Human resources business partner jobs in Pennsylvania - 462 jobs

Title: Human Resources Business Partner Travel: PA & MD Department: Human Resources - Retail Reports to: Senior Human Resources Manager SUMMARY OF JOB RESPONSIBILITIES: The Human Resources Business Partner will assist the in the assigned HR functions to support company culture and growth. This role will facilitate employee relations on behalf of the company within the different locations in the designated geographic area(s). The Human Resources Business Partner will help to provide an excellent workplace experience, assisting with inquiries about company policies, and ensuring best employee relations practices. ESSENTIAL FUNCTIONS AND BASIC DUTIES: Meets regularly in the assigned locations and attends department meetings to understand goals and objectives to provide appropriate guidance and support. Provides day-to-day assistance to all employees within the geographic area in any HR related matters maintaining effective communication. Recognizes sensitivity, complexity, and urgency of employee relations issues and takes appropriate action to provide sound guidance on resolutions protecting sensitive information or escalate issues to Senior Human Resources Manager. Serves as the initial contact and liaison for intake and assessment of employee issues and complaints. Responds to fact-findings and to conduct prompt, thorough, neutral, and accurate workplace investigations related to employee misconduct, discrimination, and other complaints. Conducts high-level workplace investigations on short timeframes ranging from simple to, sometimes, complex issues and escalating most significant issues to Senior Human Resources Manager. Tracks and logs thorough documentation of all incident reports and investigations on employee-related incidents following company protocols and in the corresponding company systems. Assesses training needs and provides recommendations on topics of employee-related training with Regional HR and assists with the coordination of training as needed. Provides HR policy guidance and interpretation to employees and/or supervisors assisting management in formulating responses. Assesses the location's work environment and communicate with Senior Human Resources Manager in areas of development. Interprets the need for the intermediate and long-term advancement potential of individuals and jobs to create organization opportunities for development. Promotes a collaborative approach to serve and support all employees across the geographic area in conjunction with strong ethics to represent and practice the company values. Assists with HRIS systems use and HR programs to employees when needed or recommends points of contact to help address employees' inquiries. Opens, organizes, and updates employee files. Tracks employee progress, noting promotions, recognitions, policy violations, and documenting them accordingly. Ensures all employee files are maintained according to law. Provides feedback to the Senior Human Resources Manager and Retail Area Managers regarding trends revealed when conducting exit interviews. Provides feedback to Talent Acquisition Recruiters regarding the competency of terminated employees. Participates in legal hearings to provide testimonies and monitoring proceedings. Assists the HR team with ensuring Employee Handbook is updated with current policies and procedures. Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention. Provides recommendations on policies and procedures that support best practices and a positive work environment Any other duties as assigned. REQUIRED EDUCATION AND EXPERIENCE: Bachelor's degree in human resources or related field required. Minimum of three years of professional HR experience. One year of employee relations experience or equivalent through training and/or education. SKILLS/ABILITIES: Excellent oral and written communication skills, including excellent documentation and presentation skills. Thorough understanding of state and federal laws concerning labor relations, employment laws, EEOC, ADA, and any others. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. High level of analytical ability to find solutions on complex legal issues and dispute resolution. Highly organized and able to multi-task and meet deadlines in a fast-paced environment. Interpersonal skills to effectively and sensitively communicate with all levels of management, employees, as well as external contractors. Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations. Must maintain a high level of confidentiality. Microsoft Office knowledge. Travel Required: Frequent travel to different locations within a specific geographic area.

People Operations Manager Allentown, PA ISC's team of Manufacturing Recruiters is partnering with a medium-size global Chemical company to identify a driven and innovative People Operations Manager. They are located about 50 miles from Philadelphia city center. This is an onsite role The People Operations Manager will be responsible for overseeing all HR functions, ensuring smooth operations, legal compliance, employee development, and a positive work culture. They will develop and implement HR policies and initiatives aligned with business goals to improve organizational effectiveness. Exceptional and fun company to work for with a great culture and exciting products! Tons of growth potential! MUST HAVE 6+ YEARS' EXPERIENCE LEADING ALL ASPECTS OF HR IN A MANUFACTURING ENVIRONMENT People Operations Manager Qualifications: Bachelor's Degree preferred but not required; SHRM or PHR preferred 6+ years of HR experience, including 5+ years leading HR in a manufacturing environment Proven track record managing all HR functions, fostering culture, and supporting employee growth Ensure compliance and align HR strategy with business goals Skilled in developing HR policies to boost efficiency Designs and implements training programs Built and led successful HR teams Experienced with 24/7 shift-based operations HRIS experience Approachable, driven, tech savvy, collaborative, hands-on, outgoing, positive, innovative, strategic People Operations Manager - our client offers: Truly exciting work environment with extremely low turnover rate and state-of-the-art facilities Collaborative, innovative, and passionate team Extensive training and lots of room for growth $125-175k base salary DOE, bonus, Medical, Dental, Vision, Life, 401k, Vacation, PTO, Gyms, Shower/Locker rooms, Game rooms People Operations Manager Responsibilities: Serve as liaison between employees and management, resolving issues and interpreting policies Oversee core HR functions: hiring, compensation, labor relations, and policy administration Drive HR strategies to enhance efficiency, culture, and retention Manage benefits, handle claims, and evaluate competitive offerings Ensure legal compliance and handle complex employee relations Lead full-cycle recruitment, onboarding, and process improvements Address staffing issues, terminations, and performance management Support training, development, and manager coaching Maintain accurate reporting and compliance with employment laws

