Human Resources Manager Jobs in Burton, MI

Together We Saves Lives! The keys to success are yours at Joyson Safety Systems! We are a global leader in design, development and manufacturing of safety-critical systems and components for automotive and non-automotive markets. We are committed to bringing life-saving technology to customers worldwide. Joyson Safety Systems leverages the power of collaboration and innovation to provide quality and service excellence for our customers worldwide. Our company is headquartered in Auburn Hills, Michigan, USA, with a global network of more than 50,000 employees in 25 countries. Our team is passionate about the automotive industry, focused on delivering quality and innovation for the future. We encourage lifelong learning and provide the resources to help our team members build the foundation for a strong future with us. We strive to promote from within, offering excellent opportunities for career growth and advancement. Our talented team is hard working and dedicated to keeping people safe. We promote a collaborative, open culture; as a global business, we encourage our team members to communicate and work with colleagues around the world. As our operations continue to expand, we are always on the lookout for top talent to join our winning team. Work Assignment: This role is categorized as hybrid. This means the successful candidate is expected to report to Auburn Hills office three times per week, at minimum. Position Summary: Role oversees the Americas compensation and benefits, by developing and implementing the reward strategy including salary benchmarking, pension arrangements, benefits management and annual compensation events such as bonus and salary review. Implements the rewards and benefits policies within an organization, ensure these programs support the business objectives and meet all legal requirements. Manages the Payroll team to ensure correct and timely wage payments in compliance with the statutory, collective, employment contract and other relevant framework conditions Essential Duties and Responsibilities: The duties and responsibilities outlined in the job description are to be used as a guideline and are not meant to be all-inclusive of the essential functions of the position. Other duties may be assigned, as necessary. Oversees Payroll, Merit, Executive Compensation and Employee Recognition programs. Directs preparation of annual salary plan by department heads and advises them regarding salary administration guidelines and objectives. Reviews salary plans and where appropriate, recommends changes to better achieve objectives and to correct inequities. Manages the day-to-day application of the salary administration program for a site or sites, recommends deviations to plan and guidelines when warranted, and coordinates to assure timely and accurate submission of Payroll change authorizations and required paperwork. Responsibility for salary reviews to ensure relevant market benchmarking and consistency of application. This will include liaising with 3rd party suppliers. Accountability for all policies relating to internal transfers. This will include knowledge of immigration, expatriate taxation and mobility practices. Being the trustee of several benefits arrangements (pensions, life assurance and healthcare). Having the latest market knowledge, including recent tax inferences particularly in relation to benefits and pay and ensuring that our total rewards practices are competitive. Designing and implementing relevant and intuitive compensation schemes in line with labor regulations. Contact person and advisory function for managers and employees in billing-relevant questions Cooperation with financial accounting and controlling as well as preparation of analyses and statistics. Participation in the development of social security policies and their proper granting of social benefits Ensures payroll compliance with all reporting obligations to public authorities, social security institutions, etc. Close cooperation with auditors and supervising payroll tax related audits. Quarterly/annual financial statements and provisions for Finance/Controlling being up to date with Law regulations. Works with immigration attorneys for employee visas, perms, etc. Administer headcount tracking, reporting and analysis for all JSS facilities in the Region and supports the AME budgeting process and internal audit. Compiles data for new and existing employees and files annual government Reports. Responsible for the coordination of all corporate relocations including selection of moving company and negotiation of rates, while ensuring compliance to the KSS relocation standards. Supervisory Responsibilities: Yes Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Well versed in Total Rewards policy and be able to align reward policy to business objectives Project management & Analytical Skills Strong Communication Skills Microsoft Office, especially strong in Excel Proficient in HR Systems like SuccessFactors and ADP Decision making, Problem solving Education and Experience: Bachelor of Science Degree in Human Resources, Business or related area is required. Master's Degree Preferred A minimum of 10 years of HR experience in the areas listed above is required Joyson Safety Systems does not provide immigration related sponsorship for this role. Please do not apply for this role if you will need JSS immigration sponsorship (e.g. H-1B, TN, OPT, etc.) now or in the future. We are an Affirmative Action/EEO employer. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, age, disability, genetics, protected veteran status or any other characteristic protected by federal, state, or local laws.

About the Company Our client is a third-generation family-owned business located in Saginaw, MI with nearly 100 years of family leadership. They provide food products to our nation's most popular quick service restaurants such as Burger King, Chik Filet, Subway and Taco Bell. Their team consists of over 100 employees in a 160,000 sq ft plant. They believe their commitment to a higher purpose best serves their stakeholders and customers which is to Elevate their team members, Energize their community and Enhance the environment. Their vision is to share the FUN, FLAVOR & FREEDOM of their food products with everyone, making the world a tastier place! About the Ro le The Human Resources Manager position is an onsite role in Saginaw, Michigan. We are seeking candidates who live in Michigan and commutable to Saginaw. This role is part of the organization's leadership team and is responsible for managing the planning, development, implementation, administration, and budgeting of all the Human Resources functions, including but not limited to the following: employment, recruitment, team member relation matters, EEO, compensation/benefits, and organizational development. The HR Manager will develop and execute strategic HR actions and will advise company executives in Human Resources policy and program matters that align with the company's mission, purpose, leadership expectations, and family value s. Responsibili ties Provides strategic direction, leadership, management, and accountability for HR departm ent.Ensures all work performed by the department focuses on delivering excellent customer service, regulatory compliance, and timely, efficient proces ses.Work with leadership team to resolve team member relation issues in accordance with company needs and policy guideli nes.Develops coaching strategies, implements dialogues that address specific concerns and issues and oversees resolution of conflicts/dispu tes.Advises leaders on progressive discipline procedures to assure fair and equitable treatment for all team members and assist leaders with hiring and firing process and decisi ons.Develops HR policies, maintains and updates company handbook as needed, and handles related questi ons.Implements performance evaluations and advises leaders of schedules for team member performance evaluations; follows up on delinquent or inconsistent evaluati ons.Ensures systems and processes are in place for effective communications and facilitates the company's Team Improvement Group (TIG) meeti ngs.Develops strategic talent acquisition plans and training programs applying for grants when applicable. Works with legal to obtain H-2B team members if necessary. Ensures recruitment system is maintained in a legally compliant, orderly, and effective man ner.Coordinates team member engagement activities for the organizat ion.Updates compensation programs, ensures job descriptions are up to date and are compliant with all regulations, conducts annual salary surveys and analyzes compensation to retain top talent to stay competitive in the marketpl ace.Performs benefit administration to include annual re-evaluation of policies for cost effectiveness and design of wellness activity programs. Recommend changes as warranted. Ensures compliance with current legislation and ACA Report ing.Maintain company organization charts and employee direc tory Partner with management to ensure strategic HR goals are aligned with business initiative Design and implement employee retention strate gies Manages all Leave of Absence and FMLA Administrat ion.Responsible for maintaining all necessary HR documents, records and reports including unemployment, insurance reports, Workers' Compensation, OSHA log, EEO reports, salary surveys, and change noti ces.Initiates/Manages the application process for state grants such as Going Pro.Oversees activities associated with the skilled trades apprenticeship program with Delta College and Department of La bor.Adhere to the Company Code of Ethics and complies with local, state, and federal employment l aws.Provides support to the EHS Leader on safety related matt ers.Assists in training and development for all levels within the comp any. Qualific ations Bachelor's degree or relevant experience mandatory, master's degree with certifications pre ferred5+ years' experience in Human Res ources Strong recruiting and demonstrated ability to improve talent acquisition stra tegies Demonstrated expertise training managers and emp loyees Strong organizational, critical thinking and communications skills Attention to detail and good jud gement Manufacturing is highly d esired Experience with family-owned and/or smaller company in a plant envir onment Employee relations, conflict mana gement Formalizing a compensation p rogram Experience with Health and safety is a great comp liment Pay range and compensation package - up to $115k depending on ex perience Equal Opportunity StatementOur client provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or l ocal laws.

