Human resources business partner jobs in Montana

At Norstella, our mission is simple: to help our clients bring life-saving therapies to market quicker-and help patients in need.Founded in 2022, but with history going back to 1939, Norstella unites best-in-class brands to help clients navigate the complexities at each step of the drug development life cycle -and get the right treatments to the right patients at the right time. Each organization (Citeline, Evaluate, MMIT, Panalgo, The Dedham Group) delivers must-have answers for critical strategic and commercial decision-making. Together, via our market-leading brands, we help our clients: + Citeline - accelerate the drug development cycle + Evaluate - bring the right drugs to market + MMIT - identify barrier to patient access + Panalgo - turn data into insight faster + The Dedham Group - think strategically for specialty therapeutics By combining the efforts of each organization under Norstella, we can offer an even wider breadth of expertise, cutting-edge data solutions and expert advisory services alongside advanced technologies such as real-world data, machine learning and predictive analytics. As one of the largest global pharma intelligence solution providers, Norstella has a footprint across the globe with teams of experts delivering world class solutions in the USA, UK, The Netherlands, Japan, China and India. **** We are looking for a talented and passionate Senior HR Business Partner to join the Norstella team and support our dynamic Commercial Global organization. This person will be a strategic partner to the business, working with them to develop and implement plans that align with organizational goals to increase effectiveness and efficiency for the Commercial organization. They will work closely with Commercial leadership to advise on all aspects of HR, including talent management, employee development, and other talent initiatives. **Key duties and responsibilities** + Provide global strategic support and expertise to the whole Commercial Business Unit on organizational design, talent management, change management, and workforce planning. + Collaborate with business unit leaders to provide guidance on organizational and people related strategies. + Partner with Commercial Leaders to build and engage high performing teams. + Engage with finance to ensure close alignment on headcount and compensation. + Support growth and organizational changes by partnering with leadership and talent acquisition on hiring needs and strategies. + Collaborate with the talent acquisition team to ensure effective hiring processes. + Identify training and coaching needs for employees and managers within the business unit. + Advise leadership on succession planning across the organization. + Review the sales policies, processes, rewards and recognition schemes to benchmark and implement the best practices. + Manage change initiatives ensuring appropriate communication and support is provided to managers and employees. + Participate and drive the talent review process in collaboration with managers and leadership. + Support and coach managers on performance management techniques including goal setting, performance appraisals and giving feedback. + Align with Talent Management team to roll out people processes around performance management, compensation, development, etc. + Active involvement in supporting and implementing global HR initiatives. + Utilize data and analytics to develop and implement solutions. + Present reports on metrics, trends and other data relevant to HR. + Perform ad-hoc work and special projects as necessary, to support the growth and retention of talent. + Other duties as assigned. **Key requirements** + Bachelor's degree in HR Management, Business Administration or related degree + At least 8 years of HR experience with at least 5 years' experience performing HR Business Partner responsibilities + Prior experience providing HR support to a commercial/sales organization, at a high-growth company + Ability to analyze data, generate insights and provide recommendations + Excellent verbal and written communications skills + Strong working knowledge of local labor laws and HR practices + Strong leadership skills with the ability to influence and engage stakeholders at all levels of the organization + Strong communication and interpersonal skills, with the ability to build relationships at all levels + Dependable, flexible, and adaptable to new Norstella initiatives and needs + Ability to work independently and collaboratively in a fast-paced, multicultural environment + Dedicated to upholding Norstella's high-quality standards and customer service focus + Strong organizational and problem-solving skills with attention to detail **Our guiding principles for success at Norstella** 01: Bold, Passionate, Mission-First 02: Integrity, Truth, Reality 03:Kindness, Empathy, Grace 04:Resilience, Mettle, Perseverance 05: Humility, Gratitude, Learning **Benefits** + Medical and Prescription Drug Benefits + Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA) + Dental & Vision Benefits + Basic Life and AD&D Benefits + 401k Retirement Plan with Company Match + Company Paid Short & Long-Term Disability + Paid Parental Leave + Open Vacation Policy & Company Holidays _The expected base salary for this position ranges from $135,000to$155,000.It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered. In addition to base salary and a competitive benefits package, successful candidates are eligible to receive a discretionary bonus._ _Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law._ _Sometimes the best opportunities are hidden by self-doubt. We disqualify ourselves before we have the opportunity to be considered. Regardless of where you came from, how you identify, or the path that led you here- you are welcome. If you read this job description and feel passion and excitement, we're just as excited about you._ _All legitimate roles with Norstella will be posted on Norstella's job board which is located at norstella.com/careers. If a role is not posted on this job board, a candidate should assume the role is not a legitimate role with Norstella. Norstella is not responsible for an application that may be submitted by or through a third-party and candidates should proceed with extreme caution if a third-party approaches them about an open role with Norstella. Norstella will never ask for anything of value or any type of payment during or as part of any recruitment, interview, or pre-hire onboarding process. If you are aware of or have reason to believe a job posting purportedly for a role with Norstella is fraudulent or otherwise not authorized by Norstella, please contact the Company using the following email address:_ _[email protected]_ _._ Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law.

CCG Talent Management is not only a business solutions company but a company that believes success starts with the individual. CCG Business Solutions has been consulting and providing talent placement services since 2007. Our team understands the principles of connecting purpose to business. We are currently recruiting for a Human Resources Business Partner. Job Description The Human Resources Business Partner (HRBP) is an advisor and thought partner with front-line managers, working to elevate our people strategies. The HRBP delivers a spectrum of strategic and tactical HR support and programs, which are aligned with company financial and talent goals. Reporting the Human Resources Director, the HRBP takes ownership and accountability for ensuring assigned client groups are working in alignment with the organization's strategic plan, people strategy, and upholds and demonstrates the core values of company. Benefits Summary: Generous Paid Time Off Benefits 401K w/ Match Health Insurance Life Insurance Dental Insurance Vision Insurance Disability Insurance Employee Wellness Programs Employee Discounts Health Savings Account w/ Match Flexible Spending Account Identity Protection Generous Education Benefits that include: Tuition Reimbursement so you can continue to pursue your education goals. Student Loan Repayment for your prior education expenses. Continuing Education benefits that cover qualifying education programs. Qualifications Minimum Education: · Bachelor's degree in human resources or related discipline or equivalent combination of education and experience. Minimum Work Experience: · 5+ years of HR Business Partner experience, hospital or healthcare setting required. · Union experience required. · Proficient in MS Office Suite. Preferred Work Experience: · Experience working in a hospital or healthcare environment. Preferred Certification(s): · PHR/SPHR or SHRM-CP or SHRM-SCP preferred. Required Skills: · Must have strong interpersonal, oral, and written communication skills. · Effective human relations skills are required for interfacing with team members, all levels of staff, physicians, patients, families, and other contacts. · Must possess the ability to effectively function in a stressful environment. · Must have the ability to handle confidential information with great sensitivity. · Must have the ability to work with limited supervision and highly motivated to complete tasks timely. · Requires critical thinking skills and decisive judgment. This is a full-time position working 8:00am-5:00pm, Monday-Friday. May occasionally require night/weekend work hours to support a 24/7 operation (i.e. conduct investigations, counsel, etc.). The HRBP must be on-site and have the ability to travel off-campus to clinics in the Missoula area as needed. Additional Information Salary: $67,000 - $101,000 All your information will be kept confidential according to EEO guidelines.

