Human resources manager jobs in Blaine, MN - 280 jobs

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

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

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

2300 Vierling Drive West, Shakopee, Minnesota 55379 United States of America Why Oatey? Since 1916, Oatey has provided reliable, high-quality products for the residential and commercial plumbing industries, with a commitment to delivering quality, building trust and improving lives. Today, Oatey operates a comprehensive manufacturing and distribution network comprised of industry leading family of companies: Oatey, Cherne, Keeney, Quick Drain, Hercules, Dearborn, Oatey Canada, William H. Harvey, Masters, Contact, Belanger, Lansas, and Durgo. At Oatey, we're doing big things - and by joining us, you'll have the chance to do big things too. You can build a strong career in an innovative, inclusive, high-performance environment, with the confidence that your company cares - about you, our customers and our world. Ready to make an impact in a place where you matter? - Position Summary: The Human Resources Manager is responsible for providing on-site leadership at a manufacturing or distribution facility, executing HR programs, policies, and procedures. This position ensures alignment with company standards while addressing the unique needs of the site workforce. As a trusted partner to operations leadership, the HR Manager plays a critical role in fostering associate engagement, developing talent, ensuring access to total rewards, and enhancing overall organizational effectiveness. The HR Manager provides day-to-day support across all shifts and maintains visibility throughout the site workforce. This role requires adaptability to state-specific regulations, strong partnership with site leadership teams, and a focused approach to associate relations, recruitment, retention, and compliance. Position Responsibilities: Lead human resources initiatives that support site operations and workforce needs. Implement and execute corporate HR programs, policies, and procedures at the site level. Oversee the administration of leave of absence programs, including FMLA, ADA, and other applicable policies. Partner with site leadership to coach and guide supervisors on associate performance and workplace issues. Attract and retain talent through effective recruitment strategies for both hourly and salaried employees. Conduct comprehensive orientation and onboarding processes to support associate engagement and retention. Ensure compliance with local, state, and federal employment laws and regulations. Recommend and implement process improvements to enhance HR and site efficiencies. Actively participate in site leadership team meetings, providing HR insights and support on workforce-related issues. Partner and deliver training programs to build associate skills and align with operational goals. Partner with site leaders, including EHS & Safety teams, to foster a safe and compliant workplace. Maintain visibility across multiple shifts; provide accessible HR support to all associates. Travel as required for HR development. Knowledge and Experience: 3-5 years of progressive human resources experience, preferably in a manufacturing or distribution operations environment. Strong leadership, coaching, and change management skills. Demonstrated success in resolving associate relations issues and supporting managers in performance management. Strong business acumen and ability to balance associate advocacy with organizational goals. Proven ability to respond quickly and effectively to associate and operational needs. Excellent verbal and written communication skills. Strong conflict resolution and problem-solving skills. Proficiency with Microsoft Office Suite; HRIS system experience, Workday experience preferred. Education and Certification: Bachelor's degree or Equivalent relevant experience instead of a degree. SPHR or SHRM-SCP certification preferred. Physical Demands: On-site, Office work, 5 days each week. Ability to walk the operations floor/plant environment. Must be able to work flexible hours to support multiple shifts. Compensation Range for the Position: $91,603.00 - $119,084.00 - $146,565.00 USD Offer amount determined by experience and review of internal talent. Oatey Total Rewards Generous paid time off programs and paid company holidays to support flexibility and work-life balance Annual Discretionary Cash Profit Sharing Immediate eligibility and vesting in 401(k), including 100% company match, up to 5% of eligible compensation Market leading health insurance including medical, dental, vision, and life insurance offerings for associates and qualified dependents Significant company contribution to Health Savings Account with a High Deductible Health Plan (HDHP) Short-Term and Long-Term Disability income protection coverage at no cost to associates Paid Maternity and Paid Parental Leave Tuition reimbursement A strong set of complementary resources to support associate well-being, including resource groups, EAP, and dedicated mental health support. Equal Opportunity Employer The Oatey family of companies are an equal opportunity employer committed to Diversity, Equity, and Inclusion. We recruit, employ, promote, and offer competitive pay for all jobs without regard to race, color, creed, religion, sex, age, national origin, disability, sexual orientation, or any other characteristic protected by law.

