and cultural alignment. Provide analytical and project management support for workforce initiatives, metrics, and HR-related reporting. Maintain employee information across designated HR systems with accuracy and confidentiality. Contribute to cross‑functional projects aimed at strengthening HR best practices and aligning processes across multiple sites. Facilitate onboarding activities and ensure new employees receive appropriate orientation to company policies, culture, and expectations. Culture, Engagement & Communication Actively participate in site committees and cross‑functional teams, representing HR and supporting engagement activities. Reinforce organizational values and culture through communication, coaching, and leadership partnership. Assist in developing and deploying engagement strategies that promote a positive working environment and improved team cohesion. Provide communications and guidance related to payroll, benefits, and employee programs, ensuring employees receive timely and accurate information. Qualifications Bachelor's degree or higher in Human Resources, Labor Relations, Business, Psychology, or a related discipline. Minimum of three years of HR experience with progressively increasing responsibility supporting teams and leadership. Strong HR business partnering abilities with proven influencing skills. Experience working in environments with union representation is preferred. Demonstrated capability in project management, data analysis, and process improvement. Solid background in employee relations, performance management, organizational development, and change management. Excellent verbal and written communication skills with the ability to interact effectively at all levels of the organization. Ability to manage multiple priorities in a fast‑paced environment with minimal oversight. Working knowledge of HR systems, payroll or attendance tools (experience with ADP is advantageous). Proficiency in Microsoft Office applications (Word, Excel, PowerPoint). Experience in a manufacturing or operational environment is strongly preferred. Must be legally authorized to work in the United States; visa sponsorship is not available.

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. The Senior Manager, HR serves as an HR Business Partner for assigned client groups within the Corporate functional areas (Quality, Compliance, Regulatory). This individual will work closely with the HR Director for Corporate functions, business leaders, HR peers, and employees to align with business objectives. This role will deliver on HR strategies that enable the business to attract, hire, retain high performing team members. Location: This role is based in STERIS' Corporate Offices in Mentor, OH. Working a minimum of 3 days a week from the STERIS office is expected with the ability to be in the office more as needed. What You'll Do As a Senior HR Manager * Partner with functional leaders in areas such as organizational effectiveness, succession planning, organizational structure, workforce planning, and change management to strengthen overall organizational capability, employee retention and engagement. * Ensure alignment of HR processes i.e. talent reviews, performance management, compensation, routine management, talent acquisition, employee engagement, and talent development. * Drive employee engagement and satisfaction through promotion of a positive company culture and supporting practices. Interpret employee engagement data for assigned client groups. * Consult with leaders in client groups to develop related action plans. * Ensure effective talent management including assessment and development of talent. Support managers in identifying and delivering resources to meet employee/departmental training needs and encouragement of employees to continuously develop their skills in their field of work. Support the execution of enterprise leadership development programs. * Oversee talent acquisition strategy by managing various recruiting activities in partnership with the talent acquisition team, including early career talent, Diversity hiring, internal mobility of staff, and overall selection process effectiveness. * Counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations in line with local culture and the business and legal environment. * Responsible for ensuring the accuracy of client group HR data by overseeing routine data audits and communicating importance of data quality control as the HR team processes changes. Provides management with key HR metrics (turnover, time to offer, etc) and developing actions to drive improvements. * Manage the annual performance and reward cycle. Oversee leadership participation and ensure performance-based rewards and equitable reviews are done in timely manner. * Provide leadership and change management tools to stakeholders as they implement change. Use effective project management, communication methods, and training tactics to drive change. Help ensure leaders are set up to successfully manage change by developing resources they can leverage to deploy in the business. * Remain up-to-date on relevant US and state employment laws and other human resources compliance issues. Partner with employment attorneys and other stakeholders to