Human resources business partner jobs in Mission Viejo, CA - 389 jobs

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Chief Human Resources Officer Full Time Dir/Exec KPC CORONA, Corona, CA, US 7 days ago Requisition ID: 1494 Salary Range: $180,000.00 To $281,250.00 Annually Chief Human Resources Officer (CHRO) Location: Corona Department: Human Resources Reports to: Executive Leadership Team SUMMARY The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision‑making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict‑resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi‑site or multi‑hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. #J-18808-Ljbffr

We are looking for an experienced Employee Relations Manager to oversee and manage employee relations matters across our multi - state organization. The Employee Relations Manager will investigate complaints and workplace grievances, provide manager support, oversee performance management, coordinate training and development, and ensure compliance with employment laws and regulations. The Employee Relations Manager will develop and implement HR strategies utilizing HR metrics for decision-making. This position is based out of our corporate office in Irvine, CA and is 100% on-site. Lead sensitive internal investigations regarding alleged policy violations and employee relations matters. Provide guidance and support to managers and employees on various issues, such as grievances, disputes, disciplinary actions, layoffs, and terminations. Partner closely with in-house Counsel regarding sensitive employee relations matters, when necessary. Draft and execute disciplinary letters and investigation reports. Build and facilitate trainings related to management development, performance management and other ER-related topics. Track and analyze data to identify employee relations trends, diagnose issues, and design and implement remediations. Balance organizational risk with employee experience by assessing risks and ensuring alignment with business decisions while maintaining commitment to final outcomes. Oversee and manage the annual performance review process, providing guidance to managers on employee development, and support career growth initiatives. Provide guidance on the interpretation of policies and procedures, counseling, disciplinary action, staffing and performance appraisals Assist in the development and implementation of employee engagement and retention strategies. Provide input and solutions to help improve and/or introduce policies and programs that impact the employee lifecycle, from hiring through offboarding. Provide strategic support, thought partnership and coaching, to all levels of the organization. Ensure compliance with federal, state, and local labor laws, including -specific employment regulations such as CFRA, PAGA, and wage and hour laws. Ensure alignment with accreditation standards and requirements Collaborate with HR teams and business leaders to proactively address employee concerns and mitigate risks. Initiate exit interviews with employees leaving the company to assess overall success of the employment relationship and opportunities for improvement Maintain a high level of confidentiality and professionalism when handling sensitive information. Provide support and back-up to other areas of the Human Resources department as needed. Other duties as assigned Qualifications: 5+ years experience leading complex investigations Excellent communication, conflict resolution, and interpersonal skills, demonstrating an ability to earn trust and work successfully on a broad spectrum of employee relations issues. Experience managing grievances and conducting investigations in a multi-site multi-state organization. Ability to establish and maintain effective working relationships at all levels and across functions within the organization. Ability to remain tactful, and calm, in controversial and/or confrontational situations. Experience designing, implementing, and delivering effective learning strategies and employee development programs. Strong analytical abilities, with the ability to use data-driven insights to form decisions and drive results. Thorough understanding of state and federal employment laws. High attention to detail and ability to manage multiple, competing priorities simultaneously. Strong understanding of key HR concepts and practices (employment law, compliance, engagement, retention, and performance). Bachelors degree in Employee Relations, Human Resources or related field preferred. The Team International Education Corporation (IEC) is the parent company for U.S. Colleges, United Education Institute, Sage Truck Driving Schools and UEI College. Our mission is to drive personal and community transformation by empowering students to make a positive and enduring life change. We are consistently searching for like-minded compassionate professionals who strive to be the best in their respective fields. Our top candidates share our commitment to helping students build the skills to create a future of which they can be proud. We operate with a vigilant focus on five strategies and drivers of success: growth, quality, regulatory compliance, one standard of excellence, and financial effectiveness. Want to join us? Apply Now! At IEC, we don't just embrace diversity we crave it. We have purposefully built a team of talented people not only with different ethnic and cultural backgrounds, but professional diversity as well. We believe that a team of people with diverse backgrounds and experiences bring different perspectives and ideas to the table as we endeavor to help our students succeed. What will you bring? Our students are making an investment in their futures, and joining the IEC team is an investment in your future. We are an employee-owned company with mentorship, training, and career pathways in every department. You chart your own success at IEC. The Perks We are engaged in meaningful, purposeful work that is transforming lives and communities every day. In addition, our team members enjoy a host of perks including ownership in the company. What does that mean? IEC has a structured Employee Stock Ownership Program (ESOP), where employees earn shares of the company every year; the longer you're part of our team, the more shares you earn. When you're ready to retire, IEC buys those shares back so you can live out your retirement dreams. Other employee benefits include Medical, Dental, Vision, Disability and Life Insurance; a generously matched 401(k) plan; and accrued paid-time-off and 10 company holidays every year. The biggest perk of all? The monumental sense of pride as you help students overcome obstacles to improve their lives. We live for that.

Posting Number: A00920 Campus: Department: 1403-COMP/COMP-Northwest Humanism Classification Pay Scale In compliance with SB 1162, Western University of Health Sciences is providing a pay scale for this position. The pay scale reflects the minimum and maximum target for new hire salaries for this position. Within this range, the individual pay is determined by a variety of factors, including but not limited to job-related skills, experience, relevant education or training, and work location. Please note that the compensation details listed reflects the base salary only. Expected Pay Scale Minimum: $85,000.00 Annually Maximum $105,000.00 Annually Job Summary The Director for Humanism is responsible for promoting the core value of Humanism within the college community. Duties include working with the respective college committees to integrate Humanism into academic content such that WesternU students are distinguished by their respective leadership and advocacy to improve health care and health outcomes for patients. This role also takes the lead on fostering a culture of empathy, respect, and ethical engagement within the academic community, which includes collaborating with various stakeholders, including other College Humanism Officer(s)/Director(s) and the Office of Humanism, in the promotion of Humanism on campus. Knowledge, Skills and Abilities Good verbal and written communication skills. Must be able to interact and communicate effectively with faculty, administration, students, and staff. Skills in leadership, supervision of personnel, and personnel growth and development. Project and event development, deployment, and maintenance. Skills to include project charter development, process improvement, project/event design and implementation. Ability to guide staff through complex issues, interpersonal relations, while also allowing team members to grow. Excellent computer skills necessary to set up document formats in Word, Excel, PowerPoint, Outlook, Power Bl, Adobe Suite or equivalent and any other software required by this position. Familiarity with common Project Management software packages. Must have a working knowledge of general mathematics, grammar, and punctuation. Committed to working in an organization that values and promotes humanism. Required Qualifications Education: Bachelor's Degree in related field Experience: 2-4 years of Managerial or Director level experience Preferred Qualifications Education: Master's Degree in related field Posting Information Posting Date: 10/23/2025 Closing Date: 10/23/2026 To Apply To apply, visit **************************************** #J-18808-Ljbffr