Reporting to the President and CEO of SeniorLIFE+, the Vice President of Human Resources leads the implementation of people strategies and processes to support business goals and outcomes while building an engaged and inspired culture across Aramark's SeniorLIFE+ line of business. This role is pivotal in shaping organizational readiness, talent development, and leadership capability, with a strong emphasis on collaboration and strategic partnership. Aramark's SeniorLIFE+ business is dedicated to elevating the senior living experience by investing in our people. From dining and housekeeping to amenities, programs, and technology, we provide the tools and support that empower our teams to create meaningful connections. Our expertise delivers tailored experiences that foster engagement, comfort, and joy for residents across the country, allowing them to focus on what matters most: cherishing the journey. Success in this role includes developing people, driving measurable outcomes, collaboration across disciplines and modeling the Aramark Leadership Capabilities: Business Leadership, Customer Leadership, People Leadership, and Personal Leadership. This is an executive level role that is heavily focused on field operations and operating teams requiring approximately 30% travel. As the successful candidate onboards, higher travel will be required to establish strong relationships and build credibility as a business partner to our field operating teams. Job Responsibilities Business Leadership Serve as a strategic HR partner to the President/CEO and to the line of business executive leadership team, leveraging people strategies to achieve business goals. Create and execute a line of business HR strategy, aligned with US HR strategy and is informed locally through data and metrics, to drive action and execution against business goals and enable growth. Drive organizational readiness by leading capacity, capability, and engagement initiatives that support operational efficiency and growth. Customer Leadership Champion engagement and hospitality focus by building an inspired and inclusive culture that anticipates needs and drives service excellence. Act with urgency and accountability to remedy field challenges and deliver timely, people-centered solutions. Lead Talent Acquisition and Talent Management initiatives to ensure readiness for growth and succession aligned with business needs. People Leadership Lead and develop a high-performing HR team, including Regional HR Directors, Managers, and Associates, fostering collaboration and capability-building. Drive talent development through performance management, talent reviews, succession planning, and salary planning processes. Influence and inspire cross-functional teams by partnering with peer HR VPs and HR COEs to define and share best practices across the enterprise. Personal Leadership Model resilience and agility by navigating complex labor relations and employment law issues across diverse jurisdictions. Demonstrate curiosity and initiative by identifying innovative approaches to attract, develop and retain talent, both managerial and hourly, nationwide. Build trust and connection by resolving escalated field operations issues with integrity and consistency. Qualifications Bachelor's degree required; graduate degree preferred. Minimum of 10 years of progressive HR experience, including 5+ years leading HR teams. Expertise in staffing, organizational change, talent development, training, employee and labor relations, compensation, and benefits. Proven success in unionized environments across multiple jurisdictions. Strong change leadership and strategic thinking skills. Excellent interpersonal, communication, and influencing abilities. About Aramark Our Mission Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About Aramark The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at ***************************** or connect with us on Facebook, Instagram and Twitter. Nearest Major Market: Philadelphia

