Human resources business partner jobs in Murfreesboro, TN - 53 jobs

The Human Resources Manager will be responsible for managing all human resource activities, including recruitment, compliance, employee relations, training, and benefits administration. This role is critical in ensuring a strong workforce that meets both operational compliance and industry standards. Responsibilities Lead recruitment and develop strategies to attract and retain skilled painters, sandblasters, fireproofing specialists, and other key staff. Manage the hiring process, including job postings, interviews, and onboarding. Point of contact for all employee inquiries and concerns. Ensure compliance with federal, state, and local labor laws. Develop and implement company policies and procedures. Process all new hires though E-Verify and maintain all I9 Forms and documents. Work closely with the Safety Manager and assist in accident investigations and coordinate workers' compensation claims. Handle employee relations issues, investigations, and conflict resolution. Oversee disciplinary actions and terminations when necessary. Work closely with EAP program and promote services to employees. Promote a culture of continuous learning and career advancement. Partner with supervisors to ensure employees receive necessary certifications and professional development. Manage employee benefits programs, including health insurance, retirement plans, and leave requests. Address employee inquiries regarding compensation and benefits. Implement performance evaluation systems and ensure regular feedback. Support managers in addressing performance issues and employee development plans. Work closely with CFO and Payroll department and assist with Foundation and HRHQ system maintenance. Work closely with Corporate Chaplains of America (Care Coaches) to assist employees in need. Communicate with Giving Committee as employee requests are received. Participate in Strategic Planning with CIP Leadership Team. Qualifications MUST be Bilingual (English/Spanish) Bachelor's degree in Human Resources, Business Administration, or equivalent work experience preferred. 5+ years of HR experience, preferably in the construction, industrial services, or painting industry. SHRM-CP or SHRM-SCP certification preferred. Strong knowledge of employment laws and OSHA regulations. Experience managing recruitment for skilled labor/trades. Excellent interpersonal, communication, and problem-solving skills. Proficiency in HRIS systems.

Our client, located in Franklin, TN, seeks a direct hire VP of HR to join their team. The Vice President of Human Resources reports directly to the CEO and provides strategic and operational leadership for all Human Resources functions. As a key member of the Senior Leadership Team, this role partners closely with executive leadership to support business strategy, organizational growth, and a high-performance culture. Duties: Lead and administer all Human Resources functions, including policy development, compliance with federal, state, and local labor laws, and fostering an inclusive, high-performance workplace culture. Partner with executive leadership on workforce planning, talent acquisition, onboarding, retention, and succession strategies aligned with business objectives. Oversee total rewards programs, including compensation strategy, health and welfare benefits, 401(k) administration, payroll, and vendor management to ensure competitiveness, equity, and compliance. Provide strategic guidance and hands-on support to leaders on employee relations, performance management, coaching, corrective action, and employee transitions. Manage employee recruitment, training, development, engagement initiatives, and company-wide events to support growth, collaboration, and retention. Maintain HR systems, records, reporting, insurance programs, and audit readiness, leveraging data and cross-functional partnerships to support organizational strategy. Requirements: Bachelor's Degree required HR Professional Certification is required 10+ years of direct experience owning and directing all HR functions (including payroll and TA) of an organization Healthcare and/or Insurance industry experience required Experience with small to mid-sized organizations required Title: VP of HR Location: Franklin, TN (fully on site Monday - Friday) Pay: $130k-$150 base salary depending on experience Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual's skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company's 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.

Classification: Exempt Reports to: Director of Human Resources At Intune, we build deeply personalized physical therapy experiences. As a family business, we launched Intune with the core belief that physical therapy should be personal: a personal plan of care tailored to each individual's goals and circumstances, and an outstanding patient experience based on personal and lasting relationships. We believe that by prioritizing the individual and committing to their long-term and full-body healing, we can make a profound and lasting impact on our patients and our communities. Our parent company, Highland Ventures, is a national venture management company focused on strategically developing and operating businesses centered around its real estate portfolio. A family-owned business, Highland Ventures operates in the real estate, foodservice, and healthcare industries, while also evaluating other industries for investment. Our current businesses include: Hoogland Restaurant Group: The largest franchisee of Marco's Pizza with 130+ locations. Legacy Commercial Property: Own and manage over 700 commercial properties. Highland Pure Water & Ice: 24/7 kiosks with over 70 locations in 10+ states. Intune Physical Therapy: A physical therapy brand currently being built from the ground up. Role Summary We are looking for a dynamic recruiter who is eager to join a start-up and build a healthcare company from the ground-up. If you are passionate about finding and hiring exceptional people, then this may be the job for you! The Talent Acquisition Manager will be responsible for hiring top-notch clinical and non-clinical employees for our PT locations across the US to ensure we are adequately staffed in order to meet the needs of our patients. They will partner with hiring managers in order to understand staffing needs, develop workforce planning initiatives, and develop strong pipelines to reduce time to fill for all positions. Essential Functions 1. Identify hiring needs & quality candidates in partnership with hiring managers 2. Develop s and communication templates that will attract both active and passive candidates 3. Stay abreast of industry and innovative ways to attract top talent 4. Assist with development of recruitment strategies within each market to address recruiting challenges 5. Work with Marketing to increase company brand awareness among potential recruits and professional relationships 6. Develop best in class sourcing strategies to develop high quality active and passive candidate pipelines. 7. Attends career fairs and other recruitment events 8. Review applicant pipeline and determine when sponsored ads are needed and manage sponsorship budget 9. Maintain accurate candidate electronic files and documentation 10. Develop and maintain professional relationships with colleges & universities and diverse professional organizations. 11. Review results of background checks and communicate issues accordingly 12. Ensure that recruitment and employment activities are in compliance with government regulations 13. Participates in special projects as needed Competencies 1. Strong knowledge of all aspects of recruiting and sourcing strategies of top healthcare talent 2. Excellent communication skills - both verbal & written 3. Thoroughness and attention to detail 4. Ethical conduct 5. Teamwork & collaboration skills 6. Flexibility and willingness to learn 7. Technologically savvy 8. Excellent interpersonal skills with ability to manage confidential and sensitive information 9. Knowledgeable of the principles, practices and procedures related to recruiting and onboarding Position type and expected hours of work This is a full-time position. Days and hours of work are typically Monday through Friday, 8/9:00 a.m. to 5/ 6 p.m. The home office is located in Brentwood, TN. No remote opportunities are available at this time. Travel Ability to travel as needed for recruiting and hiring events. Required education and experience Bachelor's degree 3 years+ in healthcare recruitment Familiarity with software programs used in this job preferred (i.e. Microsoft, Indeed, LinkedIn, ATS) Other duties Please note that this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Our client is looking for a Vice President of Human Resources. The Vice President of HR plans, directs, implements, and oversees human resources policies and activities such as employment, recruitment, compensation, benefits, training, employee relations, and communications for corporate and branch locations by performing the following duties: Plans, develops, organizes, implements, directs, and evaluates the organization's human resource function and performance. Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people. Translates the strategic and tactical business plans into HR strategic and operational plans. Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization. Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization. Develops human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the industry. Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance. Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees. Coordinates the activities, programs, and strategic HR plans of other HR departments throughout the organization. Provides technical advice and knowledge with others in the HR department. Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education, and career development, among others. Establishes credibility throughout the organization to be an effective listener and problem solver of people issues. Oversees and conducts investigations of alleged violations of company policies and procedures and recommends appropriate corrective action and disciplinary action. Reviews responses to employment-law related charges, including EEOC, DOL, NLRB. Provides coaching to management on personal and organizational growth. Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization. Collaborates with legal counsel to establish and maintain a company-wide Affirmative Action Plan and 1-9 verification and participation. Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities. Participates in planning and coordination of large-scale transitions; and Oversees all regulatory and compliance aspects of the Human Resource function. Other duties may be assigned by the CHRO: The Ideal Candidate will have: Bachelor's degree (B. A.) from four-year college or university in Human Resources/Business Management or related field Seven (7) years of related experience PHR certification and/or SPHR certification preferred Master's Degree preferred

