Human resources business partner jobs in Morgantown, WV

Core Requirements: Bachelor's degree in Business, Human Resources, or related field 15 years+ of multi-operations HR leadership Strong sense of urgency Preferred Requirements: MBA degree SPHR, SHRM-CP/SCP Certification The VP of HR will provide effective leadership and professional expertise in all areas of human resources management to achieve revenue and profit goals. This executive will serve as a strategic business partner and an integral member of the senior leadership team, which establishes the strategic goals and objectives on behalf of the corporation. CiresiMorek is a collective of seasoned professionals, each bringing a wealth of experience and a personal touch to all our engagements. With over 3,500 searches and around 250 Human Resources placements, we are more than just headhunters; we are industry insiders, advisors, and diligent architects behind every successful placement. Responsibilities: Drive business results by aligning structure, people, and capabilities with business strategy; ensure initiatives translate into concrete actions and tangible outcomes that enable the organization to meet its business goals Provide HR expertise to multiple locations across the divisions, ensuring compliance and alignment on associate relations, compensation, benefits, payroll, staffing, and organizational development Manage organizational development initiatives such as talent development and succession planning through the implementation of competency frameworks; consultation, development plan execution, and measurement/evaluation of talent Continually assess the competitiveness of all HR programs and practices against relevant companies, industries, and markets Serve as an advocate for HR programs, communicating the business value of initiatives and managing program roll-out to minimize business disruption Serve as general advisor on employment law and government regulations Confidentiality is guaranteed. Applications require a resume/CV with contact information. Learn more about us at CiresiMorek.

This position partners with the plant leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. This role will oversee the training and development of the production personnel as well as employee relations. Responsibilities Monitor and report out on key indicators; develop action plans to correct unfavorable metrics and report out on progress during management review meetings. Responsible for the planning and coordination of contract labor services such as: managing staffing needs relating to turnover and absenteeism, execute on labor standard requirements, and initiating temp conversions. Oversees employee disciplinary meetings, terminations, and investigations. Accurately maintain employee records within the HRIS system and employee personnel files. Create communications to employees on various topics such as: policy/procedure changes, benefit information, operational announcements, training opportunities, job openings, plant activities, employee relations, etc. suggestions, and program communications/updates to functional managers and plant leadership. Qualifications Bachelors Degree in Human Resources Management or related field preferred Professional Human Resources (PHR) certification or SHRM CP preferred 5+ years in human resource management, preferably in an automotive manufacturing facility Foster and maintain a team-oriented working environment that allows for individual differences and provides for individual growth. Ability to read and interpret documents such as safety rules, policies and procedure manuals and operating instructions. Advanced level in MS Office Suite (Outlook, Excel, Word, PowerPoint) Excellent communication skills - both written & oral Excellent organizational skills High level of attention to detail, ability to multitask Experience with ATS- Jobvite preferred Knowledge of HRIS functionality - Ceridian background preferred Knowledge of state/federal employment laws Additional Information Targeted Pay Range: $110K-$130K Expectations: Full-Time Onsite Role

CSP has partnered with a client in their search for an HR Manager. Our client is a healthcare IT company in the Rockville, MD area. This role is hybrid in Rockville, and the salary range is $120k-$125k. Key Responsibilities: The HR Manager will directly manage and execute across the employee lifecycle and core HR functions: HR Strategy & Culture: Partner with leadership on initiatives to support company culture, engagement, and organizational growth, contributing to process improvement across all HR functions. Compensation & Operations: Administer compensation programs, manage the development of clear and compliant job descriptions, and maintain HRIS data integrity and reporting. Benefits Administration: Oversee all aspects of the self-insured health plan and other company benefits, including renewals, vendor relations, and ensuring employee value. Immigration & Compliance: Serve as the subject matter expert for all employment-based immigration processes (H-1B, PERM, Green Card) and ensure ongoing compliance with federal, state, and local employment laws. Employee Relations: Provide guidance to managers and employees on performance management, policy interpretation, conduct investigations, and support leadership development efforts. Lifecycle Management: Manage engaging and compliant onboarding and offboarding processes, ensuring a smooth transition for all employees. Qualifications: 8+ years of progressive HR experience, with at least 4-5 years as an HR Manager (or equivalent supervisory role). Bachelor's degree required; (SPHR/SHRM-SCP/PHR preferred). Demonstrated expertise in employment-based immigration. Administration of self-insured health plans. Strong working knowledge of employment law, compensation principles, and HRIS systems.

Client: International Media/Technology Organization Role: HR Operations Manager Salary: $90,000 - $100,000/annually + Bonus & Benefits Key Responsibilities: Benefits Support Ensure benefits programs comply with all applicable federal and state laws, including ERISA, HIPAA, COBRA, FMLA, ACA, and IRS regulations. Prepare and submit required compliance filings (e.g., 5500 forms, ACA reporting). Support internal and external audits by providing documentation and data as needed. Manage our benefits administration, including enrollments, changes, and employee inquiries. Direct the annual benefits open enrollment and compliance reporting. Liaise with benefits providers, consultants, and third-party administrators. Evaluate benefit plan performance, utilization, and employee satisfaction to identify improvement opportunities. Assist with the renewal and negotiation process for benefits plans and contracts. Payroll Support Prepare and process payroll on a weekly, biweekly, or monthly basis, depending on company schedule. Validate employee timecards, pay rates, deductions, and benefits contributions. Review and reconcile payroll reports to ensure accuracy before final submission. Process off-cycle payments, bonuses, commissions, and adjustments as needed. Maintain accurate payroll records in accordance with company policies and legal requirements. HR Administration Maintain accurate and up-to-date employee records in the HRIS (Human Resources Information System). Process employee onboarding, transfers, promotions, and terminations. Manage employment verification requests and employee documentation. Ensure HR policies and procedures are correctly implemented and followed. Compliance and Reporting Ensure compliance with local, state, and federal employment laws and company policies. Prepare HR metrics and reports, such as headcount, turnover, and absenteeism. Support audits (internal and external) by providing necessary documentation. Process Improvement Identify opportunities to streamline HR processes and improve operational efficiency. Support implementation and optimization of HR systems and tools. Contribute to the development and documentation of HR standard operating procedures (SOPs). Employee Support Serve as a point of contact for employee questions related to HR policies, benefits, and payroll. Provide guidance on HR processes and promote positive employee experience.

