Human resources business partner jobs in Wisconsin - 245 jobs

Human Resources Manager - Manufacturing Enjoy managing the day-to-day HR functions across a manufacturing facility? A self-starter, ready to grow with a successful manufacturer? Energized by training, employee development, safety and recruiting processes? Have a strong grasp of HR policies, benefits administration and technology tools? Experience with industrial manufacturing, retail products, logistics, trucking, etc? Our client is a privately-held (PE backed) manufacturer based in the Green Bay metro area. Reporting to the VP-Operations, the HR Manager is a new role - and an integral member of the senior leadership team. The HR leader will own the full scope of Human Resources responsibilities while partnering with the organization on strategic initiatives. They will be self-driven to maintain and enhance the organization's human resources by planning, implementing, and evaluating human resources policies, programs, and practices. Primary Scope includes: Benefits administration Safety/OSHA programs Employee recruiting & workforce development Culture & employee communications (incl. Spanish, preferred) Employee training & professional development KPI reporting, analysis & continuous improvement Manufacturing, Shipping/Trucking, Logistics & Administrative Policies Location: Onsite. Not hybrid or remote. 3-shift operation, some flexibility in the daily & weekly schedules are needed

Shorehaven is a faith-based organization that has been a trusted provider of senior care services for over 80 years. The organization offers a wide range of services including skilled and memory care, assisted and independent living, rehabilitation, and in-home care. With a deep commitment to quality and compassionate care, Shorehaven continues to be a cornerstone resource for individuals and families. Their long-standing reputation is built on integrity and support for both residents and staff. JOB SUMMARY The Director of Human Resources provides strategic and operational leadership for all human resources functions within our nonprofit Life Plan Community, Shorehaven. This role supports a mission-driven culture focused on resident-centered care, staff engagement, and regulatory compliance across the full continuum of services, including Independent Living, Assisted Living, Memory Care, and Skilled Nursing. The Director of Human Resources serves as a key member of the leadership team, partnering with executives, department directors, and the Board (as appropriate) to ensure the organization attracts, develops, and retains a high-quality workforce aligned with the organization's mission and values. QUALIFICATIONS Required: Bachelor's degree in Human Resources, Business Administration, or related field Minimum of 5-7 years of progressive human resources leadership experience Experience in senior living, healthcare, long-term care, or another highly regulated environment Strong working knowledge of employment law and HR best practices Demonstrated ability to balance strategic leadership with hands-on operational support Preferred: Master's degree and/or HR certification (SHRM-CP/SCP, PHR, SPHR) Experience in a nonprofit organization or CCRC environment Experience supporting multi-department or campus-based operations Skills & Competencies Mission-driven leadership mindset Strong interpersonal, communication, and conflict-resolution skills High level of discretion and professionalism Ability to partner effectively with leaders at all levels Organized, adaptable, and solutions-oriented ESSENTIAL JOB FUNCTIONS Strategic & Mission-Based Leadership Align human resources strategy with the organization's mission, values, and strategic plan Serve as a trusted advisor to the CEO and leadership team on workforce planning, organizational development, and culture Support leadership development, succession planning, and long-term workforce sustainability Talent Acquisition, Engagement & Retention Oversee recruitment, hiring, onboarding, and retention strategies across all levels of care Develop creative staffing and retention strategies in response to senior living and healthcare workforce challenges Promote employee engagement, recognition, and a culture of accountability and respect Ensure equitable, inclusive, and mission-aligned employment practices Employee Relations & Performance Management Provide guidance and support to leaders on coaching, performance management, corrective action, and disciplinary processes Lead or oversee employee relations investigations and conflict resolution Ensure consistent application of policies and procedures across the organization Compliance, Risk & Survey Readiness Ensure compliance with all applicable employment laws and regulations (FLSA, FMLA, ADA, EEOC, OSHA, state labor laws, etc.) Oversee HR policies, employee handbook, and procedures Partner with clinical and operational leaders to support regulatory compliance and survey readiness, particularly in Skilled Nursing Manage workers' compensation, unemployment claims, and risk mitigation related to employment practices Compensation, Benefits & HR Operations Oversee compensation philosophy, wage structures, and benefit programs consistent with nonprofit values and market competitiveness Administer payroll, benefits, HRIS, and leave management systems Analyze HR metrics and workforce data to inform leadership decisions Support annual budgeting related to staffing, benefits, and labor costs Training, Development & Culture Building Oversee new employee orientation, mandatory training, and ongoing education programs Support leadership and supervisory training initiatives Foster a learning environment that supports professional growth, regulatory compliance, and quality outcomes Interested in applying for this position? Please visit our careers page to complete the application. Shorehavenliving.org/careers We are an equal opportunity employer.

Convergent Science is an innovative computational fluid dynamics (CFD) company. Our flagship product, CONVERGE, is a state-of-the-art CFD software suite used by industry and research organizations around the world to simulate turbulent reacting flows in complex geometries. Convergent Science is headquartered in Madison, Wisconsin, USA, with additional offices in the USA, Europe, and India. Convergent Science is seeking a motivated HR Generalist/Office Manager to join our team. This is an exciting opportunity for someone eager to grow their skills. This position is 100% onsite at our headquarters in Madison, WI. Responsibilities: Maintaining accurate and confidential employee records, HR documentation, and coordinating and administering employee benefits Recruitment and onboarding, including sourcing applicants, screening resumes and onboarding new hires Assisting in developing HR policies, procedures, and manager training Addressing employee concerns, mediating conflicts, and managing disciplinary actions Managing employment law compliance (ADA, FSLA, DOL) and FMLA/leave administration Coordinating travel for employees Overseeing and maintaining all aspects of two office building locations, including managing relationships with vendors (janitorial, HVAC, electrical, property manager, etc.) Requirements: Bachelor's degree in human resources or related field 3-5 years of HR experience Highly organized, detail-oriented, and able to manage multiple priorities efficiently and effectively Excellent written and verbal communication skills Outgoing, creative, and highly self-motivated Payroll processing experience (desirable) Knowledge of immigration processes (desirable) Experience with Accounts Payable/Accounts Receivable (desirable) Benefits: Paid holidays and paid time off Paid time off for company-approved volunteer activities 401k with employer match Health, vision, and dental insurance Short and long-term disability insurance and life insurance Application Instructions Interested applicants should send their resume and salary requirements to *******************. Convergent Science, Inc., is an Equal Opportunity Employer. We are committed to building a diverse team and to creating an inclusive environment for all employees. We believe that diversity and inclusion make our company stronger and our software better. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

The Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. This role ensures that personnel practices reflect WELS's mission and theology while maintaining compliance with applicable federal and state regulations. The Director also provides human resources leadership and policy guidance to the synod's ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. Working collaboratively with the synod's areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. * Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance. * Oversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations. * Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters. * Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council. * Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters. * Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions. * Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator. * Collaborates with the synod's areas of ministry and Financial Services to develop and align the compensation components of the synod's ministry financial plan. * Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee. * Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs. Communicates employee benefits offered to CMM staff. Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools. * Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff. * Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning. * Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible. * Collaborates with Financial Services to ensure accurate payroll data. * Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure. * Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management. * Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training. * Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers. * Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. * Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents. * Develops and manages the budget for the Human Resources department. * Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices. * Supports and advises the Synodical Council, including its Compensation Review Committee. * Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies. * Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices. * Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards. * Performs other duties as assigned in support of the mission and ministry of WELS. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Other duties may be assigned.

