Human resources manager jobs in Carson City, NV - 41 jobs

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

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

Create a healthier, brighter future for pets, pet parents and people! If you want to make a real difference, create an exciting career path, feel welcome to be your whole self and nurture your wellbeing, Petco is the place for you. Our core values capture that spirit as we work to improve lives by doing what's right for pets, people and our planet. * We love all pets like our own * We're the future of the pet industry * We're here to improve lives * We drive outstanding results together * We're welcome as we are Petco is a category-defining health and wellness company focused on improving the lives of pets, pet parents and Petco partners. We are 29,000 strong and operate 1,500+ pet care centers in the U.S., Mexico and Puerto Rico, including 250+ Vetco Total Care hospitals, hundreds of preventive care clinics and eight distribution centers. We're focused on purpose-driven work, and strongly believe what's good for pets, people and our planet is good for Petco. Essential Job Functions: The partner must be able to perform all of the following duties and responsibilities with or without a reasonable accommodation: * Administer, interpret and communicate Human Resources policies and procedures throughout the Main and Regional distributions centers to maintain compliance with all applicable laws and regulations. Determine local policies and practices for Distribution Center associates. * Oversee the payroll and accounts payable functions at the Distribution Center; ensure compliance with governmental regulations. * Oversee recruitment and manage the development and retention of a talented and balanced workforce. * Investigate and resolve employee relations issues. Counsel management on progressive discipline and other employee performance issues. Proactively promote good employee relations. * Provide benefit support including annual open enrollment and resolution of benefit issues. * Administer compensation programs including reviewing and revising job descriptions, monitoring pay plan progression and administering the performance and salary review process. * Administer Distribution Center safety program and workers' compensation issues; ensure compliance with governmental regulations. * Establish Associate training and development needs and implement and coordinate training programs. Education/Experience: * Bachelor's degree required. * 7+ years progressively responsible professional level Human Resources experience. * Excellent interpersonal skills and general working knowledge of employment laws/regulations, compensation administration, training and development, benefits, and health and safety. Note: Current responsibilities are impacted by company and team priorities that may have evolved from what is displayed in the Workday job profile. The description provides general job duties and requirements, but the partner's manager may assign additional responsibilities or tasks depending on business needs. #LI-AT2 #CORP Petco Animal Supplies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or any other protected classification. To translate this webpage to Spanish or other languages on your internet browser click the translate button to the right of your browser address bar. Additional instruction can be found here: ************************************************************************************ Para traducir esta página web al español u otros idiomas en su navegador de Internet, haga clic en el botón de traducción a la derecha de la barra de direcciones de su navegador. Puede encontrar instrucciones adicionales aquí: ************************************************************************************

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

At Polaris Inc., we have fun doing what we love by driving change and innovation. We empower employees to take on challenging assignments and roles with an elevated level of responsibility in our agile working environment. Our people make us who we are, and we create incredible products and experiences that empower us to THINK OUTSIDE. In this role, you will be part of the HR team supporting our rapidly evolving supply chain division of Polaris housed in the Parts, Garments and Accessories Division. This role is the sole leader for the PG&A Distribution Center in Fernley, NV and Pro Armor MFG in Corona, CA where you will have HR business partner support responsibility for the facility while partnering with the Operations Leadership. This role requires experience in a broad range of HR functions including: recruitment and selection, talent management, compensation and benefits, training and development, change management, and employee relations. In addition, this role requires the confidence and skillset to work independently to creatively problem solve and drive results for HR business priorities. The HR Generalist should be a proactive communicator and change agent who can balance employee needs with business objectives to create integrated solutions. ESSENTIAL DUTIES & RESPONSIBILITIES: Ensure HR functional excellence in core processes such as compensation and benefits, talent acquisition, employee engagement, and organizational development Manage staffing and onboarding of new hires Play a key role in continuous improvement activity, both in implementing new and improving existing HR / talent processes Analyze and interpret data as required to support HR strategy (organization fitness metrics) in core functional areas (retention, span and layers, compliance, diversity, etc.) Support hourly payroll activities Provide dedicated guidance and coaching to front line leaders and warehouse employees including HR Fundamentals and Process Training, Employee Relations Management, Performance Management, Career Development, and Workplace Investigations as appropriate Maintain visibility and active presence, providing daily support and communication at all employee levels Partner with the business to drive accountability around employee performance standards including in the areas of productivity, safety, and quality. Identify employee and organizational needs on an on-going basis and coach management to respond to these needs Facilitate change, lead strategic initiatives, and successfully manage complex projects Develop and lead processes to identify, attract, reward, develop and retain a high-quality workforce Establish a development focused culture that enables succession planning and retention of high potential talent Continue to drive a positive work environment and high employee engagement, including issue resolution, training, development, and coaching Lead and council leadership on employee relations issues and corrective action steps in disciplinary issues Ensure management consistency and compliance to federal and state employment laws Represent Polaris in the community and foster positive community relations (community involvement) Assist with other HR special projects or initiatives as needed SKILLS & KNOWLEDGE Bachelor's Degree in Human Resources or a related field required; Masters' degree in Human Resources or related field, or MBA, preferred 3+ years of progressive experience in Human Resources required Previous experience supporting distribution, warehousing, or manufacturing preferred Understanding of core HR processes, employment laws and related procedures Sound judgment with the ability to integrate HR practices into business processes Excellent verbal and written communication skills, with a demonstrated ability to build credibility with executive management, operations leadership, and employees Customer focused and excellent problem-solving skills Strong leadership and influencing skills - Ability to lead white-space processes & projects Excellent interpersonal skills and effective organizational and planning skills. Ability to effectively manage conflict Advanced knowledge of Microsoft Office & experience with HRIS system-based software required WORKING CONDITIONS Warehouse and office environments. To qualify for this position, former employees must be eligible for rehire, and current employees must be in good standing. We are an ambitious, resourceful, and driven workforce, which empowers us to THINK OUTSIDE. Apply today! At Polaris we put our employees first, by offering a holistic approach to their health and financial wellbeing. Polaris is proud to offer competitive compensation, including a market-leading profit-sharing plan that is fundamental to our pay-for-performance culture. At Polaris, employees are owners of the company through company contributions to our Employee Stock Ownership Plan and discounted employee stock purchases plan. Employees receive a generous matching contribution to 401(k), financial wellness education and consultation to plan for their financial future. In addition to competitive pay, Polaris provides a comprehensive suite of benefits, including health, dental, and vision insurance, wellness programs, paid time off, gym & personal training reimbursement, life insurance and disability offerings. Through the Polaris Foundation and our Polaris Gives paid volunteer time off, we support employees who actively volunteer their time, efforts, and passions to improve the health and wellbeing of the communities in which they live, play and work. Employees at Polaris drive our success and are rewarded for their commitment. About Polaris As the global leader in powersports, Polaris Inc. (NYSE: PII) pioneers product breakthroughs and enriching experiences and services that have invited people to discover the joy of being outdoors since our founding in 1954. Polaris' high-quality product line-up includes the Polaris RANGER , RZR and Polaris GENERAL™ side-by-side off-road vehicles; Sportsman all-terrain off-road vehicles; military and commercial off-road vehicles; snowmobiles; Indian Motorcycle mid-size and heavyweight motorcycles; Slingshot moto-roadsters; Aixam quadricycles; Goupil electric vehicles; and pontoon and deck boats, including industry-leading Bennington pontoons. Polaris enhances the riding experience with a robust portfolio of parts, garments, and accessories. Proudly headquartered in Minnesota, Polaris serves more than 100 countries across the globe. *************** EEO Statement Polaris Inc. is an Equal Opportunity Employer and will make all employment-related decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, marital status, familial status, status with regard to public assistance, membership or activity in a local commission, protected veteran status, or any other status protected by applicable law. Applicants with a disability that are in need of an accommodation to complete the application process, or otherwise need assistance or an accommodation in the recruiting process, should contact Human Resources at ************ or ****************************** . To read more about employment discrimination protection under U.S. federal law, see: Know Your Rights: Workplace Discrimination is Illegal (eeoc.gov) .