resolve any issues related but not limited to employment litigation claims, diversity/EEOC/OFCCP compliance, and promotion of related programs. * Provide business leaders with coaching and guidance to manage through employee relations matters, to include conflict avoidance. Uphold confidentiality and conduct investigations in a manner to elicit trust in the process and role. The Experience, Skills and Abilities Needed Required * Bachelor's degree in either Human Resources or a business-related field required * At least 10 years of Human Resources business partner or HR specialist experience in a large, public, multi-state and multi-national company * 3+ years' minimum experience managing projects and programs, experience using proven project management and change management principles * At least 5 years of experience working directly with specialized business functions (i.e. IT, Finance, Legal, HR, Corporate Compliance) or transferable project work experience related to specialized areas of the organization and/or that had significant impact to the organization Preferred * MBA or Masters in Labor Relations or Law is preferred * Project Management (PM) certification and/or demonstrated competency in application or exposure to PM processes and best practices Skills * Experience with process improvement approaches (Lean Manufacturing, Six Sigma, Practical Process Improvement, etc.) * Experience working across a complex organizational matrix and with various levels in the organization * Strong analytical skills with advanced knowledge of Microsoft Word, Excel, PowerPoint, and Outlook * Demonstrated success translating business strategies into HR objectives and actions * Comprehensive and deep HR experience, including a complete understanding of and hands-on exposure to the full mix of HR functions (preferably in a national and global environment) * A track record of positive results and an ability to show how implemented programs and policies have contributed to the success of an organization while enhancing or driving cultural change * Ability to develop reputation as someone sought out for their opinion and advice and who can forge and maintain close relationships across all constituencies * Self-motivated; bias for action * Critical thinking skills, ability to dissect complex problems and make informed decisions by evaluating several different sources of information objectively * Strong ability to analyze, be creative, problem solve and empathize * Effective negotiating and influencing skills * Ability and experience in maintaining strict confidentiality * Must possess excellent verbal and written communication skills * Excellent multi-tasking, time management, and priority setting capabilities 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 just 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 company match * Maternity & Paternal Leave * Additional add-on benefits/discounts for programs such as Pet Insurance * Tuition Reimbursement and continued educations programs * Excellent opportunities for advancement and stable long-term career #LI-SA2 #LI-Hybrid Pay range for this opportunity is $105,400.00 - $136,400.00. 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.

WE ARE AUTOKINITON DRIVING SUCCESS FOR THE WORLD'S TOP AUTOMOTIVE MANUFACTURERS! At AUTOKINITON we are more than just an automotive supplier - we are the backbone of vehicle performance and safety. Specializing in high-strength structural components and precision stamping assemblies, our parts are trusted by the world's leading automakers. Our dedicated teams proudly deliver quality parts and assemblies that contribute to vehicle durability and safety. With decades of experience, a passion for continuous improvement, and a forward-thinking approach, we play a critical role in shaping the future of mobility. Relocation Available. The Human Resource Manager is a strategic business partner accountable for overseeing all HR functions at the Plant supporting and fostering an Employee Engagement, value-led culture. * Plan and deliver Corporate and customized HR services in support of the Plant and regional objectives. * Provide mentoring and coaching to the Plant leadership team and other Associates. * Manage Talent Acquisition initiatives for all Associates. * As part of Plant Management Team forecast staffing needs and create recruitment strategies for new Associates as the facility increases workload, workforce, and manufacturing footprint. * HR Lead on Associate investigations, development, and delivery of corrective action steps aligned with collective bargaining agreement. * Manage career development, constructive performance analysis, and corrective actions for Associates. * Provide weekly, monthly, and ad hoc HR reports to Plant Management and Corporate HR. * Develop and implement proactive Associates strategies to maintain a positive and productive work environment with union leadership involvement. * Regular interaction with Associates by spending time on the Plant floor learning our manufacturing processes and building an engaged team. * Team with the Plant Manager to train, develop, and coach the Supervisor and Management Teams to enhance culture and productivity. * Team with Corporate to assist with benefit management