RELOCATION ASSISTANCE: No relocation assistance available CLEARANCE TYPE: Top SecretTRAVEL: Yes, 25% of the TimeDescriptionAt Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. Northrop Grumman Space Systems is seeking a Director of Human Resources (HR) to lead as the HR Director for the Western Region Engineering organization. This key leadership role reports to the Space Systems Senior HR Director for Engineering, and will be located on-site at in Redondo Beach, CA. The selected candidate will be the primary strategic partner for the Western Region Engineering organization within Northrop Grumman's Space Systems sector, and will lead a team of HR Business Partners responsible for development and implementation of HR strategy, leading human capital programs and core processes across the region (including, but not limited to, talent assessment and development, performance management, employee relations, total rewards, succession planning and talent pipeline development, organization effectiveness and leadership development). We are seeking a proven human resources leader to provide thought leadership and demonstrated ability to coach and influence at the executive level. An ideal candidate will be expected to develop and deploy a human capital & technical development strategy across the organization. The candidate must have strong relationship building skills and a proven track record of building collaborative partnerships to influence direction and drive change across complex organizations. The ideal candidate will be capable of supporting a large and complex aerospace & defense company in an ever-changing landscape and be able to lead others in a matrixed environment. Key Leadership Behaviors: Sets a Vision: Strategic thinker. Innovative; regularly advocates and drives meaningful changes & improvements. Creates clarity for team on talent priorities and near and long-term milestones including ensuring the team sees the alignment of their work to the priorities. Builds a High Performing Team: Strong people leader, manager, collaborator and business partner. Respectful, inclusive, listens to others and enables team success. Models unwavering ethics and values and is a trusted partner to leadership, peers and employees. Acts with Speed: Decisive and action oriented. Able to respond with thoughtful urgency but also balance priorities to guide team. Leverages HR processes and tools to accelerate business results. Leads with Courage & Resilience: Self-aware, transparent & authentic. Willing to be bold, speak up and take calculated risk. Creates a learning culture that makes it safe to fail fast as we innovate and try new ways of working. Takes Ownership: Acts with an “owner” mindset in how they lead the team and make decisions. Holds themselves and their team accountable to deliver results. Looks at measures and outcomes vs completion of activities. Has strong business acumen and uses qualitative and quantitative data to inform recommendations and decisions Key responsibilities for this role include, but are not limited to: Implementing HR strategy and initiatives for the region and broader sector in alignment with our business priorities Lead a team of HR professionals by providing guidance, flow-down, coaching and support to optimize their performance and potential to provide best-in-class HR partnership and thought leadership. Partnering with Engineering leadership to develop talent management, succession planning, and talent review strategy/cadence to bolster leadership talent capability and strengthen the talent pipeline. Partnering with Engineering leadership to identify talent retention strategies to drive best in class employee experience (leveraging total rewards, company mission and values, best in class culture, career development and employee flexibility). Effectively communicate and partner with internal and external stakeholders to influence and guide our engineering and technical talent teams. Understand critical skills & supply/demand needs across the technical population to identify trends and inform talent deployment/development actions. Leverage data insights and trends to inform decisions, identify business challenges and proactively partner with and influence leadership to strategize business solutions. Basic Qualifications: Bachelor's degree with at least 10 years of HR or related experience - OR - a Master's degree with at least 8 years of HR or related experience. Experience managing and leading teams; strong people leader and manager with a focus on inspiring and enabling an inclusive, development-focused, and high-performance culture. Strong communicator, collaborator and relationship-builder; experience with influencing, coaching, and consulting with multiple senior executives concurrently. Experienced at leveraging HR processes, tools and data & analytics to accelerate business results and enhance business and employee growth and the employee experience. Demonstrated change management experience, problem solving skills, and the ability to be flexible and adaptable. Executive-level verbal and written communication skills. Must have the ability to obtain and maintain a U.S. Government DoD Top-Secret security clearance. US Citizenship is a prerequisite. Preferred Qualifications: Current U.S. Government DoD Top Secret security clearance. US Citizenship is a prerequisite. Previous experience in Aerospace & Defense and/or government contracting. Experience leading a team as an HR manager or higher responsible for multiple HR disciplines. Proficiency with HRIS platforms and emerging technology trends. Experience working in a matrix environment. Ability to travel as needed (approx. 25%) Primary Level Salary Range: $185,400.00 - $278,200.00The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit *********************************** U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

Hi Tarsan! Thanks for your interest in this position. Please review the details and if role and if it's something that could match your career goals, connect with your current manager and HRBP to discuss if your experience and skills line up. If everything is a go, please apply and the Talent Acquisition team will contact you for an interview so we can also get to know you better. - Your Human Resources Team About the Role The Vice President, Human Resources will serve as a key strategic partner to the Chief Human Resources Officer and the Executive Team, leading enterprise-wide People and Total Rewards Operations, HR Technology, and Strategic HR Business Partnership. This role will drive the design, transformation, and execution of scalable HR infrastructure, people analytics, and technology solutions to support Tarsus's rapid growth and long-term vision, leading a team of HR professionals. As a member of the HR Leadership Team and Enterprise Senior Leadership Team, this executive will play a critical role in advancing our culture, optimizing organizational capability, and embedding the Tarsus Leadership Competencies into the fabric of our people systems and leadership practices to ensure an optimal employee experience that attracts, retains, and develops best in class talent and drives our pursuit of addressing important diseases with impactful therapeutics. Let's talk about some of the key responsibilities of the role: Enterprise HR Leadership Partner with the CHRO to define and execute the HR strategy aligned with Tarsus's 2030 vision. Lead the People Operations, HR Technology, and HR Business Partnership functions to deliver a best-in-class employee experience through service delivery, data and strategic partnership. Serve as a strategic advisor and thought partner to senior executives, helping shape talent strategies that drive business performance. Foster alignment across HR Centers of Excellence (Talent Acquisition, Talent Development, Total Rewards, DEIB, Culture, and Employee Experience) to drive continuous improvement of HR services and processes. Drive and evolve strategic workforce planning to successfully align people and resources to business strategies for long-term business growth and sustainability. People Operations & Technology Build and scale robust people systems, policies, and processes, ensuring operational excellence, compliance, and data integrity across the employee lifecycle. Oversee the evaluation, implementation, and optimization of HR technology solutions, including HRIS, people analytics, and automation tools, with a focus on employee experience, efficiencies, and reporting and accuracy for all HR processes. Drive process simplification and digital transformation to improve agility, scalability, and efficiency. Develop, implement manage meaningful performance metrics and dashboard analytics that provide actionable insights for workforce planning, engagement, and productivity. Lead process analyses to identify gaps or redundancies, recommending and putting into action processes and programs that streamline, automate, or improve the HR and broader organization. Strategic HR Business Partnership Lead a high-performing HRBP team that supports executives and leaders across functions. Enable organizational effectiveness through workforce planning, organizational design, talent development, and change management. Build leadership capability through coaching, feedback, and alignment with the Tarsus Leadership Competencies. Champion culture, engagement, and inclusion through strategic initiatives that amplify the Tarsus employee value proposition. Leadership & Culture Model enterprise-level leadership consistent with Tarsus Leadership Competencies, including strategic thinking, enterprise collaboration, business acumen, and innovative thinking. Develop succession and capability plans for key enterprise functions. Serve as a visible culture carrier, fostering collaboration, empowerment, and accountability. Factors for Success: Bachelor's degree in Human Resources, Business Administration, or related discipline required; Master's preferred. 20 years of progressive HR experience with at least 10 years in senior leadership roles overseeing People Operations, HR Technology, and Strategic HR Business Partnership. Demonstrated success leading teams and influencing senior executives in a matrixed organization, with strong business acumen and a strategic, execution-oriented mindset. Proven ability to architect, scale, and optimize enterprise HR systems, processes, and digital solutions in high-growth, global environments. Deep expertise in HR technology ecosystems, data analytics, and workforce insights, including implementation of AI solutions that drive measurable business value. Experience building and leading global functions, including organization design, local HR operations, compliance, and scalable HR infrastructure. Track record of creating and implementing standardized, best-practice HR processes and systems that ensure simplicity, scalability, and compliance across US and international operations. Exceptional project and program management capability, including technology design, integration, and governance, with strong analytical and decision-making skills. Proven record of driving change and transformational initiatives that enhance organizational capability and employee experience. Experience in biopharma, life sciences, or similarly complex, regulated industries highly desired; SOX compliance experience required. Exceptional communication and stakeholder engagement skills, with a proven ability to lead through influence. Leadership Competencies - This role requires mastery of the Tarsus Leadership Competencies for Leading the Enterprise, including: Strategic Vision & Systems Thinking - Anticipates long-term implications and integrates enterprise priorities into HR strategy. Enterprise Collaboration - Builds alignment and trust across functions, advancing shared outcomes over individual agendas. Agility & Change Leadership - Navigates complexity with resilience; leads transformational initiatives that drive organizational adaptability. Empowerment & Talent Development - Creates conditions for others to thrive, developing leadership capability across all levels. Innovation & Impact Orientation - Challenges convention and delivers scalable, value-driving HR solutions. A Few Other Details Worth Mentioning: The position will be based in our beautiful Irvine office, complete with a courtyard, snacks, drinks, and occasional catered meals. We provide a hybrid work environment. We are passionate about our culture! Our Tarsans live our values of commitment to patients, empowerment to champion innovation, and teamwork to amplify impact! This position reports directly to the Chief Human Resources Officer Some travel may be required - up to 15% At Tarsus, we understand the importance of attracting and retaining top talent. The expected base pay range for this position is $273,700 - $383,300 plus bonus, stock equity, and comprehensive benefits. The base pay range reflects the target range for this position, but individual pay will be determined by additional factors such as job-related skills, experience and relevant education or training. Our benefits include health, dental and vision insurance benefits to ensure your well-being. We believe in work-life balance and offer generous paid time off, including vacation, holidays, and personal days. For more details regarding Tarsus benefits, please visit: https://eb.alliant.com/26tarsusbenefitssnapshot. #LI-Hybrid