Building the people that build the world. With platforms in HVAC and Detection and Measurement, SPX Technologies builds innovative solutions that enable a safer, more efficient, sustainable world. Through our RiSE talent development framework, we Reach, Identify, Strengthen, and Engage our employees to support them in their continued development. We're a global company of problem solvers, collaborators, and innovators, and our businesses build solutions that impact the world. TAMCO is an innovative manufacturer of high-end, superior quality dampers and air control products that serve commercial, industrial, and institutional markets. With its high attention to detail for products that are durable, maintenance free, energy efficient, and unparalleled in performance, companies rely on TAMCO to provide comfort and mission critical and industrial cooling solutions. What you can expect in this role (Job Responsibilities) While each day brings new opportunities at SPX, your core responsibilities will be: Employee Relations Serve as the key employee relations contact to respond and follow up to day-to-day HR related issues such as performance management, benefits questions, attendance, payroll, and other workplace concerns. Provide support and guidance to leaders and associates with the importance on maintaining a high performing work environment and emphasizing coaching, counseling, policies and standards. Continually improve employee relations through proactive identification of workplace issues, appropriate policy review and implementation, and employee engagement Support effective local communication (monthly operations meetings, announcements, bulletin board, electronic communication board, etc.) Assist in driving an elevated level of employee engagement by updating Company information, Coordinate of on-site events. Assist and develop employee self-service. Recruiting & Performance Management Support the full scope of the employee life cycle including identify resourcing issues, implementing local staffing plans to ensure staffing levels are met, recruiting, onboarding, and exit practices. Lead and support hourly recruiting, hiring and onboarding in high volume environment. Manage and support temporary agency staffing levels, performance and relationships. Support employee training, career development and recognition programs. Coordinate, support and monitor employee performance reviews mid-year and end of year for target completion. System and Compliance Support Support the HR systems such as Dayforce, Success Factors, and other systems by coordinating the collection of information, inputting information, and running/auditing reports. Manage attendance tracking system and administer attendance policy. Responsible for filing system and records retention maintenance. Complete reports by pulling and analyzing data from HRIS systems and related data sources. Serve as site Benefit contact. Provide direction and support for all regulatory requirements and corporate compliance guidelines. Update and maintain job descriptions. Support annual pay planning process. Continuous Improvement Function as advocate for a continuous improvement and safety culture. Proactively identify risks, opportunities, and potential solutions that enable the business. Support and maintain HR and business metrics. Participate in other projects as assigned that relate to the overall goals of the department and organization. What we are looking for (Experience, Knowledge, Skills, Abilities, Education) We each bring something to the table, and we are looking for someone who has: Required Experience HR Generalist role experience Project management skills Preferred Experience, Knowledge, Skills, and Abilities Prior HR experience in Manufacturing Operations. Experience and ability in coaching and advising supervisors and managers on employee relations issues. Experience in high volume staffing environment. Experience with a temporary workforce and seasonal; staffing. Strong computer skills with strong Microsoft office skills (Advanced Excel & PowerPoint preferred) Knowledge of employment laws. Demonstrated capability in core HR areas (employee relations, compensation, talent management, engagement). Excellent communication skills, verbal and written. Experience working with Time and Attendance Systems (Ceridian is a plus) Proven ability to speak with data and build businesses cases in oral and written form. Experience in manufacturing recruiting. Excellent analytical, organizational, and problem-solving abilities with keen attention to detail How we live our culture Our culture is at the center of what we do and, more importantly, who we are. Our core values set a standard for how we manage ourselves, and our Leadership Model sets the standard for how we engage with each other. Whether you are an individual contributor or you lead a large team, each of us leads at SPX. What benefits do we offer? We know that the well-being of our employees is integral. Our benefits include: Generous and flexible paid time off including paid personal time off, caregiver, parental, and volunteer leave Competitive health insurance plans and 401(k) match, with benefits starting day one Competitive and performance-based compensation packages and bonus plans Educational assistance, leadership development programs, and recognition programs Our commitment to embrace diversity to build a culture of inclusion at SPX We value different backgrounds, experiences, and voices at SPX, and we are committed to challenging ourselves, openly communicating, and striving to improve every day. We believe in creating an inclusive work environment where everyone has a voice and is encouraged to realize their fullest potential. SPX is an affirmative action and equal opportunity employer committed to making selection decisions without regard to race, color, religion, sex, sexual orientation or identity, national origin, age, disability, veteran status, or any other legally protected basis.

CEVA Logistics provides global supply chain solutions to connect people, products, and providers all around the world. Present in 170+ countries and with more than 110,000 employees spread over 1,500 sites, we are proud to be a Top 5 global 3PL. We believe that our employees are the key to our success. We want to engage and empower our diverse, global team to co-create value with our customers through our solutions in contract logistics and air, ocean, ground, and finished vehicle transport. That is why CEVA Logistics offers a dynamic and exceptional work environment that fosters personal growth, innovation, and continuous improvement. DARE TO GROW! Join CEVA Logistics, and you will be part of a team that values imagination and continued learning and is committed to excellence in everything we do. Join us in our mission to shape the future of global logistics. As we continue growing at a fast pace, will you "Dare to Grow" with us? Pay Range: $90,000 - 100,000 YOUR ROLE The HR Business Partner (Sr Specialist) for Operations serves as a strategic partner to management and employees, providing HR guidance and support. The HRBP (Sr Specialist) will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement and promote a culture of continuous improvement. He/she is responsible for talent management, workforce planning, employee relations, compliance and HR KPIs for scope population. WHAT ARE YOU GOING TO DO? Business Partnership * Serves as an important resource to business units in the interpretation of human resources policy and procedures, legal compliance, employment law and ensuring knowledge development on HR trends. * Partners with Regional HR ensure consistent interpretation and application of CEVA policies. * Support BU KPI improvements via people and process. * Participate in site GEMBA walks and ensure significant warehouse presence to enable a strong and visible connection to the operations and its workforce. Talent Management * Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent. * Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to managed population and develop necessary training and communication tools to ensure robust deployment and understanding. * Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). * Collaborate with management to design succession plans for key talents and key job positions. * Identifies training needs for business units and individual executive coaching needs. Organization Design & Workforce Planning * Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention. * Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles. * Provides guidance and input on business unit restructures, workforce planning and succession planning. * Work with leaders to forecast short-term and long-term staffing needs based on targets and projects; assess current skill sets against future business requirements; implement and monitor action plans. HR Metrics & Reporting * Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population. * Analyze HR data and metrics to identify trends and provide insights to support decision-making. * Ensures accuracy and completeness for all administrative HR processes (new hire paperwork, benefits enrollment, etc.). * Continuously audits information for accuracy and reports any discrepancies in order to maintain data integrity. Compliance * Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements. * Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. * Partners with the legal department as needed/required. Employee Relations * Address employee concerns, conduct investigations and provide guidance on conflict resolution and disciplinary actions. * Oversee the consistent application and administration of the Collective Bargaining Agreements (CBA), ensuring alignment with legal and organizational requirements. WHAT ARE WE LOOKING FOR? Education and Experience: * Bachelor's Degree or equivalent in Human Resources or Organizational Development * Professional in Human Resources (PHR) certification preferred * Three to five plus years of progressive leadership experience in Human Resources positions Skills: * Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety training and preventive labor relations * Experience in the administration of HR programs and policies * Advanced proficiency in Microsoft Office, internet, web-based and job specific software applications * Excellent organizational skills Characteristics: * Effective oral and written communication skills * Excellent interpersonal and coaching skills * Ability to analyze complex problems and develop appropriate solutions WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together. CEVA Logistics is proud to be an equal opportunity work place and an affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status or any other characteristic. We are an Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individual with Disabilities. Nearest Major Market: Nashville