Bilingual Plant Human Resources Manager Are you seeking the opportunity to partner with a Plant Manager to ensure success of all areas of Plant Operations? Join the Human Resources team at Polyglass, USA during a period of history, growth and success! Position Summary: Polyglass, USA seeks a strong and effective bilingual Plant Human Resources Manager. In coordination with Corporate HR, the Human Resources Manager will oversee all Human Resources (HR) activities for our production facility in Hazleton, PA. This position will be based out of the Hazleton, PA facility each day. Duties for this role include employee relations, recruitment of all personnel, organizational planning, legal compliance, budget adherence, training, and communication. Provides both strategic support as well as operational focus. Coordinates with plant management at location to engage employees, support leaders and enhance the performance of the business. This position is responsible for managing Human Resource functions within a manufacturing environment. The Human Resources Manager reports to Executive VP, HR with a dotted line to the Plant Manager and is responsible for providing HR support to the employees at the assigned facility as well as being a key member of the Corporate HR Team. This role will involve heavy change management and will involve conflict resolution with all layers of the organization including upper management. What you get to do: Partner with plant management to foster positive employee relations and communications at the facility. Collaborate with our diverse workforce in both English and Spanish Build and continue a strong and productive relationship with Plant Manager Challenge input from Management that does not comply with employment law or best practices Manage overall Polyglass HR practices and activities including recruiting, staffing, legal compliance, compensation, benefits and workers compensation Track, manage and strategize to ensure goals around turnover are met Drive strategic HR direction for facility Effectively deliver HR services, programs and policies Deliver effective HR programs in the areas of Compensation, Benefits, Organizational Development and Training including annual bonus plan, annual merit planning, performance management, succession planning, etc. Build and foster strong working relationships with internal business partners resulting in strategic alignment and achievement of corporate and site-based goals and objectives Coach and counsel plant management team about HR programs Advocate for employees while balancing the best interest of the company Collaborate with management team to build leadership capability and enhance internal talent Protect Polyglass by ensuring legal compliance for HR issues, including investigations for Code of Ethics and general grievances Foster a company culture that emphasizes collaboration, continuous improvement and high performance Share and apply knowledge of employment law related to government reporting mandates and ensure policies, procedures, and reporting are compliant with all federal and state regulations Bring positive change by offering new approaches, policies and procedures to effect improvements in efficiency of the HR function The Skills and Background You Bring to Polyglass: Bi-lingual (Spanish) language proficiency is a strict requirement for this role History of recent success in leading an HR function in a manufacturing environment with a significant hourly, non-union workforce is required for this role Bachelor's degree in Human Resources or related field strongly preferred but equivalent work experience may be considered PHR / SPHR certification preferred Five or more years as an HR Manager preferred Ability to track and improve employee retention Knowledge of ADP (HRIS, Payroll), Oracle Recruiting Cloud (Applicant Tracking) and other commercial HR systems strongly preferred Knowledge of and experienced in all functional aspects of HR Travel (10%) may be required Strong ‘stand-alone management' skills required as well as the ability to influence Managers and other Polyglass Leaders in conflict resolution, compliance and decision making You are ideal for this exciting opportunity because you advocate for employees who see you as a trusted partner who has earned their trust. You have successfully partnered with Plant Management on all areas of operations. You push back when needed to reach common ground, you coach and counsel and you work well with all teams. Who we are: Polyglass is values-driven organization based on family, quality and innovation. We offer so much to our team members, and many choose to continue their careers at Polyglass for many years - even decades! We are a true innovator and leader in roofing solutions. Polyglass started 50 years ago in Italy. Nearly 35 years ago, we brought the business to the US and the business has grown to 6 offices producing our leading products all across the US. Pay and Benefits without peer in the industry! In addition to very competitive pay, our benefits are unmatched in our industry and include features that are not available at other local employers. Here is a snapshot of our amazing benefits offering: Health & Wellness: medical, prescription plan, dental, vision, flexible spending accounts, life insurance, paid parental leave and more! Financial & Career Growth: 401k with 100% match of up to 6% (fully vested day one), tuition reimbursement - up to 100% reimbursement up to $7,500.00 annually, student debt reimbursement up to $1,200.00 annually, training and development, pet insurance and more! Time Off & Recognition: Paid Time Off, 10 paid holidays, Employee Recognition Program and more! Take a peek behind the cultural curtain at who we are at Polyglass: Life at Polyglass While non-local candidates may be considered, there will be a priority given to those candidates in the Hazleton, PA area.

Korn Ferry has partnered with our client on their search for HR Director Human Resources Director Confidential Healthcare Services Organization The Opportunity A rapidly growing healthcare services organization is seeking a Human Resources Director to lead strategic HR initiatives and oversee day-to-day operations in a dynamic, mission-driven environment. This role is pivotal in shaping a positive workplace culture, driving employee engagement, and supporting organizational growth through effective talent strategies. Reporting to senior leadership, the HR Director will manage a team of HR professionals and collaborate across departments to ensure compliance, optimize processes, and foster a high-performance culture. This is an exceptional opportunity for a seasoned HR leader to make a significant impact during a period of expansion and transformation. Key Responsibilities Develop and implement HR strategies aligned with organizational goals. Lead integration efforts for acquisitions, ensuring consistency in policies and practices. Oversee employee relations, engagement programs, and retention strategies. Manage performance management processes and career development initiatives. Ensure compliance with employment laws and regulations. Optimize HR operations, including systems and workflows, for efficiency and scalability. Recruit, mentor, and develop HR team members to support organizational objectives. Ideal Candidate Profile Minimum 5 years of HR management experience, including leadership roles. Proven ability to partner with senior leadership on strategic HR initiatives. Strong knowledge of employment laws and HR best practices. Experience within healthcare HR strongly preferred. Background working in a private equity-owned company highly desirable. M&A integration experience required. Experience with HR systems (Workday preferred). Advanced degree and/or SHRM certification preferred. Personal Attributes Strategic thinker with strong business acumen. Exceptional communication and interpersonal skills. Flexible, adaptable, and able to thrive in a fast-paced environment. Collaborative leader who fosters team development and engagement. Location: On-site 5 days/week in Montgomery County, MD. Compensation: Base salary range $130k - $145K + 10% bonus Why This Role? This is a unique opportunity to join a high-growth organization committed to delivering exceptional care and building a culture of excellence. The HR Director will play a critical role in shaping the future of the company and its people.

