Human Resources Business Partner Jobs in Melvindale, MI

As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. **In this position…** The Director, HR Business Partner is a key member of the HR Business Partner leadership team, leading the people strategy and human resources delivery for one of Ford's business units and is accountable for the performance and results of an HR Business Partner team. The role is responsible for aligning business strategy with human resources strategy and operations. The role forges partnerships across the HR function to develop and drive scalable HR programs/talent initiatives and deliver value-added services to management and employees that reflect the business objectives of the organization. The role has management authority for a high performing HR Business Partner team. If you are motivated by the challenges and opportunities that come with building scalable HR strategies and operations at a moment of historic transformation and dynamism at Ford, then this is the opportunity for you. ***This role will be hybrid out of Dearborn, MI (relocation package available).*** **Responsibilities** **What you'll do…** * Lead the design, implementation and execution of a respective business unit's HR strategy and overall HR program delivery, spanning organization design, talent and workforce plans, and all company and business unit HR objectives. * Drive the organization and HR Business Partner team towards a culture of excellence, prepares leaders and teams to embrace organizational change, and collaborates with HR and business leaders to ensure employees feel engaged and inspired to deliver business results in a dynamic and challenging environment. * Design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction. * Translates company-wide objectives and initiatives into approaches that are tailored to the specific needs of the respective business unit and technical leaders and employees. * Lead change management planning and activities that impact thousands of employees. Implements organizational structures that improve individual and organizational performance, including during times of rapid organizational change, while ensuring minimal business disruption. * Develop organization-specific people and workforce plans and roadmaps to align the workforce with business needs and leads their implementation. Drives the execution of strategies to attract, engage, and retain world class talent required to support business growth. * Own accountability for talent management responsibilities, including performance management, disciplinary action, terminations, recruitment, pay decisions, and other personnel actions. **Qualifications** **You'll have...** * Bachelor's Degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. * 8+ years of work experience with a Master's degree or 10+ years of work experience with a Bachelor's degree, preferably in Human Relations or a related field. **Even better, you may have...** * Prior experience in the automotive or manufacturing industry. * Demonstrated people leadership experience, directly managing human resources team members. * Master's Degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. **Work Requirements:** Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. **Skills:** * Leadership * Strategic Mindset * Interpersonal Communication * Problem Solving * Team Management * Performance Management * Change Management * Succession Planning * Organizational Development * HR Strategy * Business Strategy * Project Management * Business Process Management * HR Information Systems * Employee Relations * Talent Management You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! • Immediate medical, dental, vision and prescription drug coverage • Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more • Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more • Vehicle discount program for employees and family members and management leases • Tuition assistance • Established and active employee resource groups • Paid time off for individual and team community service • A generous schedule of paid holidays, including the week between Christmas and New Year's Day • Paid time off and the option to purchase additional vacation time. For a detailed look at our benefits, click . This position is a leadership level 5. Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Hybrid #LI-FordHRJobs

As a HR Business Partner, you'll collaborate with senior and executive leadership to support people-related strategies and initiatives that align with overall business goals and objectives. You'll serve as a consultant and main point of contact for people-related strategies and functions to enhance the team member experience, support process improvement and drive organizational people strategies. About the Role * Serve as a business consultant to senior and executive leadership for people-related strategies, including acting as the main point of contact for people-related functions * Support and drive organizational restructures, workforce planning and succession planning * Leverage people data and team member insights to identify team member trends and opportunities in order to recommend actions for improvement * Support the development, implementation and communication of HR policies and procedures * Drive the development and execute of people strategies with senior/executive leadership and HR support teams to support business goals and objectives * Partner with appropriate senior leadership and team members to proactively anticipate, assess and solve people-related opportunities * Build strong partnerships across the organization to effectively tie threads and meet business goals and objectives * Develop and maintain an in-depth knowledge of the business goals, operations, opportunities, and structure to effectively support leaders in building and executing on business strategies About You Minimum Qualifications * 5 years of relevant experience Preferred Qualifications * 5 years of relevant experience * Bachelor's degree in a relevant field * Human resources certification (PHR, SHRM-CP) What You'll Get Our team members fuel our strategy, innovation and growth, so we ensure the health and well-being of not just you, but your family, too! We go above and beyond to give you the support you need on an individual level and offer all sorts of ways to help you live your best life. We are proud to offer eligible team members perks and health benefits that will help you have peace of mind. Simply put: We've got your back. Check out our full list of Benefits and Perks. About Us RKT Holdings is a centralized hub that delivers thoughtful and innovative solutions for Rocket Companies. We're a Detroit-based company made up of businesses that provide simple, fast and trusted digital solutions for complex transactions. The name comes from our flagship business, now known as Rocket Mortgage, which was founded in 1985. Today, we're a publicly traded company involved in many different industries, including mortgages, fintech, real estate and more. We're insistently different in how we look at the world and are committed to an inclusive workplace where every voice is heard. Apply today to join a team that offers career growth, amazing benefits and the chance to work with leading industry professionals. This job description is an outline of the primary responsibilities of this position and may be modified at the discretion of the Company at any time. Decisions related to employment are not based on race, color, religion, national origin, sex, physical or mental disability, sexual orientation, gender identity or expression, age, military or veteran status or any other characteristic protected by state or federal law. The Company provides reasonable accommodations to qualified individuals with disabilities in accordance with applicable state and federal laws. Applicants requiring reasonable accommodations in completing the application and/or participating in the application process should contact a member of the Human Resources team, The Pulse, at **************************.