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

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

Are you an experienced human resource (HR) professional prepared to take the next step in your career? The Department of Corrections (DOC), Field Human Resource Office in Region 1 is looking for a Field Human Resource Officer 3 to confidently lead our team. This position allows you to utilize your expertise to oversee HR functions for State Correctional Institutions (SCI) Mercer, Cambridge Springs, and Albion. If you are dedicated to maximizing resources and creating efficiencies in service delivery provided to leadership and employees, we have the perfect opportunity for you! DESCRIPTION OF WORK As a Field Human Resource Officer 3, you will be responsible for directing field personnel through daily assignments and offering guidance to management at each institution regarding the interpretation and application of HR policies and various collective bargaining agreements. Work involves activities related to employee relations, recruitment and placement, absence and attendance, as well as workers' compensation programs. You will serve as a point of contact for employees, executive staff, and other HR staff, answering questions concerning all facets of HR. Effective communication is essential in this position as you will work closely with EEO (Equal Employment Opportunity) staff by reviewing and addressing all complaints of discrimination and/or harassment. In this role, you will also be responsible for analyzing available metrics to determine opportunities for process streamlining and improvement. Interested in learning more? Additional details regarding this position can be found in the position description. Work Schedule and Additional Information: Full-time employment Work hours are 8:00 AM to 4:00 PM, Monday - Friday, with a 30-minute lunch. Telework: You may have the opportunity to work from home (telework) part-time, up to 2 days per week upon successful completion of a 6-month probationary period. In order to telework, you must have a securely configured high-speed internet connection and work from an approved location inside Pennsylvania. If you are unable to telework, you will have the option to report to the headquarters office at SCI Mercer, SCI Cambridge Springs, or SCI Albion. The ability to telework is subject to change at any time. Additional details may be provided during the interview. Salary: In some cases, the starting salary may be non-negotiable. You will receive further communication regarding this position via email. Check your email, including spam/junk folders, for these notices. Worksite address: The selected candidate will have the option to work at one of the following institutions: SCI Mercer - 801 Butler Pike, Mercer, PA 16137 SCI Cambridge Springs - 451 Fullerton Ave, Cambridge Springs, PA 16403 SCI Albion - 10745 PA-18, Albion, PA 16475 REQUIRED EXPERIENCE, TRAINING & ELIGIBILITY QUALIFICATIONS Minimum Experience and Training Requirements: One year of experience as a Human Resource Analyst 3, a Field Human Resource Officer 2, or a Human Resource Director 1 (Commonwealth job title or equivalent Federal Government job title, as determined by the Office of Administration); or Four years of professional human resource experience which included one year of supervisory experience, and a bachelor's degree; or An equivalent combination of experience and training. Other Requirements: You must meet the PA residency requirement. For more information on ways to meet PA residency requirements, follow the link and click on Residency. You must be able to perform essential job functions. Legal Requirements: You must pass a background investigation and meet Criminal Justice Information Services (CJIS) compliance requirements. How to Apply: Resumes, cover letters, and similar documents will not be reviewed, and the information contained therein will not be considered for the purposes of determining your eligibility for the position. Information to support your eligibility for the position must be provided on the application (i.e., relevant, detailed experience/education). If you are claiming education in your answers to the supplemental application questions, you must attach a copy of your college transcripts for your claim to be accepted toward meeting the minimum requirements. Unofficial transcripts are acceptable. Your application must be submitted by the posting closing date . Late applications and other required materials will not be accepted. Failure to comply with the above application requirements may eliminate you from consideration for this position. Veterans: Pennsylvania law (51 Pa. C.S. *7103) provides employment preference for qualified veterans for appointment to many state and local government jobs. To learn more about employment preferences for veterans, go to ************************************************ and click on Veterans. Telecommunications Relay Service (TRS): 711 (hearing and speech disabilities or other individuals). If you are contacted for an interview and need accommodations due to a disability, please discuss your request for accommodations with the interviewer in advance of your interview date. The Commonwealth is an equal employment opportunity employer and is committed to a diverse workforce. The Commonwealth values inclusion as we seek to recruit, develop, and retain the most qualified people to serve the citizens of Pennsylvania. The Commonwealth does not discriminate on the basis of race, color, religious creed, ancestry, union membership, age, gender, sexual orientation, gender identity or expression, national origin, AIDS or HIV status, disability, or any other categories protected by applicable federal or state law. All diverse candidates are encouraged to apply. EXAMINATION INFORMATION Completing the application, including all supplemental questions, serves as your exam for this position. No additional exam is required at a test center (also referred to as a written exam). Your score is based on the detailed information you provide on your application and in response to the supplemental questions. Your score is valid for this specific posting only. You must provide complete and accurate information or: your score may be lower than deserved. you may be disqualified. You may only apply/test once for this posting. Your results will be provided via email.

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

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

BIOSPECTRA HUMAN RESOURCES DIRECTOR If you like the idea of being a Human Resources leader and part of a growing company that is a major supplier to the bio-pharmaceutical industry, this may be the job for you! BioSpectra is seeking a Human Resources Director to lead Human Resources and drive organizational effectiveness, by leading exceptional talent acquisition and talent development initiatives, implementing strategies, technology platforms and compensation/total rewards systems that drive performance excellence. This is an excellent opportunity for an individual who has the leadership ability to lead BioSpectra to the next level of human resources excellence, while working with the current Human Resources Director who will be moving to a part-time HR role. Major Roles & Responsibilities: Organizational Effectiveness: Consults with division leadership and devises talent acquisition and development strategies to enable leadership to build capable organizations These strategies may involve organizational redesign, candidate sourcing and recruiting, employee planning (replacement, succession, and career development planning), management development and performance coaching • Performance Excellence: Develops and implements strategies, programs and a technology platform that enables managers and employees to achieve optimal performance, build a culture with a focus on accountability, identifying root causes related to performance deficiencies and challenge their teams to take immediate actions to resolve. • Talent Acquisition: Direct all talent acquisition activities including candidate sourcing, recruiting, interviewing, selection and making candidate offers with a focus on the quality of hiring and enabling managers to build high performing teams. • Compensation & Total Rewards: Develop and implement compensation/total rewards strategies and programs to enable BioSpectra to attract and retain talent, consistent with BioSpectra's pay philosophy to pay based on performance, our external labor market strategy and internal valuation of each position. • HR Policies & Administration: Develop and implement human resources policies that support overall BioSpectra's business and human resources strategy, ensure organizational compliance with current federal, state and local employment laws, and develop policies that address policy gaps. • Employee Engagement & Retention: Evaluates employee engagement and retention, develops and implements effective employee company-wide programs, to drive high levels of employee engagement and reduce “unwanted turnover”. • Management Development: Working closely with the Training & Development department to implement effective management, supervisory and employee development programs and initiatives. • HR Staff Development: Create an HR organizational plan; implement recruiting and internal staff development initiatives to build the overall capabilities of the human resources department. Qualifications: • The following qualifications are required: ---- Bachelor's degree in Human Resources, Business or related field. ---- Minimum of ten or more years of human resource management experience in a manufacturing setting with highly competent knowledge of employment law, how to build high performing organizations, creating and implementing compensation strategies, management and employee development that support organizational excellence. • The ideal candidate will have the following experience or attributes: ---- Experience leading human resources for a bio-pharmaceutical, chemical, food, fragrance or other similar materials manufacturing company; ---- Highly accountable, self-motivated, and works autonomously with the ability to be decisive and develop/implement creative solutions to challenging issues; ---- Highly effective leader who can communicate and connect with leaders and employees at all levels of the organization; ---- Highly effective in coaching executives and leaders at levels to optimize the performance of their teams; ---- Highly effective at thinking critically and resolving complex issues; ---- Effective at planning and managing departmental initiatives, as well as the ability engage their team in switching quickly from one task to another; ---- Trustworthy in maintaining confidentiality and handling confidential information; • The following attributes would be an added plus: ---- Effective working knowledge of cGMP practices with a life science or bio-pharmaceutical company; ---- Working knowledge of HR Systems and software platforms and experience with implementing HR technology solutions; ---- HR certifications such as PHR, SPHR, SHRM-CP or SHRM-SCP, World-at-Work; If you believe you have the leadership capability, the knowledge of how to lead a high growth company to achieve human resources excellence and the right stuff to be BioSpectra's next Human Resources Leader, please reach out to us!