Race Winning Brands (RWB) is the leading manufacturer of racing and high-performance parts sold to automotive and powersports markets. RWB is the preferred source for high-end pistons, engine blocks, cylinder heads, intake manifolds, connecting rods, crankshafts, clutches and other engine and driveline- related performance components. RWB markets its products through multiple prominent brands including JE Pistons, Wiseco Performance Products, Diamond Pistons, Trend Performance, Rekluse Motor Sports, MGP Connecting Rods, ProX Racing Parts, and Dart Machinery. RWB sells to a diverse and unmatched customer base of professional and sportsman racers, engine builders, enthusiasts, OEMs, automotive and powersports dealers and wholesale distributors. RWB is headquartered in Mentor, Ohio with sales offices and manufacturing operations in strategic locations throughout the United States, Canada, Europe and Asia. The HR Generalist will play a key role in implementing HR initiatives and providing comprehensive support across various HR functions. This includes talent acquisition, employee relations, performance management, benefits administration, and HR compliance. The HR Generalist will support all Michigan facilities and assist with all RWB facilities, as needed. ESSENTIAL DUTIES AND RESPONSIBILITIES: Support the recruitment process, including sourcing, interviewing, and onboarding new hires. Collaborate with hiring managers to identify staffing needs and ensure a smooth hiring process. Act as a trusted advisor to employees and management, addressing and resolving employee relations issues. Assist in the administration of performance appraisal process by providing guidance to managers and employees. Works collaboratively with the global HR team members to promote the consistent approach of HR practices throughout the organization. Works closely with management and employees to improve work relationships, employee engagement, build positive morale and improve retention. Serves as front-line HR contact, assisting with matters related to employee relations, recruiting, and assists with execution of activities with corporate HR directives. Provides day-to-day guidance to managers and employees on a variety of HR matters, providing direction in compliance with government regulations, policies, procedures, as well as shares best practices. Manages and resolves employee relations issues, conducting effective, thorough, and objective investigations. Assists in the development and implementation of HR policies and procedures. Collaborates with leadership in support of change management initiatives along with ensuring the appropriate communication of these initiatives. Provides guidance on training needs for business, as well as coaching needs, in conjunction with Organization Development team. Analyzes trends and metrics in partnership with the HR team to develop solutions and proposed to business partners. Assumes additional responsibilities and performs special projects in support of the Company's strategy. What You'll Get Eligible for Medical, Dental, Vision Insurance as of Day One Employer Paid Life and Disability Insurance HSA with Employer Contributions 401(K) Retirement Plan with Company Match Employee Wellness and Assistance Programs Paid Maternity/Paternity Leave Paid Time Off Paid Company Holidays PM21 Requirements: BA/BS in Human Resources, Business, Administration, Marketing or Communications or related field; SPHR/PHR or SHRM-SCP/CP Certification preferred. Minimum of three to five years' experience in HR/Generalist capacity in a global manufacturing environment preferred. Willing to travel up to 25% of the time across U.S. locations; must be willing to travel frequently within Michigan. Maintains in-depth knowledge of legal requirements related to day-to-day management of HR activities, reducing legal risks and ensuring regulatory compliance. Strong initiative and solid judgment abilities/skills. Demonstrated excellence in written and verbal communication skills. Proficiency with Microsoft Office (PowerPoint, Excel & Word). Strong organizational skills and attention to detail. Must be able to manage competing demands, accept constructive feedback, while being extremely adaptable and flexible. Working knowledge of Human Resource Information Systems. Experience in Paylocity preferred. Self-direction, autonomous approach to work required, with a customer-service focus. Excellent communication skills (both verbal and written). Must be able to communicate with both management and non-management associates. EEO Statement: Race Winning Brands provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristics protected by federal, state, or local laws. PI6bebabe144f0-26***********1

at SBM Management The HR Generalist will coordinate responsibilities in employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, affirmative action, and employment law compliance. Responsibilities Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance Recruit, interview, test, and select employees to fill vacant positions Plan and conduct new employee orientation to foster positive attitude toward company goals Keep records of personnel transactions such as new hires, promotions, transfers, performance reviews, and terminations, for government reporting Handle leave administration for designated sites Advise management in appropriate resolution of employee relations issues Respond to inquiries regarding policies, procedures, and programs Prepare employee separation notices and related documentation; conduct exit interviews to determine reasons behind separations Provide monthly departmental reports Develop human resources solutions by collecting and analyzing information, recommending courses of action Improve manager and employee performance by identifying and clarifying problems; evaluate potential solutions; implement selected solution; coach and counsel managers and employees Complete special projects by clarifying project objective; set timetables and schedules; conduct research; develop and organize information; fulfill transactions Manage client expectations by communicating project status and issues; resolve concerns; analyze time and cost issues Prepare reports by collecting, analyzing, and summarizing data and trends Protect organization's value by keeping information confidential Qualifications Bachelor's degree in Business Management, or a related field from a four-year college or university with 1-3 years of experience; or equivalent combination of education and experience May be required to have a valid driver's license and meet SBM Driver Approval requirements. Must have heavy investigative experience Bilingual proficiency: English & Spanish Compensation: $70,000 - $80,000 per year Shift: Day SBM Management Services, LP and its affiliates are proud to be equal opportunity workplaces. We are committed to equal employment opportunity regardless of race, sex, color, ancestry, religion, national origin, sexual orientation, citizenship, age, marital status, disability, gender identity, Veteran status, or other legally protected status.

