Human resources business partner jobs in Madison, WI - 52 jobs

** At Western Digital, our vision is to power global innovation and push the boundaries of technology to make what you thought was once impossible, possible. At our core, Western Digital is a company of problem solvers. People achieve extraordinary things given the right technology. For decades, we've been doing just that. Our technology helped people put a man on the moon. We are a key partner to some of the largest and highest growth organizations in the world. From energizing the most competitive gaming platforms, to enabling systems to make cities safer and cars smarter and more connected, to powering the data centers behind many of the world's biggest companies and public cloud, Western Digital is fueling a brighter, smarter future. Binge-watch any shows, use social media or shop online lately? You'll find Western Digital supporting the storage infrastructure behind many of these platforms. And, that flash memory card that captures and preserves your most precious moments? That's us, too. We offer an expansive portfolio of technologies, storage devices and platforms for business and consumers alike. Our data-centric solutions are comprised of the Western Digital , G-Technology and WD brands. Today's exceptional challenges require your unique skills. It's You & Western Digital. Together, we're the **Job Description** The Global Employee Relations & HR Compliance Team supports Western Digital ensuring consistency and reducing compliance risks in our employment practices and policies worldwide. This team partners closely with the regional people solutions representatives, HR Centers of Excellence, Ethics and Compliance and Employment Law to review and advise on matters of policy, country compliance and investigations. We are looking for a highly collaborative, strategic problem solver with deep compliance experience and technical expertise. This is a great opportunity for a builder who is looking to set up an HR Compliance function to scale in a rapidly evolving business. As the Senior Manager of Global HR Compliance, you will build our new HR Compliance function from the ground up, identifying compliance and policy opportunities, organizing cross-functional teams around compliance related projects and initiatives and defining our HR compliance roadmap. The Senior Manager will help build a forward-thinking team that proactively identifies and acts in areas of opportunity. You will work cross-functionally to bring deep subject matter expertise to people processes, programs and policies. This position reports to the Global Sr. Director for Employee Relations & HR Compliance ESSENTIAL DUTIES AND RESPONSIBILITIES + Conduct a gap analysis to identify policy and compliance risks + Develop, write and implement some HR policies and partner cross-functionally with COEs and other policy owners to ensure compliance with federal and local laws + Partner with Legal and COEs as needed to ensure policy alignment with local laws + Develop policy governance model and ensure all policy related documents are up to date and centrally located + Drive HR compliance related initiatives including but not limited to OFCCP, GSR, Time & Attendance, Gender Pay Gap Reporting, all US and country specific compliance reporting, compliance training requirements, etc. + Manager HR Compliance focused training and development + Support country HR teams in project managing local audits, etc. + Stay current with the evolving compliance landscape globally + Build a high performing team while ensuring operational excellence **Qualifications** REQUIRED + 10+ years of experience in Human Resources + 7+ years of experience in an HR Compliance focused role + 5+ years of leadership experience SKILLS + Excellent communication and interpersonal skills, demonstrating an ability to earn trust, dive deep and work successfully on a broad spectrum of employee and labor relations issues and business challenges. + Strong knowledge of RBA and internal audit processes. + Strong project manager, capable of independently owning large-scale, network-wide projects + Demonstrates an inclusive leadership style and a commitment to equality + Experience working in a global company leading cross-functional regional and global projects of significant scope, complexity, and of a highly sensitive nature. + Demonstrated success leading programs and driving process improvements + The ability to understand business goals and recommend new approaches, policies, and procedures to drive continuous improvement + Robust understanding of key HR concepts and practices (employment law, compliance, engagement, retention, and performance) + With international activities, conference calls in the early morning or late evenings are a normal course of business. Flexibility on both your part and the company's is expected. + Knowledge of China and other APAC countries' compliance and legislative landscape is a plus **Additional Information** Western Digital is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person's gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person's assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the "Know Your Rights: Workplace Discrimination is Illegal (************************************************************************************** " poster. Our pay transparency policy is available here (****************************************************** . Western Digital thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution. Western Digital is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at jobs.accommodations@wdc.com to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying. Based on our experience, we anticipate that the application deadline will be **02/26/2026** 3 months from posting), although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this. \#LI-VV1 **Compensation & Benefits Details** + An employee's pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs. + The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future. + If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned. + You will be eligible to be considered for bonuses under **either** Western Digital's Short Term Incentive Plan ("STI Plan") or the Sales Incentive Plan ("SIP") which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Western Digital's Standard Terms and Conditions for Restricted Stock Unit Awards. + We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the Western Digital Savings 401(k) Plan. + **Note:** No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law. **Notice To Candidates:** Please be aware that Western Digital and its subsidiaries will never request payment as a condition for applying for a position or receiving an offer of employment. Should you encounter any such requests, please report it immediately to Western Digital Ethics Helpline (******************************************************************** or email ****************** .