Why Bally's? Bally's Corporation (NYSE: BALY) is a global casino-entertainment company with a growing omni-channel presence. Bally's owns and operates 19 casinos across 11 states, along with a golf course in New York and a horse racetrack in Colorado, and holds OSB licenses in 13 jurisdictions in North America. The acquisition of Aspers Casino in Newcastle, UK, expands its international reach. It also owns Bally Bet, a first-in-class sports betting platform, Bally Casino, a growing iCasino platform, Bally's Interactive International division (formerly Gamesys Group), a leading global interactive gaming operator, and a significant economic stake in Intralot S.A. (ATSE: INLOT), a global lottery management and services business. With 11,500 employees, its casino operations include approximately 17,700 slot machines, 630 table games, and 3,950 hotel rooms. Bally's also has rights to developable land in Las Vegas at the site of the former Tropicana Las Vegas. The Role: The HR Manager will oversee all aspects of human resources, including employee relations, talent acquisition team member engagement, and customer service Responsibilities: * Responsible for supervising and managing members of HR staff. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives. * Identifies and develops strategies for turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness and performance management issues. * Manages and resolve employee and/or labor relations issues. Conducts effective, thorough and objective investigations in cases of complaints, harassment, employee concerns or EEOC issues. * Assist with establishing and managing monthly budget reconciliations, P&L review, and approving departmental purchasing. * Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results with operational departments, to include understanding the organizational structure and need of each area. * Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations and internal policy/procedure. * Maintains current knowledge of HR policies, programs, laws and regulations and ensure full compliance with all State regulations * Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of department customer service goals. * Responsible for ensuring the compliance with all regulatory compliance within area of responsibility and reporting potential issues to Executive Management / GM. * Maintains strict confidentiality in all departmental and company matters Supervisory Responsibilities: * Responsible for staff development and training programs. * Responsible for rewards and recognition program to maximize employee engagement. * Evaluates team members within department and delivers constructive feedback to employees in regards to performance. * Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs. * Determines work procedures and expedites workflow. * Responsible for employee performance (disciplining, coaching, counseling). Qualifications: * Bachelor's degree (B.A./B.S.) in human resources management or related field from four year college or university; minimum four years' experience in human resources, with a minimum of two years at a leadership level or equivalent combination of education and experience. * PHR or SPHR professional certification preferred. * Must have excellent organizational and written and verbal communication skills. * Proficient in Microsoft Office Products (Word, Excel, Outlook, Teams) * Ability to write reports, business correspondence, and procedure manuals. * Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. * Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner. What's in it for you: * Competitive Salary with annual performance reviews * Comprehensive health coverage plan that includes medical, dental, and vision * 401(K)/ Company Match * Employee Stock Purchase Plan * Access Perks and Childcare discounts Target Salary Range: ($80,000 - $90,000 DOE) Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

IGT, where innovation meets entertainment on a global scale! We've recently leveled up-IGT Gaming and Digital have joined forces with Everi, creating a powerhouse in the world of gaming, digital experiences, and fintech solutions. From the casino floor to your mobile screen, we're all about delivering thrilling, responsible, and unforgettable gaming experiences. Whether it's spinning reels, placing bets, or powering secure payments, we bring the fun-backed by serious tech, deep player insights, and a passion for innovation. With a team of over 7,000 and a presence in 100+ countries, we're not just global-we're locally legendary. Our teams work closely with regulators, governments, and partners to ensure we play by the rules while pushing the boundaries of what's possible. If you're ready to bring your talent to a team that's shaping the future of entertainment, your next big move starts here. For more information, please visit *********** or ************** Overview IGT is seeking an experienced interim leader to oversee our People Operations (HR Shared Services/Global People Services and HR Systems) team while we are searching for a permanent leader. This interim opportunity is expected to run at least 90 days, with 30 days advance notice before the opportunity concludes; likely following a successful transition to the permanent leader. This role can be a temporary employee of IGT or a contractor, depending on the preferences of the selected candidate. Work Location: Unlike the full time permanent role, this interim role can be located anywhere in the United States, with occasional travel to Las Vegas, Nevada. What You'll Do: * Lead the Global People Services team across the company, driving excellence in HR processes, transactions, employee service, employee experience, and systems * Consolidate, configure and optimize HR systems across two merged companies, with an emphasis on value and employee self service * Enable greater HR efficiency, HR productivity, and general employee productivity Requirements What You Bring: * Bachelor's degree or equivalent experience * 10+ years of progressive HR shared services and/or HR Information Systems (HRIS) experience, in global, fast-paced, results-oriented environments * Experience setting up and optimizing new HR systems - SuccessFactors and/or ServiceNow strongly preferred * Direct experience leading a scalable HR shared service team and/or HR Information Systems team while reporting to the Head of HR in a global company (minimum 5 countries) with a minimum of 2,500 employees * Direct experience managing global HR employees outside North America * A healthy passion for details, processes, governance and quality * A strategic, change-oriented mindset with a bias for action and the ability to roll up your sleeves * Deep understanding of a combination of employee experience, employee processes/transactions, shared service centers and HR technology in a large, global company * Proven results upskilling teams and increasing HR productivity * M&A and/or transformation experience preferred What's In It For You: * The critical role in a major transformation, where your work will directly influence how we evolve post-merger and with the support of a private equity company * The ability to influence new systems, taking past learnings and using them at IGT to set up HR the right way * A culture that values progress over perfection, where creativity, adaptability, and collaboration are part of how we get things done * Competitive compensation with workplace flexibility #LI-CK1 At IGT, we believe compensation should reflect you-your unique background, skills, experience, and even where you work. That's why our starting compensation range is $7,000-$14,000/week USD. We also follow all local pay laws and collective bargaining agreements, so everything's above board.