Human Resources are an Architect of an environment where talent can flow. We don't manage people; we build the culture that makes them thrive! AT DMS, the Vice President, Human Resources (VPHR), leads the company's HR strategy, supporting business goals through effective talent management, employee relations, and organizational development while ensuring a complaint and engaged workforce. Essential Function Oversees the development and implementation of DMS policies and programs, including those related to recruitment; staffing; compensation; benefits; organizational and employee development; performance management; employee relations; employee engagement and environmental health and safety. Provides oversight and direction to recruitment and staffing programs and initiatives to attract and retain exemplary talent; ensures the DMS workforce is positioned as a sustainable source of competitive advantage toward current and emerging business opportunities. Maintains a keen understanding of changing workforce demographics and expectations. Predicts, presents and resolves employee issues that could create significant legal, regulatory, operational, and financial exposure for DMS. Oversees the development, implementation, and administration of a performance management system that links organizational, team and individual goals with DMS business objectives. Identifies and analyzes current organizational issues and develops mitigation models that measure, improve, and augment employee and team performance. Oversees the design and implementation of results-driven training and development strategies that support both DMS and employee needs. Works in collaboration with the Finance and Accounting teams to develop and administer fair, consistent and competitive compensation and reward systems. Oversees the development and implementation of DMS benefits programs and services, implementing cost-containment strategies as appropriate. Oversees the development and administration of environmental health and safety programs that mitigate risk, meet regulatory requirements, and achieve DMS health and safety goals. Oversees the workers compensation program; works closely with leaders to improve workplace safety to positively affect workers' compensation coverage and modification rates. Additional Responsibilities Completes additional assignments and special projects from the Chief Executive Officer as needed. Demonstrates behavior consistent with DMS Values and the Code of Conduct. Learns and adheres to all information technology and data security policies, standards, guidelines, and procedures. Learns and adheres to DMS rules and established policies for workplace health and safety. Adheres to all other DMS policies and procedures. Completes all required compliance training on time and in good faith. Qualifications Master's degree in business management, Human Resources or equivalent experience 15+ years of progressive HR leadership experience, to include strategic planning; employee relations, leadership and organizational development, safety and labor law compliance, talent management and compensation and benefits 5-7 years of experience at an executive or senior director level Experience working in a manufacturing or production environment preferred Excellent presentation and project management skills Superior coaching, leadership, and interpersonal skills Ability to build consensus and understanding between team members and leaders Results-oriented with proven success in driving process improvements and change initiatives Exceptional analytical, decision-making, problem-solving and communication skills High level of integrity and emotional intelligence with proven skills in employee relations, conflict negotiation and resolution Self-motivator with high levels of resourcefulness, creativity, positivity, and proactivity