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

Job Description At Minnesota Cannabis Services, we're not just building businesses - we're building the people who make them great. Our team partners with leading operators across cultivation, manufacturing, distribution, and retail to deliver world-class expertise in legal, finance, analytics, marketing, HR, and technology. We're looking for professionals who take pride in their work, move with purpose, and thrive in fast-changing environments. The kind of people who hold themselves to high standards, think creatively, and find satisfaction in solving hard problems. When you join our team, you'll work alongside some of the most experienced leaders in the industry - professionals who share their knowledge freely and lead by example. You'll be challenged, supported, and trusted to take ownership of meaningful work that shapes the future of one of the fastest-growing industries in America. Vice President of Human Resources Location: 100% On-Site | Corporate Headquarters in Edina, MN Compensation: $200,000-$300,000 base salary + comprehensive benefits and paid time off Reports to: Chief Executive Officer and Executive Leadership Team About the Company We are a high-growth corporate services firm providing workforce, HR, and operational consulting to over 50 cannabis retail locations and several manufacturing and transportation and delivery companies across multiple states. Our group manages complex organizational scale on behalf of our partners, offering best-in-class staffing solutions, compliance oversight, and performance systems that enable operational excellence at every level. About the Role The Vice President of Human Resources (VPHR) will lead the full spectrum of people strategy for the organization on behalf of our clients - encompassing Talent Acquisition, Human Resources, Workforce Planning, People Analytics, and Learning & Development. This role is designed for a strategic builder and data-driven operator who thrives in an extremely fast-paced, multi-entity environment. You will oversee the infrastructure that powers workforce scalability, cultural alignment, and leadership development across dozens of client organizations. You will work directly with the C-suite to ensure that people operations are tightly integrated with business performance, growth forecasting, and compliance frameworks. Key Responsibilities1. Talent Acquisition & Workforce Planning Lead all recruiting, workforce forecasting, and staffing pipelines across corporate, retail, and field operations. Implement advanced analytics and systems integrations within Greenhouse ATS and Wurk HRIS platforms to enable real-time visibility into hiring metrics and capacity planning. Collaborate with Finance and Operations to forecast hiring needs based on store openings, client expansion, and seasonal trends. Build scalable recruiting playbooks, interview frameworks, and training for the internal TA team to drive quality and speed of hire. 2. Human Resources & Compliance Oversee all HR operations - including payroll, benefits, employee relations, and compliance - across multiple states and business units. Create standardized HR policies, procedures, and reporting to support organizational consistency and risk management. Lead employee engagement, performance calibration, and total rewards strategy to ensure alignment with company goals and financial health. Drive operational excellence through automation, accuracy, and policy adherence. 3. People Analytics & Systems Build a data-driven People Operations infrastructure that connects HRIS, ATS, and finance data into a unified reporting system. Design and maintain dashboards tracking metrics such as headcount growth, turnover trends, time-to-fill, cost per hire, and engagement indicators. Use predictive analytics to identify talent risks and inform decision-making across leadership teams. Introduce KPIs that measure workforce productivity, leadership effectiveness, and organizational health. 4. Learning, Development & Organizational Growth Develop a scalable, tiered learning system that supports employee onboarding, compliance training, leadership development, and cross-department skill growth. Partner with operational leaders to embed L&D initiatives into each function's strategic roadmap. Design programs that identify and develop high-potential talent for future leadership roles. Oversee implementation of company-wide training platforms and content libraries. 5. Leadership, Culture & Strategy Serve as a trusted advisor to the C-suite on organizational structure, succession planning, and workforce strategy. Champion a culture of accountability, growth, and excellence across all levels of the company. Facilitate communication and collaboration across divisions, ensuring transparency and alignment between field teams and headquarters. Build a People Operations team known for innovation, responsiveness, and reliability. Ideal Candidate Profile You are a sophisticated, systems-minded people leader who has scaled organizations through operational clarity and human capital excellence. You bring a strong command of analytics, structure, and executive influence. Qualifications: 10-15+ years of progressive HR and Talent leadership, with at least 5 years in a senior or executive capacity. Proven success leading TA, HR, and L&D under one cohesive strategy. Experience with multi-state or multi-entity operations (retail, consumer, hospitality or manufacturing industries preferred). Deep familiarity with ATS/HRIS platforms (Greenhouse, Wurk, Sage or comparable systems). Strong business acumen - able to tie people strategy directly to growth, profitability, and compliance outcomes. Exceptional communication and leadership presence. Performance Outcomes Accelerated hiring velocity with measurable improvement in quality of hire. Enhanced retention and engagement across client organizations. Real-time people analytics dashboard deployed within the first three months. Fully operational training and development framework within the first six months. Increased organizational efficiency and leadership readiness through scalable people systems. Why Join Us This is a defining executive opportunity to shape the people strategy for a national portfolio of emerging and mature companies. As Vice President of Human Resources, you will design the systems, culture, and leadership architecture that will define the next decade of growth - working alongside a high-performing executive team that values innovation, data, and operational excellence. At Minnesota Cannabis Services, we believe great teams are built on trust, initiative, and follow-through. We invest deeply in our people - providing mentorship, on-the-job training, and opportunities for advancement across multiple sectors of the cannabis industry. Here, you'll be part of a high-performing culture that values precision, reliability, and continuous improvement. Every project is a chance to grow your skills, strengthen your leadership, and contribute to something that matters. If you're driven, resourceful, and ready to make an impact, we want you on our team. Apply today and take the next step in your career with Minnesota Cannabis Services.

