Human resources business partner jobs in Nevada

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

TJ Maxx At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You'll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development. Whether you're working in our four global Home Offices, Distribution Centers or Retail Stores-TJ Maxx, Marshalls, Homegoods, Homesense, Sierra, Winners, and TK Maxx, you'll find abundant opportunities to learn, thrive, and make an impact. Come join our TJX family-a Fortune 100 company and the world's leading off-price retailer. Job Description: JOB RESPONSIBIILTIES Supports Associate Relations & Labor Relations by administering and advising all levels of associates on company policies, procedures, union contract administration, grievances, and benefit programs. Facilitates labor management meetings & associate engagement events. Ensures compliance with state, local and federal laws and company policies. Adherence to record compliance, retention and HRIS system tracking. Provides disciplinary action approval. Supports Payroll, Leave of Absence/ADA administration, termination process and exit interviews. Provides counseling and recommends resolution to associate/supervisory union and nonunion issues. Ensures Open Door, diversity and other values related issues are resolved effectively. Conducts interventions, fact-findings and resolves conflicts as they arise. Counsels and provides referral resources for work-life balance. Supports the effective training and development of supervisors and associates on the floor. Conducts new hire orientations as needed. Delivers, monitors, coaches, and guides technical and nontechnical training for Distribution Center Supervisors and non-exempt associates. Provides coaching, facilitates discussions and makes recommendations for non-exempt associates' and D/C Supervisors' development needs. Consults with coach trainers, D/C Supervisors and associates on the floor to follow up on operational issues, such as work methods, productivity and new hire follow-up. REQUIREMENTS Bachelor's degree or equivalent job experience; 2-4 years HR Business Partner / Labor Relations experience Working knowledge of HR/labor laws Proven ability to handle confidential information Prior experience working with a Union required Impeccable verbal and written communications skills, good interpersonal skills Coaching and counseling skills and experience Knowledge of HRIS and Payroll Systems, Kronos and Oracle preferred Flexibility to work varying shifts based on business needs/vacation coverage Bilingual; English and Spanish highly preferred Must be fully relocatable We care about our culture, but we also prioritize your needs! Benefit programs and eligibility terms vary across our global locations. We encourage you to apply to learn more about how our benefits can make a difference for you. This position has a starting salary range of $90,200 to $115,200 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. This position is eligible for an annual incentive as well as long-term incentives. Benefits include Associate discount; 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long-term disability; paid holidays/vacation /sick/bereavement/parental leave; EAP; incentive programs; auto/home insurance discounts; scholarship program; adoption/surrogacy assistance; smoking cessation; child care/cell phone discounts; pet/legal insurance; credit union; referral bonuses. All benefits are subject to applicable plan or program terms (including eligibility terms) and may change from time to time. Contact your TJX representative for more information. In addition to our open door policy and supportive work environment, we also strive to provide a competitive salary and benefits package. TJX considers all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, marital or military status, or based on any individual's status in any group or class protected by applicable federal, state, or local law. TJX also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Address: 4100 East Lone Mountain Rd Location: USA TJ Maxx Distribution Center Las VegasThis position has a starting salary range of $92,900.00 to $118,500.00 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. This position is eligible for an annual incentive as well as long-term incentives.

Nikkiso Clean Energy & Industrial Gases is a leading provider of cryogenic pumps, heat exchangers, process systems, services, and solutions for the LNG and industrial gases industry. We are a subsidiary of Nikkiso Company Ltd, a leading industrial manufacturer headquartered in Tokyo, Japan, with over $1.5 B in annual revenue, 8000 + employees worldwide, and publicly traded on the Tokyo Stock Exchange. Nikkiso Cryo (NCI) is a subsidiary of Nikkiso Clean Energy & Industrial Gases and is one of the world's foremost suppliers of submerged motor liquefied gas pumps. We offer unmatched reliability, quality and safety. As part of the Nikkiso Company global organization, our original technologies provide our customers with the confidence in knowing they are receiving the latest technology and the highest standards of engineering available. We are located in North Las Vegas, Nevada and we offer a full range of submerged pumps for LNG, LPG, LEG, LN2, liquid propylene and many other liquefied gases. With design, production and test facilities in both the United States and Japan, sales offices in Las Vegas, Houston, London and Tokyo, Nikkiso Cryo offers prompt, total support for all of our customers worldwide. Job Overview The HR Business Partner is a key member of the management team and responsible for aligning HR practices with business objectives. The position serves as an advisor to management and employees on all HR topics. This position will report to the General Manager with dotted line to the Director, HR Business Partner. The successful HRBP will act as an employee champion who assesses and anticipates HR-related needs, communicates proactively, and seeks to develop integrated solutions. The position fosters partnerships to deliver value-added service and support. We are seeking an experienced HR leader who is committed to working collaboratively, with integrity and enthusiasm, to create an outstanding employment experience. This is a challenging role with an emphasis on growth, talent & management development, retention, and an opportunity to demonstrate the ‘HR Value Proposition'! Responsibilities Administers human resource plans, programs, and procedures. Ensures compliance with federal, state, and local employment laws and regulations. Maintains current and in-depth knowledge of legal requirements related to employment and provides guidance and support to managers and employees. Consults with HR Operations, Legal Department and external counsel as needed to ensure compliance and consistency. Interacts regularly with management and provides advice and consultation to promote employee engagement, productivity, morale, retention, and world class employee experience. Provides leadership and coordination in areas such as immigration, safety, system implementations, HR projects & initiatives, etc. Works collaboratively with Talent Acquisition team and management to hire qualified candidates, including specialized Engineering roles that are unique and often hard-to-fill. Responsible for HR-related administrative tasks including personnel data maintenance, annual processes (i.e. reviews, TMP, bonus), local reporting, etc. Oversees new employee orientation, maintains recordkeeping, and monitors engagement. Provides training for employees regarding company policies and compliance topics, supervisor/manager development, and other subjects as identified. Resolves employee relations issues, conducts thorough investigations and recommends/implements interventions to avoid situations. Processes terminations, performs exit interviews, and conducts turnover analysis to identify trends and implement mitigation strategies. Drives the performance review process, supports manager/employee communication, coordinates performance improvement plans, manages disciplinary actions. Actively participates in group HR initiatives and collaborates with HR colleagues in the development of policies, programs and solutions. Undertakes all responsibilities with a superior commitment to ethical practices, integrity and confidentiality of sensitive information. Qualifications Bachelor's degree or higher At least 5 years' experience in human resources leadership Hands on experience with talent programs and initiatives is preferred HR certification preferred Proven expertise in relationship management Competencies Project manager Talent leader Development coach Relationship manager Organized and drives work to closure Credible & knowledgeable advisor Flexible collaborator Problem-solver Detail oriented and highly accurate Excellent communicator, both verbal & written Supervisory Responsibilities This position may supervise site HR and/or Administrative Staff. The knowledge, skills and abilities listed above are typically acquired through the levels of education and experience listed. An equivalent combination of education and/or experience that provides an applicant with the listed knowledge, skills and abilities required to perform the essential duties and responsibilities of the job, may be accepted. Other Duties Please note 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. Work Environment This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, photocopiers and smartphones. Equal Opportunity Employer/Veterans/Disabled Nikkiso Clean Energy & Industrial Gases is proud to be an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. EEOC Statement Equal Opportunity Employer/Veterans/Disabled Nikkiso CE&IG is proud to be an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

