Human resources business partner jobs in Springfield, OH - 353 jobs

Guided Search Partners is an Executive Search firm that is built on the principles of Trust, Transparency, Specialization, and True Long-term Relationships. Our goal is to provide the best experience for both our clients and candidates. We specialize in delivering the upper echelon of candidates in Food & Beverage Manufacturing to clients for their needs in FSQA, Operations, Engineering/Maintenance, and R&D. Role Description We're partnered with a repeat client on this HR Manager opening. This individual will be the point person for the food production plant. The ideal candidate will have experience with all core HR responsibilities including employee relations, Performance Reviews, Hiring, Onboarding, Training, etc. Qualifications BS Degree preferred Experience supporting manufacturing environment Experience with Employee Relations, Performance Reviews, Policy Admin, Hiring & Onboarding, Internal investigations, Rewards and Recognition, etc Please apply directly If this is an opportunity you'd like to explore further. If you or someone you know is looking for other opportunities in the food and beverage industry, please email us directly at ********************************* to get connected with an expert in the space!

ABOUT DAYTON, OHIO Dayton, Ohio, is a mid-sized city situated on the banks of the Great Miami River in southwestern Ohio. A perfect blend of vibrant city amenities and Midwestern warmth, the Dayton region offers a combination of affordability and a strong sense of community that is hard to beat. Known as the “Gem City,” the “Birthplace of Aviation,” and the “Birthplace of Next,” Dayton maintains an impressive legacy as the home of inventors, artists, and visionaries. Founded in 1796 and incorporated in 1805, Dayton is distinguished by its rich history of innovation and industry. As the hometown of Wilbur and Orville Wright, the city played a defining role in the development of modern aviation. It also served as the origin of major inventions such as the cash register and numerous advancements in engineering, manufacturing, and technology-cementing Dayton's reputation as a hub of creativity and progress. Dayton, home to about 135,000 residents within a diverse metropolitan area of over 800,000, boasts a youthful median age of 35 and a vibrant workforce. The city offers an appealing mix of affordability, accessibility, and quality of life, highlighted by a revitalized downtown, rich arts and cultural attractions like the Dayton Art Institute and the National Museum of the United States Air Force, and an extensive network of parks and trails. Its central Midwest location also allows for easy travel to major cities such as Cincinnati, Columbus, and Indianapolis. The City of Dayton operates under a council-manager form of government, which combines professional management with elected leadership. The five-member City Commission, including the Mayor, is elected at-large on a nonpartisan basis and is responsible for establishing policy. The City Manager, appointed by the Commission, oversees daily operations and ensures efficient, transparent, and effective delivery of municipal services. You can visit the City website HERE POSITION PURPOSE As a key member of the City's executive team, the Director of Human Resources shapes and leads a progressive, people-focused HR strategy that advances the City's mission and values. Responsible for an organization of 1,800 employees, the Director fosters a high-performing, inclusive workplace through innovative approaches to talent acquisition, workforce development, employee engagement, labor relations, and total rewards. STRATEGIC AND OPERATIONAL INITIATIVES Partnering closely with the City Manager's Office, department heads, and labor organizations, the Director leads the development of an HR strategy that advances the City's strategic priorities by emphasizing innovation, service excellence, and organizational effectiveness. The Director serves as a trusted advisor to executive leadership on workforce planning, organizational design, leadership development, and change management, while also championing diversity, equity, and inclusion by ensuring HR policies and programs reflect the City's commitment to fairness and access for all. The role drives modernization of HR systems, leveraging technology to improve service delivery and enhance data-driven decision-making. Through the ongoing analysis of workforce trends, metrics, and employee input, the Director drives continuous improvement and supports organizational health. The Director ensures employees have access to effective career and management development opportunities, actively promotes a workplace culture of engagement and well-being, and fosters collaboration, accountability, and equity across the organization so that all employees can thrive and grow. The Human Resources Director reports to the Deputy City Manager and directs a staff including the Deputy Director of Human Resources and General Labor Counsel, Senior Human Resources Analysts, and the Executive Secretary. KEY RESPONSIBILITIES Serve as a change agent who guides the City through workforce transformation initiatives, including modernization of policies, systems, and culture Build leadership capacity across departments through coaching, mentorship, and targeted development and recognition programs. Develop and implement innovative recruitment and retention strategies to attract and retain top talent in a competitive labor market. Partner with Finance and IT to ensure alignment of human capital strategy with financial and technical investments. Lead the development of a robust succession planning framework for critical city positions. Design competitive employee compensation plans that attract and retain quality employees and are affordable for the City. Foster a City work environment that promotes employee productivity, open communication, customer satisfaction, and fair treatment for all employees. Formulate strategy for union negotiations and preside over grievance processes. EDUCATION/EXPERIENCE A Bachelor's degree is required. Preferred undergraduate majors include Public Administration, Business Administration, Human Resource Management, or related field. Must possess a demonstrated proficiency in report writing and public presentation skills. Must have significant management experience in a union environment. A minimum of 8 years of progressive management experience in one of the following areas: public administration, human resource management, or a related field. Post graduate degree can be substituted for one year of experience. CORE COMPETENCIES To perform the job successfully, an individual should demonstrate the following competencies. All employees are held to these Core Competencies: Job Knowledge Competently applies functional and technical knowledge and skills to do the job at a high level of accomplishment. Performs responsibilities with integrity and ethically, keeps commitments, and upholds organizational values. Keeps confidences, admits mistakes, and presents the truth in an appropriate and supportive manner. Makes sound decisions on difficult issues; exhibits a willingness to make decisions, supports and explains reasons for decisions, and includes the appropriate people in the decision-making process. Quality and Quantity of Work Consistently produces thorough, timely and accurate work and takes initiative to seek out improvements for quality sake without being told. Monitors own work in order to maintain a high level of quality while meeting productivity standards. Consistently practices and promotes safety as part of performing the job. Completes work in a timely manner and continually strives to increase productivity. Customer Impact Produces work and services that consistently meet or exceed the standards and expectations of internal and external customers. Consistently demonstrates City Customer Service - Core Values. Stays up to date on information and trends that impact the customer. CUSTOMER SERVICE CORE VALUES The City of Dayton core values are the standard by which we conduct ourselves and our interactions with our citizens. All employees are held to these Customer Service - Core Values: Courteous & Professional - “I demonstrate courtesy and professionalism in all customer interactions.” Greet customers in email, phone, and in person in a professional manner, with a positive, helpful attitude. Listen attentively and with empathy, respecting the customers' point of view; listen and speak to the customer in a professional manner (do not interrupt, be patient - even if their facts are wrong - let them finish speaking). When working with a customer, focus on them. Maintain a professional behavior, focusing on the customers' question or issue, not their personality. Accountability/Ownership - “I help customers understand how to resolve their issues.” Quickly acknowledge service request has been received and follow-through and follow-up in a timely manner. Deliver as promised, asking for help from co-workers and supervisors as needed. Do not mislead customers about what can be done. Give clear and truthful responses, even when you can't give customers what they are expecting. Clearly and patiently describe the appropriate courses of action. Improve service delivery by soliciting customer feedback throughout the process. Share feedback with co-workers and supervisors. Take Initiative - “I am proactive in problem solving.” Adopt a problem-solving approach, rather than a “That's not my department/job,” reaction. Understand the organization and other departments' services in order to anticipate customers' questions, concerns, and needs. Be prepared to respond with possible solutions. Ask questions to get at the root of the issue (such as checking the service address, has anything changed, etc.) Share relevant information with the customer so they understand their choices and the possible outcomes of their choice. SUPERVISOR/MANAGER COMPETENCIES The following competencies have been identified for employees who supervise or manage others. Leadership Effectively influences actions and opinions of others Accepts feedback from others Gives appropriate recognition to others Inspires and motivates others to perform well. Planning, Organization, Delegation Prioritizes and plans work activities Uses time efficiently Sets goals and objectives Organizes or schedules other people and their tasks CERTIFICATES, LICENSES, REGISTRATION Must possess a valid driver's license at the time of appointment and maintain such license as a term and condition of employment. Effective July 15, 2019, the City of Dayton adopted the Tobacco and Nicotine Free Hiring Policy (HR 1.03). Applicants offered employment with the City will be required to pass a nicotine screening. Newly hired employees must remain tobacco and nicotine free as a condition of continued employment. RATLIFF & TAYLOR CONTACT If you are an exceptional, accomplished HR leader who seeks to work in a customer focused environment while making a positive community impact, we are interested in speaking with you. Please contact: Patti Shumay | Sr. Consultant Executive Search | ************ | ****************************