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

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

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

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

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

Corporate Technologies is a leading provider of managed IT solutions to businesses and institutions in Minnesota, Michigan, Kansas, Ohio, Florida, North Dakota, Southern California and New Jersey. With over 40 years of experience and more than 200 employees, Corporate Technologies provides Fortune 500 level IT support to small and medium sized businesses. We offer unique IT solutions, including managed IT services, cloud services, staffing, voice and data systems, storage and virtualization, consulting, and networking solutions. If you are looking to break into the IT industry this may be a great opportunity for you. We would love for you to bring your skills and be part of our team! At Corporate Technologies, it's much more than just a job; it's a career where you will learn, grow, and enjoy what you do every day. Our goal is to recruit and retain great people and in turn provide great employee experience. We offer a collaborative team environment, competitive salaries, and benefit program, as well as hands on training and career development. We are seeking a highly skilled Human Resources/Payroll Administrator to support HR and payroll processes by maintaining employee records, assisting with payroll data entry, and ensuring accuracy. Is responsible for recruiting tasks such as posting jobs, scheduling interviews, offer letters, and onboarding new hires. Provides general administrative support to the HR team and delivers great service to employees and candidates. Job Duties Maintain job board, posting, reviewing resumes, conducting candidate screens, and other hiring functions. Maintain handbooks and distribute as needed. Ensure onboarding tasks are complete. Maintain recruiting sources. Cultivate new recruitment partners and relationships. Conduct new hire orientation and other new hire training programs. Other HR administrative tasks. Collecting timesheet data and payroll information. Entering data into HR and payroll and administrative databases and software programs. Calculating wages, benefits, tax deductions, commissions, etc. Preparing and processing paychecks and cash deposits. Maintaining accurate records of payroll documentation and transactions. Preparing and distributing income statements. Responding to payroll-related inquiries and resolving concerns. Performing account balance and payroll reconciliations. Preparing financial reports for accounting and auditing purposes. Preparing periodic HR and payroll reports for review by management. Performs other duties Qualifications Excellent organizational skills and attention to detail. Ability to create and maintain relationships. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to act with integrity, professionalism, and confidentiality. Experience with payroll and Human Resources software and processes. Working knowledge of basic accounting principles and payroll practices. Excellent communication skills Job Type: Full-time; onsite Pay: $26.44 - $31.25 per hour Benefits: 401(k) matching Dental insurance Disability insurance Flexible spending account Health insurance Health savings account Life insurance Mileage reimbursement Paid time off Paid training Vision insurance Equal Employment Opportunity: Corporate Technologies is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate based on race, color, religion, gender, sexual orientation, age, national origin, disability, or any other protected status. We encourage all qualified applicants to apply. Compensation details: 55000-65000 PI19508bc5f1cc-31181-39431218

Ensure that payroll data including new hires, terminations, salary adjustments, special payments, tax allocations, and employee deductions are are in the system prior to running payroll batches. Process payroll-related procedures/transactions for all employees (executive, exempt, and non-exempt, union/non-union). Directly responsible for processing all bonuses, commissions, check reversals and reissues Ensure that dealership mgmt. reviews the preliminary batches for approval to release payroll Analyze and reconcile payroll and payroll tax-related general ledger accounts. Ensure compliance with all payroll tax laws, organizational policy, and union agreement. Ensure that accurate payroll information is integrated into the financial and accounting systems timely. Ensure that all required electronic feeds are done timely, correctly and reconciled Prepare all Payroll related taxes and filing forms with the government. Manage the Payroll tax related issues throughout the year and at calendar year end to troubleshoot and implement corrective actions. Keep the CFO, Operations Controller and General Managers informed about key issues/policies/progress of special project implementations as assigned. Research and resolve any payroll related employee/system problems Manage reporting requirements related to Affordable Care Act All other reasonable duties, as assigned. Human Relations job duties, as assigned.