Job Details ** HR Manager** syncreon by DP World delivers tailored, scalable and progressive solutions to customers in more than 100 global locations. The company has managed supply chain synergies for global automotive and technology premier brands for more than 60 years. ****About the Role**** **How you will contribute** * Partner with the Site and/or Functional Manager and entire site leadership team to ensure a complete understanding of organizational, staffing and headcount needs and objectives, leading through effective communication and discipline. Lead all site based HR functional areas and initiatives and launch activities for the site supporting the Site and/or Functional Manager. * Recruit, train and develop highly productive candidates motivated to achieve business objectives. Manage third party staffing partners for temporary/contract work. * Develop, implement, and maintain company policies, programs and procedures to foster understanding of and improvement in management, supervisory, and/or employee relations as well as counsel administrators and employees concerning human resources policies and procedures; review and resolve issues. * Supervise staff directly by planning, assigning, and reviewing assignments, counseling staff, evaluating job performance, and approving or recommending corrective actions. * Manage site HR budget, performance management, succession planning, and CSR. Meet ISO/customer standards, support audits, and initiate or follow up on global, regional and local communication activities. * Determine the need for, supervise and participate in the development and maintenance of human resources programs, HRIS systems, and studies. * Provide guidance and direction in the area of labor relations. For sites under a collective barraging agreement union responsibilities to include union relationship, grievances, arbitration and negotiations. * Supervise and help develop other site based HR professionals. * Help integrate company HR initiatives at the site level among both hourly and salaried staff. * Other duties as assigned **Your Key Qualifications** * Bachelor's degree in human resources, labor relations, or business or a field related to the position. * Experience performing professional level human resources duties. * Experience performing HR duties within a 3PL logistics or manufacturing environment a plus. * Additional education, training and/or work experience in area of specialization inherent to the position may be required. * Knowledge of principles and procedures used in human resources. * Extensive knowledge of local employment laws, rules, and/or regulations affecting human resources administration; ability to develop a broad knowledge of those of the Company. * Proficiency using computers, specifically Microsoft Office products and HRIS systems. **Compensation** DP World offers exciting and challenging roles within a growing international organization. We strive to hire and develop the right people, locally and globally, stimulating personal growth and self-development within an informal atmosphere. We offer a market competitive compensation package. **About DP World** Trade is the lifeblood of the global economy, creating opportunities and improving the quality of life for people around the world. DP World exists to make the world's trade flow better, changing what's possible for the customers and communities we serve globally. With a dedicated, diverse and professional team of more than 111,000 employees from 159 nationalities, spanning 77 countries on six continents, DP World is pushing trade further and faster towards a seamless supply chain that's fit for the future. We're rapidly transforming and integrating our businesses -- Ports and Terminals, Marine Services, Logistics and Technology - and uniting our global infrastructure with local expertise to create stronger, more efficient end-to-end supply chain solutions that can change the way the world trades. What's more, we're reshaping the future by investing in innovation. From intelligent delivery systems to automated warehouse stacking, we're at the cutting edge of disruptive technology, pushing the sector towards better ways to trade, minimising disruptions from the factory floor to the customer's door. DP World is on a mission to transcend boundaries and bridge the gap between all nations and cultures - not just in what we do but also in how we behave. We are dedicated to creating a culture where everyone feels respected, supported, and empowered to reach their full potential. We believe that embracing inclusion and diversity, drives innovation and growth and helps us connect people, businesses, and societies. Free minds and different perspectives are changing our world, and together we can change what's possible. The DP World family comprises of syncreon, Imperial and P&O. **WE MAKE TRADE FLOW** **TO CHANGE WHAT'S POSSIBLE FOR EVERYONE.** **Job Segment:** Logistics, Supply Chain Manager, HR Manager, Supply Chain, Employee Relations, Operations, Human Resources

Position Type: Full-time, Exempt Compensation: up to $250,000/year Theoria Medical is a comprehensive medical group and technology company dedicated to serving patients across the care continuum with an emphasis on post-acute care and primary care. Theoria serves facilities across the United States with a multitude of services to improve the quality of care delivered, refine facility processes, and enhance critical relationships. We offer a broad scope of services including multispecialty physician services, telemedicine, remote patient monitoring, and more. We currently operate primary care clinics and provide medical services to skilled nursing facilities in numerous states across the nation. As a leading edge, innovative, and quality driven physician group, we continue to expand nationally. In pursuit of this, we continue to seek talented individuals to join our amazing team and care for our population. We wish to extend a warm welcome to all candidates interested in making a difference in healthcare delivery by joining the Theoria team Theoria Medical is seeking a seasoned Vice President of Human Resources with a proven track record of leading HR teams in healthcare, to join our dynamic organization. The ideal candidate is a high-caliber, strategic HR leader who can drive results in a fast-paced, high-growth environment. This role requires an individual with strong leadership, an in-depth understanding of HR best practices, and the ability to align HR strategies with our business objectives as we continue to scale. Shift Structure Monday through Friday 8:00 am-5pm EST Essential Functions & Responsibilities Develop and implement forward-thinking HR strategies aligned with Theoria's corporate goals and growth targets. Partner with executive leadership to anticipate workforce needs, talent acquisition strategies, and human capital investments. Drive employee engagement, talent development, and retention initiatives to support a high-performance culture. Oversee the onboarding process, ensuring a seamless integration of new hires to maintain operational excellence. Serve as a liaison across departments including compliance, legal, and clinical teams to manage credentialing and regulatory updates. Lead talent development programs focused on leadership growth, succession planning, and workforce scalability. Manage performance evaluation systems, aligning them with business objectives to drive organizational success. Analyze HR metrics to guide decision-making, increase organizational performance, and optimize team structure. Oversee relationships with benefits and other HR vendors, ensuring cost-effective and competitive solutions. Requirements and Qualifications Proven experience (10+ years) in progressive HR leadership, with a minimum of 15 years in an HR executive role, in a high-growth environment. Expertise in organizational development, talent management, compensation, and HR compliance. Master's degree in Human Resources, Business Administration, or a related field. In-depth knowledge of labor laws, employment regulations, and best HR practices. 5+ years of experience in healthcare or business operations, with a strong understanding of the U.S. healthcare system. Autonomous, independent leader with exceptional problem-solving and decision-making skills. Ability to manage complex teams and a high degree of adaptability in a fast-paced environment. Strong interpersonal and communication skills, with a proven ability to foster cross-departmental collaboration. Physical Requirements Ability to remain stationary for at least 50% of working hours. Ability to lift at least 25 pounds and maneuver to retrieve records or equipment as needed. Effective communication with internal and external stakeholders across facilities. Compensation and Benefits 401k with employer match Comprehensive health, dental, and vision insurance Paid time off (PTO) Employer-paid life insurance policy Employee must be able to perform the essential functions of this position satisfactorily, with or without a reasonable accommodation. Employer retains the right to change or assign other duties to this position. #ZRTM #LI-JT1 #LI-Hybrid #TCA1

Team One Credit Union is seeking a highly motivated Vice President of Human Resources. This full-time position oversees all aspects of the company's HR functions. The ideal candidate is responsible for setting, enforcing, and evaluating compliant human resources policies, procedures, best practices and identifying and implementing long-range strategic talent management goals. This role will be primarily on-site at our Saginaw location: 520 Hayden St. Periodic travel to branches will be expected. Job Responsibilities: Collaborating with Executive leadership to define the organization's long-term goals, supporting Team One's mission through talent management. Providing guidance and leadership to the Human Resources department to ensure the team executes at a high-level. Maintaining knowledge of applicable laws, regulations, and best practices in human resources and talent management. Developing and implementing HR policies and procedures that support and protect the organization. Managing employee relations and ensuring compliance with all applicable laws and regulations. Overseeing all employee recruiting, hiring, and training, including onboarding of new hires. Managing employee benefits and compensation programs. Overseeing performance management and employee development programs. Ensuring a positive and inclusive work environment for all employees. Working and collaborating with other departments to ensure HR and Training initiatives align with company vision and strategic goals. Job Requirements: Bachelor's degree in Human Resources or formal equivalent 10+ years of experience in HR management Strong knowledge of HR laws and regulations Excellent communication and interpersonal skills Ability to lead and manage a team Strong problem-solving and decision-making skills Ability to work in a fast-paced environment and manage multiple priorities Starting wage will be dependent upon multiple factors including skills and experience Team One Credit Union employees enjoy competitive wages, full health/dental/vision insurance, company-paid short & long-term disability and life insurance, paid time off, 401k with company match, employee assistance program, and more. EOE.