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

Job Details The Director of Operations Excellence. Policy Governance & Compliance drives operational excellence and continuous improvement across all HR processes, develops and manages HR policies, and provides strategic oversight of HR compliance. The Director is responsible to develop, standardize, optimize, and continuously improve HR operations, lead HR policy development and governance, and oversee HR compliance. The Director serves as a critical strategic partner to key stakeholders within and outside of HR to deliver efficient, effective, and scalable HR operations while ensuring that all HR practices meet legal requirements and align with organizational values. Job Description In collaboration with the AVP, People Operations, develop and execute HR operations process excellence strategy aligned with organizational goals; lead optimization initiatives to improve efficiency and quality, reduce cycle times, lower cost-to-serve, and enhance colleague experience; implement process improvement methodologies (Lean, Six Sigma, Design Thinking) across HR operations; document and standardize HR processes, building and maintaining an HR operations process library, including documentation standards, for all HR Operations center functions; develop process performance metrics and KPIs to measure efficiency and effectiveness; identify opportunities for automation, digitization, and self-service enablement; lead change management for process improvements and new operational models; conduct process audits to ensure adherence to standards and identify improvement opportunities; build and maintain HR operations process library and documentation standards; champion innovation and best practice adoption across HR operations. Lead enterprise-wide HR policy development, review, approval, and governance framework; oversee the complete policy lifecycle from research and drafting through communication, implementation, and monitoring; partner with the Enterprise Office of Legal Affairs, HR Centers of Excellence, HR Leadership, and business leaders to ensure HR policies reflect business needs while maintaining compliance; manage enterprise policy repository and ensure version control, accessibility, and acknowledgment tracking; develop policy impact analyses and business cases for significant policy changes; lead HR policy review committee; ensure HR policy consistency in across business units while accommodating legitimate business-specific requirements; create and maintain policy communication and training strategies; develop HR policy exception management process and escalation framework. Provide strategic oversight of Enterprise-wide HR compliance; collaborate with the Enterprise Office of Legal Affairs, Compliance, and Risk develop and implement comprehensive compliance monitoring and testing programs to identify and mitigate HR-related risks; lead HR's response to regulatory changes, including impact assessments, policy updates, and implementation planning; oversee internal and external HR audits, ensuring timely identification and remediation of compliance gaps; develop and deliver executive-level compliance reporting to HR leadership. Foster a culture of compliance, continuous improvement, collaboration, and service excellence; establish clear roles, accountabilities, and performance expectations; serve as trusted advisor to AVP, People Operations COE on compliance, policy, and operational matters; partner with HR Business Partners to address business-specific HR compliance needs; collaborate with the Enterprise Office of Legal Affairs, Compliance, and Risk on cross-functional initiatives. Required Education and Experience: Bachelor's Degree in Human Resources, Business Administration, Law, Finance, or related field 5 years progressive HR experience with 2+ years in a shared services or operations leadership role. and Demonstrated success leading process improvement and operational excellence initiatives and Experience with HRIS platforms and experience with policy management systems and document repositories Strong knowledge of process improvement methodologies (Lean, Six Sigma, Design Thinking). Familiarity with data privacy and compliance regulations related to HR operations. Exceptional strategic thinking, business acumen, problem-solving and decision-making skills. Detail-oriented with strong analytical abilities. Advanced Excel skills, including complex formulas, pivot tables, and data analysis. Preferred Qualifications Master's Degree or equivalent experience 3 years in a shared services or operations leadership role and Experience with multi-business organizations in highly regulated industries (healthcare, higher education, insurance) and experience with Workday. SCP - Senior Certified Professional - Society for Human Resource Management SPHR - Senior Professional in Human Resources - HR Certification Institute CSSBB - Certified Six Sigma Black Belt - American Society for Quality CCMP - Certified Change Management Professional - PROSCI Work Shift Workday Day (United States of America) Worker Sub Type Regular Employee Entity Thomas Jefferson University Primary Location Address 1101 Market, Philadelphia, Pennsylvania, United States of America Nationally ranked, Jefferson, which is principally located in the greater Philadelphia region, Lehigh Valley and Northeastern Pennsylvania and southern New Jersey, is reimagining health care and higher education to create unparalleled value. Jefferson is more than 65,000 people strong, dedicated to providing the highest-quality, compassionate clinical care for patients; making our communities healthier and stronger; preparing tomorrow's professional leaders for 21st-century careers; and creating new knowledge through basic/programmatic, clinical and applied research. Thomas Jefferson University, home of Sidney Kimmel Medical College, Jefferson College of Nursing, and the Kanbar College of Design, Engineering and Commerce, dates back to 1824 and today comprises 10 colleges and three schools offering 200+ undergraduate and graduate programs to more than 8,300 students. Jefferson Health, nationally ranked as one of the top 15 not-for-profit health care systems in the country and the largest provider in the Philadelphia and Lehigh Valley areas, serves patients through millions of encounters each year at 32 hospitals campuses and more than 700 outpatient and urgent care locations throughout the region. Jefferson Health Plans is a not-for-profit managed health care organization providing a broad range of health coverage options in Pennsylvania and New Jersey for more than 35 years. Jefferson is committed to providing equal educa tional and employment opportunities for all persons without regard to age, race, color, religion, creed, sexual orientation, gender, gender identity, marital status, pregnancy, national origin, ancestry, citizenship, military status, veteran status, handicap or disability or any other protected group or status. Benefits Jefferson offers a comprehensive package of benefits for full-time and part-time colleagues, including medical (including prescription), supplemental insurance, dental, vision, life and AD&D insurance, short- and long-term disability, flexible spending accounts, retirement plans, tuition assistance, as well as voluntary benefits, which provide colleagues with access to group rates on insurance and discounts. Colleagues have access to tuition discounts at Thomas Jefferson University after one year of full time service or two years of part time service. All colleagues, including those who work less than part-time (including per diem colleagues, adjunct faculty, and Jeff Temps), have access to medical (including prescription) insurance. For more benefits information, please click here

Where Hospitality Becomes Unscripted At OTH Hotels Resorts, we believe that genuine hospitality doesn't follow a script, it comes from people who care deeply about people. As our Human Resources Director, you are more than a policy expert, you are a culture architect, a trusted partner to leadership, and a champion for every team member's experience. Key Responsibilities Serve as the strategic HR leader, aligning people initiatives with overall business goals and the OTH Hotels Resorts vision. Lead all aspects of HR operations including recruiting, onboarding, training, performance management, employee relations, benefits, payroll compliance, and workplace safety. Partner with property leaders to foster a culture of inclusion, accountability, and engagement that reflects our brand values. Oversee talent acquisition strategies to attract top hospitality professionals and ensure a smooth candidate-to-team-member experience. Develop and implement training and career development programs that encourage growth, retention, and internal promotion. Provide guidance on complex employee relations matters, ensuring fair, consistent, and legally compliant practices. Lead benefits administration and open enrollment processes while monitoring competitive offerings to support retention. Ensure compliance with all federal, state, and local labor laws as well as company policies and brand standards. Oversee HR metrics, reporting, and analytics to drive informed decision-making and continuous improvement. Serve as a trusted advisor to executive leadership on organizational development, workforce planning, and change management. Represent the company's culture and values at industry events, brand meetings, and community initiatives. Who You Are A seasoned HR leader with a passion for hospitality and creating environments where people thrive. Skilled in both strategic thinking and hands-on execution, with a strong understanding of HR best practices. A relationship builder who can connect with all levels of the organization-from hourly team members to executive leaders. Adept at navigating change with professionalism, transparency, and empathy. Expert in federal and state employment laws, compliance requirements, and HR technology systems. Able to maintain confidentiality and handle sensitive situations with discretion. Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred. Minimum 5 years of progressive HR experience, with at least 3 years in a senior leadership role, ideally within hospitality. What Makes Us Different Unscripted Hospitality means we see our people as more than employees, they are the heart of our story. As Human Resources Director, you have the opportunity to shape an environment where every team member feels respected, supported, and empowered to bring their authentic selves to work. Join Us If you're ready to lead with empathy, drive meaningful change, and inspire a culture where hospitality flows from the heart, this is your place. Let your next chapter unfold and your story begin with OTH Hotels Resorts. This job description is intended to describe the general nature and level of work being performed. It is not an exhaustive list of all responsibilities, duties, and skills required. Management reserves the right to modify, add, or remove duties as necessary.