The on-site Human Resources Business Partner will facilitate delivery of all aspects of HR services within one or more job sites, including but not limited to employee relations, on-boarding, performance management, employee engagement, and employee success. The HR Business Partner will work directly with the site leadership team to provide coaching and support on people matters and serve as a trusted advisor. The HR Business Partner serves as the primary point of contact for all employees at the respective job site(s). The position builds strong relationships with team leaders & employees to enhance workforce performance by supporting employee development, driving strategic HR initiatives, and serving as a coach. The role will provide critical input and feedback regarding employee engagement and identify and propose opportunities for organizational enhancements. The HR Business Partner will collaborate with other HR team members including Diversity/Equity/Inclusion, Employee Development, and Talent Acquisition, to manage and implement initiatives and programs at the site locations. The HR Business Partner must possess strong communication skills and the ability to effectively manage the balance of urgent and long-term tasks. Total discretion is required with all confidential information. This person serves as an advocate for the employee and will be a role model for company values and culture. Responsibilities Establish and maintain ongoing connections with all project team members, providing feedback to leadership on issues and concerns with a focus on team health, employee experience and retention. Partner with site leadership to manage, communicate, and steward various Human Resources and company policies and programs. Partner with site leadership on employment issues and decisions, including employee relations, disciplinary, and termination decisions, ensuring adherence to company policy and compliance with relevant federal, state, and local laws and regulations, where applicable. Alongside site leadership, identify initiatives to enhance employee retention, inclusion, and connection to Fortis culture, including but not limited to employee surveys, employee focus groups, team building opportunities, etc. In partnership with the Employee Development team, identify, provide input and/or facilitate training, including leadership training, coaching, team building, conflict resolution, etc. Provide coaching and guidance on career paths and career progression opportunities for employees. Facilitate internal movement and relocation of employees in collaboration with leadership, and to promote employee development opportunities. In partnership with the Diversity/Equity/Inclusion team, lead any investigations into matters such as allegations of harassment, discrimination, or bias motivated events. Partner and coach team leaders during the annual performance assessment and individual development planning process, and during the quarterly promotion process. Partner with the onboarding team, site leadership and team leaders to ensure a successful onboarding experience for new employees. Administer the Drug and Alcohol policy in collaboration with the Safety team. Support the annual salary and bonus administration process by having a thorough understanding of the company's compensation philosophy, practices, and strategies. Actively participate in and contribute to team meetings, including with the HR team and with the on-site leadership team. Assist in other duties as assigned, relevant to the achievement of the team's goals and site needs. Required Qualifications At least 7 years Human Resources experience with progressive role growth, or similar combination of HR-specific education and experience Discretion in the handling of sensitive situations and ability to handle highly confidential data with integrity and professionalism Strong analytical and critical thinking skills Ability to work independently while being able to collaborate in a cross-functional team environment Excellent verbal, written and interpersonal communication skills with the ability to interact at all levels of the company Able to negotiate and resolve issues with diplomacy and persuasiveness Ability to build rapport and trust with a genuine care for people Strong problem solving skills with the ability to comprehend the issue, identify the appropriate resources, and resolve issues to satisfaction Can meet deadlines with high attention to detail, accuracy, and timeliness Thorough understanding of local, state, and federal laws pertaining to labor and HR practices Proficient in Microsoft Office Suite or related software Must possess a valid Driver's License Preferred Qualifications System experience with Workday preferred Bachelor's degree is preferred Physical Requirements Work is performed in a professional office environment and in job site locations. The role is stationary, often standing or sitting for long periods of time. Job will require walking job sites as needed. Utilize standard office equipment such as computers, phones, photocopiers, etc. Communication with internal and external contacts, including speaking and hearing. May occasionally push, pull, or lift up to 25 lbs. RQ-0415 Human Resources Business Partner (Open) Fortis is an Equal Employment Opportunity employer. We adhere to a policy of making employment decisions without regards to race, color, religion, sex, age, disability or any other protected categories. It is our intention that all qualified applicants be given an equal opportunity and that selection decisions be based on job-related factors.

Provide human resources support for DC management and team members including recruiting and hiring applicants, conducting new team member orientation, and benefits classes. Maintain close contact with corporate human resources to ensure compliance with O'Reilly policies and procedures, and state/federal employment laws and regulations. Provide team member relations support, and work with management and team members to ensure the highest level of morale and productivity. ESSENTIAL JOB FUNCTIONS Responsible for the recruitment of distribution center positions which includes attending local job fairs, establishing a relationship with local schools and temporary agencies to recruit for openings, and drafting and placing employment advertisements. Accept Referral Bonus Forms and forward to Corporate Human Resources. Maintain current job requisitions and prepare and post internal and corporate job opening announcements. Coordinate the application process and conduct preliminary interviews, pre-employment testing, check references, and arrange pre-employment drug screens. Support the DC Manager and supervisors in team member relations efforts; work to ensure high team member morale, and coordinate the progressive discipline process and application of other human resources policies with local management and corporate. Conduct new team member orientation, ensure timely completion of new hire paperwork, and benefit enrollment information. Place orders for uniforms, review billing from uniform company, and prepare for payment. Process team member status changes for the DC Manager approval and submit to corporate human resources. Coordinate driver drug testing, physicals, ensure DOT compliance, and maintain DOT driver files. Answer questions from team members concerning benefits, insurance, and any personnel questions that may arise. Maintain the performance evaluation schedule and coordinate the distribution of performance evaluations to Distribution Center Supervisors, making certain that performance evaluations are completed in a timely manner. Ensure compliance with all local, state, and federal laws and regulations. Responsible for prompt reporting of all accidents to either risk management or claim administrator as directed by risk management. Work with risk management driving eligibility administrator to ensure driving eligibility requirements are satisfied, including pre-employment MVRs and drug testing. Coordinate post-accident claim management with injured team member's supervisor, DC safety supervisor (if applicable), and risk management. Responsibilities may include: Assist injured team members with instruction on initial medical care, as well as follow-up with medical provider regarding work releases and restrictions. Work with DC Safety Supervisor (if applicable) and team member's supervisor to ensure understanding and compliance with restrictions. Ensure workers' compensation claims are handled in accordance with all state and federal employment laws to prevent claims from alleged retaliatory discharge, ADA, FMLA, etc. actions. Coordinate various training programs for DC team members and supervisors. Process all invoices for approval and payment. Maintain petty cash and coordinate funds with Springfield. Enter team member payments on account and do daily bank deposits and work with the credit department on team member accounts. Support the DC manager and supervisors and assist with developing reports and procedures for team member information, productivity tracking and various other reports. Track various labor reports and turnover for DC management and DC operations. Supervise, schedule, train, and assist clerical team members in all aspects of daily operation. Perform evaluations and recommend pay adjustments. Serve as a liaison to DC operations. Ensure DC compliance and familiarity with company policies, procedures, and other information. Responsible for assuring distribution and information flows properly from corporate to the DC supervisors and team members. Responsible for coordinating and monitoring funds and activities for local team activity committee. Responsible for training all lotus notes users and new AS400 users and coordinating various training programs for DC team members and supervisors. Maintain all office equipment and supplies. Handle special orders for office furniture, equipment, etc. Responsible for sending payroll at the end of each pay period for DC team members. Attend supervisors' meetings updating supervisors on HR and administration information and produce minutes for distribution. Coordinate information from all DC departments and work with internal communications to produce weekly flyers. Assist with travel arrangements for DC team members when necessary and coordinate company vehicles as needed. All other duties as assigned. SKILLS/EDUCATION/EXPERIENCE Required: High school diploma or equivalent (GED) 2+ years previous experience as a Human Resources Specialist Proficient in PC programs, ten-key, data entry, and mid-range computer systems Strong interpersonal, written and verbal communication skills Excellent communication, leadership, and employee relations skills specifically in recruiting and counseling Must be able to multitask and work well in a team environment Experience with PCs Desired: College degree in a related field 2+ years as a Human Resources Specialist in a distribution center environment Fluency in multiple languages (Spanish is highly desired) O'Reilly Auto Parts has a proven track record of growth and stability. O'Reilly is full of successful career stories and believes in a strong promote-from-within philosophy, encouraging you to grow your career along with the organization. Total Compensation Package: * Competitive Wages & Paid Time Off * Stock Purchase Plan & 401k with Employer Contributions Starting Day One * Medical, Dental, & Vision Insurance with Optional Flexible Spending Account (FSA) * Team Member Health/Wellbeing Programs * Tuition Educational Assistance Programs * Opportunities for Career Growth O'Reilly Auto Parts is an equal opportunity employer. The Company does not discriminate on the basis of race, religion, color, national origin or ancestry (including immigration status or citizenship), sex, sexual orientation, gender identity, pregnancy (including childbirth, lactation, and related medical conditions,) age (40 and over), veteran status, uniformed service member status, physical or mental disability, genetic information (including testing or characteristics) or another protected status as defined by local, state, or federal law, as applicable. Qualified individuals with a disability may be entitled to reasonable accommodation under the Americans with Disabilities Act. If you require a reasonable accommodation during the application or employment process, please send an email to: ******************* or call ************** option , and provide your requested accommodation, and position details.