Position Type: Full-time, Exempt Compensation: up to $250,000/year Theoria Medical is a comprehensive medical group and technology company dedicated to serving patients across the care continuum with an emphasis on post-acute care and primary care. Theoria serves facilities across the United States with a multitude of services to improve the quality of care delivered, refine facility processes, and enhance critical relationships. We offer a broad scope of services including multispecialty physician services, telemedicine, remote patient monitoring, and more. We currently operate primary care clinics and provide medical services to skilled nursing facilities in numerous states across the nation. As a leading edge, innovative, and quality driven physician group, we continue to expand nationally. In pursuit of this, we continue to seek talented individuals to join our amazing team and care for our population. We wish to extend a warm welcome to all candidates interested in making a difference in healthcare delivery by joining the Theoria team Theoria Medical is seeking a seasoned Vice President of Human Resources with a proven track record of leading HR teams in healthcare, to join our dynamic organization. The ideal candidate is a high-caliber, strategic HR leader who can drive results in a fast-paced, high-growth environment. This role requires an individual with strong leadership, an in-depth understanding of HR best practices, and the ability to align HR strategies with our business objectives as we continue to scale. Shift Structure Monday through Friday 8:00 am-5pm EST Essential Functions & Responsibilities Develop and implement forward-thinking HR strategies aligned with Theoria's corporate goals and growth targets. Partner with executive leadership to anticipate workforce needs, talent acquisition strategies, and human capital investments. Drive employee engagement, talent development, and retention initiatives to support a high-performance culture. Oversee the onboarding process, ensuring a seamless integration of new hires to maintain operational excellence. Serve as a liaison across departments including compliance, legal, and clinical teams to manage credentialing and regulatory updates. Lead talent development programs focused on leadership growth, succession planning, and workforce scalability. Manage performance evaluation systems, aligning them with business objectives to drive organizational success. Analyze HR metrics to guide decision-making, increase organizational performance, and optimize team structure. Oversee relationships with benefits and other HR vendors, ensuring cost-effective and competitive solutions. Requirements and Qualifications Proven experience (10+ years) in progressive HR leadership, with a minimum of 15 years in an HR executive role, in a high-growth environment. Expertise in organizational development, talent management, compensation, and HR compliance. Master's degree in Human Resources, Business Administration, or a related field. In-depth knowledge of labor laws, employment regulations, and best HR practices. 5+ years of experience in healthcare or business operations, with a strong understanding of the U.S. healthcare system. Autonomous, independent leader with exceptional problem-solving and decision-making skills. Ability to manage complex teams and a high degree of adaptability in a fast-paced environment. Strong interpersonal and communication skills, with a proven ability to foster cross-departmental collaboration. Physical Requirements Ability to remain stationary for at least 50% of working hours. Ability to lift at least 25 pounds and maneuver to retrieve records or equipment as needed. Effective communication with internal and external stakeholders across facilities. Compensation and Benefits 401k with employer match Comprehensive health, dental, and vision insurance Paid time off (PTO) Employer-paid life insurance policy Employee must be able to perform the essential functions of this position satisfactorily, with or without a reasonable accommodation. Employer retains the right to change or assign other duties to this position. #ZRTM #LI-JT1 #LI-Hybrid #TCA1

The Director, HR Business Partner, is a key member of the HR Business Partner leadership team, leading the people strategy and human resources delivery for one of Ford's business units. They are accountable for the performance and results of an HR Business Partner team. The role is responsible for aligning business strategy with human resources strategy and operations. This role forges partnerships across the HR function to develop and drive scalable HR programs/talent initiatives and deliver value-added services to management and employees that reflect the business objectives of the organization. The role has management authority over a high-performing HR Business Partner team. We currently have director-level HR Business Partner opportunities supporting our Corporate Capabilities team. If you are motivated by the challenges and opportunities that come with building scalable HR strategies and operations at a moment of historic transformation and dynamism at Ford, then this is the opportunity for you. This role is hybrid out of Dearborn, MI (relocation package available). Responsibilities What you'll do… Lead the design, implementation, and execution of a respective business unit's HR strategy and overall HR program delivery, spanning organization design, talent and workforce plans, and all company and business unit HR objectives. Drive the organization and HR Business Partner team towards a culture of excellence, prepare leaders and teams to embrace organizational change, and collaborate with HR and business leaders to ensure employees feel engaged and inspired to deliver business results in a dynamic and challenging environment. Design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction. Translate company-wide objectives and initiatives into approaches that are tailored to the specific needs of the respective business unit and technical leaders and employees. Create and implement change management strategies. Co-design new organization structures that maximize organizational effectiveness and support the delivery of Ford+. Partner with operations to develop strategic workforce plans that align the workforce with business needs. Work with the appropriate stakeholders to drive the execution of the workforce strategy. Qualifications You'll have... Bachelor's degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. 8+ years of work experience with a Master's degree or 10+ years of work experience with a Bachelor's degree, preferably in Human Relations or a related field. Even better, you may have... Prior experience in the automotive or manufacturing industry. Demonstrated people leadership experience, directly managing human resources team members. Master's degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. Work Requirements: Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all of the above? No matter what you choose, we offer a work life that works for you, including: • Immediate medical, dental, vision and prescription drug coverage • Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more • Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more • Vehicle discount program for employees and family members and management leases • Tuition assistance • Established and active employee resource groups • Paid time off for individual and team community service • A generous schedule of paid holidays, including the week between Christmas and New Year's Day • Paid time off and the option to purchase additional vacation time. For a detailed look at our benefits, click here. This position is a leadership level 5. Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Hybrid #LI-FordHRJobs

