Human resources manager jobs in Cleveland, OH - 142 jobs

Core Requirements: Bachelor's degree in Business, Human Resources, or related field 15 years+ of multi-operations HR leadership Strong sense of urgency Preferred Requirements: MBA degree SPHR, SHRM-CP/SCP Certification The VP of HR will provide effective leadership and professional expertise in all areas of human resources management to achieve revenue and profit goals. This executive will serve as a strategic business partner and an integral member of the senior leadership team, which establishes the strategic goals and objectives on behalf of the corporation. CiresiMorek is a collective of seasoned professionals, each bringing a wealth of experience and a personal touch to all our engagements. With over 3,500 searches and around 250 Human Resources placements, we are more than just headhunters; we are industry insiders, advisors, and diligent architects behind every successful placement. Responsibilities: Drive business results by aligning structure, people, and capabilities with business strategy; ensure initiatives translate into concrete actions and tangible outcomes that enable the organization to meet its business goals Provide HR expertise to multiple locations across the divisions, ensuring compliance and alignment on associate relations, compensation, benefits, payroll, staffing, and organizational development Manage organizational development initiatives such as talent development and succession planning through the implementation of competency frameworks; consultation, development plan execution, and measurement/evaluation of talent Continually assess the competitiveness of all HR programs and practices against relevant companies, industries, and markets Serve as an advocate for HR programs, communicating the business value of initiatives and managing program roll-out to minimize business disruption Serve as general advisor on employment law and government regulations Confidentiality is guaranteed. Applications require a resume/CV with contact information. Learn more about us at CiresiMorek.

About Us The Cleveland Foundation, established in 1914, is the world's first and one of the largest community foundations, with assets exceeding $3.5 billion. Our mission is to enhance the lives of all residents of Greater Cleveland, now and for generations to come, by working together with our donors to build community endowment, address needs through grantmaking, and provide leadership on key community issues. As we continue to grow and evolve, we are dedicated to building strong relationships and trust across our community, working collaboratively to create innovative, impactful, and internationally recognized contributions to the field of philanthropy. About You You are a strategic and forward-thinking HR leader with a deep commitment to fostering inclusive, high-performing workplace cultures. With over seven years of progressive experience in human resources, you bring expertise in compensation, benefits, compliance, workforce analytics, and employee engagement. You thrive in environments where data-driven insights inform decision-making, and you are passionate about aligning HR strategies with organizational goals. Your strong communication skills and collaborative spirit enable you to partner effectively with leadership and staff alike, ensuring that HR initiatives are both impactful and equitable. You are energized by complexity and motivated by purpose. Whether managing HR operations, leading cross-functional projects, or supporting staff development, you approach your work with integrity, precision, and a continuous improvement mindset. You are adept at navigating legal and regulatory frameworks, and you take pride in developing policies and programs that support employee well-being and organizational resilience. Above all, you are committed to creating a workplace where all individuals feel valued, respected, and empowered to contribute their best. Job Summary The Human Resource Business Partner for Compensation and Benefits is responsible for overseeing, managing, and administering key departmental activities, including compensation, compliance, benefits, workforce intelligence, employee communications and engagement, special projects, and research. The HRBP serves as a strategic partner to the VPHR in the implementation and execution of initiatives and programs that support the foundation's staff, business plan and strategic direction. Key Responsibilities Ensure operational excellence in benefits administration, and HRIS management by maintaining accuracy, compliance, and efficiency. Serves as backup for payroll, intermittently running payroll as needed. Design and manage competitive compensation and benefits programs that attract and retain top talent while supporting staff well-being. Support the development and reporting of compensation frameworks (e.g., salary bands, pay grades, job evaluations, benchmarking, etc.). Partner to align compensation practices with organizational goals, budgets, and market trends. Evaluate and make recommendations regarding merit increases and salary adjustments. Design and manage employee benefit programs (e.g., health insurance, retirement plans, wellness programs, leave policies). Evaluate cost-effectiveness and employee satisfaction with benefit offerings. Partner with external vendors to execute the full scope of the role (e.g., insurance providers, retirement plan administrators). Manage end-to-end open enrollment processes and benefits communications. Address and resolve compensation and benefits-related employee concerns. Analyze compensation and benefits data to support strategic decisions. Monitor trends in salaries and benefits to adjust policies accordingly. Develop, maintain, and communicate compensation and benefits policies and budget. Forecast costs for compensation changes and new benefit offerings. Ensure cost-efficiency while maintaining competitiveness and fairness. Work closely with HR Business Partners, Finance, Legal, and senior leadership. Prepare reports for senior management, auditors, and regulatory bodies. Maintain documentation and reporting in line with reporting deadlines, audit, and legal standards. Ensure compliance with labor laws and compensation/benefits-related regulations (e.g., FLSA, ERISA, ACA, GDPR, local wage laws). Deliver actionable workforce insights by leveraging data analytics to inform dashboards/reports. Administer HR systems related to compensation and benefits (e.g., HRIS, benefits platforms). Leverage technology to improve efficiency and employee experience. Lead continuous improvement projects that enhance processes, systems, and user experience. Maintain legal and regulatory compliance by developing policies, managing risk, and overseeing required reporting and audits. Maintain sensitive information with the highest level of confidentiality and professionalism. General Competencies Judgment Communication Teamwork & Collaboration Adaptability Problem-Solving Required Qualifications Bachelor's or Master's degree in Human Resources or a related field. Minimum of 5 years of progressively responsible experience in benefits management. Minimum of seven years of progressively responsible experience in human resources, including strategic-level responsibilities. Working knowledge of employment laws, benefits regulations, compliance requirements, ERISA. Demonstrated ability to manage multiple projects simultaneously while meeting deadlines and adapting to shifting priorities. Strong communication skills, with the ability to present information clearly and effectively to diverse audiences. Experience with workforce analytics, predictive modeling, or data-driven HR decision-making. Experience developing and delivering customized communications for staff at all levels. Proficiency in Microsoft Word, Excel, PowerPoint, and collaboration tools such as MS Teams and Zoom. Proficiency with HRIS platforms including payroll, benefits, retirement, and reporting systems Preferred Qualifications Certified Plan Sponsor Professional certification. SHRM certified professional. Hands-on continuous improvement project management leadership experience. Direct strategic change management experience. Work Environment The role is primarily office-based, involving frequent interaction with executives, staff, and external partners. Occasional extended hours to meet deadlines or support special events. Occasional travel may be required for meetings, events, or conferences.

🚀 Human Resources Specialist (Intralogistics sector) 📍 Cleveland, OH 💰 $60,000 - $70,000 + Benefits We've partnered with a pioneering company in the Intralogistics space seeking a Human Resources Specialist to join its dynamic team. The company partners with world-class brands to deliver exceptional value and offers expertise across: Industry-leading inventory of like-new warehouse rack and equipment. Material handling solution design, implementation, and support, including ASRS, Mobile Robotics, Conveyor systems, and Software. The company prides itself on building long-lasting relationships with clients and employees alike. Role Overview The HR Specialist will manage a wide range of human resources functions, including payroll, benefits, employee relations, recruiting, onboarding, compliance, and HR systems administration. Reporting to the Chief Administrative Officer, the HR Specialist will ensure company policies comply with employment laws and help foster a positive, productive workplace culture. Key Responsibilities: The Human Resources Specialist will be responsible for: Administer employee records in ADP Workforce Now, maintaining accuracy and confidentiality. Process bi-weekly payroll, verify timecards, and manage deductions, garnishments, and PTO accruals. Coordinate benefits administration, including open enrollment, COBRA, and FMLA. Manage unemployment claims, workers' compensation filings, and employment verifications. Support recruiting and onboarding, including job postings, interviews, background checks, and new hire orientation. Act as a resource for employees on policies, benefits, and employment-related inquiries. Maintain compliance with labor and employment laws (FLSA, FMLA, ADA, EEO, etc.) and assist with policy updates. Assist in administering performance reviews, disciplinary actions, and employee development programs. Prepare HR reports and metrics for leadership. Manage expense reporting and reimbursements through systems such as Concur. Requirements: The Human Resources Specialist will ideally have the following: Bachelor's degree in Human Resources, Business Administration, or related field. 3+ years of HR generalist experience; experience in a small to mid-size company preferred. Strong knowledge of federal and state labor laws and HR compliance requirements. Experience with ADP Workforce Now required; familiarity with Concur a plus. Excellent communication, interpersonal, and organizational skills. Ability to handle confidential information with professionalism and discretion. Proficiency in Microsoft Office Suite (Word, Excel, Outlook). Why Join: Flexible schedule with a dynamic, innovative team. Collaborative environment that values expertise and continuous improvement. Competitive salary and benefits package. Opportunity to contribute to a growing company shaping the future of Intralogistics. Candidates who are ready to advance their HR career and make a meaningful impact are encouraged to apply.