Help Lead Our Future: Human Resources Director Opportunity Are you a highly experienced strategic leader in municipal government human resources, ready for a pivotal role? Due to a planned retirement, Grand Chute, Wisconsin's largest township, is seeking a collaborative, strategic Human Resources Director to help shape the future of our growing organization. If you have a genuine passion for cultivating a fair, equitable, and supportive workplace for a dedicated team of approximately 165 FTE, we encourage you to apply! This is your opportunity to provide the overall strategic direction, management, and compliance for all our human resources functions. As the HR Director, you will oversee a comprehensive range of Human Resources functions, serving as an expert resource in the following: 📈 Strategic HR Leadership: Serve as a trusted expert, providing coaching to department heads on complex human resources issues. Develop, implement, and lead short- and long-term human resources goals and town-wide change management initiatives. 👥 Talent Management & Acquisition: Oversee the full employee lifecycle, from strategic recruitment, interviewing, and onboarding to designing and implementing career development, training, performance improvement, and staff mentoring programs. 💰 Compensation and Benefits: Manage our market-competitive non-represented classification and compensation plan. Oversee all employee benefits administration, including COBRA, and analyze and recommend competitive fringe benefits. 🤝 Labor and Employee Relations: Engage in labor relations activities, including collective bargaining, grievance procedures, mediation, and arbitration. Address staff concerns and utilize exit interview data to recommend impactful improvements. ⚖️ Policy and Compliance: Serve as the primary link between management and employees. Develop, update, and administer human resources policies and union contracts, ensuring Town-wide compliance with all state and federal employment laws (EEOA, WFEA, ADA, FLSA, FMLA, etc.). ✅ Supervision and Programs: Lead, coach, mentor, and supervise human resources staff and oversee essential Town-wide programs, including wellness initiatives, employee recognition events, and the critical safety program (Workers' Compensation and Drug & Alcohol programs). 💼 Administrative Oversight: Prepare and manage the annual human resources department budget and present compensation, benefits, and policy recommendations at Town Board meetings. Why Grand Chute? Grand Chute is a dynamic and growing community-the largest township in the state of Wisconsin! You will have the opportunity to make a direct, tangible impact on the lives of our dedicated public servants and contribute to the successful operations of our local government. Are you ready to bring your expertise to Grand Chute and join an exceptional team? Full Position Description: A detailed position description and application are available on Grand Chute's website, *********************************************************************** Requirements: Bachelor's Degree with an emphasis in Human Resources or Business Administration; 8-9 years of progressive municipal human resources experience, including collective bargaining, employee relations, policy development, and at least 3-5 years of supervision/management experience; Professional in Human Resources or Society for Human Resources credential preferred. 2026 Salary: The full salary range is $116,272 - $149,510, with an expected hiring range of $116,272 - $132,891, depending on qualifications. Anticipated Start Date: March 2026 Deadline: Application materials received by January 5, 2026 will receive first consideration. However, application materials will continue to be accepted until the position is filled. How to apply: Please submit a cover letter, resume, and town application to [email protected]. The Town of Grand Chute is an Equal Opportunity Employer and encourages all qualified individuals to apply. Our Community: With a population of 24,294, Grand Chute residents enjoy big city amenities in a quiet and safe community. Many of these attractions are located in the Town itself, including a major regional shopping mall, the Fox River Mall. The Wisconsin Timber Rattlers, a minor league baseball affiliate of the Milwaukee Brewers, play at Neuroscience Field baseball stadium. Grand Chute is home to the main campus of Fox Valley Technical College and the Gordon Bubolz Nature Preserve. The Town hosts an amazing network of trails and biking paths. In total, the Town has 24 miles of off-road trails, 21 miles of sidewalk, and 11 miles of bicycle lanes. Located in Wisconsin's third-largest metro area, Grand Chute is the region's commercial and retail center. It is the largest town in Wisconsin, in terms of both population and equalized value, and also one of the fastest-growing communities in the state. Grand Chute is just minutes away from major Appleton destinations, including museums, a performing arts center, and an international airport. The community features a strong and diverse employment base. Among our major employers are: Pierce Manufacturing, Presto Products, McCain Foods USA, Dixon Ticonderoga, and Werner Electric. Check out the Fox Cities Visitors Destination Guide for things to do in and around Grand Chute: ************************************************************

About Kerry Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables * As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. * Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. * Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. * Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential * Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. * Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. * Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. * Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration * Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. * As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities * Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills * A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices * Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada * A proven record of working as a highly commercial business partner with executive leadership and line managers * Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships * Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses * Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction * Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise * Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs * Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities * Experience of working with remuneration as a strategic enabler to drive change and transformation * Has ideally played a key role in successfully integrating acquired businesses * Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. * A university degree is required; an advanced degree in business or a related field would be highly desirable * Proven familiarity working in a similarly sized, diverse business with a global footprint. * Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise * 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry 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. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.