The Rock Family of Companies is made up of nearly 100 separate businesses spanning fintech, sports, entertainment, real estate, startups and more. We're united by our culture - a drive to find a better way that fuels our commitment to our clients, our community and our team members. We believe in and build inclusive workplaces, where every voice is heard and diverse perspectives are welcomed. Working for a company in the Family is about more than just a job - it's about having the opportunity to become the best version of yourself. As a HR Business Partner, you'll collaborate with senior and executive leadership to support people-related strategies and initiatives that align with overall business goals and objectives. You'll serve as a consultant and main point of contact for people-related strategies and functions to enhance the team member experience, support process improvement and drive organizational people strategies. About the Role Serve as a business consultant to senior and executive leadership for people-related strategies, including acting as the main point of contact for people-related functions Support and drive organizational restructures, workforce planning and succession planning Leverage people data and team member insights to identify team member trends and opportunities in order to recommend actions for improvement Support the development, implementation and communication of HR policies and procedures Drive the development and execute of people strategies with senior/executive leadership and HR support teams to support business goals and objectives Partner with appropriate senior leadership and team members to proactively anticipate, assess and solve people-related opportunities Build strong partnerships across the organization to effectively tie threads and meet business goals and objectives Develop and maintain an in-depth knowledge of the business goals, operations, opportunities, and structure to effectively support leaders in building and executing on business strategies About You Minimum Qualifications 5 years of relevant experience Preferred Qualifications 5 years of relevant experience Bachelor's degree in a relevant field Human resources certification (PHR, SHRM-CP) What You'll Get Our team members fuel our strategy, innovation and growth, so we ensure the health and well-being of not just you, but your family, too! We go above and beyond to give you the support you need on an individual level and offer all sorts of ways to help you live your best life. We are proud to offer eligible team members perks and health benefits that will help you have peace of mind. Simply put: We've got your back. Check out our full list of Benefits and Perks. About Us RKT Holdings is a centralized hub that delivers thoughtful and innovative solutions for Rocket Companies . We're a Detroit-based company made up of businesses that provide simple, fast and trusted digital solutions for complex transactions. The name comes from our flagship business, now known as Rocket Mortgage , which was founded in 1985. Today, we're a publicly traded company involved in many different industries, including mortgages, fintech, real estate and more. We're insistently different in how we look at the world and are committed to an inclusive workplace where every voice is heard. Apply today to join a team that offers career growth, amazing benefits and the chance to work with leading industry professionals. This job description is an outline of the primary responsibilities of this position and may be modified at the discretion of the Company at any time. Decisions related to employment are not based on race, color, religion, national origin, sex, physical or mental disability, sexual orientation, gender identity or expression, age, military or veteran status or any other characteristic protected by state or federal law. The Company provides reasonable accommodations to qualified individuals with disabilities in accordance with applicable state and federal laws. Applicants requiring reasonable accommodations in completing the application and/or participating in the application process should contact a member of the Human Resources team, The Pulse, at ************************** . The Company is an Equal Employment Opportunity employer, and does not discriminate in any hiring or employment practices. The Company provides reasonable accommodations to qualified individuals with disabilities in accordance with state and federal law. Applicants requiring reasonable accommodation in completing the application and/or participating in the employment application process should notify a representative of the Human Resources Team, The Pulse, at **************************.

Job Title: Regional HR Business Partner Department: Human Resources reports to the Executive Director of Human Resources Summary: We are seeking a dynamic and experienced Regional HR Generalist to join our team. This role requires extensive travel between our locations in Michigan, Minnesota, Ohio, and Pennsylvania. The Regional HR Generalist will host training sessions, handle employee relations issues, and manage work-related events at each site. The ideal candidate will possess excellent communication and organizational skills and be adept at handling multiple tasks in a fast-paced environment. Responsibilities : Collaborate with site managers on all human resources activities and procedures. Guide Managers and Supervisors in performance management, including performance appraisals. Manage notification and tracking of employee performance appraisal process. Prepare payroll authorizations for annual performance and merit increases. Complete documentation for onboarding, transfers, and promotions. Guide managers and supervisors in the preparation of corrective actions for employees. Represent HR Department in disciplinary action meetings for warnings and terminations, ensuring equitable and correct administration. Assist in the recruiting process for both internal and external positions. Recommend and schedule off-site training programs, audit employee training records, and assist in the preparation of training materials and coordination of in-house training. Document and investigate employee complaints to ensure timely resolution. Ensure that work-related incidents and injuries are properly documented and reported to meet Workers Compensation and OSHA requirements. Administer employee appreciation and recognition & rewards programs. Organize and manage quarterly employee events. Manage expenses for employee HR programs within budget. Assist in the maintenance and distribution of HR documents such as Employee Handbooks, HR Forms, Policies & Procedures, and Job Descriptions. Provide support for human resources initiatives as needed and assist in special projects such as HR events, employee communications, and company-wide meetings. Requirements : Bachelor's Degree in Human Resources or equivalent work experience. 10+ years' experience in Human Resources or a related field. SPHR or PHR Certification is a plus. Experience using HRIS and Payroll systems, ADP Workforce Now preferred. Excellent problem-solving and dispute resolution skills. Ability to manage Outlook calendar for multiple people. Extensive travel required (occasional travel to each of the four states on a 6-week basis). Comfortable presenting materials and training in front of large groups. Knowledge of laws and regulations governing pay, work rules, and employee classifications. Excellent verbal and written communication skills. Additional Requirements : Proficient in Microsoft Office Suite. Organized, goal-oriented, and detail-oriented work style. Ability to exercise effective judgment, ingenuity, and sensitivity in complex situations. Ability to convey information and build trust with a diverse workforce. Ability to multi-task in a fast-paced environment. Willingness to support HR initiatives on multiple shifts. Ability to understand written and verbal instructions in English. Strong attention to detail. Team-oriented with effective communication skills. Work Environment - Office/Remote Office/Travel Home office/Remote Office Multiple state locations 75% travel Office Equipment Prepared by: Human Resources Approved by : Executive Director of Human Resources