The Human Resources Manager is responsible for managing and executing day-to-day HR operations while supporting the organization's people strategy and business objectives. This role oversees core HR functions including talent acquisition, employee relations, performance management, compliance, compensation and benefits administration, and employee engagement. The HR Manager serves as a trusted partner to leadership and employees, ensuring HR policies and practices are consistently applied, legally compliant, and aligned with company culture. This position requires a hands-on leader who can balance operational excellence with employee advocacy in a growing or fast-paced environment. Key Objectives Implement and manage HR programs, policies, and processes that support business operations and employee experience. Ensure compliance with federal, state, and local employment laws and internal policies. Support talent acquisition, development, and retention efforts across the organization. Foster a positive, inclusive, and high-performing workplace culture. Serve as a reliable HR resource for managers and employees. Primary Responsibilities Manage daily HR operations, ensuring consistent and effective delivery of HR services. Oversee talent acquisition activities, including recruiting, interviewing, hiring, onboarding, and workforce planning support. Administer employee lifecycle processes, including onboarding, engagement initiatives, performance management, and offboarding. Serve as the primary point of contact for employee relations matters, including conflict resolution, performance issues, and workplace concerns. Ensure compliance with all applicable employment laws and regulations (EEOC, OSHA, ADA, FLSA, FMLA, COBRA, etc.), and support or conduct internal investigations as needed. Coach and support managers on performance management, employee development, and effective people management practices. Administer compensation and benefits programs, including salary changes, annual reviews, benefits enrollment, and vendor coordination. Track, analyze, and report HR metrics related to turnover, hiring, engagement, and compliance. Manage HR systems and tools (HRIS, payroll, benefits platforms), including coordination with vendors such as ADP. Maintain accurate and up-to-date HR documentation, including employee handbooks, job descriptions, policies, and personnel records. Support organizational change initiatives and employee engagement programs. Required Skills and Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. Minimum of 4-6 years of progressive HR experience, with experience in an HR generalist or manager role. Solid knowledge of employment law, regulatory requirements, and HR best practices. Experience administering HR programs in a growing or fast-paced organization. Strong interpersonal, communication, and problem-solving skills. Ability to manage sensitive and confidential information with professionalism and discretion. Hands-on, detail-oriented approach with strong organizational and time-management skills. Proficiency in HRIS platforms and Microsoft Office Suite; experience with ADP preferred. Experience assisting with or managing healthcare and benefits administration and vendor relationships. Preferred Qualifications Professional HR certification (e.g., SHRM-CP, PHR). Experience supporting a multi-location or distributed workforce. Background in staffing, services, or people-intensive industries.

ROLE SUMMARY:Manage and administer all human resources activities such as employment, compensation, payroll, labor relations, benefits, training, and employee services in the assigned division. Facilitate implementation of the organization's human resource strategy so that the organization attracts, manages, develops and retains the employees it needs to achieve its current and future business objectives. RESPONSIBILITIES Lead implementation of people-related services, policies, and programs at assigned location. Assist and advise managers on Human Resources issues. Coach employees and managers on correct interpretation and administration of Company HR policy. Assist management in maintaining positive employee relations. Assess the internal employee climate, counsel with managers to identify and implement actions that improve or maintain a positive employee relations environment. Represent the company, when needed, at unemployment hearings. Recommend and implement personnel policies and procedures; prepare and maintain handbook on policies and procedures. Support employee recruitment, selection and retention through: conducting new-employee orientations; monitoring career-path program, employee relations counseling, outplacement counseling and exit interviewing. Determine training needs. Compile data and analyze past and current year training requirements. Recommend training programs and utilization to support employee and management development. Plan and conduct new employee orientation and follow-up to foster positive attitude toward company policies. Work with managers to develop proactive training plans that prepare employees to meet current and future business objectives. Ensure internal consistency and worth in administering job evaluations and compensation programs. Compose new and revised job profiles and recommend evaluations. Assist local managers with salary and wage administration to ensure pay consistency and equity. Management responsibilities include: Typically oversees professional employees/teams OR typically manages non-professional employees through Supervisors in office environments Day-to-day operations Interpret and execute policies for departments/projects and develops. Recommend and implement new policies or modifications to existing policies. Provide general guidelines and parameters for staff functioning. Hiring staff, recommending pay increases, performing performance reviews, training and development of staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies. Knowledge / Skills / Abilities Experience applying thorough knowledge of human resource policies and procedures as well as federal and state laws. Experience reviewing and reconnecting on actions and with people to ensure the completion of the task. Experience controlling and coordinating concurrent projects, competing priorities and critical deadlines. Experience developing and delivering presentations to various audience levels within an organization. PREFERRED JOB REQUIREMENTS PHR or SPHR. Experience managing people, including hiring, developing, motivating and directing people as they work. - Oversee payroll administration to ensure accurate and timely payment. Experience: - Bachelor's degree in Human Resources or related field - Proven experience in strategic HR planning and implementation. -Experience with benefits & payroll - In-depth knowledge of employment labor laws and regulations. - Strong skills in talent acquisition, employee evaluation, and performance management. - Experience in developing and delivering training programs for employee development. - Proficient in data collection, analysis, and reporting. - Excellent communication, interpersonal, and leadership skills. This is an excellent opportunity for an experienced Human Resources Manager to join our team. We offer competitive compensation packages, comprehensive benefits, and a supportive work environment. If you are a strategic thinker with a passion for driving organizational success through effective HR practices, we would love to hear from you. Apply now!