Ready to be pushed beyond what you think you're capable of? At Coinbase, our mission is to increase economic freedom in the world. It's a massive, ambitious opportunity that demands the best of us, every day, as we build the emerging onchain platform - and with it, the future global financial system. To achieve our mission, we're seeking a very specific candidate. We want someone who is passionate about our mission and who believes in the power of crypto and blockchain technology to update the financial system. We want someone who is eager to leave their mark on the world, who relishes the pressure and privilege of working with high caliber colleagues, and who actively seeks feedback to keep leveling up. We want someone who will run towards, not away from, solving the company's hardest problems. Our ******************************** is intense and isn't for everyone. But if you want to build the future alongside others who excel in their disciplines and expect the same from you, there's no better place to be. While many roles at Coinbase are remote-first, we are not remote-only. In-person participation is required throughout the year. Team and company-wide offsites are held multiple times annually to foster collaboration, connection, and alignment. Attendance is expected and fully supported. The HR Business Partner will support one or more functional teams playing a vital role in ensuring the functions they partner with are thriving and executing people programs at scale -- and, most importantly, translating business strategy into people & org strategy over time. As a key member of our People team, you will work closely with functional leaders on engagement, org health, performance management, employee development, diversity, policy, etc. You'll provide proactive guidance and counsel and will have the opportunity to improve and impact every employee's experience at Coinbase. Using data, combined with sound judgment and creativity, you'll directly influence the growth & scale of our organization. We're looking for an innovative person to help us continue to build a best in class team. *What you'll be doing (ie. job duties):* * Work with relevant stakeholders to help spearhead people programs and strategies that enhance our culture -- including performance management, compensation, talent development & feedback, employee engagement & retention, and internal communications. * Partner with functional leaders on org design, planning, and relevant people strategies at scale. * Regularly provide coaching/guidance on skill & professional development, career pathing and leveling, change management, and sensitive people situations. * Identify and advise leaders on the development needs of their teams and functions. * Approach people matters with an eye toward compliance and reducing risks; help build and apply HR policies and manage global employee relations issues. * Analyze trends & use data to develop people's insights and influence change. * Build excellent working relationships across the business and our People Team COEs. *What we look for in you (ie. job requirements):*** * Minimum of 7 years of relevant experience as a HR professional, chief of staff, or consultant. * Solid mindset and ability to create, improve, and execute on people processes and programs with efficient execution. * Proven stakeholder management skills with capability to navigate nuanced and elevated situations with poise and good judgment - separating signal from noise. * Data driven decision making experience or examples of analytical thinking patterns * Demonstrated skills in clear communication and escalation methods. * Comfortability with stepping into feedback conversations throughout all levels of the organization. * Ability to thrive in a fast-paced environment with ever-changing priorities. * Motivation to problem solve in an ambiguous environment. * Reputation for integrity, confidentiality, dedicated work ethic, and desire for ownership & accountability. P72558 *Pay Transparency Notice:* Depending on your work location, the target annual salary for this position can range as detailed below. Full time offers from Coinbase also include bonus eligibility + equity eligibility**+ benefits (including medical, dental, vision and 401(k)). Pay Range: $176,035-$207,100 USD Please be advised that each candidate may submit a maximum of four applications within any 30-day period. We encourage you to carefully evaluate how your skills and interests align with Coinbase's roles before applying. Commitment to Equal Opportunity Coinbase is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sex, gender expression or identity, sexual orientation or any other basis protected by applicable law. Coinbase will also consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state and local law. For US applicants, you may view the *********************************************** in certain locations, as required by law. Coinbase is also committed to providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact us at accommodations*********************************** *Global Data Privacy Notice for Job Candidates and Applicants* Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available ********************************************************** By submitting your application, you are agreeing to our use and processing of your data as required. *AI Disclosure* For select roles, Coinbase is piloting an AI tool based on machine learning technologies to conduct initial screening interviews to qualified applicants. The tool simulates realistic interview scenarios and engages in dynamic conversation. A human recruiter will review your interview responses, provided in the form of a voice recording and/or transcript, to assess them against the qualifications and characteristics outlined in the job description. For select roles, Coinbase is also piloting an AI interview intelligence platform to transcribe and summarize interview notes, allowing our interviewers to fully focus on you as the candidate. *The above pilots are for testing purposes and Coinbase will not use AI to make decisions impacting employment*. To request a reasonable accommodation due to disability, please contact accommodations[at]coinbase.com

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

IRI believes in commitment, Integrity and strategic workforce solutions. Integrated Resources, Inc., is led by a seasoned team with combined decades in the industry. We deliver strategic workforce solutions that help you manage your talent and business more efficiently and effectively. Since launching in 1996, IRI has attracted, assembled and retained key employees who are experts in their fields. This has helped us expand into new sectors and steadily grow. We've stayed true to our focus of finding qualified and experienced professionals in our specialty areas. Our partner-employers know that they can rely on us to find the right match between their needs and the abilities of our top-tier candidates. By continually exceeding their expectations, we have built successful ongoing partnerships that help us stay true to our commitments of performance and integrity. Our team works hard to deliver a tailored approach for each and every client, critical in matching the right employers with the right candidates. We forge partnerships that are meant for the long term and align skills and cultures. At IRI, we know that our success is directly tied to our clients' success. Job Description Position Details:Title: HR Generalist Location: Madison, Wisconsin, 53711 Duration: 6+ months • As a single point of contact, takes lead for all HR related topics for the site. Partners with site leadership team to translate business requirements into HR processes and systems that deliver business results. • Utilizes HR expertise to address business needs and understands the business impact of delivering results while upholding the company core values. • Delivers key HR processes such as talent management, performance management, change management, workforce planning, anticipating recruitment needs, etc. Responsible for supporting and resolving employee relations concerns that arise. • Leverages available CoE design/conceptual expertise and the HR Services unit for solutions provided to the business. • Effectively executes global and local HR processes • Relentlessly seek for improvement in the existing process and add value to deliverables. • Demonstrate a partner role model to the business by offering consultation and proactive solutions to accelerate the future business and organizational growth. • Responsible for multiple sites and 24/7 operations Qualifications Requirements • BA/BS required; MBA, MA in Organizational Development, Human Resource Management or related field preferred; • 5+ years of demonstrated experience as an HR Business Partner with demonstrated progressive HR generalist responsibilities including 2 plus years as HR Business Partner; • Strong business acumen and ability to contribute to the business strategy and operation plans; • Demonstrated ability to collaborate with business leaders to develop, implement and monitor HR programs that enable the achievement of business goals; • Demonstrated ability to take risks, make independent decisions and evaluate people • Ability to effectively manage competing priorities in a fast paced environment; • Excellent interpersonal/influencing skills, with ability to effectively coach leaders, build relationships and leverage resources within the function and across the organization to advance business strategy; • Demonstrated success in driving difficult change in a highly matrixed and complex global organization. Excellent knowledge in change management, organizational design, talent, performance management, strategic and operational planning; • Strong problem solving, facilitation and analytical skills; Additional Information Regards, Monil Patel Technical Recruiter Integrated Resources, Inc (732) 844-8747 Ext.338 monil @irionline.com