**Who Are We?** Taking care of our customers, our communities and each other. That's the Travelers Promise. By honoring this commitment, we have maintained our reputation as one of the best property casualty insurers in the industry for over 170 years. Join us to discover a culture that is rooted in innovation and thrives on collaboration. Imagine loving what you do and where you do it. **Job Category** Human Resources **Compensation Overview** The annual base salary range provided for this position is a nationwide market range and represents a broad range of salaries for this role across the country. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. As part of our comprehensive compensation and benefits program, employees are also eligible for performance-based cash incentive awards. **Salary Range** $39,200.00 - $64,700.00 **Target Openings** 1 **What Is the Opportunity?** The Employee Services Unit (ESU) is a global HR Shared Services center that provides customer support, program design and operational excellence across a diverse spectrum of HR domains: Benefits, Contact Center, Leave of Absence, Learning, Onboarding, Payroll, Staffing, Talent Management, Work Arrangement, and Workforce Data Management. The ESU is a foundational component of the Travelers HR operating model supporting the United States, Canada, United Kingdom, Ireland and various subsidiaries. As part of the Staffing Operations team, The Associate, HR Operations, gains an understanding and knowledge of Travelers staffing related policies and practices. Serves as the primary contact for the hiring team to complete the administration of the hiring process for internal and external hires which includes offers of employment, background screenings and new hire setup. Supports the Talent Acquisition team by working with our background check provider to research and resolve issues. Provides customer satisfaction through highly responsive services providing timely and accurate answers to inquiries. This position is a trainee role. Complete training for consideration of advancement to the next level. **What Will You Do?** + Understands and applies concepts of HR policies, practices, and technology to effectively provide guidance and resolutions to internal and external customers. + Responsible for routine data entry and case support. + Handles various customer transactions to ensure timely and accurate results (i.e. paycheck, benefits, and HR data). + Researches, analyzes and resolves issues utilizing various HR technologies and internal reference materials. + Tracks all inquiries and escalates to other areas across HR to provide resolution as needed. + Maintains accurate documentation of all questions/concerns from internal and external customers. + Understands and follows all policies and procedures. + Perform other duties as assigned. **What Will Our Ideal Candidate Have?** + Bachelor's Degree in Human Resources or related. + 1 year of HR or equivalent customer service experience. + Experience with Workday. + Experience with Microsoft Word, Excel, PowerPoint, and Outlook. + Customer service oriented, verbal and written communication skills, results driven, excellent organization, and prioritization skills. **What is a Must Have?** + High school degree or equivalent. **What Is in It for You?** + **Health Insurance** : Employees and their eligible family members - including spouses, domestic partners, and children - are eligible for coverage from the first day of employment. + **Retirement:** Travelers matches your 401(k) contributions dollar-for-dollar up to your first 5% of eligible pay, subject to an annual maximum. If you have student loan debt, you can enroll in the Paying it Forward Savings Program. When you make a payment toward your student loan, Travelers will make an annual contribution into your 401(k) account. You are also eligible for a Pension Plan that is 100% funded by Travelers. + **Paid Time Off:** Start your career at Travelers with a minimum of 20 days Paid Time Off annually, plus nine paid company Holidays. + **Wellness Program:** The Travelers wellness program is comprised of tools, discounts and resources that empower you to achieve your wellness goals and caregiving needs. In addition, our mental health program provides access to free professional counseling services, health coaching and other resources to support your daily life needs. + **Volunteer Encouragement:** We have a deep commitment to the communities we serve and encourage our employees to get involved. Travelers has a Matching Gift and Volunteer Rewards program that enables you to give back to the charity of your choice. **Employment Practices** Travelers is an equal opportunity employer. We value the unique abilities and talents each individual brings to our organization and recognize that we benefit in numerous ways from our differences. In accordance with local law, candidates seeking employment in Colorado are not required to disclose dates of attendance at or graduation from educational institutions. If you are a candidate and have specific questions regarding the physical requirements of this role, please send us an email (*******************) so we may assist you. Travelers reserves the right to fill this position at a level above or below the level included in this posting. To learn more about our comprehensive benefit programs please visit ******************************************************** .