About the Role The Vice President, Human Resources will serve as a key strategic partner to the Chief Human Resources Officer and the Executive Team, leading enterprise-wide People and Total Rewards Operations, HR Technology, and Strategic HR Business Partnership. This role will drive the design, transformation, and execution of scalable HR infrastructure, people analytics, and technology solutions to support Tarsus's rapid growth and long-term vision, leading a team of HR professionals. As a member of the HR Leadership Team and Enterprise Senior Leadership Team, this executive will play a critical role in advancing our culture, optimizing organizational capability, and embedding the Tarsus Leadership Competencies into the fabric of our people systems and leadership practices to ensure an optimal employee experience that attracts, retains, and develops best in class talent and drives our pursuit of addressing important diseases with impactful therapeutics. Let's talk about some of the key responsibilities of the role: Enterprise HR Leadership Partner with the CHRO to define and execute the HR strategy aligned with Tarsus's 2030 vision. Lead the People Operations, HR Technology, and HR Business Partnership functions to deliver a best-in-class employee experience through service delivery, data and strategic partnership. Serve as a strategic advisor and thought partner to senior executives, helping shape talent strategies that drive business performance. Foster alignment across HR Centers of Excellence (Talent Acquisition, Talent Development, Total Rewards, DEIB, Culture, and Employee Experience) to drive continuous improvement of HR services and processes. Drive and evolve strategic workforce planning to successfully align people and resources to business strategies for long-term business growth and sustainability. People Operations & Technology Build and scale robust people systems, policies, and processes, ensuring operational excellence, compliance, and data integrity across the employee lifecycle. Oversee the evaluation, implementation, and optimization of HR technology solutions, including HRIS, people analytics, and automation tools, with a focus on employee experience, efficiencies, and reporting and accuracy for all HR processes. Drive process simplification and digital transformation to improve agility, scalability, and efficiency. Develop, implement manage meaningful performance metrics and dashboard analytics that provide actionable insights for workforce planning, engagement, and productivity. Lead process analyses to identify gaps or redundancies, recommending and putting into action processes and programs that streamline, automate, or improve the HR and broader organization. Strategic HR Business Partnership Lead a high-performing HRBP team that supports executives and leaders across functions. Enable organizational effectiveness through workforce planning, organizational design, talent development, and change management. Build leadership capability through coaching, feedback, and alignment with the Tarsus Leadership Competencies. Champion culture, engagement, and inclusion through strategic initiatives that amplify the Tarsus employee value proposition. Leadership & Culture Model enterprise-level leadership consistent with Tarsus Leadership Competencies, including strategic thinking, enterprise collaboration, business acumen, and innovative thinking. Develop succession and capability plans for key enterprise functions. Serve as a visible culture carrier, fostering collaboration, empowerment, and accountability. Factors for Success: Bachelor's degree in Human Resources, Business Administration, or related discipline required; Master's preferred. 20 years of progressive HR experience with at least 10 years in senior leadership roles overseeing People Operations, HR Technology, and Strategic HR Business Partnership. Demonstrated success leading teams and influencing senior executives in a matrixed organization, with strong business acumen and a strategic, execution-oriented mindset. Proven ability to architect, scale, and optimize enterprise HR systems, processes, and digital solutions in high-growth, global environments. Deep expertise in HR technology ecosystems, data analytics, and workforce insights, including implementation of AI solutions that drive measurable business value. Experience building and leading global functions, including organization design, local HR operations, compliance, and scalable HR infrastructure. Track record of creating and implementing standardized, best-practice HR processes and systems that ensure simplicity, scalability, and compliance across US and international operations. Exceptional project and program management capability, including technology design, integration, and governance, with strong analytical and decision-making skills. Proven record of driving change and transformational initiatives that enhance organizational capability and employee experience. Experience in biopharma, life sciences, or similarly complex, regulated industries highly desired; SOX compliance experience required. Exceptional communication and stakeholder engagement skills, with a proven ability to lead through influence. Leadership Competencies - This role requires mastery of the Tarsus Leadership Competencies for Leading the Enterprise, including: Strategic Vision & Systems Thinking - Anticipates long-term implications and integrates enterprise priorities into HR strategy. Enterprise Collaboration - Builds alignment and trust across functions, advancing shared outcomes over individual agendas. Agility & Change Leadership - Navigates complexity with resilience; leads transformational initiatives that drive organizational adaptability. Empowerment & Talent Development - Creates conditions for others to thrive, developing leadership capability across all levels. Innovation & Impact Orientation - Challenges convention and delivers scalable, value-driving HR solutions. A Few Other Details Worth Mentioning: The position will be based in our beautiful Irvine office, complete with a courtyard, snacks, drinks, and occasional catered meals. We provide a hybrid work environment. We are passionate about our culture! Our Tarsans live our values of commitment to patients, empowerment to champion innovation, and teamwork to amplify impact! This position reports directly to the Chief Human Resources Officer Some travel may be required - up to 15% At Tarsus, we understand the importance of attracting and retaining top talent. The expected base pay range for this position is $273,700 - $383,300 plus bonus, stock equity, and comprehensive benefits. The base pay range reflects the target range for this position, but individual pay will be determined by additional factors such as job-related skills, experience and relevant education or training. Our benefits include health, dental and vision insurance benefits to ensure your well-being. We believe in work-life balance and offer generous paid time off, including vacation, holidays, and personal days. For more details regarding Tarsus benefits, please visit: ************************************************ #LI-Hybrid Tarsus Pharmaceuticals, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.