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves? As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best. In this position... The Senior Specialist, HR Business Partner at Ford Credit's Nashville Business Center is a pivotal role that supports the full employee lifecycle and day-to-day HR operations in a fast-paced environment. Based onsite at least four days per week, this professional ensures compliance with HR processes and employment laws while providing expert guidance on employee relations, performance management, and conflict resolution. Beyond tactical operations, the role serves as a strategic consultant to leadership, facilitating change management initiatives, developing key talent retention strategies, and leveraging data metrics to drive continuous improvement in culture and engagement. The ideal candidate brings at least three years of HR experience-ideally within auto finance or call center settings-and possesses the strong analytical and communication skills necessary to collaborate cross-functionally and support long-term business objectives. You'll have... Bachelor's Degree or Master's Degree (preferred) in Human Resources, Organizational Development, or any other related discipline or commensurate work experience. 3 + years of experience in Human Resources processes including, but not limited to, compensation planning, salaried personnel relations, performance management, employee coaching/counseling, employee engagement, employee development, organization development and workforce planning Prior Human Resources in auto finance / call center settings is preferred Strong business acumen, including financial analysis Demonstrated project management skills Experience partnering with cross-functional teams Strong oral and written communication skills Demonstrated ability to work as part of a team Strong analytical, problem solving, and organization skills This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically. You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply! As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all of the above? No matter what you choose, we offer a work life that works for you, including: Immediate medical, dental, vision and prescription drug coverage Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more Vehicle discount program for employees and family members and management leases Tuition assistance Established and active employee resource groups Paid time off for individual and team community service A generous schedule of paid holidays, including the week between Christmas and New Year's Day Paid time off and the option to purchase additional vacation time. This position is a salary grade 8. For more information on salary and benefits, click here: ***************************** Visa sponsorship is not available for this position. Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call **************. #LI-Onsite #LI-FordCredit LI-SL2 What you'll do... Counsels and guides leaders/employees on matters pertaining to employee relations, performance management, company policies, and legal requirements, along with a strong understanding of related concepts and principles. Ensures that all activities related to the HR function comply with department and organizational policies, and legal requirements. Facilitates discussions with functional areas relative to changes and updates on HR-related programs and policies. Collaborates well cross functionally with the employee relations team and departmental managers for the resolution of employee relations issues including conflict resolution, case investigations, and dispute management. Guides the delivery of special projects involving the development of innovative solutions and processes to deal with complex problems in the domains of employee engagement and culture, managing attrition, employee development, performance management, etc., consistent with business objectives and long-term strategy. Serves as a consultant on change management, organization development, employee development, and workforce planning. Demonstrates expertise in HR Business Partner function and related concepts. Proactively utilize data and metrics to identify employee trends and inform improvements to policy, process, and training to educate employees. Scan the external environment for regulations, best practices, and trends to be proactive and inform continuous improvement actions Capabilities Required Excellent communication, interpersonal, and problem-solving skills. Strong organizational and time-management skills, with keen attention to detail and accuracy. Ability to maintain confidentiality and handle sensitive information with discretion. Ability to work effectively in a fast-paced, team-oriented environment. Strong analytical skills with the ability to interpret data and identify trends. Ability to communicate complex ideas/findings clearly and concisely

