Human resources business partner jobs in Saint Cloud, MN - 288 jobs

Salary Range: $85k - $90k/year + $1,000/month Car Allowance + Benefits Package We are looking for an energetic talented HR professional to lead our HR operations. Candidates should have a strong understanding of Federal and State laws, have experience dealing with union environments, a history of building strong business partnerships, and have the ability to lead in a fast-paced hiring environment. A innovative problem solver with an entrepreneurial spirit that has the desire to improve HR operations. This position manages Human Resources (HR) for an Area. Implements and audits compliance with company and Region HR policies. Is a Business partner for the Area Vice President and coaches/mentors Branch HR personnel in carrying out compliant HR programs and resolving issues. Performance Investigations and provides representation at hearings on HR matters. Provides financial controls for costs related to Workers Compensation, Benefits, Unemployment and Hiring. This position will be based out of our St. Paul, MN Area office. What We Offer Medical, Dental, Vision, Life, AD&D, & Disability Insurance, Plus 401K Options. 10 Vacation Days Accrued. 6 Sick Days 4 Floating Holidays per year. Holiday Pay - New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving and Christmas Day. Floating Holidays - Four floating holiday (Per calendar year) Paid Family Leave - up to 12 weeks a year in accordance with State law Paid Weekly (Every Thursday) Employee Assistance Program Employee Discounts: Apple, Verizon, Vehicles & More! Requirements Bachelor's degree preferred and 3 years' experience in a HR Manager capacity. Recruitment experience Employee Relations to include Union related experience. Management experience with direct reports Calm, polite, and professional behavior. Reliable and self-motivated. Ability to meet deadlines. High level customer service Computer literacy. All candidates must be able to pass a drug test and background check. We help keep your world a safer place. Come lead an amazing team! See a different world. EOE/M/F/Vet/Disabilities Securitas employees come from all walks of life, bringing with them a variety of distinctive skills and perspectives. United through our common purpose, we provide the security needed to safeguard our clients' assets and people. Our core values - Integrity, Vigilance and Helpfulness - are represented by the three red dots in the Securitas logo. If you live by these values, we're looking for you to join the Securitas team. Benefits Include Retirement plan Employer-provided medical and dental coverage Company-paid life insurance Voluntary life and disability insurance Employee assistance plan Securitas Saves discount program Paid holidays Paid time away from work Additionally, some populations may have the availability of accessing earned wages on a daily basis, prior to payday. Restrictions and fees may apply. Certain waiting periods may also apply. Paid time away from work may be available either through a combination of vacation and sick time or under a PTO policy, depending on local requirements. Benefits may be different for union members.

Are you an accomplished Human Resources Leader with experience driving strategy aligned to the business objectives and creating comprehensive leadership development initiatives? This may be the ideal role for you to work with owners and business leaders at C. S. McCrossan, a well-respected industry leader in the highway and heavy civil contracting business. At C. S. McCrossan, our values of Safety, Professionalism, Teamwork and Continuous Improvement are lived out every day and not corporate rhetoric. We are looking for a Human Resources Leader to lead the HR team and Enterprise strategy for the group of businesses which includes C. S. McCrossan Construction, PCiRoads, and Midwest Pipe Coating. C. S. McCrossan, Inc. is a family-owned enterprise with over 60 years of history and investment in our industry and communities. Our core business is diversified highway and heavy civil contracting - managing major highway projects like the I-94 rebuild between Maple Grove and Rogers, and the 494 expansion that is currently the largest road project in the Twin Cities. We have also managed or joint ventured many of the light rail transit projects in the Twin Cities. We have affiliated companies providing aggregate and asphalt materials, coating steel pipe and rebar, and real estate investments. With a main office in Maple Grove, our locations also include Indiana, Kansas, and Arizona. We are known for our ethics and respectful work culture and recognized by our customers as an organization that delivers what we promise. Why join us? Empowerment: Lead the human resources function across our enterprise, impacting decision-making at the highest level. Innovation: Be at the center of strategic planning and process improvements that foster growth and efficiency. Partnership: Work alongside senior leadership and a talented team to achieve shared goals. Development: Mentor and inspire a dedicated team of human resources professionals and guide leaders in developing their team members. Recognition: Your expertise will be highly valued as you help us navigate human resource issues, ensure compliance, direct performance management and continuity planning efforts that will contribute to our continued success. The rewards: Competitive salary, target range $130,000 - $170,000. Incentive eligible. A generous benefits package including medical, dental, Life/AD&D/LTD, Short-Term Disability, FSA, HSA, 401k, and incentive plan. A Responsible Time Off plan that gives our team the flexibility to take time off when they need it, including 6 recognized holidays and 2 scheduled floating holidays. The chance to work with an organization who lives their core values. Ready to make an impact? Join us and contribute to the future of C. S. McCrossan! Please follow these instructions carefully. Click Apply Now to start the application process. Please complete the application on our company careers page and answer all questions thoroughly and upload your resume and cover letter. Primary Responsibilities Supervision & Mentorship: Lead, coach and develop the HR teams, managers, and employees across the enterprise. Strategic direction: Develop and implement Enterprise-wide HR vision, policies, programs, and processes. Collaboration: Act as a business partner to the owners and leaders across the Enterprise. Analytics: Track performance metrics, trends, and results against programs such as Performance Management, Leadership & Employee Development, Continuity Planning and Employee Relations to grow organization capability and manage compliance requirements. Recruitment & Outreach: Develop comprehensive and creative approaches to hire and onboard team members. Reward & Recognition: Evaluate, recommend, and implement competitive Enterprise-wide compensation and benefit programs. Retention: Provide guidance on retention strategies by evaluating new hire and exit interviews with quarterly and annual turnover reports. Process Improvement & Automation: Promote HR best practices by deploying and updating systems and processes to support the Enterprise. Internal Client Service: Provide information and HR resources to promote employee success. Required Qualifications and Skills Bachelor's degree in business, human resources, a related field, or the equivalent in experience. Eight years of progressive Human Resources leadership supporting executives and senior leadership. Exceptional analytical and critical thinking skills. Strong managerial and leadership skills. Experience leading a team of professionals in multiple locations. Excellent verbal and written communications and interpersonal skills. Ability to deliver training and interact with large audiences to share information. Collaborative, collegial, cooperative team player who listens well and is responsive. Ability to act with integrity, professionalism, and confidentiality. Able to travel in the domestic U.S. for short periods of time on an infrequent basis - estimated at 15%. Preferred Experience, Knowledge, and Skills Construction industry experience and understanding of construction business operations Understanding of family-led business culture and priorities Experience in a similar-sized private company Current or recent experience in a lead HR role To apply for this position and accelerate your career change, please apply at mccrossan.com/careers, or send your resume and cover letter to ****************. This role is not eligible for relocation assistance. ADA Accessibility: If you need help accessing this page, please contact: Phone: ************ Email: **************** We are an equal opportunity employer. Qualified minorities, women, veterans and individuals with disabilities are encouraged to apply. If you want to view the Know Your Rights: Workplace Discrimination is Illegal poster, please choose your language: English - Spanish - Arabic - Chinese