THE OPPORTUNITY This is a unique opportunity for an HR leader who wants to make a meaningful impact in a mission-driven, creativity-fueled environment. As Director of Human Resources & People Engagement, you will help shape the employee experience at one of the nation's premier art and design colleges-championing inclusion, nurturing talent, and building a workplace where artists, faculty, and staff feel supported and empowered. Working closely with senior leadership, you will influence strategy, elevate culture, and help advance CIA's legacy of innovation within Cleveland's vibrant University Circle. THE ORGANIZATION Founded in 1882, the Cleveland Institute of Art (CIA) is a nationally recognized art and design college with a longstanding legacy of creative excellence. CIA offers Bachelor of Fine Arts degrees across a range of majors and supports vibrant studio practices, applied design work, exhibitions, and community-engaged creative projects. Located in Cleveland's University Circle - one of the country's most dynamic cultural districts - CIA provides students, faculty, and staff direct access to a rich arts ecosystem, including museums, galleries, and partner institutions. CIA's campus features professionally equipped studios, galleries, exhibition spaces, and its renowned Cinematheque, providing an immersive environment for teaching, learning, and creative production. The institution's history reflects continual innovation, evolving from its beginnings as the Western Reserve School of Design for Women to its current role as a leading college of art and design. With a close-knit, collaborative culture, CIA values creativity, interdisciplinary thinking, and community connection. Overall, CIA maintains a distinctive environment that blends artistic tradition, design innovation, and deep engagement with Cleveland's cultural community. THE POSITION'S ESSENTIAL RESPONSIBILITIES AND FUNCTIONS The Director of Human Resources & People Engagement serves as the head of CIA's HR function, leading day-to-day and strategic HR operations, and partnering with senior leadership to support employees across Cleveland Institute of Art. Reporting to the VP of Business Affairs, the Director is responsible for talent acquisition, total compensation administration, HR compliance, policy development, employee relations, and people-centered culture and belonging initiatives in alignment with CIA's mission and values. This role acts as the hub for “people operations” that tie culture-related work together, in collaboration with the President's Cabinet. The Director of HR and People Engagement serves as the staff leader for the IDEA (Inclusion, Diversity, & Equity Awareness) Council, and also coordinates employee engagement initiatives that help employees feel respected, valued, and empowered to contribute to CIA's mission. The Director collaborates closely with Academic Affairs to support HR processes related to faculty recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws. SPECIFIC DUTIES & RESPONSIBILITIES Strategic HR Leadership & People Operations • Lead day-to-day HR operations and provide strategic partnership to the President's Cabinet and leadership team on people-related matters. • Advise on workforce planning, organizational structure, and change management. • Partner with leadership to ensure HR practices reflect CIA's mission, values, and commitment to inclusion and belonging. • Supervise and manage direct reports within the HR department (Associate Director of Human Resources, HR Specialist), and coordinate with external vendors as needed. Talent Acquisition, Onboarding & Offboarding • Oversee full-cycle recruitment for staff positions, from position development and posting through selection and offer. • Provide guidance and consultation to faculty search committees in coordination with Academic Affairs. • Oversee onboarding and offboarding processes for staff and, in collaboration with Academic Affairs, support aligned processes for faculty in accordance with the Faculty Bylaws. Compensation, Benefits & HR Systems • Administer compensation and benefits programs, including salary benchmarking, job evaluations, and annual benefits renewal in collaboration with external brokers and partners. • Support the development and maintenance of a total compensation program tied to job descriptions, performance, and market data. • Serve as HR liaison to the Employee Retirement Plan Oversight Committee, ensuring effective communication and administration of retirement benefits. • Maintain HR records and HRIS data; lead responsible process improvements, automation, and technology/AI solutions to increase efficiency and reduce administrative burden. Employee Relations, Policy & Compliance • Serve as primary point of contact for employee relations matters, providing coaching and guidance to supervisors and employees on performance management, conflict resolution, recognition, and retention. • Coordinate with legal counsel as appropriate to address complex employee relations issues and ensure compliance with applicable laws. • Develop, implement, and maintain HR policies and procedures in the Employee Handbook and support alignment with the Faculty Bylaws, benchmarking against peer institutions and consulting with legal counsel as needed. • Ensure compliance with federal and state employment laws (including FLSA, FMLA, ADA/ADAAA, Title VII, and related regulations) and monitor changes in legislation impacting HR practices. Culture, Inclusion, & Employee Engagement • Serve as the staff leader for the IDEA (Inclusion, Diversity, Equity, and Access) Council, coordinating agendas, supporting Council initiatives, ensuring alignment with institutional priorities and regulatory considerations, and collaborating on key IDEA initiatives such as MOSAIC (Multicultural Orientation for Students In Art/Design College). • Coordinate employee engagement surveys in partnership with leadership, including vendor selection (if applicable), survey design input, communication, analysis of results, and support for follow-up action planning. • Lead or coordinate people-centered culture initiatives such as employee appreciation events, recognition activities, and selected training (e.g., inclusive workplace practices, supervisory skills, harassment prevention), in partnership with appropriate departments. • Support institutional efforts to foster a positive, equitable, and engaging work environment in which employees feel respected, valued, and included. Cross-Campus Collaboration Collaborate with the Office of Academic Affairs on HR-related processes affecting faculty, including recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws. • Partner with Cabinet-level leaders and department heads to promote strong team dynamics, effective communication, and operational alignment across administrative and academic units. • Partner with Cabinet in holistic, operational and strategic workforce planning, analyzing CIA's current workforce, understanding needs to accomplish strategic goals and address talent gaps in the short and long term. • Collaborate with the CIO and Cabinet in advising on AI integration into CIA's labor strategy, and in implementing responsible AI solutions across workflows to maximize productivity and minimize burnout. • Provide HR data and insights (e.g., turnover, recruitment metrics, engagement findings) to inform leadership decision-making and strategic planning. Administration & External Partnerships • Manage the HR department budget and monitor expenditures to ensure responsible stewardship of resources. • Coordinate with external partners (legal counsel, benefits brokers, retirement plan administrators, consultants, etc.) to support HR functions and projects. • Represent HR and, as needed, CIA in external meetings, networks, and professional development settings. DESIRED CANDIDATE PROFILE The successful candidate will be an accomplished HR generalist with broad functional capability, the ability to lead a small team, and a track record of partnering effectively with senior leadership. They will bring systems-level thinking, strong communication skills, and the capacity to translate HR strategy into practical processes that support workforce planning, talent development, and a positive employee experience. QUALIFICATIONS Education and Experience: • Bachelor's degree in Human Resources, Business, Psychology, or a related field. • 10+ years of progressive HR generalist experience, including experience providing direct HR counsel to leaders and supervisors. • Strong working knowledge of federal and state employment laws and HR compliance requirements in a higher education or nonprofit context, including FLSA, FMLA, Affordable Care Act, and related regulations. • Demonstrated experience in employee relations, recruitment, compensation/benefits administration, and policy development. • Supervisory experience, and ability to successfully manage a team. Preferred Qualifications: • Experience in higher education and/or nonprofit organizations. • HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). • Experience with HRIS systems (Jenzabar or similar) and comfort with leveraging data and technology to improve HR processes. Critical Leadership Competencies and Personal Attributes: • Excellent communication, interpersonal, and organizational skills, with a high degree of emotional intelligence and discretion. • Ability to incorporate systems-level thinking and holistic problem solving at the organizational level. • Collaboration: able to form positive and productive working relationships. Physical Requirements • Ability to move around the College's offices to conduct regular business and travel to attend off-site meetings. DISCLAIMER The responsibilities summarized in this description represent the principal focus, essential duties and requirements of the position as of the date of preparation. Duties other than those specifically referenced may be required to accomplish the primary purpose of the position. We are committed to a diverse and inclusive workplace. Applicants for employment with any of People Architect's clients will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. QUESTIONS? People Architects is conducting the search for this position on behalf of the Cleveland Institute of Art. If you have any questions, please direct them to ***************************.