Job Description The HR Manager is responsible for leading the Human Resources function across all locations, ensuring the development and implementation of HR strategies aligned with the organization's growth objectives. As the company evolves through its start-up phase into multi-location operations, the HR Manager will manage recruitment, employee relations, compliance, training and development, and foster a culture of employee engagement and high performance. The HR Manager will collaborate with leadership to develop policies, manage talent, and maintain a positive, compliant workplace environment that attracts and retains top talent. CORE FUNCTIONS: Oversee and manage all HR operations across multiple locations, ensuring alignment with the organization's goals and compliance with federal, state, and local employment regulations. Develop and implement HR strategies to support the organization's scaling from a start-up to a fully established multi-entity behavioral healthcare organization. Lead recruitment efforts to attract, hire, and retain skilled professionals in behavioral health, administrative, and operational roles. Drive initiatives that promote a positive, inclusive workplace culture, enhancing employee engagement and satisfaction. Implement systems and processes for performance management, employee development, and succession planning. Ensure compliance with all relevant labor laws, and oversee employee relations, conflict resolution, and workplace investigations. Manage benefits administration, compensation strategies, and payroll processes in alignment with organizational needs and financial objectives. ESSENTIAL DUTIES AND RESPONSIBILITIES: Recruitment & Talent Acquisition: Develop and lead comprehensive recruitment strategies to fill positions at all levels of the organization, ensuring staffing needs are met for current and upcoming locations. Employee Relations: Serve as the primary point of contact for employee concerns, grievances, and conflict resolution. Foster a culture of open communication and trust between employees and management. Policy Development & Compliance: Ensure that all HR policies are in line with federal, state, and local laws, especially concerning behavioral healthcare and workplace safety. Training & Development: Design and implement employee training programs, ensuring staff have the necessary skills to provide exceptional care and grow in their roles. Performance Management: Oversee the employee evaluation process, ensuring clear performance metrics are established, feedback is given, and professional growth is encouraged. Compensation & Benefits: Develop competitive compensation structures, manage benefits programs, and oversee payroll to ensure financial sustainability while attracting and retaining talent. Culture & Engagement: Champion employee engagement initiatives, creating a supportive work environment where employees feel valued and recognized. Support leadership in developing a company culture aligned with organizational values. HR Metrics & Reporting: Monitor and analyze HR metrics (turnover rates, retention, etc.) to provide insights that drive business decisions. Report regularly to the Administrative Director on HR performance and key initiatives. Leadership & Strategy: Collaborate with leadership, to align HR strategies with business goals, especially as the company expands its services and footprint. Demonstrates adherence to JCAHO standards, federal, state, and local regulations, licensing, and accrediting agencies. Leads in the execution of the organization's mission and vision Maintains compliance with Ongoing Training, HIPAA regulations, Joint Commission policies, as well as state-specific requirements Other duties as assigned QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. SHRM-SCP or PHR/SPHR certification is highly desirable. Minimum of 2 years of experience in HR management, preferably within healthcare or behavioral health settings. Strong understanding of labor laws, HR best practices, and employment regulations (FMLA, ADA, etc.). Demonstrated experience in multi-site HR management, with the ability to support geographically dispersed teams. Proven ability to manage complex employee relations issues and provide resolution strategies. Experience with start-up and fast-growth companies preferred. Excellent communication, leadership, and organizational skills, with the ability to influence senior management and handle confidential matters with discretion. Proficiency in HRIS systems and Google Suite. PHYSICAL DEMANDS: Phone Use: Requires significant use of a cellular phone, necessitating fine motor skills, hand-eye coordination, and the ability to view screens for extended periods. Sedentary Work: Primarily involves sitting most of the time, but may involve walking or standing for brief periods. Computer Use: Requires significant use of a computer and office equipment, necessitating fine motor skills, hand-eye coordination, and the ability to view computer monitors for extended periods. Lifting Requirements: Occasionally required to lift and/or move items weighing up to 20 pounds. Repetitive Motion: May involve repetitive motions of the wrists, hands, and/or fingers due to extensive writing and typing. Vision Requirements: Must be able to read documents and view information on computer screens; may also require the ability to adjust focus. Hearing and Speaking: Must be able to communicate effectively with coworkers and clients, both in person and via electronic communication tools. Vehicle Use: Requires focus and vision requirements for safe driving of clients WORK ENVIRONMENTt: Clinical Setting: Work is primarily conducted in a clinical outpatient setting designed for therapy sessions, group meetings, and client consultations. Interaction with Clients: Frequent direct interaction with clients who are dealing with substance abuse and related behavioral health issues. This includes individual and group therapy sessions. Emotional Demands: The environment can be emotionally demanding due to regular exposure to clients dealing with complex and often severe emotional, behavioral, and psychological issues. Confidentiality: A high level of discretion and adherence to all confidentiality requirements and regulations is required, respecting the privacy of clients at all times. Multi-disciplinary Team Collaboration: Requires close and collaborative work with other health care professionals, including psychiatrists, nurses, social workers, and administrative staff. Schedule Flexibility: May require flexible hours, including evenings and weekends, to accommodate the scheduling needs of clients. Crisis Situations: Must be prepared to handle acute behavioral health crises professionally and ethically, sometimes with support from other team members. Medical Testing Environment: Works in an environment where blood and urine samples are collected for drug screening purposes. Although not directly involved in the collection process, must be comfortable working in close proximity to medical testing procedures. The risk associated with these activities is very low, managed through strict adherence to health and safety protocols. Who we are: Epiphany Wellness is a state-of-the-art alcohol & drug addiction rehab center. Our expert, evidence-based program offers PHP, IOP, and OP treatment for substance abuse disorder. Our program is personalized based on the needs of each individual, and our clinical team creates custom-tailored recovery plans for each patient. Start your journey to lasting recovery today! Here at Epiphany Wellness, we foster an environment that encourages our team members to grow and develop their careers organically. What we offer: Competitive Salary Flexible Schedule Comprehensive benefits package includes medical, dental, and vision Tuition Reimbursement Vacation and Sick benefits Paid Holidays A company culture of promotions from within, with a start-up atmosphere allowing for varied and rapid career development. Epiphany Wellness is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. Epiphany Wellness makes hiring decisions based solely on qualifications, merit, and business needs at the time.

HR Contracts Manager Reports To: VP of Human Resources Position Type: Permanent - Full-Time ABOUT US du Pont REGISTRY Group proudly marks four decades as a cornerstone of the luxury automotive market in 2025. Renowned for connecting millions of buyers and sellers worldwide, du Pont REGISTRY Group has facilitated billions in automotive transactions while setting the standard for excellence in the industry. POSITION OVERVIEW The People Operations Contracts Manager is responsible for managing the end-to-end lifecycle of employment-related contracts, including offer letters, independent contractor agreements, amendments, and bespoke terms. This role ensures all documents are accurate, compliant, and aligned with approved company standards, while coordinating legal review, maintaining workflow visibility, and enabling a high-volume hiring environment. The ideal candidate is detail-oriented, operationally strong, skilled in drafting and redlining, and thrives in a fast-paced environment requiring accuracy, judgment, and cross-functional coordination. KEY RESPONSIBILITIES Contract Drafting & Document Management Draft, prepare, and issue employment contracts, offer letters, contractor agreements, and related documents using approved templates. Incorporate non-standard terms into agreements based on business needs, maintaining alignment with HR policies and compensation frameworks. Manage the clause library and maintain standardized templates across all entities. Maintain accurate version control and organized contract repository. Legal Coordination & Compliance Route contracts with non-standard language to Legal for review; manage revisions, track redlines, and ensure timely approval. Implement updates to templates and contract workflows based on guidance from Legal, HR leadership, and employment counsel. Ensure all contract terms comply with federal, state, and international employment law (as applicable). Serve as an information point for contract-related compliance questions. Workflow & Process Ownership Own the contract intake workflow from request to signature, ensuring SLAs are met. Partner with HR Business Partners, Talent Acquisition, Finance, and Legal to ensure accuracy of compensation, benefits, and work arrangements. Identify gaps in processes and recommend improvements to reduce cycle time and risk. Support the HRIS team in integrating contract workflows into BambooHR or other systems. Quality Assurance & Governance Conduct quality checks across all drafted agreements to ensure consistency, accuracy, and alignment with approved terms. Monitor contract trends and identify areas where standardization or policy updates are needed. Maintain documentation of approved exceptions and ensure alignment with compensation guidelines. Support audit requests and ensure recordkeeping is compliant with policy and legal requirements. Cross-Functional Collaboration Partner with Talent Acquisition to ensure contract requests include all required job, compensation, and classification details. Work closely with Finance and Payroll to ensure contract terms are accurately translated into onboarding and payroll setup. Collaborate with Legal to maintain updated templates, new clauses, and jurisdiction specific requirements. QUALIFICATIONS 3-6 years of experience in HR, Payroll, Legal Operations, or a contract-focused HR role. Strong drafting, writing, and editing skills with experience reviewing or redlining documents. Familiarity with employment contracts, compensation structures, and general HR/Legal compliance. Extremely high attention to detail, accuracy, and follow-through. Ability to manage a high-volume workflow with shifting priorities and tight deadlines. Experience in a multi-entity or multi-jurisdiction environment. Experience with BambooHR, deel., ADP or similar HRIS/ATS systems. Paralegal background or experience supporting internal Legal or Compliance teams. Exposure to employment law concepts and contract interpretation.