Why Bally's? Bally's Corporation (NYSE: BALY) is a global casino-entertainment company with a growing omni-channel presence. Bally's owns and operates 19 casinos across 11 states, along with a golf course in New York and a horse racetrack in Colorado, and holds OSB licenses in 13 jurisdictions in North America. The acquisition of Aspers Casino in Newcastle, UK, expands its international reach. It also owns Bally Bet, a first-in-class sports betting platform, Bally Casino, a growing iCasino platform, Bally's Interactive International division (formerly Gamesys Group), a leading global interactive gaming operator, and a significant economic stake in Intralot S.A. (ATSE: INLOT), a global lottery management and services business. With 11,500 employees, its casino operations include approximately 17,700 slot machines, 630 table games, and 3,950 hotel rooms. Bally's also has rights to developable land in Las Vegas at the site of the former Tropicana Las Vegas. The Role: The HR Manager will oversee all aspects of human resources, including employee relations, talent acquisition team member engagement, and customer service Responsibilities: Responsible for supervising and managing members of HR staff. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives. Identifies and develops strategies for turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness and performance management issues. Manages and resolve employee and/or labor relations issues. Conducts effective, thorough and objective investigations in cases of complaints, harassment, employee concerns or EEOC issues. Assist with establishing and managing monthly budget reconciliations, P&L review, and approving departmental purchasing. Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results with operational departments, to include understanding the organizational structure and need of each area. Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations and internal policy/procedure. Maintains current knowledge of HR policies, programs, laws and regulations and ensure full compliance with all State regulations Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of department customer service goals. Responsible for ensuring the compliance with all regulatory compliance within area of responsibility and reporting potential issues to Executive Management / GM. Maintains strict confidentiality in all departmental and company matters Supervisory Responsibilities: Responsible for staff development and training programs. Responsible for rewards and recognition program to maximize employee engagement. Evaluates team members within department and delivers constructive feedback to employees in regards to performance. Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs. Determines work procedures and expedites workflow. Responsible for employee performance (disciplining, coaching, counseling). Qualifications: Bachelor's degree (B.A./B.S.) in human resources management or related field from four year college or university; minimum four years' experience in human resources, with a minimum of two years at a leadership level or equivalent combination of education and experience. PHR or SPHR professional certification preferred. Must have excellent organizational and written and verbal communication skills. Proficient in Microsoft Office Products (Word, Excel, Outlook, Teams) Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. Must have the ability to interact with guests, staff and colleagues and resolve problems and conflicts in a diplomatic and tactful manner. What's in it for you: Competitive Salary with annual performance reviews Comprehensive health coverage plan that includes medical, dental, and vision 401(K)/ Company Match Employee Stock Purchase Plan Access Perks and Childcare discounts Target Salary Range: ($80,000 - $90,000 DOE) Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Power your Future with Qualus as our Human Resource Business Partner. Our Human Resource Business Partner will be responsible for owning and executing important initiatives across various aspects of human resources, including benefits, payroll, HR compliance, organizational design, organizational development, compensation, performance management, training, and employee relations. You will collaborate with leaders and the U.S based HR team to understand business objectives and challenges and use data to inform potential solutions that propel our business forward! Responsibilities * Provides human resources guidelines and aligns human resource solutions to meet current and long-term business requirements. * Provides performance management guidance, and together with business leadership provokes positive changes in people management. * Collaborates with business leadership in developing plans for key talent while aligning with the company policy and business needs. * Partners with management to communicate and implement various Human Resources policies, procedures, standards, and government laws/regulations. * Identifies training and individual coaching needs in designated business units. * Works with business and HR leadership, within company guidelines, to resolve employee relations issues, and to conduct effective, thorough, and objective investigations. * Maintain accurate records and personnel files within HRIS system. * Manage all leaves of absences. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law * Provides support and guidance to Qualus parent company and leadership when complex, specialized, and sensitive questions and issues arise. * May be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. * Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. * Manage all workers' compensation claims & reporting requirements. Qualifications * Bachelor's degree in human resources or a related field, (SHRM, SPHR, etc is a plus) * 7-10 years of human resources experience as a HR Generalist or HR Business Partner * Specialized Knowledge, Certifications and Licenses: HR Certifications is a plus. Proficient with Microsoft Office Suite or related software * Excellent communication (verbal and written), people, and organizational skills * Great leadership and interpersonal skills to manage employee relations and change management initiatives. * Excellent knowledge of employment law and practices, various leave laws, discrimination laws, and compensation, specifically California-based laws. * Knowledge and experience in managing human resource programs, processes, administrative procedures, and compliance with government laws/regulations. * Demonstrated experience in implementing and managing HR projects/programs, and ability to influence and drive organization planning and execution at the unit level.Ability to interface with cross-functional disciplines; using excellent interpersonal skills to drive tasks to completion. * Great organizational skills, attention to detail, and ability to prioritize changing situations. * Great analytical and problem-solving skills * Ability to work independently with the ability to prioritize, multi-task and manage an ever-changing workload. * Ability to act with integrity, professionalism, and confidentiality. Benefits & Compensation Qualus benefits offered include Medical, Dental, Vision, Life Insurance, Short and Long-Term Disability, 401(k) match, Flexible Spending Accounts, EAP, Parental Leave, Paid time off, and Holidays, for those who qualify. The expected compensation range for this position is based upon several factors, including but not limited to education, qualifications, prior relevant work experience and work location. Company Overview Qualus is a leading pure-play power solutions firm and innovator at the forefront of power infrastructure transformation, with differentiated capabilities across grid modernization, resiliency, security, and sustainability. The firm partners with utilities, commercial, industrial, data center, and government clients, and renewable and energy storage developers, offering comprehensive solutions through boutique and integrated advisory, planning, engineering, digital solutions, program management, and specialized field services. Qualus also provides software and technology enabled services and develops breakthrough solutions for critical power industry challenges such as distributed and variable resource integration, emergency management, and secure data exchange. The firm has over 1,800 professionals, with offices throughout the U.S. and Canada. EEO At Qualus, we believe everyone has value; and that the diversity and inclusion among our teams is what sets us apart for optimal success. We put people first because we care. To view a copy of the Qualus Equal Opportunity and Affirmative Action Policy Statement, click here. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process, and need an alternative method for applying, please email **********************.

**Power your Future with Qualus** as our Human Resource Business Partner. Our Human Resource Business Partner will be responsible for owning and executing important initiatives across various aspects of human resources, including benefits, payroll, HR compliance, organizational design, organizational development, compensation, performance management, training, and employee relations. You will collaborate with leaders and the U.S based HR team to understand business objectives and challenges and use data to inform potential solutions that propel our business forward! **Responsibilities** + Provides human resources guidelines and aligns human resource solutions to meet current and long-term business requirements. + Provides performance management guidance, and together with business leadership provokes positive changes in people management. + Collaborates with business leadership in developing plans for key talent while aligning with the company policy and business needs. + Partners with management to communicate and implement various Human Resources policies, procedures, standards, and government laws/regulations. + Identifies training and individual coaching needs in designated business units. + Works with business and HR leadership, within company guidelines, to resolve employee relations issues, and to conduct effective, thorough, and objective investigations. + Maintain accurate records and personnel files within HRIS system. + Manage all leaves of absences. + Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law + Provides support and guidance to Qualus parent company and leadership when complex, specialized, and sensitive questions and issues arise. + May be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. + Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. + Manage all workers' compensation claims & reporting requirements. **Qualifications** + Bachelor's degree in human resources or a related field, (SHRM, SPHR, etc is a plus) + 7-10 years of human resources experience as a HR Generalist or HR Business Partner + Specialized Knowledge, Certifications and Licenses: HR Certifications is a plus. Proficient with Microsoft Office Suite or related software + Excellent communication (verbal and written), people, and organizational skills + Great leadership and interpersonal skills to manage employee relations and change management initiatives. + Excellent knowledge of employment law and practices, various leave laws, discrimination laws, and compensation, specifically California-based laws. + Knowledge and experience in managing human resource programs, processes, administrative procedures, and compliance with government laws/regulations. + Demonstrated experience in implementing and managing HR projects/programs, and ability to influence and drive organization planning and execution at the unit level.Ability to interface with cross-functional disciplines; using excellent interpersonal skills to drive tasks to completion. + Great organizational skills, attention to detail, and ability to prioritize changing situations. + Great analytical and problem-solving skills + Ability to work independently with the ability to prioritize, multi-task and manage an ever-changing workload. + Ability to act with integrity, professionalism, and confidentiality. **Benefits & Compensation** Qualus benefits offered include Medical, Dental, Vision, Life Insurance, Short and Long-Term Disability, 401(k) match, Flexible Spending Accounts, EAP, Parental Leave, Paid time off, and Holidays, for those who qualify. The expected compensation range for this position is based upon several factors, including but not limited toeducation, qualifications, prior relevant work experience and work location. **Company Overview** Qualus is a leading pure-play power solutions firm and innovator at the forefront of power infrastructure transformation, with differentiated capabilities across grid modernization, resiliency, security, and sustainability. The firm partners with utilities, commercial, industrial, data center, and government clients, and renewable and energy storage developers, offering comprehensive solutions through boutique and integrated advisory, planning, engineering, digital solutions, program management, and specialized field services. Qualus also provides software and technology enabled services and develops breakthrough solutions for critical power industry challenges such as distributed and variable resource integration, emergency management, and secure data exchange. The firm has over 1,800 professionals, with offices throughout the U.S. and Canada. **EEO** At Qualus, we believe everyone has value; and that the diversity and inclusion among our teams is what sets us apart for optimal success. We put people first because we care. To view a copy of the Qualus Equal Opportunity and Affirmative Action Policy Statement, click here. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process, and need an alternative method for applying, please email **********************. Submit Referral Submit Referral **Job Locations** _US-NV-Reno_ **ID** _2025-4384_ **Category** _Administration_ **Position Type** _Regular Full Time_ **Remote:** _No_ **Salary Range** _$85,000 - $110,000/year_