Director of Finance/Human Resources Reports To: President FLSA: Exempt Pos Type: Full-Time Loyola High School is seeking a highly skilled and experienced Director of Finance/Human Resources to oversee and manage the institution's human resources and financial operations. This key leadership role combines strategic HR management with oversight of the school's financial health. The Director will ensure that Loyola High School maintains a positive work environment, complies with all regulatory requirements and operates with financial integrity and sustainability. This individual will be responsible for developing, implementing, and monitoring policies and procedures related to finance and HR, as well as providing expert advice and support to the administration, faculty, and staff. Key Responsibilities: Manage Finance/Human Resource department personnel. Finance: Budget Development & Oversight: Develop and manage the annual school budget in collaboration with the president and senior leadership team. Monitor expenses and revenues to ensure financial stability. Financial Reporting: Prepare and present regular financial reports to the school President and Board of Trustees, highlighting key metrics, variances, and financial trends. Accounting & Auditing: Oversee all aspects of the school's accounting function, including payroll, accounts payable/receivable, financial reconciliation, and year-end audits. Fund Management: Manage the school's endowment restricted and unrestricted funds, and ensure they are used in accordance with donor intent and school policy. Internal Controls & Policies: Develop and enforce financial policies and internal control to safeguard the school's financial assets and ensure efficient operations. Strategic Planning: Collaborate with senior leadership to develop long-term financial strategies and assist with long-term planning related to tuition, grants, and fundraising. Human Resources: Recruitment & Staffing:

The Director of Human Resources serves as the lead for all Human Resources functions. Provide subject matter consultation to leadership and staff. Provide leadership support to attract and retain employees in an inclusive, supportive employee culture. Ensure OCHN maintains compliance with all applicable employment regulations. Essential Functions Leadership Consultation - Serve as HR counsel to OCHN leadership providing subject matter expertise related to recruitment, selection, safety, performance management, employment law, management practices, and employee engagement/culture. Policy and Regulatory Compliance - Manage and provide technical and strategic support in the areas of human resource policies, labor relations, union contract negotiations, and compensation and benefits. Internal Communications - Provide timely and responsive solutions to inquiries from leadership and staff via email, telephone, chat, text messaging, and other forms of communication. Lead meetings and presentations to OCHN staff. Staff Management and Coaching - Lead and support HR team members through goal setting, collaboration, performance management, development, and recognition. Employee Engagement - Work with OCHN leadership to develop a supportive, results-oriented, inclusive, rewarding workplace experience for staff. Payroll and Benefits Administration - lead HR team efforts to research and administer competitive, equitable, and compliant pay and benefit practices. Community Engagement - Represent OCHN in meetings, workgroups, employment fairs, workshops, and other community-based events. Additional duties as assigned. Job Requirements and Qualifications Education: Bachelor's degree in relevant discipline required. Master's degree preferred. Training Requirements (licenses, programs, or certificates): PHR or SPHR Certification preferred. Experience Requirements: Minimum five years of generalist experience in human resource management with increasing levels of responsibility, preferably in the public sector. Seven years of Supervisory experience minimum. Experience in labor negotiations. Knowledge Requirements: Working knowledge of Federal and State employment labor laws. Working knowledge of public employment laws in Michigan. Job Specific Competencies/Skills: Knowledge of management best practices. Knowledge of current labor laws as they impact employees and employers. Knowledge of key strategic factors that impact business operations and decision-making. Knowledge of financial and budget consideration that impact the operations and decision-making. Ability to perform research, gather information, and make effective decisions. Knowledge of general business regulations. Knowledge of internal policy development. Knowledge of general risk management practices. Knowledge of current communication software and devices. Ability to use clear, effective communication practices both verbally and in writing. Ability to exercise discretion and tact in communication. High level of skill in managing content, timing, and audience for communications. Knowledge of position, roles and responsibilities. Ability to listen and provide appropriate feedback. Ability to understand employee needs and concerns. Knowledge of key factors impacting employee engagement. Knowledge of methods to enhance diversity, equity, and inclusion. Knowledge of payroll regulations and best practices. Knowledge of IRS and DOL regulations governing benefit plans. Ability to learn and operate HRIS software systems. Ability to implement complex rules and regulations in a consistent manner. Managerial Competencies/Skills: Ability to recognize and analyze complex operational/administrative or fiscal problems, and to recommend and implement solutions. Ability to work collaboratively and create a team environment that resolves problems and implement solutions in an environment that fosters system -wide continuous improvement. Ability to recruit, select, supervise, plan, direct, and evaluate the work of professional, administrative, and clerical employees. Ability to provide developmental opportunities for future succession planning and skill enhancement. Ability to conduct effective meetings Ability to initiate, plan, develop, coordinate, and implement system wide programs. Highly effective project management skills. Highly effective interpersonal, active listening, negotiation, and conflict resolution skills. Ability to respond appropriately to and manage crisis situations. Oakland Community Health Network's Core Competencies: Interacting with others in a way that gives them confidence in one's intentions and those of the organization; demonstrating loyalty to the organization and its mission and values; maintaining social, ethical, and organizational norms; firmly adhering to codes of conduct and ethical principles. (Integrity/Building Trust) Making customers and their needs a primary focus of one's actions; developing and sustaining productive customer relationships, recognizing that the ultimate customer is the person served. (Customer Focus) Actively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application. (Continuous Learning) Setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence in addition to consciously adopting organizational standards of excellence. (Work Standards) Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message. (Communication) Additional Information (Travel required, physical requirements, on-call schedules, etc.): Must have available means of transportation to and from OCHN and for required offsite meetings or site visits. Must be available for meetings and events which may occur outside of standard office hours. Work performed primarily in an office environment. Hybrid (onsite/remote) work schedule available. The ideal candidate must be able to complete all physical requirements of the job with or without a reasonable accommodation. OCHN is committed to building a diverse team and fostering an inclusive and equitable culture. We are proud to be an equal opportunity employer that embraces and encourages our employees' differences. This includes (but is not limited to) ability, age, color, family type, gender expression and identity, individual expression, medical conditions, national origin, pregnancy, race, religion, sexual orientation, veteran status, and all other diverse and wonderful characteristics.