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link. Job Description Do you want to be groomed to move into a Vice Presidents role and do you want this to be the Last Resume you'll need? Put your graduate degree to work in this HR Manager position. Our client is a highly successful financial services firm providing financial services to high net worth individuals. The Human Resources Manager will administer all Human Resources policies and procedures. They will oversee recruiting, payroll, professional development and job performance evaluations. The Human Resources Manager will report directly to the VP Insurance Services & Human Resources You will be responsible for: Supervises HR staff and administers Human Resources policies, procedures and oversees staff development. Supervises staff and client benefits. This is what you need to be considered: Graduate Degree in HR or a related major, with high scholastic achievement. Minimum of 10 years in a Human Resources operational role, with at least 5 years in a leadership/managerial role, with strong development and organizational skills Experience working with Microsoft Office and HRIS (HR Information System) Experience in a service related field, i.e. law firm, CPA firm, investment firm... etc Additional Information All your information will be kept confidential according to EEO guidelines. Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link.

Role OverviewYou want high visibility, challenging opportunities and a rewarding environment. *This is an on-site position* Sodexo has an opportunity for an experienced human resources professional to join the team as a Human Resources Manager 2 at University Hospitals located in Cleveland, OH. The HR Manager will provide generalist support to Food Services, Facilities Management, and Environmental Services (EVS) managers, supervisors, and frontline employees. This role will ensure adherence to all Sodexo policies and procedures, with a strong emphasis on employee engagement and retention. Key responsibilities include employee relations, conducting investigations and maintaining documentation, performance and evaluations, labor management, leave of absence and workers compensation administration, as well as recruiting and onboarding new employees. Position focuses on hourly workforce and may or may not include union accounts. The ideal candidate will be an experienced human resources professional with a proactive mindset, high attention to detail, and effective communication skills. What You'll DoImplement and manage Sodexo's HR policies and procedures in alignment with hospital standards and contractual obligations as well as educate management and employees on policies and procedures. Handles human resource functions and administration for single unit/account. May include payroll, benefits, training, employee relations, recruiting, safety, etc. Position focuses on hourly workforce. Ensure compliance with labor laws, healthcare regulations, and hospital policies. Collaborate with department heads to assess staffing needs and workforce planning. Support employee development initiatives and career progression opportunities. Maintain accurate HR records and generate regular reports on workforce metrics. Facilitate communication between hospital leadership and staff on HR matters. Promote employee wellness, diversity, equity, and inclusion initiatives. Handle disciplinary actions and terminations in accordance with legal and hospital standards. Provide direction to managers and employees on implementation of HR plans, programs, policies, and training. Act as the primary consultant on various HR initiatives. Serve as the HR consultant and work with operations to positively impact business. Perform due diligence for new business initiatives to determine the appropriate HR plans, programs, process, and tools (including compensation, benefits, leadership, staffing, diversity & inclusion) based on financial and legal exposure. Investigate and resolve employee issues and recommend resolutions, based on policy, as appropriate. Involve those necessary based on incidents, HR People Center, legal, etc. If applicable, management of union employees; understanding of all contract rules/policies and management of arbitration. Involvement of contract negotiations. What We OfferCompensation is fair and equitable, partially determined by a candidate's education level or years of relevant experience. Salary offers are based on a candidate's specific criteria, like experience, skills, education, and training. Sodexo offers a comprehensive benefits package that may include: Medical, Dental, Vision Care and Wellness Programs 401(k) Plan with Matching ContributionsPaid Time Off and Company HolidaysCareer Growth Opportunities and Tuition ReimbursementMore extensive information is provided to new employees upon hire. What You BringExtensive background in human resources management Understand and respect sensitive and confidential information. Experience managing HR/Administrative support team members. Excellent computer skills with proficient knowledge of Microsoft Office programs. Knowledge of and oversight of all Federal, State and Local laws regarding human resources. Detailed oriented, flexible, and have ability to manage competing priorities and meet time demands; and/or Excellent organization, communication, and project management skills. Who We AreAt Sodexo, our purpose is to create a better everyday for everyone and build a better life for all. We believe in improving the quality of life for those we serve and contributing to the economic, social, and environmental progress in the communities where we operate. Sodexo partners with clients to provide a truly memorable experience for both customers and employees alike. We do this by providing food service, catering, facilities management, and other integrated solutions worldwide. Our company values you for you; you will be treated fairly and with respect, and you can be yourself. You will have your ideas count and your opinions heard because we can be a stronger team when you're happy at work. This is why we embrace diversity and inclusion as core values, fostering an environment where all employees are valued and respected. We are committed to providing equal employment opportunities to individuals regardless of race, color, religion, national origin, age, sex, gender identity, pregnancy, disability, sexual orientation, military status, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you need assistance with the application process, please complete this form. Qualifications & RequirementsMinimum Education Requirement - Associate's Degree or equivalent experience Minimum Management Experience - 2 years Minimum Functional Experience - 1 year of HR experience

Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link. Job Description Do you want to be groomed to move into a Vice Presidents role and do you want this to be the Last Resume you'll need? Put your graduate degree to work in this HR Manager position. Our client is a highly successful financial services firm providing financial services to high net worth individuals. The Human Resources Manager will administer all Human Resources policies and procedures. They will oversee recruiting, payroll, professional development and job performance evaluations. The Human Resources Manager will report directly to the VP Insurance Services & Human Resources You will be responsible for: Supervises HR staff and administers Human Resources policies, procedures and oversees staff development. Supervises staff and client benefits. This is what you need to be considered: Graduate Degree in HR or a related major, with high scholastic achievement. Minimum of 10 years in a Human Resources operational role, with at least 5 years in a leadership/managerial role, with strong development and organizational skills Experience working with Microsoft Office and HRIS (HR Information System) Experience in a service related field, i.e. law firm, CPA firm, investment firm... etc Additional Information All your information will be kept confidential according to EEO guidelines. Please, review and apply for this position through the QCI system following the link below (Copy and Paste): http://bit.ly/1AXZQJt *You can apply through Indeed using mobile devices with this link.