Power your Future with Qualus as our Human Resource Business Partner. Our Human Resource Business Partner will be responsible for owning and executing important initiatives across various aspects of human resources, including benefits, payroll, HR compliance, organizational design, organizational development, compensation, performance management, training, and employee relations. You will collaborate with leaders and the U.S based HR team to understand business objectives and challenges and use data to inform potential solutions that propel our business forward! Responsibilities * Provides human resources guidelines and aligns human resource solutions to meet current and long-term business requirements. * Provides performance management guidance, and together with business leadership provokes positive changes in people management. * Collaborates with business leadership in developing plans for key talent while aligning with the company policy and business needs. * Partners with management to communicate and implement various Human Resources policies, procedures, standards, and government laws/regulations. * Identifies training and individual coaching needs in designated business units. * Works with business and HR leadership, within company guidelines, to resolve employee relations issues, and to conduct effective, thorough, and objective investigations. * Maintain accurate records and personnel files within HRIS system. * Manage all leaves of absences. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law * Provides support and guidance to Qualus parent company and leadership when complex, specialized, and sensitive questions and issues arise. * May be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. * Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. * Manage all workers' compensation claims & reporting requirements. Qualifications * Bachelor's degree in human resources or a related field, (SHRM, SPHR, etc is a plus) * 7-10 years of human resources experience as a HR Generalist or HR Business Partner * Specialized Knowledge, Certifications and Licenses: HR Certifications is a plus. Proficient with Microsoft Office Suite or related software * Excellent communication (verbal and written), people, and organizational skills * Great leadership and interpersonal skills to manage employee relations and change management initiatives. * Excellent knowledge of employment law and practices, various leave laws, discrimination laws, and compensation, specifically California-based laws. * Knowledge and experience in managing human resource programs, processes, administrative procedures, and compliance with government laws/regulations. * Demonstrated experience in implementing and managing HR projects/programs, and ability to influence and drive organization planning and execution at the unit level.Ability to interface with cross-functional disciplines; using excellent interpersonal skills to drive tasks to completion. * Great organizational skills, attention to detail, and ability to prioritize changing situations. * Great analytical and problem-solving skills * Ability to work independently with the ability to prioritize, multi-task and manage an ever-changing workload. * Ability to act with integrity, professionalism, and confidentiality. Benefits & Compensation Qualus benefits offered include Medical, Dental, Vision, Life Insurance, Short and Long-Term Disability, 401(k) match, Flexible Spending Accounts, EAP, Parental Leave, Paid time off, and Holidays, for those who qualify. The expected compensation range for this position is based upon several factors, including but not limited to education, qualifications, prior relevant work experience and work location. Company Overview Qualus is a leading pure-play power solutions firm and innovator at the forefront of power infrastructure transformation, with differentiated capabilities across grid modernization, resiliency, security, and sustainability. The firm partners with utilities, commercial, industrial, data center, and government clients, and renewable and energy storage developers, offering comprehensive solutions through boutique and integrated advisory, planning, engineering, digital solutions, program management, and specialized field services. Qualus also provides software and technology enabled services and develops breakthrough solutions for critical power industry challenges such as distributed and variable resource integration, emergency management, and secure data exchange. The firm has over 1,800 professionals, with offices throughout the U.S. and Canada. EEO At Qualus, we believe everyone has value; and that the diversity and inclusion among our teams is what sets us apart for optimal success. We put people first because we care. To view a copy of the Qualus Equal Opportunity and Affirmative Action Policy Statement, click here. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process, and need an alternative method for applying, please email **********************.

About the job Our Client, the Conglomerate in the Hospitality, Gaming, Food & Beverage, Digital Services is seeking a dynamic and forward-thinking Human Resources Business Partner to serve as a strategic advisor and trusted partner to senior leaders across our multifaceted operations. The HRBP will play a key role in shaping people strategy, driving high-performance teams, and fostering an agile, inclusive, and innovative culture. Responsibilities Strategic Partnership: Act as a consultative partner to department leaders, aligning HR strategies with business goals and operational needs. Talent Strategy & Workforce Development: Lead workforce planning, identify skill gaps, support succession planning, and partner with learning/development teams for leadership and internal mobility programs. Employee Relations & Risk Mitigation: Advise on complex employee relations issues, guide investigations, resolve conflicts, and ensure regulatory compliance. Performance Management & Rewards: Support the design of compensation and benefits strategies. Leverage performance data to align rewards with business objectives. Data-Driven Decision Making: Use people analytics to deliver insights on workforce trends. Drive HR technology optimization and champion new tools for talent management. Leadership & Cross-Functional Collaboration: Serve as a key HR team member, mentoring others and integrating people strategies into business planning. Requirements Bachelor's degree in Human Resources, Business, Organizational Development, or related field (or equivalent experience). HR certification (PHR, SHRM-CP, or equivalent) preferred. 7+ years' progressive HR experience, including at least 3 years in an HRBP or Senior Generalist role across multiple industry sectors. Experience supporting fast-paced, multi-unit operations. Deep knowledge of employment compliance and HR operations; Nevada labor laws a plus. Proven ability to coach, influence, and collaborate with senior stakeholders. Excellent communication, interpersonal, and conflict-resolution skills. Strong proficiency with HRIS platforms and workforce data analysis. Must be flexible to support a 24/7 operational environment. Bilingual in English and Spanish required. Must be at least 21 years of age, local to Las Vegas or open to relocation, and able to pass background/drug screening. Location: Full-time, on-site in Las Vegas. Local travel between properties is required. Benefits: Medical, dental, vision, basic life insurance, short-term disability, accident/hospital/critical illness combo plan, free on-site parking, paid time off, paid holidays, 401k. Moneyline Group LLC is an equal opportunity employer. We consider all applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

DescriptionAbout the Role: As a Human Resources Business Partner (HRBP) supporting both Clinical Operations and MSO teams, you will serve as a strategic partner to leaders while also providing hands-on support to employees. This role blends operational HR expertise with healthcare business knowledge, ensuring alignment between HR practices, organizational goals, and the delivery of high-quality care. We are seeking a proactive HR professional with strong experience in employee relations, talent management, performance coaching, and healthcare operations. What You'll Do Serve as a trusted advisor to leaders in both Clinical Operations and MSO functions, providing guidance on workforce strategy, organizational design, and HR best practices. Partner with department heads to design and implement performance review processes (e.g., 9-box, development plans, annual reviews) that foster employee growth and support organizational goals. Conduct regular check-ins with managers and employees, facilitating discussions on performance, development, and career progression. Proactively manage and resolve employee relations matters, ensuring consistency, fairness, and compliance with policies and laws. Collaborate with leadership to identify workforce planning needs, including succession planning, staffing, and skills development. Coach and educate managers on effective people management, employee engagement, and accountability practices. Ensure compliance with all applicable employment laws, regulations, and internal policies. Act as a mediator and advocate, promoting a positive, inclusive, and high-performance workplace culture. Partner with the HR team on company-wide initiatives such as engagement programs, leadership development, and organizational effectiveness projects. Continuously identify opportunities to streamline HR processes and improve efficiency. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 5+ years of progressive HR experience, with a focus on employee relations, performance management, and talent development. Experience supporting healthcare operations and/or MSO functions strongly preferred. Strong knowledge of HR principles, practices, and employment law. Excellent interpersonal and communication skills with the ability to influence leaders at all levels. Demonstrated problem-solving skills and ability to manage sensitive matters with discretion. HR certification (e.g., SHRM-CP, PHR) preferred. Environmental Job Requirements and Working Conditions Our organization follows a hybrid work structure where the expectation is to work both in office and at home on a weekly basis. Our available offices for this position are located at 8880 W Sunset Rd, Suite 320, Las Vegas NV 89148 or 19500 HWY 249, Suite 570 Houston, TX 77070. The total compensation target range for this role is: $90,000 - $100,000. The salary range represents our national target range for this role. Astrana Health is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. All employment is decided on the basis of qualifications, merit, and business need. If you require assistance in applying for open positions due to a disability, please email us at ************************************ to request an accommodation. Additional Information:The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