ABOUT DAYTON, OHIO Dayton, Ohio, is a mid-sized city situated on the banks of the Great Miami River in southwestern Ohio. A perfect blend of vibrant city amenities and Midwestern warmth, the Dayton region offers a combination of affordability and a strong sense of community that is hard to beat. Known as the “Gem City,” the “Birthplace of Aviation,” and the “Birthplace of Next,” Dayton maintains an impressive legacy as the home of inventors, artists, and visionaries. Founded in 1796 and incorporated in 1805, Dayton is distinguished by its rich history of innovation and industry. As the hometown of Wilbur and Orville Wright, the city played a defining role in the development of modern aviation. It also served as the origin of major inventions such as the cash register and numerous advancements in engineering, manufacturing, and technology-cementing Dayton's reputation as a hub of creativity and progress. Dayton, home to about 135,000 residents within a diverse metropolitan area of over 800,000, boasts a youthful median age of 35 and a vibrant workforce. The city offers an appealing mix of affordability, accessibility, and quality of life, highlighted by a revitalized downtown, rich arts and cultural attractions like the Dayton Art Institute and the National Museum of the United States Air Force, and an extensive network of parks and trails. Its central Midwest location also allows for easy travel to major cities such as Cincinnati, Columbus, and Indianapolis. The City of Dayton operates under a council-manager form of government, which combines professional management with elected leadership. The five-member City Commission, including the Mayor, is elected at-large on a nonpartisan basis and is responsible for establishing policy. The City Manager, appointed by the Commission, oversees daily operations and ensures efficient, transparent, and effective delivery of municipal services. You can visit the City website HERE POSITION PURPOSE As a key member of the City's executive team, the Director of Human Resources shapes and leads a progressive, people-focused HR strategy that advances the City's mission and values. Responsible for an organization of 1,800 employees, the Director fosters a high-performing, inclusive workplace through innovative approaches to talent acquisition, workforce development, employee engagement, labor relations, and total rewards. STRATEGIC AND OPERATIONAL INITIATIVES Partnering closely with the City Manager's Office, department heads, and labor organizations, the Director leads the development of an HR strategy that advances the City's strategic priorities by emphasizing innovation, service excellence, and organizational effectiveness. The Director serves as a trusted advisor to executive leadership on workforce planning, organizational design, leadership development, and change management, while also championing diversity, equity, and inclusion by ensuring HR policies and programs reflect the City's commitment to fairness and access for all. The role drives modernization of HR systems, leveraging technology to improve service delivery and enhance data-driven decision-making. Through the ongoing analysis of workforce trends, metrics, and employee input, the Director drives continuous improvement and supports organizational health. The Director ensures employees have access to effective career and management development opportunities, actively promotes a workplace culture of engagement and well-being, and fosters collaboration, accountability, and equity across the organization so that all employees can thrive and grow. The Human Resources Director reports to the Deputy City Manager and directs a staff including the Deputy Director of Human Resources and General Labor Counsel, Senior Human Resources Analysts, and the Executive Secretary. KEY RESPONSIBILITIES Serve as a change agent who guides the City through workforce transformation initiatives, including modernization of policies, systems, and culture Build leadership capacity across departments through coaching, mentorship, and targeted development and recognition programs. Develop and implement innovative recruitment and retention strategies to attract and retain top talent in a competitive labor market. Partner with Finance and IT to ensure alignment of human capital strategy with financial and technical investments. Lead the development of a robust succession planning framework for critical city positions. Design competitive employee compensation plans that attract and retain quality employees and are affordable for the City. Foster a City work environment that promotes employee productivity, open communication, customer satisfaction, and fair treatment for all employees. Formulate strategy for union negotiations and preside over grievance processes. EDUCATION/EXPERIENCE A Bachelor's degree is required. Preferred undergraduate majors include Public Administration, Business Administration, Human Resource Management, or related field. Must possess a demonstrated proficiency in report writing and public presentation skills. Must have significant management experience in a union environment. A minimum of 8 years of progressive management experience in one of the following areas: public administration, human resource management, or a related field. Post graduate degree can be substituted for one year of experience. CORE COMPETENCIES To perform the job successfully, an individual should demonstrate the following competencies. All employees are held to these Core Competencies: Job Knowledge Competently applies functional and technical knowledge and skills to do the job at a high level of accomplishment. Performs responsibilities with integrity and ethically, keeps commitments, and upholds organizational values. Keeps confidences, admits mistakes, and presents the truth in an appropriate and supportive manner. Makes sound decisions on difficult issues; exhibits a willingness to make decisions, supports and explains reasons for decisions, and includes the appropriate people in the decision-making process. Quality and Quantity of Work Consistently produces thorough, timely and accurate work and takes initiative to seek out improvements for quality sake without being told. Monitors own work in order to maintain a high level of quality while meeting productivity standards. Consistently practices and promotes safety as part of performing the job. Completes work in a timely manner and continually strives to increase productivity. Customer Impact Produces work and services that consistently meet or exceed the standards and expectations of internal and external customers. Consistently demonstrates City Customer Service - Core Values. Stays up to date on information and trends that impact the customer. CUSTOMER SERVICE CORE VALUES The City of Dayton core values are the standard by which we conduct ourselves and our interactions with our citizens. All employees are held to these Customer Service - Core Values: Courteous & Professional - “I demonstrate courtesy and professionalism in all customer interactions.” Greet customers in email, phone, and in person in a professional manner, with a positive, helpful attitude. Listen attentively and with empathy, respecting the customers' point of view; listen and speak to the customer in a professional manner (do not interrupt, be patient - even if their facts are wrong - let them finish speaking). When working with a customer, focus on them. Maintain a professional behavior, focusing on the customers' question or issue, not their personality. Accountability/Ownership - “I help customers understand how to resolve their issues.” Quickly acknowledge service request has been received and follow-through and follow-up in a timely manner. Deliver as promised, asking for help from co-workers and supervisors as needed. Do not mislead customers about what can be done. Give clear and truthful responses, even when you can't give customers what they are expecting. Clearly and patiently describe the appropriate courses of action. Improve service delivery by soliciting customer feedback throughout the process. Share feedback with co-workers and supervisors. Take Initiative - “I am proactive in problem solving.” Adopt a problem-solving approach, rather than a “That's not my department/job,” reaction. Understand the organization and other departments' services in order to anticipate customers' questions, concerns, and needs. Be prepared to respond with possible solutions. Ask questions to get at the root of the issue (such as checking the service address, has anything changed, etc.) Share relevant information with the customer so they understand their choices and the possible outcomes of their choice. SUPERVISOR/MANAGER COMPETENCIES The following competencies have been identified for employees who supervise or manage others. Leadership Effectively influences actions and opinions of others Accepts feedback from others Gives appropriate recognition to others Inspires and motivates others to perform well. Planning, Organization, Delegation Prioritizes and plans work activities Uses time efficiently Sets goals and objectives Organizes or schedules other people and their tasks CERTIFICATES, LICENSES, REGISTRATION Must possess a valid driver's license at the time of appointment and maintain such license as a term and condition of employment. Effective July 15, 2019, the City of Dayton adopted the Tobacco and Nicotine Free Hiring Policy (HR 1.03). Applicants offered employment with the City will be required to pass a nicotine screening. Newly hired employees must remain tobacco and nicotine free as a condition of continued employment. RATLIFF & TAYLOR CONTACT If you are an exceptional, accomplished HR leader who seeks to work in a customer focused environment while making a positive community impact, we are interested in speaking with you. Please contact: Patti Shumay | Sr. Consultant Executive Search | ************ | ****************************

Our Talent Managers work in a team environment and have responsibility for negotiating and developing business with new and current clients. Talent Managers market our services via telephone, video and by conducting in-person meetings with hiring managers and decision-makers in accounting and finance departments. Additional responsibilities include: recruiting, interviewing and matching highly skilled accounting and finance professionals with clients' projects, contract assignments and contract to full-time opportunities; managing ongoing engagements to deliver outstanding customer service to both clients and candidates; providing ongoing communication and career guidance to candidates; and participating in local trade association and networking events to increase Robert Half's presence in the local business community. Qualifications: 4-year degree preferred. 2+ years' experience with Business Development in a Metrics Driven environment. At least one with success in developing new business in a multi‐call, multi‐decision maker environment. Prior success marketing to and closing top level decision makers at small/medium sized businesses and cultivating mutually beneficial long term relationships. Working knowledge of current Windows Operating System, Microsoft Office Suite (especially Excel), and any Contact Management Application (Salesforce). Knowledge and familiarity with accounting and finance department operations. Positive attitude and an engaging businesslike approach.