Job Title: HR Business Partner II (Reno Distribution) is working from our Distribution Center located in Reno, Nevada About Sally Beauty Holdings, Inc. At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon quality products at a value price. Beauty Systems Group, branded as Cosmo Prof or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers. Essential Function The HR Business Partner (HRBP) position is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions and formulates partnerships across their Regional Team to deliver value-added service that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and SBHs financial position, its midrange plans, its culture and its competition. Primary Duties 40% People: Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams. Active on LinkedIn and all digital networking platforms and social networks, possesses a strong network of external candidates to fill positions when required. Assess Field Leaders abilities to determine talent opportunities and their impact on performance. Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers. Assessing development needs from a business perspective and taking ownership for addressing them. Develop and implement tools to drive talent development. Provides guidance and input on business unit restructures, workforce planning and succession planning. Aligning the strategy, structure and culture to maximize the drive for business. Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities. Ensures that the Store Managers engage and develop their teams. Develop and implement tools to drive talent development. Builds strong working relationships with all business partners. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Use insights from the organization to improve talent and business outcomes. Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations. Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building. 30% Brand: Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores. Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor. Develops disciplines that drive behavior so all brand standards are met. Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention. Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions). 15% Safety/Loss Prevention: Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed. Analyzes and utilizes all available reporting. Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides HR policy guidance and interpretation. 15% Operations: Drives the execution of all company processes through training, management, analysis and continuous improvement. Review staffing levels to leverage payroll and overtime. Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS). Analyze and share out reporting on turnover and retention, ER trends, other HR KPIs, and monitor completion of training, performance appraisals and other Thrive programs. Partner with Regional Team on business objectives. Participants in regional meetings and calls regularly. Travel with Regional Director and team frequently to identify strengths and opportunities of the regions execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities. Knowledge, Skills and Abilities Bachelors degree and relevant industry experience. SHRM-CP or SHRM-SCP Certification. Minimum of 8 to 10 years experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Competencies / Attributes Talent Builder Drives all required activities in the talent development process; Interviews, Performance Appraisals, QPRs, and IDPs. Creates a diverse and inclusive team, actively encourages input from others and listens. Team Builder Driver of information sharing and collaboration. Actively demonstrates teamwork/collaboration within SBH. Builds and/or participates in effective teams and values the importance of having diverse thoughts and input from various sources. Can understand the successful outcomes when collaboration occurs. Effective Communicator Is emotionally astute when communicating and authentic to theiwn style/self; embraces EQ/Emotional Intelligence. Shares information in a timely manner, always encourages others to express their views and opinions to develop better outcomes. Results Driver Effective at driving and delivering plans, holds self and team accountable to a high standard to deliver objectives. Effective with time management, always focusing on the right priorities and uses resources wisely to drive the right result. Leads and motivates their team, adjusting strategies and plans where needed, demonstrates GRIT with a determination to succeed Problem Solver Decision Maker. Able to consume relevant data and information to understand business issues and makes recommendations and takes action. Considers the importance and impact of decisions against relevant factors including costs, risks, volume of work and impact on the field leasers and stores. Working Conditions /Physical Requirements Ability to travel 50% or greater. Attend national and regional meetings as necessary. The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated. The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work.

Assist and support management and the leadership team with handling and resolving Human Resources issues. Assist employees with internal and external transfer requests and procedures. Monitor and assist managers/supervisors with hiring processes and issues. Coordinate and conduct applicant drug screens, reference checks, background checks, motor vehicle checks, and social security number verification. Maintain applicant flow, drug screen, orientation and transfer request logs. Create and maintain new hire and personnel files and enter them into Human Resources Information Systems. Assist with orientation of new employees. Monitor all hiring and recruitment processes for compliance with all local, state, and federal laws and company policies and standards. Ensure accurate maintenance of all employee records and files (e.g., interview documents, I-9's). Support processing and maintenance of payroll records in accordance with policies and procedures, as necessary. Inform Human Resources management of issues related to employee relations within the division or property. Create and maintain filing systems. Generate Human Resources data reports as necessary Answer phone calls and record messages. Create and type office correspondence using computer. Serve as Human Resources subject matter expert and participate on project teams. Train new hires on Human Resources processes, programs, policies, information systems, etc. Follow all company policies and procedures; ensure uniform and personal appearance are clean and professional; maintain confidentiality of proprietary information. Speak with others using clear and professional language; prepare and review written documents accurately and completely; answer telephones using appropriate etiquette. Develop and maintain positive working relationships with others; support team to reach common goals; listen and respond appropriately to the concerns of other employees. Move, lift, carry, push, pull, and place objects weighing less than or equal to 10 pounds without assistance. Perform other reasonable job duties as requested by Supervisors. PREFERRED QUALIFICATIONS Education: High school diploma or G.E.D. equivalent. Related Work Experience: At least 1 year of related work experience. Supervisory Experience: No supervisory experience. License or Certification: None At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.