The Human Resource (HR) Manager is responsible for providing leadership and guidance to the Human Resources function that supports the strategic and cultural objectives of CCF. This position will develop HR strategies, manage employee relations, oversee recruiting and talent brand efforts, and manage payroll and benefit programs that engage and reward superior performance. Responsible for strong leadership skills, a deep understanding of HR best practices and employment laws, and the ability to foster a high-performance culture. What You'll Do in This Role: Manage harmonious employee relations at all levels. Collaborate with business leaders to determine the most appropriate approach to employee relations issues while mitigating risks. Achieve conflict resolution in the most fair and consistent manner that fosters employee accountability and drives operational effectiveness. Lead and develop a highly effective Human Resources team to their highest potential through coaching, mentoring techniques, and leadership. Provide guidance and coaching to managers and employees on HR-related matters, including performance management, career development, and employee engagement. Manage the recruitment and selection process, including sourcing candidates, conducting interviews, facilitating onboarding for new hires and ensuring a solid CCF employment brand. Manage compensation and benefit programs, including salary benchmarking, payroll administration, and 401(k) and medical benefit enrollment to ensure competitiveness, equity and all required reporting. Using HR expertise and knowledge of the organization, successfully complete the mandatory processes within the annual HR cycle activities including payroll, 401(k) administration, employee feedback tools, performance appraisal and individual development planning, salary plan, incentive plan payouts, and all required reporting. Track, monitor, and report out HR metrics (e.g., turnover rates, retention rates, performance metrics) and use data-driven insights to make informed decisions and improvements. Manage various leave of absence programs and supporting vendor relationships, including FMLA, STD, LTD, workers' comp and personal leaves per policy. Communicates with employees on leave as well as with their managers and related vendors. Maintain accurate employee records and HR databases, ensuring confidentiality and data security. Stay updated on HR trends and best practices and ensure the company's HR practices remain compliant with labor laws and regulations. Must comply with all applicable laws and regulations, including but not limited to, all HR and HIPPA regulations, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control, in addition to all company policies. What You'll Bring To CCF: Education & Experience: A college degree with a Human Resources Certification such as SHRM-CP or HRCI PHR preferred. Two or more years of successful leadership/management experience, with two or more years of applying and understanding HR, employment, payroll, and benefit programs. Expertise: Two or more years proficiency in HRIS and other HR-related software applications. Two or more years demonstrated experience in recruiting, employee relations, performance management, and HR operations. Has strong knowledge of Microsoft Office Product. Knowledge of FMLA, ADA, HIPAA, FMLA, FLSA and other federal, state and local employment laws is required. Skills & Abilities:. The ability to motivate or influence internal or external senior level professionals is a critical part of the job, requiring a significant level of influence and trust. Obtains cooperation and agreement on important outcomes via frequently complex, senior level dialogues, as well as a professional level of written communication skills are essential to the position. Strong intuition for people, is empathic and caring, and knows how to help people reach their full potential. Resilient attitude towards achieving goals. Has highly effective communication skills, both in person and virtual. Comfortable and relaxed in a fast-paced, high-performance environment. Someone who easily becomes a culture champion and builds positive and collaborative relationships What You'll Get Working at CCF: Working with an energetic team focused on making our members financially successful! An opportunity to work with others that have your back every step of the way! An opportunity to grow your career and do amazing things! Opportunities to make a difference both inside and outside of our walls! Being treated like you are more than the work you do! EOE

The Director of Human Resources serves as the lead for all Human Resources functions. Provide subject matter consultation to leadership and staff. Provide leadership support to attract and retain employees in an inclusive, supportive employee culture. Ensure OCHN maintains compliance with all applicable employment regulations. Essential Functions Leadership Consultation - Serve as HR counsel to OCHN leadership providing subject matter expertise related to recruitment, selection, safety, performance management, employment law, management practices, and employee engagement/culture. Policy and Regulatory Compliance - Manage and provide technical and strategic support in the areas of human resource policies, labor relations, union contract negotiations, and compensation and benefits. Internal Communications - Provide timely and responsive solutions to inquiries from leadership and staff via email, telephone, chat, text messaging, and other forms of communication. Lead meetings and presentations to OCHN staff. Staff Management and Coaching - Lead and support HR team members through goal setting, collaboration, performance management, development, and recognition. Employee Engagement - Work with OCHN leadership to develop a supportive, results-oriented, inclusive, rewarding workplace experience for staff. Payroll and Benefits Administration - lead HR team efforts to research and administer competitive, equitable, and compliant pay and benefit practices. Community Engagement - Represent OCHN in meetings, workgroups, employment fairs, workshops, and other community-based events. Additional duties as assigned. Job Requirements and Qualifications Education: Bachelor's degree in relevant discipline required. Master's degree preferred. Training Requirements (licenses, programs, or certificates): PHR or SPHR Certification preferred. Experience Requirements: Minimum five years of generalist experience in human resource management with increasing levels of responsibility, preferably in the public sector. Seven years of Supervisory experience minimum. Experience in labor negotiations. Knowledge Requirements: Working knowledge of Federal and State employment labor laws. Working knowledge of public employment laws in Michigan. Job Specific Competencies/Skills: Knowledge of management best practices. Knowledge of current labor laws as they impact employees and employers. Knowledge of key strategic factors that impact business operations and decision-making. Knowledge of financial and budget consideration that impact the operations and decision-making. Ability to perform research, gather information, and make effective decisions. Knowledge of general business regulations. Knowledge of internal policy development. Knowledge of general risk management practices. Knowledge of current communication software and devices. Ability to use clear, effective communication practices both verbally and in writing. Ability to exercise discretion and tact in communication. High level of skill in managing content, timing, and audience for communications. Knowledge of position, roles and responsibilities. Ability to listen and provide appropriate feedback. Ability to understand employee needs and concerns. Knowledge of key factors impacting employee engagement. Knowledge of methods to enhance diversity, equity, and inclusion. Knowledge of payroll regulations and best practices. Knowledge of IRS and DOL regulations governing benefit plans. Ability to learn and operate HRIS software systems. Ability to implement complex rules and regulations in a consistent manner. Managerial Competencies/Skills: Ability to recognize and analyze complex operational/administrative or fiscal problems, and to recommend and implement solutions. Ability to work collaboratively and create a team environment that resolves problems and implement solutions in an environment that fosters system -wide continuous improvement. Ability to recruit, select, supervise, plan, direct, and evaluate the work of professional, administrative, and clerical employees. Ability to provide developmental opportunities for future succession planning and skill enhancement. Ability to conduct effective meetings Ability to initiate, plan, develop, coordinate, and implement system wide programs. Highly effective project management skills. Highly effective interpersonal, active listening, negotiation, and conflict resolution skills. Ability to respond appropriately to and manage crisis situations. Oakland Community Health Network's Core Competencies: Interacting with others in a way that gives them confidence in one's intentions and those of the organization; demonstrating loyalty to the organization and its mission and values; maintaining social, ethical, and organizational norms; firmly adhering to codes of conduct and ethical principles. (Integrity/Building Trust) Making customers and their needs a primary focus of one's actions; developing and sustaining productive customer relationships, recognizing that the ultimate customer is the person served. (Customer Focus) Actively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application. (Continuous Learning) Setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence in addition to consciously adopting organizational standards of excellence. (Work Standards) Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message. (Communication) Additional Information (Travel required, physical requirements, on-call schedules, etc.): Must have available means of transportation to and from OCHN and for required offsite meetings or site visits. Must be available for meetings and events which may occur outside of standard office hours. Work performed primarily in an office environment. Hybrid (onsite/remote) work schedule available. The ideal candidate must be able to complete all physical requirements of the job with or without a reasonable accommodation. OCHN is committed to building a diverse team and fostering an inclusive and equitable culture. We are proud to be an equal opportunity employer that embraces and encourages our employees' differences. This includes (but is not limited to) ability, age, color, family type, gender expression and identity, individual expression, medical conditions, national origin, pregnancy, race, religion, sexual orientation, veteran status, and all other diverse and wonderful characteristics.