The purpose of this position is to lead and direct the functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, leave, and enforcing company policies and practices. DUTIES AND RESPONSIBILITIES: * Works closely with the site leadership teams to ensure that local business and operations initiatives are planned and executed to maximize positive business results for the site and Company. * Creates and manages retention-based initiatives and proactive engagement programs designed to reduce unwanted employee turnover and to maximize productivity. * Manages and executes the administration of the site's compensation programs. Manages local performance management and base pay programs including the annual merit planning process and off-cycle compensation requests. * Directs and leads the use of the HRIS and the adoption of its associated HR processes for the assigned sites and ensures data accuracy. * Provides coaching to managers and employees in various areas of performance management and assessment ensuring the right messages are getting to the right people at the right time to achieve maximum organizational effectiveness. * Works with external broker, vendor representatives, and corporate HR in the administration of employee benefit programs, including retirement, disability, health, dental, group life and accident plans for the site. * Develops and conducts various employee and managerial communications meetings within the site to determine the impact of programs and activities on employee morale. * Consults with managers on various matters related to organizational design and development that leads to improved effectiveness. Provides advisory and investigative support on sensitive employee relations issues working with legal counsel when necessary. * Acts as an impartial advocate to ensure individuals receive fair and equitable treatment in balance with needs of the business * Develop and execute procedures and policies, providing guidance and interpretation for business operations. * Develop HR objectives and systems, including metrics, queries, and standard reports for ongoing company requirements. * Oversee the administering of benefits, compensation, and employee performance programs. * Suggest new procedures and policies to continually improve efficiency of the HR department and organization, and to improve employee experience. * Ensure legal compliance of HR state and federal regulations and applicable employment laws, and update policies and/or procedures as required. * Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. * Create and distribute internal communications regarding status changes, benefits, or company policies. * Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. * Prepare paperwork, schedule, and facilitate smooth new hire onboarding process, coordinating with cross-functional departments to deliver an exceptional first-day experience. * Handle all administrative tasks for onboarding, new hire orientation, and exit interviews, including entering data into HR information systems and auditing for accuracy and compliance. * Provide an effective and dedicated HR advisory service to employees in relation to absence and health issues, conduct and capability, complaint matters, organizational change, and all other employee-relations matters. * Assist in the communication, interpretation of employee handbook, employee directory, and organizational chart, and contributes to the development of policies. * Expected to adhere to safe work practices, follow GMP and HACCP guidelines, maintain sanitary conditions and ensure that product quality is maintained. Report to management any conditions or practices that may adversely affect food safety, food quality or personnel safety. * Maintain a positive work atmosphere by acting and communicating in a manner so that you get along with customers, clients, co-workers, and management. * Performs other duties as assigned. Requirements REQUIRED EDUCATION, EXPERIENCE, AND SKILLS: * Associates Degree in Human Resources or a related field, or equivalent combination of education, training and/or experience. PREFERRED EDUCATION, EXPERIENCE, AND SKILLS: * Bachelor's Degree in business, Human Resources Management, or Organizational Development. * 5+ years of experience working in a Human Resources role with increasing responsibility. * Ability to work independently, handle multiple tasks and problem solve effectively. * Excellent interpersonal skills, ethics, and cultural awareness * Excellent verbal, written and presentation skills. * Exceptional computer skills in Microsoft Office Suite (Access, Excel, Outlook, PowerPoint, Publisher, Word). * PHR or other relevant certification preferred. * Previous experience in a highly regulated industry or interacting directly with state regulators is a plus. * Working knowledge of HRIS systems. * Strong detail-oriented and resourceful mindset. * Knowledge of HR federal & state laws and regulations. * Operate with a high level of professionalism and integrity, including dealing with confidential information.

MAU is hiring a Regional HR Manager in the Central US. As a Regional HR Manager, you will lead HR operations across multiple manufacturing facilities, driving strategic HR initiatives and supporting organizational goals. This is a direct-hire opportunity. Benefits Package * Paid Time Off and Paid Holidays * Comprehensive Medical, Dental, and Vision coverage * Company-paid Short-Term Disability Insurance and Life Insurance * Additional coverage options: Long-Term Disability, Supplemental Life, Accident, and Critical Illness plans * 401(k) retirement plan with generous company contribution * Onsite training and unlimited growth potential within the organization * Performance-based salary increases Shift Information * Monday through Friday, 8:00 AM - 5:00 PM * Travel: Up to 25% within the Central US region Required Education and Experience * Bachelor's degree in Human Resources, Business Management, or related field strongly preferred (a combination of education and experience will be considered) * 5+ years of progressive HR experience in a manufacturing, logistics, or similar environment Preferred Education and Experience * HR certifications such as PHR, SPHR, SHRM-CP, or SHRM-SCP are a plus General Requirements * Exceptional leadership presence with ability to inspire and develop HR teams * Strong communication and interpersonal skills; proven ability to collaborate with senior leaders * Deep knowledge of labor laws, HR best practices, and operational safety, including OSHA compliance * Proficiency with HRIS systems (preferably ADP Workforce Now) * Ability to handle confidential and sensitive information with discretion * Strong critical thinking and problem-solving capabilities * Business acumen with experience aligning HR strategy to organizational goals * Willingness and ability to travel up to 25% Essential Functions * Establish, communicate, and enforce HR policies; ensure legal compliance and stay current with labor regulations * Administer payroll and benefits programs, including oversight of new hire and termination processes, life claims, coverage changes, and LTD claims * Serve as a trusted advisor to employees; address concerns and provide guidance * Promote a positive work environment and manage employee relations issues equitably * Collaborate with leadership to align HR initiatives with business objectives * Refine recruitment processes, conduct interviews, and foster talent pipelines through external partnerships * Lead performance management processes; coach managers on feedback and recognition * Advise supervisors on employee relations issues including disciplinary actions, promotions, and terminations * Support and guide performance reviews, improvement plans, and merit increases * Oversee promotions, transfers, and maintain employee statistics for government reporting * Facilitate employee training on HR policies and updates * Manage return-to-work plans for employees returning from leave or injury * Lead safety training initiatives, investigate incidents, and report findings to insurance carriers * Use HR data insights to inform decisions and enhance operations Working Conditions * Multi-site HR role across manufacturing facilities in the Central US * Regional travel up to 25% required

Manager of Talent & Culture Because people don't just work here - they belong here. Are you an HR professional who believes culture isn't a buzzword, but a lived experience? Do you get excited about creating meaningful moments - from a candidate's first click on a job posting to their last day celebration? If you're equal parts champion, culture builder, and talent matchmaker, this role might have your heart written all over it. About the Role The Manager of Talent & Culture is responsible for designing and delivering a positive, engaging, and successful employee life-cycle experience for All Heart employees. You'll partner closely with our People Operations team, support leaders across the organization, and serve as a trusted backup to the Director of People Operations. This is a highly visible role for someone who brings HR expertise, emotional intelligence, creativity, and personality - and loves building a workplace where people thrive. What You'll Do Create Exceptional Employee Experiences Design and deliver a positive employee life-cycle experience - from application to onboarding to career growth and beyond. Partner with the People Operations team to develop new programs, including engaging onboarding experiences. Lead employee celebrations, recognition efforts, and memorable moments that build connection and pride. Attract & Engage Amazing Talent Create a standout candidate experience through job postings, advertising, social media, and initial screening interviews. Guide selected candidates through offers and onboarding with clarity, warmth, and professionalism. Represent All Heart at job fairs and community recruiting events - engaging candidates and building excitement about working here. Build Culture That Lasts Initiate and administer retention programs such as Stay Interviews, Employee Recognition, Newsletters, and Tuition Reimbursement. Partner with leaders to develop and maintain the All Heart Academy, supporting training and development initiatives. Oversee stay interviews, performance reviews, and development programs that help employees grow and succeed. Support Leaders & Employee Relations Coach leaders on employee relations matters and participate in discussions as needed. Ensure all employee relations documentation is properly received and maintained. Serve as backup to the Director of People Operations when needed. What We're Looking For Strong HR and People Operations knowledge A natural people connector with high emotional intelligence Someone who brings energy, creativity, and authenticity to work A confident communicator who can engage employees at all levels A culture-builder who leads with heart, fairness, and professionalism

