Human resources business partner jobs in Ogden, UT - 91 jobs

RELOCATION ASSISTANCE: Relocation assistance may be available CLEARANCE TYPE: NoneTRAVEL: Yes, 10% of the TimeDescriptionAt Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. The Human Resources (HR) team at Northrop Grumman Defense Systems is seeking a Human Resources Business Partner (HRBP) to join our community of committed HR professionals. Our HR community is composed of incredible people with different abilities, diverse thinking and varied backgrounds who find professional fulfillment in understanding and advocating for employees, supporting the coaching and development of the management team, and solving organizational challenges through our partnership with business leadership. This role will be located onsite at our Roy, UT location. Overview of the Role: Consult and assist in the implementation of HR strategy, programs and policies across multiple client groups; including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, EEO and other areas within the HR body of knowledge. Diagnose organizational needs and develop practical, creative/innovative, data-driven solutions to increase team and organizational performance and advance the business strategy. Ensure solutions are effectively implemented and sustained. Organize, prioritize, plan, schedule, and execute Business Unit/Division/Sector/Corporate HR projects and initiatives. Job responsibilities will include, but not be limited to: Establishing an intimate understanding of the business, building and expanding relationships with client leadership teams, and creating close partnerships across HR, centers of excellence (COE's), finance, and P&L organizations. Supporting and partnering with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion and organizational effectiveness to support talent strategies. Identifying trends, risks, and opportunities within the organization and developing solutions in partnership with division and matrix leadership, COE and functional HR business leadership. Advising leadership on new ideas and winning practices in the areas of assessment, development, compensation, organizational effectiveness, strategy, on-boarding, change management and communications. Analyzing and concisely presenting information to the management team to enable business growth and sound decision making. Providing business insight through data analysis, research and benchmarking. Playing a key change leadership role in the company's transformation by reinforcing a culture of growth, innovation and calculated risk taking through the application of human capital strategy, tools and processes. Supporting and enabling leaders to make informed decisions about talent and holding their organizations accountable for business results. Project managing multiple HR projects to include: planning, organizing, implementing, and completing the projects simultaneously on topics within various HR work streams. As a full-time employee of Northrop Grumman Space Systems, you are eligible for our robust benefits package including: Medical, Dental & Vision coverage 401k Educational Assistance Life Insurance Employee Assistance Programs & Work/Life Solutions Paid Time Off Health & Wellness Resources Employee Discounts This position's standard work schedule is a 9/80. The 9/80 schedule allows employees who work a nine-hour day Monday through Thursday to take every other Friday off. Basic Qualifications for Human Resources Business Partner: Bachelor's degree in related field required plus 2 + years of experience in HR - OR - 0 + years of experience with a Master's degree in related field. An additional four years of human resources experience may be substituted in lieu of a degree. Understanding and application of HR principles, concepts, policies and practices. Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others. Proficient in Microsoft office (Word, Excel, PowerPoint). Proven ability to support cross-functional projects to completion including organizing, planning, scheduling and following up on project related items. Ability to obtain and maintain a Secret clearance. US Citizenship is a prerequisite. Primary Level Salary Range: $65,500.00 - $98,300.00The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit *********************************** U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Job DescriptionAbout TorusTorus is headquartered in Utah and is expanding manufacturing at our 540,000-square-foot facility in Salt Lake City called GigaOne. Our mission is to build the world's first mesh energy infrastructure - built to unite people and communities through resilient, secure, and intelligent power. We design, engineer, manufacture, install, and support our systems end-to-end, standing behind them throughout their lifecycle. Torus systems help reduce costs, lower emissions, and protect facilities from outages, while strengthening the security and reliability of the broader utility grid. Torus is committed to American manufacturing, engineering excellence, and building energy systems that last. At Torus, you will be part of something larger than a single product or technology. Your work will help build energy infrastructure that supports critical systems, industry, and communities for decades to come. We value accountability, collaboration, and clear thinking. We are looking for people who want to solve hard problems and build things that matter. About the Role We are seeking a Human Resources Business Partner to support our technical organization (Flexie), serving as the primary people advisor to leaders across Data, Engineering, Software, Firmware, and Hardware. This role is equal parts strategic partner and hands-on operator. You'll help technical leaders build high-performing teams while ensuring our people practices scale with the complexity of the work. You will translate technical business priorities into clear people plans (org design, workforce planning, performance management, retention), coach leaders through decision-making and team dynamics, and proactively identify people risks before they become issues. This role requires strong judgment, comfort operating in ambiguity, and the ability to build trust with highly technical teams. This role operates as a true HR business partner-translating business goals into people strategies, coaching leaders through growth and change, and ensuring our practices scale as the company evolves. You'll be embedded with your stakeholder groups, balancing day-to-day support with org design, performance, and workforce planning, while also serving as a culture steward who reinforces the standards and behaviors that make us successful. Strong judgment, discretion, and the ability to anticipate people risks are essential. Responsibilities Serve as the primary People Ops advisor to assigned business leaders, providing guidance on people strategy, leadership decisions, and team effectiveness. Translate engineering and product priorities into people plans, including org design, role clarity, leveling, and growth paths. Own KPI reporting for your org(s), ensuring data cleanliness, integrity, and accurate people insights (headcount, attrition, performance, hiring progress, etc.). Partner on headcount planning aligned to roadmaps and forecasts, advising on what/when/why to hire and tradeoffs in capacity planning. Coach technical leaders on performance management philosophy, accountability, feedback, and talent decisions. Support onboarding and offboarding for technical teams, ensuring smooth transitions and strong team continuity. Partner with compensation and benefits stakeholders to ensure equitable, competitive, and consistent compensation practices for technical talent. Provide employee relations support for sensitive issues (conflict, engagement, performance, retention risk) with discretion and sound judgment. Anticipate people risks within the technical organization (burnout, attrition, role ambiguity, misalignment) and recommend proactive interventions. Partner closely with recruiting to improve hiring processes, candidate evaluation, and closing strategy for competitive technical roles. Strengthen manager capability across the technical org through coaching, decision support, and consistent application of People Ops practices. Required Experience 6+ years of People Ops / HRBP experience, supporting corporate or technical teams Proven experience partnering with senior leaders in fast-growing environments Demonstrated success partnering with leaders in engineering, software, hardware, or data environments Strong experience in performance management, talent decisions, and leader coaching Experience supporting onboarding, offboarding, compensation, benefits, and employee relations Working knowledge of compensation practices and how they apply in competitive technical markets Exceptional judgment, discretion, and ability to influence without authority Preferred Experience Experience supporting high-growth teams building complex products (hardware + software a plus) Comfort partnering with leaders in highly technical domains (firmware/hardware/data science) Familiarity with role leveling and career frameworks for engineering functions Experience working closely with executive teams Utah-based with ability to be on-site as needed for key leader support You'll be a great fit if you're excited by solving complex, real-world energy challenges and enjoy work that is fast-paced, ever-evolving, and anything but boring. We're building a mesh-based energy network that improves grid stability and resiliency, which means working at the intersection of hardware, software, and systems thinking. We're a growing team, so the work is dynamic and hands-on. You'll have the opportunity to learn new technologies, take ownership, and make a visible impact quickly. That also means being flexible, pitching in where needed, and approaching the work with a scrappy, can-do mindset. If you enjoy rolling up your sleeves, learning as you go, and working alongside smart, motivated people who care about building something meaningful, you'll thrive here. Our Perks & Benefits Employee Rewards Package including equity 401(k) Retirement Savings Plan Health Benefits Package: Choice between traditional PPO or HSA eligible medical plans; Dental insurance; and Vision insurance Human-centered Paid Time Off (based on employment status) including unlimited discretionary PTO; 10-days paid company holidays; Waiting period-free 100% paid parental leave. Torus paid Life with option to purchase additional coverage Voluntary Short- and Long-Term Disability Insurance Peer Recognition Program Additional DetailsBackground Check All candidates are subject to a background check.Location + Travel The role is based in Utah including hybrid remote with work based in your home office and our Salt Lake City/South Salt Lake warehouses, as needed.Schedule Full-Time, SalariedCompensation $100,000-135,000 (Note: We have the flexibility to hire at different levels, which may impact the corresponding pay range.) Work Authorization Applicants must already have the legal authorization to work in the US without requiring any employer sponsorship.Physical Requirements Regularly operates a computer and other peripheral office equipment such as a printer or mouse. Ability to communicate information so others can understand. Must be able to exchange accurate information in these situations. Maintain regular and reliable attendance, whether working remotely or on-site, with the ability to perform job duties safely and effectively. Proficiency in reading, writing, and speaking English required. When on the production floor, required to don personal protective equipment to include, but not limited to ear protection, gloves, eye protection and/or safety helmet. When on the production floor, ability to observe, detect and respond to audible and visual machine malfunction warnings. Torus is proud to be an Equal Opportunity Employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. E04JI800ab0s408jbv4