Salary: $65,000 - $80,000 per year depending on experience *Hybrid after first 90 days of employment Medical, dental, vision, and 401K Health Savings Account (HSA) Matching 401k (up to 6% match) Unlimited Paid Time Off (PTO) Position Summary On behalf of CNS Cares (“CNS” or “Company”), the Human Resources (HR) Business Partner is responsible for consulting with regional leadership, resolving complex team member relations issues, providing daily HR guidance, analyzing trends and metrics, and improving work relationships and productivity. This role will act in the capacity of HR consultant and assist in aligning divisional HR practices with business goals to support the organization's success. Essential Functions • Consult with local office management and provide daily HR guidance. • Resolve complex team member relations issues and address grievances. • Respond to unemployment claims and represent CNS at all unemployment hearings for assigned divisions. • Support supervisors with development and implementation of progressive disciplinary action. • Enter team member action notices in HRIS as well as perform periodic auditing of team members for correct status, title, etc. • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. • Provide HR guidance on policy interpretation and enforcement. • Analyze trends and metrics with the HR department. • Monitor and report on workforce and succession planning. • Identify training needs for teams and individuals. • Suggest new HR strategies. Other Related Functions • This position requires extensive written, verbal, and nonverbal communication skills. • Critical thinking skills and business acumen are expected. • Technical proficiency required including proficient use of HR software and digital literacy. Requirements Education/Training Bachelor's degree in human resources management from accredited college or learning institution preferred. Work equivalent is acceptable. Experience Required: Minimum five (5) years general HR experience Preferred: At least one (1) year HR leadership experience preferred. Licensure/Certification • SPHR or PHR preferred. #TFIND

Job Description When life gets hard, we make it easier! Libra Solutions helps overcome the burdens created by slow-moving legal processes. Combining technical innovation and financial strength, we help speed cumbersome workflows and ease financial barriers for our customers. And our companies are leaders in their industries! Oasis Financial is the largest and most recognized national brand in consumer legal funding. Oasis helps consumers awaiting legal settlements to move forward with their lives. MoveDocs is a personal injury solutions platform that integrates and streamlines medical, financial, and professional services for personal injury cases. Our mission is to improve outcomes for plaintiffs, accelerate settlements for attorneys, and ensure timely payment for providers. We are proud of our mission and passionate about applying technology to the challenge of making healthcare more accessible. We also are the leading inheritance funding provider through Probate Advance, helping heirs access their inheritance immediately, without the lengthy process of probate. Together, under the Libra Solutions banner, we have relationships with over 40,000 attorneys and over 7,000 healthcare providers nationwide, which gives us an amazing platform to service our customers. The Senior HR Generalist plays a key role in supporting the delivery of high-quality HR services across the employee lifecycle, with a focus on employee relations, employee experience, and enabling a performance-based culture. This role works closely with employees and leaders to ensure HR programs are executed consistently and in alignment with business needs. As a trusted partner to the business, the Senior HR Generalist helps shape team effectiveness by driving performance conversations, supporting workforce planning, and reinforcing accountability. This individual takes ownership of local HR execution, anticipating needs, identifying opportunities for improvement and ensuring alignment with company values. The Senior HR Generalist also provides leadership and oversight to an Office Coordinator, ensuring office operations run smoothly and reflect a positive employee experience. Partner with leaders to understand business needs and support team effectiveness; guide coaching conversations and support performance-based outcomes across the employee lifecycle; from onboarding and engagement to development, compensation, and offboarding. Enhance employee experience by simplifying HR processes and enabling intuitive, self-service access to HR resources, making support more accessible and consistent. Interpret and act on people data (e.g., engagement survey results, turnover trends, performance metrics) to identify opportunities, measure effectiveness, and drive meaningful change. Evaluate and refine HR policies, tools, and communications to promote clarity and ensure consistent execution across compensation, performance, and development programs. Serve as a primary point of contact for employees and leaders, providing guidance and support across HR programs and practices. Collaborate with internal HR partners to ensure alignment and continuity across broader HR initiatives and service delivery, including compensation cycles, engagement surveys, and talent reviews. Analyze case trends, recurring issues, and process gaps to inform recommendations and drive continuous improvement using data insights to inform decisions and measure impact. Partner with key stakeholders to resolve complex employee issues and improve service delivery workflows. Build and maintain employee-facing resources, including knowledge bases and process documentation. Ensure data integrity and compliance with internal controls, employment laws, and confidentiality standards. Handle sensitive employee data and interactions with the utmost confidentiality and professionalism. Develop, implement, and cultivate positive employee experiences through the organization of events, communications, and recognition programs. Provide oversight and direction to an Office Coordinator, ensuring office operations contribute to a professional working environment. Requirements 4+ years of progressive HR experience; Bachelor's Degree preferred. Strong working knowledge of employee relations, performance management, and HR program execution. Proven ability to work independently while building strong partnerships across teams and functions. Demonstrated sound judgment, discretion, and professionalism in supporting employees and leaders. Highly detail-oriented with excellent communication and strong organizational and analytical skills. Proactive and resourceful, with the ability to anticipate needs, solve problems, and drive process improvements. Comfortable leveraging data and tools to inform decisions, streamline processes, and improve service delivery. Experience overseeing office operations or administrative team members preferred. Experience with HRIS platforms (ADP preferred). Proficient in Microsoft Office Suite. Working knowledge of state and federal employment and labor law. Benefits Libra Solutions offers competitive compensation (salary and bonus), medical, dental, vision, and life insurance, flexible spending account, 401k with company match, and paid time off.