for Associates. * This role includes three HR Generalists and reports to Corporate Area HR Manager. SUCCESS FACTORS: * Bachelor's degree Human Resources or Business, master's degree, and SHRM-SCP plus. * 10+ years of HR experience in a manufacturing environment with 5+ years HR Manager experience in a 400+ fast-paced manufacturing environment. Automotive industry preferred. * In-depth knowledge of HR policies and procedures based on federal, state, and local laws and regulations. * Exhibit capacity to multi-task in a fast-paced manufacturing environment while meeting Plant and Corporate objectives and deadlines. * Led development and maintenance of Employee Engagement, Retention Management, Performance Management, Teambuilding with a focus on inclusive and flexible environment. * Display excellent verbal/written communication skills to effectively communicate information and documentation to all internal and external customers and Corporate. * Proficient with MSOffice, Payroll and HRIS systems (UKG or similar). Why you'll enjoy working here: * Competitive Wages and Comprehensive Benefits: Medical, Dental, Vision, 401(k) with Company contribution match, and 14 paid holidays, including a bridge holiday in December. * Work-Life Balance: Many of our Associates have stayed with us for 25+ years! It takes a good work-life balance to make it that far. We support your personal and professional priorities as they impact your well-being. * Growth Opportunities: Take your career to the next level through tuition reimbursement programs, on-the-job training, learning management systems, and advancement opportunities from within our organization. * Learning and Development: We empower all our Associates - from entry-level to senior-level - with the skills and knowledge necessary to succeed in their current roles and beyond at AUTOKINITON. AUTOKINITON Promotes a dynamic and collaborative work environment for everyone. AUTOKINITON is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. AUTOKINITON makes hiring decisions based solely on qualifications, merit, and business needs at the time. Posted Date 1/14/2026

The Human Resources Manager supports the Director of Human Resources in executing strategic HR initiatives and managing day-to-day HR operations. This role is responsible for supervising HR staff, ensuring compliance with employment laws, and fostering a positive and productive workplace culture. The HR Manager acts as a liaison between employees and leadership, helping to align HR practices with organizational goals. Strategic and Measurements Executes HR strategies that support business objectives. This includes performance management, employee engagement, and compliance initiatives. The role involves monitoring key HR metrics such as turnover rates, training effectiveness, and employee satisfaction. The HR Manager also contributes to policy development, HRIS optimization, and continuous improvement of HR processes. Relationship The role is a facilitator across departments, ensuring smooth HR operations and effective communication between HR and other functions across the company. The HR Manager leads by example, promoting a culture of respect and engagement, and works closely with supervisors and managers to support employee relations. Leadership and Support Supervises four (4) HR team members Provides guidance on employee relations, performance management, and policy application Coordinates and delivers supervisor training programs Supports organizational change and engagement strategies Leads implementation of new HRIS and payroll systems May represent HR in cross-functional committees and initiatives Technology and Continuous Improvement The HR Manager drives adoption and optimization of HR technologies, including HRIS and payroll systems. Develops HR policies, procedures, and best practices to enhance organizational efficiency and compliance. Experience, Education and Skills Bachelor's degree in Human Resources, Business Administration/Management, or related field Minimum 5 years of HR experience, including 2+ years in a supervisory or managerial role Strong knowledge of employment law and HR best practices Proficiency in HRIS systems and Microsoft Office Suite Excellent communication, leadership, and problem-solving skills Ability to handle sensitive and confidential information with discretion Metrics Compliance with employment laws and internal policies Employee engagement and satisfaction Timely and effective completion of HR initiatives Successful implementation and optimization of HRIS/payroll systems Quality and consistency of supervisor training and development programs Reduction in turnover and improvement in recruitment outcomes Responsibilities Implement HR strategies aligned with business objectives Assist with performance management programs, including goal setting, evaluations, and development plans Supports the administration of recruitment, onboarding, safety and training Strong background in benefits and benefits administration/management Delegate tasks and ensure timely completion of HR projects and initiatives Provide guidance and support on employee relations issues, ensuring policies are applied fairly, consistently, and in alignment with organizational values Promote a culture of respect, inclusion, and engagement (A.R.T - Accountability, Respect and Trust) Ensure adherence to federal, state, and local employment laws Assist in developing and updating HR policies and procedures Works closely with the HR Director to design, coordinate, and deliver supervisor training programs that support leadership development and organizational effectiveness Support organizational change initiatives and employee engagement strategies Lead the implementation of a new HRIS and payroll system, ensuring seamless transition, effective integration with existing processes, and ongoing optimization for organizational efficiency