Greater Valley Health Center has been serving Flathead Valley since 2007. As a Federally Qualified Health Center, GVHC provides the highest quality of care and a comprehensive list of services to meet all families' healthcare needs. Sliding fee discounts based on a family's size and income ensure that no services are denied based on the inability to pay. Greater Valley Health Center provides patient centered, integrated primary medical, dental, and behavioral healthcare for all ages. Our community health center is nestled in the beautiful northwest corner of Montana and close to Glacier National Park and surrounding four-season outdoor activities. The right candidate for this Human Resource Manager position will enjoy working closely with the Greater Valley staff in the FQHC setting. The Human Resources Manager is responsible for implementing and managing Health Center human resource policies and procedures including reviewing, updating and proposing changes. This individual will be responsible for recruiting, screening and orientation of new employees, salary administration and employee benefit programs; personnel policies; employee relations; and personnel record keeping functions. Will serve as an advisor to administration on personnel matters. Qualifications: Bachelor's degree in related field and minimum of five (5) years' experience preferred. Other combinations of education and experience may be considered. Minimum of two (2) years of prior management experience. Experience with facilitation, presentation and training delivery required. Extensive knowledge of employment, wage and hour and labor laws required. Experience with Montana regulations highly preferred. Certification in Human Resources area preferred or must obtain within two (2) years of employment and/or within certifying body requirements. Must perform duties professionally and competently under stressful situations. Demonstrates professional decorum/presence and acts as a role model to management and employees. Possess computer skills to include working knowledge of Bamboo, Paylocity and Microsoft Office Suite and ability to learn other software as needed. Essential Knowledge, skills and abilities: Time management and organization; Policy development; Customer service; Effective written and verbal communication. Provide leadership; Establish and maintain effective community partnerships; Establish and maintain effective working relationships with staff, elected officials, department heads, health professionals and the public; Work independently and plan projects; Adapt to changes in the work environment; Manage competing demands, changes in approach or method to best fit the situation; Deal with frequent change, delays and or unexpected events; Adhere to a high degree of confidentiality and sensitivity towards the families involved; Maintain confidentiality and compliance with HIPAA privacy and security rules; Work with others with diverse social economic and cultural backgrounds in an empathic, non-judgmental, respectful and professional manner; Work independently with little direction but also with a team; Read and comprehend materials; Analyze and compile information; Pass a criminal background check; Observe required work hours; Communicate effectively orally and in writing; Demonstrate punctuality; Meet established timelines and/or deadlines; Observe established lines of authority; Identify problems that adversely affect the organization and its functions; Offer suggestions for improvements. Desirable knowledge, skills and abilities: Oversee the development, enhancement, implementation, and maintenance of human resourcve information systems (HRIS) and payroll systems, coordinating benefit and insurance administration, and ensuring accurate and timely documentation in paper files and HRIS. Participate in the budege process to provide information regarding pay, benefits, staffing and other human resource budget issues each fiscal year. Perform a variety of other duties as assigned. This includes directing or participating in special projects and events, conducting research, representing the Health Center at meetings and conferences, and attending continuing education and training. Main Duties and Responsibilities of the Role: Develop, interpret and apply personnel policies and procedures, rules, and laws. Advise leadership and employees on all aspects of personnel activities to ensure compliance and consistent application. Conduct research into employment law, policies, current best practices in human resources, and precedent to develop solutions to issues. Develop, implement, monitor and update policies for FCHC in compliance with state and federal laws, rules, regulations. Implement effective strategies to recruit, hire, retain and maximize the efficiency of Health Center employees. Serve as a resource to support leadership development, business decision-making, human resource management, problem solving and performance management. May initiate investigations and provide guidance as issues arise with respect to working conditions, disciplinary actions, harassment and employee complaints. Develop, implement, and oversee benefit plans in compliance with federal and state laws and Health Center policies. Recommend, develop, and implement changes to benefit plans and inform employees regarding current and future benefits. Serve as a resource and makes recommendations to leadership regarding compensation plan and strategies including those that recognize high performance, creativity and innovation. Assist in the hiring process to include provision of resources and oversight of the process. With leadership develops and deploys employee relations programs. Oversee orientation and onboarding process. Ensure follow-up with employees and contracted staff throughout probationary period. Oversee provider and other licensed clinical professionals (OLCP) credential processing including initial and re-credentialing. Identify training needs on employee-related issues and develop training programs by designing and conducting the training or contracting with outside providers. Serve as member of the Quality Council. Participate and contribute to risk management discussions, with particular attention to employee safety events or issues. Serve as a resource to Leadership team for human resource issues. With leadership team, develop Human Resource action plan to address organization priorities. Report on progress quarterly. Maintains a role in the administrative duties of the HR department. Maintains responsibility to complete corrective action tracking, unemployment response and tracking, employee concern response and tracking, grievance management, job description development. Maintains data to support identified success metrics including employee satisfaction, patient satisfaction, retention rates, service delivery, etc.

Bridger Photonics is transforming methane emissions detection for the oil & gas industry. Our Gas Mapping LiDAR pinpoints leaks with precision, delivering actionable data that helps customers reduce emissions, improve safety, and streamline operations. Our mission: Enable clean, safe, and efficient energy systems through cutting-edge airborne sensing and data science. Join a growing team of engineers, scientists, and innovators committed to impact. Overview of Position: The HR Business Partner (HRBP) will play a key role in supporting HR functions within the organization. This role will provide guidance to employees and managers, ensuring HR processes run smoothly, and contribute to building a positive and high-performing culture within the company. This role provides support and guidance on various HR functions, including benefits, onboarding, training and development, performance management, and employee relations. This role requires a proactive individual who can contribute to a positive work culture while ensuring adherence to company HR policies and procedures. This role reports to the Senior HR Manager. Responsibilities may include but are not limited to: Serve as a point of contact for employees on HR-related questions, including policies, procedures, and compliance. Act as a trusted advisor to managers on all HR-related matters. Ensure compliance with local, state, and federal employment laws, as well as company policies and procedures. Assist with HR reporting, metrics, and data analysis to support business decision-making. Build talent pipelines through sourcing strategies, employer branding efforts, and participation in career events or networking opportunities. Ensure positive candidate experience and streamline recruitment processes to meet company growth needs. Work closely with hiring managers to identify current and future hiring needs and workforce planning. Coordinate new employee onboarding, including pre-employment paperwork. Conduct new employee orientation and assist with the onboarding process. Assist and coordinate training sessions and workshops for employees on HR topics. Maintain accurate HR records and HRIS data. Assist with company/employee events and initiatives. Requirements Qualifications: 4+ years of HR, with at least 2 years as an HRBP or in a strategic HR role. Strong understanding of HR functions including employee relations, recruiting, talent management, performance management, and compliance. 2+ years of experience in full-cycle recruiting, preferably within a tech or fast-paced environment. Strong interpersonal and communication skills, with the ability to work effectively with all levels of the organization. Experience with benefits administration, including enrollment, changes and inquiries and supporting employees with benefit questions. Exceptional communication, interpersonal, and conflict resolution skills. Detail-oriented, organized, and able to manage multiple priorities simultaneously. Strong analytical and problem-solving skills, with the ability to interpret HR data to drive decisions. Proficiency in HRIS software and applicant tracking systems (ATS). Ability to handle sensitive information with confidentiality and discretion. General knowledge of HR practices and employment law. Experience supporting remote and international teams is a plus. What we offer: Competitive compensation and benefits package Flexible work arrangements Opportunity to make a direct impact on business growth and culture Career growth and professional development opportunities Additional Information: This is a full-time salaried position. Salary is commensurate with education, experience, and skills. This position is based at Bridger's facility in Bozeman, MT. Bridger Photonics, Inc. is an Equal Opportunity Employer. United States Employment Eligibility: Bridger does not offer visa sponsorships. If you are hired, you will be required to fill out the US Department of Homeland Security's I-9 form confirming you are able to work in the US. For full consideration, please submit the following: (a) cover letter identifying the position you are applying for and your interest in the job, and (b) resume. Please submit application materials via email with the job title in the subject line to: ************************* Benefits Bridger Photonics, Inc. offers excellent health, dental, and retirement benefits. A career with Bridger Photonics offers the opportunity to make a meaningful impact while working with a passionate and innovative team in Bozeman, Montana. Surrounded by experts in physics, engineering, software development, and operations, our HR professionals play a key role in attracting, supporting, and empowering the people who drive our mission forward. Together, we're building a workplace culture that fuels collaboration and enables cutting-edge LiDAR technology to positively impact society-now and for generations to come.