Are you a strategic partner who thrives on empowering leaders and teams to scale effectively? Do you bring a deep understanding of Go-to-Market dynamics and a passion for building high-performing, values-driven organizations? Are you excited to leverage data, technology, and coaching to shape a future-ready workforce and culture? If so, we invite you to be a part of our innovative team. As a Senior Staff / Principal HR Business Partner at Ridgeline, you'll serve as a critical advisor to our Go-to-Market (GTM) leadership team across Sales, Marketing, Customer Success, and Product Strategy. This highly visible role blends strategy and execution, influencing everything from organizational design and workforce planning to leadership development and performance culture. You'll craft people strategies that directly support scalable growth and innovation-and you'll be empowered to leverage the latest tools, including AI platforms like ChatGPT, to amplify impact and efficiency across the function. *NOTE: This role may be hired at a Senior Staff level or a Principal Level.* At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions-not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. The impact you will have: Serve as a trusted strategic advisor to GTM and executive leaders, aligning people strategies with business goals. Design and implement scalable organizational structures, workforce strategies, and talent roadmaps through cross-functional alignment and influence. Coach executives and senior leaders to elevate their leadership effectiveness, impact, and organizational health. Lead cross-functional initiatives to build leadership capability and drive talent planning across GTM. Partner with Finance, GTM Operations, and HR to shape compensation and incentive programs that balance competitiveness, accountability, and fiscal discipline. Apply data, analytics, and AI-driven insights to inform people decisions, identify organizational opportunities, and measure program outcomes. Navigate and resolve complex employee relations matters with integrity and alignment to Ridgeline values Drive a culture of accountability, feedback, and inclusion to promote team clarity and engagement. Mentor other HR team members and model Ridgeline's culture of continuous learning, collaboration, and resilience. Stay informed on HR and technology trends (including AI) and translate insights into actionable strategies that enhance GTM effectiveness and innovation. What we look for: 10-12+ years of HR Business Partner experience, ideally in high-growth, customer-facing tech environments. Demonstrated success advising executive leadership and shaping people strategy in GTM functions. Strong background in organizational design, talent planning, leadership development, and change management. Analytical mindset with the ability to translate insights into strategic people programs. Skilled at influencing cross-functional stakeholders with clarity and empathy. Exceptional communication and coaching skills. High comfort with ambiguity and a proactive, ownership-driven mindset. Experience with or curiosity about using AI tools and people analytics to scale impact. Experience leading HR initiatives during a period of GTM hypergrowth Bonus: Familiarity with investment management or enterprise SaaS business models About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement Compensation and Benefits The typical starting salary range for new hires in this role is listed below. This role may be hired at a Senior Staff Level or Principal level depending on candidate skill, experience and qualifications The typical starting salary range for this role at the Senior Staff Level is: $170,000 - $190,000. The typical starting salary range for this role at the Principal Level is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid

Full-time Description The Human Resources Generalist Position with direction and guidance from the Director of Human Resources is responsible for supporting the routine functions of the Human Resources department including processing new hires, recruiting, employee relations, leave tracking, and enforcing company policies and practices. Requirements Qualifications: High School Diploma or equivalent required. Excellent interpersonal, written, verbal, communication skills required. Excellent organizational skills and attention to detail. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems. Knowledge of standard Human Resources concepts, practices, and procedures. Must be over the age of 21 and able to obtain and maintain a Nevada Gaming Registration Card. Essential Job Functions: Recruiting new employees. Work with management on Employee Relations issues and investigations. Respond to policy violations and assists management with conflict resolution. Assist with termination decisions and notification of termination. Process new hire paperwork and certification - i.e., I-9s, Title 31, Gaming, TIPS, ServSafe, etc. Monitor and assist Team Members with Benefit enrollments. Facilitates new hire orientation as needed. Complete Employment Verifications. Administer and track FMLA for the property, with guidance from the Director of Human Resources. Review and assist management on coaching/counseling documents. Maintain and update Employee Personnel records. Administer Worker's Compensation for the property, with guidance from the Director of Human Resources. Plan and execute property Team Member Events as well as Employee Recognition programs. Respond to DETR (unemployment) claims and participate in hearings if needed. Maintain employee files in HRIS. Able to be knowledgeable about Employee Benefits Programs and assist Employees with questions about services offered. Travel to assigned casinos as needed. Other duties as assigned. Work Environment and ADA Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to access and navigate each department in the building. Must be able to work in an environment with loud background noise and smoky conditions. Must be able to listen and respond to visual and aural cues. Required Work Cards/Licenses/Certificates: Nevada Gaming Registration Card Valid Nevada Driver License