Job DescriptionCompany DescriptionPickleball is exploding, and The Picklr is leading the movement. We're not just opening clubs - we're building the premier lifestyle brand in the fastest-growing sport in the U.S. With rapid national and international expansion, we are defining the future of how pickleball is played, portrayed, and experienced. Join America's 43rd Fastest-Growing Company in the Fastest-Growing Sport. What You'll Love You Own the People ExperienceThis role sits at the center of our organization. You'll help shape how employees are hired, onboarded, trained, supported, and developed as The Picklr continues to scale nationally. Scale & Strengthen What We've BuiltYou'll step into an HR function with strong foundations already in place. Your role will be to refine, expand, and strengthen existing programs and processes as the company grows. This includes improving onboarding, training, systems, and documentation to ensure consistency, compliance, and a great employee experience across the organization.You'll partner closely with leadership to make what's working even better - bringing structure, clarity, and scalability to HR operations. Real Impact, Real VisibilityYour work directly influences employee experience, compliance, and culture across the company. The processes you help create will scale with us. People-First CultureWe believe great companies are built by taking care of their people. You'll have the opportunity to champion culture, clarity, and consistency - not just policies. What We BelievePeople Are the Brand-How we treat our employees shows up in how we serve our members and franchisees.Strong Systems Create Freedom-Clear, well-run processes allow teams to move faster and with confidence.Compliance Is Non-Negotiable-Doing things the right way protects both our people and the company.Culture Is Built Daily-Culture lives in onboarding, training, communication, and follow-through. What We're Looking For 2-3 years of experience in HR, People Operations, or a related role Hands-on experience working in an HRIS (required) Highly organized with strong attention to detail Someone who genuinely cares about people and employee experience Strong background in onboarding, training, and employee development Experience supporting benefits administration and HR programs Ability to multitask and manage competing priorities in a fast-paced environment Strong written and verbal communication skills Process-driven mindset with a desire to build and improve systems Working knowledge of HR compliance and employment best practices The Role / Responsibilities Serve as a primary HR partner supporting employees and managers Own and continuously improve employee onboarding and training programs Manage and maintain employee data, records, and workflows within the HRIS Ensure accuracy, compliance, and consistency across HR systems and documentation Support benefits administration and employee questions with clarity and care Assist with employee relations, performance processes, and HR initiatives Help expand and refine existing HR processes to support rapid growth Support culture, engagement, and internal communication efforts Act as a trusted, approachable resource for employees and leadership Experience & Skills 2-3 years of HR or People Operations experience Required experience using an HRIS to manage employee data and HR workflows Experience with onboarding, training, and benefits administration Strong organizational and time-management skills Ability to handle sensitive information with discretion and professionalism Proactive, solution-oriented mindset Comfortable working in a growing, evolving organization Experience in a multi-location, franchise, or high-growth company is a plus E04JI802mpqq408d3nj