The Human Resources Consultant plays a vital role in supporting Museum leadership and staff by providing strategic consultation across a breadth of HR disciplines. This position executes cross-organizational design, full-cycle recruiting, provides expert guidance on complex labor and employee relations matters, and consults with managers on timely/effective performance development and management. The role emphasizes collaboration with various stakeholders to determine and implement culturally aligned and data-driven solutions to support strategic people priorities, enhance the overall HR function, and contribute to the success of the Museum. JOB DUTIES & RESPONSIBILITIES: Workforce Consultation (45%) Serve as a primary HR Consultant and strategic partner to assigned functional groups, leaders, and employees. Interpret, apply, enforce, and provide consultation on HR policies, processes, and principles, employment laws, union contracts, and work rules to ensure commitment by management. Meet regularly with assigned functional group leaders to proactively identify and address HR issues and organizational needs. Coach managers on people leadership skills to achieve desired results, including recommendations for goal-setting, ongoing performance management, annual performance appraisals, and talent strategy. Employee & Labor Relations (35%) Investigate, advise on, and respond to employee complaints including those from both formal (grievances, Ethics Point, etc.) and informal channels. Consult on employee and labor relations matters including disciplinary procedures, grievances, and inquiries/requests governed by contract. Advise and coach managers and employees on Leave, ADA and other benefits/accommodation issues. Talent Acquisition & Development (20%) Implement and execute strategies for full cycle sourcing and recruiting to attract top talent to the Museum in accordance with Museum values and contractual requirements. Collaborate and guide managers on recruitment and retention strategies, including leading and serving on interview/search committees to ensure a diverse talent makeup that supports Museum culture and objectives. Partner with leadership to identify training opportunities and talent management strategies for succession planning, promotional opportunities and workforce needs. Identify, create, and facilitate training and programs to build manager/leader acumen and capabilities, support professional development and employee retention, and foster a diverse and inclusive work environment. Evaluate and monitor success of training programs and recommend changes as needed. *Performs project work and other related duties as assigned. REQUIRED COMPETENCIES: Communication: Expresses oneself clearly in conversations and interactions with others and ensures that information is shared with others who should be informed. Collaboration: Develops, maintains, and strengthens partnerships with others inside or outside the organization who can provide information, assistance, and support. Customer Service: Demonstrates an understanding of the SMM mission by ensuring that their own interactions with internal and external customers consistently support the mission. Fostering an Inclusive Community: Contributes to a museum environment, and people, that reflect and respond to the diverse needs and cultures of our community (internal and external). Results Orientation: Focuses on providing a best in class visitor experience through work outcomes by meeting personal and organizational work objectives. MINIMUM QUALIFICATIONS: Education: Minimum HS degree/GED, BA/BS degree preferred Combination of education and experience to demonstrate facility with essential functions of the position is required. May substitute an equivalent combination of education and experience, as determined by hiring manager. Experience: Required: 7 years of human resources experience in at least three of the following areas: Strategic Partnering, Employee Relations, Labor Relations, Talent Acquisition, Learning & Development, Organizational Design/Effectiveness Experience consulting and influencing without authority. Knowledge of federal and state employment law and administrative processes Experience working in a union environment. Strong critical thinking and problem-solving skills. Ability to work collaboratively in a team environment, while at the same time demonstrating initiative and autonomy in driving HR Consultant accountabilities. Excellent written and oral communication skills. Ability to manage and communicate sensitive information. Adaptability to change and resilience in ambiguous situations. Experience working with diverse backgrounds and cultures. Preferred: Experience in labor contract administration. Experience in employment law, including supporting response to claims, charges and/or legal actions. Work Environment: Hybrid, in office 3 days per week (Tu, Wed, Th) core onsite days. Hybrid status subject to change secondary to business need. STARTING COMPENSATION: $91,200 - $106,400/year (dependent on qualifications) We exist to turn on the science and inspire learning, inform policy and improve lives. We envision a world in which all people have the power to use science to make lives better. We value science as an essential literacy and strive for inclusion inside and out so that our museum and our people reflect and respond to the diverse needs and cultures of our community. It is the museum's policy and practice to hire and promote qualified job seekers from a variety of backgrounds and experiences. We offer benefit packages for full-time and part-time employees.