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

The University of Nevada, Reno (UNR) appreciates your interest in employment at our growing institution. We want your application process to go smoothly and quickly. Final applications must be submitted prior to the close of the recruitment. If you need assistance or have questions regarding the application process, please contact our recruitment helpline at ************** or ************. For UNR Med professional job postings, please contact the Office of Professional Recruitment at **************. Job Description The University of Nevada, Reno, College of Liberal Arts is recruiting for a Coordinator, Fiscal and HR. The Coordinator assists the Director of Business Operations and the Senior HR Coordinator with the College financial and human resource functions. This position supports financial management by preparing, monitoring, and amending budgets in alignment with policies and award restrictions, reviews and approves requisitions, P-Cards, spend authorizations, expense reports and general account support, they also provide training and guidance to departments regarding account reconciliations. This position supports human resource functions by serving as the college trainer for staff and faculty and has approval authority for administrative business processes, auditing human resource reports for compliance, and is responsible for oversight, tracking and coordination of all faculty and staff recruitments Required Qualifications Bachelor's Degree and two years (2) of related experience OR a Master's Degree and one (1) year of related experience Related Experience: A combination of fiscal and human resources experience Preferred Qualifications Experience with Workday Work Schedule This position is a full-time on campus position (no remote work). The work schedule is Monday through Friday. Compensation Grade Administrative Faculty B To view the salary schedule for this position, please visit: Salary Schedules and select Administrative Faculty by Grade. Salary is competitive and commensurate with related education and experience. Remarkable Retirement Our retirement plan is beyond compare. Your 19.25% contribution is generously matched by the University. With the faculty retirement plan, you are 100% vested your first day. Sit back and watch your retirement dollars grow! All permanent employees on an annual "A" or "B" contract who are employed at least 50% full-time are eligible to participate in the NSHE retirement program unless they are members of PERS of Nevada. Perks of Working at UNR Health insurance options including dental and vision - Health Insurance Generous annual and sick leave and life insurance - Faculty Benefits E. L. Wiegand Fitness Center offers annual or semester memberships and spouse/domestic partner membership options. E.L. Wiegand Fitness Center Reno is proud to be a University town! Many local businesses offer discounts to WolfCard holders Mountain EAP supports employees (and eligible dependents) through life's difficult moments. Mountain EAP is located in Reno and specializes in counseling and advising services for personal or interpersonal issues. Faculty Senate is the principal representing body for faculty. Its membership includes representatives from each academic and administrative major unit of the University. Faculty Senate No state income tax! Grants-in-Aid for Faculty Employees The University is proud to provide a reduced-rate tuition benefit to faculty and qualified dependents. Faculty can take up to six credits per semester at a reduced rate. Dependents of faculty have unlimited credits, but in order to be eligible children must be unmarried and under the age of 24 and must receive at least 50% of their financial support from the employee and/or employee's spouse or domestic partner. Faculty Grants-in-Aid Faculty Dual Career Assistance Program The University of Nevada, Reno recognizes the importance of addressing dual-career couples' professional needs. We offer a dual career assistance program to newly hired faculty spouses/partners that provides resources and assists them to identify career opportunities in Northern Nevada. Dual Career Assistance Program Department Information The College of Liberal Arts is home to the humanities, social sciences, and arts, offering more than 25 departments, programs, museums, schools, and centers that foster creativity, critical thinking, and engaged citizenship. As one of the largest academic units on campus, the College combines a strong liberal arts tradition with innovative and interdisciplinary teaching, research, and community engagement, preparing students for meaningful careers and lifelong learning in an interconnected world. The College emphasizes inquiry, discovery, and openness to new ideas and perspectives and supports major scholarly research and creative activity in the three disciplines. The University and the College recognize that diversity promotes excellence in education and research. We are an inclusive and engaged community and recognize the added value that students, faculty and staff from different backgrounds bring to the education experience. We believe that cultivating an environment that embraces and promotes diversity and inclusivity is fundamental to the success of our students, our employees, and our community. Visit ******************************* for more information about the college. Contact Information Josh Martinmaas: ******************* Yes Full-Time Equivalent 100.0% Required Attachment(s) Please note, once you submit your application the only attachment/s viewable to you will be the attachment/s to the resume/CV section of the application. Any additional required attachment/s to the cover letter, references, additional documents sections of the application, will not be viewable to you after you submit your application. All uploaded attachment/s will be on the application for the committee to review. To request updates to attachments, prior to the committee review of applications, please contact the candidate helpdesk at ************. Please attach the following documents to your application: 1) Resume/CV 2) Cover Letter 3) Contact information for three professional references This posting is open until filled Qualified individuals are encouraged to apply immediately. This search will close without notice when a sufficient number of applications are received or a hiring decision has been made. Posting Close Date Note to Applicant A background check will be conducted on the candidate(s) selected for hire. HR will attempt to verify academic credentials upon receipt of hiring documents. If the academic credentials cannot be verified, HR will notify the faculty member that an official transcript of their highest degree must be submitted within thirty days of the faculty member's first day of employment. References will be contacted at the appropriate phase of the recruitment process. Applicants hired on a federal contract may be subject to E-Verify. As part of the hiring process, applicants for positions in the Nevada System of Higher Education may be required to demonstrate the ability to perform job-related tasks. For positions that require driving, evidence of a valid driver's license will be required at the time of employment and as a condition of continued employment. Schedules are subject to change based on organizational needs. The University of Nevada, Reno is committed to providing a place of work and learning free of discrimination on the basis of a person's age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protected hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion (protected classes). About Us The University of Nevada, Reno is a leading public research university committed to the promise of a future powered by knowledge. Founded in 1874 as Nevada's original land-grant university, the University serves more than 23,000 undergraduate and graduate students from all 50 states and 63 countries. Classified by the Carnegie Classification of Institutions of Higher Education as an R1 (“Very High Research”) university, it is also recognized in the Carnegie Community Engagement classification. The University is also ranked by U.S. News & World Report among the “Best National Universities” and “Best National Public Universities.” It also ranks in the top tier of the WSJ/Times Higher Education World University Rankings and the New York Times' “Top Colleges for Economic Diversity.” Since 2009, nearly $1 billion has been has invested in advanced labs, facilities, and residence halls on the main campus. The University is home to Nevada's first medical school - the University of Nevada, Reno School of Medicine and the Wayne L. Prim Campus at Lake Tahoe, where education, research, and creative work thrive in a stunning mountain setting. The University delivers on its original land-grant mission with outreach across the state through the University of Nevada, Reno Extension, Nevada Agricultural Experiment Station, Nevada Bureau of Mines and Geology, Nevada Small Business Development Center, the Nevada Seismological Laboratory, and Wolf Pack Athletics. The main campus is in Reno, Nevada, a burgeoning global technology hub with a vibrant midtown and downtown. Found where the high desert of the Great Basin meets the High Sierra and Lake Tahoe, the beautiful, 290-acre main campus is also a Nevada State Arboretum. The University's physical infrastructure is expanding with ongoing construction of the newly named John Tullock Business Building, set to open in fall 2025. Groundbreaking is also planned for a new State Public Health Laboratory Building on campus, alongside the recent acquisition of 16 parcels near campus, known as “University Village,” to provide affordable housing for graduate students and early career faculty. Collaborating with world-renowned organizations, the University fosters innovation through initiatives such as the Digital Wolf Pack partnership with Apple, which ensures equitable access to technology for students, providing new incoming freshman or transfer students with an iPad Air and accessories. Google's TechWise initiate is an 18-month program that fully supports undergraduate students in becoming entry-level software engineers by graduation. In 2023, the U.S. Department of Commerce's Economic Development Administration (EDA) announced that Nevada - led by the University of Nevada, Reno - was named one of the inaugural 31 Regional Technology and Innovation Hubs (TechHubs). Nevada was selected from a competitive pool of 489 applicants from across the United States and its territories. Nevada's Tech Hub will strengthen America's lithium batteries, critical elements and other electric vehicle materials industry sectors within the state. Through its commitment to high-impact education, world-improving research and creative activity, and outreach that's transforming Nevada's communities and businesses, the University continues its 150-year tradition of benefitting our state, nation and world. The University recognizes that diversity promotes excellence in education and research. The inclusive and engaged community on campus recognizes the added value that students, faculty, and staff from different backgrounds bring to the educational experience. Today, the University delivers on its original land-grant mission of access to education and knowledge by investing in the academics, facilities, support, engagement and vibrant campus life that promote our diverse students' cognitive growth and academic achievement - all while remaining one of the best values in American higher education. For more information, please visit the University's website. University of Nevada, Reno

Company Overview Hamilton Company is a worldwide leader in the design and manufacture of manual, semi-automated and robotic products for precision fluid measuring. We specialize in the development, manufacturing and customization of precision measurement devices, automated liquid handling stations, and sample management systems. For more than 60 years, Hamilton has been satisfying customer needs by combining quality materials with skilled workmanship, ensuring the highest level of performance of every precision fluid measuring device we manufacture. Responsibilities The Compensation & Benefits Manager is responsible for the administration and flawless execution of compensation, benefits, systems, data management, and operational processes. This role requires deep expertise in total rewards, benefits compliance and reporting, HR operations, and leave of absence administration. The successful candidate operates with a strong sense of urgency, exceptional attention to detail, and a commitment to delivering work that is consistently timely, accurate, complete, and thorough. This role also demands a high level of customer service, providing employees not only answers to questions but practical, compliant, and effective solutions that enhance the employee's experience. Essential Job Functions: Lead the full compensation lifecycle, including salary structures, pay grades, pay ranges, job architecture, leveling, pay policies and incentive plans. Conduct regular compensation audits to ensure internal equity, market competitiveness, and regulatory compliance. Oversee and execute annual merit, bonus, and incentive cycles with absolute accuracy and timeliness. Manage and recommend benefit plan design changes to continuously improve programs, including medical, dental, vision, life, disability, and retirement plans. Develop and execute a comprehensive benefits communication strategy including, employee education, effective benefit utilization, and value proposition. Manage broker and vendor relationships, including renewals, performance evaluation, cost analysis, and issue resolution. Provide expert oversight of all leave of absence programs, including FMLA, ADA, Workers' Compensation, STD, LTD, and state-specific leaves. Ensure LOA processes are compliant, consistently applied, and clearly communicated to employees and managers. Own HRIS/HRM system administration, ensuring data accuracy, integrity, and audit readiness across the entire employee lifecycle. Establish and enforce HRIS data governance standards, approvals, and documentation requirements. Partner with Payroll, Finance, and IT to ensure accurate integrations, reconciliations, and reporting. Ensure full compliance and audit readiness for all benefits-related reporting and internal audits, Workers Compensation, including Form 5500, nondiscrimination testing, ACA reporting, and other required regulatory filings and disclosures. Lead the development, implementation, and continuous improvement of HR policies, procedures, and standard operating procedures (SOPs) to ensure consistency, compliance, and scalability. Deliver a high level of HR customer service, responding to employee inquiries with professionalism, empathy, urgency, and solution-oriented guidance. Develop and maintain HR Operations dashboards and reporting that track key departmental KPIs. Good reliability, attendance, and punctuality. All other duties as assigned. Qualifications Expert-level knowledge of compensation design, benefits administration, and HR operations. Strong command of benefits compliance and regulatory reporting requirements. Demonstrated experience managing complex LOA and ADA cases. Exceptional attention to detail with an expectation of flawless execution; work must be timely, accurate, complete, and thorough. Strong sense of urgency and ability to manage competing priorities without sacrificing quality. Advanced HRIS, reporting, and data analytics capabilities. Exceptional written and verbal communication skills, including the ability to explain complex information clearly and effectively. High level of customer service orientation with a solution-focused mindset and strong follow-through. Strong leadership, collaboration, and influence skills. Unwavering discretion and commitment to confidentiality. Strong computer skills (Word, Excel, Outlook, PowerPoint, HR/Payroll systems). Position requires exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time. Education/Experience Bachelor's degree in Human Resource Management, Business Administration, Industrial/Organizational Psychology, or a related field required. Master's degree preferred. 8 years of progressive HR experience, with significant focus on HR Operations, Compensation, Benefits, and LOA. 3 years of people management experience preferred. Demonstrated experience in a life sciences, biotechnology, or similarly competitive industry strongly preferred. Proven experience owning HRIS data integrity, reporting, and system maintenance. Experience with PeopleSoft HCM (HR and Payroll) preferrred. Professional certification such as CCP, CEBS, SPHR, or SHRM-SCP preferred. About Hamilton Diverse portfolio of exciting and innovative design projects Tremendous opportunities for professional growth and advancement Commitment to sustainable design Competitive Compensation Excellent Benefit Package (medical, dental, vision insurance, paid vacation time, paid sick time, disability insurance, 401k, tuition reimbursement and much more) Solid Stable Company Drug free workplace. Learn more about us @: ***********************