Are you a Senior HR manager seeking a role in Utah or Ohio? This may be an opportunity perfect for you! This Corporation develops, manufactures, and markets specialty ingredients that improve and enhance the health and well-being of life on the planet, providing state-of-the-art solutions and the finest quality products for a range of industries worldwide. Our corporate headquarters is located in New Jersey and we have a broad network of sales offices, manufacturing sites, and R&D centers, primarily located in the US and Europe. This publicly traded company has annual revenues over $900 million and a market cap exceeding $4.0 billion. The company consists of three business segments: Human Nutrition & Health; Animal Nutrition & Health; and Specialty Products. We employ over 1,400 people worldwide who are engaged in diverse activities, committed to developing the company into global market leadership positions. POSITION SUMMARY: The Sr. Human Resources Business Partner will be responsible for leading and supporting the people strategy at our Ohio and Utah manufacturing sites along with the Ohio and UT Regional business office. This position will provide day to day support to the sites and have leadership responsibility in organizational design, recruitment, employee relations, training and development and talent management. This position directly reports to the Sr. HR Manager for Integrated Supply Chain and partners closely with the business. ESSENTIAL FUNCTIONS: Partners with site leadership to develop and implement HR strategies and initiatives aligned with overall business and segment strategy. Partners with corporate leadership to support the UT Regional business office. Identify and be proactive on resource needs, recruitment, selection and onboarding processes. Partner with talent acquisition team on exempt hiring and owns hourly recruitment. Conducts orientation programs for new employees. Partner with site on overall employee relations. Handling investigations, partnering with legal when needed and recommending corrective action, any disciplinary processes Support current and future business needs through development, engagement, retention. Develops, proposes and administers approved wage and salary programs including job analysis; job descriptions; job evaluation. Enhance overall communication across the sites. Utilize data analytics to drive key decision making. Analyzes hiring, turnover, retention, talent management trends and make recommendations for improvement. Partner with business to assess training and development needs for the plant/region. Ensure implementation of needed training. Partner with other HRBP's across the network, work on organization wide projects and focus on continuous improvement. Drive annual performance review process to ensure reviews are completed timely and accurately. Discusses performance with leadership team as a means of identifying future growth potential and supporting succession planning process. Responsible for assuring that the business segment is in compliance with laws relative to wages and hours, employee relations, employee benefits, employment opportunities and other related employment laws; acts as consultant within the corporation in interpreting the administration of the laws; seeks assistance from Corporate HR Director and legal counsel as appropriate. Performs other related duties. REQUIREMENTS: BS degree in Human Resources or its equivalent. At least five years of human resources experience. Certification is preferred. Work onsite at the Plant locations. Up to 25% travel between the Ohio or Utah Sites. Excelling in cross functional team environment. Excellent leadership skills Sound knowledge of labor laws and regulations Requires strong verbal and written communication skills, as well as effective presentation skills to be able to communicate effectively and professionally with all level of employees. Must be comfortable working in a manufacturing plant setting and walking the production floor, interacting with all levels of employees. BS degree in Human Resources or its equivalent. • At least five years of human resources experience Compensation Base Salary - USD $90,000 to $110,000 Full-time Benefits - Full Relocation Assistance Available - Possible for ideal candidate

Job Description Job Title: HR Business Partner Department: Human Resources Reports to: HR Manager Reporting to the HR Manager the HR Business Partner formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. ESSENTIAL DUTIES & RESPONSIBILITIES Functional Responsibilities Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions) Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention Provides HR policy guidance and interpretation Supports resolving employee relations issues. Conducts effective, thorough, and objective investigations Provides support on HRIS utilization and data management Creates detailed reports from HR data sets and systems Supports maintenance of HRIS infrastructure Assists international employees with expatriate assignments Assists with work visas for international projects and support overall mobility of employees Provides guidance and input on business unit restructures, workforce planning and succession planning Supports onboarding and offboarding Helps Identify training needs for business units and individual coaching needs Supports build of new training programs and provides subject matter expertise on HR related training Participates in the evaluation and monitoring of training programs to ensure success Supports HR Manager in assigned HR initiatives Conducts regular meetings with respective business units Consult with management, providing HR guidance when appropriate Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies Performs other related duties as assigned Health & Safety Work in compliance with all Health and Safety rules and regulations for Cementation Incorporate Health and Safety considerations in all functions and daily activities of the position Monitor work environment for health and safety hazards or infractions and reports the same to Health and Safety Department Keep work area clean and free of clutter Use proper equipment for the job, i.e. stepladder vs. chair Stakeholder Focus Provide professional interactions with Cementation USA and its subsidiaries. internal and external stakeholders. Establishing and maintaining key stakeholder relationships is a critical requirement of this role. Travel Requirements This position will be required to travel semi regularly when required. A valid US Passport and authorization to travel internationally is a benefit. QUALIFICATIONS Education and Experience Bachelor's degree in Human Resources, Business, or related field required 7+ years of HR experience required 5+ years of experience in resolving complex HR issues required Strong understanding of US labor laws required Advanced math and Excel skills are required. Experience with integrating artificial intelligence into HR business practices is an asset Experience with compensation modelling and analysis and market pricing is an asset. Experience in the mining industry is an asset Bilingual - Fluent in Spanish is an asset Strong understanding of state labor laws in California, Utah, Nevada, Arizona, South Carolina, Idaho, and Colorado Strong understanding of international labor laws in Mexico and Chile is an asset Certificate(s), License(s), Registration(s) SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred Skills, Knowledge, & Abilities Strong interpersonal and communication skills Excellent conflict resolution skills Manage confidential communications and information Excellent organizational skills demonstrated and attention to detail, particularly relating to numerical analysis and written communication, editing and proofreading skills. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors Excellent time management skills with a proven ability to meet deadlines Extensive knowledge and experience working with HRIS systems including data management and data integration Strong analytical and problem-solving skills Proficient with Microsoft Office Suite, Adobe Pro, or related software Strong work ethic and positive team attitude High level of confidentiality Cementation is an Equal Opportunity Employer.

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

LOCATION: On-Site in office Only (No Remote Work Option) Job Type: Full-Time Department: Human Resources VertiSource HR is seeking an experienced Senior Human Resources Business Partner (Sr. HRBP) to join our dynamic team! This role requires a strategic and hands-on HR professional who can thrive in a fast-paced, client-focused environment. You will serve as a key liaison between leadership, internal employees, and client organizations by providing expert HR guidance and support across multiple disciplines. The Sr. HRBP will be responsible for a full spectrum of HR functions including but not limited to: employee relations, performance management, recruiting, onboarding, training and development, workers' compensation, benefits administration, employment law compliance, and policy development. The role requires the ability to navigate complex employee issues, maintain compliance across multiple states, and deliver exceptional client service. Key Responsibilities Provide end-to-end HR support to both VertiSource HR internal teams and external Clients. Deliver guidance on employment law compliance across multiple states including AZ, CA, CO, ID, NV, UT, TX, and WA. Interpret and communicate federal and state employment regulations, policies, and best practices to clients and employees. Administer and manage workers' compensation programs, claims, and relationships with clients and third-party administrators. Ensure occupational safety and health compliance; deliver relevant safety training. Assist in managing affirmative action programs and complete annual EEO-1 reporting. Handle all aspects of employee relations including investigations, conflict resolution, disciplinary actions, and documentation. Lead responses to unemployment claims, provide supporting documentation, submit appeals, and attend hearings as needed. Deliver engaging and compliant training programs to internal and external audiences (e.g., harassment prevention, management development, compliance). Partner with clients to develop job descriptions and conduct job analysis. Create and manage recruiting processes including job postings, resume screening, and interview scheduling. Support benefits and 401(k) plan administration, changes, and compliance reporting. Process HR-related administrative tasks such as employment verifications, garnishments, court orders, and unemployment paperwork. Maintain organized and secure HR and client personnel files. Collaborate with team members on various projects and other duties as assigned. Required Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or related field (preferred). Experience: 5-7 years of comprehensive HR experience, including direct client interaction. 3+ years of experience with Microsoft Office Suite (Excel, Word, Outlook). Prior experience supporting HR functions across multiple states strongly preferred. Experience with HRIS/payroll systems (e.g., ADP, Paychex, etc.). Prior experience with high-volume, multi-client environments preferred. Skills & Competencies Human Resources Expertise - In-depth understanding of employment law, HR functions, and industry practices. Problem Solving & Analytical Skills - Ability to analyze issues and develop effective solutions. Project Management - Able to lead and execute multiple HR initiatives. Time Management - Highly organized and able to prioritize tasks effectively. Communication Proficiency - Excellent written and verbal communication skills. Client Focus - Strong commitment to providing high-quality service. Ethical Conduct - Maintains the highest level of integrity and confidentiality. Accountability - Takes ownership and follows through on commitments. Work Environment Primarily office-based; however, travel to client sites in various industries and locations is required. May be exposed to diverse worksite conditions depending on client industries. Physical Demands Must be able to remain in a stationary position for extended periods (computer use). Regularly required to talk, hear, and see clearly. Occasionally required to walk, climb stairs, bend, stoop, kneel, and reach. Must have the ability to travel to client sites as needed. Compensation & Benefits VertiSource HR offers a competitive compensation package that includes: Medical, Dental, and Vision Insurance Paid Time Off (PTO) Employee Assistance Program (EAP) Safe Harbor 401(k) with Employer Match Professional Development Opportunities Equal Opportunity Employer VertiSource HR is proud to be an Equal Opportunity Employer. We are committed to a workplace free from discrimination and embrace diversity in all forms. We consider all qualified applicants without regard to race, color, religion, gender, national origin, age, disability, sexual orientation, gender identity, military or veteran status, or any other legally protected status. If you're a passionate HR professional who thrives in a collaborative, multi-client environment, we encourage you to apply and join our dedicated team at VertiSource HR!