Summary/Objective Provide leadership for the Human Resource Department. The HR Manager is expected to ensure that Human Resource policies and procedures are properly interpreted, efficiently implemented and that all federal, state and local laws and statutes, as they relate to Human Resource practices are adhered to. To contribute to a work environment where fairness, equality and non-discriminatory practices are the standard. Essential Functions Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Responsible to provide day-to-day supervision to Human Resources, payroll, benefits, and training. Direct recruitment of personnel at all levels. Arrange, direct, and supervise new employee orientation. Conduct exit interviews, where applicable, for terminating employees. Maintain necessary turnover statistics. Implement, coordinate, monitor and assist with the presentation of Company training programs, ensuring that the YAPP USA Automotive Systems, Inc. is aware of the training and required pre-approval is done. Provide guidance and counsel to employees, supervisors, and management with respect to in-house training, outside sources, procedures, benefits coverage, etc. Provide interpretations to management personnel in compliance with corporate discipline policies and procedures. Ensure up-to-date confidential employee file system is in place. Maintain current organizational charts for the company according to the established procedures. Ensure the safety policies and procedures are being enforced. Establishes, maintains, and continually enhances the company's safety programs, insures federal, state, and local environmental compliance, and works to enhance the health and safety of our employees and facility while being a responsible steward of our environment. Interface with various agencies such as Worker's Compensation, Unemployment Insurance, EEOC, etc. Ensure ADP Time and Attendance is accurately updated and calculated on time. Ensure that all aspects of his/her area of responsibility are always in full compliance with the quality system in place at the operation. To inform employees of changes to their day-to-day responsibilities and provide regular constructive feedback on their performance. Ensuring that all department personnel are aware and working in accordance to their and standards. Recommending and taking appropriate action where employees are not meeting standards. To ensure that employees have sufficient job training and information to efficiently perform their tasks in terms of both quantity and quality. To keep employees informed of company policies, practices and procedures through departmental meetings and one-on-one discussions, etc. Assist in monitoring attendance by reviewing absence sheets. Advise Director of Operations of all unusual and/or abnormal employee problems or concerns. Being receptive to employee problems when they arise and to seek and provide a prompt response and a resolution. Giving an immediate answer when rules are clear and by seeking and provide answers where necessary if rules are not clear. Participate with employee in ongoing performance reviews and the required standards. Ensure there are no quality or production interruptions or errors due to lack of giving or seeking information by fully informing the appropriate personnel of all events affecting plant operations. Promote a productive working environment by promoting good communication and cooperation; maintain positive habits and attitudes. Create and maintain an atmosphere in the company, which will foster an “open door” policy to improve employee communications and satisfaction. Ensure that all guidelines under the Occupational Health and Safety Act are being followed. Take action to promptly correct or remove all workplace hazards and unsafe work conditions. Provide first aid treatment, if properly trained, to an injured employee and immediately seek whatever assistance is required. Preferred Soft Skills Promote good communication and cooperation. Always maintain confidentiality. Maintain positive habits and attitudes. Teamwork Capacity Organizational Skills Initiative Leadership Supervisory Responsibility The HR Manager manages all employees of the department and is responsible for the performance management and hiring of the employees within that department. Work Environment This job operates in an office/manufacturing environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. While performing the duties of this job, the HR Manager is frequently exposed to work near moving mechanical parts in the manufacturing environment. The noise level in the manufacturing environment is usually moderate. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to grasp small items, handle, or feel; and reach with hands and arms. Position Type/Expected Hours of Work This is a Monday through Friday position with hours to be determined. Occasional evening and weekend work may be required as job duties demand. Travel Travel for this position is minimal. Required Education and Experience Bachelor of Science in Human Resources or related business field Track record of knowledge HR Management Preferred Education and Experience Master's degree preferably in Human Resources or related business field Five (5) years' experience in manufacturing (preferably in Automotive Industry) Knowledge of current OSHA, Quality (ISO 9001) and Environment (ISO 14001) standards. Previous experience managing ISO-9001 and/or 14001 systems and registrations. In depth knowledge of IATF16949 Principles Additional Eligibility Qualifications Must relate and interact with people at all levels of the Company. Must be flexible and have well-developed interpersonal skills. Ability to handle novel and diverse work problems daily. Computer literate Ability to always maintain confidentiality. Work Authorization/Security Clearance Must have valid working documents to work in the United States. Must be able to attain a valid passport. AAP/EEO Statement To provide equal employment and advancement opportunities to all individuals. Employment decisions at YAPP USA Automotive Systems, Inc. will be based on merit, qualifications and abilities. Employment decisions shall comply with all applicable federal, state and local laws prohibiting discrimination or harassment in the workplace. YAPP USA Automotive Systems, Inc. does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, weight, height, familial status, veteran status, or any other characteristic protected by law. Other Duties Please note this is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Signatures This job description has been approved by all levels of management: HR_________________________________________________________ Employee signature below constitutes employee's understanding of the requirements, essential functions and duties of the position. Employee__________________________________ Date_____________ Job Type: Full-time Pay: Up to $90,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Disability insurance Flexible spending account Health insurance Health savings account Life insurance Paid time off Referral program Relocation assistance Vision insurance Schedule: Monday to Friday Supplemental Pay: Bonus pay COVID-19 considerations:Onsite interviews are conducted only on an as needed basis. All visitors are required to pass temperature check, fill out a screening questionnaire, wear masks at all times and observe social distancing Ability to commute/relocate: Gallatin, TN 37066 (Preferred) Application Question(s): In what manufacturing industry do you have experience in? What software or tools do you believe would best help with this role? What employee benefits do you believe are best at driving retention and satisfaction? Education: Bachelor's (Preferred) Experience: Human Resources: 3 years (Preferred) Manufacturing: 3 years (Preferred) Work Location: One location Work Remotely: No Work Location: One location 30+ days ago

Full-time Description Easter Seals TN continues to grow and expand with supports for individuals and families across Tennessee. This position, reporting to the Chief Compliance and HR Officer, will drive continued compliance and oversight to hire and train new staff. This position will also ensure all current staff are trained to the standards of the funding sources. Successful candidates must be able to demonstrate and share their understanding of Human Resources and will become one of the agency's FA/CPR and CPI trainers. Minimum of 4 years' experience working in Human Resources required. College degree preferred. Must be available to travel weekly across TN to support service sites and staff. Position will be based in the Lebanon office. Hours are Monday - Friday 8 AM to 4:30 PM. 70% Employer paid employee health insurance Employer paid life insurance Employer paid Long Term Disability Partial employer paid Short Term Disability Dental insurance Vision insurance Retirement plan with company match Paid holidays Generous PTO and other benefits We are an equal opportunity employer and prohibit discrimination/harassment 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. Salary Description $45,000 - $50,000 per year depending on experience