LOGIN Human Resources Director Villa At Parkridge DESCRIPTION Villa At Parkridge is seeking a Human Resources Director to join their team! The Human Resources Director acts as the sole resource for all Payroll submission and Human resources activities at the facility level. The primary purpose is to ensure current and applicable federal, state and local standards, guidelines, and regulations as pertaining to employees in addition to recruitment and retention of staff. **Human Resources Director Duties and Responsibilities:** * Responsible for ensuring a candidate's record is moved correctly through the Applicant Tracking System (ATS), including training hiring managers on the process. * Ensuring fingerprinting process is started prior to new employees starting. * Entering employees into the HRIS system following background check completion and ensuring new hires complete all onboarding steps. * Scheduling and presenting HR topics in weekly new hire orientation using all provided materials. * Working with administrator to ensure all facility managers are included in the new hire orientation and present their material, as provided. * Reviews, manually corrects, enters deductions, and submits payroll for processing. * Participates and/or leads various recruiting initiatives which may include job fairs, partnerships with schools, and managing social media accounts. * Manages FMLA and other leaves at the facility, following the process and ensuring compliance with HIPAA. * Follows all policies and procedures and trains facility employees on company policies and procedures. * Maintaining OSHA files and annually submitting and posting OSHA required documents. * Acts as the sole resource at the facility for all benefits and handbook-related questions, working with regional and home office HR team if resolution not achievable at the facility level. * All other duties, as assigned. **Human Resources Director Qualifications and Skills:** * Working knowledge of WOTC, EEO, I-9, ERISA, COBRA, FMLA, ADA, Worker's Compensation, etc. * Working knowledge of benefits plans. * Working knowledge of OSHA documentation management. * Strong HR management and leadership skills. * Ability to multitask and prioritize work. * Basic to intermediate knowledge with Microsoft Office Suite * Ability to coach other employees/managers at all levels in the facility to ensure processes are understood and followed consistently. **Human Resources Director Education and Experience:** * Bachelor's Degree in Human Resources Management or related field preferred. * HRCI or SHRM certification preferred, but not required. * At least 5 years of HR Generalist or Assistant experience preferred. * At least 2 years of experience working in a skilled nursing facility or hospital environment preferred. * Experience working with typical HR systems, including applicant tracking systems, HRIS systems, LMS, and others (e.g. Apploi, Paycor, Employee Navigator). * Experience working in a union environment preferred, based on location. **Physical Requirements:** * Must be able to move intermittently throughout the workday. **Villa Healthcare Benefits:** * Daily Pay & Competitive Compensation * 401(k) with company match * Blue Cross Blue Shield Medical insurance. * Dental, Vision, and Disability insurance * Innovative Training Programs * Access to Villa Perks, an Employee Discount Program! * Opportunity for Growth and Advancement * Paid Time Off **Apply to join a growing team today!** **SHARED CODE OF CONDUCT:** **B.E.T.T.E.R.** is Villa's Service Excellence Code of Conduct. Becoming a member of the Villa Team includes upholding Villa's **B.E.T.T.E.R.** standards every day. **B**e Welcoming to All, **E**stablish a Relationship, **T**rust & respect, **T**eamwork, **E**ngage & Communicate & **R**ecognize. Villa Healthcare Facilities are Equal Opportunity Employers and do not discriminate based on any protected right such as race, color, nationality, gender, age, disability or any protected applicable right under the National Labor Relations Act. LOCATION 28 S Prospect St, Ypsilanti, MI 48198, USA Add details about your education history: (Auto-filled if resume is uploaded) Start Date End Date + Add more education Add details about your work experience: (Auto-filled if resume is uploaded) Start Date End Date + Add more experience