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

Are you looking for an opportunity to make a difference? At Mesa Labs we're passionate about protecting the vulnerable by enabling scientific breakthroughs, ensuring product integrity, increasing patient and worker safety, and improving quality of life around the world. At Mesa Labs we offer competitive wages, including potential bonus opportunities, equity awards, commission, and a comprehensive benefits package based on the position. Base Compensation Range: $80,000 - $100,000 *In addition, you qualify for: Annual bonus opportunity of 12% based on company performance Annual equity award of $10,000 Outstanding Benefits and Perks We are proud to offer a variety of benefits that meet the diverse needs of our employees: Eligible for benefits the first day of the month after you start Tiered Medical, Dental and Vision Insurance options, Health savings (HSA), healthcare & dependent care flexible spending (FSA) accounts Company paid short term and long-term disability (unless covered by a state disability plan) Company paid life insurance and AD&D Flexible Time Off Policy Paid sick leave of 48 hours per calendar year Eligible employees may receive four (4) weeks paid Care Giver leave after 1 year of service or in accordance with state leave laws 401(k) plan that provides a 4% Safe Harbor company match on a 4% employee contribution that begins on Day 1 Employee Wellness and Financial Assistance Resources through Cigna and NY Life Nine (9) paid company holidays per year This position supports our SDC business. Sterilization and Disinfection Control division manufactures and sells biological and chemical indicators that assess the effectiveness of sterilization and disinfection processes for pharmaceutical, healthcare, and dental industries. Job Summary We are seeking an experienced Senior HR Generalist to join our dynamic US HR team located in our Bozeman, Montana manufacturing and laboratory location. This onsite position offers the flexibility of one day per week working from home, perfect for an HR professional who thrives on building positive employee experiences, fostering inclusive workplace culture, and expertly navigating complex employee relations matters in a hands-on manufacturing environment. You'll serve as a trusted advisor to leadership while championing initiatives that make our workplace a destination where talent wants to grow and succeed, specifically working with our manufacturing operations and laboratory teams while supporting our mission of Protecting the Vulnerable . Duties/Responsibilities HR Leadership Partner with management to align HR strategies with organizational goals and drive business outcomes. Provide guidance on complex employee relations issues, organizational development, and management changes initiatives. Lead HR projects including organizational restructuring, culture transformation, and employee engagement programs. Partner with the larger HR team who specialize in recruitment, compensation & benefits and learning and development. Employee Experience & Culture Building Design and implement programs that enhance the overall employee experience from onboarding through career development and retention. Develop and execute employee engagement strategies including recognition programs, team-building initiatives, and feedback mechanisms. Lead culture assessment initiatives and implement action plans to strengthen organizational culture. Employee Relations & Investigations Conduct thorough and impartial workplace investigations into allegations of misconduct, harassment, discrimination, and policy violations. Serve as the primary escalation point for complex employee relations matters, including conflicts, grievances, and disciplinary actions. Mediate disputes and facilitate resolution of workplace conflicts using strong conflict resolution skills. Maintain detailed documentation and case management for all employee relations activities. Talent Management & Recruitment Oversee recruitment processes for positions, coaching leaders through process and leading candidate interviews in partnership with our recruitment team. Collaborate with management to identify talent gaps and create comprehensive strategies for acquisition and retention. Lead performance management processes, including coaching managers on difficult conversations and performance improvement plans. Compliance & Policy Management Ensure full compliance with federal, state, and local employment laws and regulations. Develop, update, and communicate HR policies and procedures, ensuring organization-wide understanding and adherence. Stay current on employment law changes and assess impact on organizational practices. Compensation and Benefits:   Oversee compensation and benefits administration, ensuring alignment with industry standards and organizational budget.  Analyze compensation data and provide recommendations for adjustments or enhancements.  Safety & Workers' Compensation Management Manage workers' compensation programs including claims administration, return-to-work coordination, and vendor relationships. Partner with safety teams on OSHA compliance and workplace safety initiatives in manufacturing and laboratory environments Coordinate injury reporting, documentation, and follow-up to ensure proper case management and regulatory compliance. Analyze workers' compensation trends and costs to identify prevention opportunities and cost-containment strategies. Support safety training programs and participate in safety committee meetings. HR Analytics & Reporting Utilize HR metrics and data analytics to assess program effectiveness and identify trends. Prepare comprehensive reports on HR activities, employee relations trends, and key metrics for operations and HR leadership. Use data-driven insights to recommend process improvements and strategic initiatives. Experience/Education Bachelor's degree in human resources, business administration, psychology, or related field Minimum 5 years of progressive human resources (HR) including employee relations experience with at least 2 years in a senior generalist or specialist role. Demonstrated success in culture building and employee engagement initiatives. Proven experience conducting workplace investigations and handling sensitive employee relations matters. Experience with performance management, disciplinary actions, and conflict resolution Experience with workers' compensation administration and claims management preferred. Knowledge of OSHA regulations and workplace safety programs in manufacturing or laboratory environments preferred. Knowledge and Skillsets Required Exceptional communication and people skills with ability to interact effectively at all organizational levels. Strong analytical and problem-solving abilities with data-driven decision-making approach High emotional intelligence and ability to manage sensitive situations with confidentiality, discretion, and professionalism. Project management skills with ability to manage multiple priorities and deadlines. Proficiency in HRIS systems (UKG preferred), Microsoft Office Suite, and HR-related software. Experience with data analysis and reporting tools is highly advantageous. Certification (PHR, SHRM-CP, or equivalent) preferred. Experience in organizational change management and positive employee transformation Manufacturing or laboratory environment experience preferred. Knowledge of Montana employment law Ability to be a self-starter to work independently in location with the support of a larger HR team and organization. Physical Requirements and Work Environment This onsite position operates in both office and manufacturing/laboratory environments with: Extended periods of computer use and desk work. Occasional facility tours and floor visits requiring appropriate safety equipment. Ability to navigate manufacturing and laboratory areas following safety protocols. Occasional standing, walking, and light lifting (under 10 pounds) Exposure to industrial environments including moderate noise levels and varying temperatures Climate-controlled office workspace with ergonomic workstations Must be comfortable working in a hands-on manufacturing environment and interacting with diverse employee populations. Mesa Labs is an Equal Employment Opportunity Employer. Mesa Labs prohibits unlawful discrimination and harassment against applicants or employees based on age, race, sex, color, religion, creed, national origin or ancestry, disability, military status, sexual orientation, or any other status protected by applicable state or local law. Please note that Mesa Labs conducts criminal background checks upon offer acceptance.

About Us: ALCOM's impressive growth has been driven by a dedicated team committed to producing the highest-quality aluminum trailers across every category. From our beginnings with a single flagship facility in Winslow, Maine, we've expanded to four manufacturing plants across the country. This strategic growth not only strengthens our dealer network but also creates valuable career opportunities, fosters innovation, and enhances our ability to deliver top-tier products with faster turnaround times and lower freight costs. Our team proudly manufactures 160+ standard trailer models, covering a wide range of applications-including cargo, personal watercraft (PWC), horse and livestock, car haulers, snowmobile, landscape and utility, ATV, and motorcycle trailers. We don't just build trailers; we customize solutions, ensuring our dealers receive open and enclosed models tailored to their customers' needs. At ALCOM, we take pride in what we build and how we build it. Our success is the result of hardworking, skilled employees who share our passion for craftsmanship and innovation. POSITION SUMMARY: This position is directly responsible for the overall administration, coordination, and evaluation of the human resources function for Bonner, Montana. This entails establishing and guiding human resources practices and ensuring continuity throughout the company. Local duties also include ensuring compliance with policies, programs, practices, and local laws; managing staffing needs; recruiting; training; personnel files; employee relations; and benefits administration. FUNCTIONS AND RESPONSIBILITIES: Manages the personnel policies and the employee handbook by reviewing and recommending improvements to the Director of HR and communicating approved changes to all employees. Aligns the human resources functions with the needs of the business. This includes but is not limited to compensation, performance management, recruiting, training, and compliance. Achieve goals based on the company's goals. Identifies action steps to achieve these goals. Provides front-line, day-to-day expertise in human resources to managers, employees, and supports other locations. Ensures compliance with policies by reviewing and interpreting the employee handbook and providing guidance to managers on the administration of policies. Oversees all local aspects of recruiting: posting of vacant positions, screening and interviewing candidates, selection, and new hire orientations. Ensures that new employee paperwork is completed accurately and provided to payroll on time. Address employee relations issues and promptly investigate. Oversees annual and ongoing training programs such as harassment, safety, new hire orientation, on-the-job training, etc. Manages the performance review process to ensure that reviews are processed in a timely manner. Guides managers about setting expectations and providing ongoing feedback, both positive and constructive. Processes changes in personnel within established guidelines and requests authorization for exceptions. This may include promotions, changes in salary or other compensation, changes in shift or position, etc. Provides guidance and assistance on all employee terminations; conducts exit interviews and makes recommendations for improvements as appropriate. Ensures all data is maintained accurately and submits reports as requested by management and/or government agencies. Provides reports, decisions, and results of the department about established goals. Recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed. Consults with legal counsel as appropriate on personnel matters. Performs other incidental and related duties as required and assigned. Bachelor's degree in human resources from an accredited university, 5 years or more of experience in human resources. Experience in a manufacturing environment is desired. Demonstrated strong verbal and written communication skills. Ability to communicate with C-level to hourly associates, easy to approach, and practices fair treatment of all individuals. Ability to work independently or in a team setting while managing numerous projects simultaneously to meet deadlines. Advanced knowledge of Microsoft Office products (Word, Excel, PowerPoint, and Outlook). Prior experience working with Workforce Now ADP. Knowledge of the implementation of HRIS systems is desirable. KNOWLEDGE, SKILLS, AND ABILITIES Excellent written and oral communication skills Ability to maintain the highest level of confidentiality. Effectively plan and demonstrate organizational skills, attention to detail, time management, and prioritization skills Demonstrates above-average problem-solving skills. Understanding of state employment laws with the ability to apply them to situations. WHAT WE OFFER: Competitive salary and benefits package Opportunities for professional development and career advancement A supportive work environment that values teamwork and innovation. If you are a proactive leader with a passion for manufacturing and a commitment to excellence, we invite you to apply for this exciting opportunity at Alcom. Alcom LLC is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

ATTENTION MILITARY AFFILIATED JOB SEEKERS - Our organization works with partner companies to source qualified talent for their open roles. The following position is available to Veterans, Transitioning Military, National Guard and Reserve Members, Military Spouses, Wounded Warriors, and their Caregivers . If you have the required skill set, education requirements, and experience, please click the submit button and follow the next steps.areas. $61,000 - $66,000 / year The Manager, Human Resources provides facility leadership in areas that include employee relations, employee benefits, safety and health, wage and salary administration, performance management, and employment which includes recruiting, placement, on-boarding, and staff development. They develop, implement, and/or manage all policies and programs in the area of Human Resources administration. This person will also partner with facility management in the decision making process for meeting facility goals and objectives. Lead all aspects of Human Resources administration to include, but not limited to, benefits, compensation, compliance, employee relations, organizational development, recruitment, and other general areas of human resources. Work with facility Human Resources staff to ensure all specific human resources processes, procedures and contractual requirements are met. Oversee facility hiring process, including, applicant screening, interviewing, selection and hiring, in cooperation with appropriate management personnel. Direct and implement an on-going recruiting program for staffing needs at all levels of the facility. Create a community presence for recruitment to include coordination with local, state and federal job placement agencies. Manage resolution of employee complaints and grievances by providing guidance and support in coordination with supervisors/managers and updating any related HRIS. Manage the administration of company sponsored benefit programs. Conduct group presentations during on-boarding and open enrollment and provides instruction on how to enroll in benefit programs. Additional Qualifications/Responsibilities Qualifications: Graduate from an accredited college or university with a Bachelor's degree in Human Resource Management, Business Administration or a related field is required. Two years of human resources experience is required. Experience in recruiting is preferred. Additional years of related work experience may be substituted for the required education on a year-for-year basis. Must demonstrate specialized knowledge of applicable local, state and federal laws and regulations in areas such as FMLA, ADA, COBRA, EEO/AA, FLSA and workers' compensation. Must have strong time management, organizational, communication and presentation skills. Proficiency in Microsoft Office applications or other similar software applications is required. Experience with an HRIS, payroll software, web base recruiting systems and other computer applications is preferred. A valid driver's license is required. Minimum age requirement: Must be at least 18years of age.