HR Business Partner Location: Madison, WI (preferred) or the broader Central US region, with flexibility to support multiple U.S. sites. Opportunity At AcuFast, we believe the best way to predict the future is to create it. As we continue to grow across North America, we are excited to introduce a newly created HR Business Partner position; a key role designed to strengthen our people operations and support our growing workforce across multiple sites. Reporting to the Manager of Human Resources, this full-time role serves as a key partner supporting our production, technical, and leadership teams across multiple states. The ideal candidate is a seasoned HR professional who can move fluidly between strategic business partnership and hands-on generalist support, working independently with sound judgment while building collaborative partnerships across diverse teams. Key Responsibilities Business Partnership Partner with functional and site leaders to align people strategies with business goals, advising on workforce planning, organizational design, and employee development. Serve as a trusted HR advisor to managers, providing counsel on employee relations, performance management, and policy interpretation. Champion AcuFast's culture, values, and engagement efforts to ensure a positive and consistent employee experience. Support organizational change initiatives including communication planning, role transitions, and change readiness. HR Operations & Compliance Maintain compliance with federal, state, and local employment laws (FLSA, EEOC, DOL, OSHA). Update and implement HR policies and procedures that reflect evolving employment standards and best practices. Manage and maintain HR records and data integrity across systems. Participate in internal HR audits and continuous process improvement initiatives. Talent Acquisition & Onboarding Lead end-to-end recruitment for hourly, salaried, and technical roles, including job postings, interviews, offers, and onboarding. Partner with internal stakeholders and immigration counsel to support foreign national hiring and visa processes (TN, J-1, H-2A). Coordinate onboarding logistics, ensuring a smooth and compliant start for all new hires. Compensation, Benefits & Payroll Support compensation reviews, job evaluations, and pay equity analysis. Administer employee benefits programs including enrollments, changes, and employee education. Collaborate with payroll and finance teams to ensure accuracy and compliance in biweekly payroll execution, acting as backup for payroll-related tasks. Employee Relations & Development Conduct and document workplace investigations, ensuring fairness and confidentiality. Coach managers on performance management and employee engagement strategies. Support employee recognition, retention, and professional development initiatives. Partner with leadership to identify training needs and deliver targeted HR or compliance training. Systems & Reporting Maintain and update employee data in HRIS systems (Paycor, ADP, or Dayforce). Generate and analyze HR metrics (turnover, headcount, engagement) to identify trends and recommend actions. Qualifications & Experience 5-8 years of progressive HR experience, including time as a Generalist or HR Business Partner. Bachelor's degree in human resources, Business Administration, or related field (PHR/SPHR/SHRM-CP preferred). Strong knowledge of U.S. labor and employment laws across multiple states. Experience in agriculture, food production, or manufacturing industries is a strong asset. Hands-on experience with HRIS and payroll platforms (Paycor, ADP, Dayforce, or equivalent). Familiarity with immigration and work authorization processes. Excellent communication, relationship-building, and problem-solving skills. High attention to detail and ability to manage sensitive information with discretion. Bilingual proficiency in Spanish is an asset. Ability to travel occasionally across AcuFast U.S. locations. What We Offer Competitive salary based on experience and qualifications, plus a performance-based bonus. Comprehensive benefits package (health, dental, vision). 401(k) with a 4% employer match. Professional development and training opportunities. Inclusive, collaborative, and growth-focused work environment. About Us: AcuFast provides pork producers across North America and worldwide with breeding stock and innovative genetic and reproduction solutions. We work alongside pork producers and industry partners to build the future of pork production together. It is a future where cutting-edge science and proven farm practices meet, ensuring the health of pigs, producers, and consumers for generations to come. We empower our people by supporting and encouraging them to grow personally as well as professionally. We have a team of keen and innovative thinkers. You will love it here.

The Sr HR Business Partner serves as a key partner to site leadership, providing strategic and hands-on HR support across multiple business units. This role is responsible for coordinating all core HR functions, including employee relations, performance management, compensation, compliance, and talent acquisition support. Acting as a trusted advisor, the Sr HR Business Partner ensures alignment between HR initiatives and business objectives, offering coaching to managers and fostering a positive, engaged workplace culture. The position requires strong communication, sound judgment, and a thorough understanding of employment law and transportation/DOT regulations. By actively engaging with employees across all levels, this role plays an essential role in promoting operational excellence, employee satisfaction, and organizational integrity. This is an on-site role. Responsibilities * Coordinate Human Resource functions for assigned sites; counselling of employees and management; salary administration; compliance with all Federal and State regulations. * Provide guidance to the leadership team on a wide variety of employee relations issues (including policy and HR procedure). * Execute transactional core HR processes (e.g. coordinate and conduct new associate orientation, onboarding and exit interviews, status changes, etc). * Work with leaders to ensure the HR strategy is aligned with the business strategy. * Provide coaching with regarding to performance management including performance improvement plans and employee performance counselling documents. * Support hiring managers and Talent Acquisition with recruitment and staffing plans. * Learn and understand the business segments supported and challenges of the workforce by shadowing employees at all levels. * Assist in programs to enhance employee engagement and satisfaction levels. * Demonstrate discretion and business ethics as well as operate with integrity and fairness. * Possess working knowledge of federal, state, and local employment law as well as Human Resource practices. * Demonstrate ability to communicate clearly and effectively, verbally and in writing. * Communicate any concerns with HR Leadership. * Ability to utilize Microsoft products such as Excel, Outlook, Teams, etc to communicate and provide reporting materials. * Able and willing to enter the production areas occasionally which involves biosecurity measures such as showring in and wearing PPE. * Other special projects and duties as assigned Qualifications * Bachelor's degree in Human Resources or a related field * Progressive HR experience, including at least 3+ years at the HR Business Partner level with a strong background in Employee Relations * Proven experience supporting a transportation operation or site, including familiarity with DOT regulations and compliance requirements * Experience supporting a manufacturing environment * Proficiency with HRIS systems, Workday preferred #LI-LM1 #LI-Onsite * This position could be offered at different levels for candidates who qualify with a combination of advanced levels of education and/or years of experience. The salary range will adjust along with the level of the role to match the person's relevant experience and/or education level. Inotiv is a growing contemporary drug discovery and development company where we "Play to Win" in an industry rich with opportunity. Together, we face challenges and together we win in the delivery of world-class drug discovery and development solutions that impact the health and well-being of people all over the world. There's an opportunity for everyone at all phases of a career, each individual's unique skill set has an impact on the work we conduct. If you have the talent and desire to impact the quality of people's lives, we have the career opportunities to make it happen. Join us in embracing research and science to impact the health and well-being of people all over the world. Salary will be commensurate with experience and responsibilities. Benefits include health and dental coverage, short- and long-term disability, paid time off, paid parental leave, 401K, and more! Inotiv is an Equal Opportunity Employer. It is our policy to provide a fair and equal employment opportunity to all persons, regardless of age, race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, genetic information, disability, national origin, veteran status, or any other basis prohibited by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination and access to benefits and training.