Full-time Description Are you looking to join a company that makes a difference? Do you want to be part of an organization with a commitment to an inclusive and supportive culture? Do you enjoy company-wide staff events with opportunities for team building and getting to know your co-workers? Join our team of compassionate, empathetic, and dedicated staff! POSITION PURPOSE AND OBJECTIVES Executive leadership position reporting to the Chief Executive Officer. Provides strategic leadership in the area of Human Resources, related areas and programs. Supervises and manages all Human Resource Department functions and related activities within the Center. ESSENTIAL JOB FUNCTIONS Oversees all functions of the Human Resource Department, which includes: Staff management Process oversight HR budget and expenditures Maintain confidentiality of all personal and client information" Drives best practices and initiatives that provide strategic direction for the agency. Works to position the agency as an employer of choice: develops and implements talent acquisition strategies that identify, recruit, develop, and retain talent; corporate culture initiatives; and comprehensive compensation and benefits programs. Responsible for position descriptions, the content of which is the responsibility of the respective department head. Responsible for administration processes associated with recruitment, on-boarding, retention, separation, and employee relations. Responsible for the HR data contained in the Agency's HRIS, personnel files and personnel files of terminated staff. Monitors and ensures compliance the employee performance evaluation policy. Responsible for Union Relations and compliance with the Collective Bargaining Agreement: Provides guidance to supervisor and managers on Union related matters Agency Lead at all Labor Management Committee Meetings Represents Agency at all Grievances that go to Step 2 and beyond Coordinates and participate in labor negotiation process Serves as the primary contact with the Union on all related matters and provides the Agency's official response Represents the Agency at all Union Mediations, Arbitration and NLRB Charges Participates in the administration of the Agency's Policy Manual. Ensure compliance with policy standards, review and provide feedback on proposed changes, implement changes via communications with Union and staff per Union agreements Agency policies. Oversees administration of all insurance benefits plans (i.e. medical, life insurance, long-term disability, short-term disability, EAP, dental, vision and other voluntary benefits). This includes open enrollment, vendor negotiations, vendor/broker liaison, on-site contact for staff, addresses discrepancies for benefit invoices identified by A/P and Payroll through the reconciliation process, required notices and mailings and COBRA. Ensures the Agency maintains a harassment free environment. Responsible to investigate and address any harassment complaints. Key contact to support employees, supervisors, and executive staff for employee relations issues, including disciplinary actions, employee grievances, dissatisfaction, termination, harassment complaints, workers compensation, unemployment compensation, and union contract administration and interpretation. Recommends corrective action and acts as an advisor or advocate when appropriate. Provides HR leadership and counsel on matters involving people, change and culture management Provides employee data as requested to support the Agency's business (e.g. compensation information, demographic info, EEO-1 reporting, licensing information, etc.). Responsible for HR risk management, including the assessment of organizational risk, acting as the lead on HR related external legal issues and complaints, and directing communication issues appropriately to the Chief Executive Office, relevant team members, legal counsel and insurance company as needed. Serves as the Agency's Equal Employment Opportunity Officer, maintaining compliance with non-discrimination laws and the Agency's affirmative action policy. Facilitates adherence of staff to maintain pre-employment and ongoing activities as they relate to Ohio revised code, certifying and accrediting organizations and/or licensure. Ensures agency remains in compliance with credentialing requirements and all local, state and federal regulations Ensures HR Department compliance with all CARF requirements Assures compliance with internal and external reporting, auditing, and legal requirements. Assures confidentiality of personnel issues. Scrutinizes unemployment compensation claims