Kondex Corporation - Lomira, Wisconsin Lead HR Strategy at a Manufacturing Innovator Rooted in Midwest Values Kondex Corporation is seeking an exceptional Vice President of Human Resources to join our executive leadership team as the senior HR leader. This is a rare opportunity to own the HR function while partnering directly with the President and senior leadership to shape organizational strategy at a privately held manufacturing company that combines entrepreneurial agility with long-term thinking, cutting-edge innovation with Midwest integrity. About Kondex Located in Lomira, Wisconsin, Kondex Corporation has earned international recognition as an innovator in high-performance cutting and wear-resistant components serving the agriculture, construction, and commercial turf care industries. Our success is built on a foundation of precision engineering, vertical integration, advanced manufacturing, and an unwavering commitment to our customers, associates, and community. What Sets Us Apart: Entrepreneurial Private Ownership - Strategic, long-term decision-making unencumbered by quarterly earnings pressure Sustained Investment in Growth - Two 60,000 square foot facility expansions since 2010, including a state-of-the-art heat-treating system Industry-Leading Innovation - First in our industries to deploy laser-additive manufacturing; holder of 25+ patents; recipient of multiple innovation awards; designated supplier of the year by major OEM Vertically Integrated Operations - Complete process control that drives quality, customer satisfaction, and exceptional internal career growth opportunities Diversified Market Presence - Multiple sales channels including major OEMs, distributors, and end users providing stability and growth Employment Stability - A proven track record of weathering economic cycles while maintaining our team Our culture is grounded in trust, respect, humility, ethics, honesty, accountability, and safety-values that aren't just words on a wall, but the way we operate every day. The Executive Opportunity As Vice President of Human Resources, you will hold a seat at the executive table, functioning as a strategic business partner who translates organizational vision into people strategies. This is not an HR administration role, it's an opportunity to influence business direction, shape culture, and build the organizational capability required for sustained growth. Strategic Leadership & Business Partnership Function as a member of the senior management team with direct access to ownership and the President Serve as a trusted advisor on all matters affecting organizational effectiveness, talent, and culture Provide executive coaching to senior leaders, strengthening their leadership capabilities while reinforcing cultural values Act as the "eyes and ears" of the organization, representing associates to leadership and leadership to associates Talent & Organizational Excellence Lead innovative talent acquisition strategies that position Kondex as an employer of choice in competitive markets Architect succession planning, leadership development, and organizational design initiatives that support growth Create and execute programs that drive engagement, empowerment, accountability, and performance at all levels Develop long-term talent pipelines aligned with business and organization priorities Culture Steward & Change Leader Champion and advance the Kondex culture, ensuring values are embedded in every policy, practice, and decision Navigate organizational evolution with wisdom, managing change and stress as the business grows Act as confidant and counselor to associates at all levels, building trust and fostering open communication HR Operations & Team Development Provide strategic oversight of all HR functions including compensation, benefits, performance management, compliance, payroll, HRIS, and safety Build and develop a high-performing HR team capable of scaling with the organization Establish HR metrics that drive accountability and demonstrate impact on business outcomes Ensure full compliance with all employment regulations Requirements What We're Seeking Professional Background 15+ years of progressive HR leadership experience, with demonstrated impact at the executive level Proven success as an HR business partner in a growth-oriented manufacturing or industrial environment Experience building and leading HR teams through organizational scaling Strategic thinker with the ability to translate business strategy into people initiatives Bachelor's degree in Human Resources, Business, or related field; Master's degree or professional certifications (SPHR, SHRM-SCP) strongly preferred Leadership Profile Strategic yet hands-on - Comfortable setting vision while rolling up your sleeves when needed Influential communicator - Ability to coach, counsel, and challenge senior leaders with diplomacy and impact Emotionally intelligent - Maintains composure under pressure while building trust across all levels Results-driven - Balances short-term execution with long-term organizational development Culturally aligned - Genuine belief in and commitment to Kondex values and team-based culture Why Kondex? Why Wisconsin? A Company Built for the Long Term At Kondex, you'll find something increasingly rare: a financially strong, privately held company making strategic investments for sustained growth rather than short-term gains. This is a team-based culture where every person matters, work-life balance is respected, and your contributions directly impact organizational success. The Wisconsin Advantage The Lomira area offers the quality of life that draws people to the Midwest and keeps them here. This is a place where you can afford an exceptional home, your commute is measured in minutes not hours, and your weekends are filled with activities, not recovery from stress. Outstanding Schools - Top-rated public-school systems and access to excellent universities Unmatched Recreation - World-class fishing, hunting, camping, boating, hiking, biking, and year-round festivals; every season brings new adventures Major Market Access - 60 minutes to Milwaukee, Madison, Green Bay, and the shores of Lake Michigan-major league sports, arts, dining, and entertainment within easy reach True Work-Life Balance - Short commutes mean more time with family, pursuing passions, and enjoying life outside work Four-Season Living - Experience the richness of distinct seasons and outdoor traditions that define Midwest living Competitive Compensation & Benefits Executive-level compensation package commensurate with experience Comprehensive benefits including health, dental, vision, and retirement plans including profit-sharing Relocation assistance for out-of-state candidates, as well as spousal career assistance, and area orientation services to ensure a smooth transition for you and your family. Ready to Lead with Impact? If you're an accomplished HR executive or one who is ready for the top position, who values integrity, thrives in entrepreneurial environments, and wants to make a lasting impact on a company where people truly matter, we want to meet you. Join Kondex Corporation as Vice President of Human Resources and help us build the future. Kondex is an Equal Opportunity Employer

Global Power Components is a privately held, growing manufacturer of UL steel fuel tanks, trailers, large generator enclosures and modular metal enclosures for housing fully equipped electrical distribution and control equipment. As a result of continued growth, we are looking for a motivated HR Director to join our growing team. At Global Power Components, the HR Director is not a policy caretaker - this role is a builder, operator, and strategist who designs the people systems that power a fast-growing manufacturing company. You will own a multi-year HR strategy, turning data, structure, and discipline into a scalable workforce engine aligned to aggressive growth goals. You'll bring order to complexity by standardizing processes, modernizing HR technology, and using metrics to drive continuous improvement. If you thrive where culture, compliance, and execution collide - and want to leave a visible mark on how a company grows - this role was built for you. Responsibilities: HR Strategy & Leadership (build and execute a multi-year HR strategy aligned to GPC's growth goals; advise executive leadership on workforce planning & organizational design; establish HR KPIs, dashboards, and reporting cadence) HR Operations & Systems (organize HR processes, procedures & documentation; oversee HRIS selection, implementation, and maintenance e.g., Workday, Paylocity, ADP, LMS, etc; build and make process improvements to HR procedures, process automation and documentation; formalize and document controlled procedures; conduct internal audits on HR processes and records. Reporting, Metrics & Continuous Improvement (provide weekly/monthly reporting: turnover, retention, headcount, open roles, hiring cycle time, absenteeism, overtime trends; identify root causes of workforce issues and implement corrective improvements; lead continuous improvement of HR processes). Performance Management (design and execute a performance review system for hourly staff and career progression program for salaried staff; coach managers and supervisors on performance documentation and accountability. Compliance & Risk Management (ensure compliance with federal/state employment law, OSHA requirements, FMLA, ADA, EEOC, I-9, recordkeeping, and wage & hour rules; maintain HR policies, handbook, discipline records, and SOPs; oversee audits and risk mitigation processes). Direct the Training & Development team - who owns building & executing the GPC Training Academy for office & manufacturing roles (including LMS systems). Support the Talent Acquisition & Workforce Planning Team - who owns end-to-end recruiting processes for all salaried and hourly positions; manages staffing agencies. Support the Employee Relations Team - who owns reinforcing and maintaining our GPC culture pillars; manages complaints, conflict resolution investigations, writeups, terminations; manages employee compensation & benefits. Support the Training & Development team - who owns building & executing the GPC Training Academy for office & manufacturing roles (including LMS systems). Requirements: Ability to adopt and adapt to the GPC Culture. 10+ years HR experience with 5+ years in a senior HR leadership role (Director or equivalent). Proven ability to build and execute multi-year HR strategies aligned to company growth and operational scale. Demonstrated experience advising executive leadership on workforce planning, organizational design, career progression frameworks and succession planning. Strong people leader with experience directing multiple HR functions and managers (TA, ER, Training, HR Ops) including a 20+ person team. Deep experience designing, standardizing, and documenting HR processes, policies, SOPs, and controlled procedures. Hands-on ownership of HRIS selection, implementation, and optimization (Workday, Paylocity, ADP, LMS platforms). Expert knowledge of federal and state employment laws (FLSA, FMLA, ADA, EEOC, I-9, OSHA, wage & hour). Education & Certifications: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field (required). Master's degree (MBA, MS HR, Organizational Development) strongly preferred. Equal Opportunity Employer/Minorities/Women/Veterans/Disabled Global Power Components is an Equal Opportunity and Affirmative Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://jobs.qcitech.com/jobseeker/Director_of_Human_Resources_J02117426.aspx *You can apply through Indeed using mobile devices with this link. Additional Information