Job Description: Contract HR Consultant (Part -Time) Onsite 3 days a week. Duration: Contract We are seeking a skilled HR Consultant to join our team on a contract basis in Troy, Michigan. The ideal candidate will have expertise in ADP, recruiting, onboarding, Excel, training, development, compensation analysis, and HR strategy. Key Responsibilities: - Manage full-cycle recruitment processes, including sourcing, interviewing, and onboarding new hires. - Utilize ADP for HR operations and payroll management. - Conduct training sessions and development programs for employees. - Perform compensation analysis to ensure competitive and equitable pay structures. - Develop and implement HR strategies aligned with business goals. - Maintain and update HR data and reports using Excel. - Provide expert advice on HR best practices and compliance. Qualifications: - Proven experience as an HR Consultant or similar role. - Proficiency with ADP systems. - Strong recruiting and onboarding skills. - Advanced Excel capabilities. - Experience in training, development, and compensation analysis. - Strategic thinking and problem-solving abilities. - Excellent communication and interpersonal skills. Application Process: Interested candidates should submit their resume and a cover letter outlining their relevant experience and qualifications.

Fraunhofer USA, Inc. , a non-profit Research and Development Organization, is seeking a Director of Human Resources and Central Services

- HR Business Consultant (**********) **** HR Business Consultant **Description** : Under minimal direction, this role uses independent judgment to apply extensive knowledge of human resources performance practices, policies, procedures, and services to support Detroit Medical Center objectives. Ensures that the human resources needs of internal and external customers are met. Enables internal customers to effectively connect people and business strategies. Models customer service and continuous learning to management team. Anticipates opportunities to improve the effectiveness and efficiency of HR services delivery. 1.Develops positive relationships and partnerships with customers and peers. 2.Generates innovative ideas and applies change best practices to ensure desired impact of key initiatives. 3.Creates a team environment in which information flows freely and decision-making is based on a win-win philosophy. 4.Constantly focuses on the continuous improvement of services and processes. 5. Responds to customers needs in a manner that provides added value and generates significant customer satisfaction. 6. Demonstrates the ability to determine key needs, diagnose and address problems and monitor progress with important initiatives and activities. 7.Maintains a working knowledge of applicable Federal, State and local laws and regulations, the Corporate Compliance Program, Code of Ethics, as well as other policies and procedures in order to ensure adherence in a manner that reflects honest ethical and professional behavior. 8.Applies accepted research/analysis methodologies in order to gather information, compile data results, interpret data and analyze trends. Utilizes intermediate statistical, mathematical and computer skills in analysis and reporting of data to management or interested parties. 9.Develops, obtains, and/or administers training programs to educate administration, managers, staff and peers on policies, processes, and procedures. 10. Coordinates, implements and administers policies and programs encompassing aspects of HR to include compensation, employee relations, benefits and training. 11. Consults, advises and recommends methods, processes and actions to employees, management and administration concerning employee relations matters. 12. Works closely with Compensation staff in reviewing special compensation requests, including job evaluations, job descriptions and other elements related to job structure. 13.Demonstrates flexibility in applying different approaches to changing work demands 14. Proactively seeks performance feedback and identifies approaches to improve own and others performance and learning. 15.Develops and maintains a thorough knowledge and understanding of customer organizations. 16. Behaves in accordance with the Mission, Vision and Values of DMC. Leadership/Consultant Competencies: Visionary Leadership-Strategic perspective used to guide daily operation 1.Focuses on strategies and mission of the hospital and educates staff on strategic planning cycle. 2.Incorporates current and future best practices in healthcare into daily operating practice. 3. Identifies, plans, and executes needed change within areas of responsibility. Customer-Focused Leadership- 4.Establishes and maintains positive customer relationships. 5.Role models the customer service standards (Respect, Courtesy, Ownership, privacy, Professionalism, Responsiveness). Interaction Skills- 6.Conveys appropriate messages to diverse audiences, customers, and staff in a timely and effective manner. 7. Incorporates effective communication methods (listening, empathizing and paraphrasing). 8. Builds positive, collaborative relationships while seeking resolution to business challenges Positive Work Environment- 9.Provides regular, timely and specific feedback on staff performance through established performance evaluation process. 10. Flexible, approachable, open to feedback from staff, peers and manager. 11.Assesses and leverages staff skill sets and potential to optimize individual and department productivity. 12. Provides appropriate strategies and resources for staff developmental growth. Self Development- 13.Maintains balance by learning growing, flexing, and adapting. 14.Uses effective coping skills to manage daily challenges and unplanned stresses Accountability- 15.Sets realistic objectives for staff, and monitors progress. 16. Demonstrates fiscal responsibility through budget management process. 17. Uses data-driven problem solving approaches. 18. Incorporates performance improvement tools (root cause analysis, plan do, check, act) and Establishes and maintains positive customer relationships. [BRASSRING IMPORT 10/6/16] **Qualifications** - Bachelors degree in Human Resources (or related discipline) or equivalent combination of education and experience as a HR Generalist or experiences in multiple disciplines of HR. Active certification as PHR, SPHR or GPHR preferred. Masters preferred in Human Resources or related field. - Five to seven years of progressively more responsible work experience in Human Resources and demonstrated knowledge in all areas of Human Resources. Previous experience in Labor Relations is preferred. [BRASSRING IMPORT 10/6/16] **Job** : Human Resources **Primary Location** : MI-Detroit **Hospital/Facility** : DMC Harper University/Hutzel Women's Hospital Job Type : Full-time Shift Type : Days **Job Number:** ********** **JOIN OUR TEAM** ***QUALITY CARE DELIVERED BY COMPASSIONATE PEOPLE*** We know it takes a special person to work in healthcare, and we are committed to providing our people with an enriching and rewarding environment. We deliver the resources, tools and support our employees need to serve our patients and customers in the best way possible - so we can create happier, healthier communities. ***COMMITTED TO DIVERSITY AND INCLUSION*** At Tenet, we believe in a diverse and inclusive environment, one that is grounded in our dedication to the health and well-being of all people. Respecting, nurturing and encouraging diversity of thought, background and experience contribute to positive work environments that result in exceptional patient care. We embrace diversity because it's our culture, and because it's the right thing to do.