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

Business Leadership - Serve as a strategic HR partner to the President/ CEO and to the line of business executive leadership team, leveraging people strategies to achieve business goals. - Create and execute a line of business HR strategy, aligned wi Vice President, Leadership, Human Resource, President, Senior, Operations

Are you an experienced human resource (HR) professional prepared to take the next step in your career? The Department of Corrections (DOC), Field Human Resource Office in Region 1 is looking for a Field Human Resource Officer 3 to confidently lead our team. This position allows you to utilize your expertise to oversee HR functions for State Correctional Institutions (SCI) Mercer, Cambridge Springs, and Albion. If you are dedicated to maximizing resources and creating efficiencies in service delivery provided to leadership and employees, we have the perfect opportunity for you! DESCRIPTION OF WORK As a Field Human Resource Officer 3, you will be responsible for directing field personnel through daily assignments and offering guidance to management at each institution regarding the interpretation and application of HR policies and various collective bargaining agreements. Work involves activities related to employee relations, recruitment and placement, absence and attendance, as well as workers' compensation programs. You will serve as a point of contact for employees, executive staff, and other HR staff, answering questions concerning all facets of HR. Effective communication is essential in this position as you will work closely with EEO (Equal Employment Opportunity) staff by reviewing and addressing all complaints of discrimination and/or harassment. In this role, you will also be responsible for analyzing available metrics to determine opportunities for process streamlining and improvement. Interested in learning more? Additional details regarding this position can be found in the position description. Work Schedule and Additional Information: Full-time employment Work hours are 8:00 AM to 4:00 PM, Monday - Friday, with a 30-minute lunch. Telework: You may have the opportunity to work from home (telework) part-time, up to 2 days per week upon successful completion of a 6-month probationary period. In order to telework, you must have a securely configured high-speed internet connection and work from an approved location inside Pennsylvania. If you are unable to telework, you will have the option to report to the headquarters office at SCI Mercer, SCI Cambridge Springs, or SCI Albion. The ability to telework is subject to change at any time. Additional details may be provided during the interview. Salary: In some cases, the starting salary may be non-negotiable. You will receive further communication regarding this position via email. Check your email, including spam/junk folders, for these notices. Worksite address: The selected candidate will have the option to work at one of the following institutions: SCI Mercer - 801 Butler Pike, Mercer, PA 16137 SCI Cambridge Springs - 451 Fullerton Ave, Cambridge Springs, PA 16403 SCI Albion - 10745 PA-18, Albion, PA 16475 REQUIRED EXPERIENCE, TRAINING & ELIGIBILITY QUALIFICATIONS Minimum Experience and Training Requirements: One year of experience as a Human Resource Analyst 3, a Field Human Resource Officer 2, or a Human Resource Director 1 (Commonwealth job title or equivalent Federal Government job title, as determined by the Office of Administration); or Four years of professional human resource experience which included one year of supervisory experience, and a bachelor's degree; or An equivalent combination of experience and training. Other Requirements: You must meet the PA residency requirement. For more information on ways to meet PA residency requirements, follow the link and click on Residency. You must be able to perform essential job functions. Legal Requirements: You must pass a background investigation and meet Criminal Justice Information Services (CJIS) compliance requirements. How to Apply: Resumes, cover letters, and similar documents will not be reviewed, and the information contained therein will not be considered for the purposes of determining your eligibility for the position. Information to support your eligibility for the position must be provided on the application (i.e., relevant, detailed experience/education). If you are claiming education in your answers to the supplemental application questions, you must attach a copy of your college transcripts for your claim to be accepted toward meeting the minimum requirements. Unofficial transcripts are acceptable. Your application must be submitted by the posting closing date . Late applications and other required materials will not be accepted. Failure to comply with the above application requirements may eliminate you from consideration for this position. Veterans: Pennsylvania law (51 Pa. C.S. *7103) provides employment preference for qualified veterans for appointment to many state and local government jobs. To learn more about employment preferences for veterans, go to ************************************************ and click on Veterans. Telecommunications Relay Service (TRS): 711 (hearing and speech disabilities or other individuals). If you are contacted for an interview and need accommodations due to a disability, please discuss your request for accommodations with the interviewer in advance of your interview date. The Commonwealth is an equal employment opportunity employer and is committed to a diverse workforce. The Commonwealth values inclusion as we seek to recruit, develop, and retain the most qualified people to serve the citizens of Pennsylvania. The Commonwealth does not discriminate on the basis of race, color, religious creed, ancestry, union membership, age, gender, sexual orientation, gender identity or expression, national origin, AIDS or HIV status, disability, or any other categories protected by applicable federal or state law. All diverse candidates are encouraged to apply. EXAMINATION INFORMATION Completing the application, including all supplemental questions, serves as your exam for this position. No additional exam is required at a test center (also referred to as a written exam). Your score is based on the detailed information you provide on your application and in response to the supplemental questions. Your score is valid for this specific posting only. You must provide complete and accurate information or: your score may be lower than deserved. you may be disqualified. You may only apply/test once for this posting. Your results will be provided via email.