About Us We are a family-owned Millwork company based in Pittsburgh, PA, proudly rooted in craftsmanship, teamwork, and community. For decades, we've built our reputation on the values that define who we are and how we work: Family, Integrity, Accountability, Respect, and Constant Improvement. Through this commitment, we've earned a national reputation as a leader in the Commercial Architectural Millwork industry. Our team is filled with people who take pride in their work, care about each other's success, and enjoy contributing to projects that shape spaces where people live, work, and gather. If you're looking for a workplace where your voice matters, your growth is supported, and your impact is visible-you'll feel at home here. Summary We're seeking a Human Resources Manager who is passionate about cultivating a positive employee experience and strengthening organizational performance. In this role, you will oversee HR policies, reporting, and internal communications while working closely with leaders across all departments. You'll help shape strategies that support our people, drive engagement, and ensure we continue building a workplace rooted in our core values. Primary Responsibilities Ensure compliance with all federal, state, and local employment laws; update and maintain HR policies to reflect best practices. Partner with senior leadership to design and implement workforce planning, recruitment, retention, and succession strategies. Prepare and oversee documentation for new hires, employment changes, compensation, and benefits. Maintain accurate employee records, recruitment files, reports, and organizational charts. Assess employee needs and recommend policy updates that support a productive and positive work environment. Research compensation benchmarks and regulatory guidelines to inform competitive salary and benefit programs. Oversee HR operations, ensuring clear communication, consistent documentation, and compliance. Manage sensitive employee relations issues and ensure proper handling of confidential information. Administer disciplinary processes and terminations in alignment with policy and legal requirements. Participate in cross-functional meetings to maintain alignment between HR and operational departments. Conduct and manage exit interviews and offboarding to support continuous improvement and smooth transitions. Qualifications & Skills Proven ability to lead, mentor, and develop a team. Advanced experience with HRIS platforms and the ability to optimize system use. Strong decision-making, problem-solving, and analytical skills. Exceptional written and verbal communication abilities. Comprehensive knowledge of labor laws and compliance standards. Ability to interpret data and apply insights to HR strategies. Commitment to fostering diversity, equity, and inclusion. Ability to stay composed and effective under pressure while supporting a team-oriented environment. Proficiency in Microsoft Office Suite and collaboration tools. Excellent time management and organizational skills; able to prioritize multiple responsibilities. Education & Experience Minimum of 5 years of Human Resource management experience required. Bachelor's degree in Human Resources, Business Administration, or related field preferred. SHRM-CP or SHRM-SCP certifications preferred. If you're ready to make a meaningful impact, grow your career, and join a team that truly values its people, we invite you to take the next step. Bring your passion, your ideas, and your leadership-your future is waiting here. Apply today and help us shape the next chapter of our story.

The Assistant Director of HR (ADHR) is responsible for the day-to-day operations of the Human Resources department. The ADHR will have the primary responsibility of assisting the Director of Human Resource in creating and implementing departmental plans, which involves identifying departmental needs and establishing plans of action. Specific Responsibilities: Supervise HR staff of 3: HR Administrative Coordinator and 2 HR Generalists. Provide leadership and oversight of the administration of all employee benefits programs such as health insurance, dental insurance, long-term disability insurance, life insurance, long-term care insurance, retirement, Emeriti program, HSA & FSA, COBRA and other related plans. Under general direction of the Director, plan and direct the administration of the annual open enrollment, tuition assistance programs, worker's compensation program, leave programs, and wellness programs. Provide direct oversight of payment and reconciliation of related benefits bills, including electronic transmissions, in a timely manner. Manage reconciliation of College accounts associated with all benefits plans on a monthly basis to ensure proper accounting of all payroll deductions. Provide direction to Benefits Administration Specialist on rules and regulations associated with the Affordable Care Act (ACA); collaborates tracking workloads of part-time employees, calculating and submitting payment of various fees associated with the ACA, and implements tracking systems necessary to stay in compliance with the ACA (Form 1095/1096 reporting). Manages Oracle HRIS system, including identifying and addressing departmental and institutional needs. In coordination with the Director, manages salary administration of all employees. Under direction of the Director, establishes departmental processes to address the HRSOP as initiatives become operational. Provide counsel and advice to all employees on matters associated with their employment with the College. Coordinate involvement in employee relations with Director and assist with action plans. Oversee recruitment and onboarding of all new employees, including tracking applicant logs, performing background checks, orientation of new employees. Manage employment and benefits data through databases, spreadsheets and reports and assist with updates to written policies as they relate to employment and benefits. Oversee departmental webpage; work with Administrative Coordinator to update information on HR webpage and new employee landing platform. Serve as primary liaison for HR department and Wellness Committee on Wellness Initiatives. Qualifications: Bachelor's degree required in a related field; master's degree preferred. 2-5 years HR Generalist experience or education in HR management is required Demonstrated knowledge of benefits management and plan designs Strong skills and experience with Microsoft Office, particularly spreadsheets, word processing and outlook is essential Demonstrated leadership and supervisory skills required. Excellent communication and organizational skills required. Full understanding of applicable HR statutes and regulations such as ADA, COBRA, FMLA, FLSA, HIPAA, OSHA and Title VII of the Civil Rights Act of 1964 required Must be strong team player Prior experience in higher education is a plus Professional designation a plus: either SHRM, PHR or CEBS Other Duties: The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Job responsibilities and activities may be modified or changed at any time with or without notice. Job descriptions will be audited periodically by the Ursinus Human Resources department to ensure they are up-to-date and reflect the essential responsibilities and duties of the job. Equal Employment Opportunity Statement Ursinus College is a selective, independent, co-educational, residential liberal arts college of approximately 1500 students located about 25 miles northwest of center city Philadelphia. With a diverse community of students, it is an expectation of all faculty to contribute to the inclusion, engagement, and success of all students. Ursinus is an EEO employer. Ursinus College does not discriminate on grounds of race, color, national origin, gender, sexual orientation, gender identity or expression, religion, age, creed, ancestry, veteran status, marital status, disability, or other classification protected by applicable law in the administration of any of its educational programs or activities or with respect to employment. E-Verify: Ursinus College participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. Employment is contingent upon completion of the Form I-9 and verification through E-Verify. This position may be offered at a different title or level, depending on the background, qualifications, and experience of the candidate selected.