Our mission is to unlock human potential. We welcome you for who you are, the background you bring, and we embrace individuals who get excited about learning. Bring your experiences, your perspectives, and your passion; it's in our differences that we empower the way the world learns. About the Role: We're looking for a dynamic M&A professional to join our People Organization as a key architect of how we grow and evolve our business. As Senior Manager, HR M&A & Integrations, you'll be the orchestrator of People-related M&A activities from due diligence through transition completion. You'll work directly with Corporate Development, Finance, Legal, Technology, and C-suite leaders to assess risks, design integration or separation strategies, and ensure seamless transitions for employees. You'll also shape the future of how Wiley approaches M&A by continuously evolving our playbook based on what you learn. This isn't a checklist role - it's for someone who builds bridges across complex stakeholder landscapes and delivers results when the path isn't always clear. M&A and divestitures are critical strategic levers for Wiley. This role directly impacts employee retention, cultural cohesion, deal value realization, and our ability to execute on portfolio strategy. In this role, you'll have direct influence on these outcomes while building a capability that positions Wiley for future growth and evolution. Job Responsibilities Lead Due Diligence & Risk Assessment Conduct comprehensive assessment of People-related risks, opportunities, and integration or separation complexity Analyze compensation, benefits, policies, and organizational structures; identify gaps and design mitigation strategies Partner with Rewards and People Business Partner teams to assess key talent and design retention strategies that protect critical capabilities during transitions Represent the People Organization in cross-functional stakeholder meetings, translating HR complexities into business-focused insights Coordinate people data requests and manage sensitive information with discretion Drive Day 1 Readiness Own the integration or separation plan end-to-end from design through execution, managing timelines, milestones, and interdependencies across People Centers of Excellence Collaborate with Rewards to design and implement compensation and benefits integration strategies that balance market competitiveness, internal equity, and cost considerations Coordinate the orderly transfer of employees to acquiring entities, including benefits continuation/changes, final payroll processing, and separation Partner with HRIS and Talent Acquisition to orchestrate offer letter delivery (acquisitions), employment transitions (divestitures), onboarding, HRIS system entry/exit, payroll setup, and benefits enrollment or termination Work with People Business Partners and Change & Communications teams to craft employee communications that build trust and clarity during transitions Partner with Employment Law to ensure compliance with employment laws, transfer regulations (TUPE, WARN, etc.), and contractual obligations in all jurisdictions Anticipate roadblocks, troubleshoot in real-time, and keep transactions moving forward Build & Refine Our M&A Capability Establish strong working relationships with Corporate Development, Finance, Legal, Technology, and business leaders to create seamless M&A and divestiture processes Maintain and evolve Wiley's People M&A COE, ensuring it reflects best practices and our unique organizational context Serve as the go-to M&A expert within the People Organization Lead Strategic People Projects Take on high-impact special projects within the People Organization, including global benefits initiatives. Provide surge support to Compensation and Benefits teams during peak periods Required Qualifications: M&A Experience: Proven experience in HR with significant hands-on M&A experience across acquisitions and/or divestitures Project Management Excellence: Proven ability to manage complex, multi-workstream projects with competing priorities and tight deadlines Cross-Functional Collaboration: Track record of building credibility and influencing across organizational boundaries Problem-Solving Orientation: You see around corners, anticipate issues before they become crises, and develop pragmatic solutions Resourcefulness: You figure out how to get things done even when resources are limited or the path is unclear Resilience: You stay steady under pressure, adapt quickly to changing circumstances, and maintain momentum through complexity and ambiguity HR Functional Expertise: General knowledge of compensation, benefits, HRIS systems, and HR policies across multiple jurisdictions Communication Skills: Ability to translate technical HR concepts into business language and deliver messages with clarity and impact, especially during periods of change and uncertainty. Preferred Qualifications 5+ years in HR with significant hands-on M&A experience across acquisitions and/or divestitures Bachelor's degree About Wiley: Wiley is a trusted leader in research and learning, our pioneering solutions and services are paving the way for knowledge seekers as they work to solve the world's most important challenges. We are advocates of advancement, empowering knowledge-seekers to transform today's biggest obstacles into tomorrow's brightest opportunities. With over 200 years of experience in publishing, we continue to evolve knowledge seekers' steps into strides, illuminating their path forward to personal, educational, and professional success at every stage. Around the globe, we break down barriers for innovators, empowering them to advance discoveries in their fields, adapt their workforces, and shape minds. Wiley is an equal opportunity/affirmative action employer. We evaluate all qualified applicants and treat all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability, protected veteran status, genetic information, or based on any individual's status in any group or class protected by applicable federal, state or local laws. Wiley is also committed to providing reasonable accommodation to applicants and employees with disabilities. Applicants who require accommodation to participate in the job application process may contact for assistance. We are proud that our workplace promotes continual learning and internal mobility. Our values support courageous teammates, needle movers, and learning champions all while striving to support the health and well-being of all employees. We offer meeting-free Friday afternoons allowing more time for heads down work and professional development, and through a robust body of employee programing we facilitate a wide range of opportunities to foster community, learn, and grow. We are committed to fair, transparent pay, and we strive to provide competitive compensation in addition to a comprehensive benefits package. The range below represents Wiley's good faith and reasonable estimate of the base pay for this role at the time of posting roles either in the United Kingdom, Canada or USA. It is anticipated that most qualified candidates will fall within the range, however the ultimate salary offered for this role may be higher or lower and will be set based on a variety of non-discriminatory factors, including but not limited to, geographic location, skills, and competencies. When applying, please attach your resume/CV to be considered. Salary Range: 113,800 USD to 166,867 USD#LI-JG1

The HR Compensation and Classification Analyst I administers and maintains the City of Minneapolis job classification and compensation programs so they comply with all applicable state and federal laws, applicable ordinances, labor agreements, and City of Minneapolis Civil Service rules. Work Location This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office. The City of Minneapolis does not sponsor applicants for work visas. Job Duties and Responsibilities Manage the City-wide review of existing job classifications (class maintenance studies). Manage the list of pending job classifications. Schedule interviews. Make classification determinations by reviewing job analysis questionnaires (JAQs), meeting and conferring with managers and employees, evaluating jobs, and preparing written reports on findings based on the City's established point-factor system and procedures. Provide status updates to interested parties. Assign compensation to re-classified jobs. Consult with Human Resources Business Partners and management regarding classifications. Make FLSA status determinations. Create s; maintain s/specifications in the City's NeoGov system. Provide HR business partnership teams and City managers/supervisors with information, policy and procedural instruction, training, and advice to ensure proper classification and compensation of City positions. Ensure the consistent application of classification and compensation policies and procedures across City departments. Interpret contract language, policies, laws, and labor contracts pertaining to classification and compensation elements for managers, payroll, and HRIS teams. Update web documents and information related to job classification, job analysis, job evaluation, and compensation. Ensure that the City's job evaluation and job analysis processes are effective, clearly defined, used consistently across City departments, and are maintained appropriately to meet City business and human resources goals and objectives. Support labor negotiations as needed by providing data, analysis, and presentations related to job classification and/or compensation for use in bargaining. Manage and administer the approval and processing of appointed employees' step increases (approximately 130 employees). Responsible for the maintenance of electronic and paper classification records. Manage, create, distribute, and summarize salary surveys. Respond to salary survey requests from other jurisdictions as needed. Document and communicate classification and compensation policies and procedures. Working Conditions Office Environment Required Qualifications Minimum Education Bachelor's Degree in human resources administration or related field, or equivalent Minimum Experience Two years of experience performing related work including job description development, valuing positions in a complex and diverse organization, and consulting with client groups. Licenses/Certifications HR Certification. CCP (Certified Compensation Professional from World@Work) preferred. Equivalency An equivalent combination of education and experience closely related to the duties of the position MAY be considered. Selection Process The selection process will consist of one or more of the following steps: a rating of relevant education and experience (100%). It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. Only those candidates who attain a passing score (70%) on each step in the selection process will be placed on the eligible list. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process. Background Check The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position. Union Representation This position is not represented by a collective bargaining unit. For more information, please see Civil Service Rules. Eligible List Statement The names of applicants who meet minimum qualification and who pass the screening process shall be placed on the eligible list for employment consideration. This list will be certified to the hiring manager who may use the list to fill a vacancy of the same job title. This eligible list will expire one month after it has been established. Interview Selection The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate's education or experience related to the field, work history, or skills uniquely related to the operational needs of the position. Knowledge, Skills and Abilities Knowledge of job classification/evaluation principles and methods Familiarity with point-factor system concepts Knowledge of compensation principles Knowledge of step-based salary structure design Strong project management skills Demonstrated ability to manage conflicting priorities Ability to act with tact and diplomacy, especially when conveying outcomes that managers or employees don't want to hear Ability to effectively handle conflict Excellent oral and written communication skills Excellent PC skills including familiarity with PowerPoint; strong Word and Excel (pivot tables, xlookup, etc.) skills Strong attention to detail Ability to work independently Demonstrated problem-solving and analytical skills Demonstrated ability to work and consult with employees at all levels of the enterprise, including executive leadership Knowledge of modern HR information systems (PeopleSoft a plus) Ability to be culturally agile in a diverse environment Ability to come into the office at least three days a week Ability to attend meetings in person As the largest and most vibrant city in the state, Minneapolis depends on purposeful, dedicated and innovative employees. Minneapolis has a large variety of careers for people of all experiences and backgrounds who come together for a singular purpose-serving the residents, businesses and visitors of Minneapolis. The City of Minneapolis is proud to be an Equal Employment Opportunity and Affirmative Action employer.