In this role, you will be the primary point of contact for the Airfoils division in developing and executing HR strategy in support of the division's business objectives. Key leadership in driving employee recruitment, engagement, and retention to support our business needs, which is critical in this post-Covid world. Must provide competitive compensation and benefit packages, update plant policies for current times, develop our plant culture for the needs of different employee generations. You will serve as a connected partner for the Sr. Vice President the Airfoils and key members of the division staff. Responsible for providing expertise and guidance in the areas of culture and change management, strategic coaching, talent assessment and development, succession planning, performance management, employee engagement, employee relations and organizational design. Essential Responsibilities Strategic HR Leadership Provide leadership and expertise for the full scope of HR client support. Partner with the business leader(s) to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives. Partner with business leaders to develop and embed progressive HR strategies and processes. Leverage change acceleration techniques to assist in driving broad changes needed to best support the business. Coaching & Development Provide timely, effective and direct coaching to business leaders, assisting in the development of strong, inclusive leadership skills. Provide strategic coaching to key talent in extended client groups as it pertains to succession planning, career path development, and performance management. Talent Management & Succession Planning Lead succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines, mentoring, training, etc. Employee Engagement & Relations Lead employee engagement and employee relations strategies to ensure a strong workforce. With the support of talent acquisition team and other business resources, develop and drive strategies to attract, develop, engage, and retain strong and diverse talent. HR Team Leadership Provide overall leadership to the HR team, delivering appropriate coaching, mentoring and development opportunities (including exposure to HR Business Partner skills and experiences), communicating proactively, and ensuring HR team engagement & retention. Qualifications / Requirements Bachelor's degree from an accredited university or college in related area. Master's degree in human resources, Business Administration, or related field preferred. Minimum 7 years prior professional work experience with demonstrated achievement and leadership of HR in a manufacturing environment. Approachable and responsive resource able to connect with employees at all levels. Demonstrated experience in making strategic HR decisions, assessing leadership talent, and effectively interfacing with high-level business and operations leaders. Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce. In-depth understanding of HR concepts and principles gained through formal education and substantial work experience. Well developed (oral and written) communication and diplomacy skills set with the ability to influence others by presenting sound and logical arguments tailored to the audience. Strong analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience. Capable of handling multiple issues and/or projects simultaneously and executing them to completion. Demonstrated ability to work in a demanding, high performance work environment. Ability to energize and lead in complex, demanding, and goal-driven organizations

Job Summary: The Director of Human Resources is a strategic leader responsible for developing and executing HR strategies that support the organization's strategies, culture, and long-term goals. This role oversees all aspects of human resources operations, including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. The Director partners closely with executive leadership to cultivate a high-performing, inclusive, engaged workforce, as well as all other duties as assigned. Primary Responsibilities: Strategic Leadership Develop and implement HR strategies aligned with organizational goals. Advise senior leadership on workforce planning, organizational structure, and change management. Lead initiatives that strengthen company culture and employee engagement. Talent acquisition & management Oversee full-cycle recruitment to attract and retain top talent. Establish effective onboarding programs that promote early employee success. Guide managers in performance management, coaching, and talent development. Employee Relations Serve as a trusted advisor on complex employee relations issues. Ensure consistent and fair application of policies and procedures. Foster an environment that encourages communication, collaboration, and conflict resolution. Compensation & Benefits Develop competitive compensation structures aligned with market trends. Oversee administration of employee benefits programs. Ensure pay equity and compliance with compensation regulations. Compliance & Risk Management Maintain compliance with all federal, state, and local employment laws. Ensure accurate and timely reporting, recordkeeping, and audits. Mitigate organizational risk through effective policy development and training. Primary Responsibilities: Training & Development Identify, create and administer learning and development programs. Support leadership development and succession planning efforts. Promote continuous improvement and professional growth across the organization. HR Operations Oversee HR systems, data accuracy, and reporting. Manage vendor relationships and evaluate HR systems. Develop and maintain HR metrics to support data-driven decision-making. Qualifications & Experience Bachelor's degree in human resources, business administration, or related field (master's preferred). Minimum of eight years of progressive HR experience, with at least three years in a leadership role. HR Certifications (SHRM-SCP, SPHR) are strongly preferred. Experience in a manufacturing environment preferred. Multisite experience a plus. Strong knowledge of employment law and HR best practices. Exceptional leadership, communication, and interpersonal skills. Ability to balance strategic vision with hands-on execution. Proven success in managing organizational change and driving cultural initiatives. Excellent analytical skills, with the ability to interpret HR metrics and insights. Must be able to perform the essential functions of the position with or without accommodation.

Job Description Are you looking to advance your career by joining a dynamic and strong precision manufacturing company in NE Ohio who genuinely cares for their Team? This Human Resources Manager position for SPIROL Ohio, which currently has approximately 100 Team Members on site, is part of SPIROL, a global organization of 700+, with manufacturing and sales locations all over the world, that serves aerospace, defense, automotive and other industries. The HR Manager serves as a trusted partner to the Ohio leadership team, providing both hands-on HR leadership and people guidance in support of organizational goals. This role is responsible for the full employee lifecycle at the site level while ensuring alignment with global HR strategies, values and compliance requirements. Key Responsibilities: Partner with site and functional leaders to support workforce planning, organizational effectiveness and change initiatives Coach managers on employee relations, performance management, and leadership effectiveness Lead employee relations matters including investigations, conflict resolution and corrective action Ensure consistent application of policies, practices and company values Support performance management processes and talent development initiatives Ensure compliance with federal, state and local employment laws Manage leave administration (FMLA, state leaves, ADA accommodations) Promote a positive, inclusive workplace culture aligned with SPIROL's values Serve as a visible HR presence and advocate for employees Coordinate and administer company sponsored employee appreciation events and annual celebrations. RECOMMENDED QUALIFICATIONS: Minimum of seven (7) years' of progressive experience HR experience, including employee relations, preferably in the manufacturing industry Bachelor's Degree in HR, Business Administration or related field preferred Strong knowledge of employment law and HR best practices Excellent communication, writing, organization and people skills. Demonstrated ability to influence and partner with leaders at multiple levels BENEFITS: Health/Dental/Vision Company fully paid Life, Short and Long Term Disability Competitive Compensation Immediate Paid Vacation 11 Paid Holidays Paid Time Off Education Assistance Program Employee Assistance Program Employee Referral Bonus Program Pet Insurance 401(k) with Company Matching Defined Contribution Pension - 3% Guaranteed Careers Video Link: ******************************************* SPIROL an equal opportunity employer. SPIROL does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity, or any other characteristic protected by law. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin. Job Posted by ApplicantPro