ATTENTION MILITARY AFFILIATED JOB SEEKERS - Our organization works with partner companies to source qualified talent for their open roles. The following position is available to Veterans, Transitioning Military, National Guard and Reserve Members, Military Spouses, Wounded Warriors, and their Caregivers . If you have the required skill set, education requirements, and experience, please click the submit button and follow the next steps. Unless specifically stated otherwise, this role is "On-Site" at the location detailed in the job post. At Polaris Inc., we have fun doing what we love by driving change and innovation. We empower employees to take on challenging assignments and roles with an elevated level of responsibility in our agile working environment. Our people make us who we are, and we create incredible products and experiences that empower us to THINK OUTSIDE. In this role, you will be part of the HR team supporting our rapidly evolving supply chain division of Polaris housed in the Parts, Garments and Accessories Division. This role is the sole leader for the PG&A Distribution Center in Fernley, NV and Pro Armor MFG in Corona, CA where you will have HR business partner support responsibility for the facility while partnering with the Operations Leadership. This role requires experience in a broad range of HR functions including: recruitment and selection, talent management, compensation and benefits, training and development, change management, and employee relations. In addition, this role requires the confidence and skillset to work independently to creatively problem solve and drive results for HR business priorities. The HR Generalist should be a proactive communicator and change agent who can balance employee needs with business objectives to create integrated solutions. ESSENTIAL DUTIES & RESPONSIBILITIES: Ensure HR functional excellence in core processes such as compensation and benefits, talent acquisition, employee engagement, and organizational development Manage staffing and onboarding of new hires Play a key role in continuous improvement activity, both in implementing new and improving existing HR / talent processes Analyze and interpret data as required to support HR strategy (organization fitness metrics) in core functional areas (retention, span and layers, compliance, diversity, etc.) Support hourly payroll activities Provide dedicated guidance and coaching to front line leaders and warehouse employees including HR Fundamentals and Process Training, Employee Relations Management, Performance Management, Career Development, and Workplace Investigations as appropriate Maintain visibility and active presence, providing daily support and communication at all employee levels Partner with the business to drive accountability around employee performance standards including in the areas of productivity, safety, and quality. Identify employee and organizational needs on an on-going basis and coach management to respond to these needs Facilitate change, lead strategic initiatives, and successfully manage complex projects Develop and lead processes to identify, attract, reward, develop and retain a high-quality workforce Establish a development focused culture that enables succession planning and retention of high potential talent Continue to drive a positive work environment and high employee engagement, including issue resolution, training, development, and coaching Lead and council leadership on employee relations issues and corrective action steps in disciplinary issues Ensure management consistency and compliance to federal and state employment laws Represent Polaris in the community and foster positive community relations (community involvement) Assist with other HR special projects or initiatives as needed Additional Qualifications/Responsibilities SKILLS & KNOWLEDGE Bachelor's Degree in Human Resources or a related field required; Masters' degree in Human Resources or related field, or MBA, preferred 3+ years of progressive experience in Human Resources required Previous experience supporting distribution, warehousing, or manufacturing preferred Understanding of core HR processes, employment laws and related procedures Sound judgment with the ability to integrate HR practices into business processes Excellent verbal and written communication skills, with a demonstrated ability to build credibility with executive management, operations leadership, and employees Customer focused and excellent problem-solving skills Strong leadership and influencing skills - Ability to lead white-space processes & projects Excellent interpersonal skills and effective organizational and planning skills. Ability to effectively manage conflict Advanced knowledge of Microsoft Office & experience with HRIS system-based software required WORKING CONDITIONS Warehouse and office environments. To qualify for this position, former employees must be eligible for rehire, and current employees must be in good standing.