About Kerry Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables * As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. * Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. * Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. * Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential * Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. * Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. * Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. * Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration * Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. * As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities * Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills * A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices * Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada * A proven record of working as a highly commercial business partner with executive leadership and line managers * Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships * Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses * Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction * Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise * Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs * Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities * Experience of working with remuneration as a strategic enabler to drive change and transformation * Has ideally played a key role in successfully integrating acquired businesses * Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. * A university degree is required; an advanced degree in business or a related field would be highly desirable * Proven familiarity working in a similarly sized, diverse business with a global footprint. * Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise * 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.

Genus is seeking an HR Project Portfolio Manager to lead and manage internal HR projects from initiation through completion. This role is pivotal in driving strategic HR initiatives that span multiple disciplines-including HR, Finance, IT, Operations, and senior business leaders-to ensure consistent execution and successful outcomes. The HR Project Portfolio Manager will develop business cases, secure leadership support, manage budgets and timelines, and deliver projects that enhance organizational effectiveness. This position is located in our DeForest, WI Office. The salary range for this position is $115,000 - $135,000 USD. The salary provided is a good faith estimate representative of all experience levels. Genus considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate's work experience, location, education/training, and key skills. You Will Identify HR improvement opportunities and create business cases for approval. Design project plans, including timelines, change management touchpoints, and resource allocation. Launch and manage projects to ensure delivery on time, on budget, and within specifications. Develop KPIs to measure success and ongoing benefits of implemented changes. Lead post-project reviews to capture lessons learned and share insights with HR leadership. Create project documentation such as RACI charts and process flow diagrams for training Requirements Basic Qualifications: (required) Bachelor's degree or equivalent; MBA preferred. Recognized project management certification (PMP, PMP-PBA, etc.). 5+ years leading international projects; HR project experience preferred. Excellent written and verbal communication skills; ability to manage multiple projects under tight deadlines. Preferred Qualifications: Continuous improvement experience (Agile or Lean Six Sigma). Travel: Up to 20% domestic and international. Business Overview Genus is an agricultural biotechnology pioneer. We are a global FTSE 250 company, headquartered in the UK, and listed on the London Stock Exchange. Genus PLC has a presence in over 70 countries and a global workforce of over 3,000 employees and growing. We are a worldwide leader in porcine and bovine animal genetics, partnering with farmers to transform how we nourish the world - a mission that is important to a sustainable future. Our vision is clear: Pioneering animal genetic improvement to sustainably nourish the world. Benefits Overview At Genus, benefits include health, dental, vision, FSA/HSA, long and short-term disability, 401K, tuition reimbursement, paid holidays and ETO (earned time off). Equal Employment Opportunities Genus is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates. Genus prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Genus conforms to the spirit as well as to the letter of all applicable laws and regulations. Recruitment Fraud Warning Genus plc will never ask you to provide fees or payment for computer, software, or other equipment or supplies during the recruitment and/or onboarding process. If you have any questions about your individual application, please contact the Genus Talent Acquisition team at ***********************.

Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables + As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. + Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. + Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. + Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential + Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. + Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. + Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. + Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration + Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. + As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities + Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills + A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices + Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada + A proven record of working as a highly commercial business partner with executive leadership and line managers + Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships + Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses + Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction + Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise + Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs + Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities + Experience of working with remuneration as a strategic enabler to drive change and transformation + Has ideally played a key role in successfully integrating acquired businesses + Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. + A university degree is required; an advanced degree in business or a related field would be highly desirable + Proven familiarity working in a similarly sized, diverse business with a global footprint. + Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise + 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.