Director of Human Resources - Global Brands company - on site in Irvine - $130-170k plus bonus Our client is a fast growing, middle market company that represents some of the most respected brands in the world. This position is open due to growth and will report directly to the Vice President of Human Resources and will manage a small team. About The Role: Responsibilities include but are not limited to: HR Strategy/Planning: In partnership with the VP of Human Resources, develop and implement HR strategies aligned with the organization's goals. Mentor, inspire, facilitate professional development, training certification activities for HR team, act as backup to team as necessary. Training and Development: Identify training needs and coordinate development programs. Foster a culture of continuous learning. Employee Relations: Manage and address employee relations issues and ensure a positive work environment. Mediate and resolve conflicts between employees. Perform Workplace Investigations as needed. Performance Management: Design and implement performance management systems. Conduct performance reviews and provide feedback to employees. Compliance: Manage company compliance, stay informed about labor laws and regulations. Ensure HR policies and procedures comply with legal requirements. HR Policies and Procedures: Develop and update HR policies and procedures including employee handbook. Communicate policies to employees and ensure compliance. Lead continuous process improvement for efficiency. Benefits and Compensation: Administer employee benefits programs. Develop and manage compensation structures. Talent Acquisition and Management: Participate in talent acquisition processes, including interviewing and hiring as needed. HR Metrics and Reporting: Assist with key HR metrics. Generate reports to inform decision-making. Employee Wellness: Develop and implement wellness programs to support employee well-being. Address workplace health and safety concerns. Diversity and Inclusion: Promote diversity and inclusion initiatives within the organization. Qualifications, Skills, Experience: Education: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field Experience: Demonstrated success proven through steady career progression within varied HR roles for the last 7 - 12 years. Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite, HRIS, Payroll software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Skills: Strong leadership and communication skills. Knowledge of HR best practices and legal requirements. Ability to analyze data and make informed decisions. Strong computer technical skills with Microsoft Office products, HRIS and Payroll software. Enjoy working in a fast paced, high growth environment. Ability to work independently and as part of team. Professional, presentation skills a must. Certifications: Professional certifications such as SHRM-SCP or PHR, HRCI.

Full-time Description About Direct Edge Direct Edge is a growing and innovative visual display company. We design and deliver high-impact visual display solutions that help brands stand out and connect with their audiences. Headquartered in Anaheim, California and with operations across Orange County, CA; Denver, CO; and Dallas, TX, we are scaling rapidly and investing in our people, culture, and leadership to support our next phase of growth. By joining us, you will have the opportunity to shape the people strategy of a growing, innovative company, have high visibility and impact as a key member of the executive leadership team and be a part of a collaborative culture with strong executive partnership. Job Summary The Director, Human Resources (HR) is a strategic executive leader responsible for shaping and executing Direct Edge's people strategy in alignment with business objectives. Reporting directly to the CEO and working in close partnership with the CFO, the Director of HR will lead all aspects of Human Resources across multiple U.S. locations, ensuring the company attracts, develops, and retains top talent while building a high-performance, values-driven culture. This role is both strategic and hands-on, ideal for a leader who thrives in a fast-growing, entrepreneurial environment and can scale people practices supporting operational excellence and financial discipline. Essential Duties and Responsibilities Strategic Leadership Serve as a trusted advisor to the CEO and executive team on organizational design, workforce planning, leadership development, and culture. Partner closely with the CFO to align people strategy with financial planning, compensation structures, benefits, and long-term growth goals. Develop and execute a scalable HR strategy that supports business expansion and operational efficiency. Talent & Organizational Development Lead talent acquisition, onboarding, performance management, succession planning, and leadership development initiatives. Build strong management capabilities across all locations to support consistent performance and employee engagement. Culture & Employee Experience Strengthen and evolve Direct Edge's culture while maintaining agility and accountability. Oversee employee engagement, communication, and change management initiatives across all locations. Ensure a positive, compliant, and high-trust employee relations environment. HR Operations & Compliance Oversee all HR functions including compensation, benefits, payroll partnership, HRIS, policies, and compliance with federal, state, and local labor laws across multiple U.S. states. Ensure consistent yet flexible HR practices that respect local regulations and business needs. Lead and develop the HR team to deliver high-quality support to employees and leaders. Data & Insights Use people analytics and HR metrics to inform decision-making and measure the impact of HR initiatives. Partner with finance and operations to forecast workforce needs and optimize labor costs. Requirements Qualifications - Education, Experience, License/Certifications: 10+ years of progressive HR leadership experience, including senior or executive-level responsibility. Proven experience leading HR for multi-location organizations, preferably in manufacturing, production, and/or a growth-oriented environment. Strong business acumen with demonstrated success partnering with CEOs and CFOs. Deep knowledge of employment law and HR best practices across multiple states. Experience scaling HR infrastructure in a growing company. Bachelor's degree or equivalent experience required; advanced degree or HR certification (SPHR) preferred. Knowledge, Skills, and Abilities: Strategic thinker with a hands-on, solutions-oriented mindset Collaborative leader who builds trust across functions Comfortable operating in a fast-paced, evolving environment Strong communicator with the ability to influence at all levels Physical Requirements: This is largely a sedentary role, requiring the ability to remain in a stationary position for 50%+ of the time. The employee must be able to move around the office or to tour/visit warehouse and manufacturing facilities and to access files and equipment, lift/move up to 10 lbs. of office supplies, and operate a computer, telephone, and other office machinery. Requires close visual acuity for computer work and excellent hearing/speaking skills for communication. Compensation: The base compensation range for this full-time position is $120,000 - $175,000 per year plus benefits. Compensation ranges are determined by various factors, including role, experience, and location. The pay range displayed reflects the minimum and maximum target for new hire salaries for this position. Within the range, actual individual compensation is determined by various factors, including location, job-related skills, experience, and relevant education or training.

Director of Human Resources Can you imagine a career in fashion as a Director of Human Resources where your Creativity and Purpose collide? Would you like to be where the work you do redefines how employees connect, grow, and thrive within an organization? As our Director of Human Resources, Do you see yourself helping build a culture that fosters engagement , and brings personal connection and community to every team member? Are you looking to work with a brand that values innovation and reinvention , constantly pushing boundaries in how people, culture, and business intersect? We're not just in fashion; we're reshaping the experience of work itself. By joining our team as a Director of Human Resources, you will become part of something Bigger!If you're ready to bring your talent, creativity , and vision to a place where you can truly make an impact as a Director of Human Resources, we want to meet you.Click “Apply” today!The Perks of your Portfolio: $150k to $175k+ salary Solid medical, dental, vision, life, and accident insurance, plus paid time off and 401(k) matching A strong culture, community and inclusive environment Company clothing discounts Your Work Behind the Wardrobe: Drive strategic HR initiatives while managing day-to-day operations. Lead workforce planning, organizational design, and talent forecasting. Oversee recruitment, retention, and employee engagement programs. Shape and scale performance management, learning, and development frameworks. Ensure compliance with federal, state, and local employment laws. Cultivate a culture of inclusion, accountability, and continuous improvement. Our Ideal Fit: 8-12 years of progressive HR experience, including 4-5 years in a leadership role. Proven success in both strategic and operational HR functions. Experience in fashion, apparel, retail, or creative industries preferred. Strong knowledge of HR systems (UKG, Lattice, Workday, or similar). Exceptional communication, leadership, and interpersonal skills. Passion for building culture, mentoring teams, and driving organizational impact. This isn't just another job-it's your opportunity to create workplaces where people can thrive while helping our brand continue to innovate and grow.If you're ready to make a visible impact on culture, people, and business performance, we want to meet you. Click “Apply” today!Keywords: Director of Human Resources, HR Director, Senior HR Manager, Human Resources Leader, Fashion HR, Apparel HR, Retail HR, Creative industry HR, Consumer goods HR, UKG, Kronos, Lattice, Workday, ADP Workforce Now