Human Resources are an Architect of an environment where talent can flow. We don't manage people; we build the culture that makes them thrive! AT DMS, the Vice President, Human Resources (VPHR), leads the company's HR strategy, supporting business goals through effective talent management, employee relations, and organizational development while ensuring a complaint and engaged workforce. Essential Function * Oversees the development and implementation of DMS policies and programs, including those related to recruitment; staffing; compensation; benefits; organizational and employee development; performance management; employee relations; employee engagement and environmental health and safety. * Provides oversight and direction to recruitment and staffing programs and initiatives to attract and retain exemplary talent; ensures the DMS workforce is positioned as a sustainable source of competitive advantage toward current and emerging business opportunities. * Maintains a keen understanding of changing workforce demographics and expectations. * Predicts, presents and resolves employee issues that could create significant legal, regulatory, operational, and financial exposure for DMS. * Oversees the development, implementation, and administration of a performance management system that links organizational, team and individual goals with DMS business objectives. * Identifies and analyzes current organizational issues and develops mitigation models that measure, improve, and augment employee and team performance. * Oversees the design and implementation of results-driven training and development strategies that support both DMS and employee needs. * Works in collaboration with the Finance and Accounting teams to develop and administer fair, consistent and competitive compensation and reward systems. * Oversees the development and implementation of DMS benefits programs and services, implementing cost-containment strategies as appropriate. * Oversees the development and administration of environmental health and safety programs that mitigate risk, meet regulatory requirements, and achieve DMS health and safety goals. * Oversees the workers compensation program; works closely with leaders to improve workplace safety to positively affect workers' compensation coverage and modification rates. Additional Responsibilities * Completes additional assignments and special projects from the Chief Executive Officer as needed. * Demonstrates behavior consistent with DMS Values and the Code of Conduct. * Learns and adheres to all information technology and data security policies, standards, guidelines, and procedures. * Learns and adheres to DMS rules and established policies for workplace health and safety. * Adheres to all other DMS policies and procedures. * Completes all required compliance training on time and in good faith. Qualifications * Master's degree in business management, Human Resources or equivalent experience * 15+ years of progressive HR leadership experience, to include strategic planning; employee relations, leadership and organizational development, safety and labor law compliance, talent management and compensation and benefits * 5-7 years of experience at an executive or senior director level * Experience working in a manufacturing or production environment preferred * Excellent presentation and project management skills * Superior coaching, leadership, and interpersonal skills * Ability to build consensus and understanding between team members and leaders * Results-oriented with proven success in driving process improvements and change initiatives * Exceptional analytical, decision-making, problem-solving and communication skills * High level of integrity and emotional intelligence with proven skills in employee relations, conflict negotiation and resolution * Self-motivator with high levels of resourcefulness, creativity, positivity, and proactivity