Your Opportunity as the Manager, HR Projects Lead and manage multiple HR projects of varying scope and complexity, including mergers, acquisitions, divestitures, integrations, and large-scale initiatives such as organizational redesign and restructuring. Serve as the primary HR point of contact across all COEs, guiding projects from inception through planning, execution, and measurement to ensure successful outcomes. This role requires strong HR expertise, organizational skills, relationship-building, analytical ability, and influence. Reporting to the VP of Organization Excellence, the position is part of the Extended HR Leadership Team. Location: Orrville, OH Work Arrangements: Hybrid - onsite a minimum of 9 days per month primarily during core weeks as determined by the Company; may require more frequency dependent on business needs. In this role you will: Facilitate annual strategic planning process across HR, including ongoing prioritization of initiatives and ongoing resource-alignment of all bodies of work via leadership of the HR Governance Council, with the HR Leadership Team. Develop and implement detailed project plans across annual, run-model processes (some, in partnership with other COE partners), as well as Special Projects and/or annual company priorities (e.g., mergers, acquisitions and divestitures, plant closures, employee engagement survey, etc.) Partner with all relevant HR Centers of Excellence (Total Rewards, Talent, HR Shared Services, HR Regional Operations, OBPs, Employee/Labor Relations, International) and other internal and external stakeholders to drive project plans to implementation with concise goals, operating mechanisms, and regular updates to stakeholders. Proactively manage changes in project scope, identifies and manages project risks; escalates as needed for resolution. Define and apply a consistent monitoring program that will ensure successful delivery of projects and continuous project improvement. Advise on and bring to life appropriate tracking and reporting mechanisms for large, enterprise-wide changes; prepares tracking systems and reports for both HR, as well as executive-level audiences, that are clear, succinct and accurate. Leverage Workday for reporting, as available, to minimize amount of manual reporting required. Manage relationships with cross-functional project partners outside of HR, and service providers (e.g., supports communication with external partners at acquired/divesting companies, Employee Engagement survey partners, etc.) Ensure cross-functional teams work collaboratively and effectively; independently manages conflict and/or differing perspectives in order to drive to successful outcomes and bring quick resolution The Right Place for You We are bold, kind, strive to do the right thing, we play to win, and we believe in a strong community that thrives together. Our culture is rooted in our Basic Beliefs, and we believe in supporting every employee by meeting their physical, emotional, and financial needs. What we are looking for: Minimum Requirements: A Bachelor's degree 5+ years of relevant project management experience Accomplished in leading large, complex, cross-functional projects requiring coordination of work across multiple stakeholders, consensus-building, problem resolution, and consistent demonstration of process improvement Experience challenging the status quo on both partners and other leaders to ensure practical and obtainable goals/outcomes Demonstrated ability to influence individuals and decisions at all levels, especially those more senior than this position, including executive-level Proven relationship-building and consultative skills - excellent listening skills, fosters trust at all levels, ability to understand and distill needs and concerns to actionable next steps, and navigate individuals and teams toward compromise, “best balanced choice,” etc. Presentation and analytical skills, including expertise in PowerPoint, Excel, and MS Word Experience protecting and maintaining highly sensitive and confidential information Ability to prioritize competing demands and conflicts; able to simultaneously manage multiple tasks and projects effectively Ability to analyze large data sets to distill insights and connect disparate ideas into cohesive, well-grounded recommendations using creative, structured and analytical thinking Excellent organization skills, with great attention to detail, while keeping the strategy and larger picture in mind. Ability to see/think beyond the situation immediately at-hand, several steps ahead, in anticipation of potential needs, obstacles, etc. Additional skills and experiences that we think would make someone successful in this role: Understanding of common HR disciplines, including Total Rewards (Compensation & Benefits), Talent Acquisition (Recruiting), Talent Management (Organization Development, Change Management, etc.), HR Operations & Shared Services, HR Regional Operations, Employee/Labor Relations, and the Organization Business Partner role, and how processes intersect across various COEs to implement and deliver core HR services, capabilities, and solutions. Prior experience working in, or with, the Plant Operations audiences and environment Learn more about working at Smucker: Helping our Employees Thrive Delivering on Our Purpose Our Continued Commitment to Ensuring a Workplace for All Follow us on LinkedIn #LI-Hybrid

At STERIS, we help our Customers create a healthier and safer world by providing innovative healthcare and life science product and service solutions around the globe. The Senior Manager, HR serves as an HR Business Partner for assigned client groups within the Corporate functional areas (Quality, Compliance, Regulatory). This individual will work closely with the HR Director for Corporate functions, business leaders, HR peers, and employees to align with business objectives. This role will deliver on HR strategies that enable the business to attract, hire, retain high performing team members. Location: This role is based in STERIS' Corporate Offices in Mentor, OH. Working a minimum of 3 days a week from the STERIS office is expected with the ability to be in the office more as needed. What You'll Do As a Senior HR Manager * Partner with functional leaders in areas such as organizational effectiveness, succession planning, organizational structure, workforce planning, and change management to strengthen overall organizational capability, employee retention and engagement. * Ensure alignment of HR processes i.e. talent reviews, performance management, compensation, routine management, talent acquisition, employee engagement, and talent development. * Drive employee engagement and satisfaction through promotion of a positive company culture and supporting practices. Interpret employee engagement data for assigned client groups. * Consult with leaders in client groups to develop related action plans. * Ensure effective talent management including assessment and development of talent. Support managers in identifying and delivering resources to meet employee/departmental training needs and encouragement of employees to continuously develop their skills in their field of work. Support the execution of enterprise leadership development programs. * Oversee talent acquisition strategy by managing various recruiting activities in partnership with the talent acquisition team, including early career talent, Diversity hiring, internal mobility of staff, and overall selection process effectiveness. * Counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations in line with local culture and the business and legal environment. * Responsible for ensuring the accuracy of client group HR data by overseeing routine data audits and communicating importance of data quality control as the HR team processes changes. Provides management with key HR metrics (turnover, time to offer, etc) and developing actions to drive improvements. * Manage the annual performance and reward cycle. Oversee leadership participation and ensure performance-based rewards and equitable reviews are done in timely manner. * Provide leadership and change management tools to stakeholders as they implement change. Use effective project management, communication methods, and training tactics to drive change. Help ensure leaders are set up to successfully manage change by developing resources they can leverage to deploy in the business. * Remain up-to-date on relevant US and state employment laws and other human resources compliance issues. Partner with employment attorneys and other stakeholders to resolve any issues related but not limited to employment litigation claims, diversity/EEOC/OFCCP compliance, and promotion of related programs. * Provide business leaders with coaching and guidance to manage through employee relations matters, to include conflict avoidance. Uphold confidentiality and conduct investigations in a manner to elicit trust in the process and role. The Experience, Skills and Abilities Needed Required * Bachelor's degree in either Human Resources or a business-related field required * At least 10 years of Human Resources business partner or HR specialist experience in a large, public, multi-state and multi-national company * 3+ years' minimum experience managing projects and programs, experience using proven project management and change management principles * At least 5 years of experience working directly with specialized business functions (i.e. IT, Finance, Legal, HR, Corporate Compliance) or transferable project work experience related to specialized areas of the organization and/or that had significant impact to the organization Preferred * MBA or Masters in Labor Relations or Law is preferred * Project Management (PM) certification and/or demonstrated competency in application or exposure to PM processes and best practices Skills * Experience with process improvement approaches (Lean Manufacturing, Six Sigma, Practical Process Improvement, etc.) * Experience working across a complex organizational matrix and with various levels in the organization * Strong analytical skills with advanced knowledge of Microsoft Word, Excel, PowerPoint, and Outlook * Demonstrated success translating business strategies into HR objectives and actions * Comprehensive and deep HR experience, including a complete understanding of and hands-on exposure to the full mix of HR functions (preferably in a national and global environment) * A track record of positive results and an ability to show how implemented programs and policies have contributed to the success of an organization while enhancing or driving cultural change * Ability to develop reputation as someone sought out for their opinion and advice and who can forge and maintain close relationships across all constituencies * Self-motivated; bias for action * Critical thinking skills, ability to dissect complex problems and make informed decisions by evaluating several different sources of information objectively * Strong ability to analyze, be creative, problem solve and empathize * Effective negotiating and influencing skills * Ability and experience in maintaining strict confidentiality * Must possess excellent verbal and written communication skills * Excellent multi-tasking, time management, and priority setting capabilities What STERIS Offers We value our employees and are committed to providing a comprehensive benefits package that supports your health, well-being, and financial future. Here is just a brief overview of what we offer: * Market Competitive Pay * Extensive Paid Time Off and (9) added holidays * Excellent Healthcare, Dental and Vision Benefits * Long/Short Term disability coverage * 401(k) with company match * Maternity & Paternal Leave * Additional add-on benefits/discounts for programs such as Pet Insurance * Tuition Reimbursement and continued educations programs * Excellent opportunities for advancement and stable long-term career #LI-SA2 #LI-Hybrid Pay range for this opportunity is $105,400.00 - $136,400.00. This position is eligible for bonus participation. Minimum pay rates offered will comply with county/city minimums, if higher than range listed. Pay rates are based on a number of factors, including but not limited to local labor market costs, years of relevant experience, education, professional certifications, foreign language fluency, etc. STERIS offers a comprehensive and competitive benefits portfolio. Click here for a complete list of benefits: STERIS Benefits Open until position is filled. STERIS is a leading global provider of products and services that support patient care with an emphasis on infection prevention. WE HELP OUR CUSTOMERS CREATE A HEALTHIER AND SAFER WORLD by providing innovative healthcare and life sciences products and services around the globe. For more information, visit *************** If you need assistance completing the application process, please call ****************. This contact information is for accommodation inquiries only and cannot be used to check application status. STERIS is an Equal Opportunity Employer. We are committed to equal employment opportunity to ensure that persons are recruited, hired, trained, transferred and promoted in all job groups regardless of race, color, religion, age, disability, national origin, citizenship status, military or veteran status, sex (including pregnancy, childbirth and related medical conditions), sexual orientation, gender identity, genetic information, and any other category protected by federal, state or local law. We are not only committed to this policy by our status as a federal government contractor, but also we are strongly bound by the principle of equal employment opportunity. The full affirmative action program, absent the data metrics required by § 60-741.44(k), shall be available to all employees and applicants for employment for inspection upon request. The program may be obtained at your location's HR Office during normal business hours.