Full-time Description WHY JOIN THE GOMACRO TEAM? We are a company that is driven by a unique core ideology we call The GoMacro Way, which is based upon authenticity, generosity, and compassion for people and the planet. We operate with integrity, we create with passion, and we conduct ourselves with humility. We seek growth-minded people who are inspired by challenges, encouraged by camaraderie, and excited about being leaders at every level. Become part of a team where everyone is heard, valued, and empowered to influence positive change in their local and global community. HOW GOMACRO'S HISTORY SHAPES WHO WE ARE TODAY? During her 2003 battle with cancer, co-founder Amelia Kirchoff created the first MacroBar recipe in her kitchen on the Wisconsin family farm. In the years following, Amelia and her daughter and co-founder Jola began spreading awareness for the power of a balanced, plant-based lifestyle through GoMacro's healthy and delicious MacroBars, which are now available in stores nationwide. Today, our work is still guided by the values upon which Jola and Amelia built GoMacro: Live Long, Eat Positive, Give Back, Tread Lightly, and Be Well. It is our goal to inspire people to have a healthy body, sharp mind, and bold spirit-and we believe doing fun, and meaningful work is part of that. JOIN US AS WE MAKE THE WORLD BETTER, ONE BITE AT A TIME! POSITION DESCRIPTION: The Director of Human Resources is a purpose-driven, people-centered leader responsible for shaping and stewarding the GoMacro employee experience. This role ensures that The GoMacro Way is brought to life across every aspect of how we recruit, engage, develop, and support our people. This role serves as the senior-most HR Operations leader at GoMacro, providing functional expertise and department leadership under the guidance of the Chief Culture Officer. This person partners closely with the Chief Culture Officer to bridge culture, communication, and HR excellence-helping translate cultural vision into people-centered systems and practices. This is a hands-on leadership role that balances strategic vision with day-to-day partnership, supporting both leaders and team members to help everyone do their best work. PRIMARY RESPONSIBILITIES: HR Leadership and Strategy: Serve as the primary subject-matter authority for HR strategy, ensuring alignment between GoMacro's business priorities and People & Culture goals in collaboration with the Chief Culture Officer. Foster Employee Engagement & Belonging: Champion initiatives that enhance morale, connection, and purpose-creating an inclusive, compassionate culture where every person feels valued and empowered to contribute. Partner with the Chief Culture Officer to translate GoMacro's values into tangible employee experiences and frontline engagement initiatives. Cross-functional Partnership: Serve as a trusted advisor and thought partner to the Chief Culture Officer, guiding the integration of HR practices into GoMacro's evolving Culture function. Collaborate with cross-functional executives to ensure cohesive alignment between Culture, Operations, and Organizational Development. Support and Develop Leaders: Serve as a trusted partner and coach to managers and supervisors, equipping them with tools, training, and confidence to lead with empathy and effectiveness. Drive Communication & Transparency: Strengthen company-wide communication by promoting clarity, accessibility, and consistency of information-ensuring people are informed, aligned, and heard. HR Operations Management: Manage and mentor the HR team while maintaining strong connections with both our remote professional workforce and onsite manufacturing team. Serve as a visible, trusted HR presence at our Viola, WI manufacturing headquarters and beyond, ensuring every team member - including people leaders and individual contributors - receives consistent and compassionate HR support. Talent & Workforce Planning: Lead the strategy and execution of talent acquisition, workforce planning, and retention programs that position our company as an employer of choice. Partner with leaders to design career paths, benchmark roles, and develop training and succession plans that build organizational strength and prepare us for future growth. Foster a culture of learning, engagement, and opportunity-where people are proud to work, motivated to grow, and inspired to stay. Culture, Recognition, and Well-Being: Collaborate closely with the Chief Culture Officer to integrate HR programs with company-wide culture and engagement initiatives, ensuring consistency between cultural aspirations and operational HR execution. Collaborate on programs that celebrate success, support well-being, and reinforce our shared values, fostering a culture of gratitude, respect, and high performance. Compliance & Policy Stewardship: Ensure legal compliance and ethical best practices in all areas of employment, while maintaining policies that are fair, human-centered, and easy to understand. Continuous Improvement: Leverage data, feedback, and workforce analytics to drive ongoing improvements to the employee experience and HR service model. OTHER DUTIES: Other duties as assigned by supervisor. Requirements SKILLS & EXPERIENCE REQUIRED: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred). 10+ years of progressive HR experience, including leadership of HR teams in manufacturing, food, or CPG environments. Demonstrated success building and sustaining high-morale, values-driven cultures. Deep understanding of employee relations, engagement, and leadership development. Excellent communication, listening, and relationship-building skills. Strategic thinker with the ability to translate ideas into actionable plans. Proven ability to manage change with empathy, integrity, and discretion. Strong knowledge of employment law, HRIS systems, and benefits administration in a multi-state environment with both remote and onsite staff. Demonstrated ability to advise and support non-HR senior leaders on People & Culture matters. Exceptional ability to balance strategic HR leadership with hands-on operational management and employee engagement. WORK ENVIRONMENT: This position operates within a collaborative, values-based environment that combines both office and on-the-floor engagement with our teams. Occasional travel may be required between GoMacro facilities and community events. TRAVEL REQUIRED: Up to 10% travel per year, when applicable. #admin

Tamarack Health is seeking a dynamic Vice President of Human Resources to lead and elevate our people strategy across all sites. This executive role partners closely with the Chief Executive Officer and the Sr. Leader team, to drive organizational effectiveness, foster a high-performance culture, and ensure compliance with employment laws and regulations. The ideal candidate brings broad expertise beyond traditional HR, including Employee Health, Organizational Development & Learning, Clinical Education, and Pastoral Care. We're looking for a hands-on, influential leader with strong executive presence-someone who can quickly build credibility, inspire trust, and shape the future of our workforce. This is a highly visible position with significant impact across our teams and the communities we serve. As an independent medical center with multiple locations, we live our mission to improve the health and wellbeing of the people of our region, including our most important resource-employees. Not far from Duluth, MN, our main campuses in Hayward and Ashland, Wisconsin, reside in the beautiful north woods of Wisconsin where you can balance work and home life by on our beautiful lakes and trails by partaking in personal interests such as biking, cross-country skiing, hiking, fishing, water sports, ATVing, snowmobiling, and much more. Primary Responsibilities * Participate in the strategic and operational planning processes as a member of the senior leadership team * Plan, staff and budget all operational areas of responsibility to ensure appropriate execution on business strategy while achieving business objectives in an efficient and effective manner * Understand the changing external marketplace, how the organization competes, and the diverse expectations of the various generations in the workforce, to develop and implement innovative organizational and talent strategies. * Serve as a strategic thought partner and advisor to leaders in all areas of HR including employee relations, development, and risk management to create a healthy and safe workplace. * Oversee compensation and benefits programs. * Drive innovative talent assessment, performance management, succession planning, mentoring learning and development programs to best suit leader and employee needs. * Ensure teams reporting to this role collaborate across sites to enhance programs in all departments of responsibility * Direct experience working with labor relations and maintaining strong relationships between the organization and Unions. * Leverage technology to improve mission critical functions and expand data analytics in tracking and reporting HR metrics to better anticipate future trends and make informed decisions. * Identify and implement team building and employee development activities that promote highly functioning teams. * Drive innovative employee health and wellness programs to promote an all-around safe and healthy workforce. Qualifications * Bachelor's Degree required; master's degree in business or human resources preferred. * 10+ years of Human Resources leadership experience preferred * Healthcare operational background preferred * Ability to work productively and effectively within a complex environment * Analytical ability necessary to evaluate staff, address and improve in areas of responsibility, and devise solutions to complex problems. Create an environment of open dialogue, inquiry and continuous development by asking for feedback and improving practice. * Strong knowledge of employment law, compliance and HR best practices. * Maintain regulatory requirements