Are you someone who is passionate about making a difference in the lives of others? Do you enjoy caring for and mentoring others with disabilities? MyPath and its Operating Companies provide specialized services and dignified care for children, adolescents and adults with special needs. Our companies provide a spectrum of services and support which promote the ability of those we serve to live as independently as possible in the community. Overview The Senior Human Resources Manager is a strategic HR leader who partners with Operating Company leadership and the MyPath HR team to deliver compliant, forward-thinking HR solutions. Operating in a matrixed environment, this role oversees a broad range of HR functions and leads HR talent across assigned Operating Companies, including providing dedicated HR oversight and support for MyPath school-based operations. This includes ensuring workforce strategies, employee relations, and compliance practices meet the unique regulatory and operational needs of school environments. The Senior Human Resources Manager directly manages Human Resources Business Partners (HRBPs) and/or Human Resources Managers (HRMs) supporting MyPath schools. Reporting to the Owner Relations & HR Compliance Director, this role works across the organization to strengthen culture, drive accountability, and support MyPath's employee ownership model. This is an ideal opportunity for an experienced HR leader who thrives in complex environments and balances strategic influence with hands-on execution. What You'll Do Strategic Leadership & Partnership Serve as a trusted HR advisor to Operating Company leaders, aligning HR strategies with business and operational goals. Identify high-priority HR challenges and lead data-informed interventions to improve outcomes. Support workforce planning, organizational design, and talent strategies aligned with growth initiatives. Employee Relations & Compliance Lead complex and high-risk employee relations matters, including investigations related to harassment, abuse, fraud, and conflicts of interest. Ensure consistent application of policies and compliance with employment laws (EEO, ADA, FMLA, wage & hour, etc.). Oversee attendance, performance management, disciplinary actions, and terminations. Team Leadership & Talent Development Recruit, coach, and develop high-performing HR teams, including HR Managers, Business Partners, and Assistants. Establish clear expectations, performance metrics, and ongoing development plans for direct reports. Support a seamless employee lifecycle experience from onboarding through offboarding. Culture, Ownership & Engagement Champion MyPath's employee ownership culture by integrating ownership principles into HR practices, talent strategy, and the employee experience. Partner cross-functionally to strengthen engagement, accountability, and employer branding. Operational Excellence & Safety Evaluate and improve HR systems, processes, and workflows through cross-functional collaboration. Participate in workplace safety initiatives, return-to-work programs, and safety committees. Monitor payroll and timekeeping practices, ensuring policy adherence and fiscal responsibility. What You Bring Required Qualifications Bachelor's degree in Human Resources or a related field. Minimum of 7 years of progressive HR experience, including at least 3 years in a leadership or managerial role. Broad HR expertise across employee relations, performance management, recruitment, retention, training, and policy development. Preferred Qualifications HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP). Proven experience leading change, building or scaling HR functions, and implementing organization-wide initiatives. Strong ability to coach, mentor, and develop HR professionals. Skills & Competencies Exceptional interpersonal, communication, negotiation, and conflict-resolution skills. Sound judgment, emotional intelligence, and ability to remain calm under pressure. Strong analytical and organizational skills with the ability to manage multiple priorities. Proficiency in Microsoft Office (Word, Excel, PowerPoint). Work Environment & Travel Hybrid, office-oriented role with periodic travel to Operating Company locations. Requires a valid driver's license and acceptable driving record. Ability to sit, stand, walk, and perform standard office tasks. Additional Information KNOWLEDGE, SKILLS, AND ABILITIES: Requires a Bachelor's degree in HR or related field. Professional certification preferred (PHR/SPHR, SHRM-CP, SHRM-SP). Requires minimum of 7 years of experience with a minimum of 3 years in a leadership or managerial role, in most of the following HR disciplines: recruitment, retention, on-boarding, performance management, talent development, affirmative action, equal opportunity employment, training, employee handbook, policy development, and employee relations. Remains aware of current trends in human resources; attends conferences, workshops and other training as needed and shares this new information with department. As a strategic leader this role requires one or more of the following: proven experience in leading change, successful implementation of organization-wide processes, demonstrated experience in establishing department, service, and or performance metrics; success at coaching, mentoring and developing staff. Ability to work under tight deadlines, exercise good judgment, and effectively solve problems. Requires exceptional interpersonal, oral and written communications, negotiating and conflict resolution skills. Remains calm under pressure and maintains self-composure/self-control in times of high stress. Working knowledge of MicroSoft Office including Word, Excel, PowerPoint. PHYSICAL REQUIRMENTS /WORK ENVIRONMENT Ability to walk, stand, bend, kneel, and carry light items. Requires bilateral manual dexterity to perform office tasks, data entry. Ability to walk, sit, stand for long periods of time. Ability to read, speak, write, and understand English. Working/Environmental Conditions: Primarily a hybrid role working in an office-oriented position. May involve multi-step tasks and simultaneous projects. Noise and temperature levels can fluctuate, may be occasionally exposed to outside weather conditions (travel). Minimal risk of exposure to blood or other body fluids and chemicals (such as cleaning agents). Position requires the use of typical office machines including phone, computer, calculator, filing systems and filing cabinets. MyPath is composed of a beautifully diverse spectrum of employees with different characteristics, abilities, and life experiences. We believe that equitable, diverse, and inclusive practices in our workspaces are integral to the existence of MyPath. We value our diverse spectrum of Owners, the individuals we serve and the communities we encounter. Our success as an organization is directly proportional to our ability to create belonging and genuinely engage our Owners and potential Owners. We ask for demographic information so that we can be intentional in supporting our Owners best. Although not required, we would appreciate you sharing to help our commitment of cultivating a diverse, equitable, inclusive, and belonging MyPath. Our Culture At MyPath, we support an ownership culture throughout the organization. Our culture is based on our five beliefs and behaviors: Passion Accountability Teamwork Openness Continuous Learning and Innovation As an employee owner, you can expect transparency, respect and appreciation. You'll impact the place you work and map a career within MyPath. With your passion and our breadth of services, your options are nearly limitless! MyPath is an Equal Opportunity Employer (EOE) committed to fostering a diverse, equitable, and inclusive workplace. We embrace the unique characteristics, abilities, and life experiences of our employees and believe that equitable and inclusive practices are essential to our success. We value the diversity of our Owners, the individuals we serve, and the communities we engage with.

Stafford Rosenbaum LLP is seeking a Human Resources Manager to oversee HR functions at our firm. The position is responsible for the overall planning, organizing, and execution of human resources activities and functions at Stafford Rosenbaum LLP including recruitment, hiring, training and retaining attorneys and staff. The successful candidate will maintain knowledge of trends, best practices, compensation/benefits, regulatory changes, and compliance with federal, state, and local employment laws. Responsibilities include working with our benefit broker on annual open enrollment, executing the process through our HRIS, Paylocity. Additionally, responsible for managing and executing our annual evaluation processes for staff and associates. Position works closely with practice team leaders on staffing needs, managing the recruitment process for open positions and managing onboarding of new attorneys and staff. The HR Manager provides support to the Managing Partner, Director of Administration and Board of Directors on HR items that are complex, requiring necessity to work with counsel as need be. Requirements Bachelor's degree in Human Resources, Business Administration, Communications or related areas or equivalent on-the-job experience A minimum of three years of human resources and management experience, preferably in a law firm or professional services environment. Excellent oral and written communication skills with ability to exercise courtesy, diplomacy and tact. Ability to utilize a broad range of technology and applications including Paylocity or other HRIS, Microsoft Office Suite products and law firm specific timekeeping and document management system. SHRM or HRCI certification is desirable. Travel between our two offices is required. This is an exciting opportunity to join a historic, respected law firm with an impressive 145-year history of providing exceptional legal services to communities, businesses, nonprofits, and individuals! To find out more about us, visit www.staffordlaw.com. To submit your resume, please visit our careers site at www.staffordlaw.com/careers.