* Posted 19-Nov-2024 (EST) * 47275 Sugarbush Rd, Chesterfield, MI 48047, US * 109,000-128,000 per year $109,000 - $128,000 depending on qualifications & experience * Salary * Full Time * *Full benefit package* Email Me This Job **CHARTER TOWNSHIP OF CHESTERFIELD** **DIRECTOR OF HUMAN RESOURCES (Full-Time)** Chesterfield Township, MI (population 45,376) - Chesterfield Township, located in Macomb County, Michigan, is seeking an experienced and strategic leader to serve as its next Director of Human Resources. Chesterfield Township offers a mix of residential charm and natural beauty with easy access to the Detroit metropolitan area. The Director of Human Resources is a key member of the Township's executive team, responsible for overseeing all human resources functions, including recruitment and selection, benefits administration, employee relations, labor negotiations, risk management, and employee training. This position is appointed by the Township Supervisor, with confirmation from the Board of Trustees. Working under the direction of the Township Supervisor, the Director plays a critical role in maintaining a professional and responsive workforce to effectively serve the community. In addition, this highly responsible position will work closely with the Township Supervisor to achieve the broad strategic goals of the Township. Chesterfield has 164 full-time, 10 permanent part-time and various, as needed, seasonal/staff employees. The Human Resources Department has 3 FTEs (including the Director). The township has 9 labor agreements, covering most of the full-time employees. The ideal candidate will have strong knowledge of HR best practices, public sector labor relations, and municipal budget management. Exceptional communication and interpersonal skills to effectively work with township leadership, staff, union officials, and the community are required. Minimum qualifications include: • A bachelor degree in Human Resources Management, Labor/Industrial Relations, Public Administration, Organizational Management, Criminal Justice, Psychology or a related field from an accredited college or university. • A minimum of five (5) years of human resources and/or labor relations experience, including experience in the negotiation and administration of labor agreements. Preferred qualifications include: • A master degree in a related field or a Juris Doctor from an accredited law school. • Previous human resources and/or labor relations experience in the public sector. • Certification(s) in human resources and/or labor relations. The salary range is $109,000 - $128,000, based on qualifications and experience (DOQE) and the position will be offered an employment agreement. Chesterfield offers a comprehensive benefits package and is committed to being an equal opportunity employer. Interested candidates are encouraged to apply by December 12, 2024. For questions, contact Jaymes Vettraino, ****************************. You must select a location. You must select an education status answer. You must select a seeking status answer.

Job Description MyHealth Urgent Care is looking for a dynamic and experienced Director of Human Resources to join our team! We have 10 locations in Macomb/Oakland county. Human Resources: Develop and implement HR strategies aligned with the organization's goals and objectives Serve as a strategic advisor to senior leadership on all HR matters Analyze HR metrics to inform decision-making and improve workforce planning Oversee the full-cycle recruitment process, including sourcing, interviewing and onboarding Foster a positive workplace culture that promotes employee engagement and well-being Implement initiatives to improve employee satisfaction and retention Design and oversee performance evaluation systems and processes Provide guidance to managers on setting goals, delivering feedback, and managing performance Lead efforts to recognize and reward high-performing employees Qualifications: Bachelor's degree in Human Resources, or a related field (preferred) Experience in human resources Excellent communication, leadership and problem-solving skills Salary: Up to 80k per year Benefits: Health Insurance Dental/Vision Insurance 401(k) Life Insurance Paid Time Off

19 Nov 2024 ** Director of Finance/Human Resources** * Administrative * Posted 1 week ago Director of Finance/Human Resources Reports To: President FLSA: Exempt Pos Type: Full-Time Loyola High School is seeking a highly skilled and experienced Director of Finance/Human Resources to oversee and manage the institution's human resources and financial operations. This key leadership role combines strategic HR management with oversight of the school's financial health. The Director will ensure that Loyola High School maintains a positive work environment, complies with all regulatory requirements and operates with financial integrity and sustainability. This individual will be responsible for developing, implementing, and monitoring policies and procedures related to finance and HR, as well as providing expert advice and support to the administration, faculty, and staff. **Key Responsibilities:** Manage Finance/Human Resource department personnel. **Finance:** * **Budget Development & Oversight:** Develop and manage the annual school budget in collaboration with the president and senior leadership team. Monitor expenses and revenues to ensure financial stability. * **Financial Reporting:** Prepare and present regular financial reports to the school President and Board of Trustees, highlighting key metrics, variances, and financial trends. * **Accounting & Auditing:** Oversee all aspects of the school's accounting function, including payroll, accounts payable/receivable, financial reconciliation, and year-end audits. * **Fund Management:** Manage the school's endowment restricted and unrestricted funds, and ensure they are used in accordance with donor intent and school policy. * **Internal Controls & Policies:** Develop and enforce financial policies and internal control to safeguard the school's financial assets and ensure efficient operations. * **Strategic Planning:** Collaborate with senior leadership to develop long-term financial strategies and assist with long-term planning related to tuition, grants, and fundraising. **Human Resources:** * **Recruitment & Staffing:** Oversee the recruitment, hiring, and onboarding process for faculty and staff to ensure the school attracts and retains top talent. * **Employee Relations:** Serve as a resource for faculty and staff regarding HR policies, benefits, conflict resolution and performance management. * **Compliance Regulations:** Ensure compliance with federal, state, and local labor laws, as well as school-specific policies and procedures. * **Professional Development:** Support faculty and staff development through training, mentorship, and growth opportunities aligned with the school's mission. * **Compensation & Benefits:** Oversee the administration of employee compensation and benefits program, including health insurance, retirement plans, and other perks. * **Performance Management:** Lead the performance evaluation process for all employees, providing guidance to president, principal and supervisors. **Collaboration & Leadership:** * Serve as a key member of the senior leadership team providing strategic advice on financial and human resource financial matters. * Foster a positive school culture by working collaboratively with faculty, staff, students, and parents. * Maintain transparent communication with the president, Board of Directors, and Board of Members regarding the school's human resources and financial status. * Ensure that HR and financial systems are aligned with the school's mission and values, and that operational efficiencies are maintained. **Qualifications:** * **Education:** Bachelor's degree in Finance, Business Administration, or Human Resources related field. Master's degree or relevant certifications (e.g., SHRM-SCP, CPA) preferred. * **Experience**: At least 7 - 10 years of progressive experience in human resources and financial management, preferably in a non-profit educational setting. Previous leadership experience is preferred. **Skills & Abilities:** * S trong knowledge of HR and financial regulations, best practices, and compliance requirements. * Excellent communication, interpersonal, and organizational skills. * Demonstrated ability to lead, motivate, and support teams in both HR and finance functions. * Proficiency in financial software (e.g., QuickBooks, NetSuite) and HRIS systems. * High level of confidentiality, professionalism, and ethical standards. **Personal Characteristics:** * Commitment to the values and mission of Loyola High School, including its Jesuit tradition of education. * A collaborative, hands-on leader with the ability to work effectively with a diverse community. * Strong problem-solving skills and the ability to handle sensitive and complex situations with discretion. * Detail-oriented with the ability to think strategically about both human resources and financial matters. **Application Process:** First round of applications will be reviewed on **December 2, 2024.** Interested candidates should submit a cover letter, resume, and contact information for three professional references. Applications can be submitted via email to Mr. David Anderson (*****************************). **Loyola High School is an equal opportunity employer and encourages applications from all qualified individuals.** To apply for this job **email your details to** *****************************