City of Neenah Mission: "We strengthen our community by building on the past, owning the present, and stewarding the future together." City of Neenah Core Values:- * Pursue Growth-Individual development positively influences the community. * Encourage Innovation-Anticipate change. Embrace creativity and inspire ideas. * Cultivate Collaborative Relationships-Succeed by fostering mutual respect as we grow and work together. * Engage with Our Community-Acknowledge people. Hear people. Include people. Position Overview: The City of Neenah, Wisconsin is currently accepting applications for the Director of Human Resources and Safety. The Neenah Human Resources Department serves 250 employees, in a community of about 27,000. The City is seeking a progressive, energetic leader with proven success in Human Resources management, excellent communication skills, and a focus on continuous improvement. The purpose of this position is to develop, administer, and coordinate Human Resources and Safety functions for the City. Areas of responsibility include; recruitment and selection, benefit administration, compensation, labor relations, safety programs, worker's compensation, employee development, and policy development. This is a Department-Head level position, responsible for the direct supervision of the HR & Safety Assistant and HR Recruitment and Retention Coordinator. Key Responsibilities: * Creates and manages compensation system for employees. Recommends plan design, plan movement, annual wage increases, and the corresponding rules and policies of the plan. * Develops, interprets and administers personnel policies adopted by the Common Council, and establishes procedures consistent with such policies. * Responsible for benefit administration including making recommendations on benefit designs and carriers. Monitors trends to keep benefits competitive, yet cost effective. * Maintains the City's performance evaluation system and facilitates the annual performance review process. * Conducts internal investigations for discipline and fitness for duty and recommends / administers employee discipline. * Serves as a member of the City's labor relations team, responsible for negotiating union contracts. * Creates employment policies and ensures compliance with all human resources laws and regulations including equal opportunity, FLSA, FMLA, ADA, etc. * Supervises the development, implementation, coordination and maintenance of the City's comprehensive Safety Programs. Participates with SAFE team, and handles safety budgeting. * Please see the comprehensive list of duties on the Job Description by searching the job title at: ********************************************************** Qualifications: * Bachelor's degrees or above in Business Administration, Human Resources Management, or a related field * Six-year's supervisory experience in Human Resources * Municipal government experience preferred, not required * SHRM-CP or PHR certification preferred * Valid Driver's License Salary and Benefits: * Full Salary Range: $97,168.50-$138,898.50 with an expected hiring range of $97,168.50- $116,200.50 depending on qualifications. . * The City of Neenah offers a comprehensive benefits package, including: * Health, dental, and life insurance. * Participation in the Wisconsin Retirement System (WRS). * Paid holidays, sick leave, and vacation. Application Process: Interested candidates should submit an online application, cover letter, three references, and resume as soon as possible. This position will remain open until filled. Application review will begin on January 14. Phone screenings for qualified applicants are scheduled for January 16, followed by in-person interviews on January 20. Join our team and make a difference in the Neenah community! Supplemental Information: The City of Neenah is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

This opportunity is with a multibillion $ Global giant based in United States, Canada & Mexico, with 16 different delivery centers and Regional offices in North America & more than 300,000 people working worldwide.This job gives you an opportunity to work with an organization which has been consistently in the top 5 best employers in US & Europe.We are sure that you wouldn't let this opportunity go by! Sounds interesting? Read on further to understand the role. Job Description Point of Contact for HR/Payroll Customer Field HR/Payroll questions and Config support HR/Payroll testing Reports JDE Issues to Oracle via Portal Respond to special HR/Payroll Audit Requests Advanced HR/Payroll Report Requests Tax Updates and Upgrade coordination Monitor and respond to ServiceNow Manage Oracle Portal and open SRs JDE Functional Spec documentation Coordinate testing environments & refreshes Requirements gathering Coordinate UAT Project Support Qualifications Bachelors Degree Additional Information Advanced HR/Payroll Report Requests

Job DescriptionWHO WE ARE WE TRANSLATE YOUR BRAND TO THE PHYSICAL WORLD THROUGH PRINT. Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the Automotive, Appliance, Consumer, Medical, Power Sports and Point-of-Purchase markets. Our core business is decorating plastics. We print, form, mold, finish and fulfill in-house to maximize cost-savings and speed-to-market. Our pre-press, pro-type, research & development, engineering services and web ordering platform provide out customers with complete support from start to finish. MISSION FOR THE POSTIONHire, Develop, and Retain Great Employees. The Director of Human Resources exists to strengthen Serigraph's culture by developing leaders, engaging and supporting employees, and aligning people, and practices to our values and business goals-so every individual has the clarity, capability, and support to succeed. JOB SUMMARYThe Director of Human Resources is a hands-on, working leader responsible for aligning people strategies with Serigraph's Business Goals while strengthening leadership capability and employee engagement. This role leads and develops a small HR team and oversees core functions including recruiting and onboarding, employee relations, performance management, training and development, benefits, and payroll. By building strong hiring and development practices, delivering practical guidance, and ensuring consistent, compliant processes, the Director of Human Resources helps ensure employees are well-matched to their roles and supported in a positive, values-driven employee experience.Director of Human Resources Responsibilities - Strategic HR Leadership Partner with executive and functional leaders to develop and execute people strategies that align with business objectives and long-term organizational needs. Advise leadership on workforce planning, organizational design, talent needs, and succession planning. Provide data-informed HR insights and metrics to support decision-making and continuous improvement. Talent Acquisition, Performance & Development Oversee recruiting, hiring, and onboarding to ensure a consistent, high-quality candidate and new hire experience and strong role alignment. Partner with leaders to ensure employees are well-matched to their roles, have clear performance expectations, and defined development paths. Lead the performance management process, ensuring alignment with business goals, accountability, and employee growth. Coordinate training and leadership development initiatives that support individual capability, team effectiveness, and future talent needs. Employee Relations & Culture Serve as a trusted resource to employees and leaders, addressing questions, concerns, and workplace issues with professionalism and confidentiality. Manage employee relations matters, including conflict resolution, investigations, and disciplinary actions, ensuring consistency and fairness. Educate employees and leaders on company policies and practices, ensuring consistent application across the organization. Support and reinforce a positive, values-driven culture grounded in accountability, respect, and continuous improvement. HR Operations, Compliance & Systems Oversee benefits administration and analyze plan utilization and spend to improve employee experience and population health. Manage employee leave administration in compliance with ERISA, FMLA, and applicable labor regulations. Oversee payroll processing and related audits to ensure accuracy, compliance, and timeliness. Leverage HR systems to maintain accurate data, reporting, and process efficiency. What we are looking for in a Director of Human Resources - Bachelor's degree in human resources or business administration preferred or equivalent experience. Eight or more years of experience in senior human resources role in a manufacturing environment. Knowledge of employment law, both federal and state, and HR best practices, including experience with employee relations and investigations. Experience in leading leadership development and training initiatives. Professionalism and confidentiality. Excellent communication, organization, and accuracy. Experience in Microsoft Office products with advanced Excel skills. Team player with a customer service mindset for employees and leaders. Knowledge of good departmental and company safety/housekeeping/PPE practices. Understand departmental procedures and policies. Preferred Qualifications and Experience - Certifications such as PHR or SHRM-CP. Experience in UKG ideal, specifically UKG Pro and UKG WFM (Dimensions). Experience working in ISO, IATF, or other quality management systems. Valid driver's license for travel between facilities or to other HR related events. If you're ready to lead with purpose, drive meaningful change, and help build an exceptional employee experience, we invite you to apply today. Join Serigraph and be part of a team that values collaboration, continuous improvement, and doing work that matters.Apply now to shape the future of HR at Serigraph. Who is Serigraph? Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the automotive, appliance, consumer, medical, power sports, and point-of-purchase markets. Our core business is decorating plastic. We print, form, mold, finish and fulfill in-house. Serigraph specializes in transforming our customer's brands to the physical world through print. Come help us build a team of creative problem solvers who know they can make a difference-because that's the kind of community we want. Life at Serigraph The average Serigraph employee has more than 16 years of service! The tenure of our coworkers speaks volumes for life at Serigraph. Serigraph employees enjoy: Competitive wages Access to earned wages before the scheduled payday Paid time off, 10 paid holidays, and a vacation buy/sell program Free onsite healthcare and telemedicine including COVID testing Full benefits package including health, dental, vision, disability, and life insurance 401(k) eligibility on day one Free onsite fitness facility and walking trails Cross training, growth, and promotion from within What are you waiting for? Apply to join the Serigraph team today! *Serigraph is an Equal Opportunity Employer*