Rock Energy Cooperative, an MRA Member, is looking for an HR Manager who has experience in Human Resources and working in a union environment. This position is an on-site work opportunity. The Human Resources manager is responsible for the planning, implementation, management and administration and communication of all HR programs and projects for Rock Energy Cooperative. Functions include, but are not limited to, staffing, employee relations, compensation and benefits, labor relations, safety and employee evaluation and development. Work is performed independently under the general supervision of the CEO. This position is 100% on-site. Essential Duties and Responsibilities This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time. Develops, administers, interprets, and maintains personnel policies, programs, and procedures in accordance with applicable state and federal regulations; researches, develops and recommends employment policies; maintains and updates employee handbook. Assures adherence to policies and procedures pertaining to human resources management. Maintains employee files. Advises supervisors, managers, and directors on employee performance issues; manages or conducts employee investigations; and conducts and summarizes exit interviews. Coaches, advises and assists supervisors on performance and disciplinary issues. Regular attendance in the office is an essential part of job. Maintains updated position descriptions. Manages the administration of the cooperative's employee benefit programs including: retirement plans, flexible spending, deferred compensation, and insurance programs. Works with plan administrators to assure comprehensive coverage. Manages the renewal process, change in providers, and open enrollment. Responds to questions and educates employees about benefit issues, and coordinates deductions and leave administration with payroll. Identifies recruiting sources and strategies; creates job postings, supplemental questionnaires, and advertisements; writes interview questions, conducts interviews and testing; recommends candidates for interviewing, checks references, and prepares confirmation and rejection letters. Conducts employee onboarding. Participates in negotiations, resolves grievances, assists and advises the CEO during labor relation negotiations; and advises managers on contract interpretation. Prepares wage and benefit data and proposals for use in negotiations. Oversees Workers' Compensation program, including working with Claims Adjustors and Nurse Case Managers. Manages injury on duty and return to work issues. Participates in safety committee activities. Assists in developing, maintaining, and updating safety policies and/or manual; prepares required OSHA information. Monitors and approves human resource division expenses. Performs all other related duties as requested or assigned. Working occasional extended hours may be required during emergency and other situations. Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree in Human Resources, Business Administration, Communications, or a closely related field; and three to five years of experience Must have experience dealing with unions Demonstrated organizational and communication skills Proficiency in Microsoft Office: Excel, Word, and PowerPoint; Publisher and Adobe Acrobat helpful Ability to learn cooperative software General knowledge of employment law General knowledge of HRIS Certification (IPMA-CP and/or PHR/SPHR) preferred Physical Demands While performing the duties of this job, the employee is frequently required to sit; talk or hear; and use hands to finger, handle, or touch objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work Environment The position is primarily an office-based position with visits to the warehouse and out in the field. The employee occasionally performs work-related travel. Compensation Range $85,000 - $95,000 Rock Energy Cooperative is currently using MRA-The Management Association to assist with its recruiting needs. They are not utilizing the assistance of staffing agencies at this time. If interested in the position, please click "Apply" and submit your resume accordingly. All questions can be directed to [email protected]. Thank you! We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

Genus is seeking an HR Project Portfolio Manager to lead and manage internal HR projects from initiation through completion. This role is pivotal in driving strategic HR initiatives that span multiple disciplines-including HR, Finance, IT, Operations, and senior business leaders-to ensure consistent execution and successful outcomes. The HR Project Portfolio Manager will develop business cases, secure leadership support, manage budgets and timelines, and deliver projects that enhance organizational effectiveness. This position is located in our DeForest, WI Office. We would consider remote candidates in the U.S. who have the ability to come to the Wisconsin office 1-2 times per month. The salary range for this position is $115,000 - $135,000 USD. The salary provided is a good faith estimate representative of all experience levels. Genus considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate's work experience, location, education/training, and key skills. You Will Identify HR improvement opportunities and create business cases for approval. Design project plans, including timelines, change management touchpoints, and resource allocation. Launch and manage projects to ensure delivery on time, on budget, and within specifications. Develop KPIs to measure success and ongoing benefits of implemented changes. Lead post-project reviews to capture lessons learned and share insights with HR leadership. Create project documentation such as RACI charts and process flow diagrams for training Requirements Basic Qualifications: (required) Bachelor's degree or equivalent; MBA preferred. Recognized project management certification (PMP, PMP-PBA, etc.). 5+ years leading international projects; HR project experience preferred. Excellent written and verbal communication skills; ability to manage multiple projects under tight deadlines. Preferred Qualifications: Continuous improvement experience (Agile or Lean Six Sigma). Travel: Up to 20% domestic and international. Business Overview Genus is an agricultural biotechnology pioneer. We are a global FTSE 250 company, headquartered in the UK, and listed on the London Stock Exchange. Genus PLC has a presence in over 70 countries and a global workforce of over 3,000 employees and growing. We are a worldwide leader in porcine and bovine animal genetics, partnering with farmers to transform how we nourish the world - a mission that is important to a sustainable future. Our vision is clear: Pioneering animal genetic improvement to sustainably nourish the world. Benefits Overview At Genus, benefits include health, dental, vision, FSA/HSA, long and short-term disability, 401K, tuition reimbursement, paid holidays and ETO (earned time off). Equal Employment Opportunities Genus is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates. Genus prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Genus conforms to the spirit as well as to the letter of all applicable laws and regulations. Recruitment Fraud Warning Genus plc will never ask you to provide fees or payment for computer, software, or other equipment or supplies during the recruitment and/or onboarding process. If you have any questions about your individual application, please contact the Genus Talent Acquisition team at ***********************. Receive email notifications about our latest career opportunities, news and updates directly to your mailbox. Click here to sign up.

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://jobs.qcitech.com/jobseeker/Director_of_Human_Resources_J02117426.aspx *You can apply through Indeed using mobile devices with this link. Additional Information