VICE PRESIDENT OF HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT We are seeking a dynamic and strategic Vice President of Human Resources with a strong emphasis on organizational development and training. This executive leader will be responsible for reinforcing programs that foster a high-performance culture, strengthen leadership capabilities, and ensure the organization has the talent, structure, and skills to support long-term growth. In addition to traditional HR leadership responsibilities, this role will champion learning and development, succession planning, culture transformation, and workforce capability building. Key Responsibilities: Develop and implement HR strategies aligned with overall business goals. Lead workforce planning, talent acquisition, and succession planning initiatives. Build and implement leadership development, management training, and employee learning programs that enhance performance and engagement. Develop and measure KPIs for employee learning, retention, and performance improvement. Oversee employee engagement, culture-building, and change management programs. Ensure compliance with labor laws, regulations, and internal policies. Manage labor relations, including union negotiations and grievance resolution. Oversee compensation, benefits, and total rewards strategies to attract and retain top talent. Lead performance management and leadership development programs. Mentor and develop the HR team to support training, OD, and HR strategy execution. Qualifications: 10+ years of progressive Organizational management experience. Proven success in strategic Management/Leadership roles within a mid-to-large scale organization. String experience in organizational development, training, or learning & development (L&D). Strong knowledge of employment laws, labor relations, and compliance requirements. Strong background in instructional design, adult learning methodologies, and modern training delivery tools (in-person, e-learning, blended learning). Demonstrated ability to lead cultural transformation and change initiatives. Excellent communication, facilitation, and coaching skills. What We Offer: Competitive compensation package with performance incentives. Comprehensive health, dental, and retirement benefits. Professional development and career growth opportunities. A collaborative, mission-driven workplace culture. a daily report. Forecast equipment usage for future orders.

Join our Human Resources Control Management (CM) Team today! This role offers an opportunity to contribute to maintaining a strong and consistent control environment through a joint accountability model that align managers with each line of business, function and region to mitigate operational risk. As a Control Manager - Vice President on the HR Controls team, you will be part of a team that ensures strong and consistent controls are observed across the firm. You will have the opportunity to use your skills and knowledge to ensure the security and success of the firm. The HR Controls team focuses on four areas: Risk Identification & Assessment, Control Design & Evaluation, Issues & Control Deficiencies and Control Governance & Reporting. Job Responsibilities Provide subject matter expertise in relation to operational risks as it relates to Global Operations, this includes areas such as Payroll, Retirement, Mobility, Benefits, Employee Data, Compensation and other operational systems and workflows Partner with key senior stakeholders within Global Operations to identify and assess risks and provide control expertise on the design of controls to mitigate data related risks Create a proactive risk and control culture that leverages proven evaluation strategies and sound change management protocols Review and analyze program related data (e.g., KRI/KPI) to proactively identify existing and emerging Operational risks and issues to support business-related programs and strategies Provide leadership support for the end-to-end execution of the Control and Operational Risk Evaluation (CORE), including control deficiencies and resolutions, to reduce financial loss, regulatory exposure, and reputational risk Engage with control colleagues across the firm, business, operations management, legal, compliance, risk, audit, regulators and technology control functions Provide additional process and program portfolio support activities may including but not limited to: Control Operational Risk Evaluation (CORE), Office of Legal Obligations (OLO), Inter Affiliate Services (IAS) and other smaller control programs. Translate business requirements into effective and streamlined robust control solutions Required qualifications, capabilities, and skills Bachelor's degree or equivalent experience required 7+ years of financial service experience in controls, audit, quality assurance, risk management, or compliance Proficient knowledge of control and risk management concepts with the ability to design, create and evaluate the operational risk and control environment in conjunction with business partners Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Visio) Strong knowledge of data risk management and working experience of data governance, protection, classification, retention, destruction, quality and data use; and how to apply that to an operational and/or a technology environment Excellent written and verbal communication skills with an ability to influence business leaders in a meaningful and actionable manner Exceptional interpersonal skills; exceptional collaboration and relationship building skills Solid critical thinking, attention to detail and analytical skills; able to synthesize large amounts of data and formulate appropriate conclusions including: Understanding root cause / identifying control deficiencies, developing timely and sustainable solutions and analyzing metrics for emerging risk Implementation skills including: writing action plans and procedures, change management and the ability to make subjective and informed decisions based upon output, influence stakeholders and justify decision making Preferred qualifications, capabilities, and skills Ability to understand the business / knowledge of regulation surrounding business, including expertise in at least one HR discipline, including, Benefits, Compensation, Employee Relations, Recruiting, Talent & Learning, Workforce Data (Privacy and Data Laws), Diversity Equity & Inclusion, Regulatory Affairs, and HR Operations (Mobility, Payroll, Timekeeping, Retirement) Flexible, adaptable to shifting priorities; manages competing priorities to achieve the most effective result and able to work in a fast-paced, results focused environment Ability to understand a process and associated risk to inform control design Applicants must be authorized to work for any employer in the U.S. We are not able to provide immigration sponsorship or take over sponsorship of an employment Visa at this time. Final Job Grade level and corporate title will be determined at time of offer and may differ from this posting. We are unable to provide relocation assistance for this role at this time.

In this role, you will be the primary point of contact for the Airfoils division in developing and executing HR strategy in support of the division's business objectives. Key leadership in driving employee recruitment, engagement, and retention to support our business needs, which is critical in this post-Covid world. Must provide competitive compensation and benefit packages, update plant policies for current times, develop our plant culture for the needs of different employee generations. You will serve as a connected partner for the Sr. Vice President the Airfoils and key members of the division staff. Responsible for providing expertise and guidance in the areas of culture and change management, strategic coaching, talent assessment and development, succession planning, performance management, employee engagement, employee relations and organizational design. Essential Responsibilities Strategic HR Leadership Provide leadership and expertise for the full scope of HR client support. Partner with the business leader(s) to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives. Partner with business leaders to develop and embed progressive HR strategies and processes. Leverage change acceleration techniques to assist in driving broad changes needed to best support the business. Coaching & Development Provide timely, effective and direct coaching to business leaders, assisting in the development of strong, inclusive leadership skills. Provide strategic coaching to key talent in extended client groups as it pertains to succession planning, career path development, and performance management. Talent Management & Succession Planning Lead succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines, mentoring, training, etc. Employee Engagement & Relations Lead employee engagement and employee relations strategies to ensure a strong workforce. With the support of talent acquisition team and other business resources, develop and drive strategies to attract, develop, engage, and retain strong and diverse talent. HR Team Leadership Provide overall leadership to the HR team, delivering appropriate coaching, mentoring and development opportunities (including exposure to HR Business Partner skills and experiences), communicating proactively, and ensuring HR team engagement & retention. Qualifications / Requirements Bachelor's degree from an accredited university or college in related area. Master's degree in human resources, Business Administration, or related field preferred. Minimum 7 years prior professional work experience with demonstrated achievement and leadership of HR in a manufacturing environment. Approachable and responsive resource able to connect with employees at all levels. Demonstrated experience in making strategic HR decisions, assessing leadership talent, and effectively interfacing with high-level business and operations leaders. Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce. In-depth understanding of HR concepts and principles gained through formal education and substantial work experience. Well developed (oral and written) communication and diplomacy skills set with the ability to influence others by presenting sound and logical arguments tailored to the audience. Strong analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience. Capable of handling multiple issues and/or projects simultaneously and executing them to completion. Demonstrated ability to work in a demanding, high performance work environment. Ability to energize and lead in complex, demanding, and goal-driven organizations