Serving both public and private-sector clients throughout the United States and Canada, our client is a market-leading, full-service environmental remediation company in Missoula, Montana. The company is currently seeking a Director of Human Resources. Job Description The ideal candidate is personable, engaging, and enthusiastic about leading the HR team and all HR functions across the company. Reporting directly to the President/CEO as part of the senior management team, the Director of Human Resources will have the following responsibilities: Implement practices and objectives that encourage an employee-centric, high-performance company culture Take a hands-on approach to recruiting and developing a superior work force that values quality, productivity and goals Advise and assist company managers regarding human resources issues Talent acquisition and implementation of employee learning, development and rewards programs Manage a three-person staff Qualifications The following skills are desired for the Director of Human Resources: Adept at HR functions, employee relations, organizational effectiveness, work force management, technology and data Business and HR strategy; able to evaluate and interpret information with a critical eye in order to make business decisions and recommendations Well-versed at HR in the global context as it relates to diversity and inclusion, risk management, corporate social responsibility, employment law and current regulations Solid leadership skills, with the ability to direct and contribute to organizational processes and initiatives Strong ethical practice focused on integrating the company's core values throughout all business and organizational processes Business acumen enabling a keen understanding of how to apply information that contributes to the company's strategic plan Able to manage relationships and provide service, support and guidance throughout the organization and with key stakeholders Excellent communication skills that enable effective exchange of information with stakeholders Global and cultural awareness that values and considers the viewpoints and backgrounds of employees throughout the organization Required Education and Experience: Bachelor's degree or equivalent in human resources, organizational development or business 10 years of progressive leadership experience in human resources Active affiliation with appropriate human resources organizations and networks SPHR or SHRM-SCP certification required Additional Information Contact: Karen Spaeder

The HR & Total Rewards Analyst will play a key part in supporting the total rewards administration processes and driving data-informed decision making through ownership of HR reporting and analytics. This position will be responsible for supporting the administration of compensation programs, managing the setup and generation of accurate reports to support business needs, and gathering HR data needed for compliance filings. The Analyst will collaborate with HR and operational leaders to proactively identify data gaps and leverage existing HR systems to design and deliver reporting solutions. _Essential Job Responsibilities Include:_ **Data/Reporting:** + Assist with reporting for self-funded pharmacy plan reporting and our total reward program, including data gathering, validating, and utilization analysis. + Perform regular data audits of HRIS and supporting HR systems, ensuring accuracy and integrity of organizational data across systems. + Gather and prepare data from multiple sources for compliance filing. + Create and generate standard and ad-hoc reports to provide insights into workforce trends and metrics for management review. + Collaborate with HR teams and operational leaders to identify data gaps + Provide solutions and generate reports to ensure leaders have data needed to make informed business decisions. + Manage, create, and maintain HR dashboards and develop presentations for leadership briefings as needed. + Generate turnover reports and conduct trend analysis, including review of exit interview data for common themes. + Orient report users to reports, gather feedback, and edit/enhance reports as needed. + Provides data summaries or statistical analysis for use in strategic planning or decision-making. + Support employee engagement data analytics as needed. + Identify opportunities for system enhancements and lead initiatives to implement improvements. **Compensation Administration:** + Process requisitions and promotions for existing positions. + Assist with annual market analysis and pay equity analyses. + Manage library, ensuring all s received are in the proper template and format. + Review new/updated job descriptions to ensure best practices are followed. + Ensure accuracy of market pricing and merit system data. + Assist with annual merit and bonus cycle processes including system set up, statement revisions, and general questions. + Input bonus targets for off-cycle bonuses and perform job evaluations as needed. + Act as backup to Compensation leader. + All other duties as assigned _Required Skills / Experience:_ + Bachelor's degree in Business Administration, HR, Finance, Data Science or related field + 2-4 years of experience creating and generating HRIS reports, and/or managing file feeds, preferably in ADP and/or Cornerstone + Intermediate to Advanced Excel skills including XLOOKUP, INDEX, MATCH, Pivot tables, keyboard shortcuts, and chart creation + Proven ability to implement process improvements + Ability to use logic and critical thinking to identify roadblocks and resolve issues + Ability to use strong collaboration skills to see projects through completion + Excellent verbal and written communication skills + Ability to perform root cause analysis + Desire to continuously seek performance and process improvements _Preferred Skills/Experience:_ + Experience with compensation administration + Excel Macro recording and VBA editor + SHRM-CP, PHR, or similar certification _Based on relevant market data and other factors, the anticipated hiring range for this role is $67,200 - $80,000 annually. Final compensation rates will be determined based on various factors, including but not limited to experience, skills, knowledge, and internal equity considerations. This role is also short-term incentive eligible. Incentive amounts will vary by individual and business goals._ _We are committed to fair and equitable compensation practices. The final salary offered to the selected candidate may vary from the posted range due to individual qualifications. Our goal is to ensure that all teammates are compensated fairly and competitively based on their contributions to our organization._ _RxBenefits is also committed to providing best in class benefits to our teammates. We offer a robust total rewards package that includes:_ + _Remote first work environment_ + _Choice of a HDHP or PPO Medical plan, we pay 100% of the premium for the HDHP for you and your eligible family members_ + _Dental, Vision, Short- and Long-Term Disability, and Group Life Insurance that we also pay 100% of premiums (for your family too on Dental and Vision)_ + _Additional buy-up options for Short- and Long-Term Disability and Life Insurance_ + _401(k) with an employer match up to 3.5% available after 60 days_ + _Community Service Day to give back and support what you love in your community_ + _10 company holidays including MLK Day, Juneteenth, and the day after Thanksgiving plus a floating holiday to use as you like_ + _Reimbursements for high-speed internet, we'll send you a computer and monitors to help you do your best work_ + _Tuition Reimbursement for accredited degree programs_ + _Paid New Parent Leave that can be used for adoption or birth_ + _Pet insurance to protect your furbabies_ + _A robust mental health benefit and EAP service through Spring Health to support you when you need it mos_ _t_ RxBenefits provides equal opportunities for everyone who works for us and everyone who applies to join our team, without regard to sex or gender, gender identity, gender expression, age, race, religious creed, color, national origin, ancestry, pregnancy, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, any service, past, present, or future, in the uniformed services of the United States (military or veteran status), or any other consideration protected by federal, state, or local law.

Description of the role: Tilleman Motor Company is seeking a dedicated Human Resource Manager to join our team in Havre, MT. The Human Resource Manager will play a crucial role in overseeing all aspects of HR functions to support the organization's growth and success. Salary will be based on experience. Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy Manage the recruitment and selection process, including interviewing and hiring candidates Oversee employee relations, compensation, and benefits Conduct performance management and provide training and development opportunities Ensure compliance with labor regulations and legal requirements Manage and develope safety program Completes year end reports Requirements: Preferred Bachelor's degree in Human Resources or related field Proven work experience as an HR Manager or similar role Excellent communication and interpersonal skills Strong decision-making and problem-solving abilities Knowledge of HR processes and best practices SHRM-CP or SHRM-SCP highly desired Benefits: At Tilleman Motor Company, we value our employees and offer a competitive salary, health benefits, retirement plan, paid time off, and opportunities for career growth and development. About the Company: Tilleman Motor Company is a strong organization employing over 100 employees with 2 equipment dealerships, ATV and parts store, and 2 automotive dealerships ,Tilleman Motor Company is known for its commitment to customer service and community involvement. Join our team and be part of our journey towards excellence.