and workers' compensation claims and challenge as appropriate. Submits a monthly report to management on Human Resources related updates, such as employee counts (Admin, Direct Service and Support), hires, terms, turnover %, open positions, and HR Department functions (Union, retirement, Insurance, General Topics and roadblocks). Oversees and administers the recruitment process which includes, the processing approving posting requests, posting open positions, candidate processing, pre-employment processing, job offering, on-boarding. Identifies talent gaps, potential solutions, including succession planning, educational, training and development programs. Enforces the Agency's progressive disciplinary process and ensures compliance. This includes involvement in all final warnings, suspensions and terminations unless responsibility has been delegated to another responsible manager. Has / Maintains a good on-time and attendance record. And all other tasks as assigned. Requirements Minimum of three to five years of leadership experience in human resources spanning a variety of HR functions, preferably within the nonprofit or healthcare sectors. Senior or executive level HR experience preferred. Must possess competencies in organizational decision making, fostering communication, improving business processes, strategic thinking, union relations and negotiations and creating vision. Must possess excellent written and verbal communication skills. Must have the ability to effectively work with Agency employees, outside contacts, and a diverse client population. Educational Requirements: Bachelor's degree in related field required, Master's degree preferred. Certification Requirements: SHRM-SCP, SPHR, or other equivalent certification preferred. Amount of Travel: Minimal, mostly confined to local travel. Salary Range: Salary commensurate with certification and experience. WORKING CONDITIONS Professional office environment; exposure to computer screens; work closely with others; sitting for prolonged periods of time; may be required to stand, stoop, push, pull, bend, and lift and move light objects, such as records and boxes; manual dexterity required. Maintain mental capacity that permits making sound judgments regarding work and have regular attendance. The employee is expected to adhere to all agency policies and procedures. We value our team members and provide an excellent total rewards package of benefits and perks designed to be customizable to your specific needs. Our Total Rewards Package - What We Offer: Inclusive Culture with a Team Atmosphere Collaborative environment dedicated to clinical excellence Company-Wide All Staff Events - have fun while Teambuilding Wellness Programs and Activities Up to 41 days off per year (32 days of paid time off plus 9 paid holidays) Paid Bereavement Leave Paid Jury Duty Time Parental Leave Company Supported Continuing Education & Certification PPO & HDHP Health Plan Options Flexible Dental & Vision Plan Options Company funded Health Savings Account Company-Sponsored FSA and DSA Tax Savings Accounts 100% Company Paid EAP Emotional Well-Being Support 100% Company Paid Life Insurance and AD&D 100% Company Paid Long-Term Disability Insurance Added Value Benefits including: Critical Illness Plans for Employee and Family Accident Plans for Employee and Family Identity Theft Plans for Employee and Family Pet Insurance Short-Term Disability Plan Whole and Term Voluntary Life Plans for Employee and Family Voluntary AD&D Plans for Employee and Family 403(b) Retirement Plan with Company Match Access to Personal Financial Advisor Generous Team Member Referral Bonus Program License and Certification Reimbursement License Testing Fee Reimbursement Annual Tuition Reimbursement Travel Expense Reimbursement On-Site Pharmacy Casual Dress Code Shift Differentials and On-Call Stipends Stipend for Bilingual, Spanish-Speaking Riveon Mental Health and Recovery Our customers discover their path to recovery with us-where help is always here, always ready. As their single point of access to the full spectrum of behavioral health services, we're here for our communities 24/7, offering immediate support and continuous care for every age and diagnosis. Helping individuals find the help they need in one place, in an environment where they always belong. Brand Values: Our unconditional commitment to the quality of care and the way care is provided by our staff and experienced by our clients and the community is reflected in our brand pillars: COLLABORATION: We believe in the strength of partnership, where professionals from different disciplines work together to address the complex needs of our clients. COMPASSION: We believe in treating everyone with empathy, kindness, and understanding. DIGNITY: We believe in ensuring all clients feel valued and respected as they improve their overall health and well-being. EXCELLENCE: We believe in delivering evidenced-based behavioral health services, where and when you need it, with a dedicated, high-quality staff. INCLUSIVENESS: We believe in creating a warm and inviting atmosphere, where every individual has equitable access to care. EMPOWERMENT: We believe in equipping individuals and families with the tools for long-term health and success.