Business Unit: LTL **What you'll need to succeed as a Director, Human Resources at XPO** Minimum qualifications: + Bachelor's degree or equivalent related work or military experience + 7 years of progressive HR experience + Ability to quickly build relationships across the organization and leverage trust to influence outcomes + Proficiency with HRIS tools and ability to interpret and apply data insights to guide business decisions + Availability to work a flexible schedule, which may include extended hours, weekends and overnight shifts + Ability to travel 50% of the time, including overnight stays and air travel + Ability to work onsite at a service center five days per week + Ability to stand, climb stairs, walk on uneven surfaces for extended periods and work on an open-air dock in varying temperatures + Experience supporting HR operations in California Preferred qualifications: + Bachelor's degree in HR, Business, Communications or Psychology + Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or equivalent HR certification + Experience using technology and analytics to enhance HR processes and outcomes + Demonstrated ability to connect HR initiatives to business strategy and financial results + Familiarity with emerging HR technologies, predictive analytics and ethical data practices + HR experience in trucking, warehouse or retail environments supporting a large hourly workforce across multiple locations + People leadership experience with a proven ability to motivate teams and achieve goals **About the Director, Human Resources job** Pay, benefits and more: + Competitive compensation package + Full health insurance benefits available on day one + Life and disability insurance + Earn up to 15 days of PTO over your first year + 9 paid company holidays + 401(k) option with company match + Education assistance + Opportunity to participate in a company incentive plan What you'll do on a typical day: + Develop and assess HR programs, policies and systems that align with business strategy; use HR technology and data to drive continuous improvement. + Partner with Operations on workforce planning and retention strategies; collaborate with Talent Acquisition to enable data-driven recruitment. + Advise and coach managers on employee relations issues; ensure consistent, ethical and timely resolution while demonstrating resilience and sound judgment. + Support selection and assessment for hourly and salaried roles, ensuring compliant, fair and technology-enabled hiring practices. + Drive succession planning and performance management using workforce data, coaching methods, and predictive insights; participate in interviews and selection for key management roles. + Partner with Learning & Development and on-site HR teams to deliver training; support site HR operations and communicate effectively across digital and in-person channels. + Lead onboarding and orientation to ensure new hires understand culture, expectations, and resources; leverage feedback and data to improve the experience. + Lead project teams and serve on committees that enhance workplace culture and address improvement opportunities. + Ensure accurate execution and clear communication of corporate programs that impact the employee experience (ex: annual compensation cycle and open enrollment). Annual Salary Range: $176,182 to $220,227 Actual compensation may vary due to factors such as experience and skill set. This is an incentive-based position, which may include bonuses, incentive or commission plans. **About XPO** XPO is a top ten global provider of transportation services, with a highly integrated network of people, technology and physical assets. At XPO, we look for employees who like a challenge and can communicate effectively in all situations. We want to leverage your skills and years of experience to drive positive results while ensuring a bright future for yourself and XPO. If you're looking for a growth opportunity, join us at XPO. We are proud to be an Equal Opportunity employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are not an exhaustive list of all required responsibilities, duties and skills for this job classification. Review XPO's candidate privacy statementhere (********************************************************************* .

ALIGN Executive Search is partnering with a fast-growing organization to find a strategic and experienced Human Resources Director to lead HR operations across multiple locations. This is a high-impact role responsible for aligning HR practices with business objectives, improving people processes, and supporting organizational growth. Why This Role Stands Out: Executive-level role with influence across departments Opportunity to standardize and elevate HR operations at scale Hands-on leadership in a collaborative, mission-driven environment Key Responsibilities Strategic HR Leadership: Partner with executive leadership to turn business goals into actionable HR strategies Identify and address workforce challenges such as staffing, retention, and compliance Standardize HR operations and policies across multi-site environments Talent Development & Organizational Growth: Build and lead training programs using modern delivery methods Support talent development, governance, and performance metrics Drive HR integrations for acquisitions and support smooth data migrations Analyze HR data and present actionable insights Employee Relations & Compliance: Advise managers on performance, coaching, and development Resolve complex employee relations issues in compliance with employment laws (HIPAA, OSHA, FLSA, FMLA, ADA) Promote a culture of compliance, respect, and ethics Oversee internal audits and maintain accurate records Total Rewards & Benefits: Develop and manage compensation structures and incentive plans Oversee benefits administration including health, dental, vision, retirement, and payroll Align career pathing and total rewards with industry benchmarks Additional Duties: Support other HR-related responsibilities as needed - flexibility and adaptability are key What You Need to Qualify: Bachelor's degree in Human Resources, Business Management, or related field 10+ years of experience as a senior HR business partner 3+ years leading HR teams Strong knowledge of employment laws and HR best practices Experience with HR process transformation and automation Proficient in Microsoft Office, especially Excel and PowerPoint Strong public speaking, communication, and facilitation skills Business mindset with the ability to link HR strategy to operations Hands-on, solution-focused approach Preferred: SPHR or SHRM-CP certification Familiarity with HRIS platforms like Rippling, and tools such as Microsoft 365, Canva, and Google Docs If you're a strategic HR leader ready to make an impact and bring cohesion to a growing organization's people strategy, apply now. Job Type: Full-time Benefits: 401(k) matching Dental insurance Health insurance Life insurance Paid time off Vision insurance Work Location: In person

The Director of HR Operations is a hands-on leadership role responsible for driving strategic and operational HR initiatives to strengthen workforce capability, engagement, and compliance across PCC Fasteners sites, with a primary office at Cherry Aerospace in Santa Ana, CA. This position partners with plant leadership and collaborates with the HR Shared Services Team to deliver impactful programs that support front-line leadership development, training, and organizational effectiveness. Additionally, the role will manage special projects, provide interim HR plant leadership coverage, and lead continuous improvement opportunities within HR processes and systems. Reports to: VP of Human Resources, PCC Fasteners Location: Cherry Aerospace - Santa Ana, CA Key Responsibilities Hands-On Training Coordination: Partner with the HR Shared Services Team to identify and implement training opportunities for front-line leadership and other critical development programs. Special Projects: Lead and support HR initiatives that drive operational excellence, including backfilling open HR Manager positions and providing interim HR plant leadership when required. This position will also support HR Onboarding. Culture & Engagement: Work closely with plant HR leadership and site leaders to foster a high-performance, inclusive culture aligned with PCC Pillars of integrity, teamwork, and accountability. Compliance & Investigations: Ensure adherence to company policies and regulatory requirements; conduct EthicsPoint investigations as needed. California Employment Law Expertise: Apply deep knowledge of California labor and employment regulations to ensure compliance and mitigate risk. Continuous Improvement: Identify and implement process improvements to enhance HR efficiency, effectiveness, and employee experience. Talent Development: Support workforce planning and succession strategies to maintain strong leadership pipelines. Qualifications Bachelor's degree in Human Resources, Business, or related field (Master's preferred). 7+ years of progressive HR experience, including leadership roles in manufacturing environments. Strong knowledge of California employment law and compliance requirements. Expertise in training coordination, organizational development, and change management. Proven ability to lead continuous improvement initiatives within HR operations. Strong problem-solving, communication, and influencing skills with the ability to engage stakeholders at all levels. Ability to manage multiple priorities and deliver results in a fast-paced environment. Success Metrics Timely execution of training programs for front-line leadership in partnership with Corporate Training & Development. Effective interim coverage for HR Manager vacancies and plant HR leadership without disruption to operations. Positive engagement scores and adherence to PCC Pillars across assigned sites. EthicsPoint investigations completed within 30 days. Achieve