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

Full-time Description VICE PRESIDENT OF HUMAN RESOURCES Reports To: President/CEO FLSA Status: v FT ___PT Department: Human Resources Exempt Status: v Y ___N Supervises: Human Resources Generalists, Recruitment and Onboarding Coordinator, Payroll & Benefits Coordinator, Social Media & Outreach Coordinator Join the Journey: Become a Partner for Life At MedFlight , we don't hire employees - we welcome partners. Our team is united by a shared purpose: serving our patients and each other with integrity, compassion, and excellence. Guided by the principles of Servant Leadership, our partners live out our core values of Safety, Integrity, Excellence, Accountability, and Compassion every day.We are more than a workplace - we are a community built on mutual respect, lifelong learning, and genuine care. Through our renowned in-house education program, we invest in your professional growth and personal well-being, helping you achieve true work/life balance while building a rewarding career. What You'll Do As the Vice President of Human Resources (VPHR), you will lead the HR function for MedFlight/MedCare, aligning HR strategies with organizational goals. You will: Develop and implement HR policies and ensure compliance with all regulations. Oversee talent management, including recruitment, retention, and engagement strategies. Manage compensation and benefits programs, including annual reviews and open enrollment. Provide guidance to leadership on performance management and employee relations. Supervise HR team members and foster a culture of coaching, development, and accountability. Lead workforce planning and headcount governance in partnership with Operations and Finance. Ensure compliance with EEO, FMLA, COBRA, ACA, and other regulatory requirements. Drive initiatives for partner engagement, onboarding, and culture ambassador programs. What is Required Education: Bachelor's degree in Human Resources or related field (Master's preferred). Certifications: SPHR, PHR, SHRM-SCP, or SHRM-CP preferred. Experience: Minimum 7 years in HR management. At least 3 years in a senior HR leadership role in a multi-site organization. Strong knowledge of HR policies, employment laws, compensation strategies, and benefits administration. Excellent communication, leadership, and organizational skills. Ability to work independently, manage multiple priorities, and adapt to changing business needs. Public employment HR administration is highly preferred. Proficiency in Microsoft Office and HRIS systems. Valid driver's license and acceptable driving record. Core Competencies Advocacy - A passion for the mission/vision/values of the organization. Strategic Leadership - Ability to develop and execute HR strategies aligned with organizational goals. Regulatory & Compliance Expertise - Deep understanding of employment laws and ensures compliance with federal, state, and local regulations. Talent Management & Development - Expertise in recruitment, onboarding, and retention strategies. Communication & Relationship Building - Builds trust and rapport across all levels of the organization. Compensation & Benefits Administration - Knowledge of compensation structures, pay equity, and benefits programs. Analytical & Decision-Making Skills Uses data-driven insights to make sound decisions considering short- and long-term impacts. Change Management & Culture Building - Promotes Servant Leadership and Just Culture philosophies. Financial Acumen - Budget planning and cost control for HR operations. Confidentiality & Ethical Standards - Demonstrates integrity and high ethical standards in all actions. Why MedFlight? At MedFlight/MedCare, we are committed to saving lives and improving health outcomes through excellence in care and service. Joining our team means: Being part of a mission-driven organization that values integrity, innovation, and teamwork. Workingin a collaborative environment that embraces Servant Leadership and Just Culture. Opportunities for professional growth and development. Comprehensive benefits and competitive compensation. A culture that celebrates achievements and prioritizes partner engagement. A mission that matters - every shift, every patient, every day Ready to make an impact? Apply today and help us shape the future of healthcare at MedFlight/MedCare.