A career with Brookdale has never been more rewarding! Brookdale is the only national full-spectrum senior living solutions company and committed to providing the best options for our over 110,000 residents we serve. The services that we offer ensure residents continue to live the lives that they want while also meeting all of their needs along the way. Every day our associates collaborate to guarantee this promise is fulfilled in more than 1,150 communities in 47 states. Our Senior Living Solutions include: Independent Living, Assisted Living, Memory Care, Skilled Nursing, Continuing Care Retirement, Therapy, Hospice, Home Health, and Personalized Living. Brookdale. Bringing new life to senior living. Job Description * Consults with company managers and executives to develop processes and programs around succession planning, performance management, identifying talent, and talent reviews. * Conducts needs analysis, outlines operational requirements, and translates these into tangible talent management programs. * Translate the needs of operations leadership into actionable projects and talent management programs. * Lead and facilitate Brookdale's Talent Review process including the identification and development of top, emerging, and valued talent. * Use proven project management and program management methodologies to build talent management programs * Designs and delivers talent management processes including talent review (assessment and identification). Develops relationships with key leaders to review and refine the talent review process to identify opportunities for associate growth. * Manage the performance management process to help leaders and employees better understand the expectations for success and to give and receive feedback * Develop and manage an executive and senior leadership coaching program to build the organizational leadership skills at all levels in the organization * Develop a variety of training materials, tools and resources to support transformation of performance management * Utilize innovative practices, research, insight, experience and understanding of the needs and culture of Brookdale to develop and deliver leadership, communication, performance and other talent related initiatives. * Collaborate with leadership to design and facilitate change management initiatives that increase engagement and to meet strategic business objectives Qualifications * Bachelor's Degree in Human Resources, Business Administration, or other related field required. * Minimum five to seven years' experience in talent management, organizational effectiveness and talent acquisition required; or equivalent combination of education and experience. Additional Information Visit *********************************************************************** to apply to this job or visit the Brookdale career site to read more about Brookdale, ************************

MOTLOW STATE COMMUNITY COLLEGE Assistant Director of Human Resources Campus: Moore County Position number: B99829 Salary: $60,000 to $63,000 Motlow State is located in the beautiful rolling hills of middle Tennessee and has four campuses that serve students from eleven counties. We offer a comprehensive benefits package that includes an excellent retirement package from the state of Tennessee, 401K plan with match, thirteen paid annual holidays in addition to annual and sick leave days, health and dental insurance, tuition discounts, and state employee discounts. Motlow positions are contingent upon funding availability and budget approval. General Function: Supports the Executive Director in managing the daily operations of the Human Resources department. This position assists with implementing HR policies, coordinating core HR functions, and providing leadership in areas such as recruitment, employee relations, benefits administration, and training. The Assistant Director ensures HR services are delivered effectively and in alignment with institutional values and goals. The role requires strong organizational, interpersonal, and problem-solving skills and a solid understanding of human resources best practices and applicable employment laws. Minimum Qualifications: Bachelor's degree earned from a regionally accredited institution in Human Resources, Business Administration, or related field and at least five (5) years of professional HR experience, with at least two (2) years in a generalist or coordinator role. Human Resources certification (SPHR, PHR, SHRM-SCP, SHRM-CP) required. Preferred Qualifications: Master's degree earned from a regionally accredited institution in Human Resources or related field and at least five (5) years of professional HR experience in higher education or public sector HR, with at least two (2) years in a generalist or coordinator role including experience assisting with investigations and workplace training initiatives. Human Resources certification (SPHR, PHR, SHRM-SCP, SHRM-CP) required. Major Duties and Responsibilities: Provide leadership, direction, guidance, training, and oversight for assigned HR staff and programs. Assists EDHR with budget management, and policy formation for the Human Resources unit Support Recruitment and Hiring Coordinate recruitment processes including job postings, applicant tracking, interview scheduling, and candidate communications. Work with hiring managers to ensure equitable and efficient hiring practices. Assist with Employee Relations Provide guidance to employees and supervisors on workplace issues. Support conflict resolution efforts, help administer corrective actions, and promote a respectful, productive work environment. Benefits and Leave Administration Administer employee benefits programs, including health insurance, retirement plans, and leave programs (FMLA, paid time off, etc.). Serve as a point of contact for benefits inquiries and open enrollment. Coordinate On-boarding and Off-boarding Facilitate smooth on-boarding for new hires and exit processes for departing employees. Ensure required documentation is completed and orientation materials are delivered consistently. Support Workplace Investigations Assist with fact-gathering, documentation, and communication related to workplace investigations. Ensure confidentiality and accurate record keeping throughout the process. Performance Management Support Provide administrative and coaching support to departments during the performance review process. Help track evaluations and identify training or improvement needs. Training and Development Assist with the planning, coordination, and delivery of professional development and compliance training. Help assess training effectiveness and identify emerging employee learning needs. Policy and Procedure Implementation Help implement and communicate HR policies and ensure consistency in their application. Draft policies, procedural guides, and resources for employees and supervisors. Maintain Employee Records Ensure accurate and up-to-date personnel records in accordance with legal and institutional requirements. Assist with audits and data reporting as needed. HR Operations and Process Improvement Recommend and implement improvements to HR procedures, documentation workflows, and customer service practices. Identify opportunities to streamline operations and enhance service delivery. Other Duties as assigned Knowledge, Skills and Abilities: Thorough knowledge and understanding of employment laws including, but not limited to FMLA, FLSA, ADA, EEO, and HR standards. Ability to ensure institutional compliance and consistent application of HR policies across departments Strong interpersonal and mediation skills to support employee relations, provide guidance on workplace issues, and help administer corrective actions. In-depth understanding of employee benefits programs, retirement plans, and leave laws. Ability to accurately administer benefits and serve as a knowledgeable point of contact for employees, ensuring clarity and support. Ability to assist in planning, coordinating, and evaluating professional development and compliance training programs. Draft clear, accessible guides and resources to support employees and supervisors in understanding HR protocols. Ability to assist in planning, coordinating, and evaluating professional development and compliance training programs. Ability to communicate complex HR policies clearly and diplomatically, and build strong relationships with stakeholders across campus. Strong interpersonal skills and the ability to effectively communicate with a wide range of individuals and constituencies. Collaborate and communicate effectively, both in writing and verbally, with college officials, fellow employees, and other stakeholder's on matters pertinent to the college Ability to conduct research, develop professional reports and make presentations of reports and research results to Executive and management staff. To ensure consideration, interested applicants must submit an application, transcripts and resume online with application submission. Human Resources Office, Dept. 200 Motlow State Community College Telephone **************, TDD ************** E-mail: ************* Website: ************ Motlow College is an EEO/Title VI/Title VII/Title IX/Sections 504/ADA Employer Motlow State Community College does not discriminate on the basis of race, color, religion, creed, ethnicity or national origin, sex, disability, age, status as a protected veteran or any other class protected by Federal or State laws and regulations and by Tennessee Board of Regents policies with respect to employment, programs, and activities.