Plant HR Manager Since 2022, Associated Materials / Alside has been undergoing a transformation to maximize our potential through investments in people, operations, and brands. If you want to be part of a company where your ideas and input are more than just encouraged--they are valued--this is the place for you. At Associated Materials / Alside, your contributions will provide an immediate and lasting impact, helping us achieve what is possible. POSITION SUMMARY: We are recruiting a Human Resources Manager to drive people and process transformation at our manufacturing plant in Cedar Rapids, Iowa. Initiative, integrity, accountability, ownership, and disciplined workforce development will be key differentiators in both the selection process and the successful execution of the roles and responsibilities of this key position. This role requires the ability to think strategically, acting at the detail level to support the employees and the business. In general, this position is a key member of the Plant Operations team and is responsible for the effective and successful people and process management discipline and communications for non-exempt and exempt employees. This includes but is not limited to employee relations, staffing, employee engagement, leadership coaching, performance management, workforce analysis and reporting, and HR compliance. The Human Resources Manager will work with managers and employees at various levels to provide human resources support and solutions in a manufacturing setting. KEY ACCOUNTABILITIES: Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations. Responsible for effectively identifying, investigating, and resolving employee relations issues, resolving complex labor and human capital challenges. Develop and implement process and tools that foster higher productivity and improved retention of workforce. Manage leadership team's staffing and development. Work with the Talent Acquisition team to recruit salary and hourly candidates to join the Grammer team. Effectively recruit, train, and develop highly productive candidates motivated to achieve business objectives. Coaching, counseling and help employees and all levels of management in employee or management issues relating to promotion, termination, or disciplinary action. Responsible for providing analytical and project management support. Influencing skills to manage plant or organization changes. Facilitates onboarding activities. Acts as an employee relations specialist assisting in investigation and resolution of employee issues. Provides communication of programs and drives resolution of issues related to employee concerns regarding payroll, benefits, and other employee programs. Maintains employee data in various systems and tools. Actively participates in plant teams/committees and assumes leadership role in HR related issues. Promotes and reinforces the AM Values and culture. Drives the plant engagement actions for cultural improvements. Performs monthly data reporting for the facility. REQUIRED EDUCATION, EXPERIENCE & SKILLS: Bachelor's or master's degree in Human Resources, Labor Relations, Psychology or Business Administration. A minimum of 5 years of HR experience + progressively responsible experience leading people to accomplish a mission with integrity and teamwork. Detail-oriented with demonstrated project management and strong analytical skills. Strong employee relations experience, Positive employee relations experience a plus. Excellent communications (verbal and written) and interpersonal skills. Demonstrated ability to work with minimal supervision and to successfully complete projects and initiatives in required time frames. Must have the ability to work in a fast-paced, ever-changing environment as well as being an effective team player. Some experience in payroll and attendance systems (ADP) is a plus. Strong PC knowledge and skills: Windows, Word, Excel and PowerPoint. PREFERRED EDUCATION, EXPERIENCE & SKILLS: Experience in a manufacturing setting Bi-Lingual Spanish SHRM-CP or PHR Certification a plus Demonstrated strong HR business partnering skills Work Environment The atmosphere is that of a manufacturing plant and office space. The position will primarily work where moving machinery produces noise. Employees must wear Personal Protective Equipment that is issued for that location. Temperature can range from extreme cold to extreme heat. Frequent use of company communication devices are required such as a computer, phone, and other office electronics. Associated Materials is a leader in exterior building products for residential and commercial remodeling and new construction markets. We produce vinyl windows, vinyl and composite siding and accessories, and metal building products--and distribute other essential building products to ensure customers find everything they need for their exterior. Headquartered in Cuyahoga Falls, Ohio, more than 4,000 associates across North America support Associated Materials. We operate 11 manufacturing facilities and more than 100 Alside and over 20 Gentek supply centers across the United States and Canada. Through our unique combination of award-winning products, manufacturing and distribution operations, installation solutions, and support services, the opportunities at Associated Materials are endless! Associated Materials ... Building Products Better Associated Materials, LLC. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, ancestry, age, disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance. We also make reasonable accommodations for disabled employees and applicants, as required by law.