Plant HR Manager Since 2022, Associated Materials / Alside has been undergoing a transformation to maximize our potential through investments in people, operations, and brands. If you want to be part of a company where your ideas and input are more than just encouraged--they are valued--this is the place for you. At Associated Materials / Alside, your contributions will provide an immediate and lasting impact, helping us achieve what is possible. POSITION SUMMARY: We are recruiting a Human Resources Manager to drive people and process transformation at our manufacturing plant in Cedar Rapids, Iowa. Initiative, integrity, accountability, ownership, and disciplined workforce development will be key differentiators in both the selection process and the successful execution of the roles and responsibilities of this key position. This role requires the ability to think strategically, acting at the detail level to support the employees and the business. In general, this position is a key member of the Plant Operations team and is responsible for the effective and successful people and process management discipline and communications for non-exempt and exempt employees. This includes but is not limited to employee relations, staffing, employee engagement, leadership coaching, performance management, workforce analysis and reporting, and HR compliance. The Human Resources Manager will work with managers and employees at various levels to provide human resources support and solutions in a manufacturing setting. KEY ACCOUNTABILITIES: Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations. Responsible for effectively identifying, investigating, and resolving employee relations issues, resolving complex labor and human capital challenges. Develop and implement process and tools that foster higher productivity and improved retention of workforce. Manage leadership team's staffing and development. Work with the Talent Acquisition team to recruit salary and hourly candidates to join the Grammer team. Effectively recruit, train, and develop highly productive candidates motivated to achieve business objectives. Coaching, counseling and help employees and all levels of management in employee or management issues relating to promotion, termination, or disciplinary action. Responsible for providing analytical and project management support. Influencing skills to manage plant or organization changes. Facilitates onboarding activities. Acts as an employee relations specialist assisting in investigation and resolution of employee issues. Provides communication of programs and drives resolution of issues related to employee concerns regarding payroll, benefits, and other employee programs. Maintains employee data in various systems and tools. Actively participates in plant teams/committees and assumes leadership role in HR related issues. Promotes and reinforces the AM Values and culture. Drives the plant engagement actions for cultural improvements. Performs monthly data reporting for the facility. REQUIRED EDUCATION, EXPERIENCE & SKILLS: Bachelor's or master's degree in Human Resources, Labor Relations, Psychology or Business Administration. A minimum of 5 years of HR experience + progressively responsible experience leading people to accomplish a mission with integrity and teamwork. Detail-oriented with demonstrated project management and strong analytical skills. Strong employee relations experience, Positive employee relations experience a plus. Excellent communications (verbal and written) and interpersonal skills. Demonstrated ability to work with minimal supervision and to successfully complete projects and initiatives in required time frames. Must have the ability to work in a fast-paced, ever-changing environment as well as being an effective team player. Some experience in payroll and attendance systems (ADP) is a plus. Strong PC knowledge and skills: Windows, Word, Excel and PowerPoint. PREFERRED EDUCATION, EXPERIENCE & SKILLS: Experience in a manufacturing setting Bi-Lingual Spanish SHRM-CP or PHR Certification a plus Demonstrated strong HR business partnering skills Work Environment The atmosphere is that of a manufacturing plant and office space. The position will primarily work where moving machinery produces noise. Employees must wear Personal Protective Equipment that is issued for that location. Temperature can range from extreme cold to extreme heat. Frequent use of company communication devices are required such as a computer, phone, and other office electronics. Associated Materials is a leader in exterior building products for residential and commercial remodeling and new construction markets. We produce vinyl windows, vinyl and composite siding and accessories, and metal building products--and distribute other essential building products to ensure customers find everything they need for their exterior. Headquartered in Cuyahoga Falls, Ohio, more than 4,000 associates across North America support Associated Materials. We operate 11 manufacturing facilities and more than 100 Alside and over 20 Gentek supply centers across the United States and Canada. Through our unique combination of award-winning products, manufacturing and distribution operations, installation solutions, and support services, the opportunities at Associated Materials are endless! Associated Materials ... Building Products Better Associated Materials, LLC. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, ancestry, age, disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance. We also make reasonable accommodations for disabled employees and applicants, as required by law.

The Human Resources Manager supports the Director of Human Resources in executing strategic HR initiatives and managing day-to-day HR operations. This role is responsible for supervising HR staff, ensuring compliance with employment laws, and fostering a positive and productive workplace culture. The HR Manager acts as a liaison between employees and leadership, helping to align HR practices with organizational goals. Strategic and Measurements Executes HR strategies that support business objectives. This includes performance management, employee engagement, and compliance initiatives. The role involves monitoring key HR metrics such as turnover rates, training effectiveness, and employee satisfaction. The HR Manager also contributes to policy development, HRIS optimization, and continuous improvement of HR processes. Relationship The role is a facilitator across departments, ensuring smooth HR operations and effective communication between HR and other functions across the company. The HR Manager leads by example, promoting a culture of respect and engagement, and works closely with supervisors and managers to support employee relations. Leadership and Support Supervises four (4) HR team members Provides guidance on employee relations, performance management, and policy application Coordinates and delivers supervisor training programs Supports organizational change and engagement strategies Leads implementation of new HRIS and payroll systems May represent HR in cross-functional committees and initiatives Technology and Continuous Improvement The HR Manager drives adoption and optimization of HR technologies, including HRIS and payroll systems. Develops HR policies, procedures, and best practices to enhance organizational efficiency and compliance. Experience, Education and Skills Bachelor's degree in Human Resources, Business Administration/Management, or related field Minimum 5 years of HR experience, including 2+ years in a supervisory or managerial role Strong knowledge of employment law and HR best practices Proficiency in HRIS systems and Microsoft Office Suite Excellent communication, leadership, and problem-solving skills Ability to handle sensitive and confidential information with discretion Metrics Compliance with employment laws and internal policies Employee engagement and satisfaction Timely and effective completion of HR initiatives Successful implementation and optimization of HRIS/payroll systems Quality and consistency of supervisor training and development programs Reduction in turnover and improvement in recruitment outcomes Responsibilities Implement HR strategies aligned with business objectives Assist with performance management programs, including goal setting, evaluations, and development plans Supports the administration of recruitment, onboarding, safety and training Strong background in benefits and benefits administration/management Delegate tasks and ensure timely completion of HR projects and initiatives Provide guidance and support on employee relations issues, ensuring policies are applied fairly, consistently, and in alignment with organizational values Promote a culture of respect, inclusion, and engagement (A.R.T - Accountability, Respect and Trust) Ensure adherence to federal, state, and local employment laws Assist in developing and updating HR policies and procedures Works closely with the HR Director to design, coordinate, and deliver supervisor training programs that support leadership development and organizational effectiveness Support organizational change initiatives and employee engagement strategies Lead the implementation of a new HRIS and payroll system, ensuring seamless transition, effective integration with existing processes, and ongoing optimization for organizational efficiency