19 Nov 2024 ** Director of Finance/Human Resources** * Administrative * Posted 1 week ago Director of Finance/Human Resources Reports To: President FLSA: Exempt Pos Type: Full-Time Loyola High School is seeking a highly skilled and experienced Director of Finance/Human Resources to oversee and manage the institution's human resources and financial operations. This key leadership role combines strategic HR management with oversight of the school's financial health. The Director will ensure that Loyola High School maintains a positive work environment, complies with all regulatory requirements and operates with financial integrity and sustainability. This individual will be responsible for developing, implementing, and monitoring policies and procedures related to finance and HR, as well as providing expert advice and support to the administration, faculty, and staff. **Key Responsibilities:** Manage Finance/Human Resource department personnel. **Finance:** * **Budget Development & Oversight:** Develop and manage the annual school budget in collaboration with the president and senior leadership team. Monitor expenses and revenues to ensure financial stability. * **Financial Reporting:** Prepare and present regular financial reports to the school President and Board of Trustees, highlighting key metrics, variances, and financial trends. * **Accounting & Auditing:** Oversee all aspects of the school's accounting function, including payroll, accounts payable/receivable, financial reconciliation, and year-end audits. * **Fund Management:** Manage the school's endowment restricted and unrestricted funds, and ensure they are used in accordance with donor intent and school policy. * **Internal Controls & Policies:** Develop and enforce financial policies and internal control to safeguard the school's financial assets and ensure efficient operations. * **Strategic Planning:** Collaborate with senior leadership to develop long-term financial strategies and assist with long-term planning related to tuition, grants, and fundraising. **Human Resources:** * **Recruitment & Staffing:** Oversee the recruitment, hiring, and onboarding process for faculty and staff to ensure the school attracts and retains top talent. * **Employee Relations:** Serve as a resource for faculty and staff regarding HR policies, benefits, conflict resolution and performance management. * **Compliance Regulations:** Ensure compliance with federal, state, and local labor laws, as well as school-specific policies and procedures. * **Professional Development:** Support faculty and staff development through training, mentorship, and growth opportunities aligned with the school's mission. * **Compensation & Benefits:** Oversee the administration of employee compensation and benefits program, including health insurance, retirement plans, and other perks. * **Performance Management:** Lead the performance evaluation process for all employees, providing guidance to president, principal and supervisors. **Collaboration & Leadership:** * Serve as a key member of the senior leadership team providing strategic advice on financial and human resource financial matters. * Foster a positive school culture by working collaboratively with faculty, staff, students, and parents. * Maintain transparent communication with the president, Board of Directors, and Board of Members regarding the school's human resources and financial status. * Ensure that HR and financial systems are aligned with the school's mission and values, and that operational efficiencies are maintained. **Qualifications:** * **Education:** Bachelor's degree in Finance, Business Administration, or Human Resources related field. Master's degree or relevant certifications (e.g., SHRM-SCP, CPA) preferred. * **Experience**: At least 7 - 10 years of progressive experience in human resources and financial management, preferably in a non-profit educational setting. Previous leadership experience is preferred. **Skills & Abilities:** * S trong knowledge of HR and financial regulations, best practices, and compliance requirements. * Excellent communication, interpersonal, and organizational skills. * Demonstrated ability to lead, motivate, and support teams in both HR and finance functions. * Proficiency in financial software (e.g., QuickBooks, NetSuite) and HRIS systems. * High level of confidentiality, professionalism, and ethical standards. **Personal Characteristics:** * Commitment to the values and mission of Loyola High School, including its Jesuit tradition of education. * A collaborative, hands-on leader with the ability to work effectively with a diverse community. * Strong problem-solving skills and the ability to handle sensitive and complex situations with discretion. * Detail-oriented with the ability to think strategically about both human resources and financial matters. **Application Process:** First round of applications will be reviewed on **December 2, 2024.** Interested candidates should submit a cover letter, resume, and contact information for three professional references. Applications can be submitted via email to Mr. David Anderson (*****************************). **Loyola High School is an equal opportunity employer and encourages applications from all qualified individuals.** To apply for this job **email your details to** *****************************

Job Description MyHealth Urgent Care is looking for a dynamic and experienced Director of Human Resources to join our team! We have 10 locations in Macomb/Oakland county. Human Resources: Develop and implement HR strategies aligned with the organization's goals and objectives Serve as a strategic advisor to senior leadership on all HR matters Analyze HR metrics to inform decision-making and improve workforce planning Oversee the full-cycle recruitment process, including sourcing, interviewing and onboarding Foster a positive workplace culture that promotes employee engagement and well-being Implement initiatives to improve employee satisfaction and retention Design and oversee performance evaluation systems and processes Provide guidance to managers on setting goals, delivering feedback, and managing performance Lead efforts to recognize and reward high-performing employees Qualifications: Bachelor's degree in Human Resources, or a related field (preferred) Experience in human resources Excellent communication, leadership and problem-solving skills Salary: Up to 80k per year Benefits: Health Insurance Dental/Vision Insurance 401(k) Life Insurance Paid Time Off

Director of Human Resources Dedicated Passionate Accountable Respectful Who We Are The Children's Center is home to many specialized clinical services. We lead the way in working with children who struggle with behavioral, emotional, educational, intellectual and developmental challenges or may have experienced trauma. We treat the whole child, looking at more than a single issue so we can provide the best, most comprehensive integrated care. We examine barriers in the home, school and community, working with the family who raises them and the organizations that support them. A champion for our children Our vision reflects our community's changing needs for providing care and our evolving position as a leading authority on children's mental /behavioral health and child welfare: To champion the never-ending quest for providing the best care, helping children learn to self-advocate once they're outside the comfort of our walls, and get them on the road to a happier, more fulfilling childhood. The Role Join The Children's Center team! We are looking for our next great team member to leader our most important asset-our people! We are looking for a highly qualified, results driven Director of HR to lead a 5 person HR department and be a strategic partner to our leadership team. You will be responsible for our workforce management strategy, HR department functional oversight, managing the talent on your team and supporting the TCC team and leadership in all things HR. Our New Team Member Will Be: Personally accountable; Metrics driven; Rooted in a can do attitude; Mentally agile able to adapt to changing circumstances; Collaborative and get energy from working with others; A learner and enjoy staying abreast of both profession and industry; An influencer and a good example to others; A builder of relationships; Open to all perspectives and ways of thinking-be non-judgmental Resourceful; Possess a spirit of continuous improvement; Qualifications Master's Degree in HR or business related field. MBA preferred. 10+ years building and leading an HR team. 5+ years' experience as a strategic partner. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.