“After spending 14 years in healthcare, I finally found my home with Arrow Senior Living. It's home-like environment is not just for the residents but for the team members as well. From day one you embrace the core values, and you see how they impact residents' quality of life. Arrow is a great company to grow with-it promotes within and the employee appreciation, incentives, and benefits are just a bonus on top of making residents and team members smile. I have become lifelong friends with this team, and I can happily say I love my job and enjoy coming to work.” -Arrow Team Member Position- Business Office Director Position Type- Full Time Location: Solon, Ohio Salary: $60,000 - $72,800 Shift Schedule- Monday-Friday 8am-5pm Manager on Duty Weekend Rotation 10am-2pm Come join our team at Vitalia Active Adult Community at Solon located at 6050 Kruse Dr. Solon, Ohio 44139! We are looking for someone (like you): Put the Human in Human Resources: Direct and maintain secure confidential human relations systems for the community - all while providing first-class customer service. Be a Hiring Hero: Responsible for grassroots recruitment efforts as well as working with Recruitment and department heads to find the best possible talent for open employment positions while ensuring compliance throughout the hiring process. Be A Radical Resource: Provide oversight, training, and encouragement to all levels of staffing at the community while setting an example each day of Arrow's core values. What are we looking for? You must be at least eighteen (18) years of age. You shall have a high school diploma, or equivalent. Experience in human resources management, including payroll and employee training. Able to read, write, understand, and communicate in English at a minimum of 12th grade proficiency. You will possess clear verbal and written communication skills. Able to follow written and verbal directions and apply practical solving skills if needed. You will have a positive and energetic attitude. You must be professional in appearance and conduct. You can follow written and verbal directions and apply practical solving skills if needed. You must be comfortable sitting at a desk between four and six hours a day, as this position is sedentary. You must have the ability to frequently lift and/or move items up to 25 pounds. You must be criminally cleared. Be in good health and physically and mentally capable of performing assigned tasks. Good physical health shall be verified by a health screening performed by a physician not more than six (6) months prior to or seven (7) days following employment. Must test free from pulmonary tuberculosis at time of health screening. Employment Benefits (We value our benefits): Company Match 401(k) with 100% match up to the first 3% and fully vested upon enrollment. Medical, Dental, Vision insurance (1st of the month following 60 days of employment-Full Time) Disability insurance (Full Time) Employee assistance program Weekly Employee Recognition Program Life insurance (Full Time) Paid time off (Full Time employees accrue up to 115 hours each year and Part Time accrue up to 30 hours each year) Tuition Reimbursement (after 90 days for FT AND PT employees) Employee Referral Program (FT, PT, and PRN) Complimentary meal each shift (FT, PT, and PRN) Daily Pay Option Direct Deposit Did we mention that we PROMOTE FROM WITHIN? Do you want to see how much fun we are at Vitalia Solon? Please visit us via Facebook: ************************************* Or, take a look at our website: ************************* Have questions? Want to speak to someone directly? Reach out by calling/texting your own recruiter, Kim Piaggio: ************. Click here to hear about Arrow's Core Values! About the company Arrow Senior Living manages a collection of senior living communities that offer varying levels of care including independent living, assisted living, and memory care in 44 properties currently in 7 states and employs nearly 2,500 employees! Arrow Senior Living YouTube-Click Here Arrow Senior Living serves and employs individuals of all faiths, regardless of race, color, gender, sexual orientation, national origin, age, or handicap, except as limited by state and federal law. Keywords: office manager, director, business office manager, HR, administrative, management, business office director, accounting, payroll, assisted living, senior living, human resources, HR manager, human resources coordinator