Thank you for your interest in employment with our institution. We want your application process to go smoothly and quickly. We ask that you keep in mind the following when completing your application: Once you start the application process, you cannot save your work. Please ensure you have all required attachment(s) available to complete your application before you begin the process. Required attachments are listed below on the posting. Your application will not be considered without the required attachments. If you need assistance or have questions regarding the application process, please contact: Human Resources ********************** ************** 2201 West College Parkway Carson City, NV 89703 Job Description Who we're looking for: Do you enjoy helping others, solving problems, and creating a welcoming experience for everyone you meet? Western Nevada College's Human Resources Office is looking for a friendly, detail-oriented professional to serve as the first point of contact for employees, new hires, and community members. This role is ideal for someone who: Thrives in a customer-service environment and enjoys interacting with a diverse array of people. Is organized and tech-savvy, with a knack for keeping processes running efficiently. Takes pride in providing accurate information, friendly guidance, and dependable support. Enjoys being part of a collaborative team that values professionalism and kindness. What you'll do: As a Human Resources Coordinator (Personnel Technician 2) , you'll play a key role in making WNC a great place to work. Every day brings something new - from greeting visitors and guiding employees through their first days on campus, to assisting with benefits questions, coordinating training, and helping ensure that our HR operations run smoothly. In this role, you'll help new employees feel at home, coordinate onboarding activities, support HR events, and ensure smooth communication between employees, departments, and the HR team. In general, we expect your time to be spent as follows: 40% Onboarding Support 30% Employee and Stakeholder Support 20% HR Office Support 10% HR Training Coordination The following outlines some of the key job duties you'll do: Serve as the main point of contact for general inquiries to the Human Resources Office, providing courteous and timely customer service to employees, job applicants, and external partners. Coordinate and facilitate onboarding for new hires, including scheduling, system access, I-9 completion, and guiding employees through Workday and other day-one tasks. Collaborate with college departments such as Information Technology, Facilities, and Student Services to ensure smooth onboarding logistics and credential setup. Advise employees and supervisors on routine HR processes, benefits, and follow-up requirements such as mandatory training and benefits enrollment. Manage HR communication channels, including department email, phone, and chat, routing inquiries and sharing resources from HR hubs and knowledge centers. Provide administrative support to the CHRO, HR Manager, and HR team, assisting with scheduling, research, data tracking, and report generation. Maintain HR records and resources, including employee files, knowledge center documents, SharePoint pages, and Workday data. Assist with HR projects and compliance activities, including data audits and record management. Coordinate HR events and communications, such as employee appreciation benefit fairs, retirement counseling, and benefit vendor outreach. Administer and monitor training programs in the college's learning management system, troubleshooting issues and maintaining accurate completion records. Required Qualifications This position requires graduation from high school or equivalent education and one (1) year of technical personnel/payroll experience; OR One (1) year of experience as a Personnel Technician I in Nevada State service; OR An equivalent combination of education and experience Preferred Qualifications Candidates with experience in higher education or similar education setting, are encouraged to apply. Candidates with experience using Workday or similar cloud based HRIS application are encouraged to apply. Candidates with experience at a State of Nevada public agency, or similar public and/or civil service setting are encouraged to apply. Location This is an in-person position located at our main campus in Carson City, Nevada. Schedule The typical work schedule is Monday through Friday from 8:00 am to 5:00 pm. Occasional work outside of normal business hours may be required for special events. Flexible in-person work schedules are available with the approval of supervisor and based on department needs. Compensation Grade Grade 27 Minimum: Grade 27 Step 1 $46,207.44 annually The classified employee pay scale is divided into 10 steps within each grade. Most employees start at a step 1 and are eligible for an annual step increase with satisfactory performance, until they reach the maximum, step 10. Salary placement above a Step 01 at initial appointment is determined based on the candidate's qualifications, internal equity and budgets, and Nevada Administrative Code. Classified employees are eligible for any legislatively approved cost of living increases (COLA). To view the classified compensation schedules, please visit: Classified Compensation. Select Salary schedule, PP01. Benefits Retirement - Public Employees' Retirement System of Nevada (PERS) Employees are required to participate in The Public Employees' Retirement System of Nevada (PERS) upon hire, a defined benefit plan. Members are eligible for retirement benefits after a 5-year vesting period. Employees contribute under either a post-tax plan, with the employee and college each contributing 19.25% of the employee's salary (39% combined contribution); or under a pre-tax plan with the college contributing 36.75% of the employee's salary on their behalf with employees paying for their half of the PERS contribution through a pre-tax salary reduction. For information on contribution rates, please visit: NV PERS Contribution Rates. Please visit the Benefit Estimator Retirement Calculator for more information. The Nevada System of Higher Education (NSHE) does not participate in the federal Social Security System but does contribute to the federal Medicare program. This means that while you are employed by NSHE neither you nor NSHE contribute to Social Security and you do not earn a Social Security benefit. Health insurance options including dental, vision and life insurance - Health Insurance Voluntary supplemental retirement plans, both pre-tax and Roth options available (403b, 457b plans) - Voluntary Retirement Savings Generous annual leave (15-days annually), sick leave (15-days annually), 12 paid holidays - Classified Benefits Workers' compensation is paid 100% by the employer. It covers employees in the event of work-related injuries. ComPsych our Employee Assistance Program offers resources and assistance to Faculty and Staff - EAP Program Voluntary benefits including: accident, disability, legal services, and more - Voluntary Benefits Other Benefits & Perks Education Benefits for Classified Employees and Family Members WNC is proud to provide a reduced-rate tuition benefit to faculty and qualified dependents. Classified employees can take up to six credits per semester at a reduced rate. More information can be found in the Classified Tuition Reimbursement Policy. Classified Employee Family Opportunity Program - Additionally, we offer Classified Family Grant-in-Aid for spouses, domestic partners, and dependents of classified employees (working at least a 50% full-time equivalent). More information can be found in the Classified Family Grant-in-Aid Policy. Perks of Working at WNC Beautiful campus located along numerous biking and walking trails The WNC Fitness Center offers Faculty and Staff memberships - WNC Fitness Center Discounted WNC Staff rates for our Child Development Center which has received Four Star Recognition from the Nevada Silver Star Quality Rating and Improvement System. Child Development Center Free parking and plenty of it! No State income tax! No Full-Time Equivalent 100.0% Required Attachment(s) Please note, once you submit your application the only attachment/s viewable to you will be the attachment/s to the resume/CV section of the application. Any additional required attachment/s to the cover letter, references, additional documents sections of the application, will not be viewable to you after you submit your application. All uploaded attachment/s will be on the application for the committee to review. To request updates to attachments, prior to review of applications, please contact the candidate helpdesk at ************ Important Application Instructions: Applicants must fully complete the Experience section of the application, listing each relevant position held and providing a detailed description of job duties and responsibilities. Do not write "See Resume" in place of providing this information. Incomplete applications may not be considered. Attach the following attachment(s) to your application Resume/CV - (required) List a detailed description of the major duties that you performed as part of each job. You must demonstrate that you qualify for the position and your education and experience must be clearly documented. Cover Letter - (required) Contact Information for Three Supervisory References - (required) Please make a note if you do not want your present employer contacted unless necessary to determine your qualifications for the position. Transcripts - (optional) If you have not graduated, please attach your transcripts to receive education credit for classes you have taken. Credit is given for classes relevant to the position. Veteran Interview Consideration - (optional) - To receive interview consideration for veterans and veterans with a service-connected disability, proof is required at the time of application. Please attach proof electronically to your application under the Veteran Document(s) section. (Examples of acceptable documents include DD-214, disability letter from Veteran's Administration, etc). This posting is open until filled Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made. Posting Close Date 01/25/2026 Note to Applicant TITLE IX STATEMENT WNC is committed to providing a place of work and learning free of discrimination on the basis of a person's age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), sex (including pregnancy or related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protective hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion. WNC does not discriminate on the basis of sex in any education program or activity that it operates. The college's commitment to nondiscrimination in its education programs and activities extends to applicants for admission and employment. Inquiries concerning the application of these provisions and/or questions as to how to file a complaint of unlawful discrimination may be referred to WNC's Civil Rights Specialist & Title IX Coordinator: Victor Navarro at *************** or ************** Western Nevada College 2201 West College Parkway Bristlecone Building, Room 154 Carson City, NV 89703 Applicants should fully describe their qualifications and experience with specific reference to each of the minimum and preferred qualifications. The search committee will use this information during the initial review of application materials. This position may require that a criminal background check be conducted on the candidate(s) selected for hire. HR will attempt to verify academic credentials upon receipt of hiring documents. If the academic credentials cannot be verified, HR will notify the faculty member that an official transcript of their highest degree must be submitted within thirty days of the faculty member's first day of employment. References will be contacted at the appropriate phase of the recruitment process. As part of the hiring process, applicants for positions in the Nevada System of Higher Education may be required to demonstrate the ability to perform job-related tasks. For positions that require driving, evidence of a valid driver's license will be required at the time of hire and as a condition of continued employment. All document(s) must be received on or before the closing date of the job announcements (if a closing date is provided). Schedules are subject to change based on organizational needs. Western Nevada College does not sponsor Visas. All applicants must be eligible to work in the United States, without sponsorship, at the time of hire and as a condition of continued employment.