The Vice President of Human Resources and Compliance plans, directs, and implements policies for all phases of company operations and personnel activities. This position will develop and execute human resources strategy, ensuring continual alignment with the company's mission and core values, and will strive to maintain a positive, equitable, and inclusive workplace culture. The Vice President of Human Resources and Compliance will make strategic recommendations to the Chief Executive Officer, Executive Management, and management teams and provide oversight of the entirety of the employee life cycle, including recruitment and onboarding, performance management, training and development, benefits administration, employee relations, and payroll. This individual will evaluate and make recommendations of benefit programs and compensation structure changes to existing plans. The Vice President of Human Resources and Compliance is also responsible for executing internal auditing processes and assessing program needs to ensure that program compliance objectives and benchmarks are met. This individual will assist the Chief Compliance Officer with all contractual, licensing, and accreditation audit coordination and preparation. Eligibility Requirements To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Must have the ability to manage a 24/7 on-call status. Education and/or Experience Must possess a strong knowledge of employment law, benefits administration, payroll, and recruitment practices. High degree of ethics required. Master's Degree in Human Resources, Business Administration or related field and ten (10) years of related experience required. Five (5) years of progressive human resources experience required. Prior management experience required. HR Certification preferred. Experience working in a criminal justice or human services agency and/or non-profit setting is preferred. Equal Opportunity Employer/Minorities/Female/Protected Veteran Individuals with Disabilities

Job Description Responsibilities Artificial Intelligence; Advanced Technology; The very best in patient care. With decades of expertise, we are Leading Radiology Forward. With dynamic cross-training and advancement opportunities in a team-focused environment, the core of our success is its people with the commitment to a better healthcare experience. When you join us as a Vice President, Human Resources - East Coast , you will be joining a dedicated team of professionals who deliver quality, value, and access in the 21st century and align all stakeholders- patients, providers, payors, and regulators to achieve the best clinical outcomes. You Will: • Collaborate with executive leadership to achieve the organization's long-term mission and goals; identify ways to support this mission through people management. • Align and implement HR strategies, policies, and procedures in partnership with senior leadership, supporting organizational missions and priorities. • Serve as a strategic advisor to senior leaders on all HR matters, supporting HRBP activities and collaborating across RadNet on system-wide planning and decision-making. • Identify key performance indicators for the organization's human resource functions; assess the organization's success and market competitiveness based on these metrics. • Provide guidance and leadership to the human resource management team; assists with resolution of human resource questions, concerns, and issues. • Coach, mentor, and support development of HR management direct reports to create and maintain a team of high-performing human resources professionals, fostering communication and continuous improvement. • Ensure compliance with employment, safety, and other laws, regulations, and requirements. • Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. • Represent the East Coast in HR-related matters with regulatory agencies, government officials, and community leaders. • Sit on HRLT - representing East Coast functions. • Performs other duties as assigned. You Are Someone With: • 10+ years in Human Resources in a large-scale, multi-site, matrixed organization. Must have documented, progressively increased responsibility in HR work experience, to lead and direct various human resources functions. In-depth knowledge of standard HR business best practices required. Working knowledge of talent acquisition, performance management, compensation, benefits, employee relations and HRIS required. Global HR experience preferred. • 7-10 years of management experience required. To Ensure Success In This Role, You Must Have: • Bachelor's degree in Human Resources or Business Administration, Labor or Industrial relations, or other related discipline required. Master's degree preferred. • Excellent verbal and written communication skills. • Excellent interpersonal and conflict resolution skills. • Excellent organizational skills and attention to detail. • Strong analytical and problem-solving skills. • Strong supervisory and leadership skills. • Thorough knowledge of employment-related laws and regulations. • Knowledge of and experience with varied human resource information systems. • Proficient with Microsoft Office Suite or related software. We Offer: Comprehensive Medical, Dental and Vision coverages. Health Savings Accounts with employer funding. Wellness dollars 401(k) Employer Match Free services at any of our imaging centers for you and your immediate family.