Hillside Plaza is a skilled nursing center dedicated to providing exceptional care and creating a supportive environment for both residents and staff. We are seeking an experienced and detail-oriented HR/Payroll Specialist to join our team and help us maintain smooth operations in human resources, payroll, and staff scheduling. Key Responsibilities: Process bi-weekly payroll accurately and on time, ensuring compliance with federal, state, and local regulations. Maintain employee records, including new hire documentation, benefits enrollment, and status changes. Assist with recruitment, onboarding, and orientation of new employees. Respond to employee inquiries regarding payroll, benefits, and HR policies. Ensure compliance with labor laws and company policies. Develop and manage staff schedules to ensure adequate coverage for all shifts. Coordinate schedule changes, time-off requests, and shift swaps while maintaining compliance with staffing requirements. Support HR initiatives such as performance reviews, training, and employee engagement programs. Qualifications: Previous experience in HR, payroll processing, and scheduling (healthcare or skilled nursing facility experience preferred). Knowledge of payroll systems, HRIS software (Dayforce preferred), and scheduling tools. Strong understanding of employment laws and regulations. Excellent organizational and communication skills. Ability to maintain confidentiality and handle sensitive information. Benefits: Competitive salary Health, dental, and vision insurance Paid time off and holiday pay 401(k) retirement plan Opportunities for professional growth Hillside Plaza - East Side of Cleveland Rooted in the Community:Hillside Plaza is a vital part of Cleveland's east side, offering compassionate care and building lasting relationships with residents and families throughout the area. Our Mission:“Our Family Caring for Yours” means treating every team member like family. We believe in creating a supportive, respectful, and growth-oriented environment where you can thrive both personally and professionally. What We Offer Employees: A strong sense of purpose and community Opportunities to grow your career in skilled nursing, assisted living, rehab, long-term care, and hospice Full-time nurse practitioner support and interdisciplinary collaboration A workplace that values your unique contributions and encourages continuous learning We See You as a Whole Person:Just like our residents, our team members have physical, emotional, social, and intellectual needs. We're committed to supporting your well-being and helping you succeed. We are an Equal Opportunity Employer. We welcome applicants of all backgrounds and do not discriminate based on race, color, religion, sex, national origin, age, sexual orientation, marital or veteran status, or disability.

Job Description HR Payroll Specialist Common Sail Investment Group CommonSail Investment Group, based in North Canton, Ohio, is a family of companies specializing in real estate development, senior housing, and healthcare services. With a workforce of over 10,000 employees, the organization is dedicated to delivering exceptional experiences across its diverse portfolio, which includes senior living communities, and healthcare services designed to enhance residents' quality of life and real estate development and construction. CommonSail Investment Group's impact extends across more than 12,000 senior housing apartments in multiple states, managing over 130 properties, multiple healthcare businesses and construction with self-performing labor services. Committed to putting Employees First, Creating the absolute best experiences, and Delivering industry leading financial performance, CommonSail Investment Group continues to set industry standards. For more information, visit csig.com. Position Summary The HR Payroll Specialist will assist the HR Payroll Manager utilizing timekeeping information as the basis for accurate and timely payroll processing for the organization, while ensuring applicable compliance regulations are followed. This is role that is part of a team of Payroll professionals, reporting to the HR Payroll Manager. Essential Responsibilities and Duties Ability to accurately process bi-weekly payroll aligned to company policies and guidelines. Review timekeeping and payroll related information for accuracy. Maintain accurate and up-to-date employee payroll records. Ensure timekeeping and payroll information is compliant with local, state, and federal regulations aligning to government guidelines. Manage benefits, garnishments, and other payroll-related deductions. Handle direct deposit/pay cards, payroll adjustments for raises, bonuses and commissions. Address payroll related issues and discrepancies and resolve them accurately and timely. Main point of contact for employee related inquiries. Prepare payroll reports and assist with audits. Collaborate with Finance to ensure payroll and allocation information accurately transferred to the financial system. Work with HRIS Manager to resolve any system related issues. Bring experience and solutions to the team related to industry best practices and process improvements. Ability to collaborate with other HRIS resources on projects and solution rollouts. Other duties as assigned. Qualifications Bachelor's degree Human Resources, Finance/Accounting, Business Administration, or related field. 2-3 years payroll experience. Experience with integrated HRIS/Payroll software. Skills Solid understanding of multi-state payroll processes, tax regulations and compliance. Experience with payroll systems and data analytic tools. Ability to multi-task, stay organized, and maintain accurate records. Attention to detail, ensuring data and information in systems are accurate and are compliant. Strong problem-solving skills with the ability to have clear and effective written and verbal communications with employees and managers. Build positive relationships with employees and address their concerns professionally. Ability to resolve payroll and time and attendance system-related issues and find solutions to improve system(s). Manage data, create reports, and use HR software and MS Office products efficiently. Proven track record of maintaining confidentiality and handling sensitive information. General Working Conditions While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk, and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required. Common Sail Investment Group has a comprehensive benefit package that includes health, dental, vision, life and accidental insurance, short-term disability, long-term disability, critical illness, EAP, 401(k), income protection, and extraordinary work-life benefits. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty. Equal Opportunity Employer #CSALL

AVI Foodsystems is looking for an energetic and optimistic team member to fill the role of Employee Relations Specialist. Founded in 1960, AVI Foodsystems has evolved into one of the most respected and trusted food service companies in the nation. Providing comprehensive food services with a focus on the highest quality and freshest ingredients, impeccable service and total value is the reputation we have earned and live up to everyday. Duties & Responsibilities: Field many types of phone calls, including concerns or complaints from managers and team members Promote positive employee relations within all levels of the company Investigate team member complaints and concerns, and assisting in their resolution Assist in investigation and coordination of disciplinary actions Advise managers on company policies and procedures and how to deal with employee relations issues to ensure consistency in applying company policies and federal, state, and local employment laws Administer company correspondence for high-volume unemployment claims and represent the company at unemployment hearings Respond to charges of discrimination with the EEOC, OCRC, etc. Conduct and participate in training sessions on topics such as harassment awareness, disciplinary processes, and anti-discrimination laws Assist with Leave Administration Complete administrative tasks within the Employee Relations Department Participate in other employee relations/human resources programs, projects and functions as needed Requirements: A degree in human resources, business administration, or related field is preferred Minimum of 2 years experience in Employee Relations is required PHR or SHRM certification preferred, but not required A professional, service-oriented disposition Ability to remain calm and pleasant while diffusing tense or angry situations Exceptional communication skills; ability to interact with all levels of the company with tact and diplomacy Capacity to thrive and re-prioritize work in a fast-paced, ever changing environment Ability to work both independently and as part of a team Ability to maintain a high level of confidentiality in a mature and non-judgmental manner Knowledge of federal, state, and local employment laws Personal characteristics that include: high levels of confidence and resilience, self-motivation, flexibility, superior work ethics and integrity, and a positive attitude Knowledge and experience using ADP or other HRIS systems preferred Benefits: AVI is proud of its team members and appreciates the hard work, loyalty and committed service they provide every day, which is why we offer the following: A family culture and atmosphere Competitive compensation Health, dental, vision, and life insurance for full-time team members 401(k) with generous company match Paid vacations and holidays Immense training and growth opportunities We conduct pre-employment drug testing. EOE