Fraunhofer USA, Inc. , a non-profit Research and Development Organization, is seeking a Director of Human Resources and Central Services

* Posted 19-Nov-2024 (EST) * 47275 Sugarbush Rd, Chesterfield, MI 48047, US * 109,000-128,000 per year $109,000 - $128,000 depending on qualifications & experience * Salary * Full Time * *Full benefit package* Email Me This Job **CHARTER TOWNSHIP OF CHESTERFIELD** **DIRECTOR OF HUMAN RESOURCES (Full-Time)** Chesterfield Township, MI (population 45,376) - Chesterfield Township, located in Macomb County, Michigan, is seeking an experienced and strategic leader to serve as its next Director of Human Resources. Chesterfield Township offers a mix of residential charm and natural beauty with easy access to the Detroit metropolitan area. The Director of Human Resources is a key member of the Township's executive team, responsible for overseeing all human resources functions, including recruitment and selection, benefits administration, employee relations, labor negotiations, risk management, and employee training. This position is appointed by the Township Supervisor, with confirmation from the Board of Trustees. Working under the direction of the Township Supervisor, the Director plays a critical role in maintaining a professional and responsive workforce to effectively serve the community. In addition, this highly responsible position will work closely with the Township Supervisor to achieve the broad strategic goals of the Township. Chesterfield has 164 full-time, 10 permanent part-time and various, as needed, seasonal/staff employees. The Human Resources Department has 3 FTEs (including the Director). The township has 9 labor agreements, covering most of the full-time employees. The ideal candidate will have strong knowledge of HR best practices, public sector labor relations, and municipal budget management. Exceptional communication and interpersonal skills to effectively work with township leadership, staff, union officials, and the community are required. Minimum qualifications include: • A bachelor degree in Human Resources Management, Labor/Industrial Relations, Public Administration, Organizational Management, Criminal Justice, Psychology or a related field from an accredited college or university. • A minimum of five (5) years of human resources and/or labor relations experience, including experience in the negotiation and administration of labor agreements. Preferred qualifications include: • A master degree in a related field or a Juris Doctor from an accredited law school. • Previous human resources and/or labor relations experience in the public sector. • Certification(s) in human resources and/or labor relations. The salary range is $109,000 - $128,000, based on qualifications and experience (DOQE) and the position will be offered an employment agreement. Chesterfield offers a comprehensive benefits package and is committed to being an equal opportunity employer. Interested candidates are encouraged to apply by December 12, 2024. For questions, contact Jaymes Vettraino, ****************************. You must select a location. You must select an education status answer. You must select a seeking status answer.

Are you a seasoned HR professional looking to join an innovative & rapidly growing team? Apply today! This is an onsite/hybrid based role in Ann Arbor, MI. About Us We know what grocery shoppers will buy before they buy them. AdAdapted is a leading mobile ad solution for CPG and grocery retailers. We've created the largest network of grocery-related apps, giving us unparalleled data around how consumers plan their shopping trips, and a unique ad platform that allows us to influence and track what goes on millions of American grocery lists. With our patented Add-It product, shoppers can add promoted products to their favorite digital shopping list with just one click, driving purchase intent for some of the world's largest CPG brands. About the Role The Senior HR Manager role is a new position that we have created to support our strong growth. You will be responsible for a wide range of HR, including benefits administration through employee engagement and organization development initiatives. You will work closely with an internal recruiter, too. Key responsibilities include: Assist with mapping out the employee journey and identify opportunities for us to enhance the experience on all sides Partner with leadership to define long range talent acquisition and development strategies, including succession planning Provide support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise Create learning and development programs and initiatives that provide internal development opportunities for employees Serve as company-wide point of contact for all employee inquiries regarding benefits, disability and leave of absence Process all long-term absences, determine eligibility for various leave programs including Family Medical Leave Act when applicable and temporary disability leave according to established guidelines, and provide employees with required timely notice Support the management of disciplinary and grievance issues Manage benefit renewals for all employees through internal company management systems Maintain employee records; personal information, performance and growth plans Coordinate employee performance reviews and assist company leadership with employee growth strategies About You The ideal candidate has many of the following qualifications: Thorough knowledge of employment-related laws and regulations Excellent interpersonal, negotiation, and conflict resolution skills Excellent organizational skills and attention to detail Strong analytical and problem-solving skills Passion for talent development and retention What we provide: Competitive salary package Flexible PTO schedule with healthy work/life balance Full-suite health plans (medical, dental, & vision), with employee premiums covered 100% HSA & FSA options, including Dependent Care 401k plan including company match Downtown, NYC, Chicago and Ann Arbor office space with Qualified Transportation Plan Professional development opportunities

ABOUT FILSON AND SHINOLA In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available. Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service. At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy-in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you'll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand. ABOUT THE ROLE The Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts. This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices. Key Responsibilities Working closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses. Understand the company's strategy and goals and translate those goals into useful HR objectives that support the business strategy Represent the business unit's talent interests within the organization and support leaders in the identification of talent risks Provide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability. Align the organizational structure with the strategic objectives of the organization/business Contribute to the design and development of critical HR metrics and assess how trends impact the organization Represent the mission, vision and values of the enterprise and design HR programs to help support the organizational culture Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review Assists leaders with crafting and following individual development plans Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary. Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies. Building High Performing Teams and Leading Change Provide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives. Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned. Ensure independent and open communication amongst all constituencies. Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders. Lead and manage in a vital, growing, and powerful organization within the local community. Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action. Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments. Review performance and progress on a regular basis to ensure the team is achieving results. Supervisory Responsibility Supervises HR business partners and generalists. QUALIFICATIONS Ten (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required. Bachelor's degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis. SHRM-CP or SHRM-SCP is preferred. Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws. Demonstrable track record as a strong partner to the business Demonstrable knowledge of employment law, compliance and policy development and implementation Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization Proficient in Microsoft Office Ability to facilitate meetings and training sessions Proven sensitivity to confidential materials/issues Comfortable dealing with ambiguity and responding to changing business conditions/needs Proven track record of accurate and timely work product Can work in an ambiguous environment Player-Coach: Can do the work as well as oversee the work Ensures that all Team Members work product is high quality Long hours and travel may be expected at times Ability to provide empathy and build relationships with team members Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization. Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated. With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.