State of Location: Pennsylvania As the Vice President of Human Resources, everything you do must be in direct alignment with Ivy Rehab Network's core commitment to transforming lives and communities. We strive for excellence so that our patients can thrive and live life to the fullest. This role is crucial in ensuring that our people-our greatest asset-are supported by a culture of clinical excellence, professional development, community, and fun. Join Ivy Rehab's dedicated team where you're not just an employee, but a valued teammate! Together, we provide world-class care in physical therapy, occupational therapy, speech therapy, and applied behavior analysis (ABA) services. Our culture promotes authenticity, inclusion, growth, community, and a passion for exceptional care for every patient. Job Description: The Vice President of Human Resources (VP of HR) is a strategic leadership role responsible for elevating the employee experience and organizational effectiveness across the entire Ivy Rehab Network. This leader will provide strategic direction, vision, and oversight for two critical functions: the Human Resources Business Partner (HRBP) team and the Training & Learning (L&D) department. This role will expand over time, leading multiple functions. The VP of HR will act as a champion for the Ivy culture, ensuring that our HR strategies enable rapid growth, maintain clinical quality, and reinforce our commitment to developing and retaining the best talent in the physical, occupational, speech, and ABA therapy fields. Key Responsibilities I. Strategic HR Business Partner Leadership A. Organizational Strategy & Effectiveness: Serve as a key people leader, collaborating with Executives, Divisional Presidents and operational leaders to develop and implement workforce strategies that drive business outcomes, expansion, and clinical excellence. B. Talent Management: Oversee and guide the HRBP team in executing comprehensive talent management strategies, including workforce planning, performance management cycles, career pathing, succession planning, and proactive organizational design. C. Employee Relations & Culture: Lead the HRBP function in resolving complex employee relations issues, conducting internal investigations, and coaching managers to build high-performing, inclusive, and values-driven teams. Ensure HR programs foster a community of support, inclusivity, and fun, consistent with Ivy's values. D. HR Metrics & Analytics: Partner with the HRIS and Analytics teams to monitor, analyze, and report on key HR metrics (e.g., turnover, engagement, time-to-fill) to identify trends, inform strategic decision-making, and measure the effectiveness of HR programs. E. Immigration Strategy and Compliance Management: Serve as the executive HR lead responsible for developing, managing, and executing the organization's corporate immigration strategy. This includes overseeing: Program Management: Strategic oversight of all employment-based immigration processes (e.g., H-1B, TN, Green Card sponsorships) for clinical and corporate roles, ensuring compliance with U.S. Citizenship and Immigration Services (USCIS) regulations Vendor Management: Selection and management of outside legal counsel and vendors specializing in immigration to ensure efficient and legally compliant case processing. Policy Development: Creating and maintaining internal policies and guidelines related to sponsoring foreign national employees, ensuring equity and alignment with our talent strategy and Ivy's growth objectives. II. Training and Learning & Development Oversight A. Strategic Succession Planning: Design, implement, and continuously refine a comprehensive, succession plan with proactive management of identified successor development plans. Ensure focus on Ivy's core leadership competencies, succession readiness, change management, and the ability to lead high-performing teams while upholding the company's culture and values. B. Vision & Strategy for L&D: Define the strategic vision for all enterprise-wide learning and development programs, ensuring they align with Ivy's standards for clinical excellence and professional growth. C. Clinical and Professional Training: Oversee the development and delivery of robust professional and continuing education programs (including residency support and mentorship) that support the clinical teams and ensure high-quality patient care. D. New Hire Experience: Drive the strategy for a best-in-class onboarding and integration experience across all roles to ensure new team members are immediately aligned with Ivy's Mission and Code of Conduct. III. Leadership and Compliance A. Team Leadership: Lead, mentor, and develop the HRBP and L&D teams, fostering a culture of high performance, accountability, and continuous improvement within the HR function. B. Policy and Compliance: Ensure all HR policies, programs, and practices comply with federal, state, and local regulations. Serve as a subject matter expert on HR best practices and provide guidance on complex legal and regulatory matters. C. Budget Management: Manage the operational budgets for the HRBP and L&D functions, ensuring effective allocation of resources to meet strategic objectives. V. Culture and Engagement Stewardship A. Cultivate Organizational Culture and Engagement: Lead the strategy, deployment, and management of the enterprise-wide Employee Engagement Survey program. This includes: Survey Leadership: Selecting and managing the appropriate survey methodology and technology to ensure high participation and actionable data. Data Analysis & Insight: Directing the analysis of survey results, identifying key drivers of engagement, pinpointing areas of cultural strength, and highlighting opportunities for improvement (e.g., in communication, professional development, or manager effectiveness). Action Planning: Developing and overseeing the strategic, organization-wide action planning process, partnering closely with the HRBP team and operational leaders to ensure meaningful, measurable follow-up that directly addresses employee feedback and reinforces Ivy's Mission and Values. Measure the impact of these actions on subsequent engagement scores and organizational performance. Qualifications Required Education & Experience: Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or a related field. A minimum of 10 years of progressive experience in Human Resources, with at least 5 years in a leadership role overseeing multiple HR functions (such as HR Business Partners, Training, HRIS, Total Rewards or Talent Management). Demonstrated experience in a high-growth, multi-site, or geographically dispersed organization (healthcare, retail, or similar service industry preferred). Proven success in building and scaling a robust organizational training/L&D function. Preferred Qualifications: Master's degree (MBA, MA in HR, or similar). Relevant professional certification (e.g., SPHR, SHRM-SCP, CPTM). Experience in the outpatient rehabilitation or healthcare services industry. Prior experience leading a total rewards function. Required Skills & Competencies: Exceptional strategic thinking and business acumen, with the ability to translate organizational goals into effective people strategies. Strong leadership presence and the ability to influence and partner with executives and senior operational leaders. Expert knowledge of US labor laws and HR best practices. Outstanding communication, presentation, and interpersonal skills. A passion for talent development, with a track record of driving learning initiatives that yield measurable improvements in performance and engagement. Why Choose Ivy? Best Employer: A prestigious honor to be recognized by Modern Healthcare, signifying excellence in our industry and providing an outstanding workplace culture. Exceeding Expectations: Deliver best-in-class care and witness exceptional patient outcomes. Incentives Galore: Eligibility for full benefits package beginning within your first month of employment. Generous PTO (Paid Time Off) plans and paid holidays. Empowering Values: Live by values that prioritize teamwork, growth, and serving others. #LI-Remote #LI-ST1 We are an equal opportunity employer, committed to diversity and inclusion in all aspects of the recruiting and employment process. Actual salaries depend on a variety of factors, including experience, specialty, education, and organizational need. Any listed salary range or contractual rate does not include bonuses/incentive, differential pay, or other forms of compensation or benefits. ivyrehab.com

Position: Organizational Development ManagerLocation: Mechanicsburg, PA (ONSITE) Schedule: Monday-Friday, 8:00AM-5:00PM (Full-Time) Who We Are: West Shore Home is a technology-driven and industry-leading home improvement company specializing in high-quality and convenient remodels of Bathrooms, Flooring, Windows, and Doors. West Shore Home operates in over 40 locations nationwide and is home to over 3,000 employees! Purpose of Position: As an Organizational Development Manager at West Shore Home, you will serve as internal project manager for large-scale organizational initiatives and restructuring efforts by partnering with departments across the business to strengthen organizational effectiveness and manage organizational change, ensuring successful execution. Key Role Accountabilities: Lead the design and optimization of organizational structures that promote efficiency, accountability, and effective communication across all business functions and branches. Support department leaders in the building of effective Organizational structures and EQS processes. Oversee the execution and evolution of the Role Description development and approval process. Provide business education into stratum and exemption statuses through the RD process. Own and continually enhance our performance management systems and tools, including HRIS (Dayforce) performance modules and Performance Evaluation Assessments (PEAs). Ensure systems reinforce accountability, development, and alignment with company strategy. Support Talent leadership with development, analysis, and reporting out of performance data. Design and manage employee engagement surveys; analyze results to provide actionable insights and partner with Human Resources Business Partners to implement targeted improvement plans. Minimum Requirements: Bachelor's degree required, Master's degree preferred. A minimum of 4 years of related work experience in the field of organizational development. Demonstrated experience developing and executing business wide strategies with an ability to lead and inspire others to achieve high performance. Strong ability to analyze complex data, identify trends, and make data-driven decisions. Dayforce experience, preferred. Benefits: Comprehensive Health Insurance options (Medical, Dental, Vision, Accident, Life, Critical Illness, Short and Long-Term Disability) 401(k) Retirement Plan with company match HSA plan with company match Paid holidays and paid time off (PTO) Employee Referral Program Employee Discount Program Paid training and unlimited professional growth potential Culture and Community: We believe that when employees feel valued and supported, they perform at their best. Our dedication to fostering a strong, value-driven culture has consistently earned us the Top Workplaces USA award as one of the nation's top employers, including recognition in Leadership, Purpose & Values, and Compensation & Benefits. West Shore Home strives to Bring Happiness to Every Home and that goes beyond our customers and employees. We support positive change in our communities by volunteering, giving back, and supporting nonprofits that make a difference. Learn more here: ************************************ #LI-RM1 #CORPRM