An exciting career awaits you At MPC, we're committed to being a great place to work - one that welcomes new ideas, encourages diverse perspectives, develops our people, and fosters a collaborative team environment. The Human Resources Business Partner (HRBP) will have responsibility for a broad range of human resources functions in support of MPC's Saint Paul Park, MN Refinery. The HRBP's primary role is to partner with organizational leaders to achieve their business objectives by providing guidance and input on employee relations and development issues (including, but not limited to, restructuring business units, workforce/succession planning, employee development, performance, staffing, investigations, championing diversity, equity, and inclusion initiatives, and administering and implementing HR policies). Successful HRBP's serve as employee champions and change agents. Specifically related to their assigned client groups, HRBPs will be expected to develop and maintain an effective level of business literacy. This position requires the ability to build and foster business partner relationships, influence, and bring about change, as well as a strong drive for results. The position is part of a family of jobs with increasing levels of responsibility, competency, and skill. The title and pay grade of the position will be determined by the experience and qualifications of the selected candidate. RESPONSIBILITIES: Implement HR strategies that are aligned with business needs through influence and change management. Develops and maintains strong business relationships with client groups to drive business results; serves as a key member of business unit leadership teams. Promote and fosters diversity, equity, and inclusion (DE&I) in the workplace to support a high performing culture. Partners with assigned client groups in the interpretation and administration of various human resources policies and programs, as assigned, involving employment, compensation, benefits, employee relations issues, and other matters. Guides and assists employees and leaders in the interpretation and administration of various HR policies, procedures, practices, and programs. Provides performance and leadership consulting to client organizations including, but not limited to training, needs assessments, organizational development and meeting facilitation. Collaborates with HR Centers of Excellence (COE) to develop strategies to respond to changing needs. Responsible for conducting investigations for the preparation and presentation of facts leading to the resolution of employee disputes related to various issues. Where applicable, participates in negotiations with employee unions and provides assistance in the interpretation and administration of labor contracts to include arbitration. Develops, leads, and/or assists with special projects as assigned. Assimilates information and recommends company action based on findings and available funding. EDUCATION AND EXPERIENCE: Bachelor's degree required. Degree in Human Resources, Labor & Industrial Relations, or related field highly preferred. Four (4) or more years of related HR experience required. HR Business Partner or HR Generalist experience highly preferred. Prior experience in petroleum, utilities, manufacturing or related field is preferred. SKILLS: Strong ability to work both independently and collaboratively to meet organization needs and goals. Strong time management and organizational skills. Comfortable working with ambiguity and limited information and engaging clients to reach clarity. Ability to manage multiple projects and organization needs simultaneously and work effectively in a fast-paced, high-output environment. Adapts seamlessly to changing priorities and deadlines. Strong collaboration skills and the ability to build good working relationships with internal clients and external partners. High curiosity; eager to learn and understand a wide range of energy industry, business and creative subject matter. Advanced experience with relationship management (building healthy working relations and partnerships with all levels of employees). Proficient knowledge of Microsoft Office applications including Word, Excel and PowerPoint. Attention-to-detail, analytical and team oriented. As an energy industry leader, our career opportunities fuel personal and professional growth. Location: St Paul Park, Minnesota Job Requisition ID: 00019815 Pay Min/Max: $104,300.00 - $179,800.00 Salary Grade: 11 - 12 Location Address: 301 Saint Paul Park Rd Additional locations: Education: Bachelors (Required) Employee Group: Full time Employee Subgroup: Regular Marathon Petroleum Company LP is an Equal Opportunity Employer and gives consideration for employment to qualified applicants without discrimination on the basis of race, color, religion, creed, sex, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sexual orientation, gender identity, gender expression, reproductive health decision-making, age, mental or physical disability, medical condition or AIDS/HIV status, ancestry, national origin, genetic information, military, veteran status, marital status, citizenship or any other status protected by applicable federal, state, or local laws. If you would like more information about your EEO rights as an applicant, click here. If you need a reasonable accommodation for any part of the application process at Marathon Petroleum LP, please contact our Human Resources Department at ***************************************. Please specify the reasonable accommodation you are requesting, along with the job posting number in which you may be interested. A Human Resources representative will review your request and contact you to discuss a reasonable accommodation. Marathon Petroleum offers a total rewards program which includes, but is not limited to, access to health, vision, and dental insurance, paid time off, 401k matching program, paid parental leave, and educational reimbursement. Detailed benefit information is available at mympcbenefits.com. The hired candidate will also be eligible for a discretionary company-sponsored annual bonus program. Equal Opportunity Employer: Veteran / Disability We will consider all qualified Applicants for employment, including those with arrest or conviction records, in a manner consistent with the requirements of applicable state and local laws. In reviewing criminal history in connection with a conditional offer of employment, Marathon will consider the key responsibilities of the role.

Job DescriptionDescription: ABOUT VISANTE We are a specialized consulting firm focused on helping health systems accelerate strong financial and operational performance through pharmacy. Our team of professionals bring deep, contemporary expertise and innovation to optimizing all aspects of a fully integrated health system pharmacy program, driving significant value quickly. Our mission is to transform healthcare through pharmacy, and our vision is to reimagine pharmacy to improve lives. ABOUT THE POSITION The HR Business Partner position carries out responsibilities across a broad range of both strategic and administrative HR related functions including but not limited to employee relations, staff training and engagement, employee onboarding, Policy development, and employee file management. The HR Business Partner will ensure effective and efficient communication between HR team members, leadership and staff. Principle Duties and Responsibilities Establish credibility and trust with workstream leaders and client-facing teams through consistent communication, integrity and follow-through; delivering timely, strategic HR solutions that address business needs and enhance team performance. Responds to employee inquiries on benefits, policies, procedures, onboarding, orientation, payroll, and HR communications, escalating complex issues to senior HR leadership as needed Design, coordinate and deliver leader and staff training initiatives that enhance skills, support career growth and align with organizational goals Advises management on employee relations matters; assists with documentation and participates in disciplinary actions and terminations Facilitate leave of absence processes including FMLA, STD/LTD, workers' compensation, and unemployment claims Maintains audit-ready employee records in compliance with ACHC/URAC standards, including personnel files, licensure, and training documentation Keeps VP and Sr. Director of HR informed on HR-related issues such as employee relations, leave management, and compliance audits Ensures compliance with federal, state, and local employment laws and regulatory requirements Accurately processes HRIS data changes including terminations, pay adjustments, and status updates; conduct exit interviews and follow-up Upholds confidentiality, compliance, and HIPAA standards while promoting positive morale and consistent departmental support Requirements: Education Required: Bachelor's degree in human resources administration or related field Experience Required: A minimum of 3 years of human resources or relevant experience is required. Credentials Preferred: HRCI-PHR/SPHR, SHRM-CP/SCP Special Skills: Proficient in Microsoft Office Suite, especially Excel, Teams, Outlook, and Word. Strong verbal and written communication, interpersonal, and organizational skills with proven ability to prioritize and multitask effectively. Knowledge of employment law, regulatory compliance, and HR best practices. Detail-oriented with strong follow-through and time management capabilities Compensation and Benefits: We offer competitive salary and benefits for this full-time salaried role. Equal Opportunity Statement: Visante is an equal opportunity employer. Visante's people are its greatest asset and provide the resources that have made the company what it is today. Visante is, therefore, committed to maintaining an environment free of discrimination, harassment, and violence. This means there can be no deference because of age, religion or creed, gender, gender identity or expression, race, color, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by applicable laws and regulations.

At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Vice President of Human Resources Location: 100% On-Site | Corporate Headquarters in Edina, MN Compensation: $200,000-$300,000 base salary + comprehensive benefits and paid time off Reports to: Chief Executive Officer and Executive Leadership Team About the Company We are a high-growth corporate services firm providing workforce, HR, and operational consulting to over 50 cannabis retail locations and several manufacturing and transportation and delivery companies across multiple states. Our group manages complex organizational scale on behalf of our partners, offering best-in-class staffing solutions, compliance oversight, and performance systems that enable operational excellence at every level. About the Role The Vice President of Human Resources (VPHR) will lead the full spectrum of people strategy for the organization on behalf of our clients - encompassing Talent Acquisition, Human Resources, Workforce Planning, People Analytics, and Learning & Development. This role is designed for a strategic builder and data-driven operator who thrives in an extremely fast-paced, multi-entity environment. You will oversee the infrastructure that powers workforce scalability, cultural alignment, and leadership development across dozens of client organizations. You will work directly with the C-suite to ensure that people operations are tightly integrated with business performance, growth forecasting, and compliance frameworks. Key Responsibilities 1. Talent Acquisition & Workforce Planning Lead all recruiting, workforce forecasting, and staffing pipelines across corporate, retail, and field operations. Implement advanced analytics and systems integrations within Greenhouse ATS and Wurk HRIS platforms to enable real-time visibility into hiring metrics and capacity planning. Collaborate with Finance and Operations to forecast hiring needs based on store openings, client expansion, and seasonal trends. Build scalable recruiting playbooks, interview frameworks, and training for the internal TA team to drive quality and speed of hire. 2. Human Resources & Compliance Oversee all HR operations - including payroll, benefits, employee relations, and compliance - across multiple states and business units. Create standardized HR policies, procedures, and reporting to support organizational consistency and risk management. Lead employee engagement, performance calibration, and total rewards strategy to ensure alignment with company goals and financial health. Drive operational excellence through automation, accuracy, and policy adherence. 3. People Analytics & Systems Build a data-driven People Operations infrastructure that connects HRIS, ATS, and finance data into a unified reporting system. Design and maintain dashboards tracking metrics such as headcount growth, turnover trends, time-to-fill, cost per hire, and engagement indicators. Use predictive analytics to identify talent risks and inform decision-making across leadership teams. Introduce KPIs that measure workforce productivity, leadership effectiveness, and organizational health. 4. Learning, Development & Organizational Growth Develop a scalable, tiered learning system that supports employee onboarding, compliance training, leadership development, and cross-department skill growth. Partner with operational leaders to embed L&D initiatives into each function's strategic roadmap. Design programs that identify and develop high-potential talent for future leadership roles. Oversee implementation of company-wide training platforms and content libraries. 5. Leadership, Culture & Strategy Serve as a trusted advisor to the C-suite on organizational structure, succession planning, and workforce strategy. Champion a culture of accountability, growth, and excellence across all levels of the company. Facilitate communication and collaboration across divisions, ensuring transparency and alignment between field teams and headquarters. Build a People Operations team known for innovation, responsiveness, and reliability. Ideal Candidate Profile You are a sophisticated, systems-minded people leader who has scaled organizations through operational clarity and human capital excellence. You bring a strong command of analytics, structure, and executive influence. Qualifications: 10-15+ years of progressive HR and Talent leadership, with at least 5 years in a senior or executive capacity. Proven success leading TA, HR, and L&D under one cohesive strategy. Experience with multi-state or multi-entity operations (retail, consumer, hospitality or manufacturing industries preferred). Deep familiarity with ATS/HRIS platforms (Greenhouse, Wurk, Sage or comparable systems). Strong business acumen - able to tie people strategy directly to growth, profitability, and compliance outcomes. Exceptional communication and leadership presence. Performance Outcomes Accelerated hiring velocity with measurable improvement in quality of hire. Enhanced retention and engagement across client organizations. Real-time people analytics dashboard deployed within the first three months. Fully operational training and development framework within the first six months. Increased organizational efficiency and leadership readiness through scalable people systems. Why Join Us This is a defining executive opportunity to shape the people strategy for a national portfolio of emerging and mature companies. As Vice President of Human Resources, you will design the systems, culture, and leadership architecture that will define the next decade of growth - working alongside a high-performing executive team that values innovation, data, and operational excellence. At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.