Director of Human Resources - Richtech Robotics THE JOB: As the Director of Human Resources, you will lead the people strategy that supports Richtech's mission and growth. You will oversee hiring, compliance, performance systems, and culture development, while also owning strategic workforce planning, executive talent sourcing, and leadership pipeline development. From high-volume hiring to identifying tomorrow's executives, you will shape the future of our team. THE DAY-TO-DAY: Lead end-to-end recruitment for both general staff and executive-level roles, ensuring each hire aligns with strategic business goals. Develop and maintain a talent reserve program, proactively mapping future leadership needs and sourcing high-potential candidates before positions open. Represent Richtech Robotics in industry networking events, job fairs, and academic partnerships to elevate the employer brand and access top-tier talent. Oversee onboarding and orientation programs that ensure all new hires - from interns to senior directors - integrate quickly and effectively. Manage performance reviews, promotion tracks, and KPI-linked development programs to support a culture of accountability and growth. Coordinate with Finance and department leaders on compensation planning, equity benchmarking, and annual raise cycles. Own HR compliance, internal policies, grievance procedures, and risk mitigation across departments. Launch and manage programs related to employee engagement, wellness, leadership development, and succession planning. Track key HR metrics (time to hire, retention, engagement) and report findings to the executive team quarterly. THE IDEAL CANDIDATE: You think like a business leader and act like a culture builder. You're not just reactive-you shape the team we'll need next year, not just today. You're comfortable discussing KPIs and career paths in the same breath, and you know great people are a company's strongest strategy. QUALIFICATIONS: 6+ years of HR experience with at least 2 years leading recruitment and organizational strategy Demonstrated success recruiting for hard-to-fill, senior-level, or technical roles Familiarity with workforce planning, succession mapping, and leadership development Deep understanding of labor laws, compliance standards, and HR documentation best practices Strong experience with modern HRIS systems (e.g., BambooHR, Gusto, ADP) Bachelor's degree in Human Resources, Organizational Psychology, or related field; PHR or SHRM certification preferred

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, sexual orientation, age, disability, gender identity, marital or veteran status, or any other protected class.

Living Our Values All associates are guided by Our Values. Our Values are the unifying foundation of our companies. We strive to ensure that every decision we make and every action we take demonstrates Our Values. We believe that putting Our Values into practice creates lasting benefits for all of our associates, shareholders, and the communities in which we live. Why Join Us? Career Growth: Advance your career with opportunities for leadership and personal development. Culture of Excellence: Be part of a supportive team that values your input and encourages innovation. Competitive Benefits: Enjoy a comprehensive benefits package that looks after both your professional and personal needs. A Day In The Life The Director of Human Resources serves as the strategic and operational leader of all people-related functions across the Ascent Automotive platform. This role oversees HR strategy, compliance, talent management, and employee engagement to ensure a strong workforce that drives customer satisfaction, operational excellence, and organizational growth. The Director partners with executive leadership and dealership management teams to implement best practices in recruitment, training, performance management, and employee relations. As a Director, Human Resources you will: Develop and execute HR strategies aligned with the dealership group's business objectives and culture. Lead all areas of HR including recruitment, onboarding, training, compensation, benefits, employee relations, and compliance. Partner with General Managers and leaders at each dealership to address workforce planning, staffing needs, and performance management. Drive initiatives to enhance employee engagement, retention, and career development. Oversee employee relations issues, investigations, and conflict resolution in a consistent, fair, and compliant manner. Ensure compliance with federal, state, and local employment laws and regulations (EEO, FLSA, FMLA, OSHA, etc.). Analyze HR data and metrics to advise leadership on workforce trends, diversity, retention, and areas for improvement. Collaborate with leadership to create compensation and incentive structures competitive within the automotive retail industry. Lead the design and delivery of training programs to support sales, service, leadership, and compliance needs. Manage HR staff and provide coaching and development to support operational excellence across all locations. Champion a positive workplace culture focused on teamwork, accountability, customer service, and ethical business practices. What We Need From You Bachelor's Degree in Human Resources, Business Administration, or related field Req and Master's Degree Preferred 7-9 years of progressive HR leadership experience, preferably in retail, automotive, or multi-location business operations. Proven experience in developing HR strategies, policies, and programs across complex organizations Required Knowledge of employment laws and human resources policies and procedures. (High proficiency) Ability to learn and use HR software and other relevant technology. (Medium proficiency) Knowledge of EEOC and OFCCP laws. (Medium proficiency) Ability to maintain effective interpersonal relationships. (High proficiency) In-depth knowledge of various health insurance plans (HMOs and PPOs). (Medium proficiency) Critical thinking and decision making skills. (High proficiency) Highly organized and detail-orientated. (Medium proficiency) Conflict/mediation management skills. (Medium proficiency) Proficiency with Microsoft Office Suite (Medium proficiency) Proficient in HRM (e.g., UKG Pro, Cornerstone, etc.) systems. (Medium proficiency) PHR or SHRM-CP Upon Hire Preferred Physical Requirements The physical requirements described here are representative of those that must be met by an associate to successfully perform the essential functions of the job. While performing the duties of the job, the associate is required on a daily basis to analyze and interpret data, communicate, and remain in a stationary position for a significant amount of the work day and frequently access, input, and retrieve information from the computer and other office productivity devices. The associate is regularly required to move about the office and around the corporate campus. The associate must frequently move up to 10 pounds and occasionally move up to 25 pounds. Travel Requirements 20% Travel between 3 dealership locations routinely Join Us The Friedkin Group and its affiliates are committed to ensuring equal employment opportunities, including providing reasonable accommodations to individuals with disabilities. If you have a disability and would like to request an accommodation, please contact us at ******************************. We celebrate diversity and are committed to creating an inclusive environment for all associates. We are seeking candidates legally authorized to work in the United States, without Sponsorship.