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

Serigraph Director of Human Resources West Bend, WI APPLY HERE WHO WE ARE WE TRANSLATE YOUR BRAND TO THE PHYSICAL WORLD THROUGH PRINT. Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the Automotive, Appliance, Consumer, Medical, Power Sports and Point-of-Purchase markets. Our core business is decorating plastics. We print, form, mold, finish and fulfill in-house to maximize cost-savings and speed-to-market. Our pre-press, pro-type, research & development, engineering services and web ordering platform provide out customers with complete support from start to finish. MISSION FOR THE POSTION Hire, Develop, and Retain Great Employees. The Director of Human Resources exists to strengthen Serigraph's culture by developing leaders, engaging and supporting employees, and aligning people, and practices to our values and business goals-so every individual has the clarity, capability, and support to succeed. JOB SUMMARY The Director of Human Resources is a hands-on, working leader responsible for aligning people strategies with Serigraph's Business Goals while strengthening leadership capability and employee engagement. This role leads and develops a small HR team and oversees core functions including recruiting and onboarding, employee relations, performance management, training and development, benefits, and payroll. By building strong hiring and development practices, delivering practical guidance, and ensuring consistent, compliant processes, the Director of Human Resources helps ensure employees are well-matched to their roles and supported in a positive, values-driven employee experience. Director of Human Resources Responsibilities - Strategic HR Leadership Partner with executive and functional leaders to develop and execute people strategies that align with business objectives and long-term organizational needs. Advise leadership on workforce planning, organizational design, talent needs, and succession planning. Provide data-informed HR insights and metrics to support decision-making and continuous improvement. Talent Acquisition, Performance & Development Oversee recruiting, hiring, and onboarding to ensure a consistent, high-quality candidate and new hire experience and strong role alignment. Partner with leaders to ensure employees are well-matched to their roles, have clear performance expectations, and defined development paths. Lead the performance management process, ensuring alignment with business goals, accountability, and employee growth. Coordinate training and leadership development initiatives that support individual capability, team effectiveness, and future talent needs. Employee Relations & Culture Serve as a trusted resource to employees and leaders, addressing questions, concerns, and workplace issues with professionalism and confidentiality. Manage employee relations matters, including conflict resolution, investigations, and disciplinary actions, ensuring consistency and fairness. Educate employees and leaders on company policies and practices, ensuring consistent application across the organization. Support and reinforce a positive, values-driven culture grounded in accountability, respect, and continuous improvement. HR Operations, Compliance & Systems Oversee benefits administration and analyze plan utilization and spend to improve employee experience and population health. Manage employee leave administration in compliance with ERISA, FMLA, and applicable labor regulations. Oversee payroll processing and related audits to ensure accuracy, compliance, and timeliness. Leverage HR systems to maintain accurate data, reporting, and process efficiency. What we are looking for in a Director of Human Resources - Bachelor's degree in human resources or business administration preferred or equivalent experience. Eight or more years of experience in senior human resources role in a manufacturing environment. Knowledge of employment law, both federal and state, and HR best practices, including experience with employee relations and investigations. Experience in leading leadership development and training initiatives. Professionalism and confidentiality. Excellent communication, organization, and accuracy. Experience in Microsoft Office products with advanced Excel skills. Team player with a customer service mindset for employees and leaders. Knowledge of good departmental and company safety/housekeeping/PPE practices. Understand departmental procedures and policies. Preferred Qualifications and Experience - Certifications such as PHR or SHRM-CP. Experience in UKG ideal, specifically UKG Pro and UKG WFM (Dimensions). Experience working in ISO, IATF, or other quality management systems. Valid driver's license for travel between facilities or to other HR related events. If you're ready to lead with purpose, drive meaningful change, and help build an exceptional employee experience, we invite you to apply today. Join Serigraph and be part of a team that values collaboration, continuous improvement, and doing work that matters. Apply now to shape the future of HR at Serigraph. Who is Serigraph? Serigraph has over 70 years of experience in printing, advanced decorating technologies and graphic solutions for the automotive, appliance, consumer, medical, power sports, and point-of-purchase markets. Our core business is decorating plastic. We print, form, mold, finish and fulfill in-house. Serigraph specializes in transforming our customer's brands to the physical world through print. Come help us build a team of creative problem solvers who know they can make a difference-because that's the kind of community we want. Life at Serigraph The average Serigraph employee has more than 16 years of service! The tenure of our coworkers speaks volumes for life at Serigraph. Serigraph employees enjoy: Competitive wages Access to earned wages before the scheduled payday Paid time off, 10 paid holidays, and a vacation buy/sell program Free onsite healthcare and telemedicine including COVID testing Full benefits package including health, dental, vision, disability, and life insurance 401(k) eligibility on day one Free onsite fitness facility and walking trails Cross training, growth, and promotion from within What are you waiting for? Apply to join the Serigraph team today! We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