The Human Resources (HR) Consultant contributes to company performance by providing internal consulting, business partnership and ownership on employee and organizational development strategies in support of the business objectives. This role partners closely with leadership in our corporate functions including Internal Shared Services and Business Units. The HR Consultant carries out responsibilities in the following areas: employee relations consultation, talent management, policy interpretation and application, performance management consultation, employee engagement, succession planning, and org design. ESSENTIAL FUNCTIONS: Serve as a primary HR Consultant and strategic partner to assigned functional groups, leaders, and employees. Meet regularly with assigned functional group leaders to proactively identify and address HR issues and organizational needs. Coach managers on people leadership skills to achieve desired results, including recommendations for goal setting, ongoing performance management. Advise on the resolution of employee relations matters and performance issues. Analyze trends and metrics in partnership with area leadership to develop solutions, programs, and policies. Lead and/or support annual HR cycle deliverables to include performance review process, merit and bonus awards and talent evaluations to ensure effectiveness, compliance, and equity within organization. Evaluate issues, patterns, and trends to provide proactive insights for HR solutions and program designs such as retention efforts, training opportunities, etc. Partner with HR leadership and organizational leadership to identify high potential talent and efforts to develop them. Influences leaders to increase talent mobility and consider as an enterprise asset. Facilitates talent review and other talent initiatives with leadership. Perform off-boarding procedures including preparing employee separation documentation and conducting exit interviews to determine reasons behind separations. Partner with Payroll, HR Specialists (Talent Acquisition, HRIS, Benefits, Compensation, etc.) as needed to provide solutions for assigned functional group/s. Assist in developing and supporting culture and people engagement efforts. Partner with functional leadership to consider long-term needs for talent acquisition efforts and future skill needs. Coach and support the business/managers through change and transformation Support performance review cycle and conduct talent calibration to ensure consistency of ratings and the alignment of compensation planning with performance. Partner with leaders to review, interpret, and take positive action on employee engagement survey results. Establish strong overall business and functional area acumen. Embrace and promote diversity and inclusion efforts. Attend company and departmental meetings as required. Act in accordance with Marco policies and procedures as set forth in the Employee Handbook. Perform other related duties as assigned. QUALIFICATIONS: Bachelor's degree and minimum of 4 years of general HR experience required. Degree in Human Resources preferred. SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), PHR or SPHR certification preferred. REQUIRED SKILLS: Proficiency with business collaboration tools such as MS Office applications, Outlook and function specific applications including HRIS and ATS systems. Superior internal and external customer service and communication skills. Enthusiastic, dedicated to the challenge of helping other people. Demonstrates attention to detail. Strong ability to exercise independent judgment and discretion regarding confidential matters. Excellent organizational and time/task management skills with the ability to thrive in an ambiguous and rapidly changing environment. Function collaboratively as part of a fast-paced, client-oriented team. Proven strong foundation and knowledge of principles and practice of HR including employment law and compliance requirements. Proven business literacy skills. Proven ability to effectively coach employees and management through complex and difficult issues. Ability to make recommendation to effectively resolve problems or issues. Pay Range: $62,016 - $96,125 annually + annual incentive opportunity The pay range listed for this position is based on candidate's skill level, experience, relevant licenses, and educational background. For detailed information about our benefits, please visit our careers page at *************************

Job DescriptionDescription: Ready to make an impact? Do you have a "GATRdone" attitude, a strong work ethic, a willingness to grow, and excellent people skills? If so, join our dynamic GATR team! GATR Truck Center is on the hunt for a full-time HR Director at our Corporate Office in Sauk Rapids, MN. This position is Monday - Friday 7:30 AM - 5:00 PM. We offer competitive pay based on experience and qualifications. Looking to advance your career with a company that truly values you? Keep reading! Why GATR? We offer top-notch benefits including: Health Insurance - Significant employer contribution Dental Insurance Vision Insurance Life Insurance Short-term & Long-term Disability 401(k) Plan + up to 6% company match Accrued Paid Time Off (PTO) Clothing Allowance Company Cell Phone Company Vehicle What You'll Do: Champion our values by building and maintaining relationships with employees and leadership to ensure effective communication throughout the company. DOT compliance Maintain HR files and records in accordance with legal requirements, company policies, and procedures. Manage payroll and benefits for 300 employees across five locations. Streamline workers' compensation claims by eliminating unnecessary filings and improving processes. Enhance communication between multiple business units. Structure compensation and benefits according to market conditions and budget demands. Guide policies and procedures to ensure appropriate investigation and resolution of grievances. Oversee quarterly drug testing. Dispute unemployment claims and participate in hearings. Research, market, and select employee benefit programs. Conduct monthly new hire benefit meetings and open enrollment meetings. Streamline HR efficiencies and coordinate new hire onboarding and training. Assess and proactively change policies to meet evolving demands. Assist senior leaders with employee corrective action steps. Requirements: What We're Looking For: 5+ years of HR experience, with at least 2 years in a management position. Strong business and HR acumen, including problem-solving skills, critical thinking, and self-initiative. Outstanding leadership capabilities, including employee coaching, development, strategy, and business guidance. Effective communication skills with all levels of the organization; strong written and oral communication skills. Highly organized with the ability to multi-task and remain calm under pressure. About GATR Truck Center GATR Truck Center is an authorized Volvo, Hino, Mack, and Kalmar Ottawa dealership serving 5 locations in Minnesota and Iowa. We're also an authorized Hyundai Translead Dry Van Trailer dealer. We pride ourselves on offering a large selection of new and pre-owned inventory. Our friendly and knowledgeable sales, financing, service, and parts departments are dedicated to ensuring an outstanding customer experience. Our team is the backbone of our success. We value their hard work and dedication, which is why we offer competitive compensation and generous benefits. We foster a great work environment that encourages learning and professional growth. Ready to Join Us? If you think you're the perfect fit for this position, we can't wait to meet you! GATR Truck Center is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.