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

BYU-Pathway Worldwide's Human Resources team supports the organization's mission, strategy, and educational offerings to nearly 75,000 students in 180 countries, as well as to service missionaries, employees, and partners. The HR Manager serves as the primary human resources partner for assigned Vice President areas, providing strategic consultation and operational support across the employee lifecycle. This role advises leaders on workforce planning, hiring, performance management, compensation, and employee development, while ensuring consistent HR practices, policy alignment, and compliance. Reporting to the HR Director, the HR Manager supports organizational capability and leadership effectiveness across both domestic and global workforce needs, including international hiring and multilingual program support. Through mission-centered talent stewardship, the HR Manager advances the work of BYU-Pathway Worldwide. Required Bachelor's degree in a related field. 6-10 years of progressive HR experience. Advanced knowledge of key HR disciplines (talent acquisition, employee relations, compensation, development). Strong relationship-building, communication, and coaching skills. Ability to exercise sound judgment and navigate sensitive or ambiguous situations. Proficiency with HR systems, reporting, and data analysis. Preferred Master's degree in HR, Business, or related field. Certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Prior experience in HR business partner or advisory roles. Multilingual proficiency (Portuguese preferred; Spanish beneficial). Experience working with global or multi-language teams. Strategic HR Partnership & Workforce Planning (Primary HR Advisor to Assigned VP Areas) Serve as the main HR representative for the assigned Vice President's areas. Consult with leaders on workforce strategy, organizational structure, and team design. Assess future staffing needs and recommend workforce models (FTE, contractor, student, missionary, etc.). Partner on succession planning, headcount forecasting, and talent movement. Represent HR in departmental leadership meetings and planning discussions. Talent Acquisition, Onboarding & Transitions (Full-Cycle Hiring & Integration Support) Lead recruitment strategy and hiring processes for assigned VP areas. Review and validate job descriptions, role design, and compensation alignment. Screen applicants, facilitate interview deliberations, and guide selection decisions. Draft and extend offers, coordinate background checks, and manage hiring compliance. Support onboarding through communication, provisioning coordination, and orientation. Conduct exit interviews, process transitions, and provide turnover insights. Compensation, Benefits & Policy Consultation (Coaching Leaders on Compensation and Policy Application) Advise on salary recommendations, adjustments, and internal equity considerations. Support annual compensation and merit processes. Serve as an escalation point for benefits and leave-related questions. Guide HR policy interpretation, compliance, and procedural requirements. Employee Development, Performance & Relations (Strengthening Leadership Capability and Employee Growth) Support leaders in career development, coaching, and succession conversations. Recommend training, development resources, and institutional programs. Guide managers through performance improvement, expectations setting, and documentation. Support conflict resolution and employee relations in coordination with Legal and HR leadership. Maintain accurate and confidential documentation of performance-related actions. HR Operations, Reporting & Compliance (Operational Accuracy and Data-Informed Decision Support) Maintain accurate personnel and compensation records in HR systems. Prepare HR reporting on headcount, hiring, turnover, and related metrics for assigned areas. Support process improvement, automation, and system efficiency initiatives. Ensure audit readiness, legal compliance, and consistent application of HR policy. Participate in institutional HR projects and cross-functional initiatives. Global Workforce & Multi-Language Program Support (International Hiring & Cross-Cultural Support) Support the expansion of multi-language programs through international hiring efforts. Coordinate with Church HR and external partners to onboard international employees and contractors. Provide HR support that is culturally informed and sensitive to local labor considerations. Multilingual proficiency, especially in Portuguese and Spanish, is highly advantageous.