Full-Time On-Going Well-established excavating and trucking company based in the Bitterroot Valley is looking for a skilled and versatile Human Resources Manager to lead and manage all HR functions. This is a full-time, in-office position ideal for an HR professional who thrives in a fast-paced, team-oriented environment. You'll handle recruiting, compliance, benefits, payroll, and employee relations, while also assisting with general office responsibilities. If you're confident managing HR operations for a hands-on construction company and enjoy being part of a collaborative office culture, this is the opportunity for you. This company has delivered high-quality excavation and civil construction services throughout Montana and beyond. Our client is a small but mighty, family-run company that tackles big projects across residential, commercial, industrial, and government sectors. The team values hard work, integrity, and mutual support-and we offer strong benefits, career growth, and a workplace where your impact truly matters. Responsibilities: Lead full-cycle HR operations including recruiting, hiring, onboarding, and terminations. Administer employee benefits, leave programs, and open enrollment processes. Ensure compliance with federal and Montana employment laws, including EEOC, FMLA, and OSHA. Process and manage payroll for a team of 30+ employees (in-house experience strongly preferred). Maintain and organize OSHA logs and safety documentation (no field work required). Handle employee relations matters, conflict resolution, and performance concerns with professionalism. Collaborate with management to support workforce planning, job descriptions, and performance tracking. Answer phones and assist with general office administrative tasks as needed. Take on additional responsibilities to support the team and ensure smooth operations. Requirements: Minimum of 5 years of HR experience, ideally within the construction or skilled trades industry. Strong working knowledge of Montana and federal labor and employment regulations. At least 5 years of hands-on payroll experience with teams of 30+ employees. Familiarity with OSHA reporting and safety-related documentation (preferred). Excellent interpersonal, organizational, and problem-solving skills. Reliable, resourceful, and adaptable with a strong commitment to team success. Proficient with Microsoft Office and payroll systems. Background check and drug screen required upon offer of employment Benefits: Competitive salary based on experience Medical, Dental, and Vision Insurance Simple IRA with 3% company match Training and Certifications Supportive work environment for ongoing growth Monday-Friday schedule Office-based with no travel or field responsibilities Annual Christmas Party & Summer BBQ Collaborative team culture Job Type: Full-time, Monday - Friday, daytime hours, occasional flexibility based on business needs Job ID: 19368 Wage: $60,000.00 - $70,000.00 per year DOE Call A2Z Personnel in Hamilton (406) 363-0723 or Stevensville (406) 777-1662 for information regarding this position or to ask about our benefits, which include health coverage, retirement savings, and personal paid time off. A2Z Personnel is an equal-opportunity employer and is committed to promoting a diverse workplace. Applicants are considered for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. The agency provides reasonable accommodations upon request to individuals with disabilities during all phases of the employment process, including the hiring process. For more information, view the Equal Employment Opportunity Poster and Americans with Disabilities Act Notice or visit: https://www.eeoc.gov/employees-job-applicants.

The HR & Admin coordinator is responsible for hiring and onboarding teammates, planning team events, managing benefits, and keeping the office running smoothly. ESSENTIAL JOB FUNCTIONS Human Resources · Coordinate the onboarding process for new hires and employees who are promoted. Specific tasks include assisting new employees with completing paperwork, adding new employees to company software, reviewing company policies, set up email addresses and order electronics if needed. · Manage the offboarding process to ensure a smooth transition. · Lead recruitment efforts: post job ads, screen candidates, schedule interviews, and manage offer letters · Organize and manage employee records, HR documentation, unemployment and workers comp · Manage employee recognition including acknowledging employee birthdays, anniversary dates, coordinating employee BBQs and staff parties. · Maintain personnel files, ensure everyone is up to date on certifications, licenses, etc and respond to record requests. · Administer employee benefits including health insurance, 401k plan, disability insurance, life insurance, and any additional plans. · Assist in preparing weekly payroll and quarterly payroll reports. · Plan and coordinate team building activities and events · Support employee training initiatives and track progress · Help foster a positive and engaging company culture Administrative · Oversee general office operations and procedures. · Maintain office supplies, order inventory, and ensure the office is well-stocked (snacks included!) · Ensure the office is clean, organized and well-maintained. · Answer telephone calls and emails from customers and clients and direct them to relevant staff. · Be available to assist managers and other staff in the office with basic office duties such as scanning, filing, data entry and contacting people. · Manage contractors who maintain office items such as IT company, internet provider, phone system, marketing, etc. · Provide IT assistance to office staff by setting up new computers, training field crew on how to use iPads, and assist anyone on troubleshooting. · Order and organize company apparel. · Maintain the office budget and approve expenses ensuring we are staying within the budget for office supplies and big purchases like computers and furniture. · Assist with travel arrangements, meeting coordination, and company-wide communications · Support leadership with miscellaneous tasks and special projects as needed · Provided company-wide support for technical and IT issues QUALIFICATIONS AND REQUIREMENTS · Proficiency in Microsoft Word, Excel, Outlook and Adobe required · Must be a strong business writer · Extremely organized · Excellent customer service skills · Ability to get along with different staff members and be a great team player · Must have a valid driver's license DESIRED EDUCATION AND/OR EXPERIENCE · Previous experience in an HR or administrative support role and/or a degree in Business Management or Administration.

Job Details Kalispell, MT Full Time $65000.00 - $75000.00 Salary Staff - ProfessionalJob Description DEPARTMENT: Human Resources EMPLOYMENT TYPE: Professional 10. $65,000 - $75,000; Salary depends on education and experience. Full-time, 12-mos., benefit eligible Unlock Exceptional Benefits at FVCC (Worth ~$25K)! You'll receive generous employer contributions towards your Health/Vision & Dental, up to 15 vacation days, 12 sick days, and 12 holidays. Plus, build your future with the Montana Public Employee's Retirement System and a 403(b) match up to 7%. And that's not all - Public Loan Forgiveness plus invest in your continued education when you explore Tuition Waiver benefits for you and your dependents! CLOSING DATE: Open Until Filled, however, priority will be given to application materials received by January 9, 2026. SUMMARY Flathead Valley Community College is an outstanding public community college located on a beautiful campus in Kalispell, Montana with panoramic views of the northern Rocky Mountains and Glacier National Park. Our vision is to improve lives through learning, and the trustees, faculty and staff are dedicated to values that foster and preserve the spirit of our college and promote and support the well-being and economic development of the communities we serve. FVCC seeks an innovative leader who can help our team take its strategy to the next level. This role provides a key role between the institution's mission and the culture, organization, talent, and capabilities to meet those needs. ESSENTIAL FUNCTIONS Works as a collaborative member of the human resources team to identify, evaluate, and develop initiatives and programs that deliver the College's strategic priorities. Partners with employees, students, and the community; responds to and resolves related questions, problems, and complex inquiries with positive and welcoming manner, models excellent customer service standards. Guides employees and supervisors regarding federal or state laws, human resources/payroll policies and procedures, and union collective bargaining agreements. Guides the College's payroll services, collaborates with business services and supervisors, and serves as a subject matter expert for the human resources information and payroll system. Oversees the campus workers' compensation, unemployment, and employee leave programs. Supports employee life cycle processes from onboarding to offboarding, including benefits, retirement counseling and administration. Assists with position classifications, job evaluations, and reclassifications. Conducts research for compensation-related data and completes salary surveys. Coordinates the campus professional development and tuition waiver programs to enhance employee skills and leadership and connect their contributions to the success of students and the College. Performs accurate record keeping, reporting, and audits for compliance with state and federal legal regulations, such as, but not limited to, the Affordable Care Act, Department of Labor, Integrated Postsecondary Education Data System (IPEDS), Montana University System, and public retirement systems. Actively participates in the development of a climate that promotes and supports innovation and efforts to continuously improve services to students, faculty, and the College. Establishes and initiates effective, timely communication for employees and supervisors. Prepares and edits correspondence and forms, including announcements, communications, and human resources website and timekeeping system; prepares reports, charts, and statistics in support of human resource operations. Collaborates with unions, maintains collective bargaining agreements, and serves as a member of negotiating teams. Works closely and cooperatively with campus departments, faculty, and staff on cross departmental topics to resolve issues and lead change. Maintains department's supplies, expenses, purchases, and budget. Remains current in practices, trends, and research related to areas of assignment. Cross-trains to perform other departmental and team functions; backfills for staff as needed, may supervise staff. Creates and maintains a collaborative and collegial environment with colleagues and maintains effective working relationships. Maintains professional ethics and confidentiality in accordance with applicable laws and policies. Advances the mission of FVCC by serving on committees and contributing to the community in college-related activities. Assists the Executive Director and team with special projects and initiatives. Performs other duties as assigned. Reports to the Executive Director of Human Resources MINIMUM QUALIFICATIONS Bachelor's degree in human resources, business management, or related field, AND two years of directly related work experience; OR, Associate's degree in related field AND four years of human resources experience; OR, An equitable combination of six years of higher education and directly related human resources/payroll work experience. PREFERRED QUALIFICATIONS Master's degree in human resources or related field. Human resources/payroll/benefits work experience in educational environment or public organization. Work experience with human resource and payroll information systems. Professional level human resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP) KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of principles, practices and standards of human resources, payroll, and benefits administration. Ability to produce accurate, detailed work and analyze complex or difficult payroll and benefits issues. A strong service orientation and ability to deal constructively with conflict. Demonstrated analytical, critical thinking, project management, event coordination, and problem solving and resolution skills. Knowledge of applicable state and federal regulations. Knowledge of collective bargaining agreements. Skill and ability to operate human resource and payroll information systems, and current technology, and strong personal computer skills and familiarity with, Microsoft Excel and Word software. Ability to work within policies and procedures of FVCC. Ability and willingness to serve as an ambassador for the College by interacting appropriately with the college community and community. Ability to maintain effective and positive professional relationships. Ability to follow and issue directions . Demonstrated communication, technology, presentation, customer service and interpersonal skills. Ability to work effectively with people from a variety of culturally diverse backgrounds. Ability to intermittently work non-traditional schedules including evenings, weekends, etc. Ability to maintain regular and acceptable attendance levels. Ability and discretion to maintain a high level of confidentiality Ability to successfully pass a criminal background check. Ability to respond in the event of an emergency. This is a Medium Duty job, according to the Selected Characteristics of Occupations Defined in the Revised Dictionary of Occupational Titles, U.S. Department of Labor and Industry. Medium Duty involves exertion of 20-50 pounds of force occasionally, and/or 10-25 pounds frequently, and/or up to 10 pounds continuously to move objects. APPLICATION PROCEDURE: In order to be considered for this position, applicants must apply online at ******************************************* paper submission of applications or resume materials are not accepted for open positions. FVCC does not retain application materials for future consideration. Additionally, applicants are required to submit the following documents by uploading them to the online application: Letter of application indicating how you meet the minimum qualifications and detail your work experience as it relates to the position's Knowledge, Skills and Abilities; and A current, comprehensive resume or curriculum vitae; and, Unofficial transcripts for all degrees held AND/OR Professional Certifications (if more than one transcript or certification, combine and upload as one document). As a condition of employment, the successful candidate will submit official transcripts for all d degrees held and applicable certifications to FVCC HR prior hire. Only transcripts from accredited institutions will be accepted.), and Three professional references, with complete contact information, must be provided on the application form. Professional references must be individuals most familiar with applicant's work experience, skills, and work behaviors and supervisory experience. Do not list family and friends for professional references. EMPLOYMENT VERIFICATIONS, REFERENCE CHECKS AND CRIMINAL BACKGROUND CHECKS: Prior to any offers of employment, FVCC conducts thorough employment verifications and reference checks and may contact organizations and individuals not listed on an applicant's application or resume. Additionally, FVCC conducts post-offer criminal background checks. EQUAL EMPLOYMENT OPPORTUNITY: FVCC is an equal opportunity employer. It is FVCC's policy that all individuals are entitled to equal employment opportunities regardless of race, color, religion, creed, political ideas, sex, gender identity, sexual orientation, age, marital status, veteran's status, service in the uniformed services as defined by state and federal law, physical or mental disability, national origin or ancestry except as authorized by law. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, and training and career development programs, as required by federal and state laws. FVCC BOARD POLICY: The FVCC Board Policy Manual is available to review at ******************************************************************************** REASONABLE ACCOMMODATIONS FOR PERSONS WITH DISABILITIES: FVCC provides reasonable accommodations upon request to qualified individuals with disabilities during all phases of employment including the application and selection process. No applicant will be penalized as a result of such a request. VETERANS' PREFERENCE ACT: Preference applies in hiring and provides a uniform method by which special consideration is given to qualified Veterans. Veterans' Preference laws do not, however, guarantee Veterans a job, nor do they give Veterans' preference in internal actions such as promotion, transfer, reassignment, and reinstatement. Applying for a preference is voluntary and that all information related to a preference is confidential and used only during the hiring process; the information will be maintained in a separate confidential file. To claim Veterans' Preference, you must complete the Veterans' Preference Form (form is available at ******************************************** and email it along with document(s) that verify your eligibility for employment preference to ***********. Claims for Veterans' preference must be received by Human Resources prior to position closing date. WINDFALL ELIMINATION PROVISION: Based on the Windfall Elimination Provision, FVCC employment may not be covered by Social Security. To learn more about the Windfall Elimination Provision click *****************************************