Director of Human Resources DEPARTMENT: Human Resources REPORTS TO: SVP, Human Resources FLSA STATUS: Salaried LEGENDS & ASM GLOBAL Two powerhouse companies have joined forces to redefine excellence in sports, entertainment, and live events. Together, we combine unmatched expertise with a global reach, offering end-to-end solutions - from venue development and event booking to revenue strategy and hospitality. Legends brings a 360-degree, data-driven approach across Global Partnerships, Hospitality, Merchandise, and Attractions, working with top-tier clients to deliver exceptional experiences. ASM Global, the world leader in venue management and live event production, oversees 350+ iconic venues stadiums, arenas, conventions centers and theaters. Our organization is committed to building an inclusive, innovative environment where differences drive solutions that benefit our team members, guests, and partners. Guided by our values of respect, integrity, and accountability, we create a workplace where everyone can succeed. Are you ready to be part of the team that is transforming live entertainment? Join us to make legends happen! ALLEGIANT STADIUM Located adjacent to the world-famous Las Vegas Strip and home to the Las Vegas Raiders, Allegiant Stadium is an award-winning global events destination. A state-of-the-art, multipurpose venue with a capacity of 65,000, Allegiant Stadium has hosted world-class music artists such as Garth Brooks, The Rolling Stones, Guns N' Roses, Illenium and BTS with more legendary concerts to come. The fully enclosed stadium is also home to the UNLV Rebels football team and has hosted premier sporting events such as the CONCACAF Gold Cup Final, Pac-12 Championship Game, Las Vegas Bowl, and WWE SummerSlam. The venue also hosted the NFL Pro Bowl in 2022 and has hosted Super Bowl LVIII in 2024. Allegiant Stadium is committed to giving back to the community though numerous diversity, inclusion, and community outreach initiatives . THE ROLE The Director, Human Resources is responsible for the overall operation of the human resources function for Allegiant Stadium. This includes aligning HR strategy with the business objectives of the venue. Related activity includes organizational design & development, staffing and resource planning, training, employee relations, strategic compensation/human resources, and HRIS. The Director, Human Resources works closely with Legends | ASM Global and their respective functions/organizations to ensure common and consistent application of human resource initiatives, policies, and practices across all areas of the venue. Essential Duties and Responsibilities Align HR strategy with the business objectives of the Business. Consult with business unit management on Human Resources issues. Assess and anticipate HR-related needs of business unit. Communicate needs proactively with to develop integrated solutions. Partner across HR functions to deliver value added service to management and employees that reflect the business objectives of the division. Understand client group business fully to align HR strategy to business objectives. Participate in key meetings with business unit management bringing HR expertise to business/operational discussions. Manage day-to-day paperwork associated with employees, Payroll, and Benefits. Ensuring regulatory compliance of all HR related Functions. Partner with legal department as needed/required. Provide Management with guidance and interpretation on HR Policy. Generate and maintain paperwork for processing new hires, promotions, transfers. Maintain a presence with employees, through attendance at department meetings, events, and games. Ensure recruitment, selection and hiring of employees is made in accordance with approved procedures and that recruitment needs are fulfilled in a timely manner in all departments. Ensure the implementation of an effective and fair strategic approach to equal opportunities and the recognition of diversity across the organization. Drive opportunities to increase the level of diversity in all areas of diversity across the organization. Manage the performance review and merit increase process annually and as needed. Ensure that the necessary human resource administrative procedures are in place and to ensure that adequate and up-to-date records are maintained. Responsible for the integrity, security, and confidentiality of employee data including ensuring compliance of all documents and administering record retention and purging of personnel files. Serve as a liaison between Legends | ASM Global corporate office and local employees to implement corporate wide programs and initiatives. Qualifications To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND/OR EXPERIENCE A minimum education level of a BA/BS Degree (4-year) in Business Administration, Human Resources, or a related area (Advanced Degree Preferred) A minimum of 7 years of related work experience in a supervisory role. Strong knowledge of federal and state laws that affect HR policies and procedures, including EEOC, FLSA, FMLA, ADA, and other regulatory and compliance laws. Excellent customer service skills working with diverse backgrounds. Must possess and exude a positive, team-oriented attitude. Self-starter with a willingness and enthusiasm for taking on additional responsibility. Creative and detail oriented, organized, and capable of meeting established deadlines Independent thinking and problem-solving capabilities Demonstrated knowledge of and success with conflict management and resolution Knowledge of federal, state, and local employee laws and regulations Prior labor and union relations experience. Due to the cyclical nature of the entertainment industry, employees may be required to work varying schedules to reflect the business needs of the company. PHR/SPHR designation preferred. SKILLS AND ABILITIES Ability to read, listen and communicate effectively. Exceptional verbal, written, listening and public relations skills. Demonstrated ability to forge strong, trusting relationships within all levels of management. Ability to multi-task and prioritize projects and tasks while remaining productive and professional. Ability to multi-task in a fast-paced environment Ability to access and accurately input information using a moderately complex computer system. Proficient with Microsoft Word, Excel, and PowerPoint. Superior people skills to provide exceptional service to employees and clients. Able to work with a sense of urgency to perform administrative tasks efficiently. Hours of Work and Travel Requirements Hours are based on a 40-hour workweek. Hours are determined by the needs of the department. Limited land/air travel may be required. COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: Onsite - Allegiant Stadium 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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends & ASM Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

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

Company Cox Automotive - USA Job Family Group People Solutions Job Profile Sr HR Business Partner Management Level Individual Contributor Flexible Work Option No remote option; must work at a specified Cox location Travel % Yes, 50% of the time Work Shift Day Compensation Compensation includes a base salary of $79,400.00 - $119,000.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program. Job Description Cox Automotive is currently looking for a Senior Human Resources Business Partner to join our team in Las Vegas, Nevada. This is an onsite position. The Role: The Senior Human Resources Business Partner ("Sr. HRBP") serves as an influential people partner, advising clients in Manheim Nevada, Manheim Denver, and Manheim Utah. The Sr. HRBP plays a key role in implementing the HR strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent. Work Environment: This role supports local Manheim auctions. As the Sr. HRBP, you will engage with front-line employees, corporate leaders, and location leadership. Success in this role requires comfort in a fast-paced, rapidly changing environment. Providing excellent customer service to employees and collaborating with leadership on strategic direction and initiative implementation is essential. Responsibilities: * Deliver full range of People Solutions services for assigned client group and responsible for creating strategies and approaches that align to business objectives. * Collaborates with managers and employees on leadership development, performance management, talent management, and employment/labor issues. * Work collaboratively with People Strategies Centers of Excellence (Compensation, Talent Development, Employee Service center, etc.), to optimize the effectiveness of the business. * Analyze and interpret qualitative and quantitative data (exit interviews, reporting, and employee survey data) to solve problems and drive continuous improvement in the areas of employee engagement and employee satisfaction. * Anticipate and respond to changing business needs and serve as a change advocate/agent on companywide strategies and initiatives. * Plans and promotes the understanding, application, and improvement of strategies to address talent gaps and needs that enhance organizational capabilities/ * Guides, trains, and directs managers and employees on the implementation of HR policies and processes to ensure appropriate legal (FMLA, ADA, EEOC, etc.) and company compliance, partnering with the Legal and Employee Relations teams as appropriate. * Supports and influences leaders in the development of effective organizational designs. * Partners with Talent Management and Talent Acquisition teams to ensure people strategies are achieved based on a holistic understanding of our diverse workforce, enabling the attraction, development, and retention of top talent. * Work in partnership with leaders to identify the implications of strategic and business plans and other developments. Promote new ways of working to support change and manage risk. * Leads annual People Solution activities and programs for assigned client groups to include talent planning review and annual compensation cycle. * Champion change and effectively guide business leaders and employees through organizational changes and transformational initiatives. * Roll up your sleeves to perform core HR functions, which may include resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, i-9s, performance and discipline, recruiting and hiring. Qualifications: * Bachelor's degree in a related field and 4+ years of progressive experience in HR disciplines with a strategic focus. The right candidate could also have a different combination, such as a master's degree and 2 years' experience; a Ph.D. and up to 1 year of experience; or 8 years' experience in a related field. * Ability to meet deadlines in a fast-paced work environment. * Experience working with, coaching, and influencing Senior people leaders. * Leading and managing change through effective use of organizational design and development and business transformation. * Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results. * Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative. * Flexibility to travel approximately 50%. Preferred Qualifications: * HR certification such as PHR, SPHR or GPHR. * Demonstrated ability to work in a geographically disbursed and matrix organization. * Strong Microsoft Excel knowledge and application. * Experience supporting designated and dedicated client groups with at least 300+ employees. Drug Testing To be employed in this role, you'll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited. Benefits The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave. About Us Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells - or simply uses - cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship. Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship.