Northeast Wisconsin Technical College is a nationally recognized and locally trusted college dedicated to advancing the success of all students and economic vitality of the communities we serve through access, high-quality education, and strategic partnerships. The community that we serve is home to people with a rich range of backgrounds and experiences. We are committed to supporting an environment where all students and employees thrive and succeed. We believe every team member enriches our organization with unique skills, perspectives, and solutions. We seek applicants who are motivated and equipped to support all students, to work effectively with colleagues from a range of backgrounds, and to build the vibrancy of our community. You belong here. See why you will love working at NWTC. FOR HR USE ONLY - ONLY apply to this opening if you have been directed to do so. Unsolicited applications received will NOT be reviewed by a hiring team for consideration. Warm Regards, Talent & Culture Reasonable Accommodations Statement To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. We strive to accommodate any individual who requires adjustments to ensure a fair and equal employment process. If you require specific accommodations during the application and/or screening process due to a disability or other reasons, please contact Talent and Culture at ************************* or ************. Northeast Wisconsin Technical College does not offer H-1B or other work authorization visa sponsorship for this position. Candidates must be legally authorized to work in the United States at the time of hire and maintain work authorization throughout the employment term. If you have questions regarding this, please contact Talent and Culture. NWTC does not discriminate on the basis of political affiliation, age, race, creed, marital status, color, religion, national origin, disability, veteran status, sex, sexual orientation, gender, genetic testing or other applicable legislated categories. Inquiries regarding the College's nondiscrimination policies may be directed to the Associate Vice President of Student Affairs at ************ or **************************.

Full-time Description AND OBJECTIVES Working under the direction of the Director of Human Resources, this position is responsible for all aspects of recruiting for the organization and plays a critical role in ensuring the hiring of best possible talent. For many individuals who encounter the agency, the Human Resources Specialist is the first person he/she interacts with and is the source for first impressions. This position will also have some responsibility for onboarding, training, and development. ESSENTIAL JOB FUNCTIONS Responsible for the recruitment, pre-offer processes, post offer processes and on-boarding of new hires and associated communications. Develops and executes talent acquisition plans for the agency. Creates and grows agency presence on various social media channels for employment recruitment purposes. Posts open position announcements: creates and maintains position/posting requests. Posts open positions on a variety of channels in compliance with Union rules and agency policies on postings. Screens incoming applications/resumes via ATS/HRIS System, reviews candidate's background, and forwards adequate candidates on to hiring manager for further consideration. Tracks all active candidates for employment. Provides data as requested regarding talent acquisition efforts i.e., resources utilized, posting, type and count of qualified candidates Participates in job/career fairs at local educational institutions and other outside agencies. Develops networking relationships with community partners, educational institutions, etc. for recruitment purposes. Coordinates and tracks internship opportunities within the agency. Researches and recommends new sources for active and passive candidate recruiting. Schedules initial interviews as directed. Completes required background screenings i.e., reference checks, MVR, Criminal Background Checks, and degree/licensure verification, and database checks as assigned. Assists with necessary correspondence including offer letters. Extends offers of employment to candidates and answers questions regarding benefits, schedule, etc. Serves as back-up facilitator for the new staff orientation program. Provides back-up to HR Specialist and CHRO. Provides general HR support to managers and staff as needed. Coordinates and assigns staff training on behalf of the Human Resources Department. Tracks and reports on training compliance to supervisors. Maintains a high degree of professionalism and courtesy when interacting with others. Maintains confidentiality at all times. Maintains all pre-employment and marketing materials related to the recruitment process. Assists with special projects such as open enrollment for benefits, all-staff events, performance evaluations, workers compensation and unemployment claims processing, salary surveys, EEO reporting, state, federal and other external or internal reports as required. Must be able to react to changes and stress productively, and be able to maintain regular and predictable attendance and punctuality. Must be able to relate to all levels of staff and management and to work as part of a team. Must be able to communicate with others in a safe, stigma-free manner. Recommends ways to improve current practices. Maintains HR spreadsheets and workflows. Acts as contact person for correspondence with job posting websites. Completes other duties and responsibilities as assigned. Requirements KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED In order to perform the essential functions of this job, after an orientation period the employee must possess the following: a working knowledge of Riveon Policy and Procedures, including sensitivity and adherence to clients' rights, confidentiality, health and safety issues and the Collective Bargaining Agreement. Must exhibit sensitivity to different cultures. Ability to present information and respond to questions from management, employees, and the general public. Must possess ability to read and interpret basic business documents. Ability to write reports and general business correspondence. Strong organizational skills and the ability to perform multiple tasks required. REQUIREMENTS/ QUALIFICATIONS Associate's Degree in Human Resources or related field with 1 to 3 years of related experience in a healthcare or social services environment is required. Must have a familiarity with Human Resources processes, laws and regulations. Intermediate to advanced computer skills in Windows based software (e.g. Excel and Word) along with ability to learn new software packages as required; ability to create and utilize spreadsheets; experience using an HRIS system preferred. Must be a self-starter and have excellent time management skills. Ability to handle sensitive, confidential information required. Bi-lingual (English/Spanish) a plus. Trauma Informed Care a plus. Excellent verbal and written communication skills required and ability to handle multiple tasks within a fast paced environment required. PHR and/or SHRM-CP certification is preferred. Educational Requirements: Associates degree or equivalent work experience in related field required. Certification Requirements: Certification eligibility in applicable field is preferred. Amount of Travel: Minimal, mostly confined to local travel. Hours: Full-time, 40 hours per week. Salary Range: $19.99 per hour to $26.20 per hour. Placement on the salary range is commensurate with credentials and experience. Equal Opportunity Employer. Drug Free Workplace. We value our team members and provide an excellent total rewards package of benefits and perks designed to be customizable to your specific needs. Our Total Rewards Package - What We Offer: Inclusive Culture with a Team Atmosphere Collaborative environment dedicated to clinical excellence Company-Wide All Staff Events - have fun while Teambuilding Wellness Programs and Activities Up to 41 days off per year (32 days of paid time off plus 9 paid holidays) Paid Bereavement Leave Paid Jury Duty Time Parental Leave Company Supported Continuing Education & Certification PPO & HDHP Health Plan Options Flexible Dental & Vision Plan Options Company funded Health Savings Account Company-Sponsored FSA and DSA Tax Savings Accounts 100% Company Paid EAP Emotional Well-Being Support 100% Company Paid Life Insurance and AD&D 100% Company Paid Long-Term Disability Insurance Added Value Benefits including: Critical Illness Plans for Employee and Family Accident Plans for Employee and Family Identity Theft Plans for Employee and Family Pet Insurance Whole and Term Voluntary Life Plans for Employee and Family Voluntary AD&D Plans for Employee and Family 403(b) Retirement Plan with Company Match Access to Personal Financial Advisor Generous Team Member Referral Bonus Program License and Certification Reimbursement License Testing Fee Reimbursement Annual Tuition Reimbursement Travel Expense Reimbursement On-Site Pharmacy Casual Dress Code Shift Differentials and On-Call Stipends Stipend for Bilingual, Spanish-Speaking ABOUT Riveon Mental Health and Recovery Our customers discover their path to recovery with us-where help is always here, always ready. As their single point of access to the full spectrum of behavioral health services, we're here for our communities 24/7, offering immediate support and continuous care for every age and diagnosis. Helping individuals find the help they need in one place, in an environment where they always belong. Brand Values: Our unconditional commitment to the quality of care and the way care is provided by our staff and experienced by our clients and the community is reflected in our brand pillars: COLLABORATION: We believe in the strength of partnership, where professionals from different disciplines work together to address the complex needs of our clients. COMPASSION: We believe in treating everyone with empathy, kindness, and understanding. DIGNITY: We believe in ensuring all clients feel valued and respected as they improve their overall health and well-being. EXCELLENCE: We believe in delivering evidenced-based behavioral health services, where and when you need it, with a dedicated, high-quality staff. INCLUSIVENESS: We believe in creating a warm and inviting atmosphere, where every individual has equitable access to care. EMPOWERMENT: We believe in equipping individuals and families with the tools for long-term health and success.