Are you an experienced human resource (HR) professional prepared to take the next step in your career? The Department of Corrections (DOC), Field Human Resource Office in Region 1 is looking for a Field Human Resource Officer 3 to confidently lead our team. This position allows you to utilize your expertise to oversee HR functions for State Correctional Institutions (SCI) Mercer, Cambridge Springs, and Albion. If you are dedicated to maximizing resources and creating efficiencies in service delivery provided to leadership and employees, we have the perfect opportunity for you! DESCRIPTION OF WORK As a Field Human Resource Officer 3, you will be responsible for directing field personnel through daily assignments and offering guidance to management at each institution regarding the interpretation and application of HR policies and various collective bargaining agreements. Work involves activities related to employee relations, recruitment and placement, absence and attendance, as well as workers' compensation programs. You will serve as a point of contact for employees, executive staff, and other HR staff, answering questions concerning all facets of HR. Effective communication is essential in this position as you will work closely with EEO (Equal Employment Opportunity) staff by reviewing and addressing all complaints of discrimination and/or harassment. In this role, you will also be responsible for analyzing available metrics to determine opportunities for process streamlining and improvement. Interested in learning more? Additional details regarding this position can be found in the position description. Work Schedule and Additional Information: Full-time employment Work hours are 8:00 AM to 4:00 PM, Monday - Friday, with a 30-minute lunch. Telework: You may have the opportunity to work from home (telework) part-time, up to 2 days per week upon successful completion of a 6-month probationary period. In order to telework, you must have a securely configured high-speed internet connection and work from an approved location inside Pennsylvania. If you are unable to telework, you will have the option to report to the headquarters office at SCI Mercer, SCI Cambridge Springs, or SCI Albion. The ability to telework is subject to change at any time. Additional details may be provided during the interview. Salary: In some cases, the starting salary may be non-negotiable. You will receive further communication regarding this position via email. Check your email, including spam/junk folders, for these notices. Worksite address: The selected candidate will have the option to work at one of the following institutions: SCI Mercer - 801 Butler Pike, Mercer, PA 16137 SCI Cambridge Springs - 451 Fullerton Ave, Cambridge Springs, PA 16403 SCI Albion - 10745 PA-18, Albion, PA 16475 REQUIRED EXPERIENCE, TRAINING & ELIGIBILITY QUALIFICATIONS Minimum Experience and Training Requirements: One year of experience as a Human Resource Analyst 3, a Field Human Resource Officer 2, or a Human Resource Director 1 (Commonwealth job title or equivalent Federal Government job title, as determined by the Office of Administration); or Four years of professional human resource experience which included one year of supervisory experience, and a bachelor's degree; or An equivalent combination of experience and training. Other Requirements: You must meet the PA residency requirement. For more information on ways to meet PA residency requirements, follow the link and click on Residency. You must be able to perform essential job functions. Legal Requirements: You must pass a background investigation and meet Criminal Justice Information Services (CJIS) compliance requirements. How to Apply: Resumes, cover letters, and similar documents will not be reviewed, and the information contained therein will not be considered for the purposes of determining your eligibility for the position. Information to support your eligibility for the position must be provided on the application (i.e., relevant, detailed experience/education). If you are claiming education in your answers to the supplemental application questions, you must attach a copy of your college transcripts for your claim to be accepted toward meeting the minimum requirements. Unofficial transcripts are acceptable. Your application must be submitted by the posting closing date . Late applications and other required materials will not be accepted. Failure to comply with the above application requirements may eliminate you from consideration for this position. Veterans: Pennsylvania law (51 Pa. C.S. *7103) provides employment preference for qualified veterans for appointment to many state and local government jobs. To learn more about employment preferences for veterans, go to ************************************************ and click on Veterans. Telecommunications Relay Service (TRS): 711 (hearing and speech disabilities or other individuals). If you are contacted for an interview and need accommodations due to a disability, please discuss your request for accommodations with the interviewer in advance of your interview date. The Commonwealth is an equal employment opportunity employer and is committed to a diverse workforce. The Commonwealth values inclusion as we seek to recruit, develop, and retain the most qualified people to serve the citizens of Pennsylvania. The Commonwealth does not discriminate on the basis of race, color, religious creed, ancestry, union membership, age, gender, sexual orientation, gender identity or expression, national origin, AIDS or HIV status, disability, or any other categories protected by applicable federal or state law. All diverse candidates are encouraged to apply. EXAMINATION INFORMATION Completing the application, including all supplemental questions, serves as your exam for this position. No additional exam is required at a test center (also referred to as a written exam). Your score is based on the detailed information you provide on your application and in response to the supplemental questions. Your score is valid for this specific posting only. You must provide complete and accurate information or: your score may be lower than deserved. you may be disqualified. You may only apply/test once for this posting. Your results will be provided via email.

Job Description Human Resources are an Architect of an environment where talent can flow. We don't manage people; we build the culture that makes them thrive! AT DMS, the Vice President, Human Resources (VPHR), leads the company's HR strategy, supporting business goals through effective talent management, employee relations, and organizational development while ensuring a complaint and engaged workforce. Essential Function Oversees the development and implementation of DMS policies and programs, including those related to recruitment; staffing; compensation; benefits; organizational and employee development; performance management; employee relations; employee engagement and environmental health and safety. Provides oversight and direction to recruitment and staffing programs and initiatives to attract and retain exemplary talent; ensures the DMS workforce is positioned as a sustainable source of competitive advantage toward current and emerging business opportunities. Maintains a keen understanding of changing workforce demographics and expectations. Predicts, presents and resolves employee issues that could create significant legal, regulatory, operational, and financial exposure for DMS. Oversees the development, implementation, and administration of a performance management system that links organizational, team and individual goals with DMS business objectives. Identifies and analyzes current organizational issues and develops mitigation models that measure, improve, and augment employee and team performance. Oversees the design and implementation of results-driven training and development strategies that support both DMS and employee needs. Works in collaboration with the Finance and Accounting teams to develop and administer fair, consistent and competitive compensation and reward systems. Oversees the development and implementation of DMS benefits programs and services, implementing cost-containment strategies as appropriate. Oversees the development and administration of environmental health and safety programs that mitigate risk, meet regulatory requirements, and achieve DMS health and safety goals. Oversees the workers compensation program; works closely with leaders to improve workplace safety to positively affect workers' compensation coverage and modification rates. Additional Responsibilities Completes additional assignments and special projects from the Chief Executive Officer as needed. Demonstrates behavior consistent with DMS Values and the Code of Conduct. Learns and adheres to all information technology and data security policies, standards, guidelines, and procedures. Learns and adheres to DMS rules and established policies for workplace health and safety. Adheres to all other DMS policies and procedures. Completes all required compliance training on time and in good faith. Qualifications Master's degree in business management, Human Resources or equivalent experience 15+ years of progressive HR leadership experience, to include strategic planning; employee relations, leadership and organizational development, safety and labor law compliance, talent management and compensation and benefits 5-7 years of experience at an executive or senior director level Experience working in a manufacturing or production environment preferred Excellent presentation and project management skills Superior coaching, leadership, and interpersonal skills Ability to build consensus and understanding between team members and leaders Results-oriented with proven success in driving process improvements and change initiatives Exceptional analytical, decision-making, problem-solving and communication skills High level of integrity and emotional intelligence with proven skills in employee relations, conflict negotiation and resolution Self-motivator with high levels of resourcefulness, creativity, positivity, and proactivity Job Posted by ApplicantPro