Reporting directly to the President of the College, the Director is responsible for providing strategic and tactical HR management, support and consultation to the administration, faculty and staff, and is responsible for the day-to-day operations of the Human Resources Department. Ensures that all Human Resources solutions, processes, procedures, policies, and client needs align with Zane State College strategic priorities. This position also serves as the College's Title IX Coordinator. Personal Touch: All major activities, essential duties and responsibilities shall be performed integrating the personal touch philosophy, which defines our College. The personal touch is characterized by respect, responsiveness, and responsibility in all relationships and is an attitude toward students, colleagues, and community members demonstrating respect, acceptance, responsibility, courteousness, and genuineness. Assessment: Contributes to assessment for continuous quality improvement of the academic support area(s) within assigned scope of responsibility. Essential Duties and Responsibilities 1) Strategically direct a comprehensive group of college-wide human resource functions including talent acquisition, benefits, compensation, employee relations, professional development, reporting, compliance, budgeting and general management of Human Resources.302) Provide guidance and counsel to senior leadership on total rewards strategies, decisions, practices, policies and procedures. In collaboration with the chair of the Board of Trustees, manage the annual evaluation of the President's performance evaluation203) Ensure organizational compliance with current and applicable labor laws. Collaborate on risk management with College leadership.154) Responsible for investigation of employee complaints. Provide assistance/counseling/guidance to supervisors in the area of conflict resolution, EEO complaints, harassment and Title IX.105) Serve as the College's Title IX Coordinator5 Lead all legislatively required benefits reporting including 1095, BWC, and IPEDS. Makes change recommendations as needed to maintain compliance.56) Lead and/or oversee various initiatives and special projects, i.e., employee satisfaction, health and welfare benefits satisfaction, and exit interview data interpretation.57) Manage the Human Resource Advisory Committee (HRAC) meetings related to total rewards, including but not limited, healthcare benefits and wellness initiatives. Serve on President's Cabinet and as a member of Senior Team58) Plan and direct the budget for the Office of Human Resources59) Perform other duties as assigned. Qualifications A minimum of a bachelor's degree in Human Resources Management or closely related field required. Master's degree preferred. Three to five years of Human Resources experience required. Related benefits or employee benefit administration experience preferred. SPHR, CHRS, or equivalent professional designation preferred. Successful applicant must obtain appropriate nationally recognized certification during employment if degree is not in Human Resources Management. Excellent communication and organizational skills are required. The successful candidate must be a critical thinker and have strong judgment and decision-making skills. This position requires maintaining a high level of confidentiality of sensitive employee information, including Social Security numbers, performance reviews, workplace injury reports, health-related information, pay levels, etc. Computer proficiency and technical aptitude with the ability to utilize MS Office software and integrated software systems required. Employment and Benefits ZSC offers an excellent benefits package including the following: * Competitive base salary * Comprehensive healthcare plans including medical, dental, vision, and prescription coverage * HSA/FSA * Employee Assistance Program * Life and long-term disability insurance * Supplemental retirement savings plans * Generous paid time off including vacation, sick, and personal leave 2025 SB1 Statement of Commitment As required by Ohio Revised Code section 3345.0216, Zane State College will: educate students by means of free, open and rigorous intellectual inquiry to seek the truth; equip students with the opportunity to develop intellectual skills to reach their own, informed conclusions; not require, favor, disfavor or prohibit speech or lawful assembly; create a community dedicated to an ethic of civil and free inquiry, which respects the autonomy of each member, supports individual capacities for growth and tolerates differences in opinion; treat all faculty, staff and students as individuals, hold them to equal standards and provide equality of opportunity with regard to race, ethnicity, religion, sex, sexual orientation, gender identity or gender expression. The final candidate is subject to the successful completion of reference checks and a background check.

Join our HR Control Management team today! This team maintains a strong and consistent control environment through a joint accountability model that align managers with each function and region to mitigate operational risk. The team focuses on four areas: Risk Identification & Assessment, Control Design & Evaluation, Issues & Control Deficiencies and Control Governance & Reporting. Control Management serves as an independent function within Human Resources to advise, counsel and assess risk mitigation strategies, in addition to effective evaluation of processes, risks and controls. As a Control Manager - Vice President within HR Control Management team, you will be part of a team that ensures strong and consistent controls are observed across the firm. Reporting to the Product Portfolio Control Lead, you will be responsible for the control framework of one or more sub products within the HR Product Portfolio. You will focus on improving and delivering risk and control processes & programs; provide operational support and execution to the control function in tasks needed to improve operational excellence; helping to build automated solutions to improve the function; whilst building strong partnerships with HR and Corporate Function leaders to help mitigate risk. Job responsibilities Create a proactive risk and control culture that leverages proven evaluation strategies and sound change management protocols Deliver end-to-end project management support for internal audits and external regulatory exams supporting HR Regulatory Affairs Prepares committee materials on regulatory exams and compensation matters Partner on regulatory matters with EMEA Regulatory Affairs, Compliance and Audit Review and analyze policy, standards, and regulatory obligations to proactively identify existing and emerging operational risks and issues to support compensation-related programs and strategies Engage with control colleagues across the firm, business, operations management, legal, compliance, risk, audit, regulators and technology control functions Provide leadership support for the end-to-end execution of the Control and Operational Risk Evaluation (CORE), including control deficiencies and resolutions, to reduce financial loss, regulatory exposure, and reputational risk Translate business requirements into effective and streamlined technical solutions. Using programming skills, database knowledge, and design skills to satisfy the requirements. Provide additional process and program portfolio support activities may including but not limited to: Control Operational Risk Evaluation (CORE), Office of Legal Obligations (OLO), Inter Affiliate Services (IAS) and other smaller control programs. Required qualifications, capabilities, and skills Bachelor's degree or equivalent experience Substantial financial service experience in controls, audit, quality assurance, risk management, or compliance Ability to understand the business / knowledge of regulation surrounding business, including expertise in Regulatory Affairs and Compensation Ability to assess risk from multiple perspectives (Legal/Regulatory/Operational/Client & Reputational) and then have meaningful business conversations, grounded in materiality and practical application Excellent written and verbal communication skills with an ability to influence business leaders in a meaningful and actionable manner Flexible, adaptable to shifting priorities; manages competing priorities to achieve the most effective result and able to work in a fast-paced, results focused environment Strong project time management skills to meet strict regulatory deadlines; ability to understand a process and associated risk to inform control design Solid critical thinking, attention to detail and analytical skills; able to synthesize large amounts of data and formulate appropriate conclusions including: understanding root cause / identifying control deficiencies, developing timely and sustainable solutions and analyzing metrics for emerging risk Implementation skills including: writing action plans and procedures, change management and the ability to make subjective and informed decisions based upon output, influence stakeholders and justify decision making Proficient knowledge of control and risk management concepts with the ability to design, create and evaluate the operational risk and control environment in conjunction with business partners Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Visio)