The isolved HR Consultant is responsible for identifying, evaluating, and resolving HR related issues for customers and provide support to customer projects. HR Consultants are the backbone of the department, performing most customers' deliverables. Enhanced knowledge of isolved functionality is required. Level II is dependent upon ability to take on more complex projects, heightened communication and time management skills, and department need. Core Job Duties * Manage a queue of inquiries/requests/projects in support of the Defined HR team/clients. * Provides client support advising on HR topics received via on‐demand phone and email support. * Know when to escalate complex situations to HR Business Partners or Senior HR Consultants. * Identify legal and governmental reporting regulations affecting HR practices and ensuring that customer policies, procedures and processes are in compliance. * Maintain working knowledge of multi‐state employment law compliance to best serve all isolved clients. * Draft customer position descriptions and employee handbooks; participate in client meetings for same. * Support clients and/or HR Business Partners on projects such as HR compliance audit for Elite customers, FLSA and Independent Contractor Analyses, etc. * Communicates efficiently and effectively with all stakeholders over the phone, via email, using Microsoft Teams, etc. * Maintain total confidentiality with customer and company information. * Work toward continuous quality improvement. * Stay current with changing technology, including software programs. · Uphold, support, and promote all company policies and procedures. Minimum Qualifications * Proficient in multi‐jurisdictional HR compliance. * Proven effective oral and written communications skills. * Strong skills in using Microsoft Office applications (particularly Excel and Word) and Adobe Flyer. * Have excellent customer service and relationship‐building skills. Be professional and approachable, with the ability to provide quality customer service to multiple diverse work groups. * Have strong time management skills. Able to handle multiple priorities simultaneously. Must be able to handle disruptions without allowing them to affect delivery of quality and timely services. * Be detail‐oriented, accurate, organized, and proficient in professional communications. * Be a self‐starter and collect and analyze data, as well as problem solve in a fast‐paced environment. * Bachelor's degree (B. A.) from four‐year college or university; and a minimum of two (2) years' related HR Generalist experience and/or training for HR Consultant I and three (3) to five (5) years related HR Generalist experience and/or training for HR Consultant II; or equivalent combination of education and experience. * PHR and/or SHRM‐CP - strongly desired. * Typically requires a minimum of 6+ years of related experience. About isolved isolved is an employee experience leader, providing intuitive, people-first HCM (Human Capital Management) technology. Our solutions are delivered directly or through our partner network to more than five million employees and 145,000 employers - who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, seamlessly connects and manages the employee journey across talent management, HR & payroll, workforce management and engagement management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow. For more information, visit ******************* EEO Statement isolved is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. isolved is a progressive and open-minded meritocracy. If you are smart and good at what you do, come as you are. Disability Accommodation Visit ************************** for more information regarding our incredible culture and focus on our employee experience. Visit ************************* for a comprehensive list of our employee total rewards offerings. 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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions outlined above.

At Instructure, we believe in the power of people to grow and succeed throughout their lives. Our goal is to amplify that power by creating intuitive products that simplify learning and personal development, facilitate meaningful relationships, and inspire people to go further in their education and careers. We do this by giving smart, creative, passionate people opportunities to create awesome. And that's where you come in: We are seeking a highly organized and experienced HR Shared Services Manager to lead our Compliance, Benefits, and Leave of Absence (LOA) operations in a global environment. This role is responsible for ensuring the accurate and timely delivery of complex HR transactions, maintaining strict compliance with all applicable employment laws, and delivering exceptional service to employees and business partners. The ideal candidate is a confident people leader with deep expertise in HR compliance and benefits administration, along with a proven track record of managing audits and driving process improvements. What you'll do: Team Leadership & Operations Lead, coach, and develop a team of HR Shared Services Specialists supporting Compliance, Benefits, and LOA across multiple time zones. Distribute and monitor workloads to ensure timely, accurate, and efficient transaction processing. Conduct regular team meetings, performance reviews, and development planning. Identify skill gaps and implement targeted training and cross-training initiatives. Promote a collaborative, high-performance team culture grounded in accountability and continuous improvement. Manage staffing schedules and workload planning to ensure consistent service coverage. Compliance & Auditing Ensure global compliance with all applicable federal, state, and local employment laws and regulations, including ERISA, FMLA, ADA, and HIPAA. Lead the background check adjudication process and manage vendor relationships. Plan, coordinate, and lead internal and external HR audits, including documentation preparation and audit responses. Develop and maintain a compliance and audit calendar, checklists, and standard procedures. Proactively identify, assess, and mitigate compliance risks. Stay current with changes in employment laws and regulatory requirements and communicate updates effectively to stakeholders. Maintain accurate and audit-ready records for all compliance-related activities. Benefits & Leave of Absence Administration Oversee the administration of employee benefit programs including health, retirement, and voluntary benefits, in partnership with the Benefits Center of Excellence (COE). Serve as an escalation point for complex benefits and LOA inquiries. Ensure accurate and timely benefit enrollments, changes, and terminations within HR systems. Partner with benefit vendors to resolve issues, improve service delivery, and ensure contractual compliance. Oversee workers' compensation claims and manage interactions with insurance carriers and internal stakeholders. Process Improvement, Reporting & Systems Identify, design, and implement process improvements to enhance accuracy, efficiency, and employee experience. Develop and maintain detailed Standard Operating Procedures (SOPs) and knowledge base documentation. Leverage Workday to track transactions, analyze trends, and produce meaningful operational and compliance reports. Utilize a case management system to manage, prioritize, and resolve employee inquiries. Customer Experience & Service Delivery Deliver exceptional customer service to employees, managers, and HR stakeholders. Monitor team performance against established KPIs and SLAs, ensuring consistent service quality and resolution timeliness. Personally handle and resolve high-impact or complex employee cases. Escalate issues appropriately while ensuring accountability and follow-through. What you will need to know/have: Bachelor's degree in Human Resources, Business Administration, or a related field required. 5+ years of progressive HR experience, with a strong focus on compliance, benefits, and/or leave administration. 2+ years of people management or supervisory experience. Experience working within an HR Shared Services model strongly preferred. In-depth knowledge of U.S. federal and state employment laws; global compliance exposure highly desirable. Strong understanding of global benefits programs and leave policies. Proven experience leading HR audits and compliance initiatives. Proficiency with Workday and HR case management systems preferred. Excellent communication, interpersonal, and problem-solving skills. Strong organizational, analytical, and reporting abilities. Demonstrated ability to handle sensitive information with discretion and confidentiality. Get in on all the awesome at Instructure! We offer competitive, meaningful benefits in every country where we operate. While they vary by location, here's a general idea of what you can expect: Competitive compensation, plus all full-time employees participate in our ownership program - because everyone should have a stake in our success. Flexible schedules and a remote-friendly culture, with hybrid or onsite work options available in some regions for specific roles Generous time off, including local holidays and our annual company-wide “Dim the Lights” week in late December, when we encourage everyone to step back and recharge Comprehensive wellness programs and mental health support Annual learning and development stipends to support your growth The technology and tools you need to do your best work - typically a Mac, with PC options available in some locations Motivosity employee recognition program A culture rooted in inclusivity, support, and meaningful connection We believe in hiring great people and treating them right. The more diverse we are, the better our ideas and outcomes. Instructure is an Equal Opportunity Employer. We comply with applicable employment and anti-discrimination laws in every country where we operate. All employees must pass a background check as part of the hiring process. To help protect our teams and systems, we've implemented identity verification measures. Candidates may be asked to verify their legal name, current physical location, and provide a valid contact number and residential address, in accordance with local data privacy laws. Any attempt to misrepresent personal or professional information will result in disqualification.