Current Employees: If you are currently employed at any of the Universities of Wisconsin, log in to Workday to apply through the internal application process. Position Title:Chief Human Resources OfficerJob Category:LimitedEmployment Type:RegularJob Profile:Chief HR Officer (Inst) (B) Job Duties: The Chief Human Resources Officer (CHRO) leads and develops strategic initiatives, provides policy direction, and manages HR functions to attract, hire, engage and retain talent at the University of Wisconsin - Stevens Point (UWSP). The CHRO will provide leadership, vision, and strategy across the University to support the needs of the faculty and staff and to advance the institutional mission in a multi-campus setting. This position will foster a cohesive, collaborative, innovative, high-performing, and diverse work environment that respects faculty and staff contributions and will have demonstrated relationship-building skills to foster a productive and positive culture among campus peers. This position has oversight and direction for the areas of talent acquisition and engagement, titling and compensation planning, organizational and staff development, performance management, payroll and benefits administration, HR policy and processes, employee relations, departmental and campus communications. The CHRO is responsible for ensuring a continuous commitment to excellence in service and support for faculty, staff, and student employees. The incumbent will interpret policy, implement processes that improve efficiency and effectiveness, and report on the metrics necessary to measure success. The CHRO leads the development and execution of the University's human resources strategies in a way that facilitates data-driven institutional decision-making, engages faculty and staff, and deepens and expands UWSP's commitment to inclusion and diversity. The CHRO serves as a responsible employee under Title IX, Campus Security Officer under the Cleary Act, and Mandated Reporter under Executive Order 54. The CHRO oversees all Human Resources initiatives and functions for the institution. This individual develops and promotes the use of standardized and proactive human resources processes, provides vision, oversight, strategy, and policy direction. This position serves as the institution's most executive Human Resources position and liaison to executive leadership and guides executives and staff managers at UWSP to maximize human resources principles. **Full position description will be sent to all applicants after the completion of application. ** Key Job Responsibilities: Develops, formulates, and interprets personnel policies and procedures providing staff guidance, instruction, and interpretation for application Establishes and maintains collaborative partnerships to maximize human resource contributions and attain critical strategic priorities Exercises supervisory authority, including hiring, transferring, suspending, promoting, managing conduct and performance, discharging, assigning, rewarding, disciplining, and/or approving hours worked of at least 2.0 full-time equivalent (FTE) employees Identifies, develops, and directs all human resources management activities for an institution to maximize its strategic use Identifies and implements continuous improvement principles in strategic direction-setting Serves as the key human resources subject matter expert and institutional strategic planner and consultant, promoting institutional initiatives and advising institutional leadership on best practices Department: The Office of Human Resources provides leadership, policy development, guidance, and functional expertise to sustain and engage a talented, diverse workforce in one of the nation's premier higher education systems. Responsibilities of the Office of Human Resources include: Recruit and hire faculty, staff and student employees across all UWSP campuses. Oversee performance management and human resource policies and ensure employee relations comply with applicable federal, state, and local laws/regulations. Ensure employment practices are compliant with federal and state anti-discrimination law and in line with the University of Wisconsin - Stevens Point (UWSP) strategic goals and initiatives. Support employee transitions including workforce onboarding, offboarding, position changes, and department reorganizations. Provide information on benefits and compensation in partnership with Universities of Wisconsin (UW) Shared Services. Guide workplace and occupational compliance in partnership with UWSP Risk Management Required Qualifications: Bachelor's degree in human resource management or related field. 7 years of relevant human resources experience 5 years of direct supervision of human resource transactional work Working knowledge of state and federal employment, affirmative action, compensation, and labor relations regulations and laws, e.g. Wisconsin Fair Employment Act, IRCA, FFMLA, WFMLA, FLSA, ADEA, Rehabilitation Act, Title VII of the Civil Rights Act, and EEOC guidelines. Working experience of automated timekeeping, human resource management software, talent acquisition systems, document imaging software, and website maintenance software. Preferred Qualifications: Master's degree in human resources management or related field Previous experience in a higher education setting Experience with Workday or related ERP system Professional certifications in Human Resources (PHR/SPHR), Talent Development (ATD), or other HR-related credentials. Working knowledge of Wisconsin Administrative Code, e.g. chapters ER and ER-MRS and Board of Regents, state statutes chapters 230 and 111, Wisconsin HR Handbook, and UW System Operational Policies and UW-Stevens Point Employee Handbook provisions. How to Apply: TO ENSURE CONSIDERATION: Applications received by 2/8/2026 are ensured full consideration. Applications received after that date may be given consideration at the discretion of the search committee. Application materials will be evaluated, and the most qualified applicants will be invited to participate in the next step of the selection process. Incomplete and/or late application materials may not receive consideration. Files must be complete to be considered. Submission in PDF format is preferred for all attachments. Please include the following documents: - Cover letter addressing qualifications and experience - Resume After you submit your application, you are unable to edit it, so please be sure to include all application materials. Contact Information: Contact Information: Name: Nancy Cortright Email: *********************************** Phone: ************ If you have any questions regarding the application process, need special arrangements, or if you submitted your application with missing materials, please call or email: Human Resources Email: ************************ Phone: ************ Please note that successful applicants are responsible for ensuring their eligibility to work in the United States (i.e., a citizen or national of the United States, a lawful permanent resident, a foreign national authorized to work in the United States without the need of employer sponsorship) on or before the effective date of appointment. UW-Stevens Point does not offer H-1B or other work authorization visa sponsorship for this position. Employment will require a criminal background check. It will also require you to supply a minimum of three (3) professional references (one (1) of which being a current or former supervisor). It is preferred that you supply five (5) professional references (two (2) of which being a current or former supervisors). Your references will be required to answer questions regarding misconduct, sexual violence and sexual harassment. Special Notes: Through the discovery and dissemination of knowledge, UW-Stevens Point stimulates intellectual growth, provides a liberal education, and prepares students for a diverse sustainable world. The university is committed to creating a safe, inclusive learning community for all faculty and staff from a variety of backgrounds. Visit ******************************************* for more information about UW-Stevens Point. To learn about the Stevens Point (aka Point) area fun, jobs, housing, education, quality of life, and bragging rights, visit ************************* Individuals with disabilities who need a reasonable accommodation during the application or interview process should contact Human Resources and Affirmative Action at ************ or ***********. The safety and success of students, faculty, and staff at the University of Wisconsin-Stevens Point is paramount. The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act requires the distribution of an annual security report to all current and prospective students, faculty, and staff. You may obtain the complete report at ********************************************* The University of Wisconsin-Stevens Point will not reveal the identities of applicants who request confidentiality in writing, except the identity of the successful candidate will be released. See Wis. Stat. sec. 19.36(7). An offer of employment will require a criminal background check and authorization to work within the United States as required by the Immigration Reform and Control Act of 1986. UW is an Equal Opportunity Employer: Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, disability, status as a protected veteran, or any other bases protected by applicable federal or State law and UW System policies. We are committed to building a workforce that represents a variety of backgrounds, perspectives, and skills, and encourage all qualified individuals to apply.