AND SHINOLA In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available. Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service. At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy—in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you'll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand. ABOUT THE ROLE The Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts. This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices. Key Responsibilities Working closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses. Understand the company's strategy and goals and translate those goals into useful HR objectives that support the business strategy Represent the business unit's talent interests within the organization and support leaders in the identification of talent risks Provide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability. Align the organizational structure with the strategic objectives of the organization/business Contribute to the design and development of critical HR metrics and assess how trends impact the organization Represent the mission, vision and values of the enterprise and design HR programs to help support the organizational culture Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review Assists leaders with crafting and following individual development plans Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary. Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies. Building High Performing Teams and Leading Change Provide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives. Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned. Ensure independent and open communication amongst all constituencies. Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders. Lead and manage in a vital, growing, and powerful organization within the local community. Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action. Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments. Review performance and progress on a regular basis to ensure the team is achieving results. Supervisory Responsibility Supervises HR business partners and generalists. QUALIFICATIONS Ten (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required. Bachelor's degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis. SHRM-CP or SHRM-SCP is preferred. Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws. Demonstrable track record as a strong partner to the business Demonstrable knowledge of employment law, compliance and policy development and implementation Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization Proficient in Microsoft Office Ability to facilitate meetings and training sessions Proven sensitivity to confidential materials/issues Comfortable dealing with ambiguity and responding to changing business conditions/needs Proven track record of accurate and timely work product Can work in an ambiguous environment Player-Coach: Can do the work as well as oversee the work Ensures that all Team Members work product is high quality Long hours and travel may be expected at times Ability to provide empathy and build relationships with team members Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization. Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated. With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.

… As an HR Business Partner, you will provide strategic HR partnership to business operations leaders in a function, market, or business unit. You'll work directly with an organization's senior leadership to develop and direct an HR agenda that enables the delivery of the organization's goals. In the Manager, HR Business Partner role, you will work closely with the HR Business Partner Director and your peers to optimize the talent and employee experience in the organization. If you are motivated by the challenges and opportunities that come with building scalable HR strategies and operations at a moment of historic transformation and dynamism at Ford, then this is the opportunity for you. ***This role is hybrid, based out of Dearborn, MI (relocation package available)*** **Responsibilities** **What you'll do..** * **HR consulting and coaching.** Working with business leaders to identify and solve significant people and cultural issues; providing expertise in aspects of employment including hiring, termination, performance management, rewards. * **Enabling business change**. Working with business leaders to drive proactive People and Culture Strategy in support of business objectives. * **HR program advocacy.** Communicating the business value of HR initiatives; managing an HR program roll out to minimize business disruption. * **Partnering with the business and the Human Resources Centers of Excellence,** like Talent and Recruiting, on key talent initiatives like workforce planning, hi-potential employee development, succession planning, etc. * **Org Design/Change Management.** Leading business partners through the end-to-end process of designing a new organization or significantly changing an existing organization; leveraging strategies and tools to help individuals and teams adapt to change in their organization. **Qualifications** **You'll have...** * Bachelor's degree or equivalent experience. * 5+ years of HR generalist experience. **Preferred Qualifications:** * Master's degree in Human Resources, MBA with a concentration in human resources, or advanced degree in a related field (e.g., industrial/organizational psychology, organizational effectiveness, organizational development, human factors, social science). * Experience with designing organizations and change management. * Management consulting experience. * Experience supporting a global team. * Experience with recruiting, particularly executive recruiting, and onboarding. * Project Management and detail orientation. **Work Requirements:** Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, standing, climbing, walking, etc. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! • Immediate medical, dental, vision and prescription drug coverage • Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more • Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more • Vehicle discount program for employees and family members and management leases • Tuition assistance • Established and active employee resource groups • Paid time off for individual and team community service • A generous schedule of paid holidays, including the week between Christmas and New Year's Day • Paid time off and the option to purchase additional vacation time. For a detailed look at our benefits, click This position is a leadership level 6. Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Hybrid #LI-FordHRJobs

AND SHINOLA In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available. Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service. At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy-in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you'll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand. ABOUT THE ROLE The Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts. This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices. Key Responsibilities Working closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses. Understand the company's strategy and goals and translate those goals into useful HR objectives that support the business strategy Represent the business unit's talent interests within the organization and support leaders in the identification of talent risks Provide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability. Align the organizational structure with the strategic objectives of the organization/business Contribute to the design and development of critical HR metrics and assess how trends impact the organization Represent the mission, vision and values of the enterprise and design HR programs to help support the organizational culture Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review Assists leaders with crafting and following individual development plans Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary. Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies. Building High Performing Teams and Leading Change Provide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives. Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned. Ensure independent and open communication amongst all constituencies. Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders. Lead and manage in a vital, growing, and powerful organization within the local community. Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action. Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments. Review performance and progress on a regular basis to ensure the team is achieving results. Supervisory Responsibility Supervises HR business partners and generalists. QUALIFICATIONS Ten (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required. Bachelor's degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis. SHRM-CP or SHRM-SCP is preferred. Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws. Demonstrable track record as a strong partner to the business Demonstrable knowledge of employment law, compliance and policy development and implementation Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization Proficient in Microsoft Office Ability to facilitate meetings and training sessions Proven sensitivity to confidential materials/issues Comfortable dealing with ambiguity and responding to changing business conditions/needs Proven track record of accurate and timely work product Can work in an ambiguous environment Player-Coach: Can do the work as well as oversee the work Ensures that all Team Members work product is high quality Long hours and travel may be expected at times Ability to provide empathy and build relationships with team members Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization. Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated. With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.