We are seeking an experienced and strategic Director of Human Resources to lead all HR, talent acquisition, compliance, and employee lifecycle functions across multiple business entities. This role is responsible for overseeing recruiting operations, HR systems, payroll and benefits administration, compliance, and employee relations while ensuring consistency, accuracy, and legal compliance across all locations. The HR Director will serve as a trusted advisor to leadership and managers, balancing hands-on execution with high-level strategy. Core Responsibilities: Leadership & Strategy * Provide strategic HR leadership across all entities, ensuring alignment with business goals * Develop, implement, and maintain HR policies, procedures, and best practices * Partner with executive leadership and management on workforce planning, employee relations, and compliance matters * Serve as the primary point of contact for legal, compliance, and HR risk mitigation Talent Acquisition & Workforce Planning * Oversee full-cycle recruiting for all entities and departments * Direct job postings across multiple platforms (Indeed, Facebook, KPA, etc.) * Guide sourcing, pre-screening, interviewing, and selection processes * Collaborate with hiring managers on staffing needs and hiring decisions * Ensure consistent, compliant recruiting and hiring practices Onboarding, Offboarding & HR Operations * Oversee onboarding processes, including orientation, documentation, and system setup * Ensure accurate processing of new hires and terminations across all HR systems * Maintain compliance with I-9, background checks, drug screenings, and licensing requirements * Oversee employee file management, documentation retention, and audits * Manage timekeeping administration, pay plans, and employee data changes HR Systems & Data Management * Direct and maintain HRIS, payroll, and compliance systems including ADP, KPA, CDK, isolved, NEST, and related platforms * Ensure data integrity across payroll, benefits, and employee records * Oversee reporting, audits, and system updates * Coordinate with IT for employee access, credentials, and system updates Payroll, Benefits & Compensation * Lead benefits administration including enrollments, terminations, COBRA, ACA compliance, and annual renewals * Manage relationships with benefits providers and retirement plans * Support benefits negotiation and plan design * Oversee pay plan updates, raises, and compensation changes Compliance, Risk & Employee Relations * Ensure compliance with federal, state, and local employment laws * Oversee workers' compensation, unemployment claims, garnishments, and investigations * Assist with employee relations issues, disciplinary actions, and terminations * Partner with leadership on corrective actions and performance management * Coordinate OSHA and compliance training requirements Programs & Culture Initiatives * Lead employee engagement initiatives, including recognition programs * Support training, development, and retention strategies * Promote a professional, compliant, and positive workplace culture Qualifications * 5+ years of progressive HR experience, including leadership or director-level responsibility * Strong knowledge of employment law, compliance, and HR best practices * Proven experience overseeing recruiting, payroll, benefits, and HR operations * Experience managing multiple entities or locations preferred * High level of discretion, professionalism, and confidentiality * Strong organizational, communication, and leadership skills Preferred Experience * Automotive, retail, hospitality, or cannabis industry experience * Hands-on experience with ADP, KPA, CDK, isolved, NEST, or similar HR systems * Experience leading HR across multi-state or multi-location operations Why This Role This is a highly impactful leadership role with direct influence on company culture, compliance, and growth. The HR Director will have the opportunity to shape HR strategy while remaining closely involved in day-to-day operations across diverse businesses.

What You'll Do: Talent Acquisition: lead efforts to develop a recruiting program that attracts top talent, collaborating with hiring managers to define job scopes, develop sourcing strategies, and ensure a diverse and inclusive hiring approach Policy Development: creates scalable policies and procedures, guided by our core values, to meet the organizations needs Compensation: design and implement competitive and equitable compensation and programs across multiple regions to attract and retain top talent Benefits: maintain a competitive employes benefits program, including active communication and education to employees; and facilitates operational aspects such as coordinating leave of absences Performance Management: implement and enhance performance management systems, including aligned goal setting, performance reviews, bonus and promotion process, and career development plans, fostering a high-performance culture HR Operations: facilitate operational HR aspects such as employee records maintenance, employee org chart maintenance, directing employees to self-service resources, and overseeing compliance with labor laws spanning multiple regions Employee Engagement: drives ongoing feedback loops with employees and managers and provides recommendations to leadership on engagement, retention, and development strategies HR Analytics: collects, measures and communicates data-driven insights to key leader on employee engagement, retention, recruitment strategies, etc. Leadership Development: educates leaders on key resources related to developing and engaging their teams; recruiting, interviewing, and onboarding new employees; and their role in key people processes such as goal setting, performance reviews, merit planning, etc. Employee Relations: supports management by providing advice on employee relations matters and establishes best practices to mitigate risk Training & Development: collaborate with key leadership and people managers to support the development of our workforce. Travel, up to 30%, based on business needs, to support engagement and roundtables for all business units in the local markets with occasional travel outside of market. What You Bring: Minimum of 10+ years of HR-related experience, with at least 3 years in a senior leadership position managing HR in a hyper-growth, innovation-focused company Experience working at technology start-ups; working knowledge of scaling hospitality + technology organizations from start-up to mid-size preferred Experience managing a dispersed workforce preferred Expertise in organizational design, performance management, leadership development, and succession planning Highly effective strategic planning and analytical skills that result in the development and implementation of high impact HR policies, plans and initiatives Proven track record of success in building and developing strong, cross-functional, and high-impact teams Tremendous emotional intelligence--your empathy and great judgment make you a trusted partner to Kaptyn's leaders and colleagues You are an exceptional communicator in both written and verbal interactions; clear, concise, and courageous in giving tough yet supportive feedback when needed to leaders at all levels Ability to carry out change management and alignment with Kaptyn's Mission, Vision, and Values Proficient in creating and managing a budget and implementing metrics to effectively track cost-per-hire, time to fill, sourcing effectiveness, quality of hire, and other recruitment related metrics. Thorough knowledge of federal and state employment laws and current HR business trends and best practices; active membership in professional affiliations; experience with California labor practices preferred Strong understanding of industry trends and best practices, as well as a deep understanding of compliance / regulatory requirements What can we offer? Competitive compensation Medical, dental and vision insurance Company Paid life insurance, short- & long-term disability. Paid Time Off Being part of a bigger mission and improving the experiences and lives of others Diversity Kaptyn is an equal opportunity employer and makes employment decisions on the basis of merit. All employment decisions will be based on business needs, job requirements and individual qualifications. As an Equal Opportunity Employer, Kaptyn prohibits discrimination and harassment.