Directly responsible for planning, organizing, directing & controlling all facets of the Human Resources & Employee Health departments. Actively participates on the Administrative Team. Monitors & advises the Executive Team Members on all issues as it relates to and impacts Human Resources & Employee Health, the Medical Center and the provision of total patient care. Works collaboratively & cooperatively with all colleagues, divisions and with members of the Medical Staff to accomplish the strategic goals and to achieve & enhance the Mission of the Medical Center. Fosters and maintains an atmosphere that encourages professionalism. Promotes efficiency through sound & effective cost measures with a primary focus on providing quality health care. The incumbent ensures compliance with all federal, state, local laws and TJC requirements as it relates to the area of human resources. This position plans, organizes and directs all aspects of human resources. This position requires the full understanding and active participation in fulfilling the Mission of Garfield Medical Center. It is expected that the employee will demonstrate behavior consistent with the Core Values. The employee shall support Garfield Medical Center's strategic plan and the goals and direction of the Performance Improvement Plan (PIP).Dimensions This position reports directly to the Chief Executive Officer. The incumbent directs the human resources staff at Garfield Medical Center. The incumbent is responsible for the human resources function for approximately 1,100 union and nonunion employees. Responsibilities Nature and Scope (Essential Functions) The incumbent ensures the effective implementation of facility personnel and labor/employee relations plans and programs. Plans, directs, and administers corporate and facility policies and procedures in areas of employment, salary administration, labor/employee relations, benefits, workers' compensation, and training and development. Plans and recommends new programs and improvement of existing programs. Initiate change or modification to existing policies to ensure compliance with laws, regulations, competitive practices and operational objectives. Administrate union contracts, grievance, arbitration and administrative proceedings and participate in collective bargaining negotiations, This position counsels with all levels of facility management concerning personnel and/or labor/employee relation matters. Directs and determines termination of employee is conducted in a fair and appropriate manner. The incumbent ensures that disciplinary action is administered consistently with federal, state local laws, appropriate collective bargaining agreement and company policies and procedures. Administrate the workers' compensation program to obtain planned results, and meet budget guidelines. The incumbent is responsible for the handling of claims. Claims management dictates working with the industrial clinic, claims adjuster(s), attorney and injured worker to ensure expected results are achieved in the most efficient and cost-effective manner. The incumbent must attend training to ensure knowledge of changing regulations, laws and TJC requirements. This position must attend facility and corporate meetings. Accountability 1. The incumbent is responsible for overseeing the HR Department.2. The incumbent is responsible for ensuring the effective implementation of personnel and labor/employee relations.3. This position is responsible for planning, directing, and administrating corporate and facility policies and procedures.4. The incumbent is responsible for employment issues, salary administration, labor/employee relations, benefits, workers compensation, training and development.5. Administers collective bargaining agreement(s).6. Directs the grievance and arbitration process to initiate a favorable outcome in an efficient and cost-effective manner.7. This position is responsible for participating in contract negotiations.8. The incumbent is responsible for the supervision of the facility human resources staff.9. This position counsels all levels of facility management concerning personnel, wage and hour, and or labor/employee relation issues.10. This position is responsible for managing workers' compensation claims in order to achieve a positive outcome.11. The incumbent is responsible for implementing programs and training to minimize the frequency and severity of employee injuries.12. This position is responsible for ensuring the facility complies with all federal, state, local laws and company policies and procedures related to employment and employee relations.13. The incumbent is responsible for the training and development of employees in order to achieve successful succession planning.14. The incumbent is responsible for ensuring equal opportunity employment is exercised at all times.15. The incumbent is responsible for the proper recruiting of qualified personnel in order to meet the needs of the facility.16. This position is accountable for the implementation of programs and policies that will minimize employee turnover in order to meet expected retention goals.17. The incumbent must abide by all legal regulations, company policies and procedures.18. This position is responsible for resolving conflict of interest issues.19. The incumbent is responsible for demonstrating the highest level of integrity and making ethical decisions.20. This position is responsible for maintaining human resources TJC requirements.21. The incumbent oversees the AQMD program.22. The incumbent oversees the administration of benefit programs, recruitment and leaves of absence at the facility. Qualifications Qualifications 1. Bachelor's degree in business administration, human resources management or related area, or a combination of education and experiences, from which comparable knowledge and abilities can be acquired, is necessary.2. Eight years of directly related management experience is required. Previous experience in the healthcare industry desired3. 3 years hospital human resources experience as a generalist.4. Must have prior union/labor relations experience.5. Must have knowledge of federal, state and local labor laws.6. Must be computer literate and knowledgeable with HR/Payroll computerized information systems.7. The incumbent must have general mathematic skills.8. Must have general knowledge of budgeting.9. The incumbent must have TJC experience.10. The incumbent must have excellent human relation skills.11. The incumbent must have excellent written and oral communication skills.

Job Description JOB TITLE: DIRECTOR OF HUMAN RESOURCES REPORTS TO: CHIEF OF OPERATIONS The Director of Human Resources (DHR) is a strategic leader responsible for developing and maintaining a high-performance and engaging workplace. This role oversees all aspects of human resources, including talent acquisition, employee engagement, manager development, compensation, benefits, organizational structure, onboarding, training, and maintaining the company's operating system. Additionally, this role helps to facilitate internal communication across all levels of the organization to ensure alignment and collaboration. This position is located in Orange County, CA. The Director of Human Resources' responsibilities include, but are not limited to: Organizational Development: Facilitate necessary change management initiatives. Help to optimize the company's organizational structure to support scalability and efficiency. Implement and maintain the organization's operating system to improve communication, ensure alignment, and increase accountability. Talent Acquisition, Onboarding, & Workforce Planning Oversee recruitment strategies to attract mission-driven experts. Enhance and oversee onboarding programs to integrate new employees effectively and set them up for success. Training & Employee Development Develop and implement training programs that support employee growth and leadership development. Establish proper career development pathways for employees. Employee Engagement, Culture & Communication Develop programs to enhance employee satisfaction, well-being, and retention. Facilitate vertical and cross-departmental internal communication to ensure transparency, collaboration, and alignment. Implement tools and processes that improve communication and knowledge-sharing across the organization. HR Operations, Compliance & Systems Ensure compliance with employment laws and regulations. Oversee HR policies, benefits, and compensation programs. Qualifications & Skills: Bachelor's degree in Human Resources, Business Administration, or a related field 6+ years of HR leadership experience, including at the executive level. Proven experience in scaling HR functions and optimizing organizational structure. Strong leadership, communication, and interpersonal skills. Proven ability to facilitate effective internal communication and collaboration. LIVE ACTION: Live Action is dedicated to ending abortion and building a culture of life in America and beyond. We believe that every human life has intrinsic value and rights. We expose the truth about abortion and counter the misinformation campaign of the multi-billion dollar abortion industry and lobby. Today, we host the largest online presence for the pro-life movement, with millions of supporters throughout the United States. APPLICATION SUBMISSION PROCESS: No phone calls please. All staff members are required to sign Live Action's Non-Disclosure and Confidentiality Agreement. BENEFITS: Live Action offers high-value benefits to our full-time employees! Live Action provides competitive and ethical health benefits for full-time employees and their families. We also have unlimited PTO for our employees as we are a work/life balance, family-oriented culture. LIVE ACTION: Live Action is a media and news nonprofit dedicated to ending abortion and inspiring a culture that respects all human life. Live Action's groundbreaking news coverage and compelling videos reach several million people weekly across Facebook, YouTube, Twitter, and Instagram. (see more here: *************************** and ******************** Powered by JazzHR FiBbjVqCFW