"The world is yours with Meliá" Continuing at Meliá means advancing on a journey without borders, seizing the unlimited growth and development opportunities that our global family offers you. It's knowing that the world is yours and that your chances to work in various countries are within your reach, all while still being part of our great family. It is experiencing one of the most exciting journeys of your life, a journey where personal and professional growth will accompany you at every step. Are you ready to take the reins of your professional career and explore new inspiring opportunities within Meliá? REMEMBER: Before applying, you must inform your direct supervisor and/or Hotel Director, and your HR manager of your interest in participating in the internal selection process. Your line manager will not have the authority to authorize or halt your application, but must be properly informed. MISSION: Analyses the P&L of the business units to optimise results and achieve objectives. Performs control functions within the business unit. What will you have to do?Proposes and supports improvements in their area and other areas of the business unit thanks to their knowledge about the business unit. OPERATIONS Directly supervises the Administration and Dry Storage areas of business unit, ensuring compliance with company policies and procedures. Ø Consolidate and analyse feedback received from hotels in their area of responsibility about needs and opportunities Ø Advises the business, providing an overall vision to the different departments, supporting them in the decision-making process and identifying opportunities for improvement.Ø Analyses relevant information (financial or otherwise) from operational departments in order to maximise results. Ø Proactively aims to improve profitability in the business unit, detecting synergies and maximising results. Ø Ensures the correct opening or disaffiliation of business unit the point of view of the Administration and Dry Storage functions. Ø For new hotel openings, implements procedures, manages duties specified in the contract and controls the pre-opening budget. BUDGET/CLOSE OF ACCOUNTS Transfers specific local needs regarding the budget to the business unit. Ø Prepare the cost and revenue budgets following the guidelines received. Ø Ensures compliance with the budget, detects the causes of any deviations, defines the corrective measures required to minimise the impact and monitors those measures . Ø Implements the local close of accounts and reviews the correct implementation of the centralised monthly closure process, ensuring that the results reflect the reality of the business. Ø Implements the forecasting and reforecasting process with the rest of the executive committee, analysing the evolution of the actual data and future trends as well as developing different scenarios. Ø Analyses the reason for deviations and supports the implementation of corrective actions in business unit. CONTROL Applies the Hotel Management and Accounting rules, processes and procedures. Ø Safeguards supplier contracts, insurance policies and legal documents for the business unit. Ø Assists with internal audits, defining action plans to resolve any incidents reported. Ø Assists in external audit processes. Ø Supervises and ensures proper internal control. Ø Receive a monthly copy of cash control reports for hotel and reports on any relevant incident. This is received through MHS or the hotel administration team, depending on whether the hotel is served by MHS. Ø Supervises and ensures the optimisation of cost items that affect the results of each hotel. Ø Supervises warehouse management in the business unit. Ø Directly supervises the team that carries out tasks that require a local presence, ensuring the correct delivery of administration and dry storage services in the business unit. INVESTMENTS Analyses investment requests from business units, preparing Business Cases to determine their viability. Ø Supervises the progress of works with regard to their cost compared to budget. Ø Monitors the projects carried out and investments made within their business units to ensure that the commitments that were made are met. CORPORATE/FINANCIAL Ø Is responsible for an entire country, prepares the annual accounts for the companies and coordinates the external audit process. Ø In managed hotels or joint ventures, provides support in the relationship and in preparing reports for the hotel owners. Ø He assists in the preparation and monitoring of the cash budget for the business units under their responsibility. Ø Has joint power of account management together. TRANSACTIONAL Ø In hotels that receive a centralised Credit Management service from Hotel Services, monitors the amount pending payment, the service received and compliance with SLAs. Ø In other hotels, monitors the payment collection process implemented in the Operations Centre to ensure request for payment and collection within the defined deadlines in order to reduce the average collection period and avoid non-payments. Ø In hotels that receive a centralised service from MHS, monitors the service received and compliance with SLAs. Ø Monitors processes and compliance with standards and provides constant training for the team under their responsibility. Ø Identifies and proposes improvements to optimise efficiency in their work and in the work done by the administration team under their responsibility. REAL ESTATE Ø Handles the required documentation for (sub)leasing and space leasing contracts, ensuring that all documents in place are valid. Deposits security deposits with the competent body in a timely manner. Invoices the agreed leases, calculating variable rents, scaling such as CPI updates, as well as other expenses that need to be re-invoiced. Follows up in case of non-payment. ECONOMIC-FINANCIAL Participate in the preparation of their department's budget according to the set guidelines. Ø Follow up on the defined budget, ensure compliance with it, and report any deviations that may occur within the department to the Business Partner. Participate in the definition of the necessary corrective measures to minimise negative impacts and monitor them together with the Business Partner. Ø Participate in the preparation of projections by providing information on their department. Ø Analyse the reason for deviations, participate in the definition of corrective actions and promote the implementation of corrective actions within their department. Ø Periodically, analyse the P&L of their department, review all departmental revenues and expenses, seek to maximise results and identify opportunities for improvement with the support of the Business Partner. Ø They are aware of the hotel's economic results, as well as the impact of their department on them. Convey detailed information to their team. Ø To ensure the fulfilment of their department's economic goals while being aware of the hotel's economic goals, as well as their fulfilment. Convey information to their team, clearly. Ø They are responsible for all orders, both for the purchase of materials and for the contracting of services, for their department, as well as for placing and confirming them in accordance with the established procedure. Ø Control and monitoring of their area's Operational PAI, respecting the timings set by the company.Ø Ensure compliance with the applicable regulations in the daily processes of their department, which affect the department's performance and internal control. Ø Collaborate on departmental review points during audits and establish action plans to address the reported issues. Ø Analyse and solve possible incidents that may arise within the department, which are reported through the cash and production control that is carried out daily by the administration department or MHS At Meliá we are all VIP Great professionals who make everyday life easier and exceptional. From the junior to the most senior, all of them have unique and important qualities that make working at Meliá an opportunity for constant growth and a passport to create your future wherever you want. Our warmth, proximity and passion for what we do make working at Meliá an unforgettable experience, full of emotional moments and always with the feeling that you belong to a big family where we have people like you, VIP People. At Meliá Hotels International, we are committed to equal opportunities between women and men in the workplace, with the commitment of management and the principles contained in Human Resources policies. We also prioritize disseminating throughout the entire staff a corporate culture committed to effective equality, and raising awareness about the need to act jointly and globally. We promote our commitment to equality and diversity, avoiding any kind of dicrimination, especially related to reasons of disability, race, religion, gender, or age. We believe that diversity and inclusion among our employees are essential for our success as a global company. Additionally, we support the sustainable growth of our industry through a socially responsible team. In this sense, our motto is "Towards a sustainable future, from a responsible present". Thanks to al our collaborators, we make it possible. To protect yourself and avoid fraud in selection processes, we invite you to consult our recommendations on the "Protect Your Application" page. If you want to be "Very Inspiring People", follow us on: INSTAGRAM - TIKTOK - LINKEDIN - INDEED - GLASSDOOR