Job Description Together We Build - Partnership, Innovation, Excellence, and Safety At Kelso Industries, 3,500+ employees across 30 companies work together to deliver exceptional HVAC, mechanical, plumbing, refrigeration, and electrical solutions nationwide. Join us to grow your career, make an impact, and be part of a team where innovation, excellence, and safety come first. Recruiter Notice: We respectfully ask external recruiters and staffing agencies not to submit candidates. We only accept direct applications. Position Overview As the HR Business Partner (HRBP), you will serve as a strategic advisor to divisional business leaders while remaining deeply hands-on in execution. Reporting directly to the Chief Human Resources Officer (CHRO), this role is responsible for aligning people strategies with business objectives for Kelso Industries Home Office and Kelso Building Services. You will play a critical role in driving performance, culture, and scalable people practices in a fast-growing, decentralized environment. This role is based out of Kelso Industries' home office in Draper, UT, and requires close partnership with field leadership spread across the United States to support both near-term operational needs and long-term growth initiatives. Key Responsibilities In this role, you will: Serve as the primary HRBP for Kelso Industries home office and Kelso Building Services, owning the end-to-end people strategy for a portfolio of operating companies and ensuring alignment with Kelso's enterprise HR vision and business goals. Act as a trusted advisor to executive and operational leaders, providing guidance on organizational design, workforce planning, talent strategy, performance management, and employee relations. Lead and execute change management initiatives by assessing organizational readiness, aligning structure and talent to growth plans, and supporting leaders through transformation. Partner closely with HR Shared Services (Talent Acquisition, Compensation, Benefits, and HR Systems) to deliver seamless, high-quality HR solutions to the business. Drive talent outcomes by identifying critical capability gaps, supporting leadership development, improving retention, and ensuring succession plans are in place. Support organizational effectiveness through data-informed insights related to labor costs, productivity, engagement, and talent quality. Ensure compliance and functional excellence across core HR disciplines, including policy adherence, employment law compliance, performance management, workforce planning, employee relations, and core HR operations. Lead Kelso-wide HR initiatives and special projects as assigned by the CHRO, which may include leadership development programs, HR analytics, compensation frameworks, or process standardization. Experience You'll Need Bachelor's degree in Human Resources, Business Administration, or a related field required; MBA or Master's degree preferred. Minimum of 5+ years of progressive HR experience, ideally in an HR Business Partner or HR leadership role supporting multiple sites or operating companies. Demonstrated experience partnering with senior leaders in a growth-oriented, operationally complex environment. Strong working knowledge of employment laws, compliance requirements, and HR best practices. Proven success supporting talent acquisition, workforce planning, performance management, and leadership development. Ability to translate business strategy into practical people solutions and influence outcomes at all levels of the organization. Strong analytical, problem-solving, and decision-making skills with a data-driven mindset. Excellent communication, coaching, and relationship-building capabilities. Experience in construction, skilled trades, MEP+, or industrial services environments is strongly preferred. Preferred Qualifications Experience operating within a decentralized or multi-OpCo business model. Familiarity with HR systems and platforms, including ADP Workforce Now. Experience leading or supporting enterprise HR projects, change initiatives, or integrations. Working Conditions Primarily based out of the Draper, UT home office, with regular travel to Kelso Building Services operating companies (up to 40-50%). Hybrid work environment, generally 3-4 days in office and 1-2 days remote, depending on business needs. Prolonged periods of sitting and working at a computer. Ability to lift up to 50 pounds occasionally. Why Join Kelso Industries? Kelso Industries is building best-in-class companies across the MEP+ and building services space. As an HR Business Partner, you will have the opportunity to shape the people strategy behind that growth while working directly with senior leadership. Here, you will experience: Career Growth: Opportunities to expand your impact, take on enterprise-level initiatives, and grow alongside a rapidly scaling organization. Collaborative Culture: A people-first environment that values partnership, accountability, and continuous improvement. Meaningful Impact: Direct influence on leaders, teams, and outcomes across the business. Competitive Compensation & Benefits: A comprehensive rewards package designed to support your financial, physical, and personal well-being. Why Join Kelso Industries? Join us and be part of a team dedicated to creating efficient, sustainable, and high-performance environments that make a lasting impact across the industrial, commercial, and institutional sectors. Here you will experience: Growth Opportunities: Develop new skills, take on exciting challenges, and advance your career in meaningful ways. Company Culture: You'll thrive in an environment that supports your growth, values your contributions, and makes work fulfilling and enjoyable. Impact: Your work directly contributes to meaningful outcomes, allowing you to see the difference you make and feel a sense of purpose every day. Competitive Compensation & Benefits: You'll be rewarded fairly for your contributions while enjoying perks that enhance your financial security, health, and overall well-being. Kelso Industries celebrates diversity and is committed to creating an inclusive environment for all employees. We do not discriminate in any aspect of employment based on race, color, religion, national origin, ancestry, gender, sexual orientation, gender identity and/or expression, age, veteran status, disability, or any other characteristic protected by federal, state, or local employment discrimination laws where Kelso does business

Job DescriptionLocation: City/Hybrid/RemoteReports to: CTOInterfaces with: CEO, COO, Professional Services, Engineering, Sales, Marketing, and VendorsWhy AllenComm With over 40 years of excellence in corporate learning innovation, AllenComm has helped Fortune 500 and 1000 organizations transform employee development through award-winning instructional design and technology. Today, we are redefining enterprise learning through AI-driven modernization, strategic partnerships, and data-powered personalization. As our AI Product Director, you will be at the forefront of transformation bridging legacy systems, new technology, and client-centered innovation.About the Role AllenComm is seeking a hands-on AI Product Director to lead the transformation of our HR and Learning & Development (L&D) solutions through AI strategy, implementation, and partnership development. This role sits at the intersection of product innovation, technology integration, and go-to-market enablement.You'll drive modernization of AllenComm's platforms, guide adoption of AI technologies, and collaborate across teams to turn our professional services into scalable, AI-powered enterprise solutions. The ideal candidate blends strategic vision with operational execution-comfortable crafting product roadmaps, experimenting with AI tools, and coordinating across internal and external stakeholders to deliver measurable business value.Key Responsibilities AI Transformation & Legacy Modernization • Lead the evolution of AllenComm's legacy systems into scalable, AI-enabled platforms. • Pilot and implement Microsoft's AI technologies (Copilot, Azure OpenAI, Power Platform) into existing systems, workflows, and client solutions. • Establish frameworks for AI governance, data ethics, compliance, and performance monitoring of AI systems. • Collaborate with engineering and operations to ensure secure, efficient, and sustainable AI infrastructure.Market, Sales, and Competitive Intelligence • Partner with Sales, Marketing, and Client Strategy to translate client feedback, trends, and analytics into actionable product insights. • Conduct ongoing competitive research to identify differentiators, white space opportunities, and potential strategic partners. • Use market and performance data to shape roadmap priorities, value propositions, and pricing models. Partnership Management & Ecosystem Development • Develop and manage partnerships with leading AI technology providers and Microsoft ecosystem partners. •Evaluate and onboard vendors or tools that complement AllenComm's AI product portfolio. •Act as the primary liaison with external AI partners to ensure alignment on product vision and co-development opportunities. Product Leadership & Delivery •Define and communicate a clear product vision, roadmap, and success metrics for AI-driven HR/L&D solutions. • Lead discovery, MVP design, and iterative releases with internal teams and external vendors. • Collaborate cross-functionally to translate services into productized, AI-driven features and solutions that expand AllenComm's market reach. • Report regularly on progress, adoption, and business impact directly to executive leadership.What You'll Bring • 6-8 years of product management experience, with at least 2 years in AI/ML or enterprise SaaS. • Proven experience migrating legacy systems or platforms to AI-driven architectures. • Familiarity with Microsoft AI technologies (Azure OpenAI, Copilot Studio, Power Platform). • Background in HR tech, learning technologies and workforce enablement platforms . • Experience with vendor management, partnership development, and cross-functional collaboration. • Strategic and hands-on leadership style-comfortable moving from vision to execution. • Excellent communication and executive presentation skills. Powered by JazzHR LlarkEeJ4o