Job Description As part of the recruiting process, all applicants are requested to take a pre-employment assessment. Please click on the link below: *************************************************************** Code=000LE1 ***$1,000 sign on bonus*** Directs and ensures the efficient administration and management of the Human Resources function to include recruiting, training, wage/benefit administration, compliance with statutory requirements and the execution of employee relation activities, in order to provide each department with the personnel, guidance, and support necessary to achieve their customer service and business objectives. ESSENTIAL JOB FUNCTIONS LEADERSHIP · Direct and instruct the management staff in effective recruiting and interviewing techniques using methods such as verbal presentations and written directions to ensure the hiring and retention of qualified and efficient employees. Conduct interviews for all management positions. · Develop, implement and administer policies and programs related to the management of all hotel personnel to ensure the maintenance of a positive and productive employment environment. Monitor same for fair and consistent application. · Ensure compliance with all State and Federal laws as well as regulations and court rulings which pertain to Human Resources by reviewing current management practices, implementing new procedures and communicating verbally and in writing any new requirements. Supervise EEOC program. · Control the administration of wages and benefits to ensure the accurate and equitable application of same, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems. · Review and appraise all personnel changes and paperwork for the merit and accuracy. Approve all required Human Resource forms such as Personnel Authorizations and Employment Requisitions. BUILDING RELATIONSHIPS · Maintains open channels of communications for all levels (line employees through General Manager) and monitors employee relations. · Aids in establishing a positive relationship between all employees, supervisors, department heads & General Manager. · Responsible for monthly Rallies, Annual Awards/Recognition, Annual Picnic and other events that need to be planned. · Due to the nature of the business the individual may be required to do other duties and special projects as assigned by the General Manager. GENERATING TALENT · Hires the best people available from inside and outside the hotel. Hires for talent, diversity and balance of skills. Supports hotel's interviewing tools to ensure hiring decisions are based on the candidate's job-related talent, skills and competencies. Maintains succession planning. · Develops, implements and maintains departmental orientation and training certification programs for employees to receive the appropriate new hire training to successfully perform their job. · Uses all available on the job training tools for employees; implements and manages training initiatives and conducts training when appropriate; ensures self and direct reports have completed appropriate training classes. · Manages employee progressive discipline procedures for areas of responsibility. Ensures hotel's policies are administered fairly and consistently. Ensures disciplinary procedures and documentation are completed according to Employee Handbook. · Ensures regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicate expectations, recognize performance and produce desired business results. Establishes and maintains open, collaborative relationships with employees and ensures employees do the same within the team. · Monitor the employee performance appraisal programs to ensure reviews are timely. Read and analyze evaluations and goals to ensure appraisal comments are appropriate and goals are measurable and achievable. · Actively solicits feedback, utilizes an “open door” policy and reviews employee satisfaction results to identify and address employee problems and concerns. Ensures employees are treated fairly and equitably. Constantly strives to improve employee retention. Brings issues to the attention of General Manager as necessary. · Celebrates successes and publicly recognizes the contributions of team members; ensures recognition is taking place across areas of responsibility. Maintains an on-going employee recognition program. ORGANIZATIONAL LEADER · Enlivens the Culture within the hotel. · Attends different departmental stand-up meetings and communicates information to the staff in the absence of the General Manager. SUPPORTIVE FUNCTION This position might also be required to perform the following supportive functions. · Supervise, coordinate and motivate the activities of the department staff. · Monitor safety programs and Worker's Compensation Benefits. · Maintain all hotel personnel records and Human Resources files ensuring confidentiality where necessary. · Ensures the prompt and proper submission of all corporate, divisional and governmental reports as required. · Compose, type and distribute general Human Resources correspondence, such as those announcing policy revisions. · Answer telephone inquiries. · Other duties and responsibilities as assigned by the General Manager, including administering, posting, and tracking guest service scores. · Maintaining employee bulletin boards. KNOWLEDGE, SKILLS & ABILITIES · Any combination of education and experience equivalent to graduation from high school or any other combination of education, training or experience that provides the required knowledge, skills and abilities. High School diploma required. College degree preferred. · Minimum of 4 years HR management experience. · Full Service Hotel Experience Preferred . · Requires proven managerial skill as position involves frequent decisions, meeting of deadline, negotiations of contracts of vendors, analytical ability and the planning, organization development and coordination of large scale work projects. Knowledge and Skills · Ability to deal effectively with all employees and employee representatives, some of whom will require high levels of patience, tact and diplomacy to diffuse anger and collect accurate information and resolve conflicts. · Thorough knowledge of Human Resources practices and procedures as well as considerable knowledge of State and Federal laws and regulations pertaining to Human Resources matters. EOE/AA/M/F/D/V

The HR Director provides overall leadership to the HR team including oversight of the benefits, payroll, employee relations, onboarding and recruitment functions. This position partners closely with leaders at all levels of the company to strengthen engagement and implement employee initiatives. The HR Director will partner with the Chief Operations Officer to establish strategy, goals, and the annual work plan for the team. This role is available to work in either Santa Ana or Arcadia. ESSENTIAL FUNCTIONS: To perform this job successfully, an individual must be able to perform each essential function satisfactorily with or without accommodation. The requirements listed below are representative, but not all inclusive, of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. Works closely with company leaders and employees to improve work relationships, strengthen morale, and implement retention strategies. Develop comprehensive talent acquisition plans including assuming lead role with executive recruiting. Provides day-to-day performance management guidance to leaders including coaching, counseling, career development, and performance management. Provides overall leadership to the leave of absence (LOAs) and worker's compensation function. Ensures compliant benefits administration including enrollments, status changes, plan design, billing and invoice reconciliation. Assists with employee benefit communications and strengthens vendor relationships. Assists with turnover reduction strategies including analysis of turnover and exit and stay interview data, recommends improvement strategies. Assists COO with change management initiatives including organizational restructuring and communications. Audit completion and ongoing updates to the HRIS to ensure data integrity. Provide reports and analysis to company leadership to support business decision making. Evaluates, recommends, and documents new HR processes to continually improve efficiency of the department and services provided. Develops HR policies and provides guidance on interpretation. Handles employee relations matters from intake to resolution, in collaboration with COO and Legal/Compliance as needed. Documents investigations in a standardized format, which may include investigative notes, summaries, final reports, disciplinary documentation, and/or other materials arising from investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Maintains strict employee privacy and confidentiality when dealing with employee information. Keeps commitments and keeps direct supervisor informed of work progress, timetables, and issues. Maintains strict compliance with State, Federal and other regulations (e.g., OSHA, WC, HIPAA, ADA, FEHA, DOL, HR policies and practices). Other duties as assigned by management. Requirements QUALIFICATIONS: REQUIRED: Bachelor's Degree in Human Resources, Business or related field; minimum 5 years of related HR team leadership experience; or equivalent combination of education and work experience. Working knowledge of the human resource disciplines. DESIRABLE: HR experience in the healthcare or ophthalmology/optical industry. Paylocity Experience CERTIFICATES/LICENSES/REGISTRATIONS: PHR or SPHR Certification a plus. KNOWLEDGE/SKILLS/ABILITIES/TALENTS: Broad HR knowledge and expertise. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Customer service focus and relationship management with all levels of employees. Active listener and builds trust. Ability to manage projects with varying degrees of complexity and with an attention to detail. Compliance, confidentiality, and ethics; global and cultural awareness. Team player and individual contributor coupled with excellent communication skills and interpersonal skills in order to provide guidance to less experienced team members. Computer proficiency including knowledge of Word, Excel and use of standard office equipment; Palocity knowledge a plus. Results Oriented (Energetic self-starter; sets realistic goals; meets commitments; persistent, prioritizes daily to achieve results). Effective Team Builder (Character/Integrity; communicates openly; willingness to confront; motivator/inspirer; educator/trainer, promotes learning; effective assessor of talent; consistent) Process Focused Operator (data driven decision-maker; detailed; organized and structured; comprehensive knowledge of all operational processes; computer proficient). Influencer (active listener/observer of behavior; builds trust with those requiring coaching; creates a win/win need for change; tailors coaching style to the individual's needs; recognizes and celebrates improvement to sustain change). Ability to respond to common inquiries from customers, staff, vendors, or other members of the community. Ability to draw valid conclusions, apply sound judgment in making decisions, and to make decisions under pressure. Ability to interpret and apply policies and procedures. Must address others professionally and respectfully by actions, words and deeds. Detail oriented, organized, process focused, problem solver, self-motivated proactive, customer service focused. Displays independent judgment by willingness to make timely and accurate decisions based on available information that is sometimes vague or limited in nature. Ability to multitask effectively and work in a fast paced and sometimes ambiguous environment, without compromising quality of work. Ability to prioritize tasks and projects with limited direction, while understanding and contributing to the success of the team. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. This is primarily an office classification. Temperature conditions are controlled with limited direct exposure to hazardous physical substances. The noise level in the work environment is usually low to moderate. While performing the duties of this job, the employee is regularly required to sit, stand, walk, keyboard, to finger, handle, or feel, reach with hands and arms, see, talk and hear. The employee will frequently lift and/or carry reports, records and other materials that typically weigh less than 20 pounds. The employee is occasionally required to stoop, kneel, bend, or crouch. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard, calculator, and other standard office equipment. Salary Description $130,000 +