asmodee is a global leader in tabletop games, committed to bringing people together through great games and amazing stories. Listed on the Nasdaq Stockholm, we are headquartered in France, and our team of more than 2,200 people work across the globe throughout our wholly owned creative studios, distribution businesses, and the functions that support them. We offer one of the world's largest catalogs of tabletop games, featuring iconic titles like CATAN, Ticket to Ride, Dobble/Spot it!, and Exploding Kittens. With a blend of in-house creations and games from our partners, our portfolio spans hundreds of games across digital and physical platforms. As an employer of choice, we champion inclusivity, growth, and recognition, fostering a workplace where everyone feels valued. Joining us means shaping unforgettable gaming experiences while contributing to a more sustainable, connected world. Discover how our people, games, and sustainability initiatives are making an impact and shaping the future of tabletop gaming. Join us in finding your seat at our game table! Job Summary The Director of Human Resources serves as both a strategic partner and an operational leader for all people-related initiatives across the U.S. business units. Reporting to the VP of Human Resources for the Americas Region, this role contributes to the development of people strategies while also executing key priorities and programs established at the regional and global levels. The Director oversees the delivery of HR services through a high-performing team, ensuring consistent implementation across talent acquisition, performance management, change management, compensation & benefits, compliance, employee coaching, succession planning, employee experience, training & development, and facilities management. This leader builds strong relationships with business stakeholders, provides expert guidance on HR practices, and ensures the effective translation of strategic direction into practical and timely execution. What will your role involve Strategic Partnership & Business Alignment * Serve as a trusted advisor to U.S. business leaders, helping identify people-related opportunities, gaps, and initiatives that directly support business objectives. * Leverage HR expertise and business acumen to align people practices with strategic priorities, enabling effective decision-making and organizational performance. * Partner with business leadership to establish performance goals and talent priorities that support growth, capability building, and long-term success. Leadership of HR Team & Operational Execution * Lead, develop, and coach the HR team to ensure high-quality delivery of HR services, programs, and systems across all U.S. business units. * Translate global HR strategies into actionable plans, ensuring consistent execution across talent acquisition, performance management, compensation & benefits, compliance, employee development, succession planning, training, employee experience, and facilities management. * Implement and improve HR systems, policies, and processes using both a strategic mindset and a hands-on operational approach. Culture, Communication & Employee Advocacy * Champion Asmodee's culture and Core Behaviors-Passion, Creativity, Team-Play, Daring, Integrity, and Caring-embedding them into people processes and daily interactions. * Serve as an advocate for both employees and the business, ensuring balanced, transparent, and timely communication at all levels. * Drive effective communication of HR policies, programs, and organizational changes to encourage clarity, alignment, and collaboration across teams. Policy, Compliance & Risk Management * Continuously evaluate, update, and enhance HR policies and procedures to ensure legal compliance, consistency, and effectiveness. * Oversee local compliance with U.S. labor laws and regulations; coordinate cross-country compliance efforts as needed. * Manage complex employee relations matters with sound judgment, escalating appropriately and mitigating organizational risk. Data, Insights & Continuous Improvement * Analyze people data, trends, and organizational feedback to identify root causes, anticipate challenges, and recommend proactive solutions. * Utilize insights to drive continuous improvement in HR programs, employee engagement, and organizational effectiveness. * Collaborate with cross-functional leaders to design and implement initiatives that improve processes, capabilities, and employee experience. Cross-Functional Collaboration & Organizational Support * Work closely with Finance, Operations, Legal, and regional HR partners to ensure coordinated support of business initiatives. * Support organizational design and integration efforts, ensuring structures, roles, and processes meet evolving business needs. * Represent HR at the executive table, offering clear perspectives that support both people and business outcomes. Other * Performs other related duties as required. What do you bring Position Skills & Qualifications * Demonstrated ability to establish credibility, build trusting relationships, and influence leaders at all levels of the organization. * Proven ability to lead, develop, and inspire an HR team with a focus on engagement, empowerment, and capability building. * Strong employee-relations skillset with the ability to earn trust and credibility across diverse employee groups. * Ability to develop and execute operational plans that translate HR strategy into effective, scalable processes and programs. * A track record of strong business acumen, learning agility, and the ability to apply organizational insights to people-related decisions. * Effective in fast-paced, complex, and matrix environments with competing priorities and changing business needs. * Makes sound, ethical, and timely decisions while demonstrating a high level of responsibility, discretion, confidentiality, and professionalism. * Self-motivated and able to work independently as well as collaboratively, leveraging team and organizational resources to achieve quality outcomes. * Strong analytical capability, with the ability to interpret data, identify trends, and provide actionable insights and recommendations to leaders. * Exceptional problem-solving skills with a strong solutions-oriented mindset, with the ability to identify root causes, evaluate options, recommend clear paths forward, and implement effective solutions. * Exceptional organizational planning skills, with the ability to prioritize and manage multiple initiatives simultaneously. * Excellent interpersonal, written, and verbal communication skills, with a strong client-service orientation. * Able to engage effectively with individuals and groups across all levels, fostering understanding, alignment, and collaboration. * Demonstrated commitment to creating and sustaining an inclusive, values-driven culture that empowers employees and supports engagement. * Lifelong learner who continuously explores new concepts and finds ways to apply them to elevate the HR agenda. * Proficient in Microsoft Office (Excel, PowerPoint, Outlook, Word) and collaboration tools such as Microsoft Teams. Education & Experience * 8+ years of progressive HR leadership experience, including strong exposure to HR business partnering and talent-focused disciplines such as organizational effectiveness, performance management, payroll & benefits, leadership development, coaching, and team building. * Demonstrated ability to make proactive, strategic decisions by evaluating the broader organizational landscape and developing forward-looking plans that align HR priorities with business goals. * Bachelor's degree in Human Resources, Business Administration, or related field; equivalent experience will be considered. * Professional HR certification (SPHR, PHR, SHRM-CP, SHRM-SCP) preferred. * Experience working in complex, matrixed organizations, ideally with both strategic and operational responsibilities. * Strong knowledge of U.S. employment laws, HR compliance standards, and HR best practices. Hesitant to apply because you don't have all the experience or qualifications listed? Let us decide! The right candidate doesn't always match up perfectly on paper. We believe that diverse perspectives and experiences bring fresh ideas and innovation to our team. If you're passionate about this role and believe your unique background and skills could contribute to our mission, we'd love to hear from you! Why join us * 22 Days of PTO Annually * 12 Paid Holidays * Medical, Dental, Vision & Life Insurance * Competitive 401K Match * Paid Parental Leave * Fertility & Family Building Benefits * Legal & Identity Theft Support * 2 Paid Volunteer Days Off * Flexible & Hybrid Schedules * Extensive Game Discounts * $250 Annually in Game Bucks * Career Growth & Development * Mental Health Programs * Virtual Healthcare Options * Employee Assistance Program * Employee Referral Program At asmodee, we care about the health and wellbeing of our employees. Our commitment extends beyond the workplace, offering comprehensive healthcare and 401(k) retirement plans, as well as generous paid time off and hybrid schedules to support our team members in every aspect of their lives. We understand the importance of work-life balance, which is why we are proud to provide a competitive total rewards and compensation package, with several benefits listed below. Actual compensation for this role is based on several factors, including but not limited to job-related skills, qualifications, experience, market conditions and specific work location. Base Salary: $130,000. Our Commitment: asmodee's purpose is Bringing People Together. To us that means all kinds of people, no matter their perceived differences. We strive to create a workplace where everyone feels empowered to show up as their full and authentic selves. We seek to support our diverse community of players by creating representative gaming experiences that celebrate a variety of backgrounds, skills, and views. Diversity and Inclusion fuels our creativity and promotes internal and external equity which allows us to continue in our efforts to bring people together around the game table. Games are for everyone.

Director of Human Resources \- Healthcare Saint Paul, Minnesota St. Paul is the second city that forms Minnesota's Twin Cities. As a large business hub in the upper Midwest, the St. Paul area is home to headquarters of many healthcare giants including Mayo Clinic, Ecolab, Allina and Essentia Health. Whether you are looking to relocate or are a current resident, job opportunities in St. Paul are abundant On Time Talent Solutions is seeking a Director of Human Resources \- an essential part of the leadership team providing human resource, educational and performance improvement services and solutions. Director of Human Resources Responsibilities: Identify trends in compensation and benefits and make recommendations as appropriate to maintain orgnizational objectives and competitive position in the market Administer employee disciplinary policies and procedures; provide assistance to staff on disciplinary issues and action to be taken Monitor annual appraisal program including job descriptions, salary administration licensure and performance evaluations Administer organization\-wide programs to include: employee opinion surveys, total rewards, leader and employee development, employee and labor relations within areas of responsibility Create a streamlined Human Resource function that promotes sharing of resources, information and best practices within the organization Be the subject matter expert for HR compliance as it relates to accreditation\/licensure, state\/federal regulations and trends in HR management Director of Human Resources Qualifications: Bachelor's Degree or SPHR\/PHR Certification in Human Resources or related discipline preferred Ability to develop HR strategy and vision to support business strategies and goals Minimum of 4 years of experience in human resources Prior skilled nursing facility\/healthcare experience preferred Thorough understanding of federal and state respective employment laws Excellent computer and organizational skills required "}}],"is Mobile":false,"iframe":"true","job Type":"Contract","apply Name":"Apply Now","zsoid":"461622380","FontFamily":"PuviRegular","job OtherDetails":[{"field Label":"Industry","uitype":2,"value":"Medical"},{"field Label":"City","uitype":1,"value":"Saint Paul"},{"field Label":"State\/Province","uitype":1,"value":"Minnesota"},{"field Label":"Zip\/Postal Code","uitype":1,"value":"55101"}],"header Name":"Director of Human Resources \- Healthcare \- Saint Paul","widget Id":"3**********0072311","is JobBoard":"false","user Id":"3**********1132001","attach Arr":[],"custom Template":"3","is CandidateLoginEnabled":false,"job Id":"3**********8269340","FontSize":"15","location":"Saint Paul","embedsource":"CareerSite","indeed CallBackUrl":"https:\/\/recruit.zoho.com\/recruit\/JBApplyAuth.do"}