**_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 (***************************************************************************************************************************

What does a Talent Acquisition Program Manager do at Swire Coca-Cola?The Talent Acquisition Program Manager builds and scales Swire Coca-Cola's early career and skilled trade talent pipelines by leading campus recruiting and internship programs and partnering with universities and technical schools. This role works closely with Organization Effectiveness and Leadership Development to connect early talent hiring to career pathways, rotational experiences, and long-term capability building. Using data, strong partnerships, and market insights, the Program Manager ensures Swire attracts, develops, and converts early talent into future leaders and critical frontline talent. Job Details: Job Level: 6 Responsibilities: Lead the design and execution of Swire's university and early career recruitment strategy, aligning programs with long-term workforce planning goals Collaborate with HR and business leaders to identify early talent needs and ensure alignment with program strategy Partner with the Organization Effectiveness and Leadership Development teams to connect early career initiatives to ongoing talent development, including career pathing, rotational programs, and workforce capability building Design and manage a high-impact summer internship program, overseeing end-to-end recruitment, program development, and conversion strategies that improve intern engagement and full-time hire outcomes Create engaging learning, networking, and professional development opportunities for interns and early career hires Use data, feedback, and benchmarking to assess program impact, improve outcomes, and share insights with senior leadership Build and maintain partnerships with target universities, career centers, and student organizations to attract diverse, high-potential talent Manage the Campus Ambassador and Employee Alumni programs to strengthen Swire's presence on campus and enhance brand advocacy Build and maintain partnerships with CDL schools, technical schools, and workforce development organizations to create skilled trade pipelines that support operational hiring needs Stay informed on market trends and best practices in campus recruiting and skilled trade development to ensure Swire remains competitive and forward-thinking Represent Swire at university and community events, acting as a key ambassador for our employer brand and early career opportunities Requirements: Bachelor's Degree Bachelor's degree in Human Resources, Business, or a related field (1 additional year of experience required in lieu of every 1 year of schooling) required 8+ years of experience in recruiting, with 3+ years managing university or early career programs required Ability to travel as needed to support campus and partnership activities, 25% concentrated primarily during fall & spring recruiting seasons Demonstrated success leading projects or programs and driving cross-functional collaboration Strong project management skills, with the ability to manage timelines, budgets, and competing priorities effectively Proficiency with applicant tracking systems (ATS) and HR analytics tools to optimize recruiting strategies and measure program impact Hybrid role with on-site requirement two days a week

BYU-Pathway Worldwide's Human Resources team supports the organization's mission, strategy, and educational offerings to nearly 75,000 students in 180 countries, as well as to service missionaries, employees, and partners. The HR Manager serves as the primary human resources partner for assigned Vice President areas, providing strategic consultation and operational support across the employee lifecycle. This role advises leaders on workforce planning, hiring, performance management, compensation, and employee development, while ensuring consistent HR practices, policy alignment, and compliance. Reporting to the HR Director, the HR Manager supports organizational capability and leadership effectiveness across both domestic and global workforce needs, including international hiring and multilingual program support. Through mission-centered talent stewardship, the HR Manager advances the work of BYU-Pathway Worldwide. Required Bachelor's degree in a related field. 6-10 years of progressive HR experience. Advanced knowledge of key HR disciplines (talent acquisition, employee relations, compensation, development). Strong relationship-building, communication, and coaching skills. Ability to exercise sound judgment and navigate sensitive or ambiguous situations. Proficiency with HR systems, reporting, and data analysis. Preferred Master's degree in HR, Business, or related field. Certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Prior experience in HR business partner or advisory roles. Multilingual proficiency (Portuguese preferred; Spanish beneficial). Experience working with global or multi-language teams. Strategic HR Partnership & Workforce Planning (Primary HR Advisor to Assigned VP Areas) Serve as the main HR representative for the assigned Vice President's areas. Consult with leaders on workforce strategy, organizational structure, and team design. Assess future staffing needs and recommend workforce models (FTE, contractor, student, missionary, etc.). Partner on succession planning, headcount forecasting, and talent movement. Represent HR in departmental leadership meetings and planning discussions. Talent Acquisition, Onboarding & Transitions (Full-Cycle Hiring & Integration Support) Lead recruitment strategy and hiring processes for assigned VP areas. Review and validate job descriptions, role design, and compensation alignment. Screen applicants, facilitate interview deliberations, and guide selection decisions. Draft and extend offers, coordinate background checks, and manage hiring compliance. Support onboarding through communication, provisioning coordination, and orientation. Conduct exit interviews, process transitions, and provide turnover insights. Compensation, Benefits & Policy Consultation (Coaching Leaders on Compensation and Policy Application) Advise on salary recommendations, adjustments, and internal equity considerations. Support annual compensation and merit processes. Serve as an escalation point for benefits and leave-related questions. Guide HR policy interpretation, compliance, and procedural requirements. Employee Development, Performance & Relations (Strengthening Leadership Capability and Employee Growth) Support leaders in career development, coaching, and succession conversations. Recommend training, development resources, and institutional programs. Guide managers through performance improvement, expectations setting, and documentation. Support conflict resolution and employee relations in coordination with Legal and HR leadership. Maintain accurate and confidential documentation of performance-related actions. HR Operations, Reporting & Compliance (Operational Accuracy and Data-Informed Decision Support) Maintain accurate personnel and compensation records in HR systems. Prepare HR reporting on headcount, hiring, turnover, and related metrics for assigned areas. Support process improvement, automation, and system efficiency initiatives. Ensure audit readiness, legal compliance, and consistent application of HR policy. Participate in institutional HR projects and cross-functional initiatives. Global Workforce & Multi-Language Program Support (International Hiring & Cross-Cultural Support) Support the expansion of multi-language programs through international hiring efforts. Coordinate with Church HR and external partners to onboard international employees and contractors. Provide HR support that is culturally informed and sensitive to local labor considerations. Multilingual proficiency, especially in Portuguese and Spanish, is highly advantageous.