(18323) At One&Only, we exist to create joy for our guests through anticipation, creativity, precision, empathy and warmth. We tailor every aspect of our guests' stay to bring their dreams and desires to life. With an atmosphere that's chic but wonderfully unstuffy, and a team who are meticulous but warm, we seek to exceed our guests' expectations at every possible turn. Amidst fragrant pines and glistening peaks, One&Only Moonlight Basin is a glamorous return to simplicity. Fill days cascading down cool waters, unearthing the magic of Yellowstone National park, skiing on world renowned slopes and retreating to floating evergreen spaces. With abundant knowledge and generosity, we anticipate our guest's every need and surpass expectations. Whether we are designing the perfect family day out or arranging a romantic private dinner, we approach everything with imagination to spark a sense of playfulness, discovery and adventure. This is not simply our job, it's our passion. Job Summary The Director, Human Resources leads day-to-day HR operations for One&Only Moonlight Basin, providing strategic people leadership and operational HR excellence across all aspects of human resources. This position reports to the General Manager and drives the hotel's people strategy encompassing employee relations, compensation and benefits, performance management, training, recruitment, housing, wellness, and colleague engagement while partnering with Heads of Department and Executive Committee to achieve key performance indicators including GOP, LTO, and Colleague Engagement Survey results. The role manages the HR team while serving as a strategic business partner to operations, ensuring seamless delivery of HR services that support the property's goals and maintain One&Only's standards of excellence. The position balances strategic people planning with hands-on HR operations, ensuring compliance with Kerzner International standards and local Montana labor regulations while fostering a positive colleague culture aligned with the resort's luxury positioning. Key Responsibilities Strategy & People Planning * Produce and maintain hotel People Plan ensuring alignment with property goals and business objectives * Implement sustainable strategy for seasonality of employment addressing peak and off-peak staffing needs * Develop annual HR Strategy for property aligned with brand standards and business requirements * Identify root causes for people-related issues and provide data-driven solutions and recommendations Employee Relations * Ensure disciplinary processes are maintained and fair procedures followed by all Heads of Department * Maintain 100% compliance with Kerzner International disciplinary and grievance policies * Maintain open-door policy providing advice and guidance to colleagues on workplace matters * Train HR team on employee relations processes ensuring consistency and best practices * Summarize disciplinary actions monthly presenting to General Manager with recommendations HR Administration * Ensure smooth workflow of HR functions including onboarding, offboarding, filing, and payroll administration * Provide advisory service on HR SOPs, Kerzner International policies, local labor law, and staffing matters * Ensure full compliance with Kerzner International people processes and deadlines * Conduct monthly colleague file audits maintaining documentation standards * Review and check payroll prior to General Manager approval ensuring accuracy Recruitment * Conduct interviews for Supervisory and Head of Department positions * Maintain 100% compliance with Kerzner International recruitment standards * Work with VP, Global Human Resources on recruitment of senior leadership positions * Supervise HR team on line-level recruitment ensuring quality hiring practices * Review manning levels and recruitment strategies ensuring optimal staffing Performance Management * Ensure departing colleagues complete exit interviews and provide monthly summary to leadership * Administer probationary review processes ensuring timely follow-up and communication * Ensure appropriate training for HODs and Supervisors on performance management * Maintain active Talent Reviews and follow up on Development Plans * Manage pay increase process coordinating with General Manager and Director of Finance Reporting & Analytics * Provide monthly turnover analyses and statistics to HODs and HR teams * Maintain records of internal promotions, transfers, and organizational changes * Complete monthly and mid-month HR finance forecasts * Update departmental reports providing clear performance overview to leadership HR Communication * Conduct monthly departmental HR meetings with documented minutes * Maintain colleague communication platforms ensuring accessibility * Conduct weekly one-on-ones with direct reports and General Manager * Attend and participate in HOD meetings, Executive Committee meetings, and all-hotel meetings * Facilitate regular colleague meetings and engagement activities Employee Wellness * Conduct weekly Heart of House walkabouts ensuring maintenance and cleanliness standards * Organize social and sports activities monthly promoting colleague engagement * Coordinate wellness events supporting colleague health and wellbeing * Analyze sickness trends identifying root causes and implementing solutions * Ensure CSR events take place quarterly connecting colleagues with community * Monitor colleague dining quality ensuring consistent service delivery Payroll & Budget Management * Ensure payroll submitted to Finance on agreed date maintaining accuracy * Track holidays, lieu days, and overtime analyzing patterns for staffing optimization * Review payroll figures with leadership challenging overspending and casual usage * Prepare annual HR Budget including training, recruitment, housing, and general expenses Third-Party Contracts & Housing * Manage third-party contracts for colleague services including transportation, dining, and accommodation where applicable * Work with Housing team maintaining colleague accommodation to hotel standards Team Management * Supervise HR team providing leadership, direction, and professional development * Ensure all direct reports have Personal Development Plans and career progression opportunities * Maintain effective communication flow across the organization Compliance & Continuous Improvement * Ensure 100% compliance in HR Audit conducting regular reviews * Coordinate Colleague Engagement Survey action plans ensuring implementation and follow-up * Ensure Training Manager delivers relevant training aligned with business needs * Champion HOD training in Recruitment, Capability, Conduct, and Grievance * Perform other reasonable duties as directed by General Manager Skills, Experience & Educational Requirements * Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification preferred * 8 years of progressive HR experience in luxury hospitality * Prior experience as standalone HR Manager or Director in large 5-star resort essential * Robust knowledge of local labor law and employment regulations * Proven track record as strategic business partner to operations * Strong employee relations expertise with complex colleague matter resolution * Excellent leadership and team management capabilities * Outstanding communication and influencing skills * Strong analytical abilities with HR metrics and reporting experience * Proficiency in HRIS systems and Microsoft Office Suite * Ability to balance strategic thinking with hands-on operational execution * Flexibility to work varied hours including evenings, weekends, and holidays as needed Our brand is expanding faster than ever before. We are investing in the growth of our company, and that means we are committed to investing in you. Join a team that is open-hearted, intuitive, generous, and spontaneous in spirit. We believe in making our guests happy beyond anything they have ever imagined. We wow them at every turn and create memories that will last a lifetime. You will be at the heart of this vision, to constantly innovate to deliver Amazing Experiences and Everlasting Memories.

Job DescriptionDescription: The Arc Western Montana is hiring a Chief Human Resources Officer (CHRO) to lead a small but dedicated HR team and provide hands-on support to staff across the organization. This is an important leadership role. The successful candidate will enjoy people-centered work and practical HR operations. The CHRO helps shape a healthy, inclusive culture while staying closely connected to the daily work of recruiting, training, coaching, employee relations, and staff support. This is a doing role that fits someone who is comfortable wearing many hats and being visible across the organization and the community. Position: Chief Human Resources Officer Location: The Arc's Center, just off Russell in Missoula What we offer: $78,000 to $90,000 per year, depending on experience Paid Time Off (PTO): 3 weeks in the first year, with increases for additional years of employment Health Insurance: Medical and dental coverage starting at $95 per month Vision Insurance Life Insurance Pet Insurance Retirement Plan: 403(b) with up to 3.5% company match Your role: Serve as a trusted resource and culture leader by guiding employees and managers on HR questions, performance issues, and compliance matters. Support a workplace grounded in safety science, curiosity, and clear communication. Key responsibilities include: Providing hands-on partnership for employees and managers Managing employee relations and supporting a positive, safe workplace Coaching and guiding an HR team of three Supervising recruiting, hiring, and workforce development Overseeing onboarding, staff training, and professional growth Partnering with the COO, CEO, and Executive Team on workforce planning Ensuring compliance with OSHA, ADA, FMLA, EEO, and other employment laws Managing compensation, benefits, and workforce sustainability Supporting internal communication and working with marketing to strengthen community connection Representing The Arc in community settings and helping expand organizational visibility Ready to make a difference? Apply today! Equal Opportunity Employer: We provide equal employment opportunities and prohibit discrimination based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law. Requirements: What we're looking for: Bachelor's degree from an accredited college Minimum of four years of HR management and supervisory experience PHR or SPHR certification Strong communication, problem-solving, and interpersonal skills Ability to balance daily HR operations with leadership and planning responsibilities Valid driver's license and insurability