The City of St. Cloud is seeking a qualified and dedicated individual to fill the role of Human Resources Director. The Human Resources Director will serve the City by providing strategic leadership and operational oversight for all Human Resources functions. This position will direct the development and implementation of policies, programs, and practices that ensure legal compliance, organizational effectiveness, and a respectful, inclusive workplace. Responsibilities include employee and labor relations, collective bargaining, recruitment and retention, job classification and compensation, benefits, performance management, talent development, and HR data analytics. The Director will advise City leadership on complex personnel matters, lead department budgeting and supervision, and ensure alignment with federal, state, and local employment laws. This role is a key member of the Executive Leadership Team and requires strong communication, integrity, sound judgment, and the ability to manage multiple priorities. This position is classified as exempt, is not part of a bargaining unit, and is an at-will position. Key Responsibilities: 1. Strategic Human Resources Leadership & Policy * Develops, updates and implements city personnel and other administrative related personnel policies and procedures in accordance with local, state and federal laws and regulations. * Interprets human resources related rules, policies, procedures and regulations. 2. Employee & Labor Relations * Advises on complex employee concerns, performance issues, discipline, and grievance processes. * Coordinate and assist with negotiating collective bargaining agreements; ensure compliance with all labor contracts. 3. Recruitment, Compensation & Benefits * Directs all staffing practices. * Directs employee benefits administration. * Administers job classification and compensation systems. 4. Talent Development & Training * Design and implement performance management systems and leadership development programs. * Coordinate training on policies, ethics and supervisory skills. 5. Analytics & Reporting * Use human resources metrics and analytics to inform policy effectiveness, engagement and other initiatives. 6. Budget & Supervision * Manage the human resources department budget and supervise human resources staff. View the Position Profile Benefits: The City is proud to offer a competitive healthcare package, which includes 100% employer paid premiums for single insurance and 90% employer paid premiums for family insurance. Additional health and dental benefit information is available upon request. The average annual value of family health insurance premiums is approximately $33,253. A variety of voluntary benefits are also available, including disability insurance and flexible spending accounts. See benefit overview for more information on City benefits. Retirement: An excellent retirement pension plan is provided by the city through the Public Employee Retirement Association (PERA). Paid Leave: Vacation, Sick Leave, Personal Day and Holiday Pay can be found in the applicable labor union contract. How to Apply: Send a fully completed application, resume and cover letter to Human Resources Email. The position will remain open until filled, with the first application review on December 22, 2025. To learn more about the City of St. Cloud community, visit the Community Profile. Qualifications Bachelor's degree in human resources, public administration, business or other related field; ten (10) years of progressively responsible experience in human resources leadership, preferably in municipal/public sector; and must have a valid driver's license. License must be unrestricted except for corrective lenses.

At Jack Link's, we feed the journey. We take pride in rolling up our sleeves and getting things done together. Fueled by creativity, passion, and a commitment to doing things the right way, we tackle the hard stuff first and focus on real progress, bold moves, and no excuses. We create opportunities, celebrate wins, own our misses, and push forward as a team, knowing our strength comes from supporting one another and having fun along the way. We cultivate a workplace where passion meets purpose and our Team Members are inspired, recognized, and rewarded for their contributions. If you're ready to make a difference and build something meaningful, we want you! Jack Link's Protein Snacks is a global leader in snacking and the No. 1 meat snack manufacturer worldwide. Headquartered in Minong, Wisconsin, Jack Link's is strategically positioned with production, distribution, and support centers in key locations throughout North America, Brazil, Europe, and the Pacific Rim. This global network allows Jack Link's to deliver a wide variety of high-quality, great tasting protein snacks to consumers around the world. The company's portfolio of brands includes Jack Link's , Lorissa's Kitchen , Wild River , Golden Island , Country Fresh Meats , BiFi , Peperami , Mariani and Local Legends Meat Snacks. Job Description The Director of HR for Manufacturing and Supply Chain is a critical leadership role responsible for HR operations supporting and traveling to five manufacturing plants and distributions centers. This leader is responsible for leading the HR teams at our sites and partnering with leaders to ensure sites and company-wide initiatives are achieved. The ideal candidate is both strategic and hands-on-comfortable building scalable programs, influencing senior leaders, and rolling up their sleeves to activate initiatives across our manufacturing plants and distribution centers, and operations teams. Key Responsibilities Strategic Leadership Develop and implement a long-term talent human capital strategy aligned with business growth and workforce planning. Lead HR Business Partners to support high-volume manufacturing, operations, technical, and leadership hiring. Drive and create inclusive engagement actions to support company culture in all manufacturing plants and distribution centers. Partner with leaders and HR Business Partners across sites to anticipate talent needs and build proactive pipelines. Drive organizational effectiveness and change initiatives focused on preparing company for future growth. Leadership and Cross Functional Influence Lead, coach, and develop team of HR professionals - building capabilities and development opportunities. Provide coaching and support to team members. Lead employee matter with objectivity and urgency. Serve as a strategic partner to the HR Leadership Team and executive stakeholders. Use data and analytics to inform decisions, track KPIs, and measure the impact of engagement programs. Lead workforce planning initiatives across departments, establishing talent pipelines for critical manufacturing roles, skilled trades, and executive leadership positions. Process Optimization Partner with Talent Acquisition team to simplify the interview and hiring process to ensure speed and quality. Attend community forums to network and find talent and partner with Talent Acquisition team on developing sourcing strategies. Work closely with Talent Acquisition, Legal and Finance to manage vendor relationships and control recruitment agency spending. Remain current on employment related legal updates and ensure organizational compliance with federal, state, and local laws. Lead and report on headcount, turnover, and other HR operations metrics. Cross-Functional Collaboration Collaborate with Marketing and Communications to enhance digital presence and employee engagement storytelling. Collaborate with Training & Development and Talent Management to support internal mobility programs, upskilling initiatives, and succession planning. Partner or lead cross-departmental initiatives impacting training and continuous improvement projects. Build strong relationships with production-site leadership, ensuring HR operations meet the unique needs of plant operations and safety culture. Qualifications Qualifications Required Education: Bachelor's degree in industrial relations, Human Resources or Business Administration Required: Travel 25% or more to multi-state sites. Experiences: 12+ years of progressive experience in HR leadership roles. Experience in manufacturing, distribution operations, CPG, supply chain, or high-volume environments is strongly preferred. 25%+ travel is required to manage multiple sites. Strong executive presence and communication skills, with the ability to present company culture and branding. Initiative-taking, forward-thinking leader who challenges conventional approaches and inspires continuous improvement and creative problem-solving. Passionate team leader recognized for building high-performing, accountable teams and fostering a culture that reflects Jack Link's values of ownership, integrity, and teamwork. Excellent interpersonal skills with the ability to partner effectively across functions, regions, and levels of the organization.

Director of Human Resources As the Director of Human Resources at OneMagnify, you'll step into a pivotal strategic leadership role that shapes our organizational future. This position serves as the trusted advisor and primary HR point of contact for designated department leaders, effectively functioning as the Head of HR for assigned business units. You'll drive our people strategy forward while ensuring perfect alignment with our overall business objectives. In this high-impact, high-visibility role, you'll anticipate organizational needs, proactively identify challenges, and implement innovative solutions in talent management, organizational design, workforce planning, and employee engagement. Join our dynamic team in Detroit and make a meaningful difference in our organization's success. About you You're not just an HR professional; you're a business leader who happens to specialize in people. You are a proactive problem solver and strategic thinker who anticipates challenges and develops solutions before they impact the business. You are a relationship builder and influencer with outstanding interpersonal skills who can build trust and rapport with people at all levels. You are a champion of people and culture who believes that a positive and inclusive work environment is essential for success. You are a continuous learner, always ready and willing to explore new approaches or find ways to innovate existing practices. What you'll do Serve as a trusted advisor and strategic partner to department leaders, acting as their primary HR point of contact. Create and implement tailored people strategies that directly align with strategic objectives and contribute to long-term growth. Anticipate organizational needs and proactively identify challenges related to talent, structure, workforce planning, and employee engagement. Partner with leaders to create and implement effective talent acquisition and retention strategies. Lead and influence cross-functional initiatives, ensuring seamless execution from strategy development to implementation. Navigate complex employee relations issues with sensitivity and discretion, balancing the needs of the business with a people-first approach. What you'll need 7+ years of experience as an HR Business Partner or HR Leader supporting senior leadership. Experience in marketing, technology, or consulting industries is a plus. Proven ability to own and lead HR strategy for business units with minimal oversight and demonstrated success building and implementing strategic HR plans. Exceptional influence, relationship management, and problem-solving skills that drive organizational change and improvement. Excellent verbal and written communication skills with the ability to articulate complex information clearly and concisely to diverse audiences. A bachelor's degree or equivalent experience in Human Resources, Business Administration, or a related field. Master's degree a plus. Why join OneMagnify At OneMagnify, we believe our people are our greatest asset. Based in vibrant Detroit, you'll work in a collaborative environment where your strategic vision and leadership will directly impact our organization's success. This full-time, in-office role offers the opportunity to shape our company culture, drive meaningful change, and advance your career at the intersection of business strategy and human resources excellence.