About Centria Healthcare Every child deserves the brightest future and Centria Autism Services is on a mission to help children with Autism Spectrum Disorder (ASD) have the best developmental experience possible while acquiring the skills to succeed in the world on their own terms. Too many children with ASD are untreated or undertreated and Centria is committed to reaching every child in need and their families with interventions based on the principles of Applied Behavior Analysis that meet - and exceed -- best practices. Our Optimal Outcomes Model(TM) looks at the whole-child, engages families in aspirational treatment planning and leverages team-based care to allow BCBA's to focus on clinical issues and support Centria's dedication to quality, family satisfaction and developmental outcomes. Founded in 2009, Centria now operates in 13 states and is working hard to develop approaches to sustain quality while reaching tens of thousands of children across the country; we use data-driven analytics and sophisticated software platforms to constantly evaluate our quality and performance, and develop new approaches to supporting our clients and their families on their journey. Position Summary The Manager of HR Operations will be vital in overseeing critical HR functions and ensuring seamless program execution across the organization. This position is responsible for managing and enhancing programs related to workers' compensation, benefit administration, unemployment administration, leave of absence management, ADA management, and HRIS administration. The Manager of HR Operations will also lead a team of three HR professionals, ensuring that all projects and team activities align with the company's business goals and standards for excellence. As a resource to everyone, the Manager of HR Operations will be responsible for building successful working relationships with team members and leaders companywide to ensure that their needs are heard and that the systems we implement enable us to do our best work. This role will serve as an ambassador of culture and continuously look for ways to weave our values into our methods of operation. Duties and Responsibilities Team management and individual contribution Directly manage and mentor HR team members and leaders around all areas of company policy and practice, benefits administration, plan setup, vendor integrations, team member education and enrollment (annual and monthly), and benefit issue resolution; HR labor law and regulatory compliance; risk management and worker compensation; unemployment administration; offboarding, onboarding of Resource Center (corporate) team members; and HRIS maintenance, enhancements, and buildout to support company initiatives and needs. Maintain team member data in HRIS and other systems, work with IT, Behavior Technician Onboarding, Clinical Onboarding and Credentialing, and PDN/Rehab Onboarding, as well as business partners, to derive best practices in data management for optimal business use, security, and system access, including annual security audits and user provisioning. A key part of this role will be setting up new integrations and ensuring existing integrations are running without issue. Identify and negotiate the resolution of issues, escalating as necessary while ensuring task completion according to established timelines. Provide guidance and coaching to team members in developing and delivering programs and tools. Provide hands-on leadership to ensure deadlines are met and key deliverables are accurate. Facilitate team and one-on-one meetings to cascade crucial communication elements and work through escalations. Build a team of HR professionals to deliver accurate and timely service to the broader HR team and continually drive improvements in the teams performance. Manage processes to streamline operations; clarify, research, communicate, and document the requirements of requests/issues; track and manage questions, concerns, and requests to ensure timely and agreed issue resolution in management of positive stakeholder experiences; escalate issues and risks to ensure appropriate resolution strategies are employed; assist in identifying and analyzing risk mitigation tactics. Cultivate trusted partnerships with leaders to promote collaboration, solve problems and ensure effectiveness and process efficiency. Prepare and participate in preparing staff development plans, performance appraisals, and assessing skills necessary to achieve work objectives. Instill a strong team member-focused mindset within the team to ensure adherence to service agreements and deliver an exceptional experience to team members at all levels. Programs, Policy, and Procedure Verify Centria is up to date with all HR policies and compliance, especially in California, ensuring language in policies/philosophies is inclusive and easy for team members to adopt and understand. Manage metrics and track/evaluate the performance of programs, services, and initiatives. Ensure plans/programs adhere to appropriate policies and regulations. Serve as an operating model advocate, helping ensure all HR function perspectives are incorporated into new processes, policies, and transactions. Model behaviors that support the company's common purpose; ensure team members are supported at the highest level. Compliance Work with the Legal Team and senior executives to ensure compliance with labor, OSHA and HIPAA, and all other applicable regulations. Completion of key HR reports, including but not limited to ACA filing, EEO-1 filing, BLS surveys, and other payor or government-required reporting activities. Ensure there are both processes and technology that support our compliance to all local, state, and federal employment laws. Project Management Develop, manage, and execute a master project plan to capture and align all key HR milestones and project activities with other organizational initiatives, track progress, and escalate issues and risks. Recommend actions and exercise discretion regarding key business processes; show initiative and act independently to resolve problems, manage multiple priorities, and follow through on projects/tasks to completion. Lead the Performance Management activities, including Goal Setting, Performance Reviews, Organizational Assessment/Talent Reviews, Merit Process Planning and execution, and ongoing offerings in support of a strong performance management function to continue to elevate our business while achieving our mission. Manage project scope and timeline by applying standards and reporting mechanisms; actively partner with committees and other department leaders to understand how to drive success and execution to meet company initiatives. Lead the team member engagement activities, including the life cycle survey and engagement survey process, provide guidance on action plans, assist in conducting root cause analysis to identify gaps, and advise leaders on executing action. Present at and attend meetings with internal partners to ensure alignment, compliance, and success to the business unit and overall company goals. Collaborate with business partners on implementing evaluation and success measurement strategies. Compliance with Centria's Code of Conduct, policies and procedures, and Federal and State laws. Responsibility to report violations of Company policies or the Code of Conduct. This role is responsible for: Leading and maintaining staff by interviewing, selecting, orienting, and training team members; Ensuring the daily functions of the department are completed by communicating job expectations; planning, monitoring, and appraising job results; Managing, coaching, and developing a high-performing team that meets agreed objectives and delivers best practice results, added value, and continuous improvements; Consistently promote high standards through personal example and roll out through the team so that each team member understands the standards and behaviors expected of them. Pay Range $105K - $115K plus bonus Qualifications Education Bachelor's degree in Human Resource Management or Bachelor's degree in Business Administration and 9-12 years in Human Resources experience or 11-14 years of directly related HR experience in place of a bachelor's degree Society for Human Resource Management (SHRM), Society for Human Resource Management - Certified Professional (SHRM-CP), Profession in Human Resources (PHR), or Senior Profession in Human Resources (SPHR/SHRM-CP), preferred Work Experience 7-10 years of directly related HR experience (Benefits, Unemployment Administration, Workers Comp, Onboarding, Offboarding, HRIS, and HR Regulatory Compliance) 10+ years' experience working with Human Resource Information Systems (HRIS) (Kronos and UKG experience preferred, etc.), implementation experience highly preferred Previous management experience of 3+ years with 3+ direct reports required Experience in Change Management and Project management, collaborating with other departments and stakeholders on changes that impact the team member experience, retention, and turnover Equipment and Technology Requirements Proficiency in computer skills Proficiency using laptop/desktop PC Proficiency in Microsoft Suite (Word, Excel, PowerPoint) Proficiency in G Suite (Gmail, Drive, Docs, Sheets, Google Meet) HRIS platform expertise Other Competency Requirements Ability to follow written instructions Ability to use computers and computer/software programs Ability to communicate expressively and receptively Knowledge and Skills Shows flexibility and tolerance for ambiguity and varying priorities; Effective communication skills, both written and verbal, with internal and external stakeholders; Ability to build rapport with team members, leaders, and vendors to explain complicated information in an approachable and easily understood manner, effectively handle challenging phone conversations, and represent the Centria brand; Ability to organize, prioritize, and handle multiple tasks, adhere to established deadlines, and produce work that consistently meets or exceeds team benchmarks; Proven adaptability with a willingness to work both collaboratively and individually to achieve desired business outcomes; Excellent interpersonal and listening skills; Aptitude for applying critical thinking and problem-solving skills; Demonstrated strong work ethic with attention to detail, accuracy, and quality. Working Conditions Centria's office hours are Monday through Friday from 8:30 AM - 6:00 PM. Centria is operational 24/7 Additional time or occasional shift in schedule may be required to complete the above work or meet company objectives. Physical Demands While performing the duties of this job, physical requirements such as bending, reaching, lifting, pushing, or pulling up to 30 pounds may be required. This role will require sitting most of the day as well as walking and standing periodically. This role may require close visual acuity on computer screens or monitors and the ability to analyze data and figures on a screen. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, Veteran status, or disability status. This is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities, or working conditions associated with the position. Centria reserves the right to amend this job description at any time, with or without written notice.