Lead People Strategy. Build Organizational Excellence. Drive HR Innovation. QUICK FACTS Pay: $74,180/year Schedule: Full-time (40 hours/week), Full Year WHAT WE OFFER Comprehensive Benefits * Health, Dental, and Vision Insurance * Generous Paid Time Off & Holidays * 403(b) Retirement with Company Match After 2 Years * Company-Paid Life Insurance and Long-Term Disability * Flexible Spending Accounts * Public Service Loan Forgiveness Eligible Employer Work-Life Excellence & Professional Growth * HR leadership role supervising two Human Resources Generalists * Strategic partnership with Human Resources Director * PHR certification pathway support (required within first year) * Consultative HR model with agency-wide impact * Dynamic, mission-driven nonprofit environment * Comprehensive professional development: ongoing coaching, paid continuing education, and credential support * Career advancement pathways with organizational training support QUALIFICATIONS YOU'LL NEED * Education: Bachelor's degree in HR or related field (or 8 years HR experience in lieu of degree) * Certification: Professional in Human Resources (PHR) or ability to obtain within first year required * Leadership Experience: 2-3 years supervisory experience; prior HR leadership experience required * HR Expertise: Talent acquisition, training, employee relations (moderate to complex issues), performance management, employee communication * Technical Knowledge: Employment laws, labor relations, benefits plans, FMLA, ADA, Leave of Absence administration * Professional Competencies: Excellent consultative skills, multi-tasking in fast-paced environment, independent decision-making, sound judgment * Communication: Effective written and verbal communication skills at all organizational levels * Diversity: Commitment to diversity initiatives and cultural sensitivity * Additional: Experience with low-income, multicultural environments preferred; valid Wisconsin Driver's License with adequate insurance WHAT YOU'LL DO As a Human Resources Manager, you'll lead people strategy by: * Planning, implementing, and evaluating HR policies, programs, and practices * Supervising and directing two Human Resources Generalists * Maintaining and enhancing the HR department's effectiveness and service delivery * Managing talent acquisition, recruitment, and onboarding processes * Handling moderate to complex employee relations issues with consultative approach * Overseeing performance management systems and employee communication strategies * Ensuring compliance with employment laws, FMLA, and ADA * Leading diversity initiatives and ensuring culturally responsive HR practices * Managing compensation, benefits, training, and leave administration * Developing and delivering effective employee communications * Working consultatively with all organizational levels to support mission achievement WHO WE ARE At Reach Dane, we're reimagining early childhood education as a powerful tool for social transformation. Our commitment to equity and inclusion includes: * Building heart-centered, values-based HR practices that care for employees * Leading with equity and ensuring culturally responsive people strategies * Supporting a diverse workforce that reflects our community * Creating psychologically safe, trauma-informed workplace culture JOIN OUR MISSION Lead transformative HR strategy in a mission-driven nonprofit where people practices directly support children, families, and educators while advancing equity and organizational excellence. Reach Dane is an equal opportunity employer committed to building an inclusive workplace. We provide reasonable accommodations for qualified individuals with disabilities throughout the application and interview process. Please contact us to request accommodation.

Extreme Engineering Solutions (X-ES) is seeking a driven HR professional ready to lead a high-performing HR team responsible for benefits administration, talent acquisition, and general HR operations. The team supports all core HR programs, including recruitment, compensation, benefits, employee relations, and workers' compensation. In this role, you will play a critical part in shaping how HR supports a growing organization by developing your team, strengthening HR processes, and aligning people, structure, and strategy to business goals. This position reports directly to an Executive Leader and partners closely to deliver insights, results, and strategic HR guidance to the Executive Leadership Team. You will serve as a trusted advisor, ensuring HR initiatives drive organizational effectiveness and long-term success. Duties and Responsibilities Oversee specialists in benefits, recruiting, and HR operations, providing guidance, feedback, and mentorship. Ensure the team delivers consistent, compliant, and high-quality HR services aligned with company goals and culture. Assist in handling employee relations matters, including conflict resolution, investigations, and documentation. Evaluate and align the organizational structure and existing role requirements, while identifying necessary new or modified roles. Streamline and document HR workflows, and maintain up-to-date policies that reflect best practices and comply with all federal, state, and local employment laws and company policies. Partner with managers and employees to promote open communication, teamwork, and a positive, solutions-focused environment. Support fair and consistent handling of workplace issues, ensuring professionalism, accuracy, and proper documentation. Collaborate with the Executive Leader and Executive Team to implement HR initiatives, share key insights, and align people strategies with organizational objectives. Oversee hiring, performance management, and professional development of the HR team. Required Qualifications Bachelor's degree in Human Resources, Business, or related field. Minimum of seven (7+) years of Human Resources experience, including exposure to multiple HR functional areas such as recruiting, employee relations, benefits, compliance, etc. Demonstrated ability to lead Human Resources projects, initiatives, or mentoring others. Effective communication skills both in written and verbal presentation with a communication style that is open, credible, and understanding. Computer proficiency and a high level of organization with strong attention to detail. Ability to work both independently and as part of a team, fostering a culture of employee involvement, engagement, and collaboration. Ability to work onsite from our facility located at 9901 Silicon Prairie Parkway in Verona, WI. Desired Qualifications Master's degree in Human Resources, Business Administration, or related field. Prior experience formally managing a Human Resource team is preferred. HR certification (PHR/SPHR or SHRM-CP/SHRM-SCP) preferred. Knowledge of HR management including organizational development, conflict resolution, and relationship management at all levels. Strong understanding of HR management, organizational development, and employee relations. Skilled in conflict resolution, team leadership, and sound business judgment. Excellent planning and organizational abilities with the capacity to delegate effectively. Proven discretion in handling confidential information and sensitive issues. Solid knowledge of HR laws, compliance, and best practices. Experience with HRIS systems (UKG/UltiPro preferred). Familiarity with wellness programs and benefit vendor evaluation. Compensation and Benefits X-ES offers a competitive compensation package and excellent benefits, including: No-deductible, low-copay group health and dental insurance (90% employer paid) Health and wellness benefits coverage eligibility begins on the first of the month following your start date Life insurance and long-term disability insurance (100% employer paid) Paid time off, plus eight paid holidays a year 401(k) employer match up to 4%, subject to plan terms & waiting periods. Roth option is available. Participation in the 100% employee-owned Employee Stock Ownership Plan (ESOP) at no cost to employees X-ES also takes a casual, small-business approach to company culture. At our state-of-the-art office and manufacturing facility located in Madison's growing tech corridor, there's no formal dress code, flexible day shift scheduling, and dedicated personal workspaces. Our employees kick back at regular company events and enjoy lunches from local pizza places and food carts. At X-ES, we strive to offer a comfortable, relaxed environment for our employees to do their best work. About X-ES When “rugged enough” isn't rugged enough for embedded computing systems, industry leaders in the military, aerospace, industrial, and commercial sectors turn to Extreme Engineering Solutions (X-ES). Because we strive to be the premier provider of mission-critical embedded products while delivering exceptional levels of customer and employee satisfaction, we hire strong contributors and give them space to thrive. As a 100% employee-owned company, our employees both drive and directly benefit from our success. Together, we meticulously design and build products that stand up to some of the most extreme conditions on the planet. X-ES is located on the far west side of Madison, WI. The company designs and manufactures rugged embedded computing solutions for a variety of applications. For more information, visit **************** X-ES is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other category protected by law. All X-ES job postings and application procedures are posted in compliance with Section 39.08 of the Madison General Ordinances.