The University of Nevada, Las Vegas (UNLV) appreciates your interest in employment. We ask that you keep in mind the following when completing your application: * Once you start the application process you cannot save your work. Please ensure you have all required attachment(s) available to complete your application before you begin the process. * Required attachments are listed below on the posting. Your application will not be considered without the required attachments. * Please note that applications must be submitted prior to the close of the recruitment. Once a recruitment has closed, applications will no longer be accepted. If you need assistance or have questions regarding the application process, please contact Human Resources at ************** or *****************. Job Description The University of Nevada, Las Vegas invites applications for Director of Human Resources, School of Dental Medicine [R0149754] ROLE of the POSITION The Director of Human Resources provides a comprehensive range of high-quality, both standard and customized HR services to advance the mission and goals of the UNLV School of Dental Medicine (SDM). The position oversees the full scope of HR responsibilities that are strategic, tactical, and operational in nature, including talent management, employee relations, performance management, policy compliance, job classification, compensation, learning and development, recruitment, retention, and organizational culture. Reporting to the Executive Associate Dean, the Director serves as the principal HR advisor to senior leadership, offering strategic guidance and direction on people-related matters. In alignment with UNLV's Central HR policies and practices, the Director designs and implements strategies and processes that shape how SDM hires, onboards, develops, motivates, manages, and retains employees, as well as how work is structured across the organization. The Director also oversees the SDM Human Resources team, providing direct supervision to the Manager of Human Resources and the Employee Relations Coordinator. PROFILE of the SCHOOL UNLV School of Dental Medicine, the only accredited dental school in Nevada, opened its doors during fall 2002 offering a doctor of dental medicine degree to an initial cohort of 75 students. Today, the school receives more than 1,800 applications for an available 82 seats within its pre-doctoral program; offers eight academic degree and advanced education certificate programs; conducts biomedical research within 4,000 square feet of laboratory space; hosts continuing education classes to industry professionals; leads multiple community outreach programs; and has more than 70,000 patient visits per year. The School of Dental Medicine's education programs are accredited by the Commission on Dental Accreditation (CODA) and have maintained that status since 2002. About | School of Dental Medicine | University of Nevada, Las Vegas (unlv.edu) MINIMUM QUALIFICATIONS This position requires a Bachelor's Degree from an accredited college or university as recognized by the United States Department of Education and/or the Council on Higher Education Accreditation (CHEA) and Five (5) years of related experience, three (3) years of supervisory and management experience years. Credentials must be obtained prior to the employment start date. ACCEPTED EQUIVALENCIES FOR DEGREE REQUIREMENT UNLV may consider additional relevant experience in place of formal education requirements: * In lieu of a bachelor's degree, applicants may qualify with four additional years of relevant experience, or with an associate's degree plus two additional years of relevant experience. * For positions requiring a master's degree, acceptable equivalents include: * Six additional years of relevant experience * A bachelor's degree plus two additional years of relevant experience * An associate degree plus four additional years of relevant experience PREFERRED QUALIFICATIONS * Master's Degree from an accredited college or university as recognized by the United States Department of Education and/or the Council on Higher Education Accreditation (CHEA) * Experience in higher education, public sector, dental field and unionized environments COMMITMENT to DIVERSITY and CAMPUS VALUES A successful candidate will support diversity, equity, and inclusiveness and contribute to a respectful, positive work environment. They will use our Campus Values to guide their decisions and actions and demonstrate our Rebel spirit. SALARY Salary competitive with those at similarly situated institutions. BENEFITS OF WORKING AT UNLV * Competitive total rewards package including: * Paid time off, sick leave, and holidays * Excellent health insurance including medical, dental and vision * Comprehensive retirement plans and voluntary benefits programs * No state income tax * Tuition discounts at Nevada System of Higher Education (NSHE) schools * Tuition discounts for spouses, domestic partners, and dependents PERKS & PROGRAMS * Employee recognition and appreciation programs * UNLV athletics ticket discounts * Statewide employee purchase program discounts * RebelCard discounts on and off campus * Wellness programming for all UNLV faculty and staff at no cost * Opportunity for career advancements to leadership roles * Connect with colleagues with shared interests * Personal and professional development opportunities * A comprehensive onboarding program, Rebels: Onboard * Support and resources available for veteran applicants - contact ********************** or visit our Veterans Webpage. HOW TO APPLY Submit a letter of interest, a detailed resume listing qualifications and experience, and the names, addresses, and telephone numbers of at least three professional references who may be contacted. References will not be contacted until the search chair notifies you in advance. Applicants should fully describe their qualifications and experience, with specific reference to each of the minimum and preferred qualifications because this is the information on which the initial review of materials will be based. Materials should be addressed to Kim Nehls, Search Committee Chair. Although this position will remain open until filled, review of candidates' materials will begin on December 15, 2025. Applications must be submitted electronically through Workday. Please note that emailed materials will not be accepted. Veterans are encouraged to apply. UNLV values the skills of those who have served. Learn more at Veterans Webpage or contact ********************** for support. For assistance with the application process, please review instructions on How to Apply. For further assistance contact UNLV Human Resources at ************** or *****************. SPECIAL INSTRUCTIONS FOR INTERNAL NSHE CANDIDATES UNLV employees or employees within the Nevada System of Higher Education (NSHE) MUST use the "Browse Jobs" process within Workday to find and apply for jobs at UNLV and other NSHE Institutions. Once you log into Workday, type "Browse Jobs" in the search box which will navigate to the internal job posting site. Locate this specific job posting by typing the job requisition number, R0149754 in the search box. If you complete an application outside of the internal application process, your application will be returned and you will have to reapply as an internal applicant which may delay your application. PROFILE of the UNIVERSITY Founded in 1957, UNLV is a doctoral-degree-granting institution comprised of approximately 30,000 students and more than 3,600 faculty and staff. To date, UNLV has conferred more than 152,000 degrees, producing more than 130,000 alumni around the world. UNLV is classified by the Carnegie Foundation for the Advancement of Teaching as an R1 research university with very high research activity, and is a recipient of the Carnegie Classification for Community Engagement. The university is committed to recruiting and retaining top students and faculty, educating the region's diversifying population and workforce, driving economic activity through increased research and community partnerships, and creating an academic health center for Southern Nevada that includes the launch of a new UNLV School of Medicine. UNLV is located on a 332-acre main campus and two satellite campuses in Southern Nevada. Here at UNLV, we have come together and created one of the most affirmative and dynamic academic environments in the country. UNLV sits in the top spot in U.S. News & World Report's annual listing of the nation's most diverse universities for undergraduates. The university has ranked in the top ten since the rankings debuted more than a decade ago. We continue to show our commitment to serving our wonderfully diverse population and building the future for Las Vegas and Nevada. For more information, visit us online at: ******************** EEO/AA STATEMENT The University of Nevada - Las Vegas (UNLV) is committed to providing a place of work and learning free of discrimination on the basis of a person's age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protected hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion (protected classes). Discrimination on the basis of a protected class, including unlawful harassment, which is a form of discrimination, is illegal under federal and state law. Where unlawful discrimination is found to have occurred, UNLV will act to stop the unlawful discrimination, to prevent its recurrence, to remedy its effects, and to discipline those responsible. Women, minorities, and veterans are encouraged to apply. TITLE IX STATEMENT The University of Nevada, Las Vegas, does not discriminate on the basis of sex in any education program or activity that it operates. Non-discrimination on the basis of sex is mandated by Title IX of the Education Amendments of 1972 (20 U.S.C. §§ 1681 et seq.) and the corresponding implementation regulations (34 C.F.R. Part 106). The University's commitment to nondiscrimination in its education programs and activities extends to applicants for admission and employment. Inquiries concerning the application of these provisions may be referred to: Michelle Sposito, J.D., Title IX Coordinator, University of Nevada, Las Vegas, 4505 S. Maryland Parkway, Mail Stop 1062, Las Vegas, NV 89154-1062, Campus Services Building (CSB) Room 246, Telephone: **************; Email: ***************************, or to The Assistant Secretary of the United States Department of Education, U.S. Department of Education, Office for Civil Rights, 400 Maryland Avenue, SW, Washington, D.C. 20202-1100; Telephone: ************** FAX: ************; TDD: **************; Email: **********; or to both. Information pertaining to the University's grievance procedures and grievance process, including how to report or file a complaint of sex discrimination, how to report or file a formal complaint of sexual harassment, and how the University will respond can be found online at the Office of Equal Employment & Title IX webpage. SAFETY AND SECURITY STATEMENT UNLV is committed to assisting all members of the UNLV community in providing for their own safety and security. The Annual Security Report and Annual Fire Safety Report compliance document is available online. JOB CATEGORY Administrative Faculty Exempt Yes Full-Time Equivalent 100.0% Required Attachment(s) Submit a letter of interest, a detailed resume listing qualifications and experience, and the names, addresses, and telephone numbers of at least three professional references who may be contacted. References will not be contacted until the search chair notifies you in advance. Posting Close Date Note to Applicant This position may require that a criminal background check be conducted on the candidate(s) selected for hire. HR will attempt to verify academic credentials upon receipt of hiring documents. If the academic credentials cannot be verified, HR will notify the faculty member that an official transcript of their highest degree must be submitted within thirty days of the faculty member's first day of employment. References will be contacted at the appropriate phase of the recruitment process. As part of the hiring process, applicants for positions in the Nevada System of Higher Education may be required to demonstrate the ability to perform job-related tasks. For positions that require driving, evidence of a valid driver's license will be required at the time of employment and as a condition of continued employment. All document(s) must be received on or before the closing date of the job announcements (if a closing date is provided). Recruitments that provide a work schedule are subject to change based on organizational needs.