The Human Resources Director (HRD) provides oversight of the human resources and recruitment functions. The HRD ensures all HR and Recruitment functions are administered in accordance with federal and state laws. Areas in scope for this role are: human resources, compensation, recruitment, benefit management, Worker's Compensation, wage and hour, training, policy development, employee relations and performance management. Schedule Flexible, may require some evenings and weekends Hours worked per week may exceed 40 hours On-site presence - Monday through Friday, 8:00 a.m. - 5:00 p.m. Travel to all clinic sites in the Los Angeles region Primary Duties and Responsibilities Create and execute departmental policies and procedures, goals and objectives Partner with external counsel on employment and litigation matters Support leadership in employment and performance matters, determining coaching and counseling needs Oversight of recruitment team, KPIs and agency partnerships, reducing costs Ensure recruitment team efficiency by aligning interview processes and related behavioral based interviewing Design, implement and manage exit interview process, reviewing data and implementing plans to reduce turnover Responsible for all aspects of benefits administration including comprehensive design and increasing enrollment Facilitate and/or provide human resources trainings, ensuring compliance with requirements Manage HR and Recruitment ATS and HR system including data accuracy, reporting and design efficiency Attends and participates in company audits, maintaining audit readiness Update employee handbook annually, ensuring compliance with updated laws and regulations Handle all employee relations issues and conduct investigations as needed, determining causes and resolutions Administer Worker's Compensation processes and maintain charge of cases including partnering with insurer and case review as needed Perform Interactive Reasonable Accommodation meetings, documentation and execute accommodations Manage performance review process for annual employee evaluations, including design, process and execution Design, maintain and coordinate employee recognition programs Ensure compliance with federal, state, and local employment laws for all Wage and Hour requirements Other duties as designated by Executive Director Qualifications Minimum Requirements 10+ years HRBP or HR Generalist experience FQHC experience (preferred) 5+ years managing HR and Recruitment Bi-lingual Spanish/English (preferred) Reliable transportation Must be able to travel from facility to facility This position requires up to 15 % travel within Los Angeles County Required Education/Experience and/or Licensure/Certifications Bachelor's Degree in Human Resources Management or a related field HR Certification (i.e. SPHR or SHRM - SCP) Commitment to goals and philosophy of Northeast Community Clinic Valid CA Driver's License and Proof of Insurance Physical Requirements and Working Conditions OSHA Category 3 - Involves no regular exposure to blood, body fluids, or tissues, and tasks that involve exposure to blood, body fluids, or tissues are not a condition of employment. The work is majority of the time sedentary in nature. The employee is regularly required to communicate, frequently required to use repetitive motions, move, remain stationary, regularly push, pull and lift up to 20 pounds and occasionally push, pull and lift up to 40 pounds. Must possess mobility to work in a standard office/clinic setting (in some cases both settings) and to use standard office/clinic equipment, including a computer, stamina to maintain attention to detail despite interruptions, read printed materials and use a computer, and communicate in person and over the telephone.

Benefits Manager or Director - Human Resources Our client is a privately held industry leader with numerous locations throughout the United States. They are experiencing exciting growth and seeking a Benefits Manager or Director to join their growing Human Resources team. Summary: This Benefits Manager role is responsible for managing the organization's employee benefits programs, ensuring compliance with federal, state, and local regulations, and supporting the organization in offering competitive, effective benefits. Reports to the Director, Human Resources Essential Job Functions: Benefits Plan Management: Oversee all benefits plans, including employee enrollments, to maintain ACA compliance. Ensure timely payments to vendors and accurate processing of year-end 1094/1095 forms with ADP. Compliance: Manage monthly ACA compliance and year-end reporting with ADP. Stay current on federal, state, and local legal requirements, implementing updates as necessary to maintain compliance. Vendor Relations: Build and maintain strong relationships with benefits vendors, including brokers and insurance carriers, to negotiate and secure optimal services for employees. Employee and Management Communication: Provide clear and timely information to employees regarding benefits, compensation, and policies. Interpret policies to resolve questions and issues and to assist employees with benefit-related inquiries. Benefits Analysis and Recommendations: Evaluate employee needs and trends to make recommendations to management on current and potential benefits programs. Provide data-driven insights and cost projections to aid in decision-making. Consultation and Market Research: Identify benefit options by researching industry standards and consulting with experts, ensuring the organization remains competitive in its benefits offerings. Team Leadership: Manage and mentor benefits staff, offering coaching and guidance to support their professional growth. Reporting and Analysis: Compile and analyze data to prepare special reports, summarizing trends and providing actionable insights. Additional Duties: Perform other duties as assigned to support the HR and benefits functions. Qualifications/Skills: Bachelor's degree in Human Resources, Business, Finance or related field or equivalent experience. Significant experience in a retail environment with a large employer. Proficiency with ADP Workforce Now. Strong verbal and written communication abilities. Excellent interpersonal and customer service skills. Strong organizational skills and attention to detail. Effective time management skills with a track record of meeting deadlines. Strong analytical and problem-solving capabilities. Ability to prioritize tasks and delegate effectively. Proficiency in Microsoft Office Suite and Intermediate to Advanced Excel skills

The City of Carlsbad is seeking a collaborative, forward-thinking professional to serve as the Human Resources Director. The ideal candidate is a highly experienced, hands-on human resources leader who leads with empathy, integrity, and accountability. Candidates must be comfortable directing changes, mentoring staff, and holding teams to high performance standards while remaining approachable, supportive, and visible. This leader must be willing to roll up their sleeves, provide guidance when needed, and be present for staff. The successful candidate brings a strong background across all areas of human resources, with particular strength in labor relations, risk management, classification and compensation, employee relations, and workplace investigations. This recruitment is being conducted by Bob Murray & Associates. For more information or to apply, go to this link: ************************************************************** recruitment is being conducted by Bob Murray & Associates. For more information or to apply, go to this link: ************************************************************** recruitment is being conducted by Bob Murray & Associates. For more information or to apply, go to this link: ************************************************************** recruitment is being conducted by Bob Murray & Associates. For more information or to apply, go to this link: **********************************************************