As Human Resources Manager, you'll be responsible for shaping and sustaining processes and practices in all areas of HR, including staffing support of production team members, employee onboarding and administering benefits, government compliance, employee communications, company events, and more. You will partner with the Safety Manager, HR Assistant, and the Operations team to drive improvements and implement sound HR practices. This is a hands-on role which requires the ability to think on a strategic level as well as develop strong relationships with employees. Responsibilities: Strategic partner to the Director of Operations and plant leadership team, bringing expertise in HR Build a strong culture within the plant by working with the leadership team and hourly employees to ensure that employees feel valued and engaged Provide hourly staffing support to ensure a stable front line workforce Ensure that all the major HR systems, policies, and programs run efficiently, effectively, and in alignment with the strategic needs of the plant Provide and ensure efficient, day-to-day HR administration and operations Administer employee benefits Support employee engagement and efficiency strategy Oversee administrative support of HR Assistant Required (Basic) Qualifications: Experience working with a diverse and multi-cultural workforce required Bachelor's degree preferred 3-5 years of experience working in Human Resources within a manufacturing environment required - Union experience preferred Previous experience in staffing and building robust teams Proven decision-making skills Excellent written and verbal communication skills Effective interpersonal skills Must possess leadership skills to advise, lead and develop other personnel to accomplish personal, plant and corporate objectives Must be flexible and able to work in a fast-paced environment, with ability to balance multiple tasks and prioritize work Proficiency at software applications, including Microsoft Office, and quick learning of new technology Must be legally authorized to work in the United States without company sponsorship, now or in the future.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

About Kerry In careers from manufacturing to food science, Kerry's 19,000+ people are shaping the future of food by helping to nourish and delight consumers worldwide. Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you with opportunities to explore and grow in a truly global environment. About the role The Commercial Human Resources Director for North America will Partner with and coach business leaders to shape and execute organizational effectiveness and talent management priorities that directly support business growth, profitability and competitive advantage. The HR Director will be an integral member of the North America Commercial Leadership team responsible for leading profitable and sustainable growth. This individual will have specific accountability for shaping and executing plans to ensure the North America Commercial Function has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The ideal candidate for HR Director will be someone who thrives in a fast-paced enviornment, can manage ambiguity and collaborates across Kerry's global Centers of Expertise and Global Business Services groups to ensure seamless delivery of agreed HR priorities. This individual plays a critical leadership role, driving strategic HR initiatives and aligning HR practices with business objectives to maximize commercial performance. Serving as a trusted advisor to senior leadership and a critical partner on the HR Leadership Team, the HR Director provides expert guidance on organizational effectiveness, organizational design, talent management, employee engagement and change management. This role acts as a key influencer, ensuring HR strategies support sustainable business growth, performance, and culture. This role is hybrid requiring a minimum of 3 days on site at our Beloit Wisconin headquarters with key customers, stakeholders & the HR leadership team. Key responsibilities Organisational Effectiveness * Shape & drive organisational effectiveness priorities aligned to business growth strategy * Lead execution of organisational effectiveness priorities and initiatives in line with business strategy and plans that improve productivity, reduce costs and enhance agility in response to market changes * Responsible for the people and organisation-design related aspects of change programmes - govern change initiatives to ensure people and organisational design aspects deliver commercial results. * Monitor and interpret key indicators of organisational effectiveness, (e.g. attrition, engagement) and ensure plans are in place to course-correct as needed * Coach & partner with business leaders on their role in leading organisational effectiveness for revenue growth and market leadership Talent Management * Shape & drive talent management priorities that build critical capabilities aligned to business growth strategy * Shape strategic talent and capability needs of the business, advise / coach leaders on leveraging relevant Talent Pipelining solutions for business growth / ensure delivery against key organisational 'Talent' priorities. * Lead core people and talent processes e.g., Talent & Succession planning, Career Development, High Potentials, and supporting internal talent mobility. * Partner with COEs to ensure individual and collective learning and leadership development solutions meet business requirements; coach leaders in improving leadership and management effectiveness, * Specify strategic resourcing requirements, work with leaders to validate open roles, coaching and challenging where necessary on requirements for new or replacement roles. * Input to assessment and selection process for critical / key leadership roles (with focus being Level D and critical roles at Level E, as agreed) Reward * Leverage Reward Programs to drive business performance and employee engagement * Partner with Reward COE on appropriate solutions to address business need * Consult, partner, coach Business Leaders re Total Reward decisions * Provide business insights to influence Reward COE strategy * Work with Reward COE on comp packages for Senior Leader & critical roles * Support leaders with the annual pay planning process Employee Support * Provide subject matter expertise in addressing complex Employee Relations issues in line with our service delivery model * Proactive management of Employee Relations as part of our Employee Engagement agenda; ensuring compliance to standards and use of data to develop action plans to remediate issues in a timely manner Employee Experience * Onboarding of senior leaders and critical roles * Coach & Support People Leaders on the creation & execution of our Voice & Engagement Plans Qualifications and skills * Bachelor's degree in Human Resources, Business Administration, or related field * 10+ years of progressive HR experience, including at least 5 years in an HR Business Partner leadership role. * Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional commercial human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada * Proven track record of partnering with senior executives in a matrixed or global organization. * Strong knowledge of Organisational Effectiveness and Talent Management practices. * Demonstrated experience in change management, leadership coaching, and organizational design. * Excellent communication, influence, and stakeholder management skills. * Strong analytical mindset with the ability to interpret HR metrics and data to inform decisions. * Comfortable working in fast-paced, dynamic environments. * HR Certification preferred. * Global HR experience or exposure to international business environments preferred. The pay range for this position is 177,000 - 310,000 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, internal equity, and Location. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 12/08/2025 Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.