Are you a strategic partner who thrives on empowering leaders and teams to scale effectively? Do you bring a deep understanding of Go-to-Market dynamics and a passion for building high-performing, values-driven organizations? Are you excited to leverage data, technology, and coaching to shape a future-ready workforce and culture? If so, we invite you to be a part of our innovative team. As a Senior Staff / Principal HR Business Partner at Ridgeline, you'll serve as a critical advisor to our Go-to-Market (GTM) leadership team across Sales, Marketing, Customer Success, and Product Strategy. This highly visible role blends strategy and execution, influencing everything from organizational design and workforce planning to leadership development and performance culture. You'll craft people strategies that directly support scalable growth and innovation-and you'll be empowered to leverage the latest tools, including AI platforms like ChatGPT, to amplify impact and efficiency across the function. *NOTE: This role may be hired at a Senior Staff level or a Principal Level.* At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions-not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. The impact you will have: Serve as a trusted strategic advisor to GTM and executive leaders, aligning people strategies with business goals. Design and implement scalable organizational structures, workforce strategies, and talent roadmaps through cross-functional alignment and influence. Coach executives and senior leaders to elevate their leadership effectiveness, impact, and organizational health. Lead cross-functional initiatives to build leadership capability and drive talent planning across GTM. Partner with Finance, GTM Operations, and HR to shape compensation and incentive programs that balance competitiveness, accountability, and fiscal discipline. Apply data, analytics, and AI-driven insights to inform people decisions, identify organizational opportunities, and measure program outcomes. Navigate and resolve complex employee relations matters with integrity and alignment to Ridgeline values Drive a culture of accountability, feedback, and inclusion to promote team clarity and engagement. Mentor other HR team members and model Ridgeline's culture of continuous learning, collaboration, and resilience. Stay informed on HR and technology trends (including AI) and translate insights into actionable strategies that enhance GTM effectiveness and innovation. What we look for: 10-12+ years of HR Business Partner experience, ideally in high-growth, customer-facing tech environments. Demonstrated success advising executive leadership and shaping people strategy in GTM functions. Strong background in organizational design, talent planning, leadership development, and change management. Analytical mindset with the ability to translate insights into strategic people programs. Skilled at influencing cross-functional stakeholders with clarity and empathy. Exceptional communication and coaching skills. High comfort with ambiguity and a proactive, ownership-driven mindset. Experience with or curiosity about using AI tools and people analytics to scale impact. Experience leading HR initiatives during a period of GTM hypergrowth Bonus: Familiarity with investment management or enterprise SaaS business models About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement Compensation and Benefits The typical starting salary range for new hires in this role is listed below. This role may be hired at a Senior Staff Level or Principal level depending on candidate skill, experience and qualifications The typical starting salary range for this role at the Senior Staff Level is: $170,000 - $190,000. The typical starting salary range for this role at the Principal Level is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid

Job DescriptionDescription: St. Jude's Ranch for Children helps children and youth ages 0-25 who have been abused, neglected, exploited, and/or homeless by providing safety, stability, and healing in a caring environment. We are seeking a mission-driven, strategic Human Resources Director to help support this mission-and our vision to break the cycle of abuse and neglect by mending spirits and renewing hope. In this role, you'll help shape a healthy, supportive workplace culture for the teams who make this life-changing work possible. If you're committed to building strong teams and strengthening the employee experience, we invite you to apply. SUMMARY OF JOB PURPOSE: Responsible for planning, organizing, directs and performs activities related to the Human Resources Department; provides support and advice to management on employee relations issues, classification and compensation plans, labor law compliance, policy and procedure compliance, benefits administration, unemployment, workers compensation, safety, training and agency compliance. ESSENTIAL FUNCTIONS: Manages and directs the activities of assigned staff; coordinates, prioritizes and assigns tasks and projects; tracks and reviews work progress and activities; directs the recruitment and selection of staff; undertakes disciplinary action as required; conducts performance evaluations. Manages and performs human resources functions to include benefits administration, training and development, recruitment and staffing, performance management onboarding and offboarding, recordkeeping, retirement plan administration, and employee recognition programs. Develops and implements goals, objectives, policies, procedures and work standards for the department; prepares and administers the department's budget. Confers with management regarding human resources activities, programs, policies, procedures and major personnel matters. Provides direction to supervisory and management staff in the major disciplines of recruitment, selection, and job analysis; classification and compensation activities; employee assistance and wellness programs; employee development and training activities. Investigates claims of discrimination, harassment, violations of workplace rules, policies and procedures. Acts as a liaison in the administration of the worker's compensation, risk and safety programs. Acts as administrator for HRIS system; manages vendor, resolves service issues, reviews and approves vendor payments. Manages staff leave-of-absence and FMLA programs. Ensures organization compliance with State and federal laws and regulations; monitors regulatory developments; recommends policy revisions as required. Acts as liaison with Department of Family Services to ensure staff, volunteers and Board members are cleared and maintain clearance status in accordance with Nevada Revised Statutes. Conducts internal audits on agency compliance data for submittal to Council of Accreditation. Directs the conduct of analytical studies; develops and reviews reports of findings, alternatives and recommendations. Represents the organization in meetings with representatives of governmental agencies, professional and business organizations, and the public; conducts presentations to Management, the Board and others as required. Prepares and directs the preparation of a variety of written correspondence, reports, procedures and other written materials. Contributes to the efficiency and effectiveness of the unit's service to its customers by offering suggestions and directing or participating as an active member of a team. Represents the organization with dignity, integrity, and a spirit of cooperation in all relationships with staff and the public. Requirements: Education and Experience: Bachelor's degree in human resources, business administration, or a related field; AND five (5) years of professional human resources generalist experience; OR an equivalent combination of education, training and experience.