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

All Job Postings will close at 12:01 a.m. CT on the specified Closing Date (if designated). Working Title: Resource Development Manager - MnSCU Academic Professional 2 Institution: Saint Paul College Classification Title: MnSCU Academic Professional 2 Bargaining Unit / Union: 214: Minnesota Association of Professional Employees City: St. Paul FLSA: Non Job Exempt Full Time / Part Time: Full time Employment Condition: Unclassified - Unlimited Academic Salary Range: $25.67 - $37.26 Job Description Job Summary: Resource Development Manager plays a key role in advancing the mission of the Advancement division of Saint Paul College by leading fundraising and contributing to grant writing efforts. This position is responsible for managing and implementing giving programs, and coordinating grant writing- to ensure that both the college and the Friends of Saint Paul College Foundation secure the resources needed to support its strategic goals and initiatives. In addition to fundraising, the Resource Development Manager cultivates meaningful relationships with constituents, enhancing the college's visibility and impact. The role also aligns development strategies with the Advancement division's annual signature events and works collaboratively with internal college partners to foster a culture of philanthropy and engagement. Job Duties: * Giving programs * Grant management * Advancement events support * Foundation and college support Salary Range: The salary range for this position is $25.67 - $37.26 hourly. Minimum Qualifications: * At least two years of full-time experience in fundraising, grant management, or a closely related field. (A bachelors degree combined with experience creating business proposals or data-informed presentations that resulted in funding or programmatic support may substitute for one year of experience.) * Strong interest in education and ability to develop and maintain excellent relationships with donors, alumni, academic colleagues, fundraising professionals, and volunteers. * Familiarity with current best practices in fundraising, including annual, endowed, and planned giving strategies. * Ability to take initiative, prioritize tasks, and manage multiple projects simultaneously in a collaborative environment. * Exceptional organizational, verbal, and written communication skills, with strong problem-solving and interpersonal abilities. Preferred Qualification: * Experience using donor management systems such as Raiser's Edge or similar CRM platforms. * Experience working in a higher education setting. * Experience working with or for a 501(c)(3) nonprofit organization. Required Application Materials: Please ensure you have the following items submitted with your application: * Resume * Transcripts * Cover Letter Other Requirements All resumes must clearly address the Required Qualifications as stated above. If your skills match the required skill for this position, the department may contact you. Reference checks will be conducted for all finalists. This may include a review of documentation related to job performance and education and contact with the finalist current and/or previous employers. Applicant must be authorized to work for any employer in the United States. We are unable to sponsorship or take over sponsorship of employment visa at our institution. The successful candidate under U.S. Citizenship and Immigration Services regulations must be able to accept work in the U.S. by the day employment begins. Work Shift (Hours / Days of work) Monday - Friday, 8:30 AM - 5:00 PM Telework (Yes/No) Telework opportunities may be available for this position. About Saint Paul College was established in 1910, and we are proud to be honoring education for more than a century. SPC-Quick Facts Saint Paul College is committed to supporting diversity in all of its forms. Applicants representing diverse backgrounds are encouraged to apply. We are an equal opportunity, affirmative action employer, and encourages application from underrepresented groups. Recognized as a Beyond the Yellow Ribbon employer offering support for veteran and military students. A member of the Minnesota State Colleges and Universities system. Benefits Information: At Minnesota State, we have a GREAT BENEFITS PACKAGE! Our generous benefits include 11 paid Holidays, Vacation Time, Sick Time, six weeks of Paid Parental Leave, low cost medical and dental insurance with low deductibles ($250 - $1500), a Pension Plan, 457(b) and 403(b) retirement plans and other retirement investment options, pre-tax medical and dental expense (with roll-over option) and dependent care accounts, employer paid life insurance, short and long term disability, as well as professional development and a tuition waiver program for employees and their dependents, etc. We promote the health and well-being of our employees and take work/life balance seriously. Desired Start Date: 02-18-2026 Position End Date: Open Date: 12-22-2025 Close Date: 01-20-2026 Posting Contact Name: Aby Emiru Posting Contact Email: *****************************

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

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