Director of Human Resources Dedicated Passionate Accountable Respectful Who We Are The Children's Center is home to many specialized clinical services. We lead the way in working with children who struggle with behavioral, emotional, educational, intellectual and developmental challenges or may have experienced trauma. We treat the whole child, looking at more than a single issue so we can provide the best, most comprehensive integrated care. We examine barriers in the home, school and community, working with the family who raises them and the organizations that support them. A champion for our children Our vision reflects our community's changing needs for providing care and our evolving position as a leading authority on children's mental /behavioral health and child welfare: To champion the never-ending quest for providing the best care, helping children learn to self-advocate once they're outside the comfort of our walls, and get them on the road to a happier, more fulfilling childhood. The Role Join The Children's Center team! We are looking for our next great team member to leader our most important asset-our people! We are looking for a highly qualified, results driven Director of HR to lead a 5 person HR department and be a strategic partner to our leadership team. You will be responsible for our workforce management strategy, HR department functional oversight, managing the talent on your team and supporting the TCC team and leadership in all things HR. Our New Team Member Will Be: Personally accountable; Metrics driven; Rooted in a can do attitude; Mentally agile able to adapt to changing circumstances; Collaborative and get energy from working with others; A learner and enjoy staying abreast of both profession and industry; An influencer and a good example to others; A builder of relationships; Open to all perspectives and ways of thinking-be non-judgmental Resourceful; Possess a spirit of continuous improvement; Qualifications Master's Degree in HR or business related field. MBA preferred. 10+ years building and leading an HR team. 5+ years' experience as a strategic partner. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.

ABOUT FILSON AND SHINOLA In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available. Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service. At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy-in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you'll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand. ABOUT THE ROLE The Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts. This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices. Key Responsibilities Working closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses. Understand the company's strategy and goals and translate those goals into useful HR objectives that support the business strategy Represent the business unit's talent interests within the organization and support leaders in the identification of talent risks Provide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability. Align the organizational structure with the strategic objectives of the organization/business Contribute to the design and development of critical HR metrics and assess how trends impact the organization Represent the mission, vision and values of the enterprise and design HR programs to help support the organizational culture Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review Assists leaders with crafting and following individual development plans Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary. Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies. Building High Performing Teams and Leading Change Provide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives. Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned. Ensure independent and open communication amongst all constituencies. Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders. Lead and manage in a vital, growing, and powerful organization within the local community. Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action. Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments. Review performance and progress on a regular basis to ensure the team is achieving results. Supervisory Responsibility Supervises HR business partners and generalists. QUALIFICATIONS Ten (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required. Bachelor's degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis. SHRM-CP or SHRM-SCP is preferred. Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws. Demonstrable track record as a strong partner to the business Demonstrable knowledge of employment law, compliance and policy development and implementation Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization Proficient in Microsoft Office Ability to facilitate meetings and training sessions Proven sensitivity to confidential materials/issues Comfortable dealing with ambiguity and responding to changing business conditions/needs Proven track record of accurate and timely work product Can work in an ambiguous environment Player-Coach: Can do the work as well as oversee the work Ensures that all Team Members work product is high quality Long hours and travel may be expected at times Ability to provide empathy and build relationships with team members Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization. Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated. With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.

AND SHINOLA In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available. Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service. At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy-in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you'll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand. ABOUT THE ROLE The Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts. This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices. Key Responsibilities Working closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses. Understand the company's strategy and goals and translate those goals into useful HR objectives that support the business strategy Represent the business unit's talent interests within the organization and support leaders in the identification of talent risks Provide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability. Align the organizational structure with the strategic objectives of the organization/business Contribute to the design and development of critical HR metrics and assess how trends impact the organization Represent the mission, vision and values of the enterprise and design HR programs to help support the organizational culture Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review Assists leaders with crafting and following individual development plans Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary. Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies. Building High Performing Teams and Leading Change Provide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives. Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned. Ensure independent and open communication amongst all constituencies. Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders. Lead and manage in a vital, growing, and powerful organization within the local community. Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action. Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments. Review performance and progress on a regular basis to ensure the team is achieving results. Supervisory Responsibility Supervises HR business partners and generalists. QUALIFICATIONS Ten (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required. Bachelor's degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis. SHRM-CP or SHRM-SCP is preferred. Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws. Demonstrable track record as a strong partner to the business Demonstrable knowledge of employment law, compliance and policy development and implementation Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization Proficient in Microsoft Office Ability to facilitate meetings and training sessions Proven sensitivity to confidential materials/issues Comfortable dealing with ambiguity and responding to changing business conditions/needs Proven track record of accurate and timely work product Can work in an ambiguous environment Player-Coach: Can do the work as well as oversee the work Ensures that all Team Members work product is high quality Long hours and travel may be expected at times Ability to provide empathy and build relationships with team members Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization. Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated. With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.