_Work Mode: Onsite_ **Opportunity** The Director-Human Resources, KBA is responsible for partnering with multiple Executive leaders and directing a team of HRBPs to provide solutions, thought partnership and business talent strategies for the Marketing, Customer Experience and Category teams. The Director-Human Resources, KBA will develop and deliver key HR programs, best practices, and people solutions to the business. The Director-Human Resources will provide strategic consultation and coaching to Executive leaders on organizational issues that contribute to the growth of the business and the team. **Key Responsibilities** _Create and execute world-class talent strategies which produce desired results_ + Develops HR plan to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensures the organization has suitable access to talent to ensure future business growth and success. + Use data and other evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, achieve buy-in from Executive leaders, and execute those plans to deliver measurable results. + Deliver effective succession planning: Develop HR plans to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Ensure the organization has suitable access to talent to ensure future business growth and success. + Support, develop, engage, and retain talent by creating, implementing, and maintaining talent management solutions (engagement, succession planning, learning and development, assessment, planning). + Create an experience-based talent culture in aspects of talent attraction, development, improving organizational health, and driving high performance culture. + Drive diversity, equity, and inclusion strategies to embrace applicants and associates of all backgrounds and to support the full development and high performance of all associates in an inclusive environment. _Deliver world-class executive coaching and communication_ + Practice radical candor, crucial conversations, and other coaching techniques to engage leadership, manage change, and drive results. + Advance talent and culture initiatives through consultation and relationship building while ensuring alignment to enterprise strategies. + Analyze results, prepare communication and associate engagement plans, and drive improvement. + Developstrategies to address organizational change and related change management issues. + Establish and maintain strong relationships of trust to foster transparency, open and honest two-way communication, and collaboration. _Grow and develop a world-class HRBP team_ + Lead a team of 2-3 HR Business Partners, developing their skills, and growing each professionally. + Effectively partner with other HR Business Partners and HR Generalists across the region to form a world-class HRBP team. + Expertly collaborate with Centers of Excellence and Enterprise HR to form a world-class HR team. **Skills/Requirements** + Bachelor's degree required. MBA preferred. + 10 or more years of progressive HR experience, including proven abilities in leading best in class people strategies. + 2-3 years of people leadership experience preferred. + Experience leading, inspiring and developing a team of individual contributors + HR change agent who thrives in ambiguity, is flexible, and adaptable to change in a fast-paced environment. + Demonstrated ability to coach leaders, lead with radical candor, and manage crucial conversations. + Demonstrated ability to use data, reporting and anecdotal evidence to recognize talent opportunities, think strategically to create plans to address those opportunities, and execute those plans to deliver measurable results. + Demonstrated ability to partner and collaborate across a global matrixed organization to optimize outcomes. + Strong executive communication and presentation skills to communicate across all levels of the organization globally. + Able and willing to travel across the US and Canada. **_Applicants must be authorized to work in the US without requiring sponsorship now or in the future._** _We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $159,900 - $254,000. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. In addition, this position is eligible for a performance bonus/variable incentive compensation._ **Why Choose Kohler?** We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. **About Us** It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact ********************* . Kohler Co. is an equal opportunity/affirmative action employer.

A key influencer of Regal Rexnord's short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. Reporting to the Chief Digital and Information Officer (CDIO) and functionally to the Corporate VP of Human Resources will serve as a key business partner to the CDIO and senior leadership team. Serve as an important member of the CDIO's leadership team, contributing to the function's strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the function's global human resources function and defining, developing and implementing strategic HR initiatives to influence the function's impact on the Regal enterprise. Responsible for leveraging their experience to manage and execute the IT function's full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion. The IT function consists of 600 associates and spans across the globe. The primary regional sites include: Grafton, WI, Hyderabad, India, Manila, Philippines, Shanghai, China and Juarez, Mexico. Will partner will local country HR leaders to achieve outcomes. This HR Director also serves as a key partner to the Corporate VP of HR. Responsible for providing insights, guidance and expertise that aids in the development of corporate and enterprise HR initiatives and priorities; and provides leadership in the effective implementation and desired outcomes/KPIs for their IT function. Acts as a liaison on HR matters between the IT function and Corporate HR function. Responsibilities Workforce Planning Conducts workforce planning based on the IT function's strategy, leverages data and analytics to identify priorities. Develops talent acquisition plans that encompasses the global IT organization. Specifically leads all US recruitment, selection and onboarding activities. Collaborates with local country HR and IT leaders on their local recruitment and onboarding activities. Manages the immigration and work authorization needs of the IT function. Assesses needs and draws connections across the IT function; identifies implications from a talent, structure and skills requirements. Develops and maintains a competency inventory of the skills, technology and experiences of the global IT function. Anticipates future skills and technology needs for the IT function. Contributes to the organizational design and restructuring plans to optimize global IT resource allocation. Talent Management/Leadership Development/Diversity & Inclusion Develops and leads the IT talent management initiatives to establish career ladders that lead to a pipeline of diverse IT leadership talent. Leverages talent across the global function (facilitator) to identify opportunities for developing future IT leadership talent. Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the CDIO and IT leadership team. Manages the talent review and succession planning process; provides expertise and guidance to the CDIO and IT leadership team. Implements actions to create a highly engaged, high performing, and inclusive work environment across the function. Demonstrates the use of 80/20, continuous improvement to deliver results aligned with the IT function and Regal Rexnord's enterprise HR strategy, including KPIs. Functional Expertise Based on previous HR Business Partner experience, is able to provide hands-on coaching to a “C-suite” executive (CDIO) and IT leaders on all talent matters. Ensures strong leadership capabilities are present within the IT leadership team in the selection, development and evaluation of IT talent. Experienced to resolve daily or complex employee relations investigations and resolution of major issues. Key advisor and coach to the function's IT leaders on appropriate HR practices and policies; insures implementation and compliance. Identifies opportunities to simplify processes and enhance value of HR to the IT function. Professional Experience/Qualifications The successful candidate will have proven experience as a HR business partner and in developing collaborative relationships across all levels of a function. This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. Be able to employ forward thinking and have the ability to expeditiously execute global projects and programs. Bachelor's degree required in Human Resources, Organizational Effectiveness or related field. Master's degree highly preferred. 10+ years HR business partner experience; preferably within a global environment. Experience managing and developing other HR professionals. Demonstrated track record of partnering with a senior leader to develop and implement talent strategies that produce measurable outcomes and drive business results. Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence. Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnord's 80/20 principles. Demonstrated ability to develop strong partnerships and influence resources outside one's direct responsibility. Ability to travel up to 20% domestically and globally. Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization. Benefits Medical, Dental, Vision and Prescription Drug Coverage Spending accounts (HSA, Health Care FSA and Dependent Care FSA) Paid Time Off and Holidays 401k Retirement Plan with Matching Employer Contributions Life and Accidental Death & Dismemberment (AD&D) Insurance Paid Leaves Tuition Assistance About Regal Rexnord Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools. The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture. Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com. Equal Employment Opportunity Statement Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email ***************************. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail ***************************. Equal Employment Opportunity Posters Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.