We improve lives The IDB Group is a community of diverse, versatile, and passionate people who come together on a journey to improve lives in Latin America and the Caribbean. Our people find purpose and do what they love in an inclusive, collaborative, agile, and rewarding environment. About this position We are looking for a proactive, collaborative and energetic Human Resources Consultant to join the Talent Solutions team at the IDB Group. In this role, you will support the design, implementation, and continuous improvement of talent solutions initiatives that address current and future workforce needs. You will be part of the Talent Management Division within the Human Resources Department (HRD), which is responsible for managing and developing the IDB Group's people strategy. By joining our team, you will work alongside a diverse group of colleagues with expertise in areas such as climate change, gender and diversity, infrastructure, education, energy, communications, and more. This is a great opportunity to contribute to impactful work in a collaborative and supportive environment. In this role, you will report to the Talent Solutions Team Lead. What you'll do 1. Support the Design and Implementation of the Talent Management framework aligned with Talent Solutions Initiatives * Coordinate the end-to-end development and execution of talent management projects, including Talent Mobility programs, development initiatives, annual talent conversations, promotion cycles, and retention strategies. * Conduct needs assessments, design project plans, and oversee implementation timelines to ensure initiatives are aligned with evolving business needs. * Track project milestones, support change management plans, and provide regular progress updates to the Talent Solutions Team Lead. * Propose and implement Talent Solutions initiatives and best practices aligned with our Talent Management Framework to drive impact on our business needs, capability building goals, career development & growth aspirations. 2. Partnership & Communication * Partner with Talent Management & HR Department areas as well as key stakeholders to design and execute targeted initiatives that advance talent management agenda across the IDB. 3. KPI Monitoring & Continuous Improvement * Monitor and analyze key performance indicators such as employee retention rates, internal mobility statistics, and engagement survey results to assess the effectiveness of talent initiatives. * Prepare quarterly KPI dashboards and reports for HR leadership and recommend process improvements based on data-driven insights to foster continuous innovation. 4. Stakeholder Engagement * Develop and deliver executive presentations, project status reports, and stakeholder briefings to HR business partners, department heads, and project sponsors. * Facilitate stakeholder alignment and buy-in for talent initiatives, supporting talent management agenda and ensuring effective engagement throughout the project lifecycle. What you'll need * Education: Master's degree or equivalent advanced degree in Human Resources Management, I/O Psychology, Business Administration, or other fields relevant to the responsibilities of the role. * Experience: Minimum of 5 years of relevant professional experience in an HR function with Talent Management responsibilities (e.g., HRBP, HR Coordinator/Specialist, Talent Management Specialist) in an international setting. * Languages: Proficiency in English and Spanish, spoken and written, is required. Requirements * Citizenship: You are a citizen of one of our 48-member countries. We may offer assistance with relocation and visa applications for you and your eligible dependents. * Consanguinity: You have no family members (up to the fourth degree of consanguinity and second degree of affinity, including spouse) working at the IDB, IDB Invest, or IDB Lab. Type of contract and duration * Consultant: International consultant. Full-Time, 18 months (up to 48 months). What we offer The IDB group provides benefits that respond to the different needs and moments of an employee's life. These benefits include: * Competitive compensation package. * Leaves and vacations: 2 days per month of contract + gender- neutral parental leave. * Health Insurance: the IDB Group provides a monthly allowance for the purchase of health insurance. * Savings plan: The IDB Group cares about your future. Depending on the length of the contract, you will receive a monthly savings plan allowance. * We offer assistance with relocation and visa applications for you and your family when it applies. * On-site position with the occasional flexibility of teleworking. * Development support: We offer learning opportunities to boost your professional profile, such as seminars, 1:1 professional counseling, and much more. * Health and Wellbeing: Access to our Health Services Center which provides preventive care and health education for all employees. * Other perks: Lactation Room, Daycare Center, Gym, Bike Racks, Parking, and others. Our culture At the IDB, we work so everyone brings their best and authentic selves to work while finding their purpose. Our people consistently strive for excellence, and we recognize and celebrate the impact of their contributions. In our efforts to drive innovation, we intentionally include all voices, cultivate a sense of belonging and champion fairness. We welcome individuals from underrepresented groups to join us and share their unique perspectives. We ensure that individuals with disabilities are provided reasonable accommodations to participate in the job interview process. If you require an accommodation to complete this application, please email us at accommodations@iadb.org.

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

The Business Affairs Talent and Rights Management Manager will be responsible for leadership, governance and alignments across Best Buy Marketing teams requiring talent negotiations, licensed usage, and rights management of consumer facing content across multiple delivery types in owned/operated channels as well paid media. This role is responsible for talent/rights negotiations, asset tracking and reporting of talent usage across internal Best Buy Marketing produced works. Additionally, the Business Affairs Talent and Rights Management Manager will be well versed in both union (i.e. SAG-AFTRA, etc.) and non-union productions and direct on usage and rights requirements across Best Buy US and Canada. This position will assist, consult, educate, inform, and provide guidance which enables Enterprise to execute the highest quality creative work and leverage across multiple channels and teams. This role is hybrid, which means you will work some days at our corporate office in Richfield, Minnesota, and some days virtually from home or another non-Best Buy location. The specific work arrangements vary by role and team. The recruiter or hiring manager will provide more details during the hiring process. What you'll do Collaborate across internal marketing teams (i.e. Creative, Production, Brand, Media, etc.), Best Buy Ads, and Best Buy Canada Exceptional written and verbal communication skills with the ability to present complex technical information in a clear and concise manner to variety of audiences, strong executive presence Think critically, balance multiple asks, articulate trade-offs for competing priorities, and appropriately identify and escalate issues to ensure delivery of world-class creative products. Work collaboratively with Legal partners to develop templates/agreements and drive efficiency and effectiveness on behalf of the organization. Present and communicate ideas, build consensus, and effectively rationalize decisions to a variety of audiences. Manage and consult on all things related to hiring and tracking rights associated with talent and third-party rights, including the management of residual budgets for production assets. Helps determine the third-party rights needed and flag any issues. Organized and able to actively manage talent budgets and consult with agency producers on estimates & monitor talent and production budgets for TV, Radio, and interactive/integrated/digital production jobs. Strong understanding of SAG/AFTRA commercials contract, union waivers to reduce client costs, i.e., Low Budget Waivers, Internet Only, etc.). Procure SAG/AFTRA waivers (i.e. Low-Budget, PSA, Experiential Coverage, Experiential Social Media). Ability to draft and prepare performer contracts/releases. Review all executed contracts, licenses, and process session payments. Familiarity with union, federal, and state work requirements and restrictions, especially as it relates to hiring minors in production Review contracts, screen finished commercials to develop final cast reports, facilitate/manage talent payments, and renegotiate talent contracts. Ability to manage, negotiate, and track rights associated with stock images, footage, and any other third-party rights utilized in production assets. Basic qualifications 7 or more years progressive Marketing or related experience 5 or more years of experience in a quick-turn, high volume environment Experience leading projects, directing external partners managing, facilitating training/onboarding Experience with talent payments and understanding of Commercial SAG-AFTRA code and general AICP guideline Preferred qualifications Exceptional written and verbal communication skills with the ability to present complex technical information in a clear and concise manner to variety of audiences; strong executive Strong communication and problem-solving skills Strong sense of ownership, well organized, and self-motivate Strong forecasting and influencing skills Retail preferably in Marketing, Merchandising, Finance and/or Agency experience What's in it for you We're committed to helping our people thrive at work and at home. We offer generous benefits that address your total well-being and provide support as you need it, especially key moments in your life. Our benefits include: Competitive pay Generous employee discount Physical and mental well-being support About us As part of the Best Buy team, you'll help us fulfill our purpose to enrich lives through technology. We bring that to life every day by humanizing and personalizing tech solutions for every stage of life - in our stores, online and in customers' homes. Our culture is built on deeply supporting and valuing our amazing employees who make it all possible. We're committed to being a great place to work, where you can unlock unique career possibilities. Above all, we aim to provide a place where you can bring your full, authentic self to work now and into the future. Tomorrow works here.™ Best Buy is an equal opportunity employer

Job Description Full-Time (.9 FTE/72 Hours Per Pay Period) | Exempt |Onsite | Hands-On Leadership Role Salary Range: $51,618.60 - $84,387.60, DOE Koochiching Health Services (KHS) in Littlefork, MN, is seeking a Human Resources Director who brings leadership presence, strong interpersonal skills, and the ability to perform in a full-spectrum, hands-on HR role. This is not a siloed leadership position - it blends culture-building, engagement, and accountability with the day-to-day HR operations that keep our care center and assisted living running smoothly. Who We Are: Rooted in the mission of expressing Christ's love by providing care that values every human life, our organization thrives when our employees feel supported, respected, and empowered. Our HR Director plays a central role in making that happen. What Makes This Role Unique: This role blends strategic leadership with meaningful, day-to-day involvement in all areas of HR. You'll build engagement, coach leaders, and strengthen culture - while ensuring HR processes run smoothly and consistently. It's a great fit for someone who enjoys variety, ownership, and being a key resource for employees and leaders. If you thrive on variety and want to be involved in every facet of HR, this is the role for you! What You Bring: A passion for employee engagement, culture-building, and accountability. 2+ years of HR experience; healthcare HR preferred. Strong working knowledge of employment laws (FMLA, ADA, COBRA, OSHA). High comfort level juggling leadership responsibilities with hands-on HR work. Excellent communication skills, professionalism, and follow-through. Ability to build trust and stay organized in a fast-paced environment. Why You'll Love This Role: You have a meaningful voice in shaping culture, engagement, and retention. You build strong relationships with leaders, staff, and residents. You enjoy autonomy and variety - no two days look the same. Your work directly contributes to a positive, mission-driven environment. Our Benefits That Support You: Your well-being matters to us. That's why we provide: Flexible Time Off - Exempt-level team members receive flexible paid time away, designed to give you the time you need, when you need it most, without worrying about accruals or tracking. Comprehensive Health Coverage - 100% employer-paid employee medical insurance, with optional spouse and family coverage. Health Savings Account Contributions - $150 per month toward your HSA when enrolled in our medical plan. Peace of Mind - $20,000 employer-paid life insurance, with access to additional voluntary life coverage. Retirement Readiness - A strong retirement plan with up to a 5% employer match upon meeting eligibility, plus financial education resources to support your long-term planning. Additional Voluntary Benefits - Dental, vision, hospital indemnity, critical illness, accident insurance, and voluntary short- and long-term disability (STD/LTD), giving you and your family options that fit your needs. Apply Today: If you're excited about a leadership role that combines presence, connection, and full-spectrum, hands-on HR work, we'd love to visit with you!

We are seeking a dynamic and experienced Director of Human Resources to lead and manage all aspects of our HR operations. This role is responsible for directing HR staff and delivering comprehensive human resources services, including recruitment, employee relations, performance management, compensation, benefits administration, compliance, and strategic HR initiatives. The Director will collaborate closely with senior leadership to maintain organizational structure, develop and implement HR policies, ensure regulatory compliance, and foster a productive, inclusive workforce. The ideal candidate will bring strong leadership, excellent communication skills, and a proven ability to drive HR strategies that support organizational goals and employee engagement. WE ARE LOOKING FOR APPLICANTS WHO LIVE WITHIN 50 MILES OF DULUTH, MINNESOTA. PLEASE ONLY APPLY IF THIS IS YOU. Summary This individual will maintain and enhance the organization's human resources by planning, implementing and evaluating employee relations and human resources policies, programs and practices. Essential Duties and Responsibilities Responsible for managing and directing human resources staff in delivering professional human resources services and consultation to managers, supervisors and employees. Maintains the work structure by creating and updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting (posting jobs), screening and interviewing program; selection or recommendation of staff, conducting and analyzing exit interviews, and recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs, including providing new employee orientation. Track all employee training requirements according to licensing regulations and inform directors/supervisors of employee training needs. Complete employee background studies according to regulations. Manages employee performance/evaluation system as well as organize and coordinate employee incentive programs for recruitment and retention. Maintains a compensation plan by conducting periodic compensation surveys; scheduling and conducting job evaluations; preparing compensation budgets; monitoring and scheduling individual compensation actions; recommending, planning and implementing compensation structure revisions to the CEO. Ensures planning, monitoring and appraisal of employee work results by training directors/supervisors to coach and discipline employees; hearing, investigating and resolving employee grievances; counseling employees and supervisors. Steps in when directors/supervisors cannot resolve disputes in the workplace. Oversees employee terminations and informs terminated employees of their rights to certain benefits such as health insurance under the Consolidated Omnibus Budget Reconciliation Act (COBRA) and unemployment insurance. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the process of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs. Ensures legal compliance by monitoring and implementing applicable human resource federal and state regulation. Such regulations relate to new hire reporting, employee classification, recordkeeping, health and safety, worker's compensation, state disability insurance, wages and hours, employee benefits, paycheck deductions, employee attendance and conduct, and discrimination. Maintains management guidelines by preparing, updating and recommending human resource policies and procedures to CEO and senior management team. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. Ensures employment records comply with licensing regulations. Maintains human resource staff by recruiting, selecting, orienting, and training employees. Maintains human resource staff job results by counseling and disciplining employees, planning, monitoring and appraising job results. Contributes to team effort by accomplishing related results as needed. Other duties include developing, recommending, and implementing HR policies, procedures and strategic initiatives under the guidance of the CEO. Maintain and support a productive and inclusive workforce; and providing expert consultation and guidance to the executive leadership team and managers. This position is also responsible for developing, implementing, and maintaining HR policies and programs focused on attracting and retaining a diverse and inclusive workforce. Report to senior management by analyzing data and using HR metrics. Software Technology & Efficiency Focus: Evaluate and implement HR technology systems (HRIS, payroll, benefits platforms). Identify process improvement opportunities to streamline workflows and enhance data accuracy. Use HR analytics and metrics to inform decision-making and report to senior management. Qualifications Must have a minimum of a four-year degree with two years of experience in human resources Must possess excellent negotiation, communication and teamwork skills. Hiring, Human Resource Management, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual Harassment, organization. Degree of Authority This individual will perform duties as directed by the Chief Operating Officer and per CADT policy and procedure. All wage and benefit recommendations must be approved by the Chief Executive Officer (CEO). Physical Demands & Work Environment The physical demands and work environment described herein are representative of those that must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. Physical Demands While performing the duties of this job, this individual is regularly required to talk, hear, stand, sit, walk, use hands to handle, grab, finger and feel. This individual is occasionally required to lift and/or move up to 25 pounds. Specific vision requirements include the ability to read and write, close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Work Environment While performing the duties of this job, this individual is rarely exposed to blood or body fluids, toxic or caustic chemicals. The noise level in the work environment is generally moderate. This position is designated as hybrid. The Center reserves the right to modify the work arrangement based on operational needs, patient requirements, and performance considerations. Compensation and Benefits: We offer a competitive compensation and benefits package to support your health, well-being, and professional growth. All benefits listed are eligible for full-time employees, and part-time employees receive a reduced benefit package. Starting Salary: $70,000 Health Insurance: Comprehensive coverage with 80% employer contribution toward the lowest-cost Gold Plans. Dental & Vision Insurance: Coverage options available for both dental and vision care. Paid Time Off (PTO): Generous paid time off to support work-life balance. Paid Holidays: 10 paid holidays each year. Development Time: Dedicated paid time for professional development and continuing education. Retirement Plans: 401(k) & Roth IRA: 4% employer base contribution, plus an additional 4% employer match. Life Insurance: Employer-paid life insurance for peace of mind. Disability Insurance: Short-Term Disability: 100% employer coverage for short-term disabilities. Long-Term Disability: 100% employer coverage for long-term disabilities. Accidental & Critical Illness Insurance: Additional coverage to help in the event of unexpected accidents or illnesses. Health Savings Account (HSA): Available for eligible plans to help you save for medical expenses with tax advantages. On-the-Job Training: Comprehensive training to support your growth and success in your role. Paid Continuing Education (CEU) Training: Paid time and funding for continuing education to maintain your licensure and skills. Tuition Assistance: Financial support for higher education through our tuition assistance programs. Tuition Forgiveness: Eligibility for Public Service Loan Forgiveness (PSLF) and Minnesota State Programs. Employee Assistance Program (EAP): Confidential counseling and support services for personal and family matters. Family & Medical Leave: Time off for medical or family reasons in accordance with state and federal laws. Additional Leave Benefits: Paid leave for Bereavement, Jury Duty, and Military Leave. Additionally, the Center offers overnight bonus pay for those working 3rd shift hours and overtime pay during mandated shifts. VISION: The Center for Alcohol & Drug Treatment's vision is a community in which people's potential and quality of life are not limited by addiction and its consequences. MISSION: The Center for Alcohol & Drug Treatment's mission is to improve personal, family and community health through addiction prevention, treatment and recovery services. Visit our Website: cadt.org Find us on LinkedIn: ********************************* Follow us on Instagram: instagram.com/cadt_duluth/ The Center for Alcohol & Drug Treatment will consider all applicants regardless of their race, color, creed, religion, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, or status with regard to public assistance, or membership or activity in a local human rights commission.