Are you excited about joining the Bulley & Andrews Rock City team but aren't able to find an open role that fits your search? No worries! We invite you to join our talent community. We are always looking for top talent and constantly reviewing our staffing needs. If you're interested in project or field operations, accounting, or more - please fill out an application to express your interest. Our human resources team will reach out as positions become available that match your experience. Feel free to follow us on LinkedIn to stay up to date on projects and initiatives at B&A Rock City. We look forward to chatting with you soon!

MOTLOW STATE COMMUNITY COLLEGE Assistant Director of Human Resources Campus: Moore County B99829 Salary: $60,000 to $63,000 Motlow State is located in the beautiful rolling hills of middle Tennessee and has four campuses that serve students from eleven counties. We offer a comprehensive benefits package that includes an excellent retirement package from the state of Tennessee, 401K plan with match, thirteen paid annual holidays in addition to annual and sick leave days, health and dental insurance, tuition discounts, and state employee discounts. Motlow positions are contingent upon funding availability and budget approval. General Function: Supports the Executive Director in managing the daily operations of the Human Resources department. This position assists with implementing HR policies, coordinating core HR functions, and providing leadership in areas such as recruitment, employee relations, benefits administration, and training. The Assistant Director ensures HR services are delivered effectively and in alignment with institutional values and goals. The role requires strong organizational, interpersonal, and problem-solving skills and a solid understanding of human resources best practices and applicable employment laws. Minimum Qualifications: Bachelor's degree earned from a regionally accredited institution in Human Resources, Business Administration, or related field and at least five (5) years of professional HR experience, with at least two (2) years in a generalist or coordinator role. Human Resources certification (SPHR, PHR, SHRM-SCP, SHRM-CP) required. Preferred Qualifications: Master's degree earned from a regionally accredited institution in Human Resources or related field and at least five (5) years of professional HR experience in higher education or public sector HR, with at least two (2) years in a generalist or coordinator role including experience assisting with investigations and workplace training initiatives. Human Resources certification (SPHR, PHR, SHRM-SCP, SHRM-CP) required. Major Duties and Responsibilities: * Provide leadership, direction, guidance, training, and oversight for assigned HR staff and programs. Assists EDHR with budget management, and policy formation for the Human Resources unit * Support Recruitment and Hiring Coordinate recruitment processes including job postings, applicant tracking, interview scheduling, and candidate communications. Work with hiring managers to ensure equitable and efficient hiring practices. * Assist with Employee Relations Provide guidance to employees and supervisors on workplace issues. Support conflict resolution efforts, help administer corrective actions, and promote a respectful, productive work environment. * Benefits and Leave Administration Administer employee benefits programs, including health insurance, retirement plans, and leave programs (FMLA, paid time off, etc.). Serve as a point of contact for benefits inquiries and open enrollment. * Coordinate On-boarding and Off-boarding Facilitate smooth on-boarding for new hires and exit processes for departing employees. Ensure required documentation is completed and orientation materials are delivered consistently. * Support Workplace Investigations Assist with fact-gathering, documentation, and communication related to workplace investigations. Ensure confidentiality and accurate record keeping throughout the process. * Performance Management Support Provide administrative and coaching support to departments during the performance review process. Help track evaluations and identify training or improvement needs. * Training and Development Assist with the planning, coordination, and delivery of professional development and compliance training. Help assess training effectiveness and identify emerging employee learning needs. * Policy and Procedure Implementation Help implement and communicate HR policies and ensure consistency in their application. Draft policies, procedural guides, and resources for employees and supervisors. * Maintain Employee Records Ensure accurate and up-to-date personnel records in accordance with legal and institutional requirements. Assist with audits and data reporting as needed. * HR Operations and Process Improvement Recommend and implement improvements to HR procedures, documentation workflows, and customer service practices. Identify opportunities to streamline operations and enhance service delivery. * Other Duties as assigned Knowledge, Skills and Abilities: * Thorough knowledge and understanding of employment laws including, but not limited to FMLA, FLSA, ADA, EEO, and HR standards. * Ability to ensure institutional compliance and consistent application of HR policies across departments * Strong interpersonal and mediation skills to support employee relations, provide guidance on workplace issues, and help administer corrective actions. * In-depth understanding of employee benefits programs, retirement plans, and leave laws. * Ability to accurately administer benefits and serve as a knowledgeable point of contact for employees, ensuring clarity and support. * Ability to assist in planning, coordinating, and evaluating professional development and compliance training programs. * Draft clear, accessible guides and resources to support employees and supervisors in understanding HR protocols. * Ability to assist in planning, coordinating, and evaluating professional development and compliance training programs. * Ability to communicate complex HR policies clearly and diplomatically, and build strong relationships with stakeholders across campus. * Strong interpersonal skills and the ability to effectively communicate with a wide range of individuals and constituencies. * Collaborate and communicate effectively, both in writing and verbally, with college officials, fellow employees, and other stakeholder's on matters pertinent to the college * Ability to conduct research, develop professional reports and make presentations of reports and research results to Executive and management staff. To ensure consideration, interested applicants must submit an application, transcripts and resume online with application submission. Human Resources Office, Dept. 200 Motlow State Community College Telephone **************, TDD ************** E-mail: ************* Website: ************ Motlow College is an EEO/Title VI/Title VII/Title IX/Sections 504/ADA Employer Motlow State Community College does not discriminate on the basis of race, color, religion, creed, ethnicity or national origin, sex, disability, age, status as a protected veteran or any other class protected by Federal or State laws and regulations and by Tennessee Board of Regents policies with respect to employment, programs, and activities.

ERC is a servant-leader-oriented company with over 2,000 employees and multiple contracts across the US. We believe that our culture directly influences the job satisfaction of our employees and is reflected in the outstanding quality of service our customers receive. LOCATION: Tullahoma, TN JOB STATUS: Full-Time TRAVEL: Up to 20% REQUIRED QUALIFICATIONS SECURITY CLEARANCE Must be a US Citizen EDUCATION: Bachelor's degree (additional relevant experience may be substituted for degree) CERTIFICATIONS: N/A EXPERIENCE LEVEL: 8+ years' experience in talent acquisition OTHER QUALIFICATIONS/SKILLS: Be willing to travel to customer sites RESPONSIBILITIES: The Talent Acquisition Manager will identify and implement recruitment strategies and activities to attract and hire top talent for all TOS II openings. The Talent Acquisition Manager will be expected to perform under limited general direction and provide high expertise in this role. Execute and update a talent acquisition strategy for professional, wage determined/SCA, and collective bargaining unit employees Find, recruit, and help retain talented candidates Standardize and lead recruiting efforts across the company Actively promote the company brand Establish relationships with military job boards, universities, and other partners across the US. Establish candidate pools for current and future hiring needs Source talent using the ATS, job boards, postings, referrals, and attending recruiting events Work closely with program leadership to understand program hiring requirements and challenges Screen candidates for a full understanding of availability, interest level, salary range, and other requirements Evaluate experience, education, skills, training, and fit for the position and the organization What we offer: Competitive salaries. Continuing education assistance. Professional development allotment. Multiple healthcare benefits packages. 401K with employer matching. Paid time off (PTO) along with a federally recognized holiday schedule.