Job Title: HR Business Partner Department: Human Resources Reports to: HR Manager Reporting to the HR Manager the HR Business Partner formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. ESSENTIAL DUTIES & RESPONSIBILITIES Functional Responsibilities Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions) Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention Provides HR policy guidance and interpretation Supports resolving employee relations issues. Conducts effective, thorough, and objective investigations Provides support on HRIS utilization and data management Creates detailed reports from HR data sets and systems Supports maintenance of HRIS infrastructure Assists international employees with expatriate assignments Assists with work visas for international projects and support overall mobility of employees Provides guidance and input on business unit restructures, workforce planning and succession planning Supports onboarding and offboarding Helps Identify training needs for business units and individual coaching needs Supports build of new training programs and provides subject matter expertise on HR related training Participates in the evaluation and monitoring of training programs to ensure success Supports HR Manager in assigned HR initiatives Conducts regular meetings with respective business units Consult with management, providing HR guidance when appropriate Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies Performs other related duties as assigned Health & Safety Work in compliance with all Health and Safety rules and regulations for Cementation Incorporate Health and Safety considerations in all functions and daily activities of the position Monitor work environment for health and safety hazards or infractions and reports the same to Health and Safety Department Keep work area clean and free of clutter Use proper equipment for the job, i.e. stepladder vs. chair Stakeholder Focus Provide professional interactions with Cementation USA and its subsidiaries. internal and external stakeholders. Establishing and maintaining key stakeholder relationships is a critical requirement of this role. Travel Requirements This position will be required to travel semi regularly when required. A valid US Passport and authorization to travel internationally is a benefit. QUALIFICATIONS Education and Experience Bachelor's degree in Human Resources, Business, or related field required 7+ years of HR experience required 5+ years of experience in resolving complex HR issues required Strong understanding of US labor laws required Advanced math and Excel skills are required. Experience with integrating artificial intelligence into HR business practices is an asset Experience with compensation modelling and analysis and market pricing is an asset. Experience in the mining industry is an asset Bilingual - Fluent in Spanish is an asset Strong understanding of state labor laws in California, Utah, Nevada, Arizona, South Carolina, Idaho, and Colorado Strong understanding of international labor laws in Mexico and Chile is an asset Certificate(s), License(s), Registration(s) SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred Skills, Knowledge, & Abilities Strong interpersonal and communication skills Excellent conflict resolution skills Manage confidential communications and information Excellent organizational skills demonstrated and attention to detail, particularly relating to numerical analysis and written communication, editing and proofreading skills. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors Excellent time management skills with a proven ability to meet deadlines Extensive knowledge and experience working with HRIS systems including data management and data integration Strong analytical and problem-solving skills Proficient with Microsoft Office Suite, Adobe Pro, or related software Strong work ethic and positive team attitude High level of confidentiality Cementation is an Equal Opportunity Employer.

Location: City/Hybrid/RemoteReports to: CTOInterfaces with: CEO, COO, Professional Services, Engineering, Sales, Marketing, and VendorsWhy AllenComm With over 40 years of excellence in corporate learning innovation, AllenComm has helped Fortune 500 and 1000 organizations transform employee development through award-winning instructional design and technology. Today, we are redefining enterprise learning through AI-driven modernization, strategic partnerships, and data-powered personalization. As our AI Product Director, you will be at the forefront of transformation bridging legacy systems, new technology, and client-centered innovation.About the Role AllenComm is seeking a hands-on AI Product Director to lead the transformation of our HR and Learning & Development (L&D) solutions through AI strategy, implementation, and partnership development. This role sits at the intersection of product innovation, technology integration, and go-to-market enablement.You'll drive modernization of AllenComm's platforms, guide adoption of AI technologies, and collaborate across teams to turn our professional services into scalable, AI-powered enterprise solutions. The ideal candidate blends strategic vision with operational execution-comfortable crafting product roadmaps, experimenting with AI tools, and coordinating across internal and external stakeholders to deliver measurable business value.Key Responsibilities AI Transformation & Legacy Modernization • Lead the evolution of AllenComm's legacy systems into scalable, AI-enabled platforms. • Pilot and implement Microsoft's AI technologies (Copilot, Azure OpenAI, Power Platform) into existing systems, workflows, and client solutions. • Establish frameworks for AI governance, data ethics, compliance, and performance monitoring of AI systems. • Collaborate with engineering and operations to ensure secure, efficient, and sustainable AI infrastructure.Market, Sales, and Competitive Intelligence • Partner with Sales, Marketing, and Client Strategy to translate client feedback, trends, and analytics into actionable product insights. • Conduct ongoing competitive research to identify differentiators, white space opportunities, and potential strategic partners. • Use market and performance data to shape roadmap priorities, value propositions, and pricing models. Partnership Management & Ecosystem Development • Develop and manage partnerships with leading AI technology providers and Microsoft ecosystem partners. •Evaluate and onboard vendors or tools that complement AllenComm's AI product portfolio. •Act as the primary liaison with external AI partners to ensure alignment on product vision and co-development opportunities. Product Leadership & Delivery •Define and communicate a clear product vision, roadmap, and success metrics for AI-driven HR/L&D solutions. • Lead discovery, MVP design, and iterative releases with internal teams and external vendors. • Collaborate cross-functionally to translate services into productized, AI-driven features and solutions that expand AllenComm's market reach. • Report regularly on progress, adoption, and business impact directly to executive leadership.What You'll Bring • 6-8 years of product management experience, with at least 2 years in AI/ML or enterprise SaaS. • Proven experience migrating legacy systems or platforms to AI-driven architectures. • Familiarity with Microsoft AI technologies (Azure OpenAI, Copilot Studio, Power Platform). • Background in HR tech, learning technologies and workforce enablement platforms . • Experience with vendor management, partnership development, and cross-functional collaboration. • Strategic and hands-on leadership style-comfortable moving from vision to execution. • Excellent communication and executive presentation skills.