The HR Manager for our TDI location supports client group Leaders, Managers and Employees on organizational and employee matters, as well as coaching, HR process expertise and other general HR activities. In this role you will interpret simple internal and external business challenges and recommends best practices to improve products, processes or services and stay informed of industry trends that may influence work. Job Description Essential Responsibilities: * Provide dedicated guidance and coaching to site leadership, front line leaders, and employees with specific focus on: Employee advocacy/engagement, HR fundamentals and process training, performance management, career development, talent assessment, acquisition and retention and workplace investigations * Ensure that all employee relations issues are properly identified, reported, investigated and resolved * Provide advice and counsel to managers and employees to ensure consistent application and integration of policies, procedures and practices to promote an ethical and compliant work environment * Leads HR process improvement using FLIGHT DECK * Lead key HR processes including compensation planning and compliance * Conduct HR training and support for functional processes like PPG, Salary Planning, New Employee Orientation and New Manager Assimilation * Maintain and protect confidential data with utmost scrutiny, judgment, and care Qualifications/Requirements: * Bachelor's degree from an accredited university or college in related area OR unrelated area with 4 years of HR experience * Minimum of 3 years of experience in Human Resources and/or relevant work experience (roles that involve the application of labor and employment principles, operational and business management). Desired Characteristics: * Bachelor's or Master's degree in Human Resources * Experience using LEAN practices in transactional processes * Approachable and responsive, able to connect with employees at all levels * Strong customer service focus, with a high level of responsiveness * Supportive team player with a strong drive to create a positive work environment and ability to diffuse a tense situation * Applies solid judgment ensuring integrity, compliance, & confidentiality * Strong interest in innovative HR solutions and process improvement * Understanding of HR concepts and principles with expertise in a specialty area such as staffing, analytics, facilitation, etc. * Strong problem solving skills; ability to make independent decisions and manage conflicting priorities in a fast paced environment This role requires access to U.S. export-controlled information. Therefore, employment will be contingent upon the ability to prove that you meet the status of a U.S. Person as one of the following: U.S. lawful permanent resident, U.S. Citizen, have been granted asylee or refugee status (i.e., a protected individual under the Immigration and Naturalization Act, 8 U.S.C. 1324b(a)(3)). Additional Information GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). Relocation Assistance Provided: Yes

We are seeking a human resources business partner to join our organization. In this position, you will be a strategic partner who partners with specific business units to align HR strategies with business objectives. They HRBP will act as a bridge between HR and the business, providing HR expertise and support to drive business performance. This role will focus on building strong relationships with business leaders, understanding their unique needs, and delivering HR solutions that contribute to the overall success of the organization. RESPONSIBILITIES * Serve as a trusted strategic advisor to global senior leaders, translating business objectives into actionable people strategies that drive growth, transformation, and operational excellence. * Design and implement organizational and labor strategies, including organization structure design, workforce planning, labor planning, resource allocation, role clarity, and operating model improvements. * Lead major organizational development and change initiatives-including restructuring, M&A integration, capability building, and culture shifts-by assessing readiness, aligning stakeholders, and executing change and communication strategies. * Provide high-impact HR consulting across employee relations, performance management, talent development, leadership effectiveness, team dynamics, and employee engagement. * Partner with Talent Acquisition, Workforce Planning, and COEs to ensure seamless delivery of talent strategies, leadership development, succession planning, and staffing needs aligned with global business priorities. * Use HR analytics and workforce data to identify talent risks and opportunities, guide decision-making, and improve organizational effectiveness. * Ensure compliance with all relevant labor laws, employment regulations, safety/OSHA requirements, wage & hour, worker's compensation, and internal HR policies, working closely with Legal when required. * Oversee or support HR operational activities, including staffing, training, management development, compensation, benefits, and affirmative action. * Lead or support talent acquisition and staffing efforts for critical roles within assigned areas. * Coordinate and implement internal communications and change communications for HR and organizational initiatives. * Drive continuous improvement, proactively identifying organizational issues, proposing solutions, and influencing leaders to adopt more effective people and operating practices. * Build strong, trusted relationships across global business units and the HR hierarchy to deliver integrated, high-quality HR solutions. QUALIFICATIONS Minimum Job Qualifications: * Minimum of 8 years of progressive HR experience, including a strong foundation in HR generalist functions. * Excellent interpersonal communication skills to build strong relationships with business leaders, employees, and other stakeholders. * Must be proficient in MS word, Excel, PowerPoint, and Outlook * Must be able to clearly communicate, both verbally and in writing. English. Preferred Qualifications: * Ability to think strategically, anticipate future trends, and develop innovative HR solutions aligned with business goals. * Deep understanding of business operations, financial metrics, and industry trends. * Understanding of global HR practices and cross-cultural issues. * Proven ability to coach and mentor employees at all levels. * Must be willing to work flexible hours and occasional travel. * Excellent communication skills, both written and verbal * Excellent project management skills * Ability to work and multi-task in a fast-paced environment * Excellent management skills * Excellent customer service skills EDUCATION AND CERTIFICATIONS * BA or BS; MBA in HR, Labor Relations, OD. Master's degree preferred; SPHR or PHR preferred

Aeroseal is looking for a Human Resources Business Partner that will assist us in our mission by operating at the intersection of strategy, execution, and hands-on HR support. This role partners directly with leaders to deliver meaningful people solutions, strengthen organizational health, and support employees throughout the full employment lifecycle. You will support day-to-day HR needs while driving key initiatives that enhance engagement, performance, development, and the overall employee experience. This is a high-impact, onsite role for someone who can seamlessly shift between strategic advising and practical HR execution, and thrives as a collaborative, team-oriented partner. QUALIFICATIONS/REQUIREMENTS: 5-7+ years of progressive HR experience, including HRBP or client-facing HR roles. Strong understanding of HR disciplines: employee relations, performance management, org design, and talent planning. Demonstrated ability to be a collaborative team player, influence leaders, and communicate clearly. Experience supporting high-growth or fast-paced environments. Ability to maintain confidentiality, handle sensitive issues, and exercise sound judgment. Must be 100% onsite. RESPONSIBILITIES: HR Business Partnering Partner with functional leaders to understand business priorities and deliver targeted people solutions. Guide employee relations with sound judgment, strong documentation, and proactive risk mitigation. Support year-end processes: performance reviews, calibration, compensation, and talent discussions. Serve as a visible, trusted onsite HR presence for employees and managers. Advise leaders on org structure, role clarity, development, and team effectiveness. Collaborate with peers across HR to ensure alignment and consistency. Key Projects & Initiatives Refresh HR processes (e.g., employee relations, workflows, talent planning, documentation standards). Support change management initiatives tied to organizational growth, team restructuring, or new programs. Partner with leaders on workforce planning and capability development. Drive engagement initiatives and follow-through on action plans. Standardize and enhance HR communications, documentation, and manager toolkits. Act as a collaborative team player in all cross-functional initiatives. Cross-Functional Collaboration Partner with the HR Manager (HRM), CHRO, and fellow HRBPs to ensure a smooth, high-quality employee experience. Identify HR process gaps and recommend improvements that drive consistency and efficiency. Reinforce collaboration across HR programs, communications, and policies to ensure a unified approach. The estimated pay range for this role is $85,000-100,000. Actual pay is based on various factors including, but not limited to, the successful candidate's experience, skills, knowledge, and job location. Please note that the compensation details listed in role postings reflect the base salary and do not include bonuses or benefits. In addition, Aeroseal offers a comprehensive benefits program including: Robust insurance package including medical, dental, vision, short and long-term disability, and life insurance through a national insurance provider. Mental Health resources are available at no cost to employee. 401K with employer match above similar benchmarked companies. Paid parental leave. Company stock options with a tangible stake in our success. On-site fitness center with weekly group training and yoga instruction Growth Mindset Learning Reimbursement including tuition and book reimbursement. Flexible PTO program. Dog-friendly workplace. Positions may also qualify for participation in bonus programs commensurate with role and scope of responsibility. ABOUT AEROSEAL: Aeroseal is one of the fastest-growing clean technology companies in the U.S. and currently has a presence in 27 countries and all 50 states across the U.S. Our technology has sealed nearly 200,000 projects and saved nearly $2 billion in wasted energy! We were recently certified as a “Great Place to Work” and would love for you to join us on our mission! Joining the Aeroseal team means becoming part of a dynamic, forward-thinking community dedicated to innovation, excellence, and environmental responsibility. As a rapidly growing company, there are ample opportunities for professional development and advancement. Aeroseal is an innovative company at the forefront of revolutionizing energy efficiency and indoor air quality in buildings worldwide. As a leader in the HVAC (heating, ventilation, and air conditioning) industry, Aeroseal is committed to pioneering solutions that address critical challenges in residential, commercial, and industrial settings. At Aeroseal, we believe in harnessing cutting-edge technology to make a meaningful impact on global sustainability efforts while enhancing the comfort and well-being of individuals everywhere. Our patented Aeroseal duct sealing technology has transformed how buildings manage airflow, reducing energy consumption, improving indoor air quality, and ultimately lowering utility costs. If you're passionate about making a difference, driving innovation, and shaping the future of sustainable building technologies, Aeroseal is the place for you. Join us in our mission to reduce the world's carbon emissions by 1 gigaton annually. Apply now and be a part of something truly transformative. Aeroseal, LLC. is an equal opportunity employer and is committed to providing equal employment opportunities to all qualified individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other legally protected status. We are dedicated to fostering an inclusive and diverse workforce and encourage applications from all qualified candidates, including those with diverse backgrounds and those with disabilities, in accordance with applicable law. Reasonable accommodations are available upon request for candidates taking part in all aspects of the application and hiring process.

Marshalls At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You'll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development. Whether you're working in our four global Home Offices, Distribution Centers or Retail Stores-TJ Maxx, Marshalls, Homegoods, Homesense, Sierra, Winners, and TK Maxx, you'll find abundant opportunities to learn, thrive, and make an impact. Come join our TJX family-a Fortune 100 company and the world's leading off-price retailer. Job Description: Benefits include Associate discount; 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long-term disability; paid holidays/vacation /sick/bereavement/parental leave; EAP; incentive programs; auto/home insurance discounts; scholarship program; adoption/surrogacy assistance; smoking cessation; child care/cell phone discounts; pet/legal insurance; credit union; referral bonuses. All benefits are subject to applicable plan or program terms (including eligibility terms) and may change from time to time. Contact your TJX representative for more information. In addition to our open door policy and supportive work environment, we also strive to provide a competitive salary and benefits package. TJX considers all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, marital or military status, or based on any individual's status in any group or class protected by applicable federal, state, or local law. TJX also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Address: 2100 Douglas Way Location: USA Marshalls Fulfillment Center DaytonThis position has a starting salary range of $69,200.00 to $86,500.00 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience.

Looking for an HR Business Partner for a Global Fortune 500 Organization for their chemical manufacturing location in the Greater Columbus, Ohio area. This role will provide HR support for site management in analyzing business needs and implement site initiatives to maintain a positive employee relations environment; will assist with recruiting and staffing activities; manage benefit, disability, compensation, affirmative action, employment, and workers' compensation programs for the site; collaborate with payroll; will act as advisor to provide guidance to management and employees on conflict resolution, performance objectives and disciplinary actions; and will manage and coordinate training and development activities for the site. Qualifications • MBA/Masters Degree • 8+ years of related experience in Human Resources • Experience in human relations issues and knowledge in business management, planning, supervision and systems utilization • Proficiency in the various functions of Human Resources including benefits, compensation, recruiting, EEO and training Additional Information Salary: Negotiable, $115,000 year (DOE)

Join Us: Partner With Purpose - Drive Impact as an HR Business Partner Are you motivated by partnering with leaders and teams to create thoughtful solutions that make a real difference? Do you enjoy connecting people strategy to business priorities in ways that strengthen teams, culture, and outcomes? If you're ready to apply your HR expertise in an environment where collaboration, purpose, and impact are central to the work we do, this role may be the next step in your career. CHA Consulting, Inc. is seeking an experienced and collaborative HR Business Partner to join our Human Resources Team in Indianapolis, IN; Columbus, OH; Tampa, FL; or Wilmington, DE. In this role, you'll serve as a trusted advisor to leaders and employees, helping align people strategies with business goals while fostering an engaged, productive, and compliant workplace. You'll be a key partner in supporting our teams, strengthening our culture, and driving sustainable growth. What You'll Do: * Act as a trusted consultant and coach to leaders, aligning HR strategies with business objectives * Partner with HR colleagues to analyze trends and metrics, developing proactive solutions, programs, and policies * Support workforce planning, team restructures, and succession planning initiatives * Manage and resolve complex employee relations matters, conducting thorough, objective investigations as needed * Provide hands‑on guidance for performance management, employee development, and corrective actions * Maintain a strong working knowledge of employment laws and regulations, partnering with legal counsel when necessary * Build strong relationships across teams to enhance engagement, morale, retention, and productivity * Interpret and provide guidance on HR policies and practices * Identify training and development needs, supporting both individual growth and organizational capability * Contribute to a positive employee experience while serving as a change agent across the business What You Bring: * Bachelor's degree and relevant HR industry experience required * Minimum of 5 years' experience in a progressive HR role supporting managers and resolving employee relations issues * Broad working knowledge across key HR disciplines, including employee relations, performance management, compensation practices, diversity, and employment law * Strong interpersonal, communication, and relationship‑building skills * Confidence, professionalism, and the ability to influence at all levels of the organization * A passion for continuous improvement and staying current on HR best practices and trends * Ability to travel occasionally as business needs dictate Why You'll Love It Here: * Partner closely with leaders and teams where your insight and expertise directly shape outcomes * Contribute to meaningful work that supports employees, communities, and long‑term organizational success * Be part of a team that's passionate about creating solutions, helping people, and improving our world * Work in an environment committed to inclusion and sustainability Salary Range: $90,000 - $110,000 Salary is based on a variety of factors, including, but not limited to, qualifications, experience, education, licenses, specialty, training, and fair market evaluation based on industry standards. Culture/EEO Statement: At CHA, we work every day to create solutions, help people, and improve our world, committed to creating and fostering excellence in our diverse and highly talented teams. Our teams continually strive to find better ways - always searching, never settling - to achieve extraordinary results. Our values around hiring, training, and community engagement reflect a company culture that is inclusive and forward leaning, always pushing the limits of what is possible. We as an organization celebrate the values of inclusion and equality, and advocate for the full participation of all people in an environment free of discrimination. To support these values, we invite all qualified applicants to be considered for employment regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability, protected veteran status, or any other characteristic protected by law.

Description:HR Business Partner About Us At Gifthealth, we're revolutionizing the way people experience healthcare by simplifying the process of managing prescriptions and health services. Our mission is to provide a seamless, personalized, and efficient healthcare experience for all our customers. We're a dynamic, innovative, and customer-centric company dedicated to making a positive impact on people's lives. Position Summary We are seeking a passionate and talented HR Business Partner to join our growing team. This role will collaborate closely with management and employees to foster a positive work environment, drive HR initiatives, and align human resources strategies with business goals. If you are driven by a desire to improve healthcare and thrive in a fast-paced, innovative environment, we'd love to hear from you! Key Responsibilities Strategic HR Partnership: Collaborate with leadership to develop and implement HR strategies that support organizational goals, enhance employee engagement, and drive performance within assigned groups. Employee Relations: Serve as a trusted advisor for managers and employees on HR-related matters. Address employee concerns and facilitate conflict resolution to maintain a positive workplace culture. Performance Management: Support the performance management process, including goal setting, coaching, evaluations, and development plans, to ensure alignment with business objectives. Training and Development: Identify training needs and coordinate learning opportunities to enhance employee skills and career growth. Culture and Engagement: Promote initiatives that enhance employee engagement, inclusion, and organizational culture. Talent Acquisition: Partner with Talent Acquisition staff and leadership to evaluate and address staffing needs. Compensation and Benefits: Assist in administering compensation and benefits programs, ensuring competitiveness and compliance with regulatory standards. HR Compliance: Ensure all HR practices comply with federal, state, and local laws and regulations, maintaining an up-to-date knowledge of relevant legislation. Data Analysis: Utilize HR metrics to analyze trends, identify areas for improvement, and support decision-making processes. Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or related field preferred. Experience: 5+ years of experience in an HRBP role, preferably in the healthcare, pharmacy or technology sector. Certifications: PHR or SHRM certification preferred Skills: Strong knowledge of HR principles, practices and employment laws Strong written and interpersonal communication skills with proven conflict resolution ability Ability to work collaboratively and influence at all levels of the organization Strong analytical and problem-solving abilities Comfortable operating in fast-changing environments, applying judgment and adaptability to solve complex or non-standard problems Ability to handle sensitive information with confidentiality Proficiency in HRIS and applicant tracking systems (BambooHR, Paylocity, ADP) Proficiency in computer, communication and collaboration tools such as Microsoft Suite, Google Docs and Slack (word-processing, presentation tools, communication/collaboration tools) Advanced knowledge using Excel, Google Sheets, or similar (Pivot Tables, V-Lookup, Charts, etc.) Work Environment Location: Hybrid Schedule: Full-time May require additional availability or flexibility for escalations. Regular meetings with teams, departments, or leadership to ensure alignment. Employment Classification Status: Full-time FLSA: Exempt Equal Employment Opportunity (EEO) Statement Gifthealth is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. All employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, transgender status, national origin, age, disability, veteran status, or any other legally protected status. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you do not meet every requirement but still feel you would be a great fit for this role, we encourage you to apply! Disclaimer This job description is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all responsibilities, duties, or skills required of personnel. Gifthealth reserves the right to modify job duties or descriptions at any time. Requirements:

Full Time Columbus, OH AndHealth is on a mission to radically improve access and outcomes for the most challenging chronic health conditions, with the goal of making world-class specialty care accessible and affordable to all. We partner with health systems, community health centers and independent specialists to remove barriers to care to ensure all people have access to the care they deserve. We are looking for a Senior HR Business Partner (HRBP) to support our multi-state, onsite Pharmacy Operations and Specialty Care organizations, currently across Ohio and Indiana, with future expansion into other states. This role is ideal for a strategic, experienced HR leader who can thrive in a fast-paced, healthcare-focused environment and enjoys working closely with senior leaders and executives. This position will report to the Director, People Operations. In the absence of the Director, People Operations, this position will report to the next level manager unless otherwise defined or assigned. What you'll do in the role: Serve as the primary HR partner for Pharmacy Operations and Specialty Care leadership, including Regional Leadership, Pharmacy Managers, and operational leadership within Ohio and Indiana. Build trusted, strategic relationships with senior leaders and members of the executive team, advising on organizational structure, talent planning, workforce strategy, and people-related decision-making. Provide thought partnership on employee relations, performance management, coaching, corrective action, and policy interpretation, ensuring compliance with multi-state employment laws and pharmacy-specific regulations. Partner closely with the People Team to support hiring, onboarding, career growth, and employee experience across pharmacy locations. Lead HR initiatives supporting operational excellence, engagement, retention, and culture, tailored to both retail/specialty pharmacy environments and AndHealth's patient-centric model. Conduct investigations, facilitate conflict resolution, and guide leaders through sensitive employee matters using sound judgment and consistent application of policy. Support change management efforts related to pharmacy growth, workflow redesign, new site launches, systems changes, and organizational development. Analyze HR metrics (turnover, engagement, staffing, performance trends) to provide actionable insights to leadership and improve workforce outcomes. Partner with leadership on talent planning, succession planning, and development strategies for pharmacy roles, including pharmacists, technicians, and support staff. Lead and participate in People Operations and company projects and initiatives. Travel up to 50% to pharmacy and specialty care sites to build strong relationships, support leaders and employees, and maintain an in-person understanding of operational needs. Education & Licensure Requirements: Bachelor's degree in Human Resources, Business Administration, or related field. Other Skills or Qualifications: Minimum of 5 years of experience as an HR Business Partner or related role, preferably in a startup or high-growth environment. Proven experience in developing and implementing HR policies, performance management systems, and employee engagement strategies. Strong knowledge of employment law and HR best practices. Exceptional interpersonal and communication skills, with the ability to build relationships at all levels of the organization. Demonstrated ability to work independently, manage multiple priorities, and solve complex problems in a fast-paced setting. SHRM-CP or PHR certification is a plus. Here's what we'd like to offer you: Equal investment and support for our people and patients. A fun and ambitious start-up environment with a culture that takes on important things, takes risks, and learns quickly. The ability to demonstrate creativity, innovation, and conscientiousness, and find joy in working together. A team of highly skilled, incredibly kind, and welcoming employees, every one of whom has something unique to offer. We know that the overall success of our business is a collaborative effort, and we strive to provide ongoing opportunities for our employees to learn and grow, both personally and professionally. Full-time employees are eligible to participate in our benefits package which includes Medical, Dental, Vision Insurance, Paid time off, Short- and Long-Term Disability, and more. Supervisory Responsibilities: • This role will operate as an individual contributor. Work Environment: The work environment characteristics described here are representative of those encountered while performing the essential function of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • The noise level in the work environment is usually quiet. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to person the essential functions. • While performing the duties of this job, the employee is regularly required to sit, stand, talk, visualize, or hear. We are an equal opportunity and affirmative action employer. We embrace diversity and are committed to creating an inclusive environment for all employees. Applicants will be considered for employment without regard to race, religion, gender, gender identity, sexual orientation, national origin, age, disability, or veteran status.

Full-time Description HR Business Partner About Us At Gifthealth, we're revolutionizing the way people experience healthcare by simplifying the process of managing prescriptions and health services. Our mission is to provide a seamless, personalized, and efficient healthcare experience for all our customers. We're a dynamic, innovative, and customer-centric company dedicated to making a positive impact on people's lives. Position Summary We are seeking a passionate and talented HR Business Partner to join our growing team. This role will collaborate closely with management and employees to foster a positive work environment, drive HR initiatives, and align human resources strategies with business goals. If you are driven by a desire to improve healthcare and thrive in a fast-paced, innovative environment, we'd love to hear from you! Key Responsibilities Strategic HR Partnership: Collaborate with leadership to develop and implement HR strategies that support organizational goals, enhance employee engagement, and drive performance within assigned groups. Employee Relations: Serve as a trusted advisor for managers and employees on HR-related matters. Address employee concerns and facilitate conflict resolution to maintain a positive workplace culture. Performance Management: Support the performance management process, including goal setting, coaching, evaluations, and development plans, to ensure alignment with business objectives. Training and Development: Identify training needs and coordinate learning opportunities to enhance employee skills and career growth. Culture and Engagement: Promote initiatives that enhance employee engagement, inclusion, and organizational culture. Talent Acquisition: Partner with Talent Acquisition staff and leadership to evaluate and address staffing needs. Compensation and Benefits: Assist in administering compensation and benefits programs, ensuring competitiveness and compliance with regulatory standards. HR Compliance: Ensure all HR practices comply with federal, state, and local laws and regulations, maintaining an up-to-date knowledge of relevant legislation. Data Analysis: Utilize HR metrics to analyze trends, identify areas for improvement, and support decision-making processes. Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or related field preferred. Experience: 5+ years of experience in an HRBP role, preferably in the healthcare, pharmacy or technology sector. Certifications: PHR or SHRM certification preferred Skills: Strong knowledge of HR principles, practices and employment laws Strong written and interpersonal communication skills with proven conflict resolution ability Ability to work collaboratively and influence at all levels of the organization Strong analytical and problem-solving abilities Comfortable operating in fast-changing environments, applying judgment and adaptability to solve complex or non-standard problems Ability to handle sensitive information with confidentiality Proficiency in HRIS and applicant tracking systems (BambooHR, Paylocity, ADP) Proficiency in computer, communication and collaboration tools such as Microsoft Suite, Google Docs and Slack (word-processing, presentation tools, communication/collaboration tools) Advanced knowledge using Excel, Google Sheets, or similar (Pivot Tables, V-Lookup, Charts, etc.) Work Environment Location: Hybrid Schedule: Full-time May require additional availability or flexibility for escalations. Regular meetings with teams, departments, or leadership to ensure alignment. Employment Classification Status: Full-time FLSA: Exempt Equal Employment Opportunity (EEO) Statement Gifthealth is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. All employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, transgender status, national origin, age, disability, veteran status, or any other legally protected status. We celebrate diversity and are committed to creating an inclusive environment for all employees. If you do not meet every requirement but still feel you would be a great fit for this role, we encourage you to apply! Disclaimer This job description is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all responsibilities, duties, or skills required of personnel. Gifthealth reserves the right to modify job duties or descriptions at any time.

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

HR Business Partner needs 5+ years progressive HR experience HR Business Partner requires: Strong knowledge of HR policies/processes/programs Sense of urgency & drive for results Critical thinking, analytical & problem-solving skills Demonstrated success executing change initiatives Proven ability to work across multiple functions within a matrix environment Responsive, with strong interpersonal/relationship-building skills Strong collaboration/teamwork; reinforces one voice of HR Experience w/ basic performance mgt - Policy interpretation HR Business Partner duties: Support administrative HR tasks (recruiting, Q&A, working w. mid-level managers on questions/issues)

Job Description Job Purpose The HR Business Partner (HRBP) will serve as a strategic partner to plant leadership and operations teams in a fast-paced industrial manufacturing environment. This role reports to the CHRO and is responsible for aligning HR practices with business objectives, driving workforce engagement, and ensuring compliance with labor regulations. The HRBP will act as a trusted advisor, balancing strategic initiatives with hands-on support for employees and managers. This role is part of a global team of HRBPs, each owning and leading a global HR process in addition to site-specific responsibilities. Essential Duties and Responsibilities Strategic Partnership Collaborate with plant managers and department heads to identify workforce needs and align HR strategies with production goals. Provide insights on organizational design, workforce planning, and succession management. Employee Relations and HR Operations Serve as the primary contact for employee concerns, grievances, and conflict resolution. Oversee payroll, attendance, and workforce scheduling systems in collaboration with HR shared services. Analyze HR metrics (turnover, absenteeism, training effectiveness) to recommend improvements. Ensure adherence to federal, state, and local labor laws, OSHA regulations, and company policies. Own full employee lifecycle processes for the site, ensuring positive employee experience. Partner with EHS team to reinforce a culture of safety. Talent Management Lead and own recruitment efforts for skilled trades, technicians, and leadership roles. Implement community strategies to ensure the company maintains positive relations. Partner with local trade schools and community colleges to develop pipelines. Support onboarding, training, and career development programs tailored to manufacturing operations. Performance and Engagement Implement performance management processes, coaching managers on feedback and development. Conduct manager and employee training and development. Drive employee engagement initiatives to improve retention and morale. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years of HR experience, with at least 2 years in a manufacturing or industrial setting, preferably within a global organization. Strong knowledge of state and federal labor law and OSHA standards. Proven ability to manage change in a production-driven setting. Excellent communication, problem-solving, and interpersonal skills. Experience with HRIS systems and workforce analytics. Competencies Business Acumen - Understands manufacturing processes and how HR impacts productivity Influence and Negotiation - Builds trust with leadership and employees Resilience - Thrives in a dynamic environment with competing priorities Data-Driven - Uses metrics to guide decision-making and continuous improvement Physical Demands and Work Environment Generally working in Office with some activities in production environment Repetitive motion Some day or overnight travel domestically could be required Direct Reports • Not Applicable Company Benefits Medical, Dental, and Vision Insurance Company HSA Contribution Company Paid HRA, STD and Life Insurance 401k with 100% Company Match Up to 4% PTO (including 14 Company Paid Holidays) Optional Life, AD&D and LTD Available Employee Assistance Program Tuition Reimbursement Additional